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, particularly in relation to those that have been 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, 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 Meaningful People Analytics Reporting, Analysis & Insights
Demystifying Meaningful People Analytics Reporting, Analysis & Insights
The Key Challenge
In the absence of meaningful data, the HR Department cannot undertake 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 Meaningful People Analytics Reporting, Analysis & Insights
The Key Challenge
In the absence of an effective Strategic Workforce Planning program facilitated by HR, 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 on an ongoing basis, staff experience a working environment that is inclusive, supportive, informative and cooperative at all times.
2. Through this program, additionally 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, 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 an external environment increasingly impacted by rapid & unpredictable changes in natural disasters & pandemics, global trade restrictions, or major hostilities and embargoes, how can the HR Department establish an effective workplace sustainability program that buffers employees from unexpected anxiety and hardship wherever practicable?
My Recommended Course of Action
Establishing & executing a pro-active HR Department Workforce Sustainability program that endeavours to preserve an acceptable level of staff employment, income and personal well-being during an unexpected period of hardship and suffering.