We don’t just roll up with a pre-prepared package to sell you. We come with a blank notepad and our ears open. We need to know what your needs are and how your company operates before we can offer advice. What are your company’s vision and values, what’s your company culture and what are your future plans?

We can provide an audit of your policies and procedures so that we can both see where there might be gaps. We’ll let you know which policies are must haves, should haves and might haves so that you can choose the policies and procedures that suit your organization.

Top People can draft policies and procedures, working with your team so that together we achieve the best fit. A good framework will reduce company risk and help you to get the best from your teams. We can assist in a range of areas including performance management, reward, recruitment and selection, leadership, and management.

We help you to design a people strategy to better enable you to source, hire and retain the employees that you need. Employee engagement can improve retention, productivity, innovation, and customer service. Your business relies on its people, so it makes sense to plan how to get the best from them.

A proper induction or onboarding process is a proven method of improving retention and providing a good employee’s handbook can be part of that process. It is an excellent method of communicating the company’s culture and policies to employees and can be useful in protecting the employer against discrimination and unfair treatment claims. Courts can find against companies for ‘procedural unfairness’s’ and a good handbook can be a guide to supervisors as well as employees on how to resolve a variety of issues and to avoid procedural unfairness claims.

We can help to avoid making over broad rules and guidance that could fall foul of restricting employees’ rights whilst ensuring you still get the intended messages across.

Cash, Options, Performance Rights? Which do you choose and how do they compare with the market? Your investors will want to see remuneration linked to performance and a well-crafted incentive plan should do exactly that. All too often Incentive Plans are seen as a hygiene factor, and expected part of an executive’s remuneration, but the question is, do they achieve their aim, do they incentivise? We’ll help to tailor your plan so that it fits your organisation and incentivises your executives to support the culture you wish to create and achieve objectives that realise your organisation’s vision.

Performance management works both ways. You need to ensure your employees are productive and efficient and your employees want to know how they are going. Whether you prefer a light touch, or a detailed system TOP People can help you to put together an integrated Performance Management system that suits your needs.

Consulting staff over changes is one of the key issues that comes up time and time again in Fair Work Commission cases. Whether it’s a redundancy or a change to an employee’s role consultation should be part of the process.  Consultation needs to be carefully handled and recorded with both sides having copies of the record. Sometimes it can be an advantage for an independent advisor to handle the consultation process. This can reduce the risk of ongoing bad feelings.

In the case of redundancies, the consultation process is not only mandatory but is required to take place within timelines laid out in the awards.

Redundancy is tough, but companies can support their outgoing employees by providing help in the form of resume preparation, career advice, and job seeking assistance. Top People can assist and support you through what can be a difficult time.

Top People can provide a range of training that can improve the skills of your supervisors and managers. Talk to us now about:

• Leadership for supervisors
• Interview & selection training
• Question technique