HR professionals must become risk managers too

by 15 Apr 2008

HR professionals can and should create an early warning system to help reduce staff turnover, according to a talent management expert. Workforce risk management will become the next big thing in corporate governance as directors and executives become increasingly concerned with managing and measuring risk. Speaking at the Australasian Talent Conference in Sydney, Colin Beames, director and founder of the Workplace Relationship Development Indicator, said: “Just as we need to conserve our natural resources, we also need to preserve our people resources. But many recruitment and HR professionals have been so busy trying to plug the gaps of the skills shortage, they haven’t had the time or the space to do the big picture work around retention.”

457 visa sponsors risk financial health

Employers should beware of potentially exorbitant medical costs for uninsured employees on 457 working visas, following the recent announcement of a streamlined application process, according to Medibank Private. It is believed thousands of 457 visa holders are uninsured, despite immigration regulations specifying that sponsoring employers are responsible for the cost of medical treatment and repatriation (if required) for the visa holder and any dependents. Even the simplest of medical treatments can end up costing the employer thousands of dollars if sponsored workers and their families are uninsured, according to Craig Bosworth, Medibank Private industry affairs manager.

Government employees unhappy but loyal

Government employees are the most likely in Australia to hate their managers, hate their colleagues or be bored at work, yet they are the most likely to say they intend to stay working where they are for another 10 years or more. A Seek survey found that 28 per cent of government employees hate the quality of overall management where they work, 17 per cent hate their boss and 7 per cent hate the people they work with. Compared with other industry sectors, government employees are the most likely to report having left their last job due to poor management (55 per cent), with feeling unappreciated at work (56 per cent) and boredom (36 per cent) also driving staff churn.

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