Building an “always learning” culture

“No matter how much you’ve done, or how successful you’ve been, there’s always more to do, more to learn, more to achieve” Barack Obama

One of my favourite questions to ask of potential new employees is “what is something in your area expertise would you’d like to learn more about”

When looking to future employees I’m looking for not only someone who can, and, is willing to learn something new, but someone with enough self awareness to understand there is ALWAYS something to learn.

I’m about to bang on now about how the workforce is changing and how entrenching a culture of continuous learning is a must for attracting and retaining not just younger employees (16 – 37 year old demographic), but any employee who values their position within an organisation and wants to bring as much value as they can to their role. In other words, the type of employee you’d be lucky to score.

So lets start with my favourite subject – the changing landscape of the workplace

Learning is no longer just for students or apprentices & trainees. Technological advances, such as AI and automation, are creating an environment of almost constant change – not just at work, in every aspect of our lives. Businesses that don’t encourage and enable their employees to adapt to the changes will lose their competitive edge.

Traditional employee learning and development strategies are based on a stable and predictable environment. That, for better or worse, no longer exists.

On a small scale we are talking about minor changes to internal processes; ie: the requirement for handover notes or incident reports to be completed online meaning all employees need some level of computer competency, for a big picture example, thanks to technology a multitude of businesses can now operate in a digital & global space that just wasn’t conceivable for them 20 years ago.

It’s also no longer enough to employ someone and expect them to remain stagnant in their nominated field of work. Deloitte’s 2017 Global Human Capital Trends’ report found 42 per cent of millennials are likely to leave their organisations because they’re not learning fast enough. That number is astounding, especially when 75 per cent of the workforce will be made up of millennials by 2025.

What’s needed for organisations to survive and thrive in this new world is education; creating a culture of continuous learning that helps older staff shift into this new, fast changing era, and to satisfy the younger workforce’s desire to learn.

It requires a change in mindset, but the rewards are positive. Leaders who embrace the concept of a learning culture understand that learning is a natural process, that people yearn to grow. These organisations cultivate employee potential through learning opportunities and experiences.

And now onto my next point – thanks to technology workplace learning is now easier than ever.

Thanks to applications such as Zoom & Skype workplaces can access coaching, webinars and structured training right from their desks.

TAFE’s around Australia have been delivering course content 100% online for some years now.

Depending on your industry, there may be an industry specific LMS system available for you to join in order to access learning modules for your employees.

And finally the *most* important factor in building a culture of continuous learning within your organisation – senior employees & leaders who possess the skills to coach employees.

Most people within a leadership position was probably bought up through the ranks by what’s known as a “Command & Control” leader, defined by traits such as; I’m the manager, so I make the rules; Your job is to do what I say; If you mess up, I’ll let you know about it; If you don’t hear from me, that means you’re doing fine; You’d better be careful not to make a mistake, or cross me!; I make the policies, and you follow them.

If this was your boss how willing do you think you’d be to try something new? Not very; you’d be terrified of getting in trouble.

Growth and innovation comes from trying new things; stepping outside of your comfort zone; not being afraid to fail. It requires a collaborative and innovative leader.

When people think of coaching employees to learn something new, they think in terms of just showing them what to do. “First we do this” “If this happens you need to do that”

Coaching is about providing your employees the tools and capacity to discover the solutions for themselves as opposed to the how and when to complete a task. The leader still makes decisions but the conversation in getting there is two way.

It’s about developing your employees by providing regular support & feedback to allow their careers to progress to where they aspire to be. The ongoing dialogue of coaching communication guarantees that employees know what is expected of them and how their work fits into a larger vision or strategy of the organisation. 

The unfortunate reality is most people in leadership roles do not coach or develop their employees — ever.

Organisations with neglected learning cultures experience high talent turnover, struggle to keep customers, and ultimately fall behind competitors. These organisations may be profitable in the short term, but they ultimately fail.

On a scale of thriving to failure, where would you rather be?

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

Simone Pickering | The People & Culture Office

IT’S TIME FOR HR TO MOVE BEYOND POLICIES, PRACTICES AND PROCESSES. THE PEOPLE & CULTURE OFFICE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH PEOPLE & CULTURE INITIATIVES CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC GOALS.

Our Employee Benefits Program – what is it & how can you become a part of it?

I was asked this week by a client this week if I stand in the shower coming up with ideas……. yes, yes I do.

About 7 weeks ago after struggling to secure candidates for 2 clients for an ongoing period (and who in the Goldfields isn’t experiencing this right now) I wondered if I could put together an Employee Benefits Program like I had for previous employers – except on this occasion it would need to suit multiple employers, a diverse range of industries from not for profit to mining contractors, not have the “buying power” of a large employee base and I would have the unenviable task of trying to convince fellow small businesses in Kalgoorlie, most doing it tough in retail, why supplying a discount on purchases or services is actually a marketing business driver as opposed to a business negative.

And so the seed for pulling together an Employee Benefits Program to benefit my clients and their employees was sown 🌱

The Employee Benefit Program is absolutely FREE 😱 to my clients and is strategically designed to assist with attracting new employees, retaining existing ones and building a positive workplace culture & employee brand. The strategies can assist with not just saving money by reducing turnover but makes the business more sustainable, every time an employee walks out the door they’re taking their organisational knowledge with them. And in an era where everyone is a subject matter expert in something, that puts most businesses in a precarious position.

What I was hearing & seeing from clients was the lack of ability to compete against the bigger employers in town with their deep, deep pockets. And quite often the salary on offer was comparable, if not equal to the big companies, but the the lack of capacity, for whatever reason, to match the additional extras hit their efforts hard.

So I’ve taken the guess work, and hard work, out of getting a program in place, and taking a proven, proactive measure against the hiring difficulties for small – medium businesses in the Goldfields.

The program is essentially a win / win for local business, my clients & their employees gain access to the program and it’s benefits, while participating retailers can improve the spend & repeat business of residents through a proven marketing method, all the while supporting fellow small businesses in town.

So what does the program offer?

Salary Packaging – Eligible employees can salary package their housing costs as remote area employees and / or a novated lease. Not sure how it all works? As we are based in a remote area as classified by the ATO, employees are able to claim Remote Area Benefits on items such as Remote Area Mortgage Interest, Remote Area Rent, Remote Area Fuel (gas & electricity) and Remote Area Travel. Normally tax is taken from your salary before you spend it. You then pay all your expenses and are left with the remainder. With salary packaging, the employer pays the same salary – but instead of paying all your expenses after you’re taxed, you pay for selected expenses, such as your mortgage or rent before you’re taxed. You reduce the tax you pay and are left with more spending money in the kitty. Normally salary packaging providers will only conduct business with individual employers with > 40 employees, after an Australia wide hunt I managed to track down a provider able to service small business needs

Corporate Gym Membership – Snap Fitness Kalgoorlie have come on board to supply corporate membership to the program. Encouragement of a fit & healthy workforce by way of corporate gym memberships can assist with a reduction in absence due to illness and a reduction of injuries, both at work and away, due to poor functional capacity.

A host of discounts on products & services – Because I have such a diverse range of clients I need to have a diverse range of offers to make the program a success. As much as I can, I have tried to keep the program 100% local, but, and this is a very big but, I work for my clients first and foremost and this program needs to be as diverse as my client base for it to have a chance at success. For that reason I will continue to try and build on the initial dozen or so participants by engaging with national franchises to encourage them to get on board, a discount program without any businesses willing to supply a discount just isn’t going to work.

So whats in it for you Simone? Total honesty? I’d love for Goldfields businesses to have the chance to experience the full scope of what contemporary HR can do for their business. I honestly believe that some of the staffing issues felt by employers can by directly traced back to a lack of, or poor, processes involving employees and the leadership team (whoa! big call). Yep, we are definitely experiencing a skills shortage with trades & operator positions and yep Kalgoorlie is experiencing a liveability crisis that is being reflected in the high number of FIFO employees and a general reluctance of people to uproot their lives and give living in the Goldfields a chance. But, not everyone starting a new job here is a newbie to town, they are an existing resident who has left a local employer, and happy employees don’t leave great workplaces unless they really have to. So in summary, what that means is I’d love to be able to build my business by being able to share strategies that will also help you build yours.

I’ve put hours and hours of work into this and I receive absolutely no financial incentive off it, I don’t charge clients to participate, I don’t receive kick backs from program suppliers – ZILCH.

So how is this all sounding? Contact me on the link below if you’d like to set the wheels in motion to become a client, if you’d like more info click here to watch a vlog over on Facebook.

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

Simone Pickering | The People & Culture Office

It’s time for HR to move beyond policies, practices and processes. The People & Culture Office can partner with you to gain a competitive advantage through people & culture initiatives Contact Us to arrange an appointment to discuss what solutions we can put in place to drive achievement of your strategic goals.

Elevate your Social Media in 2019

The People & Culture Office | Scribe & Social
Sonia, Chief Storyteller, Scribe and Social

About 5 years ago I stumbled across Sonia Bavistock (and Amalfi aka the cutest dog in the world) on Facebook through her fashion styling page Sonia Styling and then later Scribe and Social, her social media management business. Since launching The People & Culture Office just shy of 12 months ago, Scribe and Social has helped me make sense of my social media content creation, and, through Sonia’s newsletters, Instagram and practical tips I have been able to put together a social media plan that is reflective of not just what I want my business to be & say, but (I think) my personality as well. But what has really drawn me to Scribe and Social is a shared philosophy of wanting to share our knowledge solely because we want to see people & business do well & then to celebrate your successes with you. So please, let me introduce you to Sonia from Scribe & Social, my guest blogger this week.

Have you noticed it?

There is a huge push towards authenticity online these days. 

Yes, social media is a highlight reel – an edited version of life – but that doesn’t mean it can’t be authentic. 

If you want to see real cut-through and real engagement, you mustn’t be afraid to share. Telling our stories is how we connect as people and it is what can set you apart as a business. 

Of course, the picture can be pretty, but the words must be honest.

And so, whether you’re wanting to improve your engagement or simply try some new things, here are five ways you can use social media as a business to connect with your audience.

The People & Culture Office | Scribe & Social

1. Show up

What makes your business unique? You. Let your followers see and get to know the person behind the account. Include photos of yourself (and your team) in your feed. Or if that’s not appropriate, show up in Instagram Stories. Start small and share little snippets, consistently. It’s the best way to create a community online.

2. Invite interaction

Make your followers feel valued by inviting them to interact with you. Ask them questions. Ask their opinion. Ask their advice. What do they like? What do they prefer? What would they like to see next? End each caption with an invitation or a call to action. Remember, the post is just the start of the conversation.

3. Use videos

Video content is easy to consume and conveys your message with clarity. It’s also a great way for people to get to know the personality of your business. Get comfortable with being on video and get confident with simple video editing apps. In this day and age, all you need is your phone to get started with video. And the very best place to start? On Instagram Stories.

4. Engage more, post less

Posting isn’t the only way to be discovered. Engage with other accounts – reply to comments, have a chat in DMs, comment on other people’s posts. Add value to conversations all over social media. If you show up with purpose and authenticity, you will be noticed. As for posting, do it to add value, not out of obligation.

5. Get personal

In this automated day and age, are there any touchpoints you can personalise? Some ways to do this include using their name in email marketing. Sending them a voucher on their birthday. Speaking to them on the phone. Including a handwritten thank you note with an order. Using their name in social media interactions (comments). Sending them a voice or video reply via DM.

So, forget about the numbers! Instead, focus on delivering valuable, useful content. Build relationships with your followers. Serve them well. And see the positive impact this has on your business online.

Sonia Bavistock bio:

Sonia Bavistock is a fashion and lifestyle blogger (Sonia Styling). For the past 6 years, she has taught herself everything digital and social media and built a community of nearly 35,000 engaged and loyal readers and followers. She has also worked on national campaigns with well-known brands such as Schwarzkopf, Katies, Australia Post and Bupa – to name a few.

In 2017, Sonia took everything she’s learned online and offline to launch Scribe and Social and help other business owners with their social media and copywriting.

Scribe and Social is all about online presence with substance and style.

 Sonia from Scribe & Social, guest blogger on The People & Culture Office
Sonia Bavistock

It’s time for HR to move beyond policies, practices and processes. The People & Culture Office can partner with you to gain a competitive advantage through people & culture initiatives Contact Us to arrange an appointment to discus what solutions we can put in place to drive achievement of your strategic goals.

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

Simone Pickering | The People & Culture Office

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE

Is your recruitment strategy killer, or just a buzz killer?

Continuing on from our series of blog posts about Strategic Human Resources Management, this week we take a look at Recruitment & Retention Strategies. You can play catch-up with our previous posts here, here & here.

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.

“Insanity: doing the same thing over and over again and expecting different results”

Hiring the right candidate for a role has never been more important as Millennials and Gen Z rapidly become the cornerstone of the workforce. Their fluid and transient approach to employment is a far cry from the ‘job for life’ attitude of the Baby Boomers, and as a result there is a continual flow of employees. And it means organisations have their work cut out for them.

You have to have a killer Recruitment & Retention strategy in place in order to thrive in today’s hiring quandary. Business has to be proactive, not reactive, to overcome the big challenges that modern-day recruiting faces.

An effective Recruitment & Retention strategy should focus on 3 key areas; how you source candidates, how you recruit candidates and then the clincher – keeping them, we drill down into this a bit below:

Create a (healthy) culture & brand – All companies need a strong identity & a part of that is cultivating a positive workplace culture. And it’s about showing this off to potential employees. Use your social media & website as your companies CV. Build a brand online & tell people about yourself, sell yourself as somewhere people will WANT to work. Want to read more on workplace culture? Click here. Looking for info on building a brand? Check out this post.

A killer digital strategy – Attracting candidates today is largely based on digital marketing. Create a strong digital campaign to showcase your brand and what it can offer for employees, use your social media accounts to leverage your message and to widen the net.

Make it easy for people to apply – People can be put off by a tedious or long-winded application form and drop off can be high on digital applications that ask too many questions that aren’t relevant.  Number 1 candidate bugbear is to have to basically copy & paste from their resume into the online application process. Also consider if the position really needs the applicant to address a 10 point selection criteria, yes they can be effective for more specialised roles to gain an insight into the candidates level of knowledge prior to interview, but if your HR department can’t determine a great administrator or labourer just by reading the applicants resume then there is something very very wrong. How long is your lead time from advertising – interview – offer? Drag your heels and you’ll not only miss out on that great candidate but turn people off from applying again. I’ve written some super informative blog posts about the recruitment process here, here, here

Make them want to stay – OK, you’ve got them through the door but what strategies are you engaging to make them want to stay? And it’s not all about dropping some serious coin; what opportunity are you offering employees? Are you helping them develop their skill & capacity? Do you offer the tools for them to do their job safely? Are your leaders the right people for the job? check out this blog on retaining top talent, and this one on employee recognition to learn more.

The strategy should also contain the following core aspects:

Growth Plans – In order to scale up your workforce, you’ll need to hire – which takes time and resources; identify which areas of your business will benefit most from increased headcount.

Skills Audit – Use your business objectives to identify developing areas of the business, then decide on the skills you will need to succeed; Your recruitment strategy should include ways to find and bring new skills into the company

Flexibility – Your strategy should include a plan for temporary staff and contractors to cover projects that are likely to change at short notice

Finding the right person for the job doesn’t need to be a difficult task. It’s just about having the right strategies in place to make it as streamlined as possible. The People & Culture Office can partner with you to develop your people & culture strategies to drive business success. Contact Simone today for further information.

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

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE

Are you social?

Are you social? What has worked in the past might not be cutting the mustard anymore and it’s time to change things up. It’s time to get social media working for you so potential employees can find you & see what you’re about. Get a social media plan in place. Contact me for recommendations. 

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

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE



It’s gonna take money, a whole lot of spending money

The People & Culture Office

Just incase I drew you in with my clever use of a George Harrison lyric, you can read the first 2 blog posts in this series here & here. This week we are going to look at Compensation & Benefits * queue a chorus of groans from all the bean counters out there *

According to a recent Employment Hero report 63% of employees say that remuneration is one of the top 3 considerations when selecting a new role. But it is not the make-or-break factor it once was, when it comes attraction and retention of employees additional benefits such as flexible work arrangements, training & development, salary sacrifice, reward programs & perks such as free snacks (🐷) go a long way to singling your business out as an employer of choice.

How an organisation pays and rewards its people has a big impact on its ability to attract the best talent, ensure that they are challenged and motivated and whether or not they will stay with your organisation. One of the first steps in making this happen is to develop a remuneration strategy.  The objective of a remuneration strategy is to support the overall organisation strategy, the HR strategy and the desired organisational culture. 

A successful compensation & benefits strategy will ensure that you are able to recruit the right people, with the right mix of skills, to ensure that your organisation can meet its business outcomes. To be effective, the strategy needs to consider the internal relativities between roles; the organisational needs & values and the external market.

Without an experienced HR professional in place to create a strategy SME’s can struggle with not only putting together a total compensation package, but, benchmarking a base salary that is competitive in the current market. The most fundamental stage in the overall management of remuneration is to ascertain what is an appropriate rate or amount to pay employees, and to ensure that this process is fair and objective whilst taking into account factors such as the industrial instrument, market availability of the relevant skill set, fairness & objectivity and whether the organisation links pay to performance.

The organisation’s structure, the market in which it operates, the culture, its position in the organisation’s life cycle and taxation to mention a few areas all impact on the strategy for the organisation. For example; a charity is unlikely to have a strategy with a high base salary, instead offering a base salary in the 25th – 50th percentile range in-conjunction with FBT free salary sacrifice arrangements or other benefits it can offer for free or at very low cost for the organisation.

Organisations also need to consider where they want to position themselves in the salary market – does your organisation want to be highly competitive? or rather, does your organisation want to be in the medium range of the market, but able to offer other non-monetary benefits such as working from home or flexible start / finish times? Where you position yourself can depend on both internal and external factors. For example:

  • capacity to pay high salaries
  • demand for, and scarcity of, skills now and in the future
  • competitors; and
  •  other pressures e.g. turnover, difficulty in attracting talent etc.

On that note, organisations are only as successful as their approach to hiring the right people, setting clear expectations, managing performance and recognising and rewarding employees for a job well done. If you would like a compensation & benefits strategy to tailored to your specific business needs contact Simone today.

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 😂

HR Strategies & Planning | The People & Culture Office

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE

People | Process | Power

Workforce Planning | The People & Culture Office

Last week I wrote this post to give you an overview of strategic HR management and how each element adds value to your business, today we are going to take a closer look at one of those elements; Workforce Planning.

Put simply, workforce planning is “having the right people in the right place at the right time” The key principles to workforce planning are;

  • identifying future business directions and workforce needs
  • analysing and understanding the make-up of the current workforce
  • determining the necessary skills, capabilities and competencies required to achieve strategic and operational goals in the future
  • developing policies and strategies that will assist in achieving these goals

Workforce Planning provides management with a framework for making informed staffing decisions which are in line with the organisation’s strategic and operational goals. This is opposed to reactionary or “knee-jerk” staffing decisions that may seem right at the time, but eventually turn out to be ineffective in supporting the strategic directions of the organisation.

The planning process also provides a mechanism for integrating a range of human resource strategies that can assist with the attraction and retention of staff in a systematic, equitable and strategic way.

Sounds great Simone but how does this work within my business? Let’s say you are a mining contractor and you have just been awarded two separate contracts to develop and mine mid-sized open pit projects to commence in 4 – 6 months time. As part of the planning process HR would sit down with the operations manager and map out the project; what positions would be required & when needed throughout the project, what will the roster be, what will the manning of the crews look like and the duration of each contract. Armed with this information HR would go off and start to pull together workforce plan to ensure the organisations ability to meet the workforce need is approached in a systematic, proactive and cost effective way.

This may include looking at the current workforce skill set & capability to determine opportunities for promotion into Superintendent / Shift Supervisor positions, the number of new recruits required, remuneration structure, risks to attraction & retention of employees, whether there is a requirement for the creation of, or review of, HR policies & procedures and then the development of a recruitment schedule giving sufficient time for the recruitment process to occur, successful candidates to leave exisiting jobs and then mobilise to site. Systematic, Proactive and Cost Effective.

So obviously, and as with all business planning when approached with a measured and considered approach, workforce planning has numerous advantages – the ability to identify more effective and efficient use of people at work; enabling effective planning in relation to the “demographics” of the workforce to ensure business continuity; enabling proactive management as opposed to just-in-time management or management by crises; the development of a range of alternative courses of action to meet changing market environments; understanding issues associated with retention and turnover so increases or reductions in staff are managed appropriately and cost effectively with minimal impact on the workforce, individuals and to the business are just a few.

But say you’re a bit of a fly – by – the – seat – of – your – pants person? What are the risks associated with not having a planning mechanism in place? It would result in management resorting to make staffing decisions in an ad-hoc or reactionary way that does not support the longer-term goals of the organisation. This type of decision-making may lead to – a workforce that is inflexible and does not have the necessary capabilities to deliver future services necessary for an organisation to achieve its goals; an inability to attract and retain high quality staff, due to irrelevant or inconsistent human resource policies and practices; operational goals that are inconsistent with the organisation’s wider vision and strategic focus; staff development resources being funnelled to activities which do not support the strategic goals of the institution; under-utilisation of staff; increased staffing costs; a lack of leadership and succession planning and poor management decision-making. Eeeek!

“Planning is bringing the future into the present so that you can do something about it now.” ― Alan Lakein, author

The People & Culture Office can assist you to create overall capability and ensure that your organisation has the skilled, committed, engaged employees it requires to achieve sustained competitive advantage. We will analyse your strategic plan and goals to identify opportunities to develop people and culture initiatives that will integrate with, and support the overarching business strategy. 

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 🤣

Sounds like a plan, Stan

HR Meeting | The People & Culture Office Kalgoorlie

Business owners, who woke up one morning, decided to start a business, and plowed on ahead with no plan, no idea of where they were headed & no structure for finances, products, clients or employees? Anyone……. Anyone…… As I thought, no-one, because who would be so blasé about their investment and reputation. Yet, going forward how many of you have employee centric plans in place? Such as, have you thought about skill requirements to ensure successful future growth? Have you thought about the documentation of your mission & values so you can ensure your employees, current and future, share them? Have you got a strategic or business plan in place and do you have employee related policies and performance management mechanisms in place to ensure they are met?

If you don’t know where you are headed, how can you expect your employees to join you for the ride?

When an organisation has made its business decisions in relation to its strategic goals, it has to determine how to make that vision a reality & to carry out its mission by executing each strategy. Each and every strategy that a business pursues will have specific HR needs and implications, an experienced HR professional will work with management to ensure there is a plan for the human resources needed to deliver on its strategic goals. This is known as strategic HR management.

There are a number of variables to be considered when managing business outcomes, these can include;

  • Organisational Structure
  • Job Design
  • Recruitment & Selection Processes
  • Recognition & Reward Programs
  • Training & Career Development
  • Performance Management Strategies
  • Employee Relations Strategies
  • Succession Planning

Organisations need to ensure that they have the skills, knowledge, abilities, motivation and commitment in its employees to achieve a sustainable competitive advantage over its competitors. Underpinning this is the contribution HR can make, from the identification of opportunities and constraints of the existing workforce through to the development of policies and practices to develop the core capabilities of the workforce, and to ensure this produces the behaviours, values and attitudes that will result in desired organisational performance.

The primary goal of strategic HR management is to implement strategic change.

The People & Culture Office can assist you to create overall capability and ensure that your organisation has the skilled, committed, engaged employees it requires to achieve sustained competitive advantage.

We will analyse your strategic plan and goals to identify opportunities to develop people and culture initiatives that will integrate with, and support the overarching business strategy. 

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 😂

Invest in HR| The People & Culture Office
Business success through people

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE