What if I told you by asking your employees 12 simple questions, and developing action plans around their responses, we could fuel some hardcore business results for your organisation?
Did you know The People & Culture Office are Gallup Engagement Champions? Gallup is a global analytics and advice firm that helps leaders and organisations solve their most pressing problems. Using data from 160 countries and 35 million respondents Gallup have created a way to measure and impact employee engagement, and use that knowledge to create transformation.
Gallup researchers spent decades writing and testing hundreds of questions because their wording and order are fundamental to accurately measuring engagement. Their research yielded the 12 items that measure the most important elements of employee engagement.
Using the Gallup methodology we can partner with you to build a stronger, more engaged organisation.
When employees are engaged they have a stronger psychological commitment to the organisation; they know the scope of their work and they actively seek out new ways to achieve results; they are productive; they are safer; they are more efficient.
But more than that, they stick around.
So I ask you this……..
Are you ready to embed a new way of leading into your organisations DNA?
Through impactful HR we create a positive employee experience every time.
We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.
THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION.
Let’s put our thinking caps on for a hot minute. When was the last time you undertook some leadership development at work? Never?
Did you know the direct Manager is responsible for up to 70% of turnover and lack of engagement in the workplace?
Organisations that focus on employee engagement have 43% less turnover, absenteeism reduces by 83% and 64% fewer safety incidents.
But let’s back it up a sec, Employee Engagement? That’s just people being happy & satisfied at work isn’t it?
There is a considerable difference between being satisfied and being engaged at work. It is often the difference between being content and going the extra mile.
For organisations to grow, advance and maximise performance, they need engaged people who work together using their strengths to complement one another. The most effective managers take responsibility for creating an engaged workplace. It sounds straightforward, but it is not always that easy.
To succeed, managers have to bring employees together in collaboration, provide clear direction, put effective measures in place and accept responsibility for maximising each employee’s full potential
And as with every new skill, this needs to be developed.
So thinking about this, and the stats relating to employee engagement;
83% less absenteeism
43% less turnover
64% fewer safety incidents
10% higher customer metrics
18% higher productivity
I ask you this.
Do we continue to blame the skills shortage for our inability to attract & keep employees
Or do we make changes to the way we lead our organisations
Imagine just for a moment if we created workplaces where employees looked forward to coming to work, stayed longer and missed fewer workdays. Where they acted with more confidence and direction and could quickly handle distractions and times of uncertainty.
What would your organisation look like if we transformed the work environment? Would the skills shortage be as big as a factor to your future growth and sustainability?
The People & Culture Office are Gallup Engagement Champions, if it’s time you moved your people function beyond employment contracts and HR policies you can reach out to us here.
Through impactful HR we create a positive employee experience every time.
We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.
The People & Culture Office supports HR teams and organisations Australia-wide to take a fresh approach towards their people and culture function.
This post is the second post in a series running throughout 2022 taking a deep dive into the new era work. This post is all about job design and how it links to employee satisfaction and productivity.
There’s no denying the past few years have triggered a major shift in how people view work, life and the existential crises that has accompanied living through a pandemic. Even if, like me, you live in Western Australia and have largely been unaffected by lockdowns, poor health and loss of income, there is no doubt that at some point throughout 2020 and 2021 you were given cause to pause and reflect on whether you are truely living an authentic life or not.
Effective job design has an impactful relationship on the achievement of operational objectives and goals. It drives alignment of the HR function to the business structure, process and people goals to better mitigate risks.
The purpose of a job analysis is to provide an in-depth understanding of the competencies required for success in order to select appropriate candidates. The job analysis and design process looks at the current workforce situation and future workforce needs to future proof the organisation. It looks at continuous improvement / automation, grouping of logical tasks and job families, person specifications to best match the position profile, technical skills, capability, societal expectations and influence.
Societal Expectations and Influence
Thanks to a mixture of living through a pandemic and differing personal values of Millennials and Gen Z compared to Boomers and Gen X, the lens through which we view the social construct of work has been turned on its head.
Work from home mandates from 2020 continuing into 2022 has sped up the shift in flexible work arrangements, the connectivity of teams and how job tasks are completed in a remote environment.
The balance of power has shifted to employees, according to this recent ABC Australia article work from home arrangements have increased from 8% of Australians prior to the pandemic to 40% over the past 2 years and is expected to continue at high levels until the pandemic ends. This has opened the job market up to people who may have had barriers to employment in the past such as people with disabilities and primary carers.
There is greater understanding that an employee brings their whole self to work, personal obligations don’t go away when they clock on and return when they clock out. The employee offering is now being looked at as a human deal; inclusivity is all about offering employees choice and a level of control.
The ability to work from in an environment you are physically comfortable in and a structure to suit personal commitments such as child and elder care and home schooling has led to the desire to hyper personalise the work day. Think standing desks, plant lady obsessions, playing soft music and taking breaks when they suit you and your work style best.
What was a niche philosophy of allowing teams to design their own job roles and allocation of tasks to suit individual strengths and career aspirations has grown in popularity.
It’s an understanding that one size doesn’t fit all, that the key to a happy, healthy workforce is about doing the right work, at the right amount, at the right pace and the right time, in the right location.
We will explore this concept further when we look at compensation and benefits, in the meantime you can jump across to my Instagram here and here for a little sneaky peak.
Does the grouping of job tasks make sense? Are your employees dying of boredom?
When allocating tasks do they complement each other or are you building hybrid roles of very different beasts?
Let me explain, and I’m being very broad here, quite often in smaller organisations there will be an employee who undertakes finance, payroll, HR and marketing tasks.
When recruiting you split the role between what is required skills wise and what is required behavioural and capability wise. Building a person specification (info which guides organisations to determine which employees are best fit for specific jobs) based on the above brief is an exercise in contradictions.
Finance people tend to be black and white, numbers focussed, introverted, problem solving is viewed strategically and focussed on cost. Good HR and Marketing people are creative, empathic and can weigh up the shades of grey to determine a win win solution to problems. Problem solving is viewed both holistically and strategically with bent towards risk minimisation, even if that may be the most expensive option.
How easy is going to be to find an employee that fits a person profile ticking all those boxes?
Jobs need to be looked at realistically and critically, maybe the answer is to have two part time employees instead of just one?, or maybe outsource some tasks? It isn’t just about what needs to be done but who is around to do it.
And of course once you have a clear picture of the knowledge, skills and abilities of the job at hand it is much easier to determine an appropriate pay level that reflects the position requirements.
Another factor of job design that greatly impacts productivity and retention is the “sexiness factor” of the job.
Think about a receptionist / switchboard operator for a large corporate. If you’ve ever sat at a switchboard with 20 incoming phone lines you will know this to be true:
a) it’s very busy and talking all day is draining
b) people are rude
c) it can be soul destroying
To provide some variety to keep employees engaged, productive and employed, the organisation may choose to invest in automation to divert incoming calls to the relevant department greatly reducing calls at the front desk. This would free up the employee to undertake a greater range of duties, aiding to break up the day and maintaining focus and attention.
This is a simple but effective example of using technology to address factors contributing to turnover in the organisation. This reduces costs, increases efficiencies and retains corporate knowledge.
We will have a lot to unpack in the coming months, so if you don’t already, follow us on our socials here and here, navigate back to our blog roll and sign up for newsletters, or, follow me on Linkedin for regular education posts just like this.
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day.
THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES.
CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.
AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU; NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.
There’s no denying the past few years have triggered a major shift in how people view work, life and the existential crises that has accompanied living through a pandemic. Even if, like me, you live in Western Australia and have largely been unaffected by lockdowns, poor health and loss of income, there is no doubt that at some point throughout 2020 and 2021 you were given cause to pause and reflect on whether you are truely living an authentic life or not.
“The Great Resignation” in the US has fuelled a so called anti-work movement that has given rise to mass resignations, labour shortages, an increase in minimum wages and conditions. In Australia & Europe where minimum employment standards and safety nets already exist, the likelihood of the great resignation on the scale being seen in the US is less likely, but what is undeniable is the power dynamic between the employer – employee relationship has been turned on its head.
Driven less by income, employees in Australia are now viewing work through a lens of “is my job / employer fulfilling me; aligning to my values; accommodating my wellbeing; giving me a sense of belonging.”
What this all really means is
Are you ready for the new era of work?
Is your employee value proposition agile enough to tap into workers desires to fuel your business success
Do you fully understand the link between your employee offering, job design and how they underpin operational achievements.
Over the next few posts we are going to take a deep dive into these concepts and more.
We will be looking at employee wellbeing, benefits and structuring an appealing employee value proposition.
Whether the generational divide has any influence over successful compensation & benefits strategies.
Planning and job design and how it links to employee satisfaction and productivity.
The importance of employing the right person for the job and how this plays in to your workplace culture.
Factors contributing to turnover such as lack of trust (by both an employer and employees), work hours, employee autonomy and control, work life integration and whether your offer is a human offer or designed around maximum profit.
We will have a lot to unpack in the coming months, so if you don’t already, follow us on our socials here and here, navigate back to our blog roll and sign up for newsletters, or, follow me on Linkedin for regular education posts just like this.
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day.
THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES.
CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.
AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU; NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.
One of the keys to running a successful business is having the right person, in the right job at the right time.
But landing great people is easier said than done, especially when you’re competing against big competitors with deep pockets and a plethora of dedicated recruiters.
Right now, the reality for many businesses is that quality candidates, or just any candidates for that matter, are hard to come by.
Whether that be because of a skills shortage, geographical location, that the vocation lacks a bit of “cool factor”, ineffective recruitment practices or the reputation of the employer; businesses approaching their talent acquisition efforts without having some sort of plan in place is an inefficient use of financial & people resources
To drive your company’s growth & success, you need a plan that gives you a shot at bringing in the top talent.
In fact, the top 10% of candidates have often landed their next role after searching for just 10 days, while the average time to hire for most companies is around 29 days!
By clicking here, you’ll find a Recruitment Playbook full of tips and tools that will help you recruit with the big guys & level the playing field
Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day
You can find us on our socials, give us a like on Facebook and follow us on Instagram
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES.
CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.
AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU; NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.
When it boils down to it recruitment is ALL about psychology, right from the moment a job vacancy arises through to the candidate starting and being retained, psychology impacts every step of the way
Before you commence the journey towards recruitment success you need to be able to answer the following 2 questions. What is the primary motivator for jobseekers and exactly WHO are you looking for?
Who are you looking for?
You can’t recruit effectively if you don’t understand the brief. What are the ideal skills and capabilities? What behaviours will best suit your ideal culture? (remember you are recruiting for the culture you want, not the culture you have). Are the skills required scarce?
Think about: Soft Skills – What soft skills does a candidate need to thrive in this role?; Culture and values – From a culture perspective, what are the necessary soft skills/values needed for this role?; Top performer – Who at our company is a high achiever in the same role?; Technical knowledge – What technical knowledge and/or qualifications are needed for the role?
A framework such as our Key Behavioural Capability Framework identifies the capabilities required to achieve organisation and team objectives. It guides the recruitment of suitably qualified staff. Through the use of the Framework your recruitment practices can be adapted to ask behavioural questions that will quickly identify candidates who possess the skills, behaviours and values to drive achievement of your operational outcomes.
Whats the motivator?
According to the Australian HR Institute 2019 Turnover and Retention Report, the top 5 reasons for leaving a job are: lack of career progression opportunities; better pay elsewhere; poor workplace culture; lack of training & development and poor work life balance.
It makes sense then when composing our advertising we touch on these motivators to appeal to those who place a high priority on them.
For the purpose of writing the remainder of this blog a quick Google search has pulled up some Core Values of a random organisation, and I’m going to pretend I’m looking for an Administration Coordinator.
Our Key Behaviours & Capabilities for the position – Welcome new challenges and persist in raising and working through novel and difficult issues; Promote a culture of integrity and professionalism within the organisation; Liaise with stakeholders on key issues and provide expert and influential advice; Build a culture of respect and understanding across the organisation; Drive a culture of achievement and acknowledge input of others; Exercise due diligence to ensure work health and safety risks are addressed; Comprehend the wider contexts in developing long term goals and determine strategies and actions required to achieve such goals; Encourage others to challenge “the way we’ve always done things” to increase efficiency and effectiveness.
The psychology behind the job ad
Your job ad needs to consist of more than a list of duties followed by a list of skills. Remember you are attempting to make a connection with the jobseeker, you want to use language that creates the ability for the jobseeker to imagine what it is like to work for you. Bullet points don’t convey the same amount of impact as taking the candidate on a journey with you.
Employ tactics that excite and engage
“The People & Culture Office is seeking an experienced Administration Coordinator to join our dynamic team.
A key role in our organisation, the Administration Coordinator drives the achievement of our strategic goals through leading a team of administration and finance professionals.
To succeed in this role you will require demonstrated experience in a similar role, including the ability to effectively lead and mentor high performance teams; you will require excellent time management and communication skills coupled with the ability to build effective relationships with internal and external stakeholders.
But what is really important to us is you, we recognise that our people build our organisations success and our values guide everything we do, including who we recruit. We value employees who embrace a culture of respect, integrity and achievement. Who have a safety focus and who exercise due diligence in all that they do; who strive to achieve because we know when you do well, we do well.
In return we will offer excellent compensation and benefits, personal development opportunities and a great place to work”
The psychology in the interview process
Asking behavioural questions is a good way to spot candidates who’ll excel. Behavioural based interviewing is the understanding that past behaviours determine future behaviours, by asking scenario based questions you can analyse candidate responses to measure their suitability for the role in question.
For example adaptability is essential for thriving in a rapidly changing work environment. Given that 54% of employees may require significant Employees who are adaptable are more likely to achieve better outcomes as priorities shift or setbacks occur, since they’re already comfortable making strategic adjustments. or upskilling over the next few years to keep pace with new technology and evolving business needs, adaptability is essential. You may want to ask questions such as:
Tell me about a time when you were asked to do something you had never done before. How did you react? What did you learn? Listen for: Excitement about tackling new challenges and willingness to leave their comfort zone, knowing they’ll learn something valuable from the experience.
Describe a situation in which you embraced a new system, process, technology, or idea at work that was a major departure from the old way of doing things. Listen for: Eagerness to explore new ways of working and improve based on what they learn; if they discovered a better way; whether they embraced the change.
Interview for culture fit. Companies with inclusive talent practices generate up to 30% higher revenue per employee. Employees should be fundamentally aligned with your company’s mission and core values. But finding the right person for the job doesn’t mean finding someone who’s exactly like everyone else. Ideally look for someone who not only “fits” your ideal culture but can also enhance it. Weed the top performers out by asking:
What are the three things that are most important to you in a job? Listen for: Alignment between what’s most important to them and what the role and company have to offer.
Tell me about a time in the last week when you’ve been satisfied, energised, and productive at work. What were you doing? Listen for: An indication that the work environment and day-to-day responsibilities are right for them.
65% of candidates say a bad interview experience makes them lose interest in the job
Its all about them, not you
The whole point to the interview process is to get to know the candidate so you are able to get an accurate insight into how they will fit within your team. All candidates feel nerves but an overly formal, stuffy recruitment process does little to put those nerves at ease. The goal is put the candidate at ease so they relax enough so their personality shines through.
Build rapport by centering the conversation around them. The goal is to solidify trust and uncover their wants, needs, and strengths. Stay genuinely curious. Be authentic. Don’t fool yourself into thinking tricky questions, formal / big panel style interview processes makes you appear professional.
To jobseekers, the recruitment team’s style offers a glance into life after hire. And for your organisation, it’s an opportunity to differentiate yourself from competitors chasing the same talent. Hiring is an intimate process. Make candidates feel welcome, and they’ll be far more likely to see it through to the very end – the start of their journey with your business.
Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day
You can find us on our socials, give us a like on Facebook and follow us on Instagram
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES.
CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.
AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU; NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.
I know you work in HR but what do you ACTUALLY do?
I don’t know a single HR person who hasn’t been asked this question at least once.
More than just policies and hiring & firing, HR is an integral component of any business looking to succeed. Human Resources is the function in an organisation that manages all employees and ensures maximum engagement & productivity, as well as making sure the company is protected from any issues that may arise from the workforce.
So what is it I can do for you?
A lot of businesses have been sold this idea that an outsourced HR function is a booklet of extremely (boring) generic policies, a template of an employment contract, a lock in contract and monthly fee’s whether you use the service or not.
Heck no! And I can’t stress this enough HECK NO!
Quality HR is a function that will add value to your business, policies are there to support the operations, but the role of HR in a business is a strategic one.
While a lot of senior managers view HR’s role as being there solely for the company, a good HR person will balance whats best for employees against a managers expectations. HR’s main objective is to minimise risk against an organisation, so understanding how managements expectations will impact the workforce, both in a positive and negative way, and being able to communicate that in a respectful and persuasive manner, is the role of HR. Theres no point in acquiescing to every request from management if it’s likely to bring the organisation before Fair Work and / or totally destroy the reputation of the organisation within the community and as a good employer.
Managing risk isn’t just about keeping Fair Work from your door, it’s managing the risk of not having the right people in the right place at the right time, the risk of developing a poor reputation as an employer, the risk of not being able to recruit in a proactive and cost effective manner, the risk of losing your top talent because you aren’t addressing performance issues and the risk of setting your pays way too high or way too low.
The People & Culture Office is Kalgoorlie owned and operated; with a background in mining & trades and considerable experience in undertaking high volume recruitment we are your local choice for quality HR services that will add value to your operations.
No lock in contracts, no ongoing fee’s and nothing but one on one quality service.
If you’re looking for less selling and more helping its time for us to chat.
Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES.
CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.
AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU; NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.
Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES.
CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.
AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU; NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.
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