Manage: Step 3 of the Employee Life Cycle
04/07/2017| | in category Employee Life Cycle, Manage No comments yet

If you are new to our Employee Life Cycle series, click here to go back and begin at Step 1, or here for Step 2, or read on for Step 3 – Manage.

Managing People and Relationships

Managing employees and relationships in today’s workplace can be extremely challenging and demanding. The process generally requires more time and HR resources than are available. Therefore, to manage this successfully the process needs to be streamlined and consistently supported by management and supervisors.

Management skills matter

Successful employee relations largely depend on both the management style and the skills of all managers and supervisors in an organisation; employee relations are enhanced by a consultative management style.

Management done well

Employee turnover costs Australian businesses $100 billion a year in lost productivity, new training and recruitment costs. Turnover is currently running at 20 per cent overall and at 40 per cent for workers in their twenties. Measuring attrition, reviewing trends and understanding how you can positively influence these in your organisation can save a significant amount of time and money.

Keeping the big picture in mind

It is possible to achieve the best outcome in terms of employee commitment, genuine productivity gains and flexibility for both employer and employee, but it requires consistency and alignment with the organisation’s strategic objectives. Unfortunately, employees are often totally unaware of what the strategic plan is, let alone how they are contributing to it.

Employee Metrics can help achieve HR best practice

Employee Metrics 9 Step process is designed to help HR stay in front of the legal demands and challenges of employee management in today’s workplace.

Step 3 Manage: Getting employee management legally correct daily.

Employee Metrics diagnostic platform walks you through a detailed assessment, supported by an experienced HR Consultant. It generates a detailed report of your position across the 9 steps of the Employee Life Cycle.

Watch out for next week’s Employee Metrics article;

Step 4 Policy:  Protect your business and employees by being compliant.

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Hire: Step 2 of the Employee Life Cycle
27/06/2017| | in category Employee Life Cycle, Hire No comments yet

If you are new to our Employee Life Cycle series, click here to go back and begin at Step 1, or read on for Step 2 Hire.

Getting the ‘How’ Right in Hire

The Harvard Business Review points out that as much as 80% of employee turnover is due to bad hiring decisions.

What the wrong hire can cost

To hire an employee can cost between 50% -150% on top of the base salary. These costs include HR time, agency fees, advertising costs, time to manage the recruitment process, training and time for the new employee to become fully competent in the role.

Hiring the right candidate takes time

Taking short-cuts to hire may ease immediate resource problems but can create costly regrets in the longer-term. Rather than losing all the time and money associated with making a bad hire, take your time and ensure you’re getting the process right.

Hiring does not need to be risky, uncertain or ambiguous

Hiring is still the single most important yet single most difficult task for businesses today. Having the right hiring practices and processes is the key to effective and efficient hiring practices to attract and secure the right candidates.

Step 2 Hire: Understand the employee, roles and practices you need to source the best talent.

How does Employee Metrics help you achieve HR best practice

The Employee Metrics diagnostic platform walks you through a detailed assessment, supported by an experienced HR Consultant. It helps you assess performance and generates a detailed appraisal of your position across the 9 steps of the Employee Life Cycle. The outcome is a detailed report including recommendations and actions, which can then be prioritised into a strategic program of work that will support you in delivering HR best practice.

The value of a pre-hire assessment

The ability to accurately assess a candidate to a role is critical. Employee Metrics 9 Step process is designed to support businesses get the ‘how’ right in their hiring.

Watch out for next week’s Employee Metrics article;

Step 3 Manage: Getting employee management legally correct daily.

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Assess: Step 1 of the Employee Life Cycle
21/06/2017| | in category Assess, Employee Life Cycle No comments yet

The HR Compliance Role

Manage, Assess and Execute on Compliance

Human resources (HR) compliance is an essential area for organisations to properly assess and understand their performance. It is crucial to be successful in understanding your obligations based on today’s legal environment, but achieving and maintaining compliance can be an elusive goal. It is hard to maintain the right level of awareness, recognise the challenges and develop effective processes to meet them.

Conducting Scheduled HR Compliance Audits

Unfortunately, many HR functions are typically understaffed and overworked. Conducting scheduled HR compliance audits should be a part of an organisation’s overall strategy to avoid any legal liabilities. However, without the right tools and processes in place, non-compliance can and has been the basis for significant financial and reputational risk.

HR compliance should be treated as a process

The goal for compliance is clear, however the process needs structure and rigour to effectively assess organisational levels of compliance in context to the multitude of laws and regulations governing the employment relationship and employee life cycle.

The Employee Metrics 9-Step process is designed to help the HR function take a large step towards its goal of achieving and maintaining HR compliance for the overall organisation.

Step 1 Assess: Evaluate organisational compliance across the multitude of laws and regulations governing the employment relationship and the action required to manage and mitigate risk.

How does Employee Metrics help you achieve HR best practice

The Employee Metrics diagnostic platform walks you through a detailed assessment, supported by an experienced HR Consultant. It helps you assess performance and generates a detailed appraisal of your position across the 9 steps of the Employee Life Cycle. The outcome is a detailed report including recommendations and actions, which can then be prioritised into a strategic program of work that will support you in delivering HR best practice.

The HR function is a key player within the organisation’s compliance structure

The end game is to have efficient process in place to benchmark current practices against, along with clear, consistent criteria to inform best practice throughout the employee life cycle. The advantages are clear – the visibility of HR priorities to drive a compliant organisation and workforce.

For more information on the Employee Life Cycle and how Employee Metrics can assist, please see;

Step 2 Hire: Understand the employee/roles you need and source the best talent.

Stay informed with the latest insights on optimising your HR function;
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