FAQ : Introduction
We have put together a list of Frequently Asked Questions to help assist you with any questions.
Q: We lack senior HR experience in our organization – how can we get this?
A: DPM Consulting employ and have access to people with a range of HR skills at a senior level. Together we can identify the most appropriate person to meet your particular needs. You then can access that persons skills on a retained basis, on a project basis, or as and when required
Q: I would like to tap into knowledge and systems that are already tried and tested.
A: A wealth of knowledge and experience with regards to HR processes, policies and systems sits with those at DPM Consulting. We can customise these to meet your particular requirements and assist you with their proper implementation.
Q: Our HR team needs opportunities for professional development. Where can we best source this?
A: As your organisation grows your needs change as do that of your team. We always believe that the best way to learn is from those who have been there before. We can provide your HR resources with direct access to senior HR professionals who will help guide and coach both your HR leaders and their teams in a cost effective way.
Q: How do we measure, report or predict the human resource impact on our business?
A: One of the failings of many HR departments is their inability to measure and report on their own performance as well as the people related indicators of business performance and business risks. With access to over 200 people related performance metrics we can help you to produce an HR Key Performance Indicator Dashboard. This dashboard documents your organisation's performance against key HR metrics. We can also produce Subject Specific Dashboards which each address a specific HR topic such as retention, training or diversity.
Q: We are expanding, growing, changing. What sort of guidance do we need?
A: Not enough attention is paid to the readiness of organisations to cope with the change associated with an organisation's transformation when they grow, merge or acquire another business.
With significant exposure to managing large scale mergers DPM Consulting can:
- assess the readiness of all parties to change;
- develop strategies to manage the change process;
- assist in developing and implementing a communication strategy; and
- prepare senior management to be change agents.
Q: Our Board lacks diversity in its make-up, how can we fix this?
A: Many boards are made up of those with industry specific experience or financial skills. Too often it is forgotten that the people in a business can have the greatest impact on its success. The employment of people may also carry the greatest risks to achieving this success. That is why adding an HR specialist to your Board may add to its diversity and provide you with additional attention to a key component of your business.
Q: We think our Board needs to add HR expertise to its breadth of skills, but we aren’t sure where to start?
A: We have access to, and can recommend, senior HR professionals who are both members of the Australian Institute of Company Directors and the Australian Human Resource Institute.
What are People Management Analytics?
Below are major categories of People Management metrics and aspects they often measure. Many of these activities and processes were difficult to quantify, making it hard to fully understand the real employee costs associated with each HR function. Armed with this information we can link them to business performance in what we describe as People Management Analytics and provide our clients with a People Management Dashboard.
Staffing metrics quantify the return on investment in your employees. These measures include quantities such as: cost per hire, recruiting efficiency ratio, and the cost to replace an employee.
Recruiting metrics measure activities involved in the stages of attracting and selecting great talent. Decision makers frequently want to quantify variables such as: new hire performance, turnover rates of new hires, impact of a poor hire, and return on investment in a new hire, in order to measure the success of the recruiting process.
Retention metrics often measure important aspects of turnover. Management often wishes to quantify such variables as turnover rate, average tenure, the rate of a veteran worker, or the financial impact of employee turnover. Results often indicate how much each separating employee is costing the company and help the company create proactive plans to prevent the loss of top talent.
Training and Development metrics quantify the learning processes of new employees, and includes activities such as: orientation, training process time and costs, and the time and cost of on-the-job learning. Results often demonstrate the success of professional development processes and how much they help the organization achieve its business goals.
