So……. One of the BIGGEST questions we see our audience thinking before they jump into investing in outsourcing their HR is this:
Can’t I / my administrator / my bookkeeper just do it?
Very fair question. I can absolutely understand why you might feel that way, but a successful business is the sum of many parts and not every aspect will be to the skill set of the owner / the administrator / the bookkeeper
Quality HR is about understanding your business & developing strategies to build a workplace culture that has the capability of achieving your business goals
- We craft initiatives to achieve your operational goals
- We develop frameworks that establish “what good looks like”
- We think industry & business specific (& a little outside of the box) to make you stand out for all the right reasons
- We put solid policies and processes in place so you don’t stand out for all the wrong reasons
- We guide you with making “the right” hire
- We navigate legislation and the unenviable task of addressing performance & behavioural issues
- But most importantly – we are on hand when you need us
People & Culture Foundations
Our most popular product here at The People & Culture Office.
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:
- Employment Contract & alignment to Award
- Flat rate of pay compliance test (where applicable)
- Development of people & culture policies
- Employee Handbook (i.e. Company policies, company info)
- Other employee templates and forms (ie: job descriptions, employee details)
- People management guides & fact sheets
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.
Contract of Employment
Contracts of Employment provide certainty around the employment conditions and status. A well written contract will minimise disputes and clearly articulate to employees their entitlements and obligations.
The People & Culture Office contracts and accompanying flat rate of pay compliance tests contain specific clauses to allow you to satisfy Award entitlements via a flat rate of pay and maintain your record keeping obligations under the annualised wages clauses contained in most modern Awards.
When you engage The People & Culture Office we become the HR Manager for your business.
We can assist in addressing any potential issues that arise, and provide support for the management team with regards to employee relations with the aim of achieving solid working relationships.
TOTAL STRATEGIC HR FRAMEWORK
Policies & Procedures – Supporting the overall business function
The People & Culture Office policies reflect contemporary human resource practice, offer step by step procedures and are fully compliant to Australian workplace law and legislation. They have been written with the average employee in mind; that is anyone in the business can pick up the policy and understand exactly what is expected of them and what procedure should be followed to achieve the desired outcome.
Put simply, workforce planning is “having the right people in the right place at the right time”
Workforce Planning provides management with a framework for making informed staffing decisions which are in line with the organisation’s strategic and operational goals.
Compensation & Benefits
How an organisation pays and rewards its people has a big impact on its ability to drive attraction & retention, it needs to ensure it has alignment with the vision the organisation has of itself as an employer.
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.
Recruitment Strategy & Employee Experience
You have to have a killer Recruitment 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.
A recruitment strategy can offer proactive strategies & actions to assist with overcoming barriers to recruitment & assisting you with achieving your operational goals
And then how to sell it?
As an employer what’s your special sauce? What are you known for? What do your current and prospective employees associate to your employer brand?
When someone comes to work for you they really could be working for any one of your competitors unless you can offer an employee experience that sets you apart.
Organisations have come to realise that traditional approaches to performance management do not effectively motivate employees. In fact, they often have the opposite effect. Performance management has buckled because organisations have prioritised measurement over development.
This is the Shift From Performance Management to Performance Development
Successful performance development is not just about changing the way annual reviews are conducted. Rather, performance development is about creating a cultural shift in how people work and how they work together.
Moving from performance management to performance development requires managers to think of themselves in a new way: as a coach, not a boss.
We will work with you to create a framework that allows managers to work with employees to identify their capabilities, leverage their strengths and provide development opportunities to close any gaps between their capabilities and what is expected of them
Key Behavioural & Capability Framework
Our Key Behavioural & Capability Framework guides the desired skills and behaviours of your people. It recognises we need to consider “what I know” “what I’ve done” and “what I’m capable of” in professional development, the Framework is a way of expressing the culture, vision and mission of the organisation.
It describes observable behaviour that builds position descriptions, performance management and recruitment activities. This takes a big chunk of how you work towards achieving your strategic goals and takes it from a reactive and time consuming process to a proactive, efficient one