Requisite HR September Newsletter 2016
Training & Development
Managers of small businesses rarely invest in training and development because of the perceived costs i.e. financially and the loss of time and productivity required to plan and attend training programs. We are here to bust this myth! The long term benefits of training and development initiatives significantly outweigh the short term financial costs. For example, it has been shown that in SME's, every $1 dollar invested per employee on average can generate up to $7 in returned benefits. Investing in T&D has more than just financial benefits, it demonstrates to your employees that you value their contribution to the business. It shows that you genuinely want to invest in the relationship so that you may retain them for the long run. By enhancing their skills, knowledge and behaviours it will help them to grow both professionally and personally, not to mention the benefits to your business. Some of these include reduced turnover rate, higher organisational commitment, improved quality and higher levels of output. Surveys of those who invest more in T&D reveal better customer satisfaction scores and lower administrative costs because managers are not wasting time monitoring and guiding employees, but rather spending time on more profitable activities.
T&D Benefits Continued...
1. Keep up with industry changes: Industries are constantly changing and so it is important for a business to develop to remain competitive. It’s also important to make sure your business is complying with any industry regulations, which can be achieved through ongoing training, making sure your staff’s skills and knowledge are up to date. 2. Stay technologically relevant: New technology is being developed all the time and so regular training needs to take place to ensure that staff are using all the latest technology comfortably and to its full potential. This can be achieved through implementing a customised staff IT training program, and by integrating employee training with IT support. 3. Identify weaknesses and skill gaps: With regular training, a business can effectively identify any gaps in the market and skill gaps within the existing workforce. By identifying these needs early, you can improve performance standards and achieve organisational goals. 4. Maintain knowledge and skill: Although one off training may be provided in the on-boarding phase, it’s important that training schemes are put in place to help develop skills throughout an employee's career. To retain knowledge, skills need to be practised and refreshed on a regular basis. 5. Increase job satisfaction levels: Through continued investment from the business, staff can have a much higher sense of job satisfaction, which can improve their motivation towards their work. This reduces employee turnover and increases productivity, which directly improves profitability. It also prevents competitors from taking away your best employees by offering training incentives. 6. Provide internal promotion opportunities: Employing new staff is costly in terms of losing valuable tacit knowledge and the associated costs of hiring and training new employees. However, with ongoing training, your existing staff can become more eligible for internal promotions. Unlike new staff, you can guarantee they have a complete knowledge of your business, the correct skill set and are people that you know and trust. 7. Attract new talent: All businesses want to have the best employees and so with ongoing training, this will not only mean better staff retention, but may enhance the business' reputation and therefore attract talented candidates who are motivated by career development and opportunities. Remember, every business and employees' needs are different. So identify what skills are required, the frequency of the training needed (one off or ongoing), the optimum delivery method and your business constraints (budget or time frame) in order to implement the most effective training or development programs to suit your needs.
Are you willing to be influenced by others?
We are so excited to announce that we are teaming up with
Requisite HR can help you achieve
Revelian to improve our recruitment and development
Better productivity
Inspiring leaders
processes for you and your business needs.
Improved engagement
More courageous thinking
We couldn't have found a better company to work with who
Stronger teams
Alignment with values
Reduced time to hire
Great culture
Improved retention
Stronger purpose
Risk mitigation
Strategic alignment
Happier employees
Enhanced employer brand
share our passion for people and deliverable results. So what is it that they do? Revelian provide innovative HR tools to inform effective decision making. They are the people analytics company. The ‘people’ are employees, jobseekers, leaders, teams and peers who are in work or are seeking to
Behavioural Profile
be. The ‘analytics’ is the output of each assessment they
Understand how people prefer to interact with
administer and interpret; whether it be aptitude, culture fit,
others, deal with rules and procedures, and solve
personality, emotional intelligence, skills, resilience, role fit,
problems.
engagement, behaviour and propensity for risk. When
Values Inventory (Culture Fit) *Coming Soon
combined, people and analytics means that Revelian have a
Predict organisational commitment by measuring
unique, data-driven insight into human behaviour at work.
how well the candidate’s work-related values
We will be able to share this insight with our clients so that
match the organisation’s values.
we may be able to give them a powerful understanding into
Cognitive Ability Test
make effective people decisions.
Identify people who will learn quickly, reason
There are many benefits of using Revelian assessments for
effectively and solve problems.
example; they can help you decide who to hire, who to
Separate Ability Tests
promote, how to identify the skills and talent currently
Focus on just one aspect of ability: verbal,
existing in your business, how to manage your existing
numerical or abstract reasoning ability.
employees, how to work together as a stronger team and
Work Preferences (Role Fit) *Coming Soon
how to identify leaders within your team.
Predict job satisfaction by measuring how well the candidate’s task preferences match the
In the early stages of recruitment these assessments can
requirements of the role.
also help you identify candidates who are likely to be more
Emotional Intelligence (MSCEIT)
effective at their job, stay longer, fit better into your team
Understand how well candidates can identify and
and be more overall satisfied. This is something we are
manage their own and other people’s emotions.
extremely passionate about, we want to ensure that there is a near perfect match between the person and the role, and the person and the organisation.
If you are interested in improving your recruitment and development processes please call us or contact us via social media today!
Interview
ESMERALDA SOLIANO Our company is a small HR consulting firm that is dedicated to providing you with personal and quality service. So we thought, there's no better way for you to get to know our wonderful team than by featuring them in our monthly newsletter. Each interview provides a quirky and fun insight into how our consultants got into their speciality and why they love it. This month we interviewed our HR Manager and Consultant; Esmeralda Soliano. What was your first job? Marketing and Sales Consultant for Duty-Free Shoppers (DFS), Changi Airport, Singapore in 1986. I looked after two divisions, 1) alcohol and cigarettes, 2) cosmetics and fragrances, for luxury international brands. What was your most memorable experience in your working career? Whilst employed as a Human Resources Advisor with BHPBilliton Iron Ore in the Pilbara, I was tapped on the shoulder for the Leadership Development Program to undertake the Six Sigma Black Belt Business Improvement Coaching role. This program came under BHPB’s Operational Excellence banner to train and develop future managers/leaders in the next stage of their career progression. How did you get into HR? After roles in branch banking (shop-floor experience) with Wespac, I was offered the HR Consultant role to assist with Change Management and Cultural Transition due to the Challenge Bank/Westpac merger. In your opinion, how important is T&D to an organisation? For my 2 cents worth, it is extremely important as it provides avenues for employees to better their performance, and or equip them with skills, training and experience to improve themselves. It serves to tap into their unrealised potential and or increase their knowledge and understanding to do better and continue learning. It is about self-improvement and betterment. Personally, I benefited from BHPB’s Operational Excellence Program which was an intrinsic part of their T&D.
What have been some challenges or interesting experiences in your career? In my first trip to Tanzania, as Barrick Gold’s Recruitment/HR Manager for the Australia-Africa region, being the only female and the only Asian (back when I was petite, with long straight shoulder-length hair and about 12 years younger than I am today) on the Regional Management Team, I was mistaken for a mail-order Asian bride of one of the Executives! (Needless to say, my colleagues were amused and impressed!!). When I was introduced as the Regional HR/Recruitment Manager at the management presentation, suffice to say, I had the last laugh!! What difference do you want to achieve in your career? In my role with Requisite HR, I want to help businesses to not feel the pain nor pay the price for getting HR wrong. I want to provide them with support and guidance in accordance with their needs so they “get HR right”. Tell us a little bit about your family. Three years ago, at ages 54 and 45 respectively, my husband and I were blessed with the safe, normal and healthy delivery of a beautiful baby girl. Giverny is now a happy, thriving 3 year old keeping both my husband, Jay and I, on our toes. The simplest thing we enjoy is doing the weekly grocery shopping as a family of 3! (And the surprise at the checkout counter, with the appearance of about 6-8 items not on our groceries list but which found a way into our trolley, courtesy of Giverny, who simply liked the packaging!). With 25 years of experience Esmeralda brings a wealth of knowledge and enthusiasm to the project work she tackles. She is available for both outsourced HR support and fixed term project work. Contact her today if your business needs any HR support or advice 1300 164 737.
Monthly Competiton
COMPETITION CLICK HERE TO ENTER
Now that you're an expert in Training & Development, answer the following question to go in the running to WIN:
"Surveys reveal that businesses who invest more in T&D have what?" a)Lower Turnover Rates b)Higher Profitability c)Better Customer Satisfaction d)All of the Above Submit your answers via private
RE TO E H CK CLI R ENTE
message on our Facebook page or you can email the answer to info@requisitehr.com.au. Terms & Conditions apply.
TERMS & CONDITIONS OF COMPETITION: Each monthly competition's closes 30 days from the published date. Each person may only enter once per month. Answers must be submitted via Email or private message on Facebook. The first 3 people to correctly answer the question will receive 4,3,2 points and every other participant after the top three will receive 1 point. All points will be kept in a tally and added to throughout the year. Competition winners will be announced via Facebook or Email and prizes will be awarded in December 2016. First Prize: Veuve Clicqot Champagne (valued between AUD$99.95-$69.99), Second Prize: Johnnie Walker Platinum Label Scotch (valued between AUD$98.95-$70.99), Third Prize: Godiva Signature Truffles (valued at AUD$50.00). Competition organisers can terminate or exclude entries if they do not meet the T&Cs of the competition.
Requisite HR Pty Ltd ABN: 35 606 293 476 www.requisitehr.com.au
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