Using our Five-Point Plan to Support Your Business Recovery, Viability & Longevity

Creating an Affordable & Sustainable Workforce in Your Organisation

Creating an Affordable & Sustainable Workforce in Your Organisation

Creating an Affordable & Sustainable Workforce in Your Organisation Creating an Affordable & Sustainable Workforce in Your Organisation Creating an Affordable & Sustainable Workforce in Your Organisation

Use our Five-Point Plan to support your business recovery, viability & longevity post COVID -19

Pro-Active HR Planning Beyond COVID -19

image1

In an environment where the Corona Virus has inflicted/continues to inflict widespread pain and suffering upon humanity, it has also caused/continues to cause considerable disruption and hardship across many sectors of the Australian economy. (I.e. It is projected that approximately 7% or 1 million Australians will lose their jobs before the disease dissipates).


But dissipate it eventually will. Just as the economy will eventually recover and businesses will re-open their doors to resume trading, contingent upon their HR Department's being well prepared and equipped in the following key areas: - 


  1. Identifying workforce efficiency & utilisation gains that will reduce the overall number of staff to be hired and thereby labour costs to be incurred as their organisations attempt to recover from a low revenue/income base.
  2. Knowing how many FTE's to actually hire, at what time intervals and where they are most likely to be resourced at reasonable cost.
  3. Knowing how many of those previously stood-down or laid off are likely to fill vacant positions in an evironment where there will exist several new suitors.
  4. Determining what changes should be made to existing value propositions in an environment whereby many potential employees may have previously endured long periods of personal and financial hardship.


To achieve the best possible results for their organisations, there has never been a more crucial time for HR Departments to step-back, pro-actively evaluate what lies ahead, and thereafter plan and execute accordingly. 


Those that do it well will soar like eagles. Those that do it poorly, will scratch like chickens. The choice is yours for the taking!

1. Workforce Communication & Engagement Strategy

1. Workforce Communication & Engagement Strategy

1. Workforce Communication & Engagement Strategy

Designing and implementing an integrated communication strategy that maintains a positive and supportive relationship with those staff that have been stood - down or laid - off from your organisation.   

2. Workforce Optimisation & Efficiency Strategy

1. Workforce Communication & Engagement Strategy

1. Workforce Communication & Engagement Strategy

Evaluating prevailing workforce composition & utilisation practices in order to optimise future labour mix, consumer satisfaction and annual expenditure incurred.

3. Workforce Labour Demand Planning Strategy

1. Workforce Communication & Engagement Strategy

4. Workforce Governance & Well Being Infrastructure

Creating & implementing an effective forecasting strategy that projects future occupational groups (job families) and FTE headcount in alignment with prevailing business plans & objectives.

4. Workforce Governance & Well Being Infrastructure

5. HR People Analytics Reporting & Insights Infrastructure

4. Workforce Governance & Well Being Infrastructure

Developing & implementing a comprehensive HR Governance Policies & Procedures Manual & accompanying HR Well-Being Reference Manual that inform and enable effective workforce management, engagement and retention on an ongoing basis.  

5. HR People Analytics Reporting & Insights Infrastructure

5. HR People Analytics Reporting & Insights Infrastructure

5. HR People Analytics Reporting & Insights Infrastructure

Designing & implementing an integrated HR People Analytics Reporting & Insights Master Resource Manual that enables regular review & evaluation across all five key elements that contribute to an affordable & sustainable workforce.