How we can help

So how can The People & Culture Office assist you put strategies in place to build culture & capability within your organisation?

People & Culture Foundations

People & Culture Foundations is a package of human resources solutions individually tailored for businesses that are either building their people & culture framework from scratch or reviewing and updating their HR functions. The People & Culture Office Foundations package contains the following:

  • Letter of Offer
  • Alignment to Award / Terms & Conditions of Employment
  • Development of people & culture policies
  • Employee Handbook (i.e. Company policies, company info)
  • Other employee templates and forms (ie: job descriptions, employee details)

This product is also offered in a ‘mix & match’ format for companies who have some, or all, of the functions in place already, but wish to update, check, and fill any gaps in their existing HR processes. 

Talent Acquisitions 

Businesses and hiring managers often forget the recruitment process is a two way street, yes you are assessing the candidate but remember they are judging you too. From your advertisement to the questions asked at interview you are building a brand for your business, remember, the candidate has a choice too and as the skills shortage begins to make a significant impact on business operations the ability for business to showcase why working for you will be a great career move will be pivotal.

The People & Culture Office can assist with all recruitment functions to ensure your recruitment strategy and processes enable you to source employees that not only possess the right skills and qualifications, but are the best cultural fit for your organisation.

With 14 years recruitment experience in local government, mining, including new mine start up, and the not – for – profit sectors The People & Culture Office can assist with attracting only the best quality candidates for your business. 

From bulk recruitment for new project start-ups to ad-hoc recruitment, our professional approach will sell the best possible image for your organisation and set you apart from the competition

Strategic Human Resource Management

The aim of strategic human resource management is to create overall capability and ensuring that the 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. 

Strategic Human Resource Management activities may include; 

  • Capability & Competency Model

To achieve business success you need to ensure you hire the right people for the right jobs keeping in mind their skills, expertise, and education. This objective is achieved by setting clear job descriptions and establishing job competency models for each functional area in the business.

  • Talent acquisition and compensation strategies

Once it has been determined what competencies and skills are needed for the future we will align recruitment and compensation programs accordingly. Strategies will align with the organisational goals of your business and are designed to encourage behaviours and attitudes that align with your culture, or the desired culture.

  • Human Resource Policies

HR Policies are general statements that serve to guide decision making and communication with employees. They generally serve three purposes; To reassure employees that they will be treated fairly and without prejudice; To assist managers and HR to make consistent decisions; To give managers and HR the confidence to resolve problems, knowing that they are following the policy and procedure set out by the organisation in a consistent manner.

  • Performance management strategies

Performance management is an essential tool for business to help them align their employees, resources, and systems to meet their strategic objectives. It works as a dashboard too, providing an early warning of potential problems and allowing managers to know when they must make adjustments to keep a business on track through both formal and informal processes. Contemporary performance management is so much more than performance reviews. Performance management is all about making sure your employees are happy, engaged and working towards your collective organisational goals.

Organisational Development & Culture

Organisational development is the practice of changing people and organisations for positive growth. The process involves data collection, analysis and diagnosis of the current state of your business and the development of initiatives to improve business areas. 

It can help in times of change within the business to enhance performance and it is often described as assisting with system-wide change. Organisational Development activities may include;

  • Action research – this focuses on analysing data to identify problems and their likely causes ie, why is there a high turnover rate. An action plan is designed and implemented with an evaluation period.
  • Survey feedback – this includes attitude, engagement surveys and the results are utilised to design interventions and programs.
  • Conflict interventions – assist in resolving interpersonal conflicts and involve putting into place agreed actions to improve working relationships.

The values and behaviours that contribute to the unique social and psychological environment of an organisation are what is referred to as organisational culture. Culture is the underlying factor that drives your business, it’s a set of unwritten rules that tells employees what is acceptable behaviour and what isn’t. Organisations with a strong and healthy culture are easily identified by their happy & positive employees, low turnover, a communication structure that flows up and down and clients that WANT to do business with the organisation as they themselves can see the strong sense of integrity that management and employees alike display.

Research shows that organisational culture is significantly related to a host of important measures of organisational effectiveness. Culture gives a strong foundation and stability to the company and its workers. Aside from building a great rapport, culture in business is important because it provides the entire business the opportunity to grow and stay intact. 

The People & Culture Office can create strategies, and identify tactics to implement cultural change.

How we can help