Territory Stories

The Northern Territory news Wed 20 Jun 2012



The Northern Territory news Wed 20 Jun 2012

Other title

NT news


The Northern Territory news; NewspaperNT




This publication contains may contain links to external sites. These external sites may no longer be active.




Community newspapers -- Northern Territory -- Darwin; Australian newspapers -- Northern Territory -- Darwin

Publisher name

Nationwide News Pty. Limited

Place of publication


File type



Copyright. Made available by the publisher under licence.

Copyright owner

Nationwide News Pty. Limited



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www.ntnews.com.au Wednesday, June 20, 2012. NT NEWS. 39 P U B : NTNE-WS-DA-TE:20-JGE:39 CO-LO-R: C-M Y-K Business REVIEW NT JULY FEATURES N :\ H o u se A d s - M a rk e ti n g\ N TB R H o u se A d s\ N TB R _ p o in te r_ w k 5 0 Storage solutions Telecommunication and networks Steel supplies Interested in running a feature on your own business? Monthly Property Pages Monthly Apprentice Feature Our regular property pages give advertisers a platform to promote new and existing properties and projects. Real Estate-specific, it produces an environment to educate readers on market conditions and enhance opportunities for advertisers. Contact Leigh today to find out how your business can benefit from this environment. Phone: LEIGH MATHEWS on 8944 9826 Email: mathewsl@ntnews.com.au Investing in the Territorys future. Phone: OLIVER VICKERS-PRICE on 8944 9826 Email: vickerspriceo@ntnews.com.au For further details or to receive a feature flyer please contact AMANDA YOUELL on 8944 9931 Email: youella@ntnews.com.au The NT Business Review is inserted into the NT News on the second Thursday of every month and also mailed to a list of companies interstate. Take advantage of NTBRs month-long shelf life and editorial opportunites while reaching 52,000 readers* in the Northern Territory. Advertisers are welcome to send in editorial submissions for the editors consideration also. Booking & Material Deadlines: Wednesday, July 4th Publication Date: Thursday, July 12th Y FEATURES each month Be part of our or Special Advertising Features Professional development is a proven strategy to aid in staff retention and boost worker motivation. Helping workers on career paths MANY employers in Darwin are not offering their staff continued professional development, yet this is one strategy to help keep expertise within an organisation, recruiting experts Hays says. Professional development has many benefits for an organisation, its not just about the career progression of individual staff, says Claire Forsyth, manager of Hays in Darwin. By providing on-going professional development, an organisation ensures it has the skills and capabilities needed, and that all employees are making the best contribution possible. Development also allows an organisation to advance individual employees skills in the direction of existing skills and knowledge gaps. If you consider the increasing trend of candidates keeping their eye on the jobs market in response to a lack of career development over recent years, then its also a proven strategy to aid in staff retention and boost motivation. Hays provides these five tips for any organisation wishing to implement a professional development program for staff: 1. Identify and track development needs: Sit down with employees individually to discuss and agree their career development and goals. Use performance appraisals, formal and informal talks and feedback from colleagues and customers to track and review development needs. Know what motivates individual staff. For example, one employee may be motivated by a fasttracked development program to senior management, but a less ambitious employee could be encouraged to take on more or different responsibilities. 2. Set clear expectations: Professional development does not solely involve training. It is as much about an employ ees ability to see a clear path of progress and know exactly what they need to do to achieve it. So clearly set your expectations for each individuals professional development pathway. 3. Review progress: Having a process to track and review development is critical; it is far better to invest in development that is actually required rather than perceived to be so. 4. Training that works: Identify the most suitable training. Set clear objectives so that everyone can be involved in measuring the effectiveness. But remember, training doesnt always have to be in the classroom. Coaching can be directed to many different scenarios, from correcting poor performance (it is one-to-one that is usually more effective) to improving motivation and encouraging employees to find their own answers. 5. Mentorships: Another common develop ment strategy is the use of mentorships. Provided you have appropriate mentors with in your organisation, mentorships allow development to be tailored to your own needs. Through mentorships, less experienced employees gain the knowledge of their more experienced colleagues on a one-onone basis. Given the informal nature of information exchange and the relationship-basis of mentoring, mentorships allow a firm to retain such knowledge as lessons that have been previously learnt, right through to implicit awareness such as why reports are written in a particular way or who to contact in the organisation for particular information. Mentorships also allow your business to retain technical knowledge. In terms of overall productivity, this in itself has obvious consequences. In Darwin, Hays is located at Level 6, Darwin Central, 21 Knuckey St, or can be reached by calling 08 8943 6000 or through www.hays.com.au