Ok, so we know engaging with us is a big investment – the key word there being investment
But what does ineffective HR cost you? I’m not talking about Fair Work penalties or underpayment of employees
I’m taking about the impact to your bottom line from having outdated, or worse, no strategic HR function in your organisation at all.
What’s the cost of;
🟢 no plan for future skill & capability
🟢 no succession planning
🟢 unrealistic wages
🟢 ineffective recruitment
🟢 unengaged employees
🟢 excessive absenteeism
We build future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy
Won’t you join us?
Gallup Engagement Champions
Employee engagement is how an employee connects to the workplace, in turn that relates to what they give back to the organisation.
When we talk about employee engagement we are talking about the employee experience, so many factors contribute to a positive workplace experience and employee engagement isn’t the antidote to all workplace issues – but it sure goes a long way towards it.
Did you know the direct Manager is responsible for up to 70% of turnover and lack of engagement in the workplace?
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.
And as with every new skill, this needs to be developed.
Employee engagement isn’t just one of those buzzwords that business coaches like to throw around.
It fuels hardcore business results.
Organisations that focus on employee engagement have;
83% less absenteeism
43% less turnover
64% fewer safety incidents
10% higher customer metrics
18% higher productivity
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……..
Do we continue to blame the skills shortage for employee churn, or do we change they way we lead our organisations.
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
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.