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Preparing your HR function for rapid growth

Private Matters Issue 8, September 2010

Preparing your HR function for rapid growth, Privater Matters Issue 8, September 2010Skills shortages are again looming large as a major risk for business and pose real problems for companies in terms of production and service delivery. This situation is forecast to intensify and businesses/companies need to work hard to mitigate the risks as skills shortages can be a huge threat for Australia’s economic growth.

Organisations with a HR function need to be prepared for the rapid growth which will likely take place over the coming months.

The following check list can assist your HR department prepare for any future rapid growth:

Ensure that transactional HR infrastructure is in place by reviewing the following.

  • HR Policies – have you got a standard set of policies available to all employees? (E.g. Leave, Performance Mgt, Harassment, EEO, OHS, and Code of Conduct etc.)
  • HR Processes – make sure defined processes are in place for key HR activities (e.g. Recruitment, Performance Management, Payroll, changes in employee data etc.)
  • Employment Contracts – do you have a standard suite of employment contracts covering the various employment types (e.g. FT/PT/casuals, transfers, secondments etc.)
  • HR/Payroll System – will your HR/Payroll system be able to accommodate the growth?
  • Access to ER/IR expertise either internally or externally to ensure contracts & policies are in line with legislative requirements
  • Contact point for employees – ensure that you have allocated resources set up to assist employees with day-to-day queries, especially during growth or transition phases
  • HR Resourcing - do you need to bring on additional HR resources to accommodate the growth?

Define your organisation’s HR Strategy for growth periods.

  • What is your Employee Value Proposition (EVP)? - what is your proposition to potential employees? What sets you apart from your competitors?
  • On-boarding/Induction – have you got processes set up to welcome new employees? What information will they need to know in their first couple of days, e.g. OHS induction, any training, etc?
  • Change management – how will you help existing and new employees through change? e.g. Change workshops
  • Recruitment strategy – what will be your recruitment strategy? E.g. online sourcing, through an agency for bulk recruitment
  • Retention strategy – what retention strategies do you have in place in order to retain your existing employees that are in business-critical roles?
  • Identify business risks and develop plans to mitigate these
  • Identify business opportunities and ensure targeted recruitment campaigns take place in growth areas of the business.

For further information please contact:Deborah Lam, People and Performance Manager, Deloitte Private, Tel: +61 3 9671 7174.

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