Analyse your workforce to understand your current strengths and limitations.
Formulate a plan to gain the maximum benefit towards your desired outcomes through your workforce.
Create processes, KPIs and use managers to implement this plan into your business.
Frequently Asked Questions About HR Management
What Is Human Resources And Relations Management?
Human resource and relations management (HRM) comprises the processes and systems your organisation uses to manage the people in your team.
What we call human resource management has evolved greatly since its formal creation around 1900. Clearly defined personnel management departments in companies have only existed for around 100 years, yet now every major organisation has a team dedicated to optimising their human resources.
The role and importance of HRM has changed greatly over the years due to technological innovation, globalisation and paradigm shifts on the most effective ways on managing people.
There are different levels of human resources ranging from strategic to operational to administrative.
How Can Human Resource And Relations Management Improve My Business?
Effective human resource and relations management will allow your business to gain more value out of your employees, as well as ensuring your organisation is moving effectively towards delivering the outcomes that are actually important and create meaningful change.
Each person in your organisation is an arrow pushing your company in a certain direction. If you add up all of these arrows you get the total direction that your company is moving towards. The main purpose of HRM is aligning your team so that every individual is moving collectively in the same direction towards the outcomes that you believe will deliver the best results for your company.
Strategic Human Resource Management
Strategic human resource management refers to general strategy of how you will use all of your human resources. This type of human resource management comes from your executives and directors and regards your companies culture and the outcomes you want to achieve through your human capital. These outcomes directly relate to the current and future needs of your company. Activities that are useful for developing strategic HRM are:
- Analysis of workforce effectiveness
- Planning and goal-setting
- Determining your workforces key metrics and outcomes
- Determining how your different departments should work together
- Determining how your human resources should utilise technology and innovation
Resistance to Change – Action Guide
Why do people resist change?
Change resistance is commonly reported by leaders as one of the biggest barriers to success. It is illogical to stay stagnant when the benefits your business could receive by evolving are so apparent.
Discover the top 10 ways that people resist change and what you can do to tackle this problem and create a successful change.
Interested In Learning More?
Elders LTDElizabeth SargeantTechnical Project Manager
“Roxy brought a wealth of pragmatic change management knowledge and experience to our project. She instinctively knew where we would gain the most benefit and carefully guided the team through the change journey. As a leader, Roxy embodies an ethos of change. She readily approaches new challenges with an enthusiasm that inspires all those on a change journey to follow her lead. When Roxy’s time with us ended we had confidence in addressing change, a better understanding of the “WHY?”, and a great tool kit of resources."
SA WaterJulie ArbonManager, Business Development
“The organisation had just been through a major restructure. I had a new role with a new boss in a different business unit that had a new General Manager. I needed help coping with the change as well as adjusting to the demands of my new role. I was fortunate to have several coaching sessions with Michelle of SynergyIQ. Michelle’s insights and guidance provided me with strategies to deal with the uncertainties and challenges that arose from the major organisational change. Michelle’s experience in organisational development shone through as she was able to navigate through some difficult people issues and offer practical solutions. I felt energised and very positive after each coaching session.”
Meals on Wheels SASharyn BoerCEO
“Our social enterprise serves an important section of our community and I want the best outcomes for them. That’s why, with Michelle of SynergyIQ’s help, we have focused so strongly on creating a highly collaborative and customer centric culture. Michelle’s understanding of what you need to do to create the kind of culture you need for your customer, and her ability to communicate this understanding is excellent. I know for purpose and commercial business leaders will benefit from Michelle’s experience and knowledge.”
Enzen AustraliaDavid ScarsellaGeneral Manager Next Generation Electrical
“SynergyIQ partnered with Enzen to deliver all the Change Management, Communications, Stakeholder Engagement and Information Deployment for our client who underwent an IT Separation. The SynergyIQ team went above and beyond, often doing more than their scope of work in order to help the team achieve the desired outcome. SynergyIQ are a delight to work with and provide a quality organisational change team. Michelle, Daniel and the team go to lengths to achieve high-quality results for their clients. Highly Recommended.”
NovatechLeko NovakovicManaging Director and Founder
“Novatech is a fast-moving company serving customers internationally. We work in a highly competitive market and have a strong focus on quality, and that’s why we focus so much on leadership and culture. With SynergyIQ’s help we identified what our strengths and opportunities were and she has helped us to create a way to fix the gaps. Michelle helped us to bring our people along for the journey. I know other business owners will benefit from Michelle’s ability to dissect problems, and to help design a culture that works for their customers and teams.”