3. COACHING PROGRAMS

Instead of always looking behind, and seeing what went wrong- consider coaching to look ahead. Coaching remains one of the most effective learning processes for both individuals and teams. It follows key principles of learning:

1. Activities based learning;
2. Translations of theories in practical applications
3. Facilitated conversations to engage; and
4. Creating a non-threatening environment

The HR Coach Programs have been carefully designed using these techniques for:

  • Coaching for HR;
  • Coaching for Individuals ;and
  • Coaching for Business
  •  HR Administrators Coaching Program

The role of HR for most businesses is a delegated task to the business owner, Finance, PA, Payroll, or Reception. Establishing the right HR processes for the business is critical in being able to stay on top of attracting and retaining staff. This program coaches the HR Administrators in developing good HR practice that is relevant to the way one does business. Armed with the latest HR methods and systems, the HR Coach will guide, educate and provide resources to take the headache out of managing staff.

  •  Annual HR/IR Service

Staying abreast of the legislative changes and ensuring that you have maintained the appropriate level of training for your staff is difficult to keep track of. The HR/IR Service ensures you are up to date and you covered your obligations in maintaining a harmonious environment.

  •  Strategic HR Coaching

Once the HR Business Plan has been developed within the organisation, it becomes a strategic HR quarterly advisory program where the HR plans, strategies and issue resolutions is tabled. Improve your governance and forward planning into sound human resource and people management.

  •  Facilitated Coaching Programs

Why are Performance Reviews often ineffective? Staff fear being judged and mangers often like to be labelled as being judgemental. This coaching program focuses on both parties by building on the strengths of the staff member and facilitating open and honest discussions around performance. It ensures that the expectations of both the employee and manager are clearly articulated and focused on personal development for the role.

  •  New Horizons Program

Visioning your future is never easy to achieve on your own, and often turn to those around us – who only see you from who you have been and what you have done. Yet, the future may hold exciting opportunities. And, this program assists you to identify your strengths and explore further opportunities.

  •  Management Coaching Program

Based on Australian research and a patented method of measuring of organisational capability, this is a fully integrated performance coaching program. The key objective is linking Strategy to individual Action. Successfully used within Australian Corporate and Professional Organisations, it has a strategic impact on the business which can be measured and used on an ongoing basis.

Building strength in people management strategies includes people and process. This is a program which builds improvement in what is done (the process) and how it done (the people). As a foundation, the Staff Survey includes staff building a better business and creates ownership of change as a result: a win-win solution.

A program designed to assist managers and supervisors operate better together.

 If you experience problems in this area, let’s talk about it and get your teams to focus on what needs to be done.

  •  Performance Management Coaching

Every business needs to establish mutually agreed performance expectations between employer and employee and subsequent ones. This includes clarity of accountability, standards of performance and measurement of contribution:

Establish standards of agreed performance taking into account of individual competency;

  1. Evaluate current performance against the standards;
  2. Understand current performances, needs and capability;
  3. Provide objective feedback for improvement; and
  4. Develop improvement initiatives.
  •  Continuous Improvement

Continuous improvement includes workplace initiatives. Its purpose is to identify and implement improvements in the workplace to make the business more efficient and effective. The business should implement the workplace improvement initiatives to:

  •  Improve business performance;
  •  Improve collaboration within and across teams;
  •  Increase employee discretionary effort;
  •  Improve employee retention; and
  •  Improve stakeholder relationships.

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