Talking Business with the City of Kalgoorlie-Boulder

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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

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Can’t find it? Then create it

There’s nothing quite like seeing your business or department thrive because of the hard work & skill of employees that you have nurtured and developed.

There’s nothing quite like a leader who recognises if you want dedicated, engaged, on brand specialist or senior employees you need to start that process in house.

About a decade ago I worked on a new mine start-up for an up and coming miner. It was at the tail end of the GFC, mines had closed, contractors were hit hard and Kalgoorlie was definitely in a downturn of sorts.

Wider, iron ore was still paying good money and some of the more savvy operations were picking up Grads whether they needed them or not because they knew in less than 12 months, when nit all turned around, they would.

Evidently as a HR department we found ourselves in an interesting position, senior level engineers and geologists we easy to source, junior level not so much. Locally based operators and maintenance positions were easy to fill initially but as the operations grew it was a hard task.

Plans were quickly put into place early in the piece to train and develop our own operators, apprentices were signed up, as were WASM vacation students and new supervisors were put through leadership training.

In the recent 10 year celebration photos the company posted to Instagram I counted a handful of senior management that were those vacation students, graduates and green supervisors.

If you’re complaining about the skills shortage or lack of quality employees my question to you is;

“How many apprentices have you taken on in the past decade?”

“Can’t find skilled operators? What internal training pipelines do you have in place?”

“How are you engaging with WASM, CRTafe and the local high schools to create some brand awareness around you and the career paths you can offer”

In short, you don’t get to complain about the problem if you aren’t actively involved in the solution.

In 2019 I wrote this post about why apprentices and trainees should be a part of your workforce planning.

Let’s just hit the pause button on the skills shortage element of this conversation and focus on why it’s just good business practice to develop your own talent.

Businesses and leaders who see development of their employees as a priority routinely see more engaged, innovative employees with a solid connection to the company.

If your first thought when I talk about investing in employee development is “What so I can invest all that time time and energy for them to just take all that knowledge elsewhere” then you need to reconsider your assumptions.

If an employee is fulfilled by their work they are less likely to leave. According to the 2018 Linkedin Workforce Learning Report a (not so surprising) 93% of employees stated they would stay at a company longer if it invested in their career.

That being said the “job for life” concept belongs in another time, so it’s inevitable that at some point in their career they will bid you farewell. So I guess what I’m saying is if you put effort into developing your employees at least you will get value, loyalty and connectedness from them during their tenure over those employees who are afforded very little training and concentrated career development.

So how can this look in the average business? Varied and diverse based on the business and industry but here are some common elements.

A structured onboarding program into the business that steps out the general “this is us, this is who were are and how we operate” introduction through to on the job training. From where documents are saved, to the document management and naming conventions for files, to branding and language to the business right through to the nitty gritty of learning what’s required to absolutely succeed at a role.

Allowing autonomy and ownership over their role and projects. Don’t micromanage, pull them up if you can see a disaster looming but quite often there more than one way to achieve the end goal and their perception of problem / solution might just create some innovation and efficiency for the company.

Create a safe space for learning and development. Start giving your team exposure to the inner machinations of the business by bringing them along to operational meetings or have them involved in creating the strategy for your department. I have had some amazing Managers and CEO’s that really taught me the “back end” of the business that ultimately allowed me the confidence to move into management positions and then to specialise in people and culture strategies. There was no withholding of knowledge and information to protect their role. They took me along for the ride and I’m the first to acknowledge I would not be here today without them. If past and present employees were asked to comment on your input in their careers what do you think they will say?

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

I‘d love to meet with you to discuss how I can create a HR Strategy that adds value to your business, Contact Me for an obligation free chat.

This post is part in a series of how quality HR solutions can add value to your business. HR is so much more than a set of policies and procedures. Strategic HR Management is about developing value adding strategies surrounding compensation & benefits, workforce planning, recruitment, performance management and career development. The policies and procedures aspect of HR is about compliance and risk management; they work within the wider business environment but their core purpose is to provide a risk management framework to manage the industrial relations and employee relations aspect of the business.

Read the previous post 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

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

People capability frameworks

You’ve developed your mission, you’ve workshopped your values, but how do get from here to a workforce who’s values, behaviours and capabilities fit with your vision of your business and its operational requirements?

A people capability framework that integrates with your job descriptions is a transparent approach to underpin people management strategies and enhance workplace culture.

I’ve used this approach with businesses with just 2 employees through to 100 employees, while the Key Duties component of your job description details the nuts and bolts of the job, the Key Behavioural and Capability component defines the person profile.

How many times have you worked within a team where an employee is perfect on paper but interacting with colleagues and clients has seen them be disruptive to the team culture, productivity, created conflict and upset clients.

Commonly this is created by too heavy a focus on skills and not enough on behaviours & values.

“Behavioural & values based recruitment is the understanding that past behaviours predict future behaviours”

A HR strategy that has at its core a people capability framework is able to develop initiatives and strategies that describe the expected behaviours and capabilities of all employees. The framework is relatively new thinking geared towards building a strong workforce who is able to attract, retain and engage a skilled, capable and motivated workforce. It serves to meet future needs, aligning employee performance with organisational strategy, identifying workforce development priorities and more.

When integrated with job descriptions each capability group is accompanied by a set of statements illustrating the type of behaviour expected at each level. Each statement is aligned to the values of the business, by combining both the Key Duties and Key Behavioural & Capability Indicators it provides greater opportunity to manage performance and behaviours towards achieving the strategic goals.

You can download a handy guide on how to apply the Capability Framework here

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

I‘d love to meet with you to discuss how I can create a HR Strategy that adds value to your business, Contact Me for an obligation free chat.

This post is the first in a series of how quality HR solutions can add value to your business. HR is so much more than a set of policies and procedures. Strategic HR Management is about developing value adding strategies surrounding compensation & benefits, workforce planning, recruitment, performance management and career development. The policies and procedures aspect of HR is about compliance and risk management; they work within the wider business environment but their core purpose is to provide a risk management framework to manage the industrial relations and employee relations aspect of the business.

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

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Attracting regional employees is a hard sell

If you follow me on social media you would have seen these posts popping up over the past week

When I look at Seek advertising, local business websites and speak to jobseekers & business leaders based outside of Kalgoorlie-Boulder one thing becomes glaringly clear.

We just don’t do a very good job of selling ourselves

One thing I think we can all agree on is it is a lot more sustainable for our businesses & community if people who work here; live here, and, we need to bring residents back to the town. We need to grow the population to ensure essential services, a healthy retail environment and the type robust economic & community environment that encourages continued population growth.

Where to start?

If you don’t already have a recruitment strategy in place seriously consider it. It forces you to look at your current practices and external forces which may prevent you from attracting quality employees.

Know who your demographic is & tailor your advertising to suit. Millennials are those born 1981 – 1996, so at the top end someone aged 38 and at the low end someone aged 23. This generation makes up 50% of the workforce and are our emerging leaders.

We know that millennials consume digital content the most; they stream music over listening to the radio and stream TV over sitting down and watching live free to air tv.

Print, radio & tv advertising is largely wasted money when trying to grab this generations attention.

If you have digital content thats hard to consume ie: overly formal, unnecessary text or information, poor image quality, no emotional connection, then they will scroll straight past. Opportunity lost.

When writing your seek or social media employment advertising view it from the view point of the person reading it. Am I telling them What, am I telling them Who, am I telling them Why?

Have you considered embedding some video footage into the base of the ad?

This one is FREE from the KBCCI on You Tube

Or if you frequently recruit & are going through a period of growth why not create your own content?

Want to read more? I wrote this post 12 months ago about selling Kalgoorlie when you recruit.

When it comes to selling Kalgoorlie as a great place to live we all play a part. But if theres one message I want to reinforce, it’s that no-one is expecting you to do this all on your own. Don’t be shy about outsourcing components of your business if they are areas that aren’t your strength, I mean you outsource your finances & taxation to an Accountant don’t you? Why not outsource your HR too?

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.

Same, but different (but really just the same)

The People & Culture Office | Tattoo | Woman

“There’s a saying, diversity is being invited to the party; inclusion is being asked to dance. But that’s bull because usually the party is up a flight of stairs. People think if they are treating people the same, they’ve got it right. But that’s the essence of discrimination – as experienced by disabled people – is that when you treat them the same as a non-disabled person they can’t even get in the building” Susan Scott-Parker

Before you read on I would like you to pause for a moment and picture in your mind what a person with a disability looks like.

I’ll check back in with you at the end of my post.

Due to unconscious bias, many people with disabilities face barriers to gaining employment (not just meaningful employment, just any employment), which is why the unemployment rate for people with a disability is more than double that of the general population.

In my former life I was a HR Manager for a disability support organisation, while there I noticed that millennials and Gen Z had a really inclusive view towards people with disabilities due to the prevalence of Education Support annexes in the school system. In my school days (I’m 46) children with disabilities were very much separated from the general school population and as a result Gen X and Baby Boomers can find relating to people with disabilities on a human level quite confronting. (Those damn millennials hey)

People will often direct the conversation towards a family member or a carer rather than converse with the person directly, they may stare, ask inappropriate questions, or, in an attempt to act as though they aren’t feeling uncomfortable, will fail to acknowledge their presence all together.

In fact we (as in society, the media et el) are so unused to seeing someone with a disability featured so prominently that sometimes famous people with disabilities are confused for each other. Those that follow the tennis or are a regular viewer of The Project would be familiar with Dylan Alcott, Dylan and fellow paralympian Kurt Fearnley have a running joke on Instagram that they are often mistaken for each other.

Think about applying for work or attending a job interview knowing there is quite a good chance you’ll be discounted as soon as you enter the room (if you’re even lucky enough to get that far).

1 in 5 Australians are classed as having a disability, a lot of people develop a disability throughout their life as the result of an accident such as a motor vehicle accident or falling off a ladder; through suffering a stroke; developing an illness such as MS, parkinson’s or one of the many autoimmune illnesses or through the presence of a psychiatric illness such as anxiety, depression or PTSD.

Picture an Accountant who has had a stroke, and as a result has reduced mobility. There’s no reason why they can’t perform an office based role without any added safety risk at all is there?

Now picture that same person applying for a job with a company who’s pre-employment medical process eliminates all people without excellent functional capacity. When assessing someones fitness for work the inherent requirements of the job are meant to be considered hand in hand with the individuals functional capacity. But quite often it doesn’t, for whatever reason many industries and organisations baulk at the thought of making “allowances” or reasonable adjustments for people that don’t automatically fit the perfect physical criteria.

Maybe it goes back to the idea that they are treating everyone “equally” 🤷🏻‍♀️

Dylan Alcott has established Remove the Barrier to encourage the employment of people with disabilities. Other organisations such as Forest Personnel can assist with the recruitment of people with disabilities. Follow the links through to their websites where you can find some great info on employing people with disabilities.

Something I really want to stress is that a person with a disability isn’t necessarily a person on a disability support pension, or someone with an obvious physical disability such as being in a wheelchair. Disabilities vary between what type they are and the level of functional impairment such as:

  • Physical – affects a person’s mobility or dexterity
  • Intellectual – affects a person’s abilities to learn
  • Mental Illness – affects a person’s thinking processes
  • Sensory – affects a person’s ability to hear or see
  • Neurological – affects the person’s brain and central nervous system,
  • Learning disability
  • Physical disfigurement or
  • Immunological – the presence of organisms causing disease in the body

So right at the start of the post I asked you to picture what a person with a disability looks like, well they look like this

Me – not Rachel from Madison Studio Photography 😀

5 years ago I was diagnosed with Lupus which is an autoimmune illness that attacks healthy organs and tissue in your body resulting in extreme fatigue, joint pain and organ damage.

The People & Culture Office came to being because I found it increasingly difficult over the years to find a workplace and colleagues willing to accommodate (and be inclusive of) my illness & it’s limitations. I knew that with appropriate wellbeing measures in place I could continue being a valued member of society, contributing taxes to the healthcare system that I lean heavily on and continuing to share my skillset with a range of organisations.

And I would have a guess that 99.9% of my clients, business connections and acquaintances wouldn’t even know that I have a chronic illness. Because with the appropriate adjustments in place I can function in a work environment, I can still add value, and the thought that, that part of my life could have been taken away from me would have been devastating.

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.

Employee Benefit Program – Salary Packaging Explained

HR Consultant | The People & Culture Office

As a business you want to be as successful, and as sustainable as possible, a large contributing factor to achieving this is ensuring you attract and retain quality employees. Salary Packaging is fast becoming one of the key components of an employees total remuneration package, giving participating employers an added advantage over their industry peers.

In the video below, I give a brief explanation of the core component of salary packaging, and the financial benefit it can provide.

Download the flyer here

Another cinematic masterpiece, bought to you by The People & Culture Office
Employee Benefits | The People & Culture Office

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.

Our Employee Benefits Program – what is it & how can you become a part of it?

I was asked this week by a client this week if I stand in the shower coming up with ideas……. yes, yes I do.

About 7 weeks ago after struggling to secure candidates for 2 clients for an ongoing period (and who in the Goldfields isn’t experiencing this right now) I wondered if I could put together an Employee Benefits Program like I had for previous employers – except on this occasion it would need to suit multiple employers, a diverse range of industries from not for profit to mining contractors, not have the “buying power” of a large employee base and I would have the unenviable task of trying to convince fellow small businesses in Kalgoorlie, most doing it tough in retail, why supplying a discount on purchases or services is actually a marketing business driver as opposed to a business negative.

And so the seed for pulling together an Employee Benefits Program to benefit my clients and their employees was sown 🌱

The Employee Benefit Program is absolutely FREE 😱 to my clients and is strategically designed to assist with attracting new employees, retaining existing ones and building a positive workplace culture & employee brand. The strategies can assist with not just saving money by reducing turnover but makes the business more sustainable, every time an employee walks out the door they’re taking their organisational knowledge with them. And in an era where everyone is a subject matter expert in something, that puts most businesses in a precarious position.

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.

The program is essentially a win / win for local business, my clients & their employees gain access to the program and it’s benefits, while participating retailers can improve the spend & repeat business of residents through a proven marketing method, all the while supporting fellow small businesses in town.

So what does the program offer?

Salary Packaging – Eligible employees can salary package their housing costs as remote area employees and / or a novated lease. Not sure how it all works? As we are based in a remote area as classified by the ATO, employees are able to claim Remote Area Benefits on items such as Remote Area Mortgage Interest, Remote Area Rent, Remote Area Fuel (gas & electricity) and Remote Area Travel. Normally tax is taken from your salary before you spend it. You then pay all your expenses and are left with the remainder. With salary packaging, the employer pays the same salary – but instead of paying all your expenses after you’re taxed, you pay for selected expenses, such as your mortgage or rent before you’re taxed. You reduce the tax you pay and are left with more spending money in the kitty. Normally salary packaging providers will only conduct business with individual employers with > 40 employees, after an Australia wide hunt I managed to track down a provider able to service small business needs

Corporate Gym Membership – Snap Fitness Kalgoorlie have come on board to supply corporate membership to the program. Encouragement of a fit & healthy workforce by way of corporate gym memberships can assist with a reduction in absence due to illness and a reduction of injuries, both at work and away, due to poor functional capacity.

A host of discounts on products & services – Because I have such a diverse range of clients I need to have a diverse range of offers to make the program a success. As much as I can, I have tried to keep the program 100% local, but, and this is a very big but, I work for my clients first and foremost and this program needs to be as diverse as my client base for it to have a chance at success. For that reason I will continue to try and build on the initial dozen or so participants by engaging with national franchises to encourage them to get on board, a discount program without any businesses willing to supply a discount just isn’t going to work.

So whats in it for you Simone? Total honesty? I’d love for Goldfields businesses to have the chance to experience the full scope of what contemporary HR can do for their business. I honestly believe that some of the staffing issues felt by employers can by directly traced back to a lack of, or poor, processes involving employees and the leadership team (whoa! big call). Yep, we are definitely experiencing a skills shortage with trades & operator positions and yep Kalgoorlie is experiencing a liveability crisis that is being reflected in the high number of FIFO employees and a general reluctance of people to uproot their lives and give living in the Goldfields a chance. But, not everyone starting a new job here is a newbie to town, they are an existing resident who has left a local employer, and happy employees don’t leave great workplaces unless they really have to. So in summary, what that means is I’d love to be able to build my business by being able to share strategies that will also help you build yours.

I’ve put hours and hours of work into this and I receive absolutely no financial incentive off it, I don’t charge clients to participate, I don’t receive kick backs from program suppliers – ZILCH.

So how is this all sounding? Contact me on the link below if you’d like to set the wheels in motion to become a client, if you’d like more info click here to watch a vlog over on Facebook.

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.