Need an HR Executive on your management team…..but only sometimes?

Whether it's a one-off project you need or on-going support & advice throughout the year, HR Equations can provide the HR Programme to meet your requirements:

1. Restructure projects (click here)
2. Consulting services for Recruitment, HR projects or new HR processes (click here)
3. Contributing HR expertise to your management team (click here)
4. Providing operational HR advice for your line managers (click here)
5. Salary information for jobs in your business (click here)
6. Providing written HR tool-kits for your line managers (click here)

1. RESTRUCTURE PROJECTS

"The external market and our strategies have changed. We need
to restructure and get our accountabilities, relationships and jobs
lined up with our direction"

Restructuring can be complex. Staff work effort and jobs must be re-aligned in to the new business direction and done in a way that a way that maximises employee commitment. At the same time, de-motivation, productivity loss and departures of high performers need to be minimised. And this process needs to be undertaken in a legally compliant manner to avoid potentially significant personal grievance costs.
These projects require experience, a commercial focus and customisation to suit each situation. Depending on the project, this can include the following functions:

• Structure-follows-strategy design to produce a new organisation structure. Accountabilities and new relationships mapped out.
  
• Develop the restructure proposal document for employees
  
• Change management process for the restructure, employee communications & consultation process, employee transition from current structure to the new one
  
• Redundancy management
  
• Legal compliance, including correct employee letters and documentation
  
• New job descriptions, recruitment and appointments process for new roles
  
• Outplacement support for redundant employees, including formal career assessments and job search support
  
• Senior executive redundancies involving developing the restructuring proposal, employee consultation process, legal compliance, redundancy management & negotiation and employee outplacement support
  

2. CONSULTING SERVICES

To establish your HR framework, new HR processes or special projects. For further information, please click here.

3. CONTRIBUTING HR EXPERTISE TO YOUR MANAGEMENT TEAM

As required and as suits the circumstances of your business, based on our General Manager-level HR experience, we contribute HR expertise to your management team. It could be just once per year at the stage of the putting together the HR Plan for the year….or it could be attending weekly management team meetings or planning sessions to advise on the on-going HR ramifications of your decision-making.

4. PROVIDING OPERATIONAL HR ADVICE FOR YOUR LINE MANAGERS

Again, as suits your requirements, we provide in-person, telephone or email advice for your line managers. It could be employment law queries, remuneration advice, recruitment considerations, staff performance issues….your line managers have access to General Manager-level HR expertise to help make the best possible people-management decisions.

5. SALARY INFORMATION FOR THE JOBS IN YOUR BUSINESS

HR Equations has indepth knowledge of New Zealand market salary levels, market rates, bonus amounts and fringe benefit practices.

6. HUMAN RESOURCES TOOL-KITS FOR LINE MANAGERS

This written manual consists of a full range of modules (13 in total covering all aspects of HR). The big advantage is that each module comes with a practical 'toolkit' of advice, materials, method and documentation, so that you can go past the theory and implement & adapt the advice in your own organisation. The modules are:

Its becoming increasing costly and difficult to find good staff and its going to get worse. Many experts say the difficulty of finding good people is becoming a permanent feature of the labour market. New and more diverse tactics are needed. This 'tookit' describes different methods of finding staff and when to apply which method ...(click here)

• Choosing the right people to work for you

Once you've found your candidates to talk to, interviewing, selecting and then attracting the signature of best person is vital. This 'toolkit' provides you with recruitment procedures, including patterned interview questionnaires, verbal reference check questionnaires, how to make a successful job offer...(click here)

• Improving the productivity of your workforce through Performance Management

To survive and thrive, every business needs to make a profit. One of the best ways of getting good Return on Investment is to align the efforts of your people with your business goals. Improving productivity can be done by motivating more of your people to concentrate on 'A-priority' tasks, more of the time. This is a "Win-Win" scenario; people get more enjoyment & reward out of their jobs & careers and the organisation is financially better off. This 'toolkit' provides a practical Performance Management process and documentation to help align the efforts and performance of your staff with business goals...(click here)

• Matching remuneration and reward with performance helps increase the financial value of an organisation

Research shows that companies which have remuneration & reward closely aligned with business goals are more likely to produce higher returns to shareholders than those which do not. A good quality remuneration programme will increase your ability to recruit, motivate and retain good staff. This module provides a 'toolkit' to help you determine base salary levels, set up a pay review system...(click here)

• Bonus Schemes help retain and motivate good staff

A well-designed bonus or incentive scheme will help retain and motivate staff members and align the interests of staff with the interests of owners/investors and other stakeholders. When staff members and stakeholders have the same goals in common, there's an opportunity to improve returns for everyone. This toolkit includes an incentive scheme example, how to design incentive schemes...(click here)

• Organisation structure & accountability arrangements improve productivity & teamwork

When accountabilities are muddled, people can struggle to get the job done. Communications are difficult and its hard for people to work as a team when roles are unclear. An efficient organisation structure and allotment of responsibilities will help align work with strategy, improve results & help make a better culture. This 'toolkit' includes practical methodology for determining organisation structure, writing job descriptions, how to carry out a restructure...(click here)

• Learning, Development and Training -getting a return on investment

Learning, Development and Training is an area of tremendous 'win-win' opportunity for both the organisation and its staff. For the organisation, financial returns are available from the new skills gained and staff gain new credentials & experience. Additionally, investing in learning and development is a great way of keeping good people for longer. But its easy to spend this money without ever knowing that there's a return on it. Courses and seminars often prove to be a waste of money. This 'toolkit' provides advice and process on how to identify learning, development and training needs and then, how to gain those skills...(click here)

Individual Employment agreements are essential for compliance and are useful to formally describe the relationship between employer and employee. This 'toolkit' contains individual employment agreements you can use to offer jobs to prospective employees...(click here)

• Poor performance, disputes, dismissals and grievances

Employment legislation places onus on employers to get this right with stiff penalties for breaches. This 'toolkit' provides a process which meets legal requirements...(click here)

• Collective Bargaining

Under the Employment Relations Act, collective bargaining is becoming an increasingly important part of agreements with employees. This module provides guidelines to ensure you meet the requirements and intent of the ERA...(click here)

• Health & Safety

An essential part of legal compliance and keeping staff safe, this module contains a Health & Safety plan you can use in your organisation...(click here)

• Keeping Score-how you'll know if people-management is successful

In most organisations, the CEO and Board have a set of KPI's which are monitored, such as EBIT, market share, ROI on capex projects, customer satisfaction, etc. Given the criticality of people to all organisations, its essential to also measure the success of people-management. This 'toolkit' describes how to measure the financial returns from HR projects, what sorts of HR measures are useful to track people-management ...(click here)

• Creating a winning people-management strategy

Research shows that around one-third of an organisations' market value or shareprice is due to people-management practices. Thus, its equally important to have a strategy for people-management as it is for marketing or production. 'Strategy' doesn't have to be a hard-to-communicate, large document which gets thrown in the draw until next year.
This 'toolkit' provides a process to set up a brief, high-impact HR Strategy, which identifies the key HR practices needed to support your organisation's overall strategy...(click here)