https:// 2020-10-24T07:59:11Z 2020-10-24T07:59:11Z leadershiphq-announces-new-program-to-become-a-leader-for-the-future-of-work-with-veriskills-1

At this point in time, we are facing huge issues globally - a fragile economy, pandemic and business recovery and the need to reinvent work, to name a few. Brilliant, courageous leadership is required now to reimagine the nature of our work, understand the way we engage with people and to build exciting new companies. You have the opportunity now to become a leader for the future of work by putting development ahead of any other priority through the LeadershipHQ Leadership Essentials Program. Take Your Leadership to the Next Level Imagine taking your leadership to the next level, going for promotions or new opportunities and applying for tertiary education as a Leader! LeadershipHQ are the leaders in leadership development and we now working with VeriSkills™ to train and coach leaders through our in-house or public One on One or Group Leadership Essentials Program and give them the leadership and human capabilities and skills for the future. Human capabilities are soft skills that are not tied to technical competence and are what sets humans apart in this growing world of automation. VeriSkills™ verifies courses against the framework to determine the human capability outcomes and their corresponding level of achievement attained on completion of various courses. Our Leadership Essentials course is now verified by Veriskills™ backed by QTAC’s 40 years of experience in the assessment of formal and experiential learning. The Leadership Essentials Program The Leadership Essentials Program is either a self-paced (not VeriSkills™) or a group and one on one leadership program which is delivered in-house and or via our online public program and it takes 6-9 months. It gives participants the human capabilities, tools, skills and resources to be the best person and leader they can be. Human Capability outcomes you will be awarded on completion of our Leadership Essentials program are as follows: ·      Initiative and Drive ·      Communication ·      Collaboration ·      Empathy   Click here to learn more about VeriSkills™ and the Human Capability Framework. This program and coaching will take your leadership skills to the next level! 2021 Enrolment options Leadership Coaching, Programs and Certification are all a unique and premium development for you and your leaders. Designed for emerging leaders, team leaders, SME’s and self-aware professionals with ambition to take their seat at the leadership table, be a courageous leader and take charge of their business. Leadership isn’t easy and sometimes we need help. Get in touch today to learn more about how to build leadership skills through the Leadership Essentials Program and set yourself up for success! View the Leadership HQ website for more information on LeadershipHQ and our programs: www.leadershiphq.com.au.   For more information or to interview Sonia McDonald contact: Sonia McDonald or Katie Watts  0424 447 616 | 1300 719 665 sonia@leadershiphq.com.au hello@leadershiphq.com.au

2020-10-21T21:49:07Z new-webinar-from-digivizer-how-to-drive-more-sales-online

Sydney, 22 October, 2020: As part of the NSW Government’s Small Business Month, Digivizer is running a free webinar for businesses that will explain how to grow sales and lower costs using digital channels - including social, search and web.   The COVID-19 pandemic has sharpened the interest of many SMBs in digital marketing and online sales. According to Australia Post, August 2020 was the biggest month in Australian online shopping history. In the same month, online shopping grew over 85% year-on-year and between March and August 2020, over 8 million Australian households shopped online. "We work with a number of businesses, and some have seen their online sales grow by as much as 250% over the past six months," says Emma Lo Russo, CEO and co-founder of Digivizer. "What has changed are customer habits. It is critical for every business to have a strong online presence, and a better understanding about how to drive cost-effective digital sales.  "This webinar will help any online business become better at driving their digital marketing by taking a data-driven approach to increasing sales, and lowering the cost to do this.  We have designed an event that will take owners and marketers through the steps they can take to drive better cost-per-outcome and ultimately greater ROI for their digital marketing spend." The webinar will feature Mike Barnett, Head of Sales for Shopify Plus in APAC, Digivizer Head of Digital Performance, Jordan Schofield and Digivizer Head of Digital Strategy, Brian Gibson.  They will share strategies for businesses to follow, using case studies backed by real-time data. The webinar will equip businesses with the skills and insights they need to grow online. Topics covered will include using social media and search campaigns to drive customer acquisition and sales, and how to build better online sales platforms and customer lifetime value.   Register at https://www.eventbrite.com.au/e/do-you-want-to-drive-more-sales-online-tickets-125567274097. ENDS About Digivizer Digivizer, founded in 2010, is Australia’s leading digital marketing analytics technology company. Digivizer helps businesses get better results from their digital marketing, across owned, earned and paid media, in search and social, and in web performance, by giving them the information they need to make better decisions and improve their marketing ROI.  Digivizer’s digital insights are available through a Software as a Service (SaaS) platform affordable to any business, and if required, digital marketing services.  Digivizer is an ad., development and technology partner of Facebook, Instagram, Twitter, LinkedIn and Google, and is a marketing and agency partner of Google and Facebook. It is also a partner of start-up venture capital investors Investible and Remarkable, and of global online retail outlet platforms Shopify and BigCommerce. Contacts Digivizer is at: Web: www.digivizer.com LinkedIn: https://au.linkedin.com/company/digivizer Twitter: https://twitter.com/Digivizer Facebook: https://facebook.com/Digivizer Instagram: https://instagram.com/Digivizer/ YouTube: https://youtube.com/digivizer For more information:  Alan Smith, Head of Strategic Business Communications, Digivizer.  Phone: +61 404 432 700. Email: alan.smith@digivizer.com. Twitter: @alansmithoz   

2020-10-21T02:21:26Z balance-internet-teams-up-with-australia-s-tech-sector-to-launch-skill-finder

MELBOURNE, Australia — October 21, 2020 Balance Internet has teamed up with the Australian technology sector to launch Skill Finder, a world-first, free digital micro-skills marketplace available to all Australians, including 3.5m JobKeepers and 1.5m JobSeekers. Skill Finder was launched on the 15th of October, click-ready to enhance the skills and competence of the Australian workforce, equipping individuals with in-demand, immediately applicable digital micro-skills from leading technology companies, for free. Since launch, over 1,500 Australians have already used the marketplace to click through to find a course. Skill Finder was created after the Minister for Industry, Science, and Technology, The Hon. Karen Andrews, asked Australia’s technology sector to help with the nation’s post-COVID economic recovery.  The idea for Skill Finder was born out of a hackathon that Balance Internet, a leading Australian open source solutions provider, hosted a few months ago. Balance Internet collaborated with the broader technology sector to make the idea a reality. These skill training and digital enablement opportunities are provided by a public-spirited collaboration of leading technology companies operating in the Australian market, and the website is provided and delivered as an MVP Proof of Concept (POC). The Skill Finder (POC) site has been developed free-of-charge by Balance Internet. Adobe Magento Commerce, Adobe Analytics and AWS hosting services have also been provided at no fee. It is a real tech for good project, based upon the unprecedented levels of collaboration and cooperation in the tech sector in Australia. Hundreds of online courses and micro-skills are available on Skill Finder, spanning 12 categories and 144 sub-categories across digital design, coding, artificial intelligence, machine learning, analytics, cloud computing, accounting and business tools, and content marketing. Australian tech leaders Atlassian, Canva, MYOB and Xero have all contributed free courses and micro-skills as has Adobe, AWS, Google, IBM, LinkedIn, Microsoft, Salesforce and Twitter. James Horne, Managing Director of Balance Internet said, "The idea for Skill Finder was born out of a hackathon we hosted only months ago. It's incredible to think our company, operating out of extended lock-down in Melbourne, has been able to corral the calibre of Australian and global technology companies involved to deliver on the Skill Finder concept. We believe that 10 per cent or more of Australia's total workforce could benefit right now from this initiative." James Horne further said, "We hope that Skill Finder will help the Australian workforce to fill the gaps that exist in ICT roles, improving digital skills and literacy for as many individuals working with digital technologies as possible. The adoption of digital technology to transform services and businesses plays a critical role in supporting Australia's COVID-19 economic recovery." "We wanted to bring a service of value to Australians. We consider ourselves very fortunate that our sector hasn't been as affected as much as others, so we wanted to do what we could to help. Our team has thrived working on such a public-spirited initiative." "Our involvement in the Skill Finder initiative is well aligned with Balance Internet’s core business values; boosting the capability of individuals countrywide to increase uptake of digital technology for their own career progression, and Australia's economic growth as a whole."  Australians can access hundreds of free courses at www.skillfinder.com.au -ends- For all media or interview enquiries please contact James Horne, Balance Internet james@balanceinternet.com.au / (+61) 0425 800 773 To view the Adobe site launch media release visit: https://www.balanceinternet.com.au/wp-content/uploads/Skill-Finder-Press-Release_15Oct_Adobe.pdf  View Skill Finder video, https://youtu.be/1bKx1o8eLRs View ‘Introducing Skill Finder’ blog https://www.balanceinternet.com.au/news/introducing-skill-finder/ View ‘Could upskilling be the key to your economic future?’ https://www.ausbiz.com.au/media/could-upskilling-be-the-key-to-your-economic-future?videoId=4904§ionId=1890 About Balance Internet Balance Internet is an Australian company and experts in digital ecommerce. We partner with some of Asia Pacific’s leading brands, government agencies, educational institutions and corporations to deliver innovative and transformative digital experiences. For more information visit www.balanceinternet.com.au About Skill Finder Skill Finder is committed to connecting the Australian workforce, small and medium businesses to new learning opportunities. A centralised marketplace, Skill Finder is powered by the world’s top technology platforms and software providers. With hundreds of online courses, the platform provides an opportunity for every Australian to up-level their knowledge with transferable and useful micro- skills, so they are prepared for an unpredictable future where agility and adaptability is key. For more information visit www.skillfinder.com.au 

2020-10-20T02:50:01Z referoo-partners-with-click-recruit-to-integrate-reference-checking

Sydney, Australia, 20 October 2020   Referoo, Australia’s leading provider of online reference checks, today announced it had integrated its reference checking technology with the Click-Recruit CRM/ATS solution from leading software company CTC People.    For Click-Recruit clients, this means Referoo’s award-winning online reference checking services now directly integrates into their CRM/ATS solution, making it easy to add reference checks to the recruitment process and recording these references directly in Click-Recruit.    Referoo Co-Founder Neil Rose said of the partnership, “We are excited to provide Click-Recruit clients with the opportunity to automate their reference checking within their CRM/ATS. Click-Recruit has a strong base of clients, particularly in the Salesforce.com community. By using Referoo, they can now move the entire reference checking process online, dramatically reducing the time it takes to receive references.”   Curtis Johnston, Managing Director of Click-Recruit, believes there is a huge benefit for Click-Recruit clients in integrating Referoo, “Click-Recruit is fully customisable, enabling our clients to build-in their recruitment processes and workflows within the ATS. We hope this integration will help further improve the recruitment process for them by automating reference checks within Click-Recruit.”   Click Recruit clients can access the solution from Referoo. Visit www.referoo.com.au/clickrecruit for more information.   ENDS   About Referoo Referoo is the leading Australian owned complete online reference checking tool for recruiters and HR teams. Designed to make it easy for you to generate fast and secure reference checks, our suite of tools is customisable to any business, of any size. Trial it for free at www.referoo.com.au.   About CTC People Click-Recruit, developed by CTC People, is a fully integrated cloud CRM/ATS solution for Recruitment Agencies and Human Resources teams in any industry. The solution manages business workflows and automates activities to save time on searching, attracting and obtaining employment candidates. Learn more at https://ctcpeople.com

2020-10-15T21:36:06Z zero-to-ca-h-livestream-with-robert-g-allen-free-registration-at-robertlivestream-com

ZERO TO CA$H With 5 New York Times bestselling books including #1 twice, the One Minute Millionaire co-author Robert G. Allen knows how to generate instant cash, so with the current pandemic he will be teaching those who have lost a job or are on reduced income how to make serious money in a short amount of time at his free ZERO TO CASH seminar live across Australia on Thursday 29th October 2020. Free registration at www.robertlivestream.com Robert teaches active investing that generates income in a short amount of time. He will focus on the internet in his seminar and show people what to do and how to do it.  “Now is the time to bring your own money in the door ASAP and I’ll be showing people the way they may not have thought of before. You’re sitting on your own gold mine and don’t know how valuable you are. There’s businesses and people within 20km of where you are right now that will pay you money” says Allen. “ I spoke with a painter who said her paintings weren’t selling during Covid. I told her to offer painting lessons online. I spoke to a girl in Italy who was desperate for money. I asked her “What do you know that others don’t know near you?” She said I speak English. I said great. Write to everyone you know and offer a 10 week “Learn to speak English” course for $1,000 and tell them there’s only one place left in the course. She sold 10 places!” “ I believe that if you’ve lost your job or on reduced income and your back is up against the wall then you have to dig into your own expertise and market yourself on your social media, to your database, take facebook ads and unleash the gold mine inside you. Everyone has something that someone else will pay for.” TO INTERVIEW ROBERT G. ALLEN email max@marksonsparks.com or call Max Markson 0412 501 601 ABOUT ROBERT G. ALLEN. Author of best sellers Nothing Down, Multiple Steams of Income, Creating Wealth. Carried out famous challenge  : “Sit me at the keyboard of any computer in the world with access to the internet, and in just 24 hours I’ll earn at least $24,000”     Max Markson 0412501601 HARRY DENT DENT SECTOR FUND LAUNCH Friday 16th October 2020 Free registration www.harrydentfund.com SETH GODIN VIRTUAL MARKETING SUMMIT Wednesday 21st October 2020 Free registration marketinglive.com.au/max   Legendary investor & author INVESTMENT BIKER & ADVENTURE CAPITALIST JIM ROGERS MONEYBALL 2021 Wednesday 29th October 2020 Free registration www.moneyballstream.com   ROBERT G. ALLEN ZERO TO CA$H Thursday 29th October 2020 Free registration www.mesiti.com/robert         ON THE ROAD WITH BILL CLINTON Nelson Mandela, Kim Kardashian, Arnold Schwarzenegger, Tony Blair, Al Gore, Mike Tyson, Pele and more.By Max Markson. Book available now from www.booktopia.com.au   Markson Sparks! Suite 411 4th Floor 410 Elizabeth St Surry Hills Sydney NSW AUSTRALIA 2010   E: max@marksonsparks.com M: 0412 501 601 Work: +61 2 9213 2900 www.marksonsparks.com  

2020-10-14T22:29:07Z regional-innovators-turn-big-ideas-into-business-outcomes

COVID-19 trading restrictions have not stopped regional businesses from advancing their innovation plans, thanks to Impact Innovation’s online Ideas to Outcomes program. Since March this year, 12 regional business owners across Queensland have completed the practical mentoring and skills development program, which guides businesses through the de-risking process for taking new technologies and ideas to market.    Impact Innovation delivers the Ideas to Outcomes program with TAFE Queensland’s Small Business Solutions team. Graduates qualify for a nationally recognised Certificate IV in Small Business Management awarded by TAFE Queensland. Impact Innovation’s managing director, Brian Ruddle, said taking the course delivery online opened up new opportunities for regional businesses to benefit. “We have been so impressed with the diversity and ingenuity of new ideas that these businesses have worked on throughout the program,” Mr Ruddle said.  “From horses helping troubled teens and alternatives to aged care, from tech that helps growers maximise soil productivity to portable generators providing cheaper power, the Ideas to Outcomes program has helped these regional innovators take the next crucial steps to make their ideas a commercial reality.” The 12 participants were spread as far across the state as Mareeba in the north and Gympie in the south, with a group of nine business owners from the Western Downs being the most recent graduates. Business growth advisor Ariane de Rooy, who encouraged the entrepreneurs from Chinchilla, Dalby and Miles to join the program, said its practical tools and strategies helped them push through to their goals. “Introducing new business ideas can be tougher in regional areas because ready access to specialist help is often not available,” said Ms de Rooy.  “Being able to bring these entrepreneurs together online to learn about commercialisation in a structured way has given the region a capability boost and enabled these business owners to plan for innovation-led growth. “Some valuable collaborations have emerged too, such as the one between Emily Beutel Weddings & Events in Miles and Jubri’s Hideaway, a new boutique functions centre just north of Dalby.” Dalby physiotherapist Annie Cusack said, “The course walked me through the steps I need to consider when establishing my new business, and enabled me to see where the areas I need to focus on are.  “I loved the online format, and the encouragement, support and feedback from the facilitators and other participants.”   Justin Loccisano, founder of Far North Queensland enterprise Paragon Group, described the course as “fantastic for big thinkers”.  “This course highlights the importance of data and creative thinking when exploring new business ideas and the accelerated format keeps active minds engaged,” Mr Loccisano said.  The online program consists of six weekly two-hour live workshops, two one-to-one sessions, and business planning assessment activities completed under 12 weeks at the student’s own pace. Surveys of graduates conducted three months after the program have shown that clarity and confidence to proceed are the key outcomes (100 percent).  A third of participants have reported technical advancements for their ideas and more than 66 percent have revised their business model. The final Ideas to Outcomes course for 2020 has just started, with three more regional innovators enrolled.  The  dates for new intakes in 2021 will be advertised in January.  For more details about the program, visit https://impactinnovation.com/group/ideas-to-outcomes.  Image: Annie Cusack (quoted) available on request Video: https://youtu.be/b8Rp_gGoSjM

2020-09-15T19:48:14Z research-investment-will-be-vital-to-victorias-economic-recovery

Victoria’s recovery from a year of crisis will rely on continued commitment to research and innovation – both key drivers of economic growth. A report released today by the Australian Council of Learned Academies (ACOLA) shows that past investments in research have created jobs and attracted significant further investments for the state economy.The report, entitled Stimulating the Science and Research Ecosystem Creates Jobs and Investment provides evidence in support of continued investment in research infrastructure, skills and talent attraction, to deliver jobs and economic stability for Victoria’s future.The report was commissioned by Victoria’s Lead Scientist, Dr Amanda Caples and the Department of Jobs, Precincts and Regions (DJPR) Victoria, to better understand the value of the research ecosystem and how it can stimulate economic activity in the short and long term. It reveals that past Victorian Government funding initiatives in the research ecosystem have delivered substantial economic impact and jobs over time. For example, research infrastructure investments in light-weight manufacturing at Carbon Nexus has catalysed an employment precinct in Geelong that supports around 1400 jobs, and the Melbourne Centre for Nanofabrication has assisted in the attraction of over $300 million in research investment while supporting industry to develop a range of commercial products.Speaking on the report, ACOLA Chair Professor Joy Damousi noted that investing in science, research and innovation is the key reason why we have been able to respond quickly and decisively to emerging issues. “Our response to the unprecedented bushfires of last summer and the current COVID-19 pandemic has been underpinned by research. As we move through a recession with significant pressure placed on our country, it is the continued investment in research that will see us create jobs, stimulate activity and generate positive returns to strengthen our economy and resilience for the future,” Professor Damousi said. Dr Caples said that Victorian public research institutions have played an important role in helping Australia and the world understand the responses to COVID-19, including developing vaccines and treatments as well as leading research into the social impact of the pandemic.“COVID-19 has crystallised the need for Victoria and Australia to be more self-sufficient, better prepared for unexpected events and changes, and able to seize opportunities to improve government service delivery and business resilience. This means that our capacity to innovate and find solutions must grow to match the big challenges of today and the future,” Dr Caples said.“There has never been a more crucial time to invest in science, research and innovation.”With the continuing spread of COVID-19, governments and industries must look to strategies that can both support our wellbeing and prosperity. ACOLA CEO Ryan Winn encouraged all governments, not just the Victorian Government, to consider the evidence outlined in the report to understand the value universities and the research sector can provide to safeguarding our future, to tackle both the known and unknown issues Australia will face.Download a copy of the 28-page report via the www.acola.org/stimulating-science-research-ecosystem. The report includes case-studies from the Australian Synchrotron, the Melbourne Centre for Nanofabrication, the Victorian Organic Solar Cell Consortium, the Victorian Biomedical Imaging Capability, Carbon Nexus and Victorian Endowment for Science, Knowledge and Innovation. It also includes Notable examples and activities in Victorian Universities in relation to the public research response to COVID-19.Media contactFor more information or to arrange interviews, contact: Ryan WinnChief Executive, ACOLA0484 814 040About ACOLAACOLA is the forum whereby Australia’s Learned Academies and our Associate members come together to contribute expert advice to inform national policy; and to develop innovative solutions to complex global problems and emerging national needs. Through the learned academies, ACOLA has access to more than 3,000 of Australia’s greatest minds to bring together critical thinking and evidence to inform robust policy decisions.

2020-09-12T04:34:54Z industry-onecard-provides-unique-solutions-for-a-global-workforce

Ensuring every employee has the required credentials within a global workforce can be an overwhelming task. The situation is further complicated by changing regulations. The unique platform developed by Industry OneCARD™ offers a highly advanced system for managing a comprehensive range of credentialing. The Industry OneCard™ provides contractors, small businesses, and service providers with the means to catalog and document all the training, certifications, and qualifications of the individuals they employ or are considering for positions. The company’s software system is capable of documenting licensing, police clearances, and immigration visas. The system also provides reminders when refresher courses or licenses need to be renewed. Businesses must ensure compliance as a legal requirement and can even face manslaughter charges if an employee isn’t qualified to do the work they’re performing. There are stiff penalties and fines for compliance failures. Industry OneCARD™ manages employee training records to ensure employers have access to the skilled labor force they need. An added benefit is that companies that maintain a well-trained and competent workforce earn a superior reputation. Training records management at Industry OneCARD™ is cloud based so there’s no additional software to clutter client’s internal systems, but it can be integrated into clients’ existing programs if they desire. All data is maintained to the highest standards of security and only authorized personnel have the ability to upload information. An individual’s data can be accessed with a mobile device via QR code and embedded in their CV. The Industry OneCARD™ offers a unique record management system software for any industry and is particularly beneficial for clients with the most stringent professional requirements. Data is maintained in a single convenient cloud-based location and the company’s highly-trained staff performs all the data entry to avoid confusion and errors. The company is a single solution for compliance with a global workforce encompassing training and licensing to immigration visas. Media Contact Industry OneCARD™ Kareena Waters - Owner Phone: 4177760224 5 Tully Rd. West Perth – 6004 Western Australia Website: www.industryonecard.com

2020-09-05T21:18:09Z who-is-your-funeral-director-part-2-1

Who is your funeral director? Where do they come from? What is their expertise? What does the future hold for the industry and people who work in it?In previous blogs, I have written about my experience and what led me into the funeral industry. In this blog, I look at some of the changes in the industry in recent decades, giving you insight into who your funeral director might be and how they got into the industry.There wouldn't be a day go by someone tells me I'm working in a "bulletproof" industry. They think that because everyone dies, there will always be work for me. It's not surprising that other people want to be part of what they too believe is a 'future proof" industry. So, as the industry draws in new people, questions arise as to who these people are, their qualifications and what they contribute to the industry as it changes over time?The funeral industry has undergone a significant change in my lifetime. I grew up in a time when some funeral directors still manufactured coffins and caskets rather than purchased them from large manufacturers. Many staff came to the industry from the factory floors. Funerals were typically religious. The most significant difference between funerals was whether they were catholic or protestant. Burials were the main form of disposition.In the 1960s and 70s, with immigration beginning to shift from European countries to also include new arrivals from Asia, we began to see new religions appear. This diversity meant changes particularly in terms of ethnic customs and traditions. Funeral homes had to adapt quickly and most did so quite well.At this time, few of our new Australians had the desire or will to work within the funeral industry. Over the following few decades, not much changed. Sure there are more new arrivals from a wider range of countries having different traditions and cultures to those we had become accustomed to. This has meant funeral staff have had to acquire a better understanding of the needs of our changing Australian industry and above all else, flexibility.The funeral industry was changing behind the scenes. Larger family businesses were absorbing traditional family-owned business. The centralisation of mortuaries and garaging enabled significant cost efficiencies. Much smaller family-owned business did not have family members wanting to carry on in the family business. Something not unique to other industries, but with 24 hour 7 day a week commitment, the funeral industry does not have the appeal of many others.For those starting a career in the funeral industry, there was a hierarchal ascent. Similar to an apprenticeship but without the formality. Staff would begin as a hearse driver working alongside the most experienced member of the team, the conductor. Typically, conductors have years of experience and have undergone a similar "apprenticeship". Previously, there were very few women in these roles. Indeed there were few women in funeral service altogether.After a few years working alongside a conductor, the hearse driver would progress to the coach driver, the third person in a funeral crew. The coach driver has the job of collecting and looking after the family on the day of the funeral. The coach driver would then become a conductor, and the cycle would begin again.Funeral staff would be involved in the delivery of a diverse range of funerals, rosaries, viewing, and other services such as transfers of deceased or body collection from Nursing homes, hospitals or coroners, etc. All staff were required to be on rotational 24/7 after-hours standby for night work. When not doing funerals, staff were involved in coffin preparation, placing handles and writing names plates on coffins and sometimes lining them, there is always cleaning to be performed.Vehicles are the funeral directors' mobile shop front, and most companies spent a lot of time ensuring there showpieces were kept immaculate.Companies varied as to how these processes worked. Some would insist that all conductors were also funeral arrangers while others found that some staff were better at funeral delivery than others.The mortuary has always been a field on its own. Many funeral staff had no desire or will to work within the mortuary. Larger funeral homes typically had qualified mortuary personnel called embalmers. Smaller companies often had no qualified staff in the mortuary, and they may have had general funeral staff performing necessary mortuary procedures. Some of the larger funeral homes were big supporters of mortuary training and our family business at times had up to 12 or more qualified embalmers on staff. The training and encouragement to train staff have often been attributed to the principals or owners of the business. Those owners that had worked in mortuaries were more likely to encourage training than those that didn't. The early embalmers in Australia had either learnt overseas or were part of the early learning with the British Institute of Embalmers. Some funeral homes paid for embalming courses and tuition for their staff. Sadly today this is often not the case, and students are typically required to pay out the hefty course fees on their own. Television shows such as CSI have probably attributed the large numbers of young women now working within our mortuaries. The 1980s saw the introduction of the large foreign-owned companies become part of the Australian funeral industry, purchasing the larger family-owned groups. As a result, many companies that had often worked and helped each other out from time to time came to see themselves as competitors. The mutual assistance of the past died overnight. Corporatisation had arrived and quickly permeated the market changing the culture of funeral service forever. The traditional family names of the business often remained but the founding principles of many of these businesses didn't. The funeral industry, like many others, had moved into a financially driven market.In the past, the staff knew their employers as well as they knew their own families. Instead, with corporatisation, staff would either change industries or change allegiances based on money. For some, this also appeared to be a lucrative time to enter the industry. Subsequently, we have seen a proliferation of small independent funeral operators enter the market. Some have a laptop, and that's it.It is now possible to get trade services in mortuaries, deceased transfers, hire hearse and staff. While there are some excellent trade services around, there are also horror stories of sub-standard quality as the market is increasingly driven by price.An industry that had once moved to the introduction of nationwide infection control standards often now seems more concerned with the length of time that training might take rather than the benefits these skills may bring. Subsequently, few workers within the industry have ever undertaken any form of training in industry-based occupational health and safety.Many traditional operators have made calls for industry regulation and or licensing. This is not new, yet there never seems to be any consensus as to what needs to be regulated or how. Often these calls are based on minimum equipment and vehicle standards. It is difficult to find any evidence around the world that in the absence of any of these standards, any risk to public health exists. Often these calls are based on creating barriers to entry to increase start-up costs.Some say their unscrupulous operators out there. No doubt there is. Yet, in highly regulated professions these unscrupulous operators still exit. So regulation won't stamp them out.So who is your funeral director?Funeral operators are calling themselves many things these days, the latest is a funeral event organiser. Indeed a person may call themselves a funeral director but never handle a deceased. Some of these people may have spent years or even decades in the industry but never had to dress or prepare a deceased. Many of us have heard of instances, where new consultants are given a case and told to see a grieving family on their first day of employment, no experience, no training and no knowledge.A funeral is made of a broad range of services. Foremost the funeral director is engaged for the disposition of the deceased. For some funeral organisers, this is seen as a minor aspect of their services! Whilst there are many new services, such as catering, printed materials, audiovisual now on offer, we should not lose sight of the reasons a family would engage a funeral director in the first place.So maybe its time to recognise funeral directors who are skilled qualified and experienced in all aspects of the funeral industry. Not all funeral directors are the same. Many have spent their life perfecting their skills and craft.Maybe its time to recognise the "Master Undertaker" for their services.So when you engage a funeral service next time, maybe you should ask a few questions?Robert Nelson is a fifth-generation Funeral Director and Managing Director of Robert Nelson Funerals based in Melbourne, Australia, he is a member of the British Institute of Embalmers and has studied and worked in funeral service in both Australia and overseas.

2020-09-02T02:52:33Z chorus-named-employer-of-choice

Auckland, New Zealand (August 2020) - Chorus has been recognised in this year’s Human Resources Director NZ Employer of Choice report. This prestigious list celebrates the outstanding achievements of the top HR teams, leaders and organisations in New Zealand. “In this age of constant disruption, organisations cannot afford to take their eyes off the challenges that might be just around the corner. Indeed, the COVID-19 pandemic has meant it’s never been more important for HR professionals to remain on their toes when it comes to attracting and retaining talent. Consequently, they must be an employer that provides outstanding initiatives such as career paths, suitable learning and development opportunities, and appropriately acknowledging a job well done,” says the Human Resources Director team. “In this year of unprecedented challenges, HRD received a huge number of nominations for the organisations that demonstrate outstanding contributions of best practice and leadership. HRD is pleased to present those 30 organisations that made the shortlist and would like to thank all those who submitted nominations this year.” Over the last two years Chorus has heavily invested in leadership development, focusing not only on people in leadership positions, but also providing the opportunity for the development of personal leadership skills through a programme developed to help everyone realise their own genius. Chorus also has an established belonging strategy to help build an inclusive culture, aimed at strengthening the company’s collective capability – identifying, attracting, retaining and leveraging diverse talent. A highlight of 2020 so far has been the introduction of a new parental leave policy, which is in addition to the existing government entitlement. To view the full online report and to find out more about Chorus, click HERE.  -ENDS- Human Resources Director (HRD) is the leading source of news, opinion and analysis for HR professionals in New Zealand. Delivered exclusive online, HRD provides a real-time web service that keeps industry professionals up to date with the latest trends, opinion, and expert analysis affecting their careers, businesses, and the industry as a whole. HRD provides a regular e-newsletter service, delivered to inboxes across New Zealand, covering need-to-know developments in areas such as team building, recruitment, leadership, international hiring, IR laws, training and development, employee engagement, reward and recognition, social media developments, HR technology, corporate health salary packaging and general market updates. An online industry hub, HRD offers fresh and informative multimedia content, practical articles and opinion, a popular industry forum for online discussion and debate, and industry-specific research and reports. HRD is published by independent media company Key Media. Find out more about key Media’s magazines, events and websites at www.keymedia.com.

2020-09-01T05:10:07Z new-owners-for-australia-s-dedicated-creative-industries-job-board

Five Bees Media has acquired and relaunched GrapevineJobs.com.au, which has been an active employment marketplace for the Australian screen production industry since 2001.  Matthew Heyes, founder and CEO of Five Bees Media, said GrapevineJobs.com.au is Australia’s dedicated job board for the creative industries, and provides a much needed employment marketplace. “With so many projects being put on hold due to COVID-19, the impact on this industry has been pretty devastating. As production in parts of the country comes back to life, our online jobs portal at GrapevineJobs.com.au is a vital link between production companies, studios and professionals.”  It’s an industry known for its resilience and creativity, and it’s also known as a contributor to the wider economy, as pointed out by Minister for Innovation and Skills David Pisoni:  “We know for every two jobs created in the screen industry, another job is supported elsewhere in the economy, in hospitality, travel, accommodation and trades,” he said. Thankfully, things are starting to improve, with a recent announcement from Screen Australia confirming that many of the large-scale scripted drama projects which were put on hold, are starting to recommence production. The recently announced $50 million Temporary Interruption Fund is also set to ensure productions can get underway, and crew can return to work.  Meanwhile, the federal government is hoping to boost the number of productions choosing Australia as a location, with a $400 million Location Incentive to attract film and television productions, both now and over the next seven years.  In response to the need to boost employment in the sector, GrapevineJobs.com.au is currently offering free basic listings to employers who are looking to advertise roles via the online job board.  Five Bees Media is also the owner of the Backpacker Job Board and Student Job Board online employment marketplaces, and Heyes confirmed they’re excited by the opportunities in this new area: “We’ve already had some excellent feedback on the new-look site, and we’re looking forward to working in partnership with the film, TV and broadcast media sector as it gets back on its feet.”  “We’re also looking at new ways to connect job applicants and employers through the website and its channels, including plans to launch a customised email job alert for site users.” Visit: www.grapevinejobs.com.au

2020-09-01T02:38:30Z 81-percent-of-australian-workers-say-no-to-normal-says-new-report

Melbourne, 1 September, 2020 – More than eight in ten Australian workers are against a return to ‘normal’ working life, according to a new study released today by Skillsoft, a leading global provider of digital learning, training, and talent solutions to help organisations unleash their edge. Based on a survey of 681 workers or people looking for work across Australia, Skillsoft’s report examined employee expectations in a post-COVID workplace and found that 81 percent want at least one COVID-19 practice adopted permanently in their day-to-day lives. Fewer than one in five (19 percent) are happy to return to how things were, with this figure even lower (7 percent) among workers aged 25-34. Key findings: ·         Among the top practices that Australian workers want to see introduced permanently, half would like more flexibility in their working hours (55 percent) and more time spent on their physical and mental well-being (49 percent)/ ·         Almost half want to continue working from home (48 percent). ·         Approximately one in three (31 percent) hope for more online learning and professional development opportunities. Job security and personal well-being in focus The study further showed that Australia’s workforce appears more concerned about their own well-being than the success of their employer at this time, with 61 percent of workers ranking job security in their top three issues that they feel business leaders should be prioritising. Meanwhile, more than half rank work/life balance and health and safety (58 percent and 55 percent respectively) in their top three issues. Only one in ten (11 percent) rank innovation among their top three issues to be prioritised by business leaders. Rosie Cairnes, Vice President, Skillsoft APAC, stated, “It’s very interesting to see the emergence of a more inward mindset among workers in Australia, whether it is deciding when and how to work, improving diversity, prioritising family time over work, concern for personal health, or taking charge of their own professional development. “The COVID period has created a trend that extends beyond flexible workplaces, toward genuine self-care. For companies to reach the other side of this pandemic in a good place, employee well-being and wellness must become a permanent focus, not just something that gets addressed during crisis.” Greater gender balance and support for older workers The report also showed the top two issues the Australian workforce wants their employers to support the most are hiring and supporting more older workers (40 percent) and offering flexible work for parents of both genders (36 percent). Interestingly, more men than women (23 percent vs 16 percent) want employers to support equal maternity and paternity leave. Other important issues for Australia’s workforce are providing accessible options for people with disabilities (25 percent) and ensuring equal gender representation on the leadership team (24 percent). “Globally the pandemic has brought many of society’s inequities to the fore, and in some cases given people of a taste of how things can work better, particularly in terms of caring responsibilities,” Ms Cairnes said. “In Australia there is a strong push for policies and practices that promote greater gender, age, and racial balance in the workplace. Organisations that rethink their hiring and policies and focus their future learning and development in these areas stand to benefit hugely in terms of available talent, employee engagement, and retention.” Ends About Skillsoft Skillsoft delivers online learning, training, and talent solutions to help organizations unleash their edge. Leveraging immersive, engaging content, Skillsoft enables organizations to unlock the potential in their best assets – their people – and build teams with the skills they need for success. Empowering 36 million learners and counting, Skillsoft democratizes learning through an intelligent learning experience and a customized, learner-centric approach to skills development with resources for Leadership Development, Business Skills, Technology & Development, Digital Transformation, and Compliance.   Skillsoft and SumTotal are partners to thousands of leading global organizations, including many Fortune 500 companies. The company features three award-winning systems that support learning, performance and success: Skillsoft learning content, the Percipio intelligent learning experience platform, and the SumTotal suite for Talent Development, which offers measurable impact across the entire employee life-cycle. Learn more at www.skillsoft.com.   About the research This study was conducted online by YouGov between 30 July – 3 August 2020. The sample comprised a nationally representative sample of 681 Australians, 758 Malaysians and 886 Singaporeans aged 18 years and older who are currently working or looking for work.   ###

2020-08-31T21:51:51Z workpro-adds-reference-checks-to-its-suite-of-background-screening-services-with-referoo

Referoo, Australia’s leading provider of online reference checks, has today announced its integration with WorkPro, Australia’s powerful online workplace compliance platform.    The technology partnership enables WorkPro’s clients to access Referoo’s award-winning online reference checking services as part of the WorkPro program.    Referoo Co-Founder Neil Rose said of the partnership, “WorkPro has a market-leading solution for workplace compliance and background checking. We are excited to partner with WorkPro to add reference checking to its comprehensive suite of background checking services.” Tania Evans, Founder, and CEO of WorkPro is excited about the opportunities it will present to WorkPro’s customers. “We are delighted to develop a strategic partnership with Referoo. Reference checks are such a critical part of the onboarding process. “The checks will join a suite of background screening services that aim to help employers form a robust screening, onboarding, and workforce compliance program for our customers. “The partnership provides value by helping to mitigate employment risks and tighten efficiency whilst delivering mandatory compliance in business processes and operations.”   Clients can access the solution directly from WorkPro. For more information, visit the Referoo partner page.   ENDS   About Referoo Referoo is the leading Australian owned complete online reference checking tool for recruiters and HR teams. Designed to make it easy for you to generate fast and secure reference checks, our suite of tools is customisable to any business, of any size. Trial it for free at www.referoo.com.au.   About Workpro WorkPro is a powerful online platform that simplifies screening, on boarding and workforce compliance for employers. The all-in-one solution is relevant for any employer who wants to streamline their HR compliance and spend more time focusing on their people, instead of paperwork and manual processes. For more information visit www.workpro.com.au  

2020-08-31T04:11:06Z early-childhood-educators-day-celebrating-this-vital-role

Watching children explore, learn and grow is truly joyous. During these formative years every experience, from the wonder of watching a handful of sand dribble through their fingers to activities, such as hide ‘n’ seek, play a crucial part in their well-being and healthy development. No-one knows this better than Australia’s talented and highly-qualified early childhood educators – and we’re delighted that this key group has their national day to celebrate their incredible contribution to society and shaping the lives of children. 2 September 2020: A poignant year  Early Childhood Educator’s Day was created in 2010 by the Australian Childhood Alliance*. Since then, national awareness has increased dramatically. Today it’s an important calendar date that celebrates the valuable work of those in charge of our precious educators and leaders of the future. This year’s event is perhaps even more important. In a post-COVID world, where the unprecedented impact of the pandemic has brought extraordinary challenges to education that could never have been predicted, our early childhood educators have demonstrated the passion and innovation necessary to continue to bring the best education through play in the most demanding of circumstances. This Wednesday, 2 September 2020, is the opportunity for all of us to say thank you to these outstanding individuals – from a personal level, right through to a national approach. Well-Deserved Recognition for Australia’s Early Childhood Educators Nido Early School is delighted to celebrate this wonderful day. Every single member of Nido staff plays a crucial role in the lives of the children entrusted to their care – these early years lay the foundations for Australia’s adults of the future. Accomplished, highly-skilled and committed to their roles, early childhood educators have, perhaps, been one of the most under-recognised groups involved in the education of our nation’s children. Now, with increasing understanding of the vital importance of a child’s formative years and how learning through play is such a crucial element, these talented individuals are, finally, beginning to receive the wide-spread acknowledgement they deserve. The complexity and importance of the work carried out by early childhood educators across the nation is something all of us can appreciate. So, on Wednesday 2 September 2020, join with us in celebration and let’s all give a huge shout out to Australia’s wonderful early childhood educators. Nido Early School is a leading provider of early childhood education throughout Australia. Offering a premium, exceeding level of care, Nido’s schools welcome children aged from 6 weeks to school age. Here they benefit from a nurturing, co-learning environment, with experienced early childhood educators who work with families and caregivers to ensure the best possible start in life for our adults of the future. Find out more at https://nidoearlyschool.com.au/ * https://childcarealliance.org.au

2020-08-24T23:28:27Z can-classroom-teachers-teach-online

Media Release- For Immediate Release               24 August 2020 Can Classroom Teachers Teach Online?   Is there a skills gap in classroom teachers who are now conducting online training? Classroom teachers being thrown into online learning have a steep learning curve to deliver effective online content and effective learning. How can they transition to this modality and continue to ensure students are motivated and participating in quality learning? Are traditional educational facilities equipped to deliver online learning? Where are the gaps? Given the recent and immediate demand for teachers who traditionally teach classes in a classroom or lecture setting, to an online environment, many teachers have been thrown in the deep end. The transition has not been a gradual shift, but rather an immediate demand, given the shutdown of many educational facilities during lockdowns. The question is, do traditional classroom teachers have the skillset required to deliver online learning and how can they make the transition smoother? What kind of skills will they need to deliver online learning more effectively? Teaching in a classroom requires not only a different skillset, but also a different mindset, to what is needed for online teaching. To take a good classroom teacher and expect them to be a good online teacher, is akin to taking a good carpenter and expecting them to be a good furniture maker. Both may be highly skilled tradespeople, but that does not mean they can do each other’s jobs without more learning and development. With experience, classroom teachers encounter daily challenges in a particular type of environment, in which they may communicate with students as much through body language as through verbal and written communication. The expertise of a teacher is improved in a classroom with years of experience. Good classroom teachers develop their teaching skills and build up a great repertoire of techniques to use in all the different classroom situations they encounter with experience. They learn to observe and interpret the reactions of students. They can detect students who need help and respond accordingly and promptly. They notice that some students may be more alert than others, and at times some students might display signs of stress or illness. They can intervene providing advice when needed. In a classroom though, a single teacher is challenged by needing to communicate directly with many different individuals with different needs, who all respond in different ways, each time they talk. Communication is one person to many people. Students cannot avoid participation if motivation is low. Teachers can detect low motivation, react and adjust what they are doing. Teachers are trained to have a classroom mindset They may be good at detecting problems and solving them by reading a student’s body language, and communicating face to face, but that just doesn’t translate to online education anymore than speaking in the French language translates to speaking in the English language. Teachers in an online situation, however, are more likely: ·         Communicating one to one, not one to many, as they do in a classroom ·         Have lost the non-verbal cues that can help them see whether a student is motivated and engaged or disengaged and not-interested. ·         Often working from a home environment rather than standing in a well-equipped classroom in front of lots of students ·         Using technology they may not be fully skilled or equipped to use. ·         Working on different time-frames and perhaps not under the pressure of completing work at a particular time ·         Often unable to react in real time to learning problems ·         Will need to find different ways to communicate or demonstrate something that may be difficult for the student to understand. ·         Communicating more with writing or videos, language needs to be straight and direct, so that it does not become misinterpreted.   Students in an online situation are: ·         Will have to motivate themselves and manage their own time to study more. ·         Able to avoid participation if they are less motivated or don’t understand the study materials. ·         High risk of avoiding studying or dropping out if motivation drops too low. ·         In their home environment; which for some students can be more comfortable, reducing stress, and making them more receptive to learning. ·         Learning to use technology or web-platforms they may have previously used. ·         Do not have the support or distractions of other students in the class. ·         Less time sensitive   Online Learning Needs to be Different Supporting classroom teachers transitioning to online learning should be supported by materials, systems and resources that are designed around online learning at a faculty or institutional level. Support for teachers in the transition should also be provided including timing and motivational techniques that are effective for use in online learning. An online course can largely replicate the learning of a classroom course, but it must do it in different ways. For an online course, the study guide replaces the classes; and it needs to be seen exactly that way.  Classroom teachers have an inbuilt tendency to view online study guides in the same way they view handouts, textbooks, or sometimes curriculum documents. They are none of these. ·         Handouts, textbooks and curriculum documents are written materials that are used to provide information which the classroom teacher presents.                                                                                                                               ·         Online study guides are instructions for students to follow. They need provide a sequence of learning experiences, orchestrated to optimise learning. A good study guide applies educational psychology so the student’s encounters with ideas and information is carefully managed and repeated in varied contexts, at predetermined points through the learning experience. Study guides reinforce, strengthen, broaden and deepen learning as the student progresses through them. ·         Study guides will need to keep the student’s interest and motivation by offering information and interactive activities that encourages the student to keep progressing and continue with their studies. Online teaching requires an intimate appreciation of how remote learning can work, the unique tools and techniques available to make online work, and the intended learning pathway which a student is following in their study guide. Providing students with a one-way communication (you just talking at them- in the form of a study guide or a video) will be less motivating and will result in a less-engaged student. Where there is an opportunity for the student to ask questions and receive constructive feedback on the work they are doing (whether they are on the right track or need some more help), this will also encourage student motivation and engagement. It takes time and commitment for a classroom teacher to reach their full potential as an online teacher.  They must start by appreciating the massive differences in the two approaches to teaching. If they have an extensive understanding of educational psychology and a willingness to adapt, they may change faster; but for most classroom teacher, it may take twelve months or more to make a reasonable transition.