Making a Difference through our People

HR contributes to business strategy by drafting HR strategies aligned to the overall strategy of the College. However, this is more than just alignment, it requires the ability and influence to create people-driven business strategy in partnership with other executives.

Policies and procedures are necessary in governing the HR function to make effective people decisions, including managing HR risks and ensuring compliance to employment laws, rules, and codes. The HR team's role is to keep abreast with any changes in legislation impacting our people.

We need to ensure that the training and development offering to staff is relevant, accredited and will assist the staff member in their personal and professional growth

Creating a personalised growth plan for all staff is important to assists them in developing to their full potential to achieve the  College’s overall strategic objectives.

Rewards are usually something which you can touch, feel, and experience. Rewards can also be of a specific amount. Recognition, on the other hand, is invisible in nature and it is priceless in terms of value. An individual can be recognised without giving a reward. However, a reward should never be given without giving recognition.  HR's role is to design and implement an appropriate recognition and reward strategy for the College that achieves a fair balance between the needs of all.

Employee relationship management is a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization. The human resources department can plays a critical role in this process, both in terms of training and coaching managers and executives on how to effectively establish and nurture relationships with employees and in measuring and monitoring those relationships to determine whether objectives are being met. 

Traditionally HR services delivery revolves around a central team that will provide key services and handle the needs of line managers, employees and senior staff. We are trying to encourage more of an HR self-service model where employees can use various platforms to access and input the information they need, and thus don’t have to approach HR representatives directly. WebSS and this site are examples . 

HR analytics is the process of collecting and analyzing Human Resource (HR) data in order to improve an organization’s workforce performance. It also assists in measuring and demonstrating people impacts on the organisation. For example, what is the average age of staff employed, average length of how long they stay at the College - all this data helps tell a story about our employment journey and experience.