AboutLeo Lingham Expertise In Managing a business, I can cover all aspects of running
a business--business planning, business development, business auditing, business communication, operation management, human
resources management , training, etc.
Experience 18 years of working management experience covering such areas
as business planning, business development, strategic planning,
marketing, management services, personnel administration.
PLUS
24 years of management consulting which includes business planning, strategic planning, marketing, product management, training, business coaching etc.
Expert: Leo Lingham Date: 5/20/2008 Subject: business studies assignment, regarding HR cycle (mainly)
Question Dear Mr Lingham,
I have received a business studies assignment recently of which I hoped you could help me with. We must write a response to the quote “The human resources cycle has to react to issues that are currently affecting the Australian work environment”. We must investigate issues that are impacting upon the Australian workforce currently and show how businesses are responding through their human resources cycle.
I found posts you had made on a number of occasions when trying to research this topic, and was wondering if you could share your wisdom with me.
Look forward to hearing from you,
Lauren
P.S, you wrote on the bottom of your post “PRINCIPAL: BestBusiCon Pty Ltd, I don’t mean to sound childish, but is this your business title?
Answer LAUREN,
HERE IS SOME USEFUL MATERIAL.
ABOUT YOUR QUERY
''you wrote on the bottom of your post “PRINCIPAL: BestBusiCon Pty Ltd, I don’t mean to sound childish, but is this your business title?
PRINCIPAL------means I am the owner.
BESTBUSICON is the name of the consulting firm.
regards
LEO LINGHAM
==================================================
THE ISSUES CURRENTLY AFFECTING THE AUSTRALIAN WORK
ENVIRONMENT ARE :
-PERFORMANCE PRESSURE
-OHS
-occupational health and safety
- psychosocial work issues
-environment problems
-absenteeism
-stress
- retention
-recruitment costs
-work performance
-worker morale
-workplace injuries.
====================================
WHAT IS THIS HR CYCLE
HR CYCLE
There are seven stages in every organization’s human resource development cycle:
1.business needs,
2. job competencies,
3.the hiring process,
4. learning and development,
5. performance assessment,
6. continued learning and training,
7. total rewards.
The Human Resource Development Cycle
stage 1
Business Needs
To understand business needs and HR needs through customer satisfaction surveys, employee opinion surveys, exit surveys, customized diagnostic tools, a turnaround times benchmarking survey, investment operations survey, economic survey,
industry survey etc etc
Stage 2
Job Competencies
Linking your employees’ job skills, abilities and knowledge with your organization’s strategic goals and business plans/ audit your organization’s core competencies and competency models/ Core Competencies Matrix review, a job-specific competencies review (i.e., customer service representative, customer service supervisor), and a job group-specific competencies review (i.e., entry level, associate level, senior associate, leadership level).
Build and implement effective competency models that are linked to your organization’s strategic goals and business plans.
Stage 3
The Hiring Process
Developing a competency-based and industry-validated hiring/staffing process for various positions, whether it’s administrative, customer service/call center, technical/professional, or management.
Stage 4
Learning & Development
Learning and professional development programs help employees address critical areas of business operation.
These include Performance Management, Development Resource Advisor, a Multi-Rater system, a Talent Management system, Interview Management system etc etc.
Stage 6
Continued Learning and Development
As an invaluable partner in your organization’s success, continued learning and development can help employees stay up-to-date on the latest industry trends, emerging technologies and best practices.
Stage 7
Total Rewards
Organization stay competitive in terms of job salaries, compensation,
benefits, non financial rewards etc etc
THIS CYCLIC HR PROCESS CONTINUES PERIOD
AFTER PERIOD, WHICH HELPS THE ORGANIZATION
TO KEEP UPTO DATE IN
-DEVELOP TALENTS
-KEEP TALENTS
=============================================================
NOW WE SHOULD TAKE THE HR CYCLE AND
APPLY TO THE ISSUES CURRENTLY AFFECTING
THE AUSTRALIAN WORK ENVIRONMENT.
1.PERFORMANCE PRESSURE
1.business needs,
[DEVELOP A GREATER UNDERSTANDING THE BUSINESS
NEEDS AND PRIORITIES AND CREATE AN AWARENESS PROGRAM
AT THE WORKPLACE.]
----------------------------------------------------
2. job competencies,
[PUT MORE EMPHASIS ON COMPETENCIES AT THE
RECRUITMENT STAGE / TRAINING / DEVELOPMENT STAGE]
----------------------------------------------------
3.the hiring process,
[ EMPHASIS ON QUALITY / COMPETENCIES AND RETENTION VALUE]
------------------------------------------------------
4. learning and development,
[EMPHASIS ON LEARNING FOR PERFECTION/ PERFORMANCE
AND MEASURED AGAINST THE RESULTS OUTCOME]
-------------------------------------------------------
5. performance assessment,
[EMPHASIS ON PERFORMANCE IMPROVEMENT /
INDIVIDUAL DEVELOPMENT OUTCOME ]
------------------------------------------------------------------------------
6. continued learning and training,
[CONTINUOUS LEARNING / DEVELOPMENT
FOR BETTER RESULTS]
-------------------------------------------------------------------------------
7. total rewards.
[ EMPHASIS ON ''PAY FOR PERFORMANCE'' AND
REWARDS FOR ACHIEVEMENT.]
===============================================
2.occupational health and safety
1.business needs,
[ STUDY OF ''OHS'' NEEDS BY INDIVIDUAL BUSINESS
NEEDS AND ACTION PLANNING ]
--------------------------------------------------------
2. job competencies,
[-------------------------------------------------------------------]
-----------------------------------------------------------------
3.the hiring process,
[ MAKE THE APPLICANT AWARE OF THE ''OHS''
IMPORTANCE IN THE COMPANY]
----------------------------------------------------------------------------------------
4. learning and development,
[ ALL THE EMPLOYEES TO BE TRAINED IN THE
''OHS'' PRACTICALS.]
---------------------------------------------------------------------
5. performance assessment,
[ TO INTRODUCE ''OHS'' AS AN ELEMENT IN THE
APPRAISAL PROGRAM,]
---------------------------------------------------------------------------
6. continued learning and training,
[ CONTINUOUS REFRESHER COURSE IN ''OHS'']
---------------------------------------------------------------------------------
7. total rewards.
[SPECIAL RECOGNITION/ REWARDS FOR OUTSTANDING
CONTRIBUTION TO ''OHS''.
===================================
3.psychosocial work issues
1.business needs,
[A good working environment is dependent on the employer's ability to be able prioritise effectively the various aspects the work content, for example, job satisfaction, personal development, social contact and task variation. A further clarification dealt with the employees' rights to be involved in any changes that take place which would affect their jobs]
------------------------------------------------------------------------------
2. job competencies,
[-----------------------------------------------------------------------]
----------------------------------------------------------------------------------
3.the hiring process,
[-----------------------------------------------------------------------]
-----------------------------------------------------------------------------------------
4. learning and development,
[opportunities for personal and vocational development ...". ]
--------------------------------------------------------------------
5. performance assessment,
[ ASSESSMENT FOR MORE TECHNICAL / VOCATIONAL TRAINING]
---------------------------------------------------------------------------
6. continued learning and training,
[ CONTINUED TRAINING TO MANAGE ergonomic complaints, stress and burnout]
-------------------------------------------------------------------------------
7. total rewards.
[ MOTIVATIONAL PROGRAMS OF REWARDS
AND RECOGNITIONS ]
===========================================
4.environment problems
1.business needs,
[ BETTER UNDERSTANDING OF THE ENVIRONMENT
UNDER WHICH THE BUSINESS WORKS ]
-----------------------------------------------------------------
2. job competencies,
[----------------------------------------------------------]
---------------------------------------------------------------------------
3.the hiring process,
[ SELECTING THE BEST FIT FOR THE RESPECTIVE BUSINESS]
----------------------------------------------------------------
4. learning and development,
[ IMPART MORE TRAINING ON THE ENVIRONMENTAL ASPECTS]
-------------------------------------------------------------------
5. performance assessment,
[ PERFORMANCE APPRAISAL SHOULD TAKE NOTE OF THE
ENVIRONMENT UNDER WHICH THE PERFORMANCE TAKES PLACE.]
-------------------------------------------------------------------
6. continued learning and training,
[ ----------------------------------------------------------]
--------------------------------------------------------------------------
7. total rewards.
[ MOTIVATIONAL PROGRAMS OF REWARDS
AND RECOGNITIONS ]
================================================
5. absenteeism
1.business needs,
[DEVELOP A GREATER UNDERSTANDING THE BUSINESS
NEEDS AND PRIORITIES AND CREATE AN AWARENESS PROGRAM
AT THE WORKPLACE.]
--------------------------------------------------------------------------------------------
2. job competencies,
[PUT MORE EMPHASIS ON COMPETENCIES AT THE
RECRUITMENT STAGE / TRAINING / DEVELOPMENT STAGE]
----------------------------------------------------
3.the hiring process,
[ EMPHASIS ON QUALITY / COMPETENCIES AND RETENTION VALUE]
------------------------------------------------------
4. learning and development,
[ BETTER INDUCTION / ORIENTATION PROGRAMS ]
-------------------------------------------------------------
5. performance assessment,
[ MORE FREQUENT PERFORMANCE APPRAISAL]
-------------------------------------------------------------------
6. continued learning and training,
[ MORE COACHING ON THE JOB/ MENTORING ]
-------------------------------------------------------------------------
7. total rewards.
[FOCUS ON THE ''ATTENDANCE'' AND SUITABLE
REWARDS PPROGRAMS.]
==========================================
I have done for 5 top elements.
If required, it can done for others.
It is not difficult.
-stress
- retention
-recruitment costs
-work performance
-worker morale
-workplace injuries
==========================================
========================================
HERE IS AN EXAMPLE,
HOW THE HR CYCLE HAS BEEN APPLIED
TO A BUSINESS ====IN THE FOOD INDUSTRY.
Encouraging a rewarding work environment
The current Agreement provides for pay increases of ..............in each of the three years and a range of employment flexibilities around leave and part-time and home-based work.
Australian Workplace Agreements
Some 25 have negotiated individual Australian Workplace Agreements and are eligible for bonus payments, depending on performance levels.
Occupational Health and Safety
INDUSTRY places a high priority on occupational health and safety --- adopt a proactive approach to the management of issues, through, for example, arranging training for employees with responsibilities in this area, conducting regular workplace inspections, offering staff workstation assessments and reimbursing the costs of eyesight testing.
Largely as a result of this approach, we have experienced very few claims over several years. Our record is reflected in the relatively low premium we pay to Comcare, which is just under ............ compared to an average of ....... for organisations of a similar size and nature.
Workplace Harassment Policy
FSANZ is committed to positive working relationships and practices in the workplace. We do not tolerate any form of workplace harassment, including bullying and discrimination. The Workplace Harassment Policy applies to all staff members. It aims to prevent and eliminate workplace harassment by:
creating and maintaining a workplace that upholds the APS Valuesand the APS Code of Conduct;
ensuring all employees are treated with courtesy and respect and without harassment;
promoting appropriate standards of conduct; and
helping everyone perform to their full potential.
Four Harassment Contact Officers are available to provide staff members with advice and support should they feel that they have been harassed. No cases of harassment were reported in the agency during the year.
Assistance measures for staff
We aim to provide a rewarding and healthy working environment. Initiatives taken to achieve this goal include a confidential Employee Assistance Program. We also provide free on-site influenza vaccinations, which was accessed by 46 employees .
The staff survey indicated that employees recognise as a ‘family friendly’ organisation. Staff may enter into part-time work arrangements, extend maternity leave on half pay and access the provisions that allow for additional unpaid leave, while averaging salary payments over the year.
Rewards and recognition
Staff achievement awards
Staff Rewards and Recognition Scheme during the year. The scheme complements other forms of feedback provided as part of the PES and by managers within their Branches and Sections. It recognises achievement through official letters of recognition or recognition in a public forum, as well as more formal awards.
Assistance measures for staff
In keeping with our objective of providing a rewarding working environment we provide a number of assistance measures to staff. These are as diverse as support for eyesight testing and OH&S workplace assessments to problem resolution procedures and an Employee Assistance Program (EAP).
Flexible working patterns
As a ‘family friendly’ organisation, we have endeavoured to be responsive to employee needs and circumstances through the provision of flexible working arrangements. Staff may make part-time work arrangements, extend maternity leave on half pay and access the provisions that allows for additional unpaid leave while averaging salary payments over the year.
We have a high proportion of part-time staff and the importance of work/life balance is recognised through our support for flexible working arrangements
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