Outsourcing HR - Better results at lower cost

Fix human performance problems with solutions that work and last

Why use an outsourced HR manager?

Most companies we talk to and work with find that their single most critical problem is the management of people. The wasted productive time, rework and difficulties in managing the performance of people who may be in the wrong job robs them of not only profit but also time with their families and their enjoyment of life.

Is outsourcing your HR services cost effective?

To hire a good quality HR Manager would cost between $70,000 and $80,000 plus employment costs meaning that the annual expense would be in the vicinity of $100,000.

A competent and committed outsourced HR Manager would not only show you a measurable cost/benefit but would also help you eliminate from your business, those problems that are caused by people management. A further benefit to you is that the outsourced HR Manager is not too close to the business and people, can therefore be objective and can call on a wider group of expertise when needed.

We help you fix people problems:

Select the ones you face:

Poor selection and succession processes
Unclear and conflicting role/job descriptions
Performance Management processes and procedures
Health and Safety costs and high stress levels
Wasteful and poorly designed processes
Under-performing teams and individuals
Low staff satisfaction ratings
High staff turnover
Low profits
Poor public image
Unclear goals, objectives and plans
Non-effective reward and compensation systems
Wasteful training and development processes
Toxic team climate
Wasteful meetings
Poor sales performance

Why do our solutions last?

Red2Green Workplace Enablers applies “Evidence Based Performance Improvement” strategies. This means we first apply a range of proven tools to diagnose your performance problems and their causes before helping you select proven solutions that will fix the problem and improve results. We use rigorous processes to measure the impact of the solutions.

Questions essential for human performance improvement

Do people get support that influences effective performance?
Do people get clear direction on objectives and expected standards?
Do people have the skills, knowledge and competencies to perform well?
Are there relevant consequences for good performance?
Do people get helpful, timely and frequent feedback on their performance?
Are there consequences for poor performance?
Does the enterprise climate support exemplary performance at all levels?

We have proven diagnostic tools to help you answer these questions.

We partner with you to apply ‘evidence based’ tools to improve people performance.

What we stand for and bring to your business?

Red2Green Workplace Enablers’ Vision is:

‘Excellence in New Zealand Enterprise – Business owners and managers achieving world class results.

We believe in:

Respect and dignity for all people.
Treating people as intelligent adults.
People reaching their absolute potential with our help and expertise.
Empowerment of people to be masters of their own lives.
The future on New Zealand as a prosperous and world leading country.

Employment value proposition

The Employment Value Proposition is the value or benefit an employee obtains through employment – the value of his/her employment experience. The reputation your company has with its current employees and your reputation as an employer as a result, is no longer optional.

Research shows that the results of communicating the value of employment with your company can result in an estimated 29% increase in access to passive job candidates (those that were not currently looking for a job but have found out that your organisation has a vacancy).
Source - The Corporate Leadership Council.

A survey cited in a 2008 research paper (ERC Research) showed that a massive 90.3% of respondents believed it important to communicate the value of employment at their organisation to both existing employees and applicants in order to attract and retain talent.

The Red2Green Recruitment, Selection and People Management processes are built on such research. We know the value to an organisation of an engaged and competent workforce and install systems to achieve and sustain this.

The cost to you depends on:

The number of staff that you have or need (they may be different).
The extent to which you already have people management practices in place – the size of the initial job (ie, is this a maintenance role or a start up role).
The degree to which the performance of your people is currently affecting your profitability or viability.

And charges could change depending on the degree to which you wish to operationalise the management of people thus removing the need for an HR Manager from day to day operations to strategic HR management – setting you up for success.

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