End2end Business Solutions Recruitment & Outplacement

In her latest video, Annette talks to Radio BNI about her business, End2End Business Solutions, and the outsourcing, outplacement and recruitment services of her business.

To hire a new staff member can cost as much as 100% of their salary package, so hiring the wrong person can really cost your business.

Finding the right person will save you time, effort and money in the long run.

When recruiting, Annette uses a tried and tested assessment model to firstly assess, identify and understand the client’s needs and what they are looking for in a new staff member, and then to provide a shortlist of candidates that have also been through the assessment model and are genuinely suitable candidates for the position. 

Annette also offers outplacement services, helping staff affected by business changes, restructures and redundancies to find their next position.

To view the whole video, please go to: http://end2endbusinesssolutions.tv/end2end-business-solutions-recruitment/

The importance of giving and receiving of performance feedback

The giving and receiving of feedback to employees is a valuable tool for businesses and can assist to improve performance, minimise disputes and can transform the morale of your organisation or business unit.

Managing the human element of any organisation is as critical as managing your own health.  One of the most powerful and valuable tools a manager can have is the skill to give and receive feedback. Doing this regularly will assist in improving performances, minimise disputes and can build staff morale. As a general rule, employees DO want to perform well and feel valued, so feedback is a valuable tool and motivator in helping them learn more about themselves, and helping them to achieve their goals. Becoming effective in providing both positive and negative feedback is a technique every manager should have.

Not only is giving feedback to your staff essential, but seeking and responding to feedback from your staff is just as critical. The way you respond to feedback will set you apart as a manager. When a manager actively seeks feedback and is open to receiving it without repercussion, communication becomes easier and staff engagement is improved. It demonstrates to your employees your organisation's willingness to engage staff in what matters to them and what is important to them.

Feedback given irregularly, too infrequently or in an inconsistent manner will often result in confusion from staff and a lack of constructive insight. Similarly feedback without purpose or a lack of planning about what to do with the results may simply be a missed opportunity.

How often should your employees receive constructive feedback on their performance?

Use constructive feedback regularly to acknowledge real performance. Try to catch and respond to employees doing the job right just as much as you would respond to them doing something not quite right —don't acknowledge how they are performing only once or twice a year.

A few ways to establish and optimise the feedback process could include:

• Be prepared, consistent and specific
• When giving negative feedback provide a pathway to improved performance
• Ensure the feedback is adjusted to the individual's personality
• Try to give more constructive feedback than negative feedback
• Be prepared to receive feedback of your own performance, this serves to heighten the validity and fairness of the process
• Establish a regular feedback strategy and process, that all staff are aware of.

A structured approach to the design and implementation of a feedback process is highly recommended for all businesses. If you or your staff would benefit from receiving training in giving and receiving feedback, or would like HR assistance in developing a feedback strategy for your business, please contact Annette at End2End Business Solutions on (02) 8977 4002 for a customised solution.

Fair Work Australia minimum wage increase

Fair Work Australia minimum wage increase

Fair Work Australia's minimum wage panel has increased federal award minimum weekly wages by 2.9%, an increase of A$17.10 a week to A$606.40, or A$15.96 per hour. This increase, from the current minimum rate of A$589.30 a week, will commence from the first full pay period on or after 1 July 2012.

In describing the rationale for the decision, the Panel concluded that a "significant increase" was not warranted based on a review of current economic conditions nor were there exceptional circumstances generally or for any specific industries that justified a deferral of the increase.

Given this change is due to take place within weeks, employers should contact payroll service providers and payroll personnel now to provide instructions to review the rates of pay that apply to employees and ensure that the increased minimum rates are introduced on time.

Where above award rates are currently being paid, employers must determine whether these rates will absorb the increase. If not, the wage rates must be increased to meet the new minimum standards.

NBIZ Magazine

This month we are very excited to advise that one of our recent newsletter articles, "How to Deal With Frequent Sickies" has been published in NBIZ magazine. 

NBIZ is an American publication : 

"From the entrepreneur to Fortune 500 companies, NBIZ Magazine makes business sense. Strategies that you can use; business information that you need. Leading issues written for the owner, C-level executive and senior management to strengthen their knowledge and skills in the market. Recharge your company and learn from our in-depth articles on energy, finance, healthcare, human capital, management, marketing, real estate, sales, technology, and more."

Click the link below to see our article :

http://nbizmag.com/magarticles/Frequentsickies.pdf

About NBIZ:

http://www.nbizmag.com/default.aspx?ijd342ruf19jfj3qif=no

Changes to the taxation of termination payments and Superannuation

Arising from the 2012-2013 Federal Budget are various changes that will have practical impacts on businesses and business owners in relation to the taxation rates to be applied to lump sum payments to employees upon termination of their employment (ETPs), and concessional contributions to superannuation funds.

Eligible Termination Payments:

Currently, employment termination payments may be taxed concessionally (15% or 30%, determined by the age of the recipient) up to $165,000.  This concessional taxation applies regardless of the level of recipient’s other income. The new rules will now take into account the recipient’s taxable income and will give access to concessional tax rates for only as much of an ETP that brings the taxable income up to $180,000.  In other words, if the employee already has other taxable income of $180,000, there will be no concessional tax treatment for the ETP. Amounts above this whole-of-income cap will be taxed 45%.

Concessional Superannuation Contributions:

The Government has deferred its previous proposal to increase the concessional contribution limit for persons over 55 with superannuation balances of less than $500,000.  This will mean that, from 1 July 2012, the standard $25,000 concessional contribution limit will apply to all taxpayers.

The budget also introduces a change to the concessional taxation treatment of contributions to superannuation funds. Under the current rules, concessional tax contributions are taxed at the rate of 15%,and this will now be doubled  from 15% to 30% for taxpayers with taxable incomes of more than $300,000.

Contact Annette at End2End Business Solutions on (02) 8977 4002 should you require any assistance or to simply obtain further information .

Changes to Living Away from Home Allowance

From 1 July, 2012, Employers and HR professionals should be aware of changes to the Living away From Home Allowance (LAFHA). The changes apply from 1 July 2012 for arrangements entered into from 9 May 2012, and from 1 July 2014 for arrangements made prior to then.

The new reforms mean the LAFHA can only be used for the expenses of people who are legitimately maintaining a second home in addition to their actual home, the concession will be limited to a 12 month period only, and individuals are now required to substantiate their actual expenditure on accommodation, and food beyond a statutory amount. Additionally, temporary Australian residents will no longer have access to the concession unless they can establish that they are living away from an Australian based home which is maintained for their personal use.