Limited training and career opportunities are among the many reasons for the declining number of doctors coming to Australia, and not the perceived mistreatment of Indian doctor Mohammed Haneef, according to the peak body of medical recruiters
Limited training and career opportunities are among the many reasons for the declining number of doctors coming to Australia, and not the perceived mistreatment of Indian doctor Mohammed Haneef, according to the peak body of medical recruiters, The Australian Association of Medical Recruitment Agents (AAMRA) “Blaming everything on the Haneef episode risks obscuring the real issue – that Australia is losing its competitive edge in the global job market for doctors due to limited training opportunities and an application process riddled with red tape,” said AAMRA president Ron Crause.
Performance pays
Just over one-third of Australian employees’ pay is currently linked to performance, according to a survey by Hays Human Resources. Presently, 15 per cent of employees’ pay is directly linked to monthly performance and a further 22 per cent to quarterly or other performance. This is an increase of 10 per cent since 2001 when 11 per cent of employees’ pay was linked to monthly performance and 16 per cent to quarterly or other performance. “Many employers believe systems linking performance to levels of pay improve a company’s competitiveness and productivity,” said Nicole Isaacs, regional director of Hays Human Resources.
Intellectual capital, staff retention key risks for 2008
Managing intellectual capital and the retention and up-skilling of staff will be among the key risk concerns for Australian executives next year – closely followed by climate variability, according to Ross Castle, Aon Australia’s national manager client research and development. Launching Aon’s annual questionnaire into risk trends and costs of managing and financing risk, Castle said managing employee issues could also be a risk factor should there be a change of government. “The possible change of government may also bring concerns about other possible regulatory or policy changes that may impact business.” To participate in the survey log on to www.aon.com.au.
Best workplaces for women named
The boss of a company that manufactures diesel engines has been recognised as the Leading CEO for the Advancement of Women at a business awards event hosted by the Equal Opportunity for Women in the Workplace Agency (EOWA). Gino Butera, CEO of Cummins South Pacific, received the award for his proactive approach to achieve greater female representation in both traditional and non-traditional roles at all levels of the organisation. Other winners included The Cancer Council New South Wales (Leading Organisation for the Advancement of Women – under 500 employees), Mallesons Stephen Jaques (Leading Organisation for the Advancement of Women – more than 500 employees) and Rio Tinto’s Hail Creek Mine (Outstanding EEO Practice for the Advancement of Women in a Non-Traditional Area or Role).
Staff need more support if businesses are to grow
Staff play a vital role in the growth of a firm, yet receive inadequate support from senior management, according to a global survey of just over 300 executives from North America, Europe, and Asia-Pacific. At top-performing firms, 80 per cent of senior executives cite the importance of staff in bringing about growth (two-thirds of senior executives at less successful growth firms agree). “Senior management, either because of time, inclination or the fashion for autonomy, are labouring under the misguided belief that capable staff can just get on with new and major projects aimed to transform a business’performance,” said Andrew Shapiro, executive consultant at The Forum Corporation, which conducted the research.
