Welcome to My Human Resources Lessons Learned Program

The Key Challenge

In the absence of an integrated Business Plan, the HR Department prepares and justifies its future plans and objectives based upon observation, informal feedback, pending legislative change, recurring people management issues and/or union interventions, combined with identified industry priorities & recommendations 

My Recommended Solution

1. The HR Department establishes & executes an annual business plan that effectively integrates and prioritises the expectations of key stakeholders, business leaders, the community & the workforce

2. Additionally evaluating & improving HR Department structure, accountabilities, and operating systems to optimise functional efficiency & capability  

The Key Challenge

In the absence of meaningful data, the HR Department cannot undertake in-depth due diligence that effectively justifies an intended workforce intervention or improvement program to the satisfaction of key stakeholders.   

My Recommended Solution

The HR Department establishes & facilitates a  meaningful HR Department People Analytics Reporting & Insights program that: -

1. Analyses data received to identify adverse performance trends for business leaders' use

2. Takes a deep dive to identify key causal factors  & potential  interventions 

3. Produces meaningful reporting in important areas that informs & enables department heads & line managers 

4. Creates regular executive forums to discuss and plan out future business priorities

The Key Challenge

In the absence of an effective Strategic Workforce Planning program, the organisation is reliant upon a traditional budgeting process coordinated by the Finance Department, which is typically focused on staff headcount and wage allocation only. 

My Recommended Solution

The HR Department establishes & facilitates an integrated Workforce Planning program that informs & enables the executive team/business leaders how to: -

1. Systematically forecast future workforce composition & configuration

2. Carefully evaluate and plan out future workforce resourcing needs at least cost & risk to the business

3. Evaluate and plan future workforce integration & sustainability in alignment with business plans, objectives & performance. 

The Key Challenge 

Without a structured & well-planned Staff Communication & Participation Program in place, the HR Department (& the organisation) are increasingly vulnerable to the intervention of trade unions (or maverick employees) in creating a hostile and disruptive work place.

My Recommended Solution

The HR Department establishes & sustains a multiple-level staff communication program that ensures: -

1. Staff are regularly informed regarding business performance and future direction

2. Staff are encouraged & enabled to provide structured feed-back in relation to key business operations

3. Staff participate in online functions and events that recognise & celebrate special achievements beyond the norm

The Key Challenge

Despite annual labour costs regularly falling within the top three operating expenses incurred each year, in many organisations there is limited or no effort made to constructively evaluate day-to-day staff management, performance and contribution. 

My Recommended Solution

The HR Department establishes and maintains an integrated productivity improvement program that systematically identifies, evaluates, and improves:- 

1. Workforce classifications & usage trends 

2. Workforce classifications, & proportional work hours allocation 

3. Workforce usge of discretionary labour hours & the contingent workforce 

4. Workforce rostering practices alignment with the prevailing environment and customer expectations

The Key Challenge

In an environment increasingly impacted by natural disasters & pandemics, complex trading tariffs, and the deepening impact of adverse economic performance, HR Departments (& the organisation)  are confronted by an increasingly vulnerable and anxious workforce that has increased its access to Mental Health workers' compensation claims and staff wellness programs

My Recommended Solution

The HR Department establishes and maintains a proactive workforce sustainability initiative that genuinely endeavours to instigate programs and services that maintain an acceptable level of staff employment, income and personal well-being during unexpected periods of hardship and duress.