With over a decade of experience in the community sector, the team at People Come First come from a variety of backgrounds allowing us to develop a strong understanding of the needs of our community. We pride ourselves on our knowledge of the diverse communities we support, and our ability to both develop and deliver practical as well as meaningful training programs along with providing specialist consulting services that assist other organisations to build a strong and effective workforce.
The HR Training Programs and Consulting services provided by People Come First are based on person centred practice, along with a practical understanding of the needs and requirements of organisations operating within the Disability, Aged Care and Youth sections of our community.
Investigating Workplace Conduct
Investigating workplace conduct requires an overall or holistic approach to conducting investigations by balancing legal theory in an industrial relations framework, in the context of contemporary human resource management.
Through this program participants will develop an understanding of the legal context and the importance of natural justice and procedural fairness. You will take away a structured methodology to plan and undertake an investigation in your own organisation, as well as conduct and document investigation interviews.
Managing Social Media in the Workplace
Bullying and the misuse of social media are often related issues within the workplace. New bullying laws have been passed whereby bullying complaints will be able to be brought before the Fair Work Commission. Misuse of Social Media can also cost employers hours in lost productivity. What can you do to minimise the impact of Social Media on your workplace, and utilise this technology positively?
Interviewing Skills for Line Managers
Being able to assess and select the most suitable individual for a role is a critical skill for those involved in the recruitment and selection process. Recruitment decisions can potentially impact the organisation’s performance and the cost of a poor recruitment will always be more than just a person’s salary. Managers need the skills to develop both a reliable and valid selection process, which is effective and adds value to their team. This facilitated workshop offers a practical yet strategic and informed approach to the interview and selection process.
Building a Resilient Workforce
Resilience is ‘the positive capacity to cope with stress or adversity’. This characteristic is particularly important where an organisation is facing a change process. Quite often we as individuals require resilience for both personal and professional success. This workshop examines the key tools and techniques required to build resilience at work so that we can ‘bounce back’ in the face of increasing pressures, stress and change.
Researching / Preparing and Writing Business Cases
Business strategy execution depends upon the Leadership Teams ability to identify, develop and implement the best solution. Success however, relies upon basing that solution on the right requirements, drawn from a sound and robust Business Case. This one day program will introduce participants to the principles of writing an effective Business Case, within the context of an interactive course driven by case studies and practical examples.
Building and Developing Workforce Talent
Understanding the relevance and importance of building and developing talent within an organisation are key factors towards developing a solid succession plan and retaining talent .This program takes a practical look at the different approaches to training and development, the importance of training needs analysis, the role of competency based training, understanding learning styles and how to create a learning plan. Understanding how to best utilise such activities is important for both Managers and HR professionals.
Person Centred Positive Directional Leadership
In this one day interactive facilitated workshop – you will explore how to manage change, build high performing effective teams and manage difficult situations through leadership & direction using the Person Centred Approach. We would recommend this program for managers and anyone in a supervisory role who is committed to providing quality support to staff in their workplace. Anyone in a position of responsibility attending this training will learn skills that can easily be transferred to existing staffing groups.
Effective Person Centred Performance Management
Having problems with staff who are disengaged or appear to lack direction? In this one day interactive facilitated workshop – you will explore how to manage difficult staff, provide direction in a positive way, build high performing effective teams and manage difficult situations through leadership & direction using the Person Centred Approach. We would recommend this program for managers and anyone in a supervisory role who is committed to providing quality support to staff throughout their time as an employee of your Organisation. Anyone in a position of responsibility attending this training will learn skills that will greatly assist them in managing situations, people and conflict that they would normally avoid.
Refresher Courses for Health & Safety Representatives
This principal purpose of this one day course is to revitalise Health & Safety Representatives, Managers and Supervisors in terms of their roles and provides an update on recent changes to Work Health and Safety Legislation, Regulations and practical methodologies / practices. The key focus areas will be; Revision of the Work Health & Safety Act 2012 (or other Legislation in States which have not moved to the harmonised Legislation, Health & Safety Representation, Hazard Identification and Communication / Negotiation Skills.
Terminating Employees with Compassion and Class
The dismissal of an employee regardless of the grounds or circumstances can be one the most stressful events of both the Managers and the affected Employees working lives. However, this action does not have to be the worst experience of your year. The act of dismissal can be used to reflect and to examine what went wrong in the employment relationship. Assuming the termination is for a mismatch, as an employer you could help the employee build self-esteem despite the termination of the employment relationship. Employees should be encouraged to look ahead and get started on a new job search. Even if the termination is for nonperformance, it is possible to end the relationship on a positive note.
Strategic Workforce Planning – 2 Day Program
The principle steps in this program are to provide a practical understanding of the strategic workforce planning processes used in industry, and to review the proven methodologies and a combination of approaches and techniques. The goal of this program is to provide both a strong foundation of workforce planning theory and through the use of real life examples to demonstrate the practicalities of ‘undertaking’ workforce planning.
Conflict Management & Mediation
It is well established and acknowledged that a degree of conflict is necessary for organisations to undergo a successful change process and subsequent transformation. HR Professionals and Business Owners should be acutely aware of the significant costs incurred where conflict is not managed effectively. Effective conflict management should be regarded as a core capability for both HR Professionals and Line Managers. It is often in a changing environment that HR Professionals and Managers are required to design and implement cultural and change strategies to support the development of the workplace.
Bullying Harassment Program – For Employers and Employees
In Australia, business owners, directors, employers, managers and employees can potentially be held liable for acts of unlawful discrimination, harassment or bullying even if they were not directly involved in the actual incident or the incident occurred at drinks after work. Sometimes even knowledge of the act itself could be enough to indicate liability. One way of reducing the level of liability (which if convicted could involve fines, legal costs or a possible jail term) and to minimise other costs associated with decreased productivity and increased absenteeism, workers compensation claims and staff turnover, is to have in place effective policies, strategies, training, and most importantly an effective grievance or complaints handling process. This program takes a practical and real world approach towards making this happen in your workplace.
Emotionally Intelligent Leadership
The emphasis on Leadership and Interpersonal Skills, along with Person Centred Practice vs traditional Management techniques in the workplace, is resulting in greater emphasis on emotional intelligence as a necessary skill of leadership. This facilitated workshop is designed to help participants develop the skills of emotional intelligence, including self-awareness, authenticity, empathy, expansive thinking, resilience and the capacity to motivate both themselves and others. Each participant will be provided with the perspective of their own emotional intelligence and have an opportunity to deepen their awareness of their individual strengths and those areas for development in emotional intelligence.
Managing Change Effectively
This one-day workshop focuses on the process, tools and techniques to effectively manage the people aspect of changing systems, structures and behaviour within an organisation. Recent surveys have shown that those projects that use formal change management processes have a much higher return on investment than projects that do not. This workshop will identify clear strategies to effectively manage and respond to changing situations, and will provide guidance on how to conduct successful change management conversations with team members to achieve the required outcomes. Workshop participants will work through a case study and complete a change management kit to put their learning into practice.
Managing Psychopathic and Sociopathic Behaviours in the Workplace
Classical management theory is very silent on the influence of personality in business, especially psychopaths and sociopaths who can and do exist in business. This workshop will provide strategies for how to recognise and how best manage or work with these personality types. Psychopaths view people more objectively: How do you affect their power? Psychopaths are very friendly if they believe you enhance their power. If not, you’re expendable or threatening. Since psychopaths are very paranoid, it won’t take much for you to threaten them. Sociopaths view people more relationally: How can you please them? If sociopaths like you, they will bring you under their complete control. If they dislike you, they will enjoy harming you. In fact, sociopaths like this so much that they will even risk their own power interests.
Workplace Relations covers a wide however complex range of areas that require an overall or holistic set of skills and knowledge that pertain to the Australian industrial relations framework, in the context of contemporary human resource management. Through this program participants will develop an understanding of the legal context of workplace relations, the complexities, pitfalls and the importance of natural justice and procedural fairness. You will take away a clear framework to develop Human Resource and Industrial Relations processes in your own organisation, as well as to minimise risk through thorough investigations.
Procedural Fairness, Unfair Dismissals and Redundancies
Under current employment legislation, costly consequences await organisations found to be recruiting, managing or terminating staff incorrectly. Providing a comprehensive overview, this informative and interactive program will familiarise you with your legal obligations as an employer, while also allowing you to share your knowledge and gain from the experiences of others.