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HRM Partners ServicesWorkplace Culture Assessment

Each organisation has a “culture” which is unique and determined by behaviors which result from the workplace practices implemented into the work environment. Workplace culture can be a key element of sustainable competitive advantage if it is identified and developed.

The purpose of a workplace culture assessment is to objectively identify and describe the current workplace culture. Determining the workplace culture is a starting point for the development of HRM strategy and activities.

It is effective to outsource culture assessment because employees are more open with people from outside their organisation.

HRM Partners assess Workplace culture by surveys, think tanks, interviews and workplace effectiveness cycles.
Why Outsource?
Research conducted by HRM Partners highlighted a need for organisations to manage their people better. Specific people management needs included:
  • Strategies for improved employee relations;
  • Workplace legislative compliance
  • Improving morale and productivity of employees;
  • Achieving goals through staff;
  • Learning and development; and
  • Workplace culture change.
Outsourcing Human Resource Management activities is the most effective solution when:
  • The cost of employing a permanent HR professional is not affordable;
  • The organisation is seeking a short term HR commitment; and
  • The organisation is seeking a higher level of expertise in specific functional areas of Human Resources for a period of time at a expense that suits the organisation.


Change Management

Change has become a way of life for many organisations. Those organisations that can identify trends and issues and respond to them in an expedient and effective manner are rewarded for their efforts.

For a change to be successful, an organisation must alter its culture to fit within the change. Associated with change is a shift in organisational norms and employees beliefs and values. To achieve this organisations have to understand what their current culture is and what is required to change it.

HRM Partners can assist in facilitating the change process by developing and implementing change strategies. These strategies are strategic and planned involving a number of activities including change assessment, focus workgroups, presentations, climate surveys as well as coaching influences to be change agents.

It is a strategic approach to change management that minimises the impact and maximises the benefits of change in the workplace.


Industrial Relations - Certified Agreements (CA), Australian Workplace Agreements (AWA) and Enterprise Agreements (EA)

Enterprise Bargaining allows the individual organisation to negotiate directly with its employees to develop specific employment conditions consistent with the needs of the company.

Certified Agreements represent a group of employees and is only acceptable if endorsed by a valid majority of employees to be covered by the agreement.

An AWA is a confidential agreement between an employer and individual employee emphasising agreement without interference from third parties.

Enterprise Agreements represent a group of employees and is valid if endorsed by 65% of employees or 51% of employees and their union.


Business Strategy Planning and Facilitation

The process of managing staff in alignment with business strategy is a management process. Human Resource strategies are management strategies developed and implemented in the same manner as other functional strategies. The HR strategies guide the development of a more flexible and adaptive organisation. They are plans to address opportunities to gain and sustain competitive advantage through people. Planning would revolve around the individual services HRM Partners offer including remuneration management, learning and development, recruitment and selection, OHS&R etc.


Grievance Mediation

A grievance is a real or perceived issue causing resentment, suffering or distress which is regarded as grounds for complaint. Examples of grievance include interpersonal conflict, discrimination and harassment.

If unresolved, grievance can lead to outcomes such as poor performance, absenteeism and low morale.

HRM can assist in developing open communication between employers, managers and staff and this is created by:

- The development of grievance policy and procedure;
- Training front line management and staff in grievance mediation; and
- Providing an opportunity for mediation by utilising an outside mediator.


HRM Policy and Procedure Development

With changing requirements to legislation and employment law, the need for organisations to develop and satisfactorily implement policies and procedures in relation to Human Resource Management (HRM) is becoming increasingly important.

An organisation’s culture is initially moulded by the behaviour of its owners and senior managers. Senior Management should put guidelines in place to ensure the socialisation processes of the organisation build a strong productive organisational culture.

If guidelines are clear and consistent throughout the company, organisations will begin to see the values and beliefs they desire in the behaviours of their staff.

HRM Partners can assist organisations in the development of all necessary HRM Policies and procedures. These include but are not limited to:

- Induction and Exit Procedures;
- Harassment;
- Leave Entitlements;
- Equal Employment Opportunities (EEO);
- Performance Management;
- E-mails and Internet Usage Policies;
- Grievance Mediation and Conflict Resolution Policies and Procedures;
- Occupational Health Safety and Rehabilitation;
- Recruitment and Selection Policy and Procedures;
- Discipline Policy and Procedures; and
- Learning Policy and Procedures.



Induction/Orientation and Outplacement

The importance of welcoming a new employee into an organisation is often overlooked.

Induction and orientation procedures ensure a new employee is provided with information and assistance when commencing employment with an organisation. Clearly outlining what the organisation requires and to what standard; reduces mistakes and sub-standard performance occurring; minimising the risk of regulatory breaches; and provides a smooth transition into the workplace.

HRM Partners can assist your organisation by preparing quality employee induction handbooks and procedures specific to your organisation which will minimise down time, mistakes and general adjustment time amongst staff required with the commencement of a new employee.

Alternatively when unfortunate circumstances arise and an employee is made redundant the employer can offer outplacement assistance as part of the redundancy package. Outplacement activities could include a skills audit, resume development and interview skills.


Learning and Development

An organisation has only two ways of improving profitability or performance within its current market. Firstly, by investing in capital; either physical, such as plant and equipment, or human capital. Secondly, via innovation. Learning is essential to both human capital development and innovation.

The concept of “learning” is increasingly replacing “training and development”. Learning in the workplace is now recognised as a prerequisite for continuous improvement in business.

Learning and development of employees results in the development of knowledge, skills and potential. As a result the organisation can be enhanced by:

- Retaining competent employees;
- Creating an environment of learning which stimulates staff; and
- Supports a desired culture of learning and development.

Accredited courses or tailored training can be provided and examples of courses include:

- Customer Service;
- Conflict Resolution;
- Recruitment and Selection;
- Front Line Management;
- Managing Performance; and
- Presentation Skills.

The most important aspect of learning and development is evaluating how effective the training is. Upon completion of a course HRM Partners will conduct an analysis of the effectiveness of the training within the workplace.


Occupational Health Safety and Rehabilitation

There is an increasing responsibility on employers to adhere to and implement necessary measures to ensure compliance with the Occupational Health and Safety act. Investment in the development of appropriate OHS&R work practices is effective risk management and improves organisational performance by:

- Reducing workers compensation claims and keeping workers compensation premiums to a minimum;
- Ensuring a safe workplace for employees;
- Minimising the cost of rehabilitation and case management; and
- Minimise the possibility of litigation.
- Minimising the risk of unexpected large costs
- Minimising the risk of unexpected employee downtime.

HRM Partners can assist by developing policy and procedures, providing training, managing WC and rehabilitation, auditing and reporting.

Performance Management Systems

The purpose of a Performance Management System is to develop the skills and abilities of all levels of staff and increase self discipline through ownership and greater awareness of expected performance levels. This leads to greater job satisfaction, better planning, targeted development, group cohesion and sustained performance.

Performance appraisals are a key element of the performance management process and are usually conducted every six or twelve months to ensure the employees are working towards the organisational goals. It is imperative the appraisal process also produces a training plan to assist employees in becoming competent in their individual roles, or for the purpose of creating career paths for those employees who show potential for promotion. Performance Appraisals also allow for certain individuals who have performed well to be rewarded for their efforts through an incentive or bonus system. Activities of Performance Management Systems include:

- Performance Appraisal;
- Career Development;
- Job Description Development;
- Skills Auditing;
- Mentoring; and
- Regulatory Compliance.


Recruitment and Selection

Effective Recruitment and Selection Policies and Procedures are vital to the acquisition of quality employees to an organisation. Recruitment and Selection mistakes can be costly to a business. The direct and indirect cost of an employee leaving an organisation varies from 1.5 to 2.5 times their annual salary depending on the length of service and type of job. Carefully planned and thorough recruitment and selection procedures can minimise the occurrence of costly mistakes, reduce staff turnover and ensure selection of the right employee.

Managers responsible for recruitment should be aware of the organisations policies and procedures for recruitment and selection in order to avoid discrimination and unfair interview issues.

HRM Partners can assist your organisation by:

- Developing recruitment and selection policies and procedures;
- Developing job advertisements;
- Developing job descriptions;
- Developing associated recruitment forms;
- Providing training in interview techniques;
- Providing training in how to develop and conduct successful interviews;
- Providing guidance and/or the development of appropriate testing methods for applicants;
- Culling or short-listing;
- Developing contracts of employment;
- Determining flexible work practices;
- Determining remuneration; and
- Developing job analysis tools.

Emotional Intelligence Assessment and Coaching

Emotional Intelligence (EQ) is about expressing, understanding, perceiving and managing emotions of yourself and others to improve organisational outcomes.  

Current internatinal research is showing that EQ is a more likely indicator of successfull leadership and work performance than measures like intelligence(IQ), personality or even previous experience.

HRM Partners are accredited to use the GENOS EQ assessment tool to assess emotional intelligence, and then have a range of programmes that can be implemented to assist participants to improve their emotional intelligence - leading to improved organisational and indivudal performance.
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