Blog Posts Archives - The HR Landscape

Benefit realisation and effectiveness of organisational change is a means of ensuring business outcomes are fully realised when people choose to opt into the future state. When the people side of change is overlooked, organisations need to work harder in understanding why the adoption of new work …

We were fortunate to partner with a progressive catchment management authority in Victoria’s north last year in developing their leadership program in the first half of FY17/18.  We are now pleased to announce how they are progressing since implementation.
Firstly, about the leadership development program.
The framework …

We explored a few approaches to people and change management in our recent presentation to students studying Masters of Management at the University of Melbourne, but we also focused on the ‘real’ challenges businesses are faced with when dealing with change and the importance of …

Our Director Kez Tacar will be presenting to students of University of Melbourne’s Masters of Management class this coming Monday. Kez will be sharing her experiences to support students leanings on People and Change (strategy & organisational change).

Change is a process. Employees are comfortable with and prefer the current state. Transitioning through change creates stress and anxiety. In most cases, the future state is unknown or not well understood. In reality, each impacted employee has his or her own current and future …

Great opportunity working with a progressive Catchment Management Authority in Victoria’s west.
Our brief is to build organisational capability through fostering talent and developing leadership capabilities across all levels the organisation. Central to this will be the identification of potential leaders whilst ensuring appropriate diversity across …

The HR Landscape is currently developing a capability framework and leadership development program for a progressive natural resource management organisation.
We research widely to inform our approach and advisory services. Time and time again we come across an article that encapsulates very simply what it truly …

We thought we’d share some feedback we received recently from a group of managers who attended our Emerging Leaders (Frontline Manager) program last month.
Rating Scores

Overall assessment of program – 45% Excellent / 55% Very Good
Overall assessment of facilitation – 64% Excellent / 36% Very Good
Was …

Picture: Jason deCaires Taylor – Underwater Sculptures
When an organisation is faced with major budget challenges, there comes a critical decision point regarding workforce composition and numbers. Workforce reduction decisions need to be made relating to; the number of employees an organisation can afford; the positions …

Prominent, industry leading early education sector organisation engages The HR Landscape in rebuilding the people agenda

Improving performance starts with a good strategy to which structure, jobs, staff, business systems, processes and associated people and culture work practices are aligned. We call this organistional design.
When you know what you need to achieve and why you need to achieve it, then the …

Government
THRL undertook a comprehensive HR department structure and capability review to improve performance and align with the strategic directions of a large government agency.  The process involved assessment of strengths, weaknesses and the introduction of improvements, in the context of broader business directions and best …

Education Sector
THRL was engaged to provide independent strategic HR advice and be a sounding board to the Executive Director People and Culture relating to HR departmental structure review and design of the HR department and the development of a HR Strategy and Plan. This included …

Job analysis and design is a process of workflow analysis.
It is the process of identifying what tasks, activities and processes take place in order to achieve outputs. This analysis aims to uncover any inefficiencies, duplications/repetition or barriers in process, function or task to determine how …

Certain personality types and styles gravitate to certain occupations.
When you have a well designed job matched up with the right person you are more likely to get better outcomes. The successful matching of a job-holder’s personality to the personality and unique requirements of the job …

As part of my consulting work, I come across some interesting workplace environments.  Some with exceptional leaders and others that need to work harder than most in shifting leadership behaviours in order to bring about improved people and culture work practices.
If your employee surveys are …

At some point in your career you are likely to experience a major change taking place in an organisation you work for that may impact the security of your job. With so much uncertainty, you still have choices. What you say and do, now until a …

Paraphrasing Joan Harris of Mad Men – You’re “…in charge of thinking of things before people know they need them.”
Convincing the C-suite with viable HR reporting and analytics is like selling ice to eskimos.  The problem isn’t necessarily related to the importance of such data, …

Deloitte and Accenture will be shifting away from performance reviews as we know it and no doubt PriceWaterhouseCoopers and Ernst and Young will be following suit. Microsoft and SEEK are getting rid of rankings and major Banks are likely to be next.
If you haven’t come …

This is what some of our delegates had to say about our 2 day pubic training program on ‘Restructuring Organisations- a process of design and change’ :

“A game changer for Board and Managers in terms of organisational design and change management.  Thank you! An incredibly invaluable …

Executive coaching is a solution-focussed approach to assisting individuals or teams to draw on their strengths and perform at their best. Executive coaches work with people to broaden their perspectives, increase their self awareness and craft strategies that will work for them in their particular …

 Success rate of change programs are not great.  It’s in the execution that most fail.  So how do you implement change and manage the complexities of human behaviour, when change is so personal?
The successful implementation of change is dependent on the way that people understand …

image: Good Boss / Bad Boss
To stay relevant, organisations require employees who are willing and able to perform at optimal levels.  This isn’t something you can mandate.  It requires leadership and management capabilities to create opportunities that are meaningful to the employee. According to the numerous …

There are many internal and external factors that influences an organisations strategic direction and ultimately how they are structured.  Some of these factors are unavoidable but many can be foreseen and appropriately managed with the right planning.  Internal workforce challenges however, aren’t that straight forward.  …

Giving and receiving feedback is a key process for many organisations seeking to develop individuals and teams.
It offers insight into individual performance and leadership effectiveness.  When specific feedback is received you know exactly what you did well, so you can replicate it and know exactly …

It’s that time of the year where we reflect on our achievements and start to plan forward on opportunities and challenges learnt for a better or different year ahead.
At The HR Landscape, 2014 has been an extraordinary year supporting extraordinary leaders in realising their full …

Attention Executive Officers. Are you seeking to build a unified leadership team in order to achieve strategic outcomes? Are behaviours getting in the way? Do you have a strategic imperative that needs to be addressed but progress is minimal because everyone is not on the same page?

The challenges cited above are some of the most common experienced by Chief Executives. Since 2007, The HR Landscape has supported many organisations through change and capability building programmes. With demand growing for such services we have designed a programme called ‘One Team’ to assist Executives and teams explore opportunities for change in culture and behaviours and to build sustainable strategies for improving individual, team and organisational performance

70% of change programs fail and 90% of the reasons for those failures are directly related to people.
It’s in the execution that most fail. So how do you implement change and manage the complexities of human behaviour, when change is so personal?

Presenting credible and reliable HR analytics with preventative strategies aligned with strategic business outcomes will significantly build greater awareness but above all, HR reports will become as important if not THE most important insight the business has of its performance.
Introducing meaningful and credible HR analytics …

We have been fortunate enough to draw on BlessingWhite’s XModel of Engagement to show case the various levels of employee engagement as part of our organisational change and development programs . Our blog is a snippet of the model and the five levels of employee engagement.

On 28th March, Senator the Hon Eric Abertz launched the new Commonwealth Public Sector Workplace Bargaining Policy. In his press release, Senator the Hon Eric Abertz emphasised that the new and improved Government Bargaining Framework is designed to enable taxpayers to receive greater value for …

Further to our popular post on ‘Critical HR issues in the devolution of people management duties to line managers’, we have developed six proven approaches in which HR professionals can implement to ensure improved stakeholder relationships and uptake of HR duties by line managers.

Identify and …

With the changing nature of work and unprecedented global events, organisations are requiring their HR teams to act quickly and more strategically in terms of how and to what extent devolution of HR tasks to line managers are to be deployed.  In such markets, line …

Over the years, particularly in the last decade, knowledge management has become a critical focal point for organisations desperate to maintain market share. This phenomenon is not only exasperated by the fact that our population is ageing, but as the war for talent intensifies, greater …

The following interview, conducted by Karen Elmhirst with Jack Zenger is a condensed version of HR.com’s live, one-hour online learning seminar, which was also broadcast on Voice America Internet Radio.
Jack Zenger is co-founder of the Extraordinary Performance Group, a broad scale provider of consulting, research, …