Don't forget Super! Click the below image, a must read.
October 8, 2018
August 14, 2018
Procedure Rock- A human resources management system.
May 21, 2018
The ‘Lone wolf leadership style.'
April 23, 2018
Mentoring VS coffee catch-ups
Sick leave policy and procedures.
March 27, 2018
Developing Corporate Culture.
January 28, 2018
Corporate politics is the bane of Australian management structures. Policy is bypassed through collusion amongst ordinary performers to bring to heel...
November 27, 2017
Unfair Dismissals in work place performance and conduct matters are prolific under the various jurisdictions in Australia yet Policies and Procedures...
November 24, 2017
How to develop good Corporate Culture.
Mindfulness in Occupational Health and Safety.
October 10, 2017
The decision to terminate employment should have a clear, identifiable chain of reasoning.
(i) Such would clearly identify the legitimate business reasons for taking the particular course of action.
(ii) Also, identify who participated in the decision making process.
(iii) It is unfair to the employee(s) concerned to not disclose the factual basis which formed the reasons which gave rise to the termination of employment.
(iv) If the termination is challenged, the onus of proof is on the employer.
Termination of Employment
Employer’s Onus of Proof.
Policies and Procedures software
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policies and procedures
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