Training: Step 6 of the Employee Life Cycle
24/07/2017| | in category Employee Life Cycle, Training No comments yet

If you are new to our Employee Life Cycle series, click here to go back and begin at Step 5 Wellbeing, or read on for Step 6 Training.

Training for the future 

Five years from now, over one-third of skills (35%) that are considered important in today’s workforce will have changed. By 2020, the Fourth Industrial Revolution will have brought us advanced robotics and autonomous transport, advanced materials, biotechnology and genomics. These developments will transform business and the skills needed to grow and compete today and into the future.

Training is good for business 

Top performing companies recognise the importance of their people but also the need to provide the right skills to enable their people. The IBM Smarter Workforce (Kenexa) 2013 Survey states: 71% of CEOs cited human capital, ahead of products, customer relationships and brands as the leading source of sustained economic value.

Lack of training, not so good for business 

When an organisation fails to effectively train their workforce they expose themselves to significant liability. When an employee fails to act in accordance with the policies or requirements, they might claim that they were never provided with proper training. This potentially shifts the whole blame on to the organisation and the financial cost of such a decision is not good for business.

Make training work for business 

There’s little doubt that evaluating and measuring the effectiveness of workforce training consumes valuable time and resources.  To get the best return, workplace training must be regularly monitored and assessed to ensure training practices and initiatives are meeting the needs and objectives of the workforce and delivering the expected benefits to the organisation.

What gets assessed, gets managed

Employee Metrics can assess and evaluate the key dimensions of the workplace training environment to lift accountability, performance levels and operational efficiencies.

Step 6 Training: Reduce risk by conducting effective training assessment

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 7 Engage: Foster a highly motivated and productive workforce.

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

Follow us:

 

Learn More

Wellbeing: Step 5 of the Employee Life Cycle
17/07/2017| | in category Employee Life Cycle, Wellbeing No comments yet

If you are new to our Employee Life Cycle series, click here to go back and begin at Step 4 Policy, or read on for Step 5 Wellbeing.

Active health and wellbeing in the workplace

Many organisations are now implementing programs to proactively address and manage health and wellbeing in the workplace. They recognise the tangible value which flows from creating a workplace where people are healthier, happier and enjoy a better work-life balance.

A study undertaken by Medibank Private revealed that organisations, that implement health and wellbeing strategies in the workplace, can;

  • Reduce their employees’ health risk factors by up to 56%.
  • Achieve productivity gains of up to 15% by upgrading the workplace environment.

Getting workplace health and wellbeing right today

The key to success resides in firstly establishing formal commitment and resource support of the development of a structured and policy-driven program.

Next comes understanding the WHY and identifying the needs and preferences of employees to ensure the program will address the health and wellbeing issues and needs of the workforce.

The implementation needs to be well planned and desired achievements clearly communicated; including timelines and the key initiatives for both immediate and longer-term implementation, as well as mechanisms to benchmark and assess progress.

Keeping up with workforce change

The challenges and opportunities of new technologies and digital disruption suggest the need to proactively review policies and practices, to ensure they continually deliver and promote positive health and wellbeing, throughout the workforce today and into the future

Scheduled evaluation to measure the impacts and merits of health and wellbeing programs will help determine their appropriateness and effectiveness and identify improvements needed to meet the needs of a changing workforce.

We can help

Employee Metrics can assess and evaluate the key dimensions of the workplace environment which contribute to positive workplace health and wellbeing.

Step 5 Wellbeing: Meeting the legal requirements regarding workplace health and safety.

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 6 Training: Reduce risk by conducting effective training.

Stay informed with the latest insights on optimising your HR function;
Follow us:
Learn More

Policy: Step 4 of the Employee Life Cycle
10/07/2017| | in category Employee Life Cycle, Policy 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 4 – Policy.

Benefits of up-to-date policies

There are many benefits to having well documented, up-to-date policies. They can help shape organisational management and performance and guide how employees engage externally with customers and clients.

They set the rules and guidelines for decision-making in day-to-day situations so that employees can operate safely and effectively in the workplace.

Value of good policy

Having consistent workplace policies, that are known and considered, ensures that everyone is consistently managed. They set behavioural standards in the workplace for many different issues such as health and safety, harassment, bullying, internet use and social media. These are just a few that necessitate the need for clear direction and communication of policies, but there are hundreds of policies that could be valuable for organisations, depending on size, complexity of business, geography and industry.

Having best-practice policies in place can also communicate stability and ensure consistency in operational procedures throughout an organisation.

Proactive compliance

Often, organisations know that they need to update their policies, but they sometimes undervalue their importance and the protection that workplace policies can bring them.

They are also sometimes unaware of some of the significant fines imposed for breaching workplace health and safety laws. Breaches can cost between $50k to $3 million per breach.

Whilst workplace health and safety laws are the only policies that are mandatory, it makes good sense to review and assess current workplace policies regularly to benchmark workplace compliance against industry standards, which do often change.

At the end of the day, having workplace policies and procedures in place is only worth the time and effort, if they are properly constructed, communicated and monitored.

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

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 5 Wellbeing: How best to meet your legal requirements regarding workplace health and safety.

Stay informed with the latest insights on optimising your HR function;
Follow us:
Learn More
Latest News
Recent Posts
Recent Comments
    Archives
    Categories
    Meta