Tag: Human Resources

Celebrating 6 months in business

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, outsourcing, sme, The People & Culture Office, The People and Culture Office
4EC04041-3922-4512-93E5-A7E9CD11BC47.jpeg

This Sunday will be the 6 month anniversary of the launch of The People & Culture Office.

In January of this year I was made redundant and after an appropriate period of comfort eating and laying on the lounge binging on Netflix I decided I needed to have a serious think about what I was going to do. There were literally no jobs in HR at my level, and over the preceding 12 months I had noticed a distinct decline in career friendly/ challenging positions in female oriented roles in Kalgoorlie- Boulder (has anyone else noticed this trend?)

After some market research and some imposter syndrome related discussions with my partner the conclusion was to take my redundancy payout and invest it in myself – and The People & Culture Office was born.

It’s been an interesting ride and here was what I’ve learnt so far;

SME’s are in need of risk minimisation & strategic HR solutions but don’t understand the value it can bring to their business.

My biggest hurdle to overcome & the sole purpose of this blog.

My mission is to build the capacity of small – medium enterprises through people & culture initiatives, by helping to create more successful, productive and high performance organisations. To achieve this businesses need to put their employees at the forefront of embedding their strategy into the organisation. But to do this successfully they need to create a positive culture and have the HR framework in place to ensure their strategic goals become reality. To put it simply; culture eats strategy for breakfast.

Viewing HR as an admin function only or having a series of policies that are short statements about legislative requirements is not adding value to your business and won’t cut it in the changing business environment.

Outsourcing your HR function is a very cost effective business decision my business model works on a once-off or project basis, I don’t lock people into contracts, nor do I charge an annual fee. Depending on your business needs I don’t need to stick around for months or years on end. The People & Culture Office can provide a framework for your HR needs with ongoing HR support as and when required.

Working from home has a lot of distractions

See Exhibit A

631B70EF-57BA-4906-AE99-5ADD6C9B936B.jpeg

Exhibit B

2547EDB2-6446-4888-BBFD-0E4EA2674198.jpeg

Exhibit C

231289A9-1DB1-4482-8EB5-128965A40678.jpeg

Not getting paid every fortnight is scary

It’s fricken scary man

I’ve discovered so many local businesses that I had no idea existed

I’ve also had a hard time trying to find businesses online or even an email address to make contact- if I can’t find you, how can your target market find you? Businesses such as Kalsec Creative  and Pride and Prominence can manage your content for you and help you put strategies in place to reach your market.

It’s given me a platform to meet some dynamic business Owners & Managers

We have a lot of forward thinking & amazing leaders here, we just need others to jump on board and experience what they have to offer. Business is all about change; whether it’s addressing the decline in retail, making your event unique to smash attendance numbers or coaching business owners for greater outcomes. We have the resources here, there just needs to be a desire for progress and a willingness to think outside of the box.

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

Why outsource your HR function

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, outsourcing, sme, The People & Culture Office, The People and Culture Office
HR | Kalgoorlie | The People & Culture Office

More than just hiring & firing, HR is an integral component of any business looking to succeed. Human Resources is the function in an organisation that manages all employees and ensures maximum engagement & productivity, as well as make sure the company is protected from any issues that may arise from the workforce.

There’s no denying that HR focus has dramatically changed in recent years. In the not so distant past, HR was primarily an admin function, the dreaded “fun police” when it came to workplace policies or it was a task lumped in with Payroll.

But today’s astute business leaders understand in order to succeed in today’s (and the futures) business environment they need to move their HR function away from focussing on personnel management and administrative tasks, and direct their focus towards managing employee engagement and strengthening workplace culture. Smart business owners see the benefits in ensuring their employees are happy and as a result will continue to stick around for the foreseeable future.

By outsourcing your human resource operations you can improve compliance, save money & attract the best talent. The People & Culture Office can offer your business long term support so you can focus on achieving business success. We are on hand to support all businesses, wherever you may be.   

No annual fee’s                  No contracts                  Just quality service

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

How will the recent casual employment changes affect you?

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, sme, The People & Culture Office, The People and Culture Office
https___www.lifeofpix.com_wp-content_uploads_2016_02_Life-of-Pix-free-stock-laptop-desk-plant-objects-LEEROY

Throughout 2017 Fair Work undertook its 4 yearly review into Modern Awards, one of the major changes implemented which will affect 80+ Awards was the changes made to a casual employees right to request conversion to permanent employment. A full list of affected Awards can be found here.

These changes only affect business operating under the Federal system of employment, if you are a Sole Trader eg: Jane Smith T/as Janes Cafe, an unincorporated partnership eg: Jane & Bob Smith T/as Janes Cafe or an unincorporated trust eg: Jane and Bob Smith as trustee for Janes Cafe you fall under the WA Industrial Relations Commission. The majority of employees in Australia fall under the Federal system which covers all constitutional corporations or in layman’s terms it is any business with “Ltd” or “Pty Ltd” after its name. All other states in Australia have referred their industrial relations powers to the Federal system but Western Australia being Western Australia has chosen to keep the State based system.

The clause which became effective on 1 October 2018 provides eligible casual employees with the right to request that their employment is converted to full-time or part-time employment (Conversion Request). This is not a strict right to convert to permanent employment. However, an employer’s grounds for refusing the request are limited and can be subject to challenge (see below).

Casuals will be eligible to make a Conversion Request if, in the preceding 12 months, the casual employee has worked a pattern of hours on an ongoing basis that, without significant adjustment, the casual employee could continue to perform as a full-time or part-time employee.

If an eligible casual makes a Conversion Request, and the employer agrees to the request, the employee converts to permanent employment. In WA the Long Service Leave Act recognises periods of casual service towards “Years of Service” as does Federal legislation for the entitlement for Parental Leave and Unfair Dismissal applications if the following clauses are satisfied;

  • the casual employee was employed on a regular and systematic basis, and
  • the casual employee had a reasonable expectation of ongoing employment on a regular and systematic basis.

Employers can refuse a Conversion Request, however, such refusal must only occur:

  • after the employer has consulted with the employee
  • on the basis of ‘reasonable grounds’. A non-exhaustive list of reasonable grounds for refusal are set out in the model term, and include circumstances where conversion to permanent employment would require a significant adjustment of the employee’s hours of work or where it is known or foreseeable that in the next 12 months there will be changes to the hours of work, days and/ or times an employee works or where the employee’s position will cease to exist in 12 months.

Employers must provide the employee with the employer’s reasons for refusal in writing and within 21 days of the request being made.

Employers should be aware that if an employee disagrees with the decision to refuse the request, the employee may make an application for the dispute to be heard by the FWC.

Employers must notify casual employees of their right to request to convert by providing a copy of the applicable casual conversion clause to all casual employees (not just regular casuals employees) covered by a modern award containing the model casual conversion clause:

  • by 1 January 2019, if the employee is already employed as at 1 October 2018; or
  • within the first 12 months of the employee’s first engagement to perform work, if the employee is first engaged any time after 1 October 2018.

I recommend employers with casuals ensure sufficient procedures are in place to monitor employees anniversary dates and comprehensive records are kept on file in relation to any communication in regards to casual conversion.  Additionally employers should review & monitor rosters and hours of work of long terms casuals to determine if they are still in fact casuals as determined by the applicable Award. A recent Full Court of the Federal Court decision found that a ‘fly-in, fly-out’ worker was not a casual employee despite being employed as one. Accordingly, the employee was entitled to annual leave; a benefit not otherwise available to casuals.

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

When you just don’t like your co-workers

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, sme, The People & Culture Office, The People and Culture Office
HR Consultant | The People & Culture Office

You spend a large chunk of your life at work and usually it’s spent with people that normally, you wouldn’t willingly hang out with. Unless you want to be miserable at work, or get fired, you need to find away to work around it. You don’t need to like the people you work with, but you do need to be professional.

The most common reason cited by employees for not liking co-workers relates to the employee in question exhibiting, to some degree, challenging behaviours. I wrote about the impact challenging employees have on business here. Some of the most common challenging, or toxic behaviours found in the workplace are;

The Hot Mess

Incompetent, unreliable & erratic, The Hot Mess can kill productivity for the whole team.  Whether they just don’t know how to do their job, or just don’t want to, they bring everyone down with them. Fun fact – Studies have shown low performing employees to be the most happiest in the team & often rate their workplaces as a great place to work. Ahhh ignorance is bliss.

The Slacker

We’ve all worked with one, finding a way to get out of work is a full time job for The Slacker. Like The Hot Mess they are a major drain on everyones time and enthusiasm and don’t really seem to care what others think of them. If they can find away to get out of something they will.

The Martyr

The complete opposite of The Slacker but The Martyr comes with its own set of problems,  not just a hard worker, they generally insist on doing everything themselves and aren’t shy about letting everyone know either. The Martyr is a control freak that creates unrest in the workplace, undermines the confidence of team members and is “that person” who comes to work when sick and spreads there germs around. Life Pro Tip if you do this – no job & no employee is that important,  all you are doing is infecting your co-workers and reducing productivity even further, just stay home kids.

The Socialite

Funny, entertaining and everyone’s best friend, The Socialite treats everyday at work as though it’s their own private party or stage for the day. For The Socialite, gossip & chatting are always the core component of the day, and while having some fun at work is must, The Socialite has a hard time distinguishing between what’s appropriate and what isn’t. Perhaps in what can be a bit of a dark side to The Socialite, they can be very charming, often blinding & manipulating management and colleagues to their poor behaviour.

The Sociopath

An employee with sociopathic tendencies leave a trail of destruction where ever they go, they poison the atmosphere and create a hostile environment for everyone else. Just 1 destructive employee can wreck the morale for the entire team, if placed in a customer facing role they can cause serious damage to your reputation & bottom line.

Karen Gately, the author of The People Managers Toolkit gives the following strategies on how to deal with coworkers you just don’t like;

Choose your attitude

The key to getting along with anyone lies in your ability to choose your attitude.  Of course, their attitude matters also, but the reality is you can’t control other people.  Focus on what you can control; that is your own thoughts, emotions and behaviour.

So many of us waste energy thinking and talking about people we don’t like.  How often do you replay annoying events or conversations in your mind?  Do you ‘roleplay’ scenarios in your mind about the conversations you intend to have with some people? Do you imagine yourself winning an argument with your nemesis? Do you allow your emotions to build as you invest in the drama unfolding in your mind?

We all have the power to choose the thoughts and emotions we invest in.  The ability for anyone to offend us or drain our spirit entirely depends on our response.

Pick your battles

While of course it matters to stand up for ourselves when being mistreated, in many circumstance we can simply choose to ignore the things that otherwise upset us.  We have the choice to simply walk away and disengage rather than wade into an argument.  We can choose to let thoughtless comments or unintentionally offensive remarks ‘go through to the keeper’.  Choosing for example to see someone’s words as ill-considered is healthier for our relationship with them, than assuming their actions are malicious.

Judge carefully

Ask yourself if you are being unfairly judgmental.  Sometimes the actions we see as wrong are simply different to the way we would approach things. Reflect on why you don’t like the person and challenge any unfounded assumptions or unconscious biases you may have.   For example, the woman you perceive as being attention seeking, may be simply talkative and unaware that her enthusiast sharing of stories about her life is coming across as insufferable self-indulgence.

Build bridges

Look for ways in which you can build trust, respect and rapport. Common interests are a safe place to start.  Find out things about the person you find interesting or respect.  This can be particularly challenging with some people, but appreciate the good that can be found in most people and give credit where it is due.

Rapport can be built by finding common ground as well as by being empathetic.  However, it’s important to understand that most rapport-building happens without words and through non-verbal communication channels.  People build rapport subconsciously through non-verbal signals, including eye contact, facial expressions, body positioning and tone of voice.

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

Recruitment is an art

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, The People & Culture Office, The People and Culture Office
Design 18

The art of recruiting is a process which includes analysing the requirements of a job, attracting qualified candidates to apply for that job, screening and selecting the best possible applicants, hiring, and integrating (early-on) the new employee to the organisation. It’s the right person, in the right job at the right time.

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

Click here to find out more.

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

Small & medium enterprises have the highest rate of employee resignations

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, outsourcing, sme, The People & Culture Office, The People and Culture Office
cropped-img_0881.jpg

A recent survey from the Australian Institute of Management (AIM) finds that small & medium enterprises across Australia have the highest rates of resignation from employees. AIM surveyed more than 500 organisations across Australia covering 270 job roles and 25,000 employees.

The average rate of employee turnover in Australia is 15%, employee turnover is costly, with reports of increased stress, reduced staff morale and loss of corporate intelligence affecting the remaining workforce. Other effects include reduced customer service, satisfaction and productivity, in addition to the financial burden of recruiting and training new staff. It’s easy to discount how much losing an employee actually costs you in the long run. Conservative estimates place the cost at around 20% of the employee’s annual wage, but this can go up to 200% for highly skilled workers.

The AIM survey found that the top 3 reasons for employees choosing to leave an organisation were;

  • To seek a new challenge
  • There was limited scope for career progression
  • Insufficient financial reward

The survey also found that 4 in 5 employees are unhappy at work.

Most businesses would call in the experts if they were losing 15% of their clients per year right? So when it comes to employees why isn’t more being done to reverse trends?

To attract and retain quality employees business needs to implement strategies to engage and motivate employees, this includes being realistic about industry trends in compensation & benefits, job design and leadership. As a business owner you are an expert in your field, but you don’t sit down at the end of each week and work as an accountant, IT administrator or marketing expert, so why not outsource your employee matters to an experienced HR professional that understands contemporary practices designed to increase workplace culture & capacity within your business?

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

Work is hectic, getting help doesn’t have to be

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, sme, The People & Culture Office, The People and Culture Office
1C21FC05-8B56-47D4-BCC1-F1289039087C.png

Why employee motivation is the key to business success

Posted on by thepeopleandcultureoffice in HR Consultant Kalgoorlie, Human Resource Consultant, Human Resources, Kalgoorlie, Outsource Human Resources, sme, The People & Culture Office, The People and Culture Office
Employee Annual Leave | HR Consultant | The People & Culture Office Kalgoorlie

It’s Friday, it’s a long weekend, school holidays start next week, the weather outside is glorious and I can hear the sound of a thousand West Aussies heading to Bali. It seems like a good time to discuss motivation 😂 because it’s not like we are all hanging out for knock off.

23% of the Australian workforce are said to be engaged, meaning Australia has one of the highest engagement rates in the world. A workforce is said to be made up of three types of employees, those that are engaged, not engaged and actively disengaged.

– Engaged Employees
Those employees within an organisation who are committed to the organisation and driven to moving the organisation forward.

– Not Engaged / Disengaged Employees
Those employees, who are present at work and put in the hours, however are not passionate about their job and aren’t utilising their full potential.

– Actively disengaged Employees
Those employees that don’t have an emotional commitment to work and often distract co-workers while they try and complete tasks. This can be due to their job not being suitable or not aligning with their skill set. They are often looking for employment elsewhere.

Employee happiness or satisfaction in the workplace does not necessarily equate to employee engagement. Employees can be happy and satisfied in their role, but not productive. For example: an employee may be happy and satisfied in their role because they spend much of the day chatting & socialising with colleagues, but aren’t necessarily performing their role adequately.

Instead, an engaged employee is one who aligns their behaviours and actions in the workplace, to meet their role requirements, as well as wider team and business goals and strategy. An engaged employee wants the organisation, your organisation, to succeed.

employee quotes - Google Search

So what are some clear signs your workforce isn’t engaged & motivated? Organisations can utilise workforce analytics to establish positive or negative engagement by looking at areas such as;

  • employee absenteeism (e.g. low unscheduled or personal leave)
  • retention (e.g. low turnover rates, positive exit interview comments)
  • punctuality (e.g. employees arrive on time, working designated hours)
  • productivity (e.g. quality and quantity of output, staff meeting Key Performance Indicators)
  • safety (e.g. low accident/incident rates)

The difficulty with knowing how to engage and motivate employees is that often the strategies that will work for each employee, are as individual and unique as they are.

When organisations design and implement HR initiatives that acknowledge employee engagement and motivational factors, they are building the base for developing and supporting effective employees and teams. Consistent, clear and well-communicated HR practices can lead to employees trusting management and one-another, better communication, sharing of knowledge and ultimately achieving strategic business objectives.

Employees will be more committed and willing to work to their full potential…and less likely to leave.

HR FUNCTIONRELATION TO EMPLOYEE ENGAGEMENT AND MOTIVATION
Compensation and benefitsAlthough not a sole factor, an employee who feels adequately compensated is less likely to leave an organisation.
HR PolicyProvides a consistent process to follow – inaccessible or policies that confuse can lead to disengagement and demotivation amongst employees.
Industrial RelationsLocal/State/Federal legislation outline minimum requires organisations must meet in regards to employment agreements/contracts, health and safety etc.
Job descriptionsProvides a clear document that details responsibilities and parameters that both employees and managers can referred to and adjust as required.

Job descriptions which are linked to wider team and organisational goals also show employees how their role contributes to wider strategic business objectives.

Performance ManagementOffers an ongoing opportunity for employees and managers to plan, monitor and review employee’s work objectives and overall alignment and contribution to wider strategic business goals. Provides for open communication platform between employees and managers about what employee is expected to accomplish, while also enabling conversations around employee learning and development, and career progression.
Learning and DevelopmentOffers an opportunity for individual’s personal and professional developmental needs and wants to be met.
DiversityProvides for an environment where individual needs are acknowledged, and employees feel safe and free from harassment.
Work Health and SafetyEmployees who feel safe in their working environment are more likely to be motivated and engaged – a fear for personal safety will likely breed frustration and resentment, or a lack of caring which will likely lead to further health and safety issues.Organisations which takes a more holistic approach to health and safety (e.g. psychological wellness) will likely benefit – demonstrates an extra level of caring for employees.

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