Changing profile of the workplace

Almost a third of employers in Australia have employee retention problems serious enough to damage their business (5).

The visible cost of turnover, including recruitment, hiring, orientation and training sits somewhere between 50% and 150% of an individual's salary (2).

References:
2 Simon Moylan, Hudson's National Practice Leader of Assessment and Development - Employment and HR Trends, October - December 2007.
5 The Hudson Report Part Two - HR Insights, Oct - Dec 07.

Employment fact file

  • Australia faces a potential shortfall of 195,000 workers by 2011.

  • Between 1982 and 1992, 31% of labour market growth came from workers aged 45 and over; between 2002 and 2012, 85% of the projected labour growth will come from workers aged 45 and over.

  • Currently the Australian workforce increases by 170,000 per annum but economists predict that the workforce will increase by only 125,000 for the whole decade 2010-2020.

Emerging employment and population trends

In light of the emerging employment and population trends, it's time to re-think the traditional full time, 40 hour per week positions and consider flexible alternatives.

The primary motivator for businesses to implement FWA's is the tangible and intangible costs associated with recruitment and retention.

By creating a more flexible workplace and changing perceptions, businesses can reduce turnover costs and prevent the potential loss of productivity, staff morale and intellectual capital.

Next Phase Recruitment can assist businesses by evaluating current organisational and management practices for readiness to establish or expand flexible working arrangements.

For a preview of the HR services and processes we can provide, please view our Flexible Employment Guide.