HR STRATEGY ADVICE & DIRECTION
We regularly provide strategy advice across the whole functional range of HR areas including policy and practices, disciplinary issues, employment negotiations, organisation structure, team dynamics, remuneration and benefits, recruitment, performance management of employees, staff exits and health and safety.
All of our risk/audit tools are designed to provide information that feeds into an HR strategy.
We work as advisors to boards, wearing the HR hat – ensuring that HR strategy and risks are appropriately at the board table.
We work as HR advisors/sounding boards for CEOs and executive managers.
HR AND HEALTH & SAFETY AUDITS
The value of this audit is that it provides focus to HR initiatives that directly link to business initiatives and provides clear rationale to resource allocation.
We provide practical ideas to fix problems and make improvements. The primary value of this part of the audit is to significantly reduce business risks and to help you avoid the majority of the problems that occur with employees downstream.
Our audit tools provide a scorecard and identify improvements and opportunities. They are evidence based and a key design component to satisfy executive board level reporting.
We have extensive experience, with many years of “wisdom with hindsight”, in conjunction with top employment lawyers, to be able to provide robust, workable, easy-to-read and legally compliant employment documents tailored to your organisation. The suite includes:
- Application Forms
- Employment Agreements (permanent, temporary and casual)
- Letters of Offer
- Policies / Employee Handbooks
- Induction Processes
- Employee Records
- Leave Records
We are able to assist with the preparation and implementation of updated documentation for existing and new staff where required.
This is an ever changing area of the law and we are proactive in providing ongoing information and updates as legislative changes occur. We provide regular reviews of documentation for our clients.
We proactively advise our clients of legislative changes.
Our philosophy is to create a sound platform to manage the employment relationship that in simple English provides clarity and useful information to both parties.
HR POLICY & PRACTICE
In this area we are able to provide an overview of the fundamental principles and practices with explanations of what these set out to achieve.
We are also able to provide an overview of legislation that impacts this functional area.
We can advise and help develop organisation specific HR policies and practices that provide clarity to the day-to-day people management. We are careful to ensure that these are aligned with and support any business culture, strategies and objectives as well as reflecting best practice trends.
Clear communication of HR policy and practice is a key to creating a platform of common expectations that are understood by all parties.
We provide these in hard copy and e-versions to provide a range of accessibility for employees.
HEALTH & SAFETY
This is a critical area that every organisation needs to understand and ensure that the legal obligations are complied with.
Good employers do more than just comply with Health and Safety legislation; they encourage “best practice” approaches.
This is a key area of business risk that often requires specialist input to set up and review from time to time. We have expert knowledge and experience to ensure that this area of compliance is met.
We are able to assist with risk assessment, audits and policy formulation, documentation of policy and practices, training of managers and supervisors and the implementation of these initiatives in the work place at a variety of levels.
We collaborate with other third party specialists to address issues in this area.
There is a proven correlation that a commitment to safety improves productivity and well being.
ORGANISATION STRUCTURE & JOB INFRASTRUCTURE
Understanding and reviewing roles, objectives, outputs and connections is fundamental to provide a road map to ensure you are using our people and resource effectively.
Like houses – organisations are better by design.
The most fundamental thing any organisation can do to ensure effectiveness and productivity is to define clearly for each employee what they should be doing (their role), and to understand the process flows from role to role within the business.
We are able to review job design, process flow and analyse roles to provide information and Position Descriptions that can be used in a variety of ways to create effectiveness in any business. The overall organisation structure (form) should follow the functionality desired.
Organisation Structure, Job Design and Analysis, and Position Descriptions are all vehicles that ensure employee effectiveness and are required for recruitment, performance management and remuneration. We have access to competency models which can also be used as part of this process if required.
As organizations need to find talent in often difficult markets effective talent acquisition requires a well thought out approach around attracting and hiring top talent. We generally follow three key steps – plan and prepare; identify and evaluate; then acquire and engage.
Our approach is to ensure that we work with an organisation to ensure that we have a talent acquisition plan and process that works for them. This may encompass workforce planning such as talent forecasting, talent pipelining, and talent assessment and development for both current and future needs. Candidate management is also a key part of the talent acquisition plan and process which is why we ensure that communication with candidates is timely, frequent and transparent.
Today, it’s more important than ever to have strategies in place to fill key roles within their organizations as talent is no longer available on demand, and therefore talent acquisition requires a well-planned and forward-thinking approach.
CHANGE MANAGEMENT & RESTRUCTURING
This has been an area of strength. The strategy, planning and training of managers is critical to successful restructuring. It can save considerable financial and human costs, minimise legal challenges and employee dissatisfaction, and minimize business risk.
We have spent considerable time developing models to assist with these processes, and focused programs that help individuals effectively exit your organisation and re-establish their careers, in reduced timeframes.
We have developed expertise in the area of “revitalisation” of retained staff after change, helping with stabilisation and rebuilding processes after change. We are able to advise and train managers and have designed programmes that we tailor to suit the organisation and situation. There is a range of delivery options with these. We believe this is a key area of change management, often not given enough attention, but which offers great value to the organisation.
We can advise and assist with the resolution of difficult staff situations, independent investigation of harassment allegations and negotiated exits, all of which can create major problems and risks for organisations.
Our experience in this area is extensive and we have a reputation for achieving results. We are able to assist clients with strategy and the cost-effective execution of solution strategies. We work closely with our legal partners in these situations.
An area of specialist expertise is providing advice on problem situations of poor performance or conduct. We can coach managers or directly conduct or facilitate the process until an outcome is reached. We advise on how to minimise business and legal risks in these situations.
We can help identify and discuss solution outcomes, the risks and implications.
We have on our team labour trained mediators.
This begins with clarification of Key Performance Indicators that are linked to the overall strategy. We can advise and assist with the design and implementation of a range of performance management processes, from informal to highly structured reviews.
We are also able to provide management training workshops in this area. This process is one that links closely with job design, position descriptions, competencies and remuneration. We are able to access 360 appraisal processes where required.
RETENTION & SUCCESSION PLANNING
We have expertise in these areas that has been developed and refined over 15 years. Our Career Planning Programmes range from the top-end comprehensive one-on-one programmes for senior executives to more simple programmes for all levels of staff or situations. Career planning is a key strategy to develop and retain staff, with very positive outcomes. It can also be used successfully with plateaued employees.
Retention and Succession Planning are key issues for organisations and we are able to provide strategy, advice and discuss solution options in these areas.