Welcome to My Human Resources Lessons Learned Program
Demystifying Advanced People Management Practices that Elevate the HR Role & Contribution
After recently celebrating my 30th anniversary as an international Human Resources consultant, I took some time out to reflect upon the most valuable lessons I have learned on my journey to date, whether they be established and proven over time, or those that are increasingly important in today's fast-changing world.
The result is the following six "Lessons Learned," which I am confident will elevate the role and contribution of those HR Departments choosing to integrate these concepts within their overall business offering.
To simplify things, I have bundled each Lesson up into a package containing: -
1. A detailed program model/illustration and accompanying process map
2. A set of example HR templates, as applicable to each program
3. A consolidated list of identified risk mitigation execution challenges
4. 2 x 90-minute capability development coaching sessions, enabling HR Departments to establish and execute the full process in- house
5. Post-training completion, a 30-minute progress/review session
If you would like to learn more about any of my services, please call me on 0419 337805 or email me at stephen@moore-hr.com.au
Stephen Moore
Founder & Director Moore HR
Established 1995
My Six Human Resources Lessons Learned Menu Options
Demystifying People Analytics Reporting, Analysis & Insights
Demystifying Strategic Workforce Planning, Resourcing, & Sustainability
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 that satisfies key stakeholders' expectations.
My Recommended Course of Action
Establishing & executing a meaningful People Analytics Reporting & Insights program that provides a centralised pool of historical & present-day data, underpining each of the six Lessons Learned programs illustrated herein.
Demystifying Strategic Workforce Planning, Resourcing, & Sustainability
Demystifying Strategic Workforce Planning, Resourcing, & Sustainability
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, that is typically focused on staff headcount and wages allocation only.
My Recommended Course of Action
Establishing and facilitating an HR Department Strategic Workforce Planning program that informs & enables the executive team/business leaders how to systematically forecast future workforce structures, resourcing, capability & sustainability needs within a regular cyclical process.
Demystifying HR Department Business Planning & Readiness
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 identified industry priorities & recommendations
My Recommended Course of Action
1. Establishing & executing a consolidated HR Department 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
Demistifying Staff Communication, Participation, & Empowerment
The Key Challenge
Without a structured & well-planned Staff Communication & Empowerment program in place, the HR Department (& the organisation) are vulnerable to the intervention of trade unions (or maverick employees) in creating a hostile and disruptive work place.
My Recommended Course of Action
1. Establishing & sustaining an HR Department Staff Involvement and Empowerment Program that ensures staff experience a working environment that is inclusive, supportive, informative and cooperative at all times.
2. Minimising any opportunity for false or inflammatory information/rumours to find a way into the business
Demystifying Staff Efficiency, Capability, & Utilisation
Demystifying Staff Efficiency, Capability, & Utilisation
The Key Challenge
Despite annual labour costs typically falling within the top three operating expenses incurred each year, within most HR Departmen's there is little appetite or capability within the HR Department to instigate and maintain a comprehensive workforce productivity & efficiency improvement program
My Recommended Course of Action
Establishing & sustaining an integrated HR Department productivity improvement program that systematically identifies, evaluates, and improves workforce composition, utilisation, rostering, and efficiency practices throughout the organisation.
Demystifying Staff Welfare, Empathy, & Well-Being
Demystifying Staff Efficiency, Capability, & Utilisation
The Key Challenge
In a country that is increasingly impacted by the effects of natural disasters & pandemics, increasingly competitive trading markets & the deepening impact of artificial intelligence, HR Departments (& the organisation) are vulnerable to a surge in staff mental health issues & claims that necessitate major intervention.
My Recommended Course of Action
Establishing & executing a proactive HR Department Workforce Sustainability program that endeavours to preserve an acceptable level of staff employment, income and personal well-being during unexpected periods of hardship