HRM
4 New Years Resolutions for your Business
CPA | Accountant | Business Advisor
It is that time of the year when we make resolutions for the coming year. Lose weight – get fitter – drink less – actuallyuse that gym membership we keep paying for – spend more time with the family and friends and so on ….
What about New Year Resolutions for your business? Here’s our top 4 to consider …
1. I resolve to get on board internet and social media marketing and use them to promote my business.
Marketing research and statistics support that consumers are using the internet to source suppliers and/or do business with those suppliers. Those who “tweet” “FB” “Blog” and sell their products via the internet are the ones who are capturing greater market presence than those who aren’t. Where people use to tell one or two others how happy they were with a supplier or service provider over the BBQ and a drink in the past, people are now communicating the same information with hundreds of people in an instance via Facebook, Twitter, Linkedin, Blogs, etc.
2. I resolve to explore selling and providing my products and services over the internet.
Although people are continuing to enjoy the “shopping experience” with on-site shopping/service provision, there is a growing trend to do a lot of this from the comfort of the customer’s office or home. Regardless of whether you are a supplier of goods or services, customers are looking more to the internet to source their needs. Cloud capabilities and internet shopping is growing.
3. I resolve to review my business practices to see if I can do them more efficiently and/or cost effectively.
With technology changing so rapidly it is important to review how you do business to make sure you are getting the biggest and best bang for your buck. Could you be doing business more efficiently? Is the technology you are using the best for now and into the future? Can you source the technology cheaper (eg, phones – we cut our phone costs by over 40% by changing systems and providers)? Is the way work flows through your business optimal?
4. I resolve to support my staff as an asset of my business.
A lot of business owners invest a lot of money in technology and marketing however are irritated with staff management and development. The thing that separates technology and people is that people come with a brain that can think for itself and experiences, connections, and capabilities when nurtured and fostered to support a business are a significant asset across many areas of the business, not just the area they are employed to do. For example, computer software is purchased to write letters and another to create spreadsheets and another to do the financial management and another – well you get the gist. People can do the job they are employed to do as well as market the business, up-sell/cross-sell, referral market, assist with process design, etc.
Happy New year from Balanix Solutions. We look forward to hearing 2013 was successful and profitable.
Gone Fishing
Imagine coming to work and finding everyone choosing to be energised, passionate and positive, as well as, connected to their work, colleagues and clients.
Recruitment | HR | Business Development
The Pike Place Fish Market, Seattle transformed its culture and environment from a routine “toxic energy dump” to an energised fun workplace. How? By creating and following the Fish Philosophy which has four simple rules:
1. “Choose your attitude”: there is always a choice about the way you do your work, even if there is not a choice about the work itself. People can choose the attitude they bring to work and this choice influences the way they do their work. As long as they are at work, why not choose to be and do “the best” rather than be ordinary.
2. “Play”: you can take the running of your business seriously and still have fun with the way you conduct business. You can focus on making profits whist having a good time in a respectful manner. Ask yourself and your people “what would make working in your business more fun?”
3. “Make their day”: always look for ways to create great memories for your clients. Engage your clients in the way you do your business. By focusing your attention on ways to make another person’s day provides a constant flow of positive feelings and memories.
4. “Be present”: when at work be present, engaged and focused on your work, your clients and your work environment.
The Fish Philosophy sounds pretty simple, but like all change, it does take time. Each person needs to find a way to discover the meaning of this philosophy rather than be told. Like the saying goes:
She told me and then I
discovered it for myself.
(Unknown)
(If you would like to explore more about the Fish Philosophy, it is all in Lundin, Stephen C; Paul, Harry ; Christensen John, “Fish” A Remarkable Way to Boost Morale and Improve Results 2000 Griffin Press)
Who to Employ
Recruitment | HR | Business Development
I’m not saying anything new when I say that choosing staff is a major critical business decision. The cost of recruiting (both time and dollars), and, more particularly, the cost of the wrong decisions can make choosing staff a stressful, confusing and expensive exercise.
The evaluation of candidates’ information should focus on two factors:
- the “can do” factors (ie, knowledge, skills, competency and aptitude or potential for acquiring new knowledge and skills), as well as,
- the “will do” factors (motivation, interests and other personality characteristics).
In other words, interest is focussed on what a person can and will do.
Both of these factors are essential to successful job performance. A person who has the ability (ie, “can do”) but not the motivation to use it or to grow (ie, “will not do”) is little better than someone who is willing however unable to do the job.
So, how does the employer make a decision? Like everything in business, there is no magic answer. The strategy to making selection decisions for one job may be different from that used for another. Having said this, here is some things to think about:
- what is the job all about – will it stay the same over time or will it evolve and grow with the business.
- what is the future growth of the business – is it better to employ someone with very high skills who can hit the ground running in the job quickly, or is future potential and growth capabilities better, taking a long term approach.
- should someone be hired according to their potential or according to the immediate needs of the business.
- what’s in it for the employee – what are they looking for in an employer and employment and does this match what can be offered.
- on what basis is salary (and other remuneration) determined for the immediate and the future.
- how will people be employed – full-time, part-time, casual, contract etc.
- what induction and training would be needed.
- how long would it be expected the person would stay in the employment (does it matter).
- will there be opportunities for advancement within the business as an incentive to stay.
- what probation period would be used.
- what performance needs to be met to confirm employment.
Getting the right person for the right job at the right time has enormous benefits for a business. However the decision cannot be taken lightly.
balanixsolutions.com.au/recruitment
Recruitment Consultants -v- Recruitment Agencies
Recruitment | HR | Business Development
Recruitment consultancy is a viable alternative to recruitment agencies. The key things about recruitment consultants are:
- Consultants don’t manage candidates.
- Consultants work closely with the business owner/manager to understand the job and organisational cultural requirements in great depth.
- Recruitment and selection is targeted to attract to a specific role and requirements.
- Fee structure follows a consultancy model and generally is lower than the agency model.
Recruitment agencies:
- Manage candidates.
- Fees are generally a percentage of the salary offered for the position.
- Attract a broad range of candidates within a work discipline.
- May have a number of masters who they are serving (eg, Government in relation to Job Network, Labor hire clients, as well as specific recruitment assignments).
If you are experiencing high turnover/low retention of staff, recruitment consultants can provide a more strategic and targeted alternative to recruitment.
balanixsolutions.com.au/recruitment-services
New Fair Work Handbook for Employers
In its press release dated 13 November 2012, the Fair Work Ombudsman announced the publication of its Fair Work
Recruitment | HR | Business Development
Handbook to assist employers better understand the Fair Work Act and their obligations under workplace laws.
The Handbook provides an overview of the aspects of the Fair Work Act that employers must be familiar with, including:
- The 10 National Employment Standards
- Awards and Agreements
- Pay slips and record-keeping
- Employing staff
- Handling workplace disputes
- Managing underperformance, and
- General protections.
The Handbook has been designed to assist employers prevent and resolve workplace issues in their businesses.
A copy of the handbook can be downloaded in PDF or Word from Fair Work Handbook
