5 minute read
Driver 5: People
Driver 4: Risk – Sub-driver Questions (c. Policies, Procedures and Compliance)
c.1. Policy
NA. None of the statements apply (AP 4.1.3)
B. The Secretariat develops and controls risk polices and procedures for major risks under the direction of the Exco (AP 4.2.3)
D. Individual functions have formally documented policies and procedures. These are aligned to overall organisation strategies and objectives (AP 4.3.3)
L. There is a comprehensive, documented, organisation-wide policy framework to manage organisation risks (e.g. operational, finance and compliance), with a strong leadership tone from the top. The risk framework extends to external stakeholders in the value chain
c.2. Compliance
NA. None of the statements apply (AP 4.1.4)
B. The organisation has a reactive approach to complying with the Constitution and external regulations (AP 4.2.4)
D. There is an independent compliance approach to manage compliance with the Constitution and external regulations (AP 4.3.4)
L. The organisation contributes to the long-term development of the industry regulatory landscape
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Driver 5: People
People Driver: Introduction
Any organisation is only ever as good as the people working for it. To win the war for talent, leading organisations build an environment that values diversity and attracts and retains the right people to help grow their organisations — not just great people, but people who share the organisation’s vision and fit its culture. Leading organisations provide strong leadership and create an inclusive environment where differences are valued and people can innovate to drive the organisation forward. On top of this, they invest in their employees, nurturing their talent and helping them develop skills to match the constantly changing demands during each different growth phase.
People Driver Components
Find out more about the various driver components by clicking on the icons below:
a. Capability
c. Human Resource Policies b. Performance Management and Rewards
d. Leadership
Driver 5: People
Questions to think about:
1. How would you describe the focus of your HR function? 2. What are the measures of success for the HR function? 3. How is reward differentiated by performance? 4. What strategies do you use to recruit and retain the best people? 5. How do you encourage individuals to be innovative?
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a.1. Strategy
NA. None of the statements apply (AP 5.1.5)
B. Human resources are focused on meeting current deadlines and organisation objectives (AP 5.2.5, AP 5.2.6)
D. Human resources are focused on meeting future deadlines and organisation objectives (AP 5.3.3)
L. The People Plan plays a fundamental role in strategy and organisation performance by focusing on an agile workforce, diversity and technology enablement; Diversity, agility and teamwork are embedded in the culture of the organisation and essential to achieving organisation goals
a.2. Planning
NA. None of the statements apply (AP 5.1.3)
B. Individuals are clear about their roles and responsibilities (AP 5.2.3)
D. In-house skill gaps are identified and minimised through a combination of outsourcing and flexible working (AP 5.3.7)
L. Human resources planning is highly proactive and embraces technology, partnerships and collaborations to optimise productivity
In Canada, the Canadian Society of Association Executives (CSAE) offers a CAE programme designed to meet the needs of the association executives and provide transferable skills coupled with association sector-specific knowledge. The CSAE conducts research, produces publications and deliver events targeted to keep the association professionals informed on the latest trends, innovations and best practices in the sector.
a.3. Culture
NA. None of the statements apply (AP 5.1.4)
B. The purpose and roles of organisation are clearly articulated and understood by all (AP 5.2.4)
D. Behaviours that represent the desired organisation culture is demonstrated (AP 5.3.4)
L. The culture and values of the organisation drive the attraction and retention of staff
a.4. Embedding Innovation
NA. None of the statements apply (AP 5.1.6)
B. The organisation encourages innovative mindsets and adoption of technology to enhance organisation capabilities (AP 5.2.6)
D. The organisation develops innovation as a competency and attracts likeminded talent (AP 5.3.5)
L. There is a strong focus on innovation across the organisation. Staff are given time to explore novel concepts and ideas; Leaders are champions of innovation and advocate the adoption of technology
In Australia, Australian Chamber of Commerce and Industry (ACCI) provides digital and technology vouchers to small businesses for investing in digital technology hardware, software or services that will improve the efficiency of their operations.
Driver 5: People – Sub-driver Questions (b. Performance Management and Rewards)
b.1. Performance Management Framework
NA. None of the statements apply (AP 5.1.8)
B. Performance is managed on an individual basis (AP 5.2.7)
D. There is a framework for aligning performance management with organisation strategy (AP 5.3.8)
L. Cascading organisation objectives and goals are linked to rewards; The organisation uses analytics to measure activity and outcomes of both the team and the individual
b.2. Feedback
NA. None of the statements apply (AP 5.1.7)
B. Managers provide ad-hoc feedback to staff (AP 5.2.7)
D. Feedback is provided throughout the year through a structured review framework (AP 5.3.6)
L. Continuous feedback is provided throughout the year on performance, rewards and succession planning
b.3. Values
NA. None of the statements apply (AP 5.1.7)
B. Organisational values exist but lack a clear link to performance management (AP 5.2.7)
D. Organisational values are embedded in performance management (AP 5.3.8)
L. Organisational values are understood by all. Behaviours are aligned to performance and linked to rewards
Driver 5: People – Sub-driver Questions (b. Performance Management and Rewards)
b.4. Rewards
NA. None of the statements apply (AP 5.1.7)
B. Rewards are provided to attract and retain individuals and to meet organisation objectives (AP 5.2.7)
D. There is visible evidence of links between high performance, rewards and the achievement of organisation objectives (AP 5.3.8)
L. Behaviours as well as outcomes are rewarded for both the team and the individual; A strong employer brand is used to attract, motivate and retain high performers and teams
Driver 5: People – Sub-driver Questions (c. Human Resource Policies)
c.1. Human Resource Policies
NA. None of the statements apply (AP 5.1.2)
B. Human resource (HR) policies are in place and documented within the organisation (AP 5.2.2)
D. The HR policies are constantly reviewed and refined in accordance with the legislative and compliance requirements and risks relevant to the organisation (AP 5.3.2)
L. The HR policies are aligned with national strategic HR initiatives and legislation and integrated with global industry trends and best practices
