corus slides combined soft power
TRANSCRIPT
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Taking HR to the C-SuiteThe Rise and Importance of Soft
Power
Connect. Inspire. Thrive.
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Where Are We At?
We are continuing to build upon the business case to include the HR Function at the highest levels of business strategy
Looked at how to put a business case together on an HR Issue Looked at how to initiate and drive the change management process
Connect. Inspire. Thrive.
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Responding to Change
External change factors impacting upon business planning
Environmental Factors
Legal Factors
Economic & Demographic Factors
Connect. Inspire. Thrive.
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Responding to Change
Environmental ImpactSkills ShortageIntergenerational changeEducation and Training supply chain lagsChanging GovernmentEconomic Reform (eg Carbon Tax)Shifting Social ValuesGlobalisationIncrease trend in outsourcing
Connect. Inspire. Thrive.
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Responding to Change: Legal Impact
Agreement Making
Minimum Employment
Standards
Personal Responsibility
What is a Workplace?
Compliance Culture
Workplace Rights
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Economic & Demographics
Connect. Inspire. Thrive.
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Economic & Demographics
Shift in the balance Pendulum swings back to candidates Pressure on Immigration Targets Baby Boomer Retirements
Connect. Inspire. Thrive.
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Economic & Demographics
Connect. Inspire. Thrive.
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Economic & Demographics
Balance is therefore shifting – employees are not a luxury
The Vietnam Experience – 180 Degree Therefore practice needs to change to reflect
◦ Need to attract what is out there◦ Need to reward them and keep them◦ Need to keep them longer
Connect. Inspire. Thrive.
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Solutions
Connect. Inspire. Thrive.
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Soft Power
What it isn’t
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Soft Power
Water is fluid, soft, and yielding. But water will wear away rock, which is rigid and cannot yield. As a rule, whatever is fluid, soft, and yielding will
overcome whatever is rigid and hard. This is another paradox: what is soft is strong
Sun Tzu
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Soft Power
Originally devised as a term used in International relations
Soft power is the ability to get what you want through attraction rather than coercion
Power based on intangible or indirect influences such as culture, values, and ideology
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Soft Power
The aim is to secure 4 key outcomes:
◦ High employee commitment to the organisation
◦ Strategic integration of employees
◦ High workforce flexibility and adaptability
◦ High quality workforce
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Soft Power
Outcomes are derived through 4 key platforms:
◦ Employee Influence
◦ Human Resource Flow
◦ Reward Systems
◦ Work systems dealing with the arrangement of people, information & technology
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Platform 1: Empowering Staff
Defined by the amount of authority that management voluntarily delegates to staff
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Empowerment, Influence & ResponsibilityAsker v Jemal Group Pty Ltd and Darley (2007)
Employer’s business involved installing lifts
?Responsible Officer was semi-retired & relied on experienced employeesInstallation was defective & lift went into free-fall
Responsible Officer was prosecuted under OHSW Act
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Empowerment, Influence & ResponsibilityAsker v Jemal Group Pty Ltd and Darley (2007)
Employer’s business involved installing lifts
• Responsible Officer convicted
• Fined $7,500 plus costs
• Some responsibilities can’t be delegated
• Employees must know the boundaries of their authority
Responsible Officer was semi-retired & relied on experienced employeesInstallation was defective & lift went into free-fall
Responsible Officer was prosecuted under OHSW Act
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Platform 2: HR Flow
Fair Hiring Staff Development and Management Developing key competencies Feedback culture Appropriate and fair performance management
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Making HR Flows WorkMcKellar v Jetstar Airways Pty Ltd (No 2) (2010)
Employment contract required repayment of training costs
?Employee repeatedly failed to pass
Argued training was poor & failure was employer’s fault
Refused to repay & made unfair dismissal claim
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Making HR Flows WorkMcKellar v Jetstar Airways Pty Ltd (No 2) (2010)
Employment contract required repayment of training costs
• No deficiencies in training programme
• Failure was due to employee’s own lack of ability
• Employee’s claims unsuccessful
• Invest time in developing & communicating fair, measurable and appropriate HR tools
Employee repeatedly failed to pass
Argued training was poor & failure was employer’s fault
Refused to repay & made unfair dismissal claim
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Platform 3: Rewards Systems
Need to be flexible and listen to what employees need Do the research on your employee demographic Don’t lose sight of business goals Think outside the piggy bank
Connect. Inspire. Thrive.
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Reward Systems: Getting it RightAllied Express Transport Pty Ltd v Owens (2011)
Employee requested change to job duties during pregnancy
?Dispute arose about impact on remuneration
Employer unilaterally changed employee’s role & rate of pay
Employee resigned and made constructive dismissal claim
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Reward Systems: Getting it RightAllied Express Transport Pty Ltd v Owens (2011)
Employee requested change to job duties during pregnancy
• Constructive dismissal claim succeeded
• Employee was awarded $25,000 – upheld on appeal
• Dispute probably could have been avoided if reward / remuneration structure was more transparent
Dispute arose about impact on remuneration
Employer unilaterally changed employee’s role & rate of pay
Employee resigned and made constructive dismissal claim
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Platform 4: Work Systems
Ergonomic requirements of an intergeneration workforce
Differential distribution of technology Understanding team dynamics
Connect. Inspire. Thrive.
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Work Systems: Getting it RightWright v Telstra Corporation Limited (2003)
Employer had an automated telemarketing system & clear policies
?System had some flaws but employee repeatedly failed to comply
Employee said they were all “mistakes”
Dismissal for serious misconduct
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Work Systems: Getting it RightWright v Telstra Corporation Limited (2003)
Employer had an automated telemarketing system & clear policies • Employee was
negligent but summary dismissal was too harsh
• Reinstatement plus lost wages ordered
• Technology needs to work for you, not against you
System had some flaws but employee repeatedly failed to comply
Employee said they were all “mistakes”
Dismissal for serious misconduct
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Soft Power: What it’s NotG v Westpac Banking Corporation (2010)
Employee had gambling problem & poor performance record
?Employer provided assistance & financial support – with conditionsEmployee developed psychiatric illness & felt privacy invaded
Employee made workers compensation claim
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Soft Power: What it’s NotG v Westpac Banking Corporation (2010)
Employee had gambling problem & poor performance record • Employee’s claim was
successful
• Employer stepped over boundary from supervisory role into employee’s personal life
• Know when to use power and when not to
Employer provided assistance & financial support – with conditionsEmployee developed psychiatric illness & felt privacy invaded
Employee made workers compensation claim
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Conclusions
Connect. Inspire. Thrive.
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Further Reading
Bernard Salt “The Big Tilt”, 2011 Hardie Grant Books Joseph Nye “Soft Power: The Means to Success in World Politics”,
2004 Public Affairs Erickson JI, Hamilton GA, Jones DE, Ditomassi M. The value of
collaborative governance/staff empowerment. J Nurs Admin 2003 Feb;33(2):96-104.
Productivity Commission - http://www.pc.gov.au/
Connect. Inspire. Thrive.
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Taking HR to the C-SuiteThe Rise and Importance of Soft
Power
Connect. Inspire. Thrive.