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You Have To Be Prepared To Give Stuff Away

Podcast on September 23, 2016
Clare Long
Principal at Norgay HR Consulting

On its own, this may not sound like the wisest of business strategies. Yet as Clare explains, giving away bits of your time and expertise for free is a core part of building strong referral partnerships and developing trust with prospective customers….listen

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What I learned in 2016

Published on December 20, 2016
Clare Long
Principal at Norgay HR Consulting

I am a member of a very vibrant chapter of BNI called All About Business. At our last meeting for the year, one of our team talked about what he had learnt in 2016 – thanks Sergio. That got me reflecting on my year – here are a couple of “stand-out” learnings for me for 2016….more

Take The Guesswork Out Of Hiring

Published on October 28, 2016
Clare Long
Principal at Norgay HR Consulting

In my work as a HR Consultant working with a range of business clients, I find that a critical factor impacting both the ability and the pace of business growth is the extent to which the business can get and keep enough of the right people. However, when it comes to recruiting the right talent, many businesses are still relying on traditional interviewing techniques alone to make their hiring decisions. According to a recent HBR article, 80% of employee turnover is the result of bad hiring decisions – that’s an extraordinary statistic given the financial cost of selecting the wrong person, not to mention the negative impact on business productivity and team morale….more

Workforce costs account for around 50-60% of total operating costs

Published on September 23, 2016
Clare Long
Principal at Norgay HR Consulting

Workforce costs account for around 50-60% of total operating costs – there is a compelling reason to ensure a return on that investment. 14Comment1ShareShare Workforce costs account for around 50-60% of total operating costs – there is a compelling reason to ensure a return on that investment. Small businesses tend to manage their people in an informal way. Business owners are able to rely on the “personal touch” as they usually know every employee. However, as businesses expand and employee numbers grow, it becomes more difficult to manage human resources in this way…more

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CASE STUDIES

CALDER FLOWER ARCHITECTS

CASE STUDY: Situation Before: We had so many questions about people’s legal entitlements, contractual stuff, and we had a number of long-term staff in the business and were concerned that their employment contracts were out of date, or even non-existent.

WHOLEGRAIN MILLING CO

CASE STUDY: Situation Before: Being a small business we didn’t have the resources to dedicate to the area of human resource management. We already had our plates fully loaded – we were wearing many hats and we found that we were spending a lot of time trying to manage this area without being equipped to do so.

SOUTHERN CROSS FUNERALS

CASE STUDY: Situation Before: I had a very difficult member of staff who was not performing her job and her overall behaviour was having a very negative impact on other members of my team. At the time, I had a subscription to a HR advisory business.

HUMAN RESOURCES SYSTEM

CASE STUDY: Our client owns a successful electrical business employment 20 staff, with 12 vans on the road servicing domestic householders, strata managers, real estate agents, commercial building managers and renovators.

HUMAN RESOURCES FRAMEWORK

CASE STUDY: Our client operates in a highly competitive sector of the IT industry. This Australian software company blends cutting edge design, robust training methodology and an in-depth understanding of key industry

EMPLOYEE ENGAGEMENT AND BENCHMARKING

CASE STUDY: Our client is a privately owned bookkeeping firm of 15 staff and growing. This business is highly successful and has grown rapidly. Based on current pipeline, that growth is set to continue.

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