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.

Apprenticeships should support workforce planning

In 2013 when this most recent downturn hit I was made redundant from my job (the joys of working in a support service – you aren’t seen as an income generator so off you go).

I am passionate about youth employment and an opportunity arose for me to work in the apprenticeships & traineeships space.

What I become to learn (and alarmingly so) was that because of the down turn apprentice numbers took a sharp turn south. Companies that had in the previous years taken on a dozen or so new apprentices were only taking on 1 or 2 – or none.

These were for trades that once we come out the other side of the downturn (as past history would show we always do), would be in high demand. These were trades that up until the down turn businesses were recruiting from the eastern states and paying for existing employees to undertake trade upgrades.

Had companies maintained their apprenticeship program, by 2017 they would have had a bunch of tradies finishing their time and ready to work within their businesses, and most importantly, with a skill set tailored specifically to that business.

Apprentices & trainees should be seen by business as a way to bring fresh new talent into the business, to support their succession planning and growth aspirations and to minimise any negative impacts from current or future skills shortages.

And what a better way to have have a workforce trained to your specific business requirements than to grow your own talent. Apprenticeships and traineeships offer you the opportunity to train your up & coming employees in the areas that your business needs the most, providing your business with the skills it needs the most.

You want to know what else is great about employing youth into these roles? They bring a fresh approach & energy into a business which can have a knock on effect to other employees. A company that is willing to invest in people by supporting apprenticeships is showing a positive approach to corporate social responsibility, which is good for attracting both customers and future quality staff. It builds a positive employer brand which in turn will increase your profile as an employer that people want to work for.

And now to address the elephant in the room, I often hear business owners and older employees lament about the younger generation in the workplace; they are lazy, you have to hold their hand every step of the way, they are always on their phones.

Hands up who left school and started their first job and knew EXACTLY what to do? ……… anyone ……… anyone? Nobody can start a new job without some sort of training – ranging from “this is my first job ever and I don’t know how to conduct myself” through to “where do these documents get saved”. If you want your employees to not just exceed, but to excel, you need to spend time with them.

So if I hear “they are lazy” my response is did you asked them why they are sitting around not working; if you are telling me you have to hold their hand every step of the way I would suggest you try alternative ways to communicate, because your current method may not suit their learning style, and if I hear they are always on their phones I’m more interested in understanding why you haven’t told them to get off of it.

Depending on the industry & qualifications employers of apprentices and trainees can attract some great financial incentives with commencement, midpoint & completion payments available as well as well as additional incentives for priority areas and subsidised payroll tax for the bigger employers.

With the new financial year WA businesses can take advantage of the Jobs and Skills WA Employer Incentive. The great thing about this incentive is it is also available for school based trainees, which means you can gain a financial incentive to select and nurture your future employees from upper high school right through to the completion of their apprenticeship or traineeship. There’s a potential $8,500 in incentives on offer for a 4 year trade and $4,250 for a 2 year traineeship – woah!

Nicole Goldsworthy from Apprenticeship Support Australia is a valuable resource for employers within the Goldfields region and can answer your queries, sign your apprentices and trainees up and assist with sourcing reputable registered training organisations. You can email Nicole here.

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.

Why employee benefits should be on your radar

Indulge me if you will

Let’s pretend you are looking for a new job, you’ve just been for 2 interviews for comparable jobs. Both jobs are great, the companies appear great, your potential new boss come across as great – everything was great. Great, great, great.

Employer A discussed salary and benefits; flexibility with hours – yep sure it’s 12 hour shifts and the work is dictated by the client but if you want a few extra days off here and there to go away it’s no drama, they understand you want a life. They also offer salary packaging, discounts on everyday items like gym membership and a monthly lunchtime BBQ if you’re in the workshop. HECK YEAH!

Employer B only offers a salary, don’t get me wrong it’s a very, very competitive salary so you ask a few questions to try and get an idea of how they stack up against Employer A. “You mentioned that quite often you work 14 shifts on 2 shifts off, can you request extra unpaid days off to have a better break” “Only if you book it as annual leave well in advance because we can’t really afford to not have people at work” hmmmmm, “Do you offer any extra benefits at all?” “No” End of conversation.

Which job would you choose?

The dynamic of the workforce is changing, the days are long gone when employees expected very little from their employers except for their wages at the end of the week. 

These days, increasing numbers of skilled employees expect a lot more from the companies that they work for. With many companies offering impressive perks and benefits for their workers, the pressure is on for businesses of all sizes to up their game and to offer something more to their staff than simply the satisfaction of a job well done.

In-fact, millennials, more so than any other group, prioritise access to additional benefits as a driving factor towards choice of employer, and before you chalk this up to yet another reason for you to (unjustifiably) hate on millennials consider this – millennials make up 50% of the workforce. You can no longer bury your head in the sand. The workforce is changing, you either change with it or ring the bell and get off the bus.

In Australia, employment opportunities remain strong and employers are grappling with a talent shortage, Australian workers enjoy a high degree of choice of employer. Quite often business owners & leaders can overestimate the loyalty of their employees, and their ability to source new ones if and when required, with a significant gap in perceptions of the employer – employee relationship. 

Numerous Australian studies reveal employees prioritise workplaces that offer benefits over higher salaries that trade off against additional perks. Big ticket items are a healthy balance to life; favourable working conditions & health & wellness benefits. Financial savings; discounts on everyday items, access to wealth creation strategies. And career development opportunities; access to relevant workshops / seminars / training and / or acting or promotional opportunities.

And now comes the sell, you may have received one of these babies in the past fortnight or saw it plastered it all over social media.

I am working on pulling together an Employee Benefit Program to assist my clients with the attraction and the retention of employees. 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.

I mean, after this who wouldn’t want to be my client!! 🤣 But seriously, the ability to participate in this program is reliant on you being an ongoing client of mine, so engaging me to implement your HR framework or implement a performance management program, a comparatively small cost for a potentially large return on investment.

If you are a retailer or service provider and you haven’t received the flyer as yet, and you love to join to have another avenue to drive sales to your business please contact me today! The more diversity & variety the program can offer the greater the chance of it being a success.

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

Stop ghosting your candidates – the vlog

HR Consultant | The People & Culture Office

I love recruitment, out of all the HR functions it’s my favourite, I tell people it’s because it’s mostly a positive experience, you know, up until you have to tell someone they were unsuccessful for a job.
A lot of companies and recruiters deal with this by just not getting back to candidates, whether by the old “only shortlisted candidates will be contacted” or just obvious ghosting, but what damage are they doing to their brand in doing so?
Want to learn more after watching the vlog? Read Stop Ghosting Your Candidates here.

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

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 🤣