WANT TO UNDERSTAND HOW WE CAN HELP YOU MAXIMISE YOUR PROFIT THROUGH YOUR EMPLOYEES?
Then read on and see how we have helped some of our clients.
Is a sustainable real assets investment manager offering leading-edge strategies in forestry, land management, and conservation.
Katie Lintner – Employee Expert, 31 May 2016
What was the state of the HR function when you started?
New Forests had not had a dedicated HR resource before I started, although they did have a good base understanding of HR and had a lot of the essentials in place. So it certainly wasn’t a matter of starting from scratch but there was a lot of work to do to get things like policies and processes updated to current legislation and consistent across teams and offices.
What was their biggest challenge?
Their biggest challenge is moving to a best practice model and the change management process that goes along with it. The company has grown quickly and a more sophisticated and structured HR approach is needed to support the company in its future growth.
What was the thinking behind bringing in Harrisons? How was it done?
One of my first priorities was to put together a learning and development program for New Forests. Training had been on an ad hoc basis and I wanted to find out what the key development needs were from both an individual and organisation point of view before creating a program. Harrison Assessments was recommended as a great holistic tool to determine strengths and development areas across a range of work related traits. We had an all staff retreat coming up which was a great platform for showcasing the results and discussing the HR strategy in more detail. We worked closely with Susan to get all of the debriefs completed face to face.
What was the initial reaction / result?
On the whole, the employees loved it. We had a few that were initially resistant as it can be confronting to see “development” areas that you may not be aware of but Susan did fantastic individual debriefs with each employee which gave them some context to the results and allayed a lot of those concerns. Susan also did a fantastic presentation at our company retreat on the key New Forests results which created a lot of discussion amongst the staff.
What has been the change in the longer term?
This process has given clarity to development areas, which has helped determine the key training areas going forward and build an L&D program. It has also given our employees the drive to be proactive around their development and to talk openly about their development needs and/or interests. Finally, it was a great bonding experience for our employees – they were all sharing results! It gave them an insight into the common traits in the company which means that we can move forward with more understanding of each other and how to tackle traits that may clash with ours.
What other initiatives / achievements have you made since you have been at New Forest?
I’ve updated all of the HR related policies and procedures, put in place new recruitment and induction processes to create more consistency and efficiency as well as better hiring and induction experiences. I have also arranged some critical training and wellness programs for all of our employees.
A quote from Kym: “Having Katie has allowed me to focus on formulating our longer term HR strategy whilst getting our company to a standardised set of HR policies and practices. It has taken the pressure off dealing with many of the day to day issues and brought a professional and thoughtful approach to dealing with a broad range of matters. It has allowed me to set the platform for our executive team in formulating priorities for HR in our business planning and to develop a resource that is well respected and integral to the success of our business.
Is a Rehab Provider that had grown very quickly; they invited us in because they had concerns about the culture that had developed, within the business, over the past couple of years. They also felt that they should update their employment contracts and employee policies. There were also some potential redundancies required.
They knew that they needed some HR support but could not afford – nor did they need, a full time HR Manager. They were keen to understand what their team were thinking as attrition had started to become a problem.
We worked with the business owners to identify what their current state was through an Employee Audit. This allowed us to prioritise the projects based on need and their budget constraints. We conducted one-on-one interviews with every team member and then reviewed and analysed and shared the feedback with the business owners, with some surprising revelations.
Why is the relationship a success for SIS Rehab? – This is a very cost effective way for them to tap into specialist knowledge as and when they need it. They simply purchase a chunk of hours to use over a 12 month period. They have also been able to manage some challenging redundancy conversations with employees they were very fond of. They love us as we are only ever a phone call away!
Is an American based company that provides device replacement insurance and were looking to establish their operations quickly in Australia.
quickly with a limited understanding of recruitment in this market. They were looking to increase their headcount from 5 to 180 over 12 months. The recruitment assignments involved finding everything from COOs to Contact Centre employees, so salaries from approx. $40k to $200k plus.
This is when they partnered with Employee Matters because we have a team of experienced recruiters, but more so, because we are not a recruitment agency. We acted as an internal recruitment team for them. We understood their business and their managers and we were able to match a candidate’s skills and fit appropriately.
Why was it a success for Asurion? Because it cost them about 30% of what an agency would cost them, with a saving at the senior level of $139k across three senior placements. The quality of the candidates was better and, in the long term, had lower rates of attrition. An added bonus was that one of our senior recruiters interviewed on-site with the managers, influencing and taking the Manager’s interview skills to a higher level. We set up their entire recruitment process and policy to ensure they were more self-efficient moving forward.
We thought that you might like to hear this case study in Peter’s own words about how his relationship with Employee Matters has helped him.
Before engaging Employee Matters, I had engaged other HR consultants in the past who were helpful but were not as responsive or knowledgeable as the team from Employee Matters and I struggled to find somebody who could provide timely advice from experienced HR professionals which didn’t have large upfront commitments, cost wise. I found the experience with Employee Matters to be really easy to engage as a small business and they were very upfront with what the costs would be from the start which gave me a lot of comfort in doing business with them.
After engaging Employee Matters on multiple occasions, we have always been impressed with their level of customer service responsiveness in dealing with problems, and also the knowledge of their team as well. In the past I have struggled to get information out of Govt services such as the Dept of Fair Trading, Dept of Employment, free help lines etc. I have been really pleased at the resolutions that we have been able to get from engaging Employee Matters because in the past we just weren’t able to get solutions and we had to kind of wing it!
Working with Employee Matters has cleared up a bunch of stuff and given us confidence in our employment matters with our staff and any of our HR concerns so I thoroughly recommend Employee Matters to anybody who is looking for a reliable small business HR consultant and looking for somebody as a trusted partner to work with for any of your HR compliance or employee needs.