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HRINZ Branch President Blog – Wild South

HRINZ Branch President Blog – Wild South

This month, Wild South Branch President, Callum McKirdy, shares what’s been going on down in Dunedin and tells us why he thinks Conferences are all about the experience. Beauty is in the eye of the beholder Having returned from the NZ HR Conference buzzing with ideas and considering our practice as HR professionals, three of the eight HRINZ Wild South members whom attended the conference spoke at our 30 September networking event. This was billed as a Conference ‘highlights’ session with summaries of nine of the 18 sessions offered. A good night of entertaining discussion on the speakers, their points of view and ‘gems’ that resonated with those presenting. However, given these were our personal ‘gems’ I couldn’t help thinking that, in order for the audience to get the same insights and inspiration as we did, they really did have to be there. All the more reason to make the effort and get to Wellington next year! I earn my crust by helping awesome people be more awesome at work, and I do this through the approach of having better conversations about work; at work. When we strip back the glitz and glamour, wonderful venue, entertaining world class speakers, catering, expos, prizes & paraphernalia, and all those other things we immediately think about when we hear the word ‘conference’, what we actually have is a collection of targeted conversations – be they speaker-lead or informal networking chats. These can only happen if you’re (a) present, and (b) willing to shift your thinking – in other words be in the moment. Catherine Blyth wrote that “conversation requires two things: Two or more people, and interest and attention”. If you don’t have these; don’t turn up. I was talking with colleagues about the value of being at and also in a...

posted on: Oct 15, 2014 | author: Guest post

HRINZ Branch President Blog – Nelson Branch

HRINZ Branch President Blog – Nelson Branch

In this guest post, Nelson Branch President, Nigel Teal, shares what’s been happening down in NZ’s sunniest spot! ‘May you live in interesting times.’ Origin unknown My second term has certainly been an interesting one. Beginning with the new appointment of Chris Till as CEO who brought with him a new vision for HRINZ and a highly visible engaging style. True to form, a year on from engaging a new committee our team settled neatly in to their respective roles. Having hit the ground running, real ownership began with writing the 2014 branch plan and activities programme. Our challenge being to identify key themes and new angles to support Nelson members needs in a meaningful way. This blog is a snapshot of outcomes of 2014 activities. Being a team of six we committed to four networking events and reduced the Special Interest Groups to two sessions. This gave room to explore and introduce the concept of HR Café and rovide a professional accreditation session. Thank you Nelson team for delivering a successful programme to our members. Networking events Post event evaluations indicate the subjects and quality of presentations have been well received. This year we trialed a different format, slotting lunch between the presentation and the Q & A/forum, some people indicated preference for lunch at the beginning of these events. In July we managed to introduce video-conferencing to connect with our Blenheim colleagues. The success of this will be factored in to planning of 2015/16 networking events. Special Interest Group Nelson branch are fortunate to access two very popular and high valued sessions offered on an annual basis by local providers: Employment Relations – Kay Chapman of Chapman Employment Relations Employment Law – with Nick Mason of Pitt & Moore Professional Accreditation One member has gained professional membership with...

posted on: Sep 1, 2014 | author: Guest post

HRINZ Branch President Blog – Bay of Plenty

HRINZ Branch President Blog – Bay of Plenty

Bay of Plenty Branch President, Angie Lund, shares what the branch has been up to over the past few months. 2014 slow down!  This year is flying by so fast, I can’t believe we’re starting to talk about our offering for next year’s programme already and it’s only 24 weeks until Christmas.  I know I’m not the only one who feels like this either. Boy it’s a great to be in ‘The Bay’, the highlight for me in this role is that every month we manage to put on an exciting event where people give their time and experience for free.  I feel so lucky to work with a fantastic committee who have a huge wealth of experience from a very diverse background, they are amazing and bring so much to the table, it truly is wonderful to work together as a team. One of the challenges we face is that our region has a diverse offering in terms of business & industry.  We have a high number of registered seasonal employees that come through ‘The Bay’, forestry, agriculture, port and manufacturing industries are also a big part of life around here so we need to cover a number of different topics that would appeal to some, if not all, at times.  We have a great core group of dedicated members who support us, and at most of our events we average anywhere between 25 – 35 members. We work hard to ensure we have a local sponsor as well.  It’s hard to pick just one event that’s been attracting more than others; as they’re all such great events, one that does spring to mind though is Kevin Palmer from Trust Power. Kevin was so great at demystifying financial reports.  His goal is to enable virtually anyone to understand, and reach the correct financial...

posted on: Jul 24, 2014 | author: Guest post

HRINZ Branch President Blog – Taranaki Branch

HRINZ Branch President Blog – Taranaki Branch

This month we bring you a guest post by Taranaki Branch President, Tracey Soffe. Read on to find out what’s been happening in the Naki! 2014 started with a bang and it hasn’t stopped. I know the years pass us by pretty quickly, but for some reason this year has been something else again. I’m struggling to get my head around how quickly we’re churning through the year, especially as I’ve just started talking Christmas functions. What the?…Six months down and only six more to go. 2014 has seen the introduction of the members only HR Cafés which have been a very welcomed initiative by the Taranaki members. Meeting five times throughout 2014 the HR Cafes are an opportunity for members to take time out for ourselves to connect with old colleagues and meet new ones. In our all too busy working lives, providing a space and a set time for our members is sometimes all it takes to convince them that their time is worth spending connecting with their local HR colleagues. For the members working in smaller HR teams it’s a good reminder that they’re not alone; their issues are often the same issues we’re all experiencing. As a new initiative for members this year we’re keeping these HR Cafes really informal, breaking the ice and providing the space for us HR people in Taranaki to get together. In 2015 we’ll look at bringing in some ‘hot topics’ to discuss at these HR Cafes. We’re also very fortunate to be supported by local businesses that are kindly sponsoring these events so our members can enjoy a much deserved free coffee. Our highlight guest speaker so far this year has been Lloyd Pinder. To have a HRINZ Award winner of Lloyd’s calibre speaking to our members was an...

posted on: Jun 11, 2014 | author: Guest post

What works – in any language!

What works – in any language!

This is the latest in a series of guest posts on the HRINZ blog. In this post Angela Murphy, President of HRINZ Auckland South Branch… I have just come back from Europe and while I have many tales of the beautiful Scandinavian countryside, fabulous monuments and what happens when you eat far more Danish pastries than is good for a person; there is something else that I would really like to share. Regardless of where we are in the world, what our workplace looks like or the language we conduct our business in, there is one thing that will turn a workplace toxic at speed – ineffective communication. Wherever I went, once people knew my occupation, I would hear of workplace horrors that all stemmed from a lack of clear communication; poor induction programmes leaving newcomers unsure of the company’s values and mission and doubting their decision to join, unclear job descriptions leading to staff wondering what they should be doing and becoming frustrated when their efforts were in vain, conflicts that could have been addressed long before the relationship broke down completely; not forgetting the destructive power of gossip and bullying to completely derail a company culture. I know that the effects of unclear expectations, poor communication and workplace relationship breakdowns have been felt by HRINZ Auckland South members and they are often a hot topic at Coffee Connects and at our events.  To that end, we will be having a range of speakers over the year addressing some of the issues that can stem from poor communication, beginning with how to clearly address employment relationship breakdowns.  If you happen to be in Auckland South next month we would love to see you. But while I have you here, and thank you for reading this far, I would...

posted on: May 1, 2014 | author: Guest post

HRINZ Branch Presidents Blog – Wild South Branch

HRINZ Branch Presidents Blog – Wild South Branch

Every month HRINZ will bring you a blog from one of our branch presidents. This month we have a piece by Callum McKirdy of the Wild South branch. We’ve had a fantastic year in 2013 with the committee organising a really diverse range of events following an Appreciative Inquiry session held in November 2012, in which we gathered member feedback on what were the best Wildsouth events they had ever attended and why, which we used in our 2013 planning. My thanks go to the local committee (official and unofficial alike!) who made my year as Branch President really rewarding. A string of really well attended events resulted in positive feedback from our attendee surveys. In particular, and acknowledging that we have a vast and diverse depth of knowledge, skills and experience within our branch, the June event was a highlight where we asked members to provide HR issues they were currently dealing with to get another perspective or assistance with solving by using our local membership expertise. Other highlights have been the August and September events, which saw a great flow from one topic to the next that built on a theme of what is expected of HR at the executive and governance levels. First we had Phil Ker, CEO of Otago Polytechnic discuss his expectations of HR from a CEO’s perspective. In typical Phil style he told it to us straight and gave us great food for thought. The following month we had a panel of three well known Directors with diverse backgrounds and nationwide experience, facilitated by National President Rachel Walker. Rachel was outstanding and focused on two core themes to her questioning (1) What do Boards expect of HR and how can HR serve Boards better, and (2) How can HR practitioners develop into Director roles? We connected mid-year...

posted on: Nov 18, 2013 | author: Guest post

Auckland-South Branch President Blog – Tarryn Van Niekerk

Auckland-South Branch President Blog – Tarryn Van Niekerk

Every month HRINZ will bring you a blog from one of our branch presidents. This month we have a piece by Tarryn Van Niekerk of Auckland-South branch. Welcome to Auckland-South As one of the newest HRINZ branches, Auckland-South is really proud to be asked to contribute to the HRINZ blog.  Our branch is situated in South Auckland and was established to meet the needs of HR Practitioners that work outside the city centre.  South Auckland has a large percentage of manufacturing and industrial businesses and the HR Practitioners that work there often have multiple roles and a different focus.  Health and safety, unions and literacy are common challenges for a typical South Auckland HR Practitioner.    We aim to provide these practitioners with support and information that will assist them in their roles. Some branch stats: Branch established in March 2013 Starting branch members 24 members Current members = 39 members There is no delimitated boundary for the branch and we welcome members from any other branch to our events.  Since our inception we have run two networking events and two HR Coffee Connects (our thanks to Drake for their sponsorship).  Our first event was based on the pitfalls of social media and what employers need to know to protect their intellectual property and businesses.  This session was presented by Laura Scampion who is Special Council at DLA Phillips Fox law firm, she specialises in Employment Law and Health and Safety and we are lucky enough to have Laura as one of our committee members.  Our second session was focussed on recruitment and the importance of employer branding in attracting top talent.  This session was run with two presenters, Louise Reed the HR Manager – Employment Branding and Attraction at Fisher and Paykel Healthcare and Liz McCormick Agency Manager of...

posted on: Sep 17, 2013 | author: Guest post

HRINZ Branch Presidents Blog – Waikato Branch

HRINZ Branch Presidents Blog – Waikato Branch

Every month HRINZ will bring you a blog from one of our Branch Presidents. This month we have a piece from Sarah Lockett, President of the HRINZ Waikato Branch. I am going to take this opportunity to say: The Chiefs are at the top of the table in the Confederate Cup – The Waikato Chiefs are the business! I may not be able to stake my claim of them being at the top at the end of the season, so opportunity taken! What I am going to share with you now, has a slight link to the Chiefs (or any team for that matter). One of my teams at work was too small, just did not have enough ‘hands on deck’ to share the load. It became obvious a 3rd member for the small team was needed. Trouble is both the incumbent team members needed help in their specific roles, perhaps another 30% to each team member. So how do you introduce a 3rd team member? Does the 3rd person tag onto the other 2 roles and then do a bit more. That approach would see the 3rd new team member have a very mixed role, and not a lot of opportunity for sense of achievement. The same as The Chiefs or other Super 15 teams, say the position of Flanker, a person is not put into that position and hope that they are suitable. No, the position is identified, the need to fill that position identified, and then the appropriate person sought to fill that position. So for me the need for a 3rd person in the team gave me the opportunity to look at the positions or the people. I have opted for the positions. The blank canvas approach meant I looked at it from the positions/roles...

posted on: May 1, 2013 | author: Guest post

HRINZ Branch Presidents Blog – Northland Branch

HRINZ Branch Presidents Blog – Northland Branch

Every month HRINZ will bring you a blog from one of our Branch Presidents. This month we have a piece from Jenny Antunovich, President of the HRINZ Northland Branch.   Nothing quite makes me feel my age and ‘unhipness’ like being asked to contribute to something in this new age of technology…and a blog fits that description perfectly! I have pondered my contribution for sometime, finally talking to those who opinion I value for some support, encouragement, help.  My husband tells me it is something you do on the internet, frowning as he looks over my shoulder as I type furiously into Word.  Mike tells me; just write something that you would like others to know from your point of view as Branch President, something light and chatty. Light and chatty, I haven’t done light and chatty, in writing, for years. Not  since I was on my OE 20 years ago and I wrote home religiously convincing my family that I was so happy living in London with no money and no sunshine but the world at my feet. My friend who is really good with words (who I was hoping would volunteer to write it for me) said, “You need to decide what you want to say”.  So, what is it I want to say?  That I am a nearly 50 year old HR mother.  That when I started work, we sent memos to each other and organised ourselves with a diary. The only type of copy (aka soft copy or hard copy) was handwritten (with a pen), typed (on a typewriter) or photocopy (by a massive machine that took up half the room).  So here I am 30 years later having become so accustomed to thinking three times about what I say before I say it just in...

posted on: Mar 1, 2013 | author: Guest post

HRINZ Branch Presidents Blog – Academic Branch

HRINZ Branch Presidents Blog – Academic Branch

Every month HRINZ will bring you a blog from one of our Branch Presidents. First up – Jane Bryson, President of the HRINZ Academic Branch. I am kicking off the Branch President’s monthly blogs for the year – being early in the year, and being new in the role of Academic Branch President, the views I am about to express are largely my own and do not necessarily represent the views of the Academic Branch! However I have tried to connect them to the role of our branch and the space for linkage between HR practitioners and HR researchers & teachers. A founding goal for the Academic Branch has been to improve academic –practitioner linkages so that our research, and the students we educate, contribute and add value to HRM practice and the profession. A key issue and priority voiced by HRINZ President Catherine Taylor is to improve the business competence of HRM practitioners. This also concerns academic branch and we are scanning the range of business education our HRM and employment relations students receive. However, maybe the larger issue for our graduates is getting that first step onto the HRM or ER career ladder, and having their business and HRM knowledge applied and grown on the job. How many of us take on graduate recruits in our organisations and thus nurture the next generation of the HR profession? Or give them a short term exposure to HRM work as summer workers or in other arrangements? Maybe this is something for further HRINZ dialogue also. On another, but not unrelated note, I thought I would report on some interesting research themes emerging internationally in HRM journals. Research continues to abound on high performance work systems, HR practice and organisation performance, but the emphasis seems to have shifted more towards...

posted on: Jan 28, 2013 | author: Guest post

HRINZ Research Forum – 15 November 2012

HRINZ Research Forum – 15 November 2012

The Academic branch of HRINZ is a ‘virtual branch’, designed to complement and contribute to the geographic branches. We are here to support HRINZ’s work in developing the HR profession, and advancing the understanding of HRM in New Zealand, to the mutual benefit of our organisations and people. How we should enhance HR education, and linking HR students with HRINZ, are part of this, as is our research mission. Our research agenda aims to strengthen the engagement between academics and practitioners around research. Both parties have a big interest in research. HR academics need to understand, and work on, the issues that concern practitioners and HR practitioners need the evidence-base that good research brings to their practice. A key vehicle for reaching this goal is the HRINZ Research Forum, which the Academic Branch is hosting on Thursday 15 November 2012 at the University of Auckland Business School. This is HRINZ’s second Research Forum. The first, held in November 2010, attracted 50 practitioners and 25 academics. It built links between practice and academia, provided valuable feedback on HR research in NZ, created a set of refereed conference proceedings, and led to a number of papers being published in a special issue of Asia Pacific Journal of Human Resources (volume 49, number 4, 2011). There has been a lot of research activity since the first Forum. The NZ tertiary institutions may be small in world terms but the research culture in them is strong. It is time we reported what’s been happening, got people’s reactions, and built on these insights. HRM academics have been finding out what our workers think about their employers, studying how our people are responding to disaster, examining what lean production means for HRM, evaluating workplace partnership initiatives, exploring how our people are responding to greater workforce...

posted on: Oct 2, 2012 | author: Guest post