Management Liability is a combined insurance product developed as a cost effective solution for unlisted companies to purchase a number of covers in addition to the standard Directors & Officers Liability cover. Management Liability generally covers:
Directors & Officers Liability
Added by Leisa Messer on November 29, 2013 at 17:15 — No Comments
Added by Susan Rochester on November 29, 2013 at 9:19 — No Comments
It is easy to assume that people who have achieved great expertise and success must have ‘natural talent’. But while it is not always mentioned, when you look into it, they have all put in their hours of practice. Many many hours of practice. How much practice time are you giving your people? How much time are you dedicating to your own practice? What impact is…Continue
Being surprised is rarely a good thing in business. One of the reasons Big Data has quickly become the darling of business is because its insights help diminish the likelihood of surprises. The game-changing nature of Big Data analysis is that it enables businesses to leverage what they’ve learned about themselves to develop more accurate models and forecasts and to then monitor their performance in a near-real-time mode.
One of my passions is to help HR professionals see how they…Continue
Added by David Bernstein on November 27, 2013 at 4:47 — No Comments
I first heard this term six years ago at networking event. I could kick myself now for not really understanding the power it holds and engaging with it to an enormous advantage.
Why do HR people need to build their HR…Continue
Added by Anne-Marie Orrock on November 26, 2013 at 7:30 — No Comments
For the uninitiated, a one-on-one occurs, most commonly, when a consultant meets with their direct manager to have a 'closed door' discussion about the progress being made against agreed targets.
The most common foundation for these discussions is the KPI Report (or Activity Report). This report details what key activities have been completed in the most recent reporting period (typically a week) and what activities are scheduled for the current or next period. A discussion of…Continue
Added by ross clennett on November 22, 2013 at 8:36 — No Comments
Actions speak louder than words. Many businesses have a set of values but they are often seen as irrelevant and even a source of disgust by staff. This is because they don’t see the connection between the stated Values and behaviour of senior management. For example; I know of one business where ‘Professionalism’ and ‘Respect’ were Values that the MD wanted people to live up to and yet he would sometimes demand that certain staff were to be ‘got rid of’ because he didn’t like them or felt…Continue
Added by David Klaasen on November 21, 2013 at 18:30 — No Comments
When time is short, but your looking for some rapid innovation, use one of the following fail-safe innovation techniques.
Added by nils vesk on November 21, 2013 at 7:30 — No Comments
Some adults went throughout their young lives being in fear of going to school. They were not intimidated by the pressures of the teachers or the abundance of work, they were in fear of the school bullies. They are so eager to get out into the workplace and begin their normal lives as adults. Years later in their career, they are overcome by the same feelings of anxiety and fear that they felt when they were in grammar school. Then their worst fears are confirmed, the bullies are not just…Continue
Added by Gloria Lewis on November 21, 2013 at 4:32 — No Comments
A strong organisational culture is said to exist when staff identify strongly with their organisation. Where a strong culture exists, people respond to situations and conduct business in a consistent and coherent manner owing to their alignment to the organisation’s values. It has been consistently found that a strong culture is a predictor of organisational success, with corporate culture having been found to be a strong predictor of financial performance. So why is it often so difficult to…Continue
Although it is difficult to measure definitively, knowing whether performance reviews increase, decrease, or make no appreciable difference to performance is important.
It is important because we spend a lot…Continue
Added by Dr Tim Baker on November 18, 2013 at 19:46 — No Comments
Added by Susan Rochester on November 15, 2013 at 14:35 — No Comments
Added by Fay Calderone on November 15, 2013 at 9:05 — No Comments
Every relationship has a purpose but all too often it is unspoken, undefined and ambiguous. When things are going well we naturally assume that our purpose is aligned and there is a good mutual understanding. However, this allows many interpretations and both parties may have completely differing views and expectations of the relationship.
When a shift of personal priorities or external pressure begins to affect the relationship things can become fraught, especially if there is a…Continue
Added by David Klaasen on November 14, 2013 at 21:00 — No Comments
One of the topics I frequently return to is the risk assessment aspect of a recruiter's job, or the 'defensive' recruitment skills, such as background and reference checking, that are a necessary part of doing a complete job as a recruiter. Unfortunately, there is still an undesirable tendency for these skills to be deemed an 'admin' part of a recruiter's job.
So it was…Continue
Added by ross clennett on November 14, 2013 at 14:17 — No Comments
The abolition of the requirement for employers with 30 or more employees to have a WHSO was part of the harmonisation of Workplace Health and Safety legislation in Queensland. This raised the issue for many employers ‘who will look after workplace health and safety now?’
The dangerous interpretation of this change is for an organisation is to stick their head in the…Continue
I recently attended the 2013 HRO Today Forum presented by the HR Outsourcing Association. This year’s conference was the best-attended in its history. This industry event brings together HR thought leaders, practitioners, and suppliers to focus on the best practices that will enable HR to deliver the highest possible business results. Entire sessions were dedicated to how HR can leverage the power of data and analytics to achieve those results.…Continue
Added by David Bernstein on November 13, 2013 at 4:19 — No Comments
Some classic examples of accidental innovation include:
Added by nils vesk on November 12, 2013 at 9:00 — No Comments
It's a sad fact that while so many of us possess innovative skills and talent (yes you already are innovative), the organisations that we work with seem to have systems, processes and even people that do their best to suppress innovation.
Unless we have the good fortune to work for a start up organisation, it's most likely that our organisation has a performance mindset and a risk averse approach to doing business. While it makes sense to improve performance and minimise risk, if we…Continue
Added by nils vesk on November 11, 2013 at 16:00 — No Comments
It hardly comes as a surprise that the Federal Government has scrapped Advisory Panel on Positive Ageing.
This is part of the cutting government spending. The chair of the Advisory Panel on Positive Ageing, Mr Everald Compton said on ABC Radio: “We’ve only got six months work to go and we can give the government a blueprint on all the legislative and policy and financial changes that need to be progressively made over the next 25 years to make sure we turn ageing into an asset rather…Continue
Added by Malcolm King on November 11, 2013 at 10:24 — No Comments