Training
There are many different ways that employees can be developed including induction, on the job training, internal and external courses and workshops, compliance training, supported external study, coaching and mentoring.
Learning and development, or as it is now commonly referred to; training and development or human resource development, encompasses a range of on-the-job and off-the-job methods for acquiring necessary knowledge, skills and behaviours.
With this in mind, learning can be defined as the process of acquiring new behaviours, knowledge, skills and attitudes which enhance employees’ ability to meet current and future job requirements and perform at higher levels.
Benefits
The Australian HR Institute has provided a list detailing a number of reasons why an organisation should invest in learning and development. Some of these include:
- to improve business performance, productivity and efficiency – helping gain a competitive edge
- improvement in employees’ skills and knowledge for their current job role
- increasing employees’ generic skills – i.e. employability skills or key competencies (e.g. team work, problem solving, communication)
- compliance with legal requirements
- organisational development – i.e. the fostering of shared attitudes and values, change management, etc.
- talent management and succession planning
- employee career development
- employee motivation.
People and Workplace Solutions can help your organisation undertake analysis to identify the learning and development needs of your organisation, the business units/departments and individuals. These needs can then be prioritised in terms of their potential impact on organisational effectiveness and profitability.
Performance Management
An important component of developing employees is a comprehensive and well executed performance management system incorporating elements such as regular one-to-one meetings, through to performance appraisals and processes to manage underperformance.
Performance management is a well-established, all-encompassing term used to describe the practice that drives decisions about performance, remuneration, promotions, disciplinary procedures, terminations, transfers and development needs within an organisation.
Benefits
A well-structured and implemented performance management system provides a number of benefits to the organisation, management and employees. These benefits include:
- establishing group and individual performance objectives to ensure that their performance is aligned with the organisation’s strategic and operational objectives
- linking performance evaluation and employee development and rewards to motivate individuals
- assisting the organisation in improving its productivity and efficiency
- regular monitoring of progress toward achievement of performance objectives
- identification of specific training needs across the organisation
- improved salary administration
- improved communication and relationships between managers and staff members
- improved guidance and assistance in developing capabilities and potential of staff members.
People and Workplace Solutions can help your organisation maintain competitive advantage in today’s dynamic economic environment by developing tailored programs to evaluate and measure staff performance at all levels against specific criteria. This process not only ensures strategic objectives are achieved and stakeholder needs are being met, but will have a direct impact on an organisations bottom line and ability to grow in the future.
Workforce Planning
In today’s talent-based economy, the workforce itself is arguably the most important tangible asset of many organisations. Boards, CEOs and HR Directors will frequently declare that workforce planning and data- driven decision-making is a top priority for their organisations.
The task of implementing workforce planning is often daunting because it can be so difficult to define. While workforce planning presents many challenges, it provides significant value to organisations that invest in it. People and Workplace Solutions can help your organisation design and apply a strategic workforce planning process appropriate to the context of your organisation, enabling the development of a tailored strategic workforce plan.
Compliance
There are numerous laws and regulations governing the employment relationship that organisations must understand and navigate in order to avoid costly fines and other penalties, including the potential harm to the organisation’s reputation.
But achieving and maintaining compliance can be elusive goals for organisations that do not recognise the challenges and develop an effective strategy to meet them.
People and Workplace Solutions can support your organisation to understand the specific laws relevant to your business and create policies and procedures in relation to these laws. Once established, we can also help you to effectively communicate them throughout the organisation and integrate them into your organisation’s overall business strategy,
People and Workplace Solutions 