WELCOME TO MOORE HR MANAGEMENT - LESSONS LEARNED

"If you are not using meaningful workforce performance data & reporting, you will never escape the  drudgery of workforce governance & compliance."

Sample Areas of Focus

1. Effective people analytics, how they impact the HR Department & the organisation

2. Effective data capture & business interface

3. Effective data analysis and trend identification

4. Effective people analytics reporting & business application

5. People analytics  forums and action planning

6. People analytics scorecards

"Utilising all acquired workforce data, plus applicable business plans & objectives to establish an effective HR Department structure, organisation and annual strategic plan."

Sample Areas of Focus

1. HR staff utilisation performance

2. HR shared services performance 

3. HR AI application opportunities

4 HR streamlining opportunities 

5. Business performance metrics

6. Business critical success factors performance

7. Workforce performance metrics

"In most organisations, the annual workforce labour bill constitutes one of the three largest operating costs incurred. CEO's/Executive Teams are desperately seeking an HR Department that can make a sustained contribution in this space." 

Sample Areas of Focus

1. Workforce headcount distribution 

2. Workforce fixed hours utilisation/expense

3. Workforce variable hours utilisation/expense

4. Workforce unplanned absenteeism/expense

5. Workforce unplanned replacement expenditure

6. Workforce leave liability expenditure

7. Workforce allowances expenditure

"Workforce Bargaining reminds me of playing chess. Understanding all of the pieces on the board, how they can best be utilised, where power and threats truly exist. Most importantly, the strength in initially developing an overall strategy to achieve a successful outcome."

Sample Areas of Focus

1. Workforce bargaining offsets & buy-outs

2. Projected wages quantums, timing & spreadsheets

3. Negotiating committee structure, appointments

4. Negotiating committee add-ins

5. Workforce bargaining staff communication plan

6. Workforce bargaining briefing sessions

7. Workforce bargaining voting process

8. Workforce bargaining execution plan

"Ensuring that your workforce is continuously shaped, resourced, transformed & sustained in accordance  with prevailing/future business plans, objectives and performance, as well as forecast changes in global/local labour markets." 

Sample Areas of Focus

1. Business revenue, income & investment data

2. Business maintenance & capex expenditure

3. Business AI & process re-engineering expenditure 

4. Business governance & legislative change

5. Staff governance & compliance expenditure

6. Staff utilisation & efficiency performance

7. Staff turnover & retirement performance 

"Given the progressive increase in staff mental health claims, and workplace tensions caused by increasing immigration/diversity, it is increasingly important that organisations establish a program that improves staff integration, acceptance  and personal safety."

Key Areas of Focus

1. Evaluating current/historical workers' compensation performance & expenditure

2. Educating & engaging the senior executive team

3. Creating a line manager's awareness program

4. Creating a staff education program

5. Creating a staff crisis referral program

6. Creating a combination paid and unpaid leave treatment & rehabilitation program

"In an environment where the incidence of natural disasters & global pandemics is progressively increasing, it is important that organisations initiate a humane preventative program that minimises the hardship and suffering staff inevitably endure when a major reduction in working hours, stand-downs, or redundancy are imposed without warning. 

Key Areas of Focus

1. Creating a crisis support portal for use by any affected staff members

2. Creating a temporary support & accommodation package for staff affected by a natural disaster

3. Creating a survival package for staff directly  affected by a pandemic

4. Creating a voluntary savings fund supported by the business

5. Creating  a minimum set of competencies that enable more staff to achieve some level of ongoing working hours 

6. Creating a blended employment program  that provides staff with greater security of employment 

"In the majority of small businesses I have worked with, one of the critical success factors lies in the capability, satisfaction, and longevity of the workforce, which can often be cast aside for other priorities, resulting in the emergence of an unexpected /desired workforce culture that can be difficult to transform"

Key Areas of Focus

1. Establishing  an effective/contemporary staff offering, recruitment & hiring process

2. Establishing clear lines of staff accountability, performance, behaviour & reward

3. Establishing & maintaining an integrated set of staff governance & compliance policies & procedures

4. Establishing & maintaining a staff leadership development program for front-line supervisors

5. Establishing & maintaining an effective staff communication, involvement & recognition program

6. Establishing & maintaining a regular staff team-building & appreciation meal-service