People Management Support

Organisation and Work Design

Ensuring effective work performance and employment relationships starts with ensuring that both parties are clear on what is required of the employee. This starts with a well thought out and written Job Description together with an Employment Agreement that together detail the job requirements and clarifies the rights and expectations of each party. Supporting this is the overall work environment created by sound personnel policies and procedures.

Change Programmes

These potentially stressful activities require careful planning and experienced operating to ensure successful conclusions - where the planned changes are achieved, any staff affected are handled carefully and helpfully and the new teams are committed to the future success of the enterprise. 

Support with implementation and change affecting groups or individuals can include communications planning; managing employee relations issues; employment contract changes; management of redundancies; outplacement counselling; job search; and group training for managers and/or staff in "Coping with Change"; job search seminars; financial planning, etc. 

Employee Relations (including Performance Management)

Managing the business to achieve its goals includes the essential ingredient of managing employees in a manner which both gains their best contribution and meets the requirements of increasingly prescriptive legislation. Owners and managers of businesses are free to make the decisions necessary for success, but they must implement those decisions that directly affect employees with consideration for their interests. Employee relations is about being sensitive to what concerns and motivates people individually and as groups and taking account of these in implementing business actions - "marrying" the interests of the business and the people.

Taking advantage of many years of managing the people aspects of organisations, we are able to provide guidance and support with practical, cost effective people management practices that satisfy business and employee needs.

This normally starts with employment contracts, which fit the needs and plan of the parties and clarify the rights and expectations of each. Supporting this is the overall work environment created by sound personnel policies and procedures.

Personnel Policies and Procedures

Personnel policies and procedures provide ongoing consistent guidance to the way the company works with and manages its people. Determining and stating how the organisation will respond to repetitive questions which arise with employees ensures that:

  • consistent, fair responses are provided across the organisation;

  • difficult precedents are not set; and

  • the organisation's attitudes and approaches to people are conveyed

It is essential that personnel policies and procedures are specific to any organisation. However, considerable time and effort can be saved by using generic policy statements and reviewing their appropriateness for amending them to fit, a particular organisation. We can facilitate this time and cost effective way of setting the base for your people management.

Broadway People

Broadway People: Effective Work Performance

Remuneration and Performance Management

Managing pay and benefits requires the achievement of a sound balance between organisation goals, individual needs, external market rates, and internal fairness (relativity). This is often seen as a confusing and complex responsibility and one which produces considerable uncertainty in the mind of the manager.

All organisations need a rationale for their pay arrangements and a system that ensures an effective balancing of internal and external relatives, with the need to control costs while retaining employee commitment. Such systems need not be complex or time consuming to set up. From our experience in managing remuneration within large organisations, and as consultants advising on the establishment of remuneration and performance management systems, we are able to guide clients to the simplest systems necessary to meet their needs. In addition, we can:

  • Advise on market remuneration;

  • Guide the development and implementation of bonus or incentive schemes; and

  • Provide practical approaches to managing performance

Each of the above services, embraces current methodology and best practice thinking, but ensures they are implemented in a practical time and cost effective way. We draw on both our local New Zealand business involvement and understanding, and our international experience and associations.

Cubik Survey

At Broadway People Ltd we believe in providing our clients with the best quality advice available. That is why we act for McBride HR as the agents for CubikSurvey in the Greater Auckland area.

For many years, the best source of market-based remuneration data in New Zealand has been CubikSurvey.

Originally established in 1959, as the Greenwood survey, and subsequently operated by PA Consulting Group and Cubiks, CubikSurvey is the longest established and most comprehensive survey of New Zealand remuneration practices and trends.

More recently, the survey has moved online, and since September 2000 has been available on line to the 500+ New Zealand subscribers.

International Recognition: Rigorous testing by remuneration specialists in Europe prior to the launch in the United Kingdom in September 2001 identified CubikSurvey as the most user friendly and cost effective web based service currently available.

Cubiks

Find out more about CubikSurvey at www.cubiksurvey.com
View CubikSurvey demonstration at McBride HR
Sign up to CubikSurvey on-line at McBride HR. If you are already a subscriber, log on to CubikSurvey here.