Businesses
The landscape of HR has changed irreversibly. How businesses functioned
and the people strategies of the past will no longer serve organisations.
More than ever, businesses now need to create ecosystems that provide balance
and allow people to have meaningful careers, contribute to a higher purpose,
and provide the flexibility also to have meaningful lives.
The value of working with Relate HR is that we challenge limiting frameworks
and provide sustainable solutions that support organisations
and employees of the future.
Creating the people infrastructure that supports a culture of performance, diversity, and inclusion.
If you would like to talk about recruitment and co-sourcing, we are here to help.
Recruitment
All aspects of recruitment directly influence onboarding and performance on the job. Recruitment is not rocket science, it is a process, and the key to any effective process is understanding your control points, simplifying access to the tools required as well as standardising procedures.
A well-constructed recruitment and onboarding process based on validated principles saves time and improves outcomes. Our best practice recruitment design and co-sourcing can see you realise little reliance on recruitment agencies, higher performance, access to future talent, minimised risk, lower turnover and a diverse team.
We will help you set a framework that you can successfully run independently in the future.
Turnover
Employee turnover is undoubtedly one of the toughest challenges facing most businesses and HR departments.
Turnover is the outcome of the big and small moments in the employee lifecycle that have an impact; we work with businesses to review existing approaches and provide solutions to build sustainable best practices.
Key areas that impact turnover are recruitment, remuneration, reward and recognition, leadership, training and coaching, engagement, communication, and culture.
IF YOU WOULD LIKE SUPPORT TO REDUCE YOUR TURNOVER, WE ARE HERE TO HELP.
Leadership
Leadership directly impacts a company’s performance, employee productivity, engagement, turnover,
and customer satisfaction. Poor leadership is disruptive, resulting in a lack of innovation, ideas, and creativity,
and it drives away great employees and future leaders.
When building leadership frameworks, position your
leaders for success by; aligning them to a purpose,
teaching them the rules of the game, fostering
excellent communication, letting them know how
they are doing and investing in their growth.
IF YOU WOULD LIKE EXTERNAL SUPPORT
FOR YOUR LEADERS, WE CAN HELP.
Performance
To manage and improve performance, you first need to understand it. Our approach to performance is entwined across three factors: clarity, potential and purpose.
Do your employees know what is required in their role and what standards are expected? Research shows that
nearly 50% of employees across all sectors currently
lack role clarity in the workplace.
Do your employees have the skills and resources to complete their tasks? Are your employees connected to the organisation’s purpose and motivated to perform in their role?
Once you look at performance across these three factors,
it becomes easier for leaders to identify gaps, themes
and effectively target and tailor their coaching.
Diversity, Equity & Inclusion
Research indicates that more diverse and inclusive
organisations have improved business outcomes, are more creative in problem-solving, are more productive and see positive effects on profits due to stronger teamwork, improved retention, and a positive company image.
The benefits are clear, but it takes thoughtful strategies and works to attract, retain and engage talent from diverse backgrounds. Starting with an inclusive recruitment
process and setting organisational targets will help to drive inclusive behaviours. Prioritise pay equity, employee benefits and offer education across the organisation.
IF YOU WOULD LIKE SUPPORT WITH YOUR DE&I PROGRAM,
WE ARE HERE.
