HR Audits

HR is a system within a system and actions or non-actions of your HR Department affects the entire organisation. The HR Audit would analyse the efficiency and effectiveness of your HR functions and objectively reports findings including developmental recommendations from a leading practice perspective. The HR Audit would identify compliance gaps and make recommendations to improve compliance (if applicable) and identify infrastructure/system requirements imperative to enhance the performance and capability of your Human Capital. An Audit targets areas critical to organisational development and human resource management practices including:

MGRL will prepare a comprehensive report of our Audit findings with tailored recommendations to assist your organisation with the development of a workabe action plan. Our services are affordable .

Effective prioritisation and implementation of audit recommendation is key to improving the performance, efficiency, and effectiveness of your HR function and maximising the Return on Investment (ROI) of your Human Capital Investments.

HR Outsourcing

HR Outsourcing is now widely used and accepted as an effective tool for redefining and re-energising organisations. The major reasons you should consider our HR outsourcing services are to achieve more offerings and improved delivery of HR services without significant initial and ongoing investment. You can focus on your core operations while we service your human resource management and payroll management needs. You will increase productivity, save money and, of course, reduce risks for your organisation. 

MGRL can outsource the HR function of your organisation or elements of your HR unit/department to improve your administrative, operational or strategic HR capacity. We will analyse your needs to determine the most suitable level of HR outsourcing support that will improve the effectiveness and efficiency of your HR Department. We can assist with setting up a new HR Service Department to support your organisational growth plans.

Employee Survey  

With the success of any organisation dependent upon its employees, MGRL believes it is important to regularly survey employees to understand the organisational climate and to actively involve employees when making improvements in the work environment. A customised employee opinion survey will be created with an emphasis on job satisfaction and targeted to identify trends and needed changes to improve the work environment.

MGRL will conduct an analysis of the results and develop a trend report with recommendations. Our team will facilitate training with key leaders of the company to review the concept of organisational design and employee performance.

Successful organisations are those who are committed to evaluating employee feedback and making necessary changes over time to continuously improve the operations and quality of work life. Our systematic returns on your staff survey will assist you to make decisions that will improve your human capital and strengthen your business.

Learning and Development

A core service of MGRL is employee training in leadership, management, and compliance. By providing your employees with training, it not only improves their performance, it also increases your base line. Every training module that we offer is developed to meet the needs of your company, while incorporating the company's culture, vision, and philosophies into the presentation.

We can present the following types of training sessions for your organisation:

• Individual and group training
• Sessions designed for CD-ROM
• E-Learning

Regardless of the method chosen, we ask participants to rate their knowledge of the topics before and after the training session, so that we are able to measure our own success.

Our training topics are numerous. We support continuous improvement and provide a wide range of employee and supervisory training and development solutions.

• Corporate  Training (All levels of Management )
• Line Management Function
• Interviewing/Recruitment Practices
• Job Analysis
• Performance Goals & Standards Development
• Performance Management
• Succession Planning
• Supervisory/Leadership Competencies/Skills

Flexible Skills Training

• Communication Skills
• Conflict Management
• Customer Service
• Stress Management
• Team Building
• Time Management
• Work/Life Balance 

          Succession Training

• First Time Supervisors
• Leading Successful Projects
• Hiring Winning Talents
• Retaining Winning Talents

Job Analysis is the systematic process of collecting relevant, work-related information as to the nature, scope and responsibilities of jobs. As a result of job analysis, you will gain a greater understanding of and be able to document the knowledge, skills and abilities, and other factors required to successfully perform a job. Job analysis is the foundation upon which job descriptions are written and defines job content. Job content describes essential functions and is a tool that will enable you to price jobs in the market and ensure improved compliance with various employment related laws.

Job Descriptions document and summarise the most important features of a job, including a description of the essential functions of the work that details the required knowledge, skills, abilities, responsibilities and reporting structure. The mental and physical requirements of the job are also included that typically are required to perform the essential functions of the job. The job description should also indicate the exempt or non-exempt status of the job. Like the job analysis, job descriptions are important tools for your organisation and serve a multitude of purposes beneficial to both you and your employees including job evaluation, selection, recruitment, HR Planning, training, safety, compensation and performance appraisal.

Job Evaluation is a systematic determination of the relative worth of jobs within the organisation and is concerned with the value of a job to the organisation. The job evaluation process determines the relative worth of each job by establishing a hierarchy of positions within an organisation. Job evaluations are typically completed after the job analysis and job descriptions are complete. The job evaluation can be either a non-quantitative method such as job classification or a quantitative method such as a job point-factor process which utilises factors to include skill, responsibility, effort, working conditions and supervision of others to determine internal worth. Job evaluations are key for developing an internally consistent compensation system as a strategic tool for your organisation.

MGRL will assist your organisation utilise our proprietary process to solicit feedback from job incumbents to analyse jobs and create well documented job descriptions intended to comply with today's best practices. We can also determine the most appropriate method to conduct the job evaluation process and determine the relative internal worth of jobs for your organisation.

Health and Safety 

Organisations have the responsibility in conjunction with the employees to provide a safe and healthy enivioment for its employees.Greater responsibiloties lies with the organisation to provide the tools and policies for a better work place

MGRL will provide you with leading information, advisory and training services that will help your organisation in promoting a culture of excellence in workplace health & safety.Our job includes helping your organisation to re-invest in workplace Health and Safety performance and practices.We will provide you with consultancy services that will help your organisation to disseminate good safety practices & safety culture in a work place we would help your organisation update new safety policy and regulations.We will help you design a policy and procedure that would assist your employees to comply with the safe working practices provided by your organisaition.

Employee Handbook

Employers can use a variety of methods to communicate policies, procedures, and work rules to employees. Employee handbooks are typically the most popular format and explain information regarding the organisation's history and culture, what the employee can expect from the employer and what the employer expects of the employee to include an overview of total rewards and other information.

 Employee handbooks, if properly designed, are excellent tools to improve communication of policies and procedures, build more effective employee relations, enhance the image and reputation of the organisation, improve productivity and minimize the employment practice related risk of your organisation.

MGRL will review your existing handbook if available and/or develop a new handbook tailored to your specific needs. Typically, this review takes an in depth look at linkage to:

• State and Federal employment related policies and laws
• General guidance concerning work related behaviour
• Rules and regulations
• Salary and benefit information

We would assist  your management team in the consistent application of employment policies and procedures by providing a supplementary procedure manual with additional details linked to the employee handbook. These procedures will provide practical guidance on administration of policies contained in the handbook, as well as any pre-employment or post-employment duties required of the management team.

Reward and Compensation

If your organisation wants to stay competitive and retain as well as attract the best employees in the industry then it is vital to establish first a qualitative compensation and reward system . Talented and skilled employees normally consider the reward and compensation package provided by the organisation they work for and the package provided by the organisation they intend to move to. Organisation must stay competitive to attract and retain talents and skilled employees to their business.

If your concern is the cost and workability of the package then look no further. Maplewood Global Resources Limited with the help of its consultants will design a package that will gain a competitive advantage over your market rivals.

Performance Management

A solid performance management system is a valuable process that should provide a framework for exceeding organisational goals. A performance management system must be aligned to the strategic goals, flow across your organisation and linked to actual job content and job specifications to maximise your return on investment (ROI). Without these elements built into your system, it is likely that you are not satisfied with your existing performance management system. Top management commitment is the key ingredient to successful implementation along with training and on-going evaluation of the system.

MGRL will assist your organisation in designing a streamlined, straightforward and tailored performance management system that considers your strategic goals, and includes linkages to job analysis, findings and integration from a systems perspective.

We will facilitate the development of core organisational competencies, influence SMART goal setting, and clearly articulate expectations in order to have a measurable results-oriented tool for effective implementation. Our process includes training for all levels of management and staff.