News Desk

Life of an Intern part 2


Welcome to part 2 of my journey at Realise Performance
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Life of an Intern part 2

Welcome to part 2 of my journey at Realise Performance Week 4 This week I learned about redundancy, redeployment and retrenchment. I also read about the specific steps involved when making a role redundant. Redundancy refers to a jo ..


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Life of an Intern part 1


Lauren Mijatovic
I am currently undertaking an internship with Realise Performance. I have just completed a Bachelors Degree in Business – Majoring in Marketing at the University of Technology, Sydney and have experience in a broad range of marketing and sales roles. I am undertaking this internship in order to gain understanding of HR from a practical perspective through work experience and to diversify my skill set.

Week 1

My first week and introduction to Realise Performance was excellent. I was introduced to all of the employees who helped me to settle in and who were happy to answer any questions I had. Realise Performance has an extremely positive and synergetic office environment where employees feel free to share their expertise with one another when working on projects.

My first task was to conduct research on behalf of an existing client. The client was looking to acquire a business and its employees, so they wanted to understand their employee liabilities for the future. In order to understand this, data was collected for the past five years covering the consumer price index, the wage review increases and relevant awards

Next I started to analyse the data. This involved calculating the yearly changes and the averages for every year. Next, I worked with one of the Senior HR consultants to estimate future award increases that would enable us to forecast employee costs for the coming years.

Week 2

During my second week I read through Fair Work Australia’s New Work Order Report series. This enabled me to learn about the importance of employees of the future developing and possessing Enterprise Skills. Enterprise Skills are transferable skills that enable young people to engage with a complex world and navigate the challenges that they will inherit. They include problem solving, communication skills, creativity, teamwork, financial literacy, digital literacy, critical thinking and presentation skills.

In contrast, technical skills are often specific to a particular task, role of industry. Technical skills include qualifications such as licenses, certificates or degrees but also include skills acquired on-the-job that are specific to the role or the industry.

In Australia, we have lost more than one million lower skilled jobs in manufacturing, administration and labouring and have gained over a million jobs in knowledge and service industries. The rate of innovation and automation affecting our workforce has prompted key commentators to indicate that young people will need to possess transferable skills that can adapt to new jobs.

The FWA report uses data to quantify the importance of Enterprise Skills. This data was collected from more the 6,000 websites, from which 4.2 million unique job advertisements and were retrieved over the past three years. The findings are hard to ignore, over the past three years, employers have listed more enterprise skills in their job advertisements. As examples, the proportion of jobs that demand critical thinking has increased by 158%, creativity by 65%, presentation skills by 25% and team work by 19%.

What an eye opener for me. Now having some understanding of these statistics and the growing importance of Enterprise Skills I realised I am an employee of the future. It is vital for me to focus on developing these transferrable skills rather than just developing traditional technical skills. As a result, I am looking into further developing my digital literacy and presentation skills through courses and on the job.

Week 3
During my third week I researched prospective clients. The purpose of this task was to build up new contacts to whom we could send our newsletter.

This task taught me one of the ways business development occurs in a Human Resources firm. Before this exercise I only experienced business development in sales and marketing and now realise that these skills are transferable and useful across different industries.

My third week also consisted of sorting through client documentation to ensure these documents were electronically stored. This task emphasised the importance of record keeping, specifically in human resources. Companies have a legal obligation to keep certain records however keeping good records is also efficient, saving both time and money.

Maintaining up to date employee records make everything from recruitment, right through to employee training and development and even dismissal easier and less stressful.

Keeping client records current not only ensures you are able to provide exceptional service but also provides opportunities for further interaction and business development.

Finally, business owners have the responsibility to protect both their company and their personal assets. Good records are documentary evidence which can be called upon if required.

Looking forward to my next post. Stay Tuned...
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Life of an Intern part 1

Lauren Mijatovic I am currently undertaking an internship with Realise Performance. I have just completed a Bachelors Degree in Business – Majoring in Marketing at the University of Technology, Sydney and have experience in a broad range of mar ..


Read more