Buisness scaffold Q3

Recruitment and Selection Strategy

Attracting and choosing the most suitable candidates to fill job roles.

Advantages of Recruitment

Brings in new skills and ideas; helps fill skill gaps quickly; can improve business performance with high-quality staff.

Disadvantages of Recruitment

Can be time-consuming and expensive; poor hiring decisions can reduce productivity and morale; high staff turnover if cultural fit is wrong.

Training and Development Strategy

Enhancing employees’ skills, knowledge, and abilities through formal or informal learning.

Advantages of Training and Development

Increases employee productivity and quality of work; encourages personal growth and motivation; supports internal promotion and career progression.

Disadvantages of Training and Development

Expensive if using external providers; time away from work can disrupt operations; no guarantee employees will stay after training.

Performance Management Strategy

Monitoring and evaluating employee performance to meet business goals.

Advantages of Performance Management

Aligns employee goals with business objectives; identifies underperformance early; improves accountability and communication.

Disadvantages of Performance Management

Can cause stress if poorly handled; time-consuming to implement and review; may lead to conflict if feedback is not constructive.

Reward and Recognition Strategy

Incentivising and acknowledging employee performance and contributions.

Advantages of Reward and Recognition

Boosts motivation and morale; encourages high performance; improves employee retention.

Disadvantages of Reward and Recognition

Can be costly (bonuses, incentives); risk of favoritism or jealousy among staff; may focus too much on individual achievement over teamwork.

Workplace Culture and Engagement Strategy

Creating a positive, inclusive, and engaging work environment.

Advantages of Workplace Culture

Improves job satisfaction and employee wellbeing; fosters teamwork, trust, and loyalty; enhances business reputation.

Disadvantages of Workplace Culture

Difficult to measure culture objectively; takes time to build and maintain; resistance from employees used to old culture.

Retention Strategy

Reducing employee turnover and keeping skilled staff long-term.

Advantages of Retention Strategy

Reduces recruitment and training costs; retains organisational knowledge; builds strong team dynamics.

Disadvantages of Retention Strategy

May require higher wages or benefits; retaining the wrong staff can hinder progress; can limit opportunities for new talent.

Leadership and Succession Strategy

Developing future leaders and planning for leadership transitions.

Advantages of Leadership and Succession

Ensures continuity in leadership roles; builds confidence in workforce; encourages career development.

Disadvantages of Leadership and Succession

Time-consuming to identify and train successors; may create rivalry or dissatisfaction; internal promotions may overlook better external candidates.

Industrial Relations Strategy

Managing relationships between employers, employees, and unions.

Advantages of Industrial Relations

Encourages fair working conditions; reduces conflict through communication and negotiation; promotes legal compliance and industrial harmony.

Disadvantages of Industrial Relations

Can be costly and time-consuming; disputes or strikes may still occur; requires skilled negotiation.

Health and Safety Strategy

Ensuring the physical and mental wellbeing of employees in the workplace.

Advantages of Health and Safety

Reduces workplace accidents and injuries; improves employee trust and morale; ensures legal compliance (e.g. WHS laws).

Disadvantages of Health and Safety

Can be expensive to implement safety programs; ongoing training and monitoring are required; overregulation can slow down processes.

Diversity and Inclusion Strategy

Promoting equality by embracing a diverse and inclusive workforce.

Advantages of Diversity and Inclusion

Encourages innovation and different perspectives; enhances company reputation; attracts a wider talent pool.

Disadvantages of Diversity and Inclusion

Can lead to conflict if not managed sensitively; may require significant cultural change; needs ongoing education and leadership support.

HR Audit and Planning Strategy

Assessing current HR practices and planning improvements.

Advantages of HR Audit and Planning

Supports long-term HR goals; ensures legal compliance and efficient resource allocation; enhances strategic alignment.

Disadvantages of HR Audit and Planning

May uncover uncomfortable truths; requires commitment from leadership; can strain resources if improvements are costly.

Change Management Strategy

Adapting HR activities to support organisational change.

Advantages of Change Management

Smooths transitions; boosts employee understanding and acceptance; minimises resistance and disruption.

Disadvantages of Change Management

Can fail if not well communicated; may cause anxiety and stress; requires flexible planning and execution.

HR Technology Strategy

Using technology to improve HR functions.

Advantages of HR Technology

Increases efficiency and reduces administrative tasks; improves data accuracy; supports remote work and flexible arrangements.

Disadvantages of HR Technology

Can be expensive to implement; may require extensive training; data security and privacy concerns.

Global Mobility Strategy

Managing international human resources effectively.

Advantages of Global Mobility

Supports global expansion; provides cultural exposure; enhances business competitiveness by leveraging diverse talent pools.

Disadvantages of

Complexities with visas, tax, and compliance; cultural and communication barriers; high costs of relocation.