In a world where businesses must pivot as fast as headlines change, Learning & Development (L&D) is no longer a back-office function, it’s the nervous system that helps the entire organisation sense, respond, and adapt.
In a fast-changing business landscape, organisations that fail to prepare for leadership transitions risk falling behind.
In 2025, the pace of change in human resources has never been faster. From AI driven recruitment to new approaches in mental health support, forward thinking organisations are rewriting their playbooks.
Choosing a job is a lot like picking out a car. Sure, the salary and benefits might catch your eye first – they’re a sleek exterior that looks so appealing. However, just like a car, it’s the engine that really matters.
The ROI of Outsourced HR:
Why Every Growing Business Needs a Stronger Ecosystem.
Imagine stepping onto a train platform where two people buy tickets for the same destination - but one is charged 21.8% more than the other. They board the same train, sit in the same seats, and are taking the same trip, yet one passenger is consistently asked to pay more for the ride. This isn’t just an abstract scenario; it’s the reality of Australia’s gender pay gap.
Small to medium enterprises (SMEs) are the backbone of the Australian economy, contributing significantly to employment and GDP. However, as the market evolves and competition intensifies, one of the most pressing challenges for SMEs in 2025 is ensuring their leaders and managers are equipped to handle growing responsibilities.
Employee wellbeing and Psychosocial safety are no longer just buzzwords. They are critical components of a productive and healthy workplace. It’s no news that COVID drastically changed the ways that employers and employees interact, but the modern workplace requires focus on how these interactions affect employee health and wellbeing.
Small business owners, brace yourselves - 2025 brings tougher financial penalties that could hit your bottom line hard. The Australian Taxation Office (ATO) has introduced stricter enforcement measures...
Throughout history, leaders have come in many different shapes and forms. From tyrannical to hopeful, humans have shown time and time again that we either thrive under good leadership, or crumble.
The year is 2025. Business compliance has graduated from being a mindless box-ticking exercise to something far more thrilling - a high-stakes balancing act involving cutting-edge tech, sky-high employee expectations, and regulations so tight they make a straitjacket look cosy.
Picture a thriving forest. It’s an interconnected ecosystem where towering, centuries-old trees stand firm, their deep roots holding the soil together. Around them, young saplings reach skyward, keen for sunlight and space to grow.
A machine cannot be great. A machine is simply a machine. It lacks any humanity to it, any traits, any motivation. It is purely designed for a result and for benefit. It can be sold, it can be fixed, destroyed, and rebuilt to complete its designed functions - and that is it.
Getting to understand all of your employees’ entitlements presents a challenge for many companies. Are they covered only by the National Employment Standards (NES)? What about a Modern Award?
Human Resource Administration (HR admin) is at the cornerstone for positive employee relations. It also plays a pivotal role in ensuring compliance with employment legislation.
As of July 1, 2026, significant changes to Superannuation payments will come into effect, requiring employers to make Superannuation Guarantee (SG) contributions on payday, alongside regular wages.
Did you know companies that that prioritise DEI practices are 35% more likely to outperform their peers?1 In today's workplaces, embracing Diversity, Equity, and Inclusion (DEI) is not only morally right, but a strategic advantage to foster innovation and increase employee engagement.
In today's diverse Australian workplace, understanding personality dynamics is essential for fostering collaboration, enhancing communication, and driving performance.
In today's competitive business landscape, organisations are increasingly recognising the importance of performance metrics in measuring employee efficiency, driving engagement, and ensuring overall success.
People who work exceptionally at their job typically get promoted to become managers. They go from needing technical skills to needing leadership skills, but rarely have the appropriate training to provide the right type of support to their team.
One of the key responsibilities Leaders hold is to foster an environment where continuous improvement and candid communication are not just encouraged but embedded in the companies culture.
Leadership… It's a word thrown around a lot. And you might be thinking, “Here we go, another article about how managers affect employees.” Well, yes. But give us just one minute to convince you why great leadership (beyond mere management) is key and provide you with practical tips on how to develop your own leadership skills.
Workplace culture is the bedrock of your organisation. It encompasses your company's core values, beliefs, attitudes, and the behaviours that thrive in your work environment. Think of it as the DNA that shapes every interaction and decision within your business.
PerformHR was engaged by a highly experienced firm in the construction environment, was hired by a medium-sized manufacturing company in Victoria to provide Senior Leadership, Middle Management, and Employee Respect at Work Training.
PerformHR was engaged by a highly experienced firm in the construction environment, was hired by a medium-sized manufacturing company in Victoria to provide Senior Leadership, Middle Management, and Employee Respect at Work Training.
PerformHR was engaged by a Property Management and Construction group based in Rouse Hill with approximately 400 employees to accelerate their Learning and Development strategy and implementation.
PerformHR was working with a long-standing outsourced HR client who had experienced steady growth. The client required a new Performance Appraisal process as the feedback from the workforce indicated that manager feedback was delayed when delivered through annual performance appraisals.
PerformHR was engaged by an Education-based not-for-profit organisation located in Victoria to enhance the performance management skills of its middle managers.
What are the consequences for businesses that don't comply with the new legislation?
With the new Budget announcement comes a number of changes to the industrial relations landscape in Australia. Here are the key changes and implementations of the Budget that all Australian employers need to be aware of in order to navigate the evolving landscape effectively.
Whilst many of us celebrated International Women’s Day just weeks ago, and with this the achievements Australia has made in bridging the gap of gender inequality, we still have a long way to go.
When managing remote-working employees, it should be your focus as a leader to instil trust in your team members and always assume positive intent. The benefits of working in remote and hybrid working models are immense, however, the challenges can also be immense. In this blog we delve into 6 things to consider to best consider how to engage and lead remote effectively.
The cost of living in Australia has been steadily increasing over the past few years, and this trend has only continued into 2023. This has seen the costs of housing, food, transportation, and healthcare increase significantly, and has left many Australians finding it difficult to keep up.
You can't get away with a quick online training session as part of your onboarding process that just 'touches' on sexual harassment anymore. Proposed new laws require employers to be far more proactive in preventing and addressing this conduct in their workplace. The recently tabled Federal Government Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 (the Bill), seeks to impose greater obligations on employers to ensure their workplaces are free from discrimination and sexual harassment.
The Respect@Work Amendment Act is making sure workers are protected and empowered to address unlawful sexual harassment in the workplace. Here's what you need to do make sure you're compliant.
At performHR we understand the importance of creating a workplace that prioritizes employee wellness and we know the benefits of it!
It is easy to lose focus on recruitment when you may not need to fill any current vacancies, however the best way to set your organisation up to attract and keep the right talent is by building a strategy well before the need to recruit so that you are prepared and have the right processes in place. Coming into the new year, many employers are left thinking about talent challenges and asking “how long is this going to continue?” or “should I be doing things differently?”
An accurate workplace investigation can address problems quickly, limit legal falout and encourage employee trust in your organization’s leadership.
Managing workplace investigation issues relies on ensuring your processes are founded on procedural fairness.
Leadership development describes the activities designed to improve the skills and abilities of leaders, enabling them to achieve greater success in their roles.
A workplace investigation will help to collect evidence about what has or hasn’t happened, and can also protect the business against unfair dismissal claims further down the path
Fairness and equity in the workplace forms a key part of limiting conflict and ensuring that employees are provided with an environment that encourages productivity and opportunities.
The 4 day working week has long been a topic of conversation at the staff lunch table. We’ve all heard about the compelling legends of Scandinavian countries trying out the 4 day working week to great success.
Many organisations have been left reeling from trying to understand how to survive the great resignation or attempting to rationalise it in the context of their industry.
One of the greatest developments of the 2020s is undoubtedly the rise of hybrid working arrangements.
An organisation’s employees are its lifeforce, and keeping employees healthy and happy is a sure-fire way to build a strong and productive team.
You’ll gain a fresh outside perspective for your HR needs
HR consultants provide an impartial approach that can work strongly in your favour.
In the simplest definition, a HR manager works internally in your business and a HR consultant is engaged externally.
HR outsourcing allows you to boost your expertise, experience and efficiencies across key HR functions
One of the essential ingredients to ensuring your brilliant workforce feels appreciated and valued is ensuring they’re paid fairly, accurately and on time.
Parental leave is unpaid leave available to an employee for the birth or adoption of a child. When an employee or their partner falls pregnant, or they choose to adopt, it is a busy time for both expecting parents and employers.
Your employee handbook isn’t just a list of stodgy rules – it’s a dynamic embodiment of your organisation’s values and future. Shape it in the right way, and you’ll be inspiring new hires and supporting your existing team in the ways that matter.
Conflict in the workplace can be minimised but can also be inevitable, so having the right approach to employee relations really is crucial.
A workplace investigation can be a challenging experience, and by its very nature often requires delving into sensitive matters with employees. Employees might hold valid concerns that the process could affect their reputation, their career or their standing with colleagues if the matter isn’t handled correctly.
Few leaders go into the employee termination process lightly, knowing that it’s a significant step. Will you be able to handle the process fairly, correctly and lawfully and without unwanted consequences? Given our experience in employment relations, we wanted to put together a quick guide to six questions you should ask before terminating any employee.
Barring a few specific and clear reasons for instant dismissal, the first instinct in dealing with difficult employees shouldn’t be to fire them. First, it’s important to look a little closer at what might be going on both with the employee and with the wider organisation. Here are five important steps to take first with any problem employee.
A great employee can provide value that extends far beyond their role, and when someone like this resigns it can cause ripple effects through an organisation. Workplace morale can suffer and productivity can take a hit – not to mention the cost of recruiting and hiring someone of the same calibre. So why do great employees quit?
Remote and hybrid working is a reality for many organisations these days, due both to COVID-19 and to growing employee demand. In fact, Buffer’s 2021 State of Remote Work report indicates that 97.6% of employees want to work remotely at least some of the time for the rest of their career. As such, having solid remote strategies in place will make all the difference for most organisations. These seven key strategies can truly make or break your remote employee onboarding process.
An engaged workplace, where employees are stimulated and motivated, is proven to lead to greater business success with higher profitability and productivity, lower absenteeism, lower staff turnover and even higher customer loyalty. One of the key ways of encouraging employee engagement is to offer feedback and support through a structured performance review process.
As anyone running or hiring for an organisation will be able to tell you, employees can make or break a business. They can shape the culture, the customer service and the products or services you offer. So how can you ensure your recruitment process is effective and results in the best person for each role?
If everyone was the same, the office would be a dull place indeed. It’s almost a given that there will be some level of healthy disagreement and conflict in any dynamic workplace, but it’s when these conflicts become disruptive – or impact on the welfare or productivity or employees – that further action is required.
You may already know that Human Resource Management, or HRM, refers to the core administrative HR functions such as arranging employee benefits and establishing employee policies and practices.
Everything’s going along swimmingly, your staff all seem happy and there’s no reason to worry about employee engagement, right? Ideally, you’ll be looking for the signs of disengaged employees on an ongoing basis, because research indicates that only 53% of employees across Australia and New Zealand are engaged at work.
Strategic human resource management doesn’t just guide your HR team – it can have an impact on every element of your organisation, from attracting the talent that shapes your innovation to realising the full potential of every person and every workday.
Outsourcing your HR might seem like the last thing you’d consider when running a small business, when in fact it can make excellent business sense. While your first instinct may be to keep things contained in-house, outsourcing can give you access to extensive experience, accurate advice, flexible support and lower HR costs to boot. So when might you consider making the move to outsourced HR support?
In an ideal world, an employer and employee will go their separate ways after a termination of employment. But should the ex-employee feel they have grounds for an unfair dismissal claim, they can send an application to Australia’s Fair Work Commission for a minimal fee. This is likely to lead to one big question – how much could this potentially cost your business? Here, we cover what you might expect if the situation arises.
Bullying, discrimination, harassment and allegations of misconduct; all things you don’t necessarily expect to hear about on a Tuesday morning. Nobody looks forward to a situation where a serious allegation is made in the workplace and it may come as quite a shock, but if this does happen your next steps will matter a great deal.
Managers typically land their roles for a very good reason; because they’re highly skilled at what they do. A manager makes strategic decisions, assigns tasks to the most suitable team members and takes responsibility to ensure objectives are achieved. But as you’ll know – there’s a whole lot more to true leadership than just ticking off a bunch of KPIs.
Running a small business is challenging at the best of times. As a business owner you're expected to play many roles but HR should not be one of them. Leave it to an outsourced HR provider to support you so that you can get on with what you love doing.
While organisations rarely want to dismiss an employee, from time to time it may be necessary. In the case that you do need to carry out an employee termination, you’ll want to have a HR representative present at any and all meetings and to help guide the process. But why is this the case?
When it comes to human resources, should you outsource select components, or the entire function? It depends on your organisation’s specific needs. But many businesses are benefitting significantly from the access to HR expertise, flexibility and growth that often result from outsourced HR.
Engaged employees mean lower absenteeism and turnover, and increased productivity. What's not to love?
To outsource or not outsource? Often, that is the question. There are a number of situations that might prompt the question of whether to engage an outside company for HR functions such as recruitment, training and payroll.
Termination. Letting someone go. Firing. Laying off. Sacking. Redundancy.
Sometimes when you start scratching beneath the surface to get to the bottom of a performance issues you are faced with a bucket load of emotions and revelations about your employee’s personal life you were not prepared for or expecting.
Nowadays a diverse and inclusive workplace is more important than ever. But what are you doing to include persons with disabilities?
It is commonplace in industries that are heavily regulated to see a focus on providing mandatory training.
As a Learning and Organisational Development specialist I am curious about the role of adaptivity in teams and workplaces and how to leverage it.
As many have realised in the past few years, a great workplace culture can’t be magically summoned by putting a foosball table in the breakroom. So what is workplace culture?
2020 has certainly seen more than its fair share of uncertainty. It's important to create and maintain a mentally healthy workplace in order to support employees who suffer from anxiety whilst in the work environment.
Issues occur in workplaces with some regularity, and whether it be a dispute between employees, a breach of procedure, a case of misconduct or something else altogether, it needs to be dealt with effectively and efficiently. But how?
Modern Award minimum wage review effective from 1 July 2020
If you’re dealing with someone in the workplace who has been bullying, harassing, intimidating, threatening or victimising an individual or group of employees, the very last thing you’ll want to do is make the situation worse. So how do you handle the situation without adding fuel to the fire?
It seems that Australia is changing its attitude towards older employees, and for the better.
In a recent report by the Australian HR Institute and the Australian Human Rights Commission, 28% of respondents in the AHRI report had no reluctance to employ older workers, up from 8% in 2014. While that number is still far from ideal, it is improving.
Along with haircuts, HR is high on the list of activities that shouldn’t be left to just anyone. This leaves most businesses with two options. Should your business be managing HR matters with a dedicated internal professional or department, or should you consider HR outsourcing in Sydney to meet your current and upcoming needs? Here’s what to consider when weighing up both sides of the coin.
It doesn’t matter how small and agile the team; human resource issues can arise at any business size and stage. So how do small businesses access the advice and services they need without wasting resources?
In light of the current COVID-19 situation, many leaders are facing an unprecedented level of uncertainty. Lyndell Fogarty, CEO of performHR shares her thoughts.
If it ain’t broke, don’t fix it. It’s an adage many CEOs grapple with. And sometimes it’s difficult to balance the desire to drive a new agenda; going from good to great, reducing or even eliminating a way of operating that is outdated.
Annualised salaries may seem like a welcome administrative relief for employers. However, with changes coming to certain modern awards on 1 March, this may no longer be the case. The team here at performHR has reviewed the changes and shares their thoughts.
On the 1st December, rates of pay for some employees under the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award) increased. Have you made the necessary changes to payroll for your team?
HR has many components to it, each requiring a different skill set. Whether you need ongoing support in payroll, once-off recruitment, or expert Employment Relations advice, there are a number of benefits to outsourced HR partners - for both your business, and your people.
Christmas is a happy and festive time, but end of year parties can also be a minefield for employers, with the risk of over-indulgence and inappropriate behaviour. So, how can you prevent and manage incidents?
For businesses in the community care sector, bringing the right people into your organisation is critical. So, what can you do to ensure you find the right candidates, and the right candidates find you?
Join our four part webinar series, and learn how a great HR strategy will deliver real results for your business.
You wouldn’t invite your builder to start building your home without first creating a plan. Don’t do it with your business, either. A well-thought out people strategy is essential for business success. But why?
The Royal Commission into the disability sector is underway. Here are the 5 proactive things you can do to support your staff – and your business.
As a people champion, a business owner and business leader, I believe that the workplace plays a significant role in the support of people’s self-regulation and care.
A strong culture is evident in the way each and every one of your team acts and behaves. And, as a business leader, it's your responsibility to ensure that culture is powering your business.
In order for a merger of this size and scale to be successful, implementing the right people strategy was crucial.
Why the real 'future of work' has nothing to do with how people work, and everything to do with creativity.
Remumeration reviews can often be subjective conversations... unless you've set up an objective framework to begin with.
Pat Sparrow. CEO of ACSA, discusses the impact great HR has on her organisation.
The EOFY brings with it a lot for HR managers to consider. Here's what you need to know.
Involve HR from the outset in any M&A... a human due diligence process can reduce imminent risks and identify potential deal breakers.
It's been described as the biggest change for businesses since the introduction of GST. So, here's everything you need to know about single touch payroll.
Everything you need to know about the 2019 minimum wage review, in a bitesize chunk!
While CFOs, COOs and CMOs are seen as natural successors to a CEO, HR rarely is. HR – we have a perception problem.
Mix social media with a disgruntled employee, and you can find yourself facing a stream of HR challenges.
Stuck in a rut with the same old interview questions? Ask these four pearlers, and see your interview quality rise immediately.
The story of how one aged care organisation overhauled its HR capability.
Temple & Webster was newly formed and had little brand recognition - but big aspirations.
Culture's not a fluffy concept that makes work a 'nice' place to be. It can have a major impact on every part of your business – including the bottom line.
Viv Allanson, CEO of Maroba, discusses the benefits of HR outsourcing and the positive impact it has had on her business.
As a CEO or business leader, you can be vicariously liable for sexual harassment. Are you doing enough?
A strong business relationship has much in common with a good marriage. Trust and communication are key.
Before looking for the fix to an issue, you need to understand why it occurred in the first place.
We've reached the point where enough is enough. Time is up. Is your business ready?
The ultimate HR eBook to benefit every business. Click here to learn more, or download the eBook for free using the form below.
Perform HR has teamed up with Madison & Marcus, a highly respected and influential employment law firm, to offer our clients the best possible employment and safety advice. Our proactive and practical approach ensures that you receive professional guidance that is tailored to your specific needs. Trust us to keep your business protected and compliant with the latest laws and regulations.
Perform HR have teamed with The Growth Faculty an expert in the field of HR and Leadership Thought Leadership.
Working with The Growth Faculty, Perform HR is able to bring together the people, the thinking, the tools, and the sharing of ideas to grow teams and businesses
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