|
Breaking News! |
Maxumise is a finalist in the 2007 Australian HR Awards with the application of
HRmonise:
The Employee Connect Award for Best Overall use of Technology
Cement Australia
EDS Australia
Maxumise Consulting
McDonalds Australia
Download the case study in
PDF fotmat
Read More...
|
|
|
Maxumise provides
organizational and human resource consulting services. These range from:
 |
- Strategic Foundation - developing the strategic direction for your business, both
current and future
|
 |
- Organisational Framework – ensuring the right capabilities are in the right place
and defining the expectations for each role
|
|
- Human Capital Management – recruiting the right person and managing talent in a
‘smart way’
|
The new way of managing your human capital assets
Maxumise provides organizational and human capital management services as a
one-off service or as an on-going service with access to professional advice and
the innovative web-based tool, HRmonise.
 |
The Strategic Foundation defines where we are going.
|
- Develop or review the organisation's corporate direction and statements
-
Identify the capabilities required now and for the future, establishing a capability
framework
- Map the performance framework for measuring success
|
The Maxumise strategic planning approach analyses and defines the organization’s
current and future direction and determines the capabilities required to deliver
this strategic direction.
The strategic foundation comprises:
- Corporate statements
- Capabilities
- Capability framework – capacity requirements and relationships
- Performance
framework - measures the organization’s success
|
|
The strategic foundation is the basis for improving both the business and customer
focus. It incorporates challenges and action plans relating to the organization,
its stakeholders and competitors.
 |
The Organisational Framework determines how we
deliver the strategic goals |
- Structure – the organisational capabilities to deliver
- Establish and mange a dynamic structure for current and future needs
- Role – define the expectations through outcomes and competencies
- Design the roles required to deliver the strategic direction
- Establish the
size and value of the contribution
- Performance Management – quantify the contribution
|
Model the structure
A clearly defined and responsive
organisational structure is developed from the capability framework. Structure options
can be designed as alternatives or future structures. Using the HRmonise tool will
also assist your organization in developing and managing alternative and/or future
structures, ensuring human capital management is integral to the change process
and not just reactive to change.
Define the role specifications
Role design is the process of designing the unique
roles for the organisational structure. The Maxumise role design methodology is
outcome and competency-based, building in performance measures that define the expectations
for the role.
By using the HRmonise tool ‘what if’
and alternative scenarios can be tested to determine the optimum role and to make
provision for growth. A further innovative feature is that role size and ‘job evaluation’
is an automatic output of the role design process; quantifying the contribution
of each role to the organisation. The
role design establishes the role description which:
- Defines the role:
- Outcomes
- Performance measures
- Competencies
- Qualifications
and requirements
- Interactions
- Attributes.
- Determines the role size:
- Band – hierarchical position
- Role size – points system
- Role value
– or “job evaluation”. Linking the role size to market data produces a base salary
value, the value of the role to your organisation.
|
Organisational Framework ctd
Determine the Contribution of each
Role to the Corporate Goals
The performance framework identifies ‘what needs to
be measured’ but the performance management system establishes and manages
the specific performance measures.
The performance management system used by Maxumise
is a quantitative and dynamic matrix, reflecting growth and continuous improvement
in the organisation.
Other organisational framework programs offered
by Maxumise
|
|
 |
Human Capital Management – achieving the strategic
goal |
- Recruitment - recruit the right people
- Talent Management - manage the development
of your people
- Performance Measurement - measure the human capital contribution
to the bottom line
- Reward and Recognition - reward good performance
|
Smart human capital management is about; defining right, measuring right, rewarding
right and recruiting the right person.
Human capital asset management is critical to the success of any organization.
This is achieved through smart management of the human resource management continuum,
from clearly defining the expectations through to developing and rewarding the people.
Recruit the Right People
Recruiting the right people is achieved using the Maxumise methodology.
The key is to define the role first and then link the recruitment to the role’s
outcomes and competencies.
Research has shown that the average organisation in Australia may be able to gain
a additional bottom-line contribution of $4,860.00 per employee through the better
management of their human capital. – goes in the flash on the Maxumise page with
references
Let’s be conservative and halve this:
Take and organisations of 400 people with an average salary of $60,000. This contribution
represents an additional $1 million to the bottom line.
The HRmonise tool has an integrated recruitment management module.
How would you like to interview and know what the applicant was worth at the end
of the interview and be able to provide a development plan as part of the letter
of offer?
With the Maxumise methodology supported by HRmonise you can do exactly that.
Manage the Development of your People
Complete and comprehensive employee management is crucial to successful talent
management. Maxumise assists you to develop your people to fit your future strategic
direction and to minimise risk through targeted succession planning. To do this
successfully requires a clear understanding of the links between the employee competence,
their ability to deliver against expectation and the development requirements for
the employee.
Using HRmonise lets you analyse performance history providing a basis for succession
planning decisions. The performance management system also provides the basis for
recognition of prior learning (RPL). The performance management system itself becomes
a component of the evidence of competence required for RPL.
People assets can be developed and appreciate. Plant and equipment depreciate.
Measure the Human
Capital Contribution to the Bottom Line
The role descriptions used by Maxumise contain quantifiable performance measures.
At the end of each performance period the actual performance achieved is recorded,
providing a quantifiable measure of the contribution of individuals to the bottom
line.
Reward and Recognise
Good Performance
Maxumise believes that appropriate rewards and recognition of the employees
contribution to your organisation is one of the most valuable motivators.
Using the HRmonise performance management system allows your organisation to recognise
and reward performance above and beyond expectation.
|
|
|
 |
|
 |
|
|