How We Can Help You
Protect your business with our Workforce Plans: Consultation to assist you; Workforce Planning Tools; Workforce Planning Framework and Templates for any documents required.
Develop a Remuneration Strategy around Pay-for-Performance, rather than Positional Pay alone. Consultation and Strategy, with Remuneration Plans and Policies for better Remuneration Structure!
Many Workplaces have Unionised Workers. We can assist in any Unionised Work Environment, with know-how around handling Worker and Union Issues, while creating a United Workplace.
Plan for succession through our consultation around Succession Management Plans & Tools. Develop a Succession Planning Policy and Framework. We assist you from your Succession Plan Concept, through to when you lie on that beach, after you have handed over the reins!
5 Frequently Asked Questions
We Can Answer For You
What is a company's remuneration strategy?
Remuneration strategy refers to the company’s method of compensating their employees. When setting this, it’s important to consider:
– award rates and allowances
– current job and economic market
– direction and goals of the business
– business structures
– each individual role
It is a meticulous and time consuming process, and can have a major impact on staff retention and even legal penalties if done incorrectly. If you aren’t 100% sure of your current remuneration strategy, book in a free 15 minute zoom below.
What is the total remuneration strategy?
A Total Remuneration Strategy is a comprehensive approach to compensating employees – that being all forms of financial and non-financial rewards. This strategy is important to ensure your business attracts, motivates and retains talent. Contact us to plan your Total Remuneration Strategy.
How to manage union relationships?
Effectively managing union relationships is essential for maintaining a fair workplace that promotes respectful communication between Managers and Employees. To prevent disputes it’s important to be proactive in your communication and work together for the best solutions for both the Worker and the Business.
How to handle union right of entry requests?
Correctly handling Union Right of Entry Requests, requires knowing relevant Labour Laws as well as the process for granting access. A Union needs an Entry Permit to enter a Workplace, and the Fair Work Commission has a search function to review current entry permits. If you need assistance with this, give us a call on 1300 923 000.
What are the key steps in the workforce planning process?
Workforce and Succession Planning can be a long process that costs your business time and money. Individual roles as well as the people that work in those roles, need to be considered in any strong Workforce Plan. Identifying Key People and career projections can culminate in strong workforce and Succession Management. As an expert HR provider we can drive this as a seamless process for you.
Why we are the best choice for you:
Are you looking for Effective Remuneration Strategies to drive performance? Want to explore ‘Pay for Performance’ approaches. We are highly skilled in Remuneration Review and Strategy, customised directly for you!
We can deliver to you, a more sophisticated HR System, including Remuneration Policies, Short Term and Long Term Incentive planning, and Management Remuneration Strategies to engage your team. We have that level of expertise.
We have experience managing Unionised Employees and assisting your Managers to deal with Unions. Over 20 years experience handling Union Issues and working with Unions to manage the Workforce and develop stronger relationships for the betterment of all.
Whether you are looking for a Workforce Planning Framework, tools and plans for your Workforce Plan, or a Succession Planning Framework, we have the experience and ability to assist. We can work with you to develop a Succession Planning Process and a Strategic Workforce Plan.
Case Study
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