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How to Activate Purpose-Led Strategy in your Organisation

Deploying siloed tactics does not equate to purpose-driven strategy. This is as true in purpose-driven strategy as any other. While there is potential to deliver social impact this way, it can slip easily into “special projects” that organisations do on the side and the public is savvy in recognising authenticity.

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Financial Help for Exporters

If you export goods and services, you may face hurdles doing business with overseas customers. For example: Cancelling contracts or defaulting on payments, along with day-to-day issues, like managing working capital, securing bank guarantees or funding growth.The New Zealand Export Credit Office (NZECO) provides a range of trade credit insurance and financial guarantees backed by the New Zealand Government to help businesses secure export sales, manage payment risk and access finance via your bank.

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Winning Government Tenders Under New Procurement Regime

It’s been one year since the Government introduced its new procurement rules – swinging its $42 billion wallet in the direction of sustainable, socially responsible spending. Is that massive spending power starting to pull our economy in the direction the Government wants?

Grant Thornton New Zealand has recently conducted research into how much progress is being made within agencies, to get a sense of how successfully the new rules are being implemented.

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Employees what can you do if you are accused of poor performance at work?

When an employee is accused of not meeting their employer’s expectations, it often results in a lots of stress and anxiety for the employee. It’s no surprise then that employees frequently seek advice about their rights and options when this occurs. It can be very difficult to know what to do, and having good support may take some of the pressure off.

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Personal Grievances...What are they, and how to raise or respond to one

A personal grievance must be raised with the employer within 90 days after the event or action that led to the personal grievance, or within 90 days after the employee became aware of the event or action, unless the employer agrees or the Employment Relations Authority allows it. There must be exceptional circumstances, and it must be 'just' to allow it.

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