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People and Performance Services

Our Human Resource Services

Retention & Succession Planning

Creating a sustainable succession plan that showcases growth opportunities and challenges employees to do more can result in an employee having a more positive outlook on their future in your business. This means they are likely to stick around long term.

Sounds great in theory but building a company-wide succession plan that really supports retention and preserves culture can be difficult. The best plans need to include strategies that support the following:

  • Retention of existing employees
  • Development of existing employees to improve skills and performance levels, and
  • Identification of talent within the organisation suited to future management and/or leadership.

 Recruitment

When you’re running a small business, every position filled is an opportunity to improve your company’s profit potential. Recruiting ideal candidates is of vital importance, whether you’re looking to fill a top executive position or an entry-level one. An effective recruitment plan which will enable you to proceed through the recruitment process smoothly, finding the candidate that fits the position without wasting more time than needed with those that are unsuitable can prove invaluable.

8 insider tips to create your recruitment plan

  1. Create a timeline, working in reverse starting with the date by which you need to fill the position
  2. List the position/s you need to fill along with a completed job description
  3. Examine the position/s and job description and create a list of desired traits
  4. Create an advertising plan
  5. Identify others that should be included in the interview process
  6. Create a list of questions to ask the interviewee, working in conjunction with the other interviewers if any
  7. Set up the interview process
  8. Keep careful documentation of your interviews and interview decisions

Outsourced Human Resources (HR) Wollongong

Surprisingly there are still many businesses who fail to recognise or embrace the need for systems, sound infrastructure and the adoption of best practice principles when managing people and their performance.

Many businesses fail to ensure their processes incorporate:

  • Compliant employment contracts
  • Checks to ensure appropriate awards are in place
  • Checks to ensure they are compliant with National Employment Standards as set out in the Fair Work Act
  • Compliant Workplace Health and Safety policies
  • Adequate training, induction and onboarding processes

This identifies only a few common areas that are often overlooked or their importance minimised. Reflecting on your own business for a moment, what are your needs?

It is important to remember that compliance is only one factor in managing people and their performance. Accounting Professionals now offers a range of services to assist businesses navigate the challenges they face in managing their human resource asset.

 

 

 

 

 

 

 

 

 

Strong management framework

Who is responsible for creating and maintaining a constructive organisational culture, providing leadership and delivering compelling messaging?

The answer is the board, CEO the management/leadership team or potentially a collaboration of any of these. The culture of an organisation is a reflection of the management/leadership team and their habits. This realisation can be empowering but to some it can also be disconcerting.

It is important to understand your management style, to make adjustment where needed and to ensure your approach is consistent. If things are not going so well, if your employees are not really putting in, or there is a whole lot of negativity in the workplace, it is easy to blame it on your employees or on other circumstances.

Whatever your management style it is critical to have a staff management framework established with policies and procedures in place that provides the infrastructure for managing your employees.

Without this there is no clear direction and no consistency in the company’s approach to managing their human resource asset.

Our People and Performance team are happy to assist and can provide the support and guidance you need.

Outsourced Human Resources (HR) Wollongong

Surprisingly there are still many businesses who fail to recognise or embrace the need for systems, sound infrastructure and the adoption of best practice principles when managing people and their performance.

Many businesses fail to ensure their processes incorporate:

  • Compliant employment contracts
  • Checks to ensure appropriate awards are in place
  • Checks to ensure they are compliant with National Employment Standards as set out in the Fair Work Act
  • Compliant Workplace Health and Safety policies
  • Adequate training, induction and onboarding processes

This identifies only a few common areas that are often overlooked or their importance minimised. Reflecting on your own business for a moment, what are your needs?

It is important to remember that compliance is only one factor in managing people and their performance. Accounting Professionals now offers a range of services to assist businesses navigate the challenges they face in managing their human resource asset.

Our Human Resource Services

Retention & Succession Planning

Creating a sustainable succession plan that showcases growth opportunities and challenges employees to do more can result in an employee having a more positive outlook on their future in your business. This means they are likely to stick around long term.

Sounds great in theory but building a company-wide succession plan that really supports retention and preserves culture can be difficult. The best plans need to include strategies that support the following:

  • Retention of existing employees
  • Development of existing employees to improve skills and performance levels, and
  • Identification of talent within the organisation suited to future management and/or leadership.

 Recruitment

When you’re running a small business, every position filled is an opportunity to improve your company’s profit potential. Recruiting ideal candidates is of vital importance, whether you’re looking to fill a top executive position or an entry-level one. An effective recruitment plan which will enable you to proceed through the recruitment process smoothly, finding the candidate that fits the position without wasting more time than needed with those that are unsuitable can prove invaluable.

8 insider tips to create your recruitment plan

  1. Create a timeline, working in reverse starting with the date by which you need to fill the position
  2. List the position/s you need to fill along with a completed job description
  3. Examine the position/s and job description and create a list of desired traits
  4. Create an advertising plan
  5. Identify others that should be included in the interview process
  6. Create a list of questions to ask the interviewee, working in conjunction with the other interviewers if any
  7. Set up the interview process
  8. Keep careful documentation of your interviews and interview decisions

Strong management framework

Who is responsible for creating and maintaining a constructive organisational culture, providing leadership and delivering compelling messaging?

The answer is the board, CEO the management/leadership team or potentially a collaboration of any of these. The culture of an organisation is a reflection of the management/leadership team and their habits. This realisation can be empowering but to some it can also be disconcerting.

It is important to understand your management style, to make adjustment where needed and to ensure your approach is consistent. If things are not going so well, if your employees are not really putting in, or there is a whole lot of negativity in the workplace, it is easy to blame it on your employees or on other circumstances.

Whatever your management style it is critical to have a staff management framework established with policies and procedures in place that provides the infrastructure for managing your employees.

Without this there is no clear direction and no consistency in the company’s approach to managing their human resource asset.

Our People and Performance team are happy to assist and can provide the support and guidance you need.

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