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Venture Taranaki Employer Toolkit YOUR GUIDE TO MANAGING PEOPLE IN YOUR BUSINESS

www.taranaki.info

He aha te mea nui o tea o?

He tangata, He tangata, He tangata What is the most important thing in the world?

It’s people, It’s people, It’s people.

Māori Proverb

Contents Welcome 1

Keep 12

Find 2

Induction 12 Motivating your employees 13 Employee engagement 13 Providing flexibility 14 Settlement 15 Embracing diversity 15 Workplace wellness 16 Connecting with youth 16 Employee Assistance Programmes (EAPs) 17 Health & safety 17

Why are you recruiting?

2 Salary 3 Recruitment administration 3 The recruitment process 3 Vacancy promotion 4 Shortlisting based on CV 8 Interviewing 8 Assessments and testing 8 Reference checking 9 Appointment of role 9 Recruitment agencies 10 Job expos 10 Immigration New Zealand 11

Grow 18 Learning & development 18 Measuring employee performance 19

Growth of your business 19 Networks 19 Productivity & lean business practice 20 Leadership 20 Venture Taranaki business assistance 21 Legal basics 21

Let go

22

Disciplinary issues/process 23 Local employment law specialists 23 Additional people management support and resources 23

Other links and resources 24

Welcome to Venture Taranaki’s Employer Toolkit.

The vision for Taranaki’s Regional Economic Development Strategy is that by 2035, Taranaki will be a progressive, growing, westward looking province of national significance, renowned for its people, culture, talent, rich natural resources and desirable location.

One of the goals of this Strategy is to achieve a target population of 135,000 by 2035, by making Taranaki the preferred place to live, work and visit.

As an employer, people are at the heart of your business. With that comes a lot of responsibility, which may seem quite daunting at times.

Venture Taranaki has developed this toolkit to provide you with a taste of the practical advice

and information available to help you support your people and grow your business. We’re not attempting to provide you with an exhaustive guide, but rather a starting point, as it’s always advisable to get professional HR support to help you with any specific issues.

The toolkit is split into four sections, each providing guidance on different areas of people management.

The tabs FIND, KEEP, GROW and LET GO are designed so you can dip into each section when required.

We are always happy to help at Venture Taranaki, so if you want to talk about anything in this toolkit with one of our friendly team members, please contact us either by email talent@venture.org.nz or phone 06 759 5150.

LET GO

FIND The People Management Cycle

GROW

KEEP

Venture Taranaki’s publications, services and opinions are of a general nature and should be used as a guide only. They are not a substitute for commercial judgment or independent professional advice which should be obtained prior to any business matter. While every effort has been made to ensure the information, referrals and resources provided are accurate and reliable, Venture Taranaki is not claiming it is exhaustive, and takes no responsibility for omissions. Venture Taranaki shall not be liable for any adverse consequences of decisions made due to reliance on any report provided in this publication.

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WELCOME

Welcome

Find

Taranaki, and New Zealand as a whole, is currently experiencing change. From employment to population flows – nothing ever stays the same for long. One thing that does remain constant however, is the need for motivated and engaged staff with the right skills to help your business flourish and the economy thrive. Get the right people to start with and you’ll reap the benefits quickly!

Before deciding to recruit, it is valuable to look at what your business is currently focused on, the skills and staff levels required to complete the present level of work and where you want your business to go in the future. This is called workforce planning.

Why are you recruiting?

The first step is to define exactly why you want to recruit.

For example do you need additional resource to support the operational aspects of your business, or are you looking for a future manager to support your own role, enabling you to focus on growing the business?

Make a list of what you need from a new team member to help clarify exactly what you are looking for – focus on attitude, behaviour, skills and knowledge.

Consider what is required to support your business right now and in the future. Think about essentials and desirables.

Essentials are areas that can’t be compromised on and desirables are additional skills that are “nice to have”.

Potential candidates also need to be the right ‘fit’ for the business and be aligned to your company values. A clear set of values can help define what is expected from employees and act as a guideline for employee behaviour.

A plan will also provide you with a better chance of anticipating increases in demand and workload, so you can recruit as part of a long term strategy. However, as nothing is certain in business, recruitment may be necessary to replace staff who are leaving, or meet unexpected demand or changes in your industry or marketplace.

Whatever the circumstances, a structured approach to recruitment and professional development will increase your chances of finding and keeping the right people. So, how do you do this? What’s the answer? The following pages provide a comprehensive guide to help you manage the entire recruitment process.

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Some examples of company values may include ‘integrity’, ‘responsibility’ and ‘teamwork’. Choose no more than five that fit your business strategy and culture, so they are easier to remember and therefore achieve.

“83% of organisations report they are experiencing talent shortages which are impacting business results”. Deloitte

Having a clear idea of what you are looking for in a person is key so you can base your search around these criteria.

This may also be an opportunity to think about professional development and career paths for your existing staff. Is it possible to recruit from within your organisation?

The New Zealand Careers website has some information to help you put a position description together. www.careers.govt.nz/employers Employing staff can be a big decision but it can also be the best move you ever make. MBIE’s Employee Cost Calculator helps give you the confidence to take that important next step. It will provide a ballpark figure of what hiring a new employee might cost. www.business.govt.nz/employeecostcalculator

Before you dive into the recruitment process, make sure you allow enough time to process all applications received, consider applicants, undertake interviews, contact unsuccessful applicants, and finally, induct and train the new employee once appointed.

If you do not have the resources available to deal with the administration involved, there are ways to automate the recruitment process. Applicant tracking systems make the process of recruiting and dealing with applicants easy in one cost-effective and easy-to-use portal. Some possible options are: MYHR www.myhr.co.nz HR Toolkit www.hrtoolkit.co.nz QJumpers www.qjumpers.co.nz

Salary It is important to pay your staff based on their skills and experience and aligned to the commercial reality of the industry sector. There are resources available in the Other links and resources section of this document to help you work this out, or try these below. www.trademe.co.nz/jobs

Chilli Factor www.chillifactor.co.nz Phoenix www.phoenixats.com Guru HR Solutions www.hrsoftewaresolutions.co.nz

www.hays.net.nz

The Recruitment Process The recruitment process will generally follow the pathway shown below

Promotion of vacancy

Shortlist based on CV

Interview

Trial/Second interview

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Reference Check

Appointment

FIND

Once you’re clear on what you need and why, you can build your job description, interview questions and assessment processes.

Recruitment administration

Vacancy promotion There are a number of ways to attract staff including; job websites, newspapers, printed publications, word of mouth through networking, employee referrals as well as use of social media and recruitment agencies.

• Company websites are one of the fastest and easiest tools for recruiting staff who are already interested in your organisation. Include a careers page on your own website detailing the types of people you are looking for and a way for them to contact you.

Think about where your potential new employees might currently be located or where they might look for new jobs, and target your advertising appropriately.

There are more tips and techniques available online for writing job advertisements, such as SEEK www.seek.co.nz and LinkedIn www.linkedin.com

Make sure you follow a consistent process and allocate a realistic budget for any advertising.

Venture Taranaki’s regional jobs website allows you to list vacancies and search the talent pool for free www.business.taranaki.info

Here are a few tips on how to advertise your job: • Simple, clear messaging is always best.

It’s also a good idea to include some information on the town or region your business is based in for those who may be job seeking from afar.

• Explain why your organisation is a great place to work – what is the culture of the business? What is it like to work there?

• Ensure your job adverts are worded to encourage applications from suitable people. This means a good fit for your organisational culture, as well as having the right qualifications and experience for the role.

• It can be valuable to ask someone outside your organisation to proof-read any advertisements to ensure they communicate your needs and will attract the right people.

Venture Taranaki’s Taranaki Lifestyle Toolkit is a resource specifically designed to help employers attract people to the region. It is freely available for you to use when recruiting.

Why not include a link to the Taranaki Lifestyle Toolkit on your website and in your job ads? Available in either soft or hard copy, email talent@venture.org.nz or call 06 759 5150.

Use our case study stories available on our website in your advertising to help people relate to those who have already made the move to Taranaki and love it here.

• Identify the avenues you will use to advertise the position(s) including job websites, newspapers, word of mouth, and employee referrals.

For more information on recruiting, visit the recruitment section of the Ministry of Business Innovation and Employment (MBIE) www.mbie.govt.nz or Department of Labour (DOL) www.dol.govt.nz websites.

“I use the Taranaki Lifestyle Toolkit regularly and always get really positive feedback from the job seekers.

It is packed full of useful information and links to resources on everything from housing and schools to industries and events and is an invaluable tool for our business.”

Bruce Jordan, New Zealand Manager, NES Global Talent

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FIND

Using social media to recruit Using Twitter, Facebook, LinkedIn, Google Plus, Instagram and Pinterest are all effective means of connecting with communities of people who identify with your business and who may want to work with you. Most people have smart phones and use them every day for lots of reasons, including searching for jobs.

The Social Media Revolution is a short YouTube video on the growth and importance of social media for those who need an introduction to this area.

LinkedIn is the world’s largest professional network, connecting professionals with professionals. Join LinkedIn groups to make connections with potential candidates. You can create a company profile, post a job, use the Talent Solution Services, and reach potential candidates by advertising on LinkedIn. www.linkedin.com Venture Taranaki has a YouTube library of videos that are free to view and share. These include case studies of people who have moved to the region, a quirky animated movie aimed at getting expats home, Business Mentor clients, oil and gas sector resources, and other useful videos for recruitment.

Refer your new or prospective staff to the resources on our website to showcase what Taranaki has to offer those looking to move to, live in or work in the region.

If you need more help with Social Media – whether you want to learn about using these tools or setting up of your own company Facebook page, LinkedIn page or Twitter account, Venture Taranaki can help.

Venture Taranaki has a team of friendly and experienced advisors to help you grow your business, and can provide access to a range of tools and resources developed specifically to help local employers find and keep good staff.

“New Zealand must focus on talent and create a place where talent wants to live”.

Sir Paul Callaghan For more assistance on finding the right people for your business, contact us on 06 759 5150, or talent@venture.org.nz, or visit our website www.business.taranaki.info.

“We have found some really talented people through LinkedIn. I found it a really easy and cost effective option and recommend other employers give it a try.” Guy Heaysman, Managing Director, ECL

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Job websites Job websites are a common and cost effective way to advertise your vacancy to a wide audience of people looking for work. Here are a small selection:

SEEK is New Zealand’s largest and most popular online job board. www.seek.co.nz Student Job Search aims to match employers with NZ’s next generation of talent. www.sjs.co.nz

Taranaki Jobs website – this free Taranaki Jobs website, facilitated by Venture Taranaki, lists vacancies in the region from more than 1,000 registered employers. You can load jobs, search the talent pool and sign up for email notifications of new jobseekers in your industry, all at no cost. www.liveandwork.taranaki.info

Trade Me Jobs is currently the leading online marketplace and classified advertising platform in New Zealand and includes employment. Trade Me have just launched their Talent Chaser product, targeting job hunters across the Trade Me network by displaying your job ads to potential candidates. www.trademe.co.nz/jobs

New Kiwis is a national employment joint initiative by the Auckland Chamber of Commerce and Immigration New Zealand. Its purpose is to connect overseas and local migrant job seekers with New Zealand employers. www.newkiwis.co.nz

Workhere connects top talent from around the globe with New Zealand-based companies. www.workhere.co.nz

Taranaki Jobs Website Employer Quotes:

“The website is practical and seen by many seekers. Higher skilled job seekers use the site.”

“It’s cost effective and easy to use.”

“It supports a local entity, good exposure for international job seekers and a free service which is important to us.”

“Easy to use and specific to Taranaki.”

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Talent attraction campaigns

[Re]discover Taranaki is a similar talent attraction campaign to Swap Sides but is aimed specifically at attracting NZ and Taranaki expats back to the region. www.rediscovertaranaki.co.nz

Venture Taranaki has run a number of talent attraction marketing campaigns over the years, and employers are more than welcome to use the creative messages to help promote the region and fill their job vacancies.

As a Taranaki employer you can use the campaign creative elements in your job ads, email signatures, on your website or simply use the website URLs where relevant.

Swap Sides was initially developed for the Rugby World Cup in 2011 but has continued due to its popularity and success. It uses visual and emotive comparisons between what something might mean somewhere else compared to what it might mean in Taranaki. Specific concepts have been developed for the New Zealand, UK, South African and Australian Fly in Fly out (FIFO) target audiences which encourage people to literally swap sides to Taranaki. www.swapsides.co.nz

Talk to the team at Venture Taranaki to find out how we can help you find and keep the people you need. Phone 06 759 5150 or email talent@venture.org.nz

FIND

“As a small business operating outside the main cities in New Zealand it is imperative that we promote the region and its lifestyle as much as the job.

To help attract talent here, people want to know that it will suit them and their family’s desired lifestyle. live+work

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Photo: Pip Guthrie

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G. Strati Photo Services Ltd

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Colour your world with Taranaki’s legendary lifestyle.

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[Re]consider [Re]discover

Taranaki

While you’re in Taranaki this summer, reconsider what really matters. Chances are the career and lifestyle you’ve always wanted are already here waiting for you.

[Re]connect

[Re]turn [Re]discover

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Taranaki’s economy is thriving, creating fantastic career opportunities across a A lifestyle like noThings other have wide range of industries. changed a lot while you’ve been away, so prepare to be surprised by what Taranaki can offer you.

[Re]consider [Re]create [Re]turn While you’re in Taranaki this summer,

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Home is where the heart is and where your future awaits. A return to Taranaki could give you and your family the legendary lifestyle that you want. So wha are you waiting for? Register below and start making new memories now.

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Add to this the clean air and water, a rush hour that can be measured in minutes, affordable housing

see why so many people are reconnecting with the laid-back Taranaki way of life.

First Name If you find yourself reconsidering what lifestyle really means then it’s time you rediscovered Last Name Taranaki.

Taranaki Lifestyle Terms and conditions apply

Toolkit A handy guide to living in Taranaki.

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Taranaki Lifestyle Toolkit Everything you need to know to help you rediscover the lifestyle you’ve been dreaming about.

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Read others stories How other people have made the move to Taranaki, and what they think of and

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Shortlisting based on CV

Assessments and testing

There’s a lot of advice available on how to find the information you are looking for from a pile of CVs. There is value in reviewing the job description/job advert to identify the necessary and desirable candidate qualities, then highlighting and scoring key skills, abilities and qualifications within each CV. You can then sort the applications into three piles – ‘meets the requirements for the role’, ‘partly meets the requirements’ and ‘not suitable’. Always respond to all applicants and keep any potentials in the loop.

As well as an interview there could be value in practically assessing your candidates for specific skill areas or behaviours required to do the role, and to fit within your business culture. There are a number of assessments you can use as well as a number of companies who specifically provide these tests including but not limited to: • Opra Consulting Group • SHL Speak to a local HR provider about what will suit your needs (see list of providers at the back of this Toolkit) or visit www.testingcentre.nicheconsulting.co.nz

Interviewing Interviews help you to decide on a candidate’s suitability to do the job as well as their fit with your business. It is helpful to structure your interview in a way that allows your candidates to talk about their passions and values too.

Ability tests

Spending a few minutes at the beginning of a job interview informally chatting to the applicant will help put them at ease and give you an indication of their personality. You might wish to talk about the role and how it fits into your organisation.

You can then ask role-appropriate questions to enable you to determine their suitability for the role, ensuring you make notes along the way. You may also want to do a written or practical assessment as part of the interview process, depending on the role.

There is a lot of information available on the internet about interview questions and techniques. MBIE’s Department of Labour site offers a range of guides and sample questions. www.dol.govt.nz/er The membership based Human Resources Institute of New Zealand (HRINZ) has numerous guides and tools to help employers with a vast range of people management issues. www.hrinz.org.nz

These look at the extent to which the candidate is able to carry out various aspects of a job; for example, verbal reasoning and numerical reasoning abilities. This gives you an idea of the candidate’s potential to do a task.

Personality questionnaires Personality Questionnaires look at behavioural preferences, that is, how the candidate likes to work. This shows how the candidate views their personality; for example, how the candidate relates to others, how they deal with feelings and emotions and how they might work under pressure. There are no rights or wrongs in behavioural style, although some behaviours may be more or less appropriate to certain situations or business cultures.

Situational judgement tests

Dairy NZ also has a good guide to interviewing which can be applied to all types of businesses. www.dairynz.co.nz/ people/recruitment/selecting-the-best-person/ Some businesses provide the opportunity for potential candidates to meet the team they will be working with to help establish opinions around cultural fit for the organisation. This way existing staff feel they have had some input into the recruitment process, especially if they will be expected to mentor or train the new recruit. However be conscious of any existing relationships or bias.

If you have more suitable candidates than jobs, and they consent, keep their details and build up a ‘talent pool’ of candidates to contact when other roles become available.

Situational judgement tests are used to assess ability to choose the most appropriate action in workplace situations.

They involve reading a scenario and selecting the response that most effectively deals with the situation. These assessments are designed to assess how the candidate would handle specific situations in a job. As an employer, you can set a scenario yourself and make sure you know what you are looking to achieve as a result of the test.

It can be useful to have the additional information from testing to help support your decision on the best person for the role. These tests must however be administered by licensed or experienced practitioners and vary in cost.

For guidance on local providers of workplace tests, contact one of the business advisors at Venture Taranaki on 06 759 5150 or email talent@venture.org.nz.

“I always do a phone interview before a face to face one. This helps save us both time and energy.” Sam Tyson, Climate -8-

Appointment of role

It is crucial to follow up referees to get a more rounded view of your preferred candidate’s personality and abilities. Such inquiries can provide invaluable information and can also be used to test your own assessment of an applicant.

Once you have identified your preferred candidate you will need to formally offer them the job, issue a written employee agreement and take a few other necessary steps.

When obtaining a reference, ask yourself what information is important and relevant? Prepare in advance for each referee and, as with interviews, ask concise but open-ended questions that require the referee to exercise judgement, rather than say “yes” or “no”.

Here are some tips on reference checking: 1. Consider how many applicants’ references you need to check. For example, you may decide that reference checks are needed only for short-listed applicants.

2. Under the Privacy Act, it is strongly advisable to obtain the applicant’s explicit consent, preferably in writing, before seeking information from referees or other sources. A straightforward way to obtain this consent is to include it in an application form for each applicant to fill out and sign. Another requirement of the Privacy Act is to ensure the collection of information does not intrude unreasonably on the applicant’s personal affairs.

4. Care must also be taken with any pre-employment health screening. For instance, the collection of this information for the purpose of discriminating against applicants with a disability, where the relevant exception in the Human Rights Act does not apply, would be unlawful. Seeking information that is not relevant to the proper and safe performance of a job could also be in breach of the Privacy Act. 5. Consider whether this is a job where a police check is appropriate.

Have a look at Recruiting – DOL website Employment contracts – A well-considered employment agreement ensures employees know what you expect from them, what their duties are, and provides protection for both parties. DOL offers a free employment contract builder, or your chosen HR professional or legal team will be able to assist you.

Trial Periods – As of 1 April 2011 all employers are now able to hire new employees on a trial period of up to 90 calendar days. Employers can make an offer of employment to a prospective employee that is subject to this trial period.

“We have used the 90 Day Trial to great effect, in that we gave someone a chance to prove themselves. We were very upfront at the beginning and we both knew where we stood, so that when we realised it wasn’t going to work out, we could both easily go our separate ways, with no hard feelings.” Guy Heaysman, Managing Director, ECL There is software available which is designed to support employers with the administration involved in recruiting new staff, as well as managing current staff members.

Industry associations may also be a good source of resources. For example, a range of tools designed specifically for the dairy industry are available from:

6. Take into account the procedures and response times of industry registration bodies, where certification or registration is a requirement of the position.

Dairy NZ

For more support you may find these resources useful:

Federated Farmers

Reference checking – DOL website Importance of checking references – HRINZ website Resume check – is a specialist in background screening, reference checking and resume verification. www.resumecheck.co.nz

www.dairynz.co.nz/HR Toolkit for the Dairy Industry

0800 327 646 (0800 FARMING) www.fedfarm.org.nz/Fed Farmers employers pack

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FIND

Reference checking

Job expos New Zealand Meeting potential candidates face to face at a job expo can be a great way to get a feel for who is out there in the market actively looking for a job. Venture Taranaki can provide guidance on attending a job expo, how best to leverage your investment, and how to use the region’s features and benefits as a means of securing the talent you need.

Some of the regular New Zealand based jobs expos are: NZ Job & Career Expo is New Zealand’s largest Job and Career Expo, held in Auckland annually. www.nzjobexpo.com NZ Careers Expo is New Zealand’s largest careers and Youth Expo held around the country every year. www.nzcareersexpo.org.nz

Recruitment agencies Taranaki based There are numerous recruitment agencies based in Taranaki, some of which specialise by industry sectors.

A selection of agencies with offices in Taranaki is provided in the ‘Useful Links’ section at the rear of the toolkit.

Agencies may seem like an expensive option, but they often have suitable candidates at their fingertips, experienced staff and efficient systems, and may be able to save you time and money in the long run.

If you decide to use an agency, ensure you study their terms and conditions, and get a clear understanding of their fee structure. They will also want you to clarify whether it is to be your brand or theirs on any advertisements – agree this with them from the outset.

National There is a range of national recruitment agencies that can assist with finding people with specific skills and experience.

If you are interested in using an agency outside of Taranaki, simply run an internet search for “recruitment” or “employment agencies”, or give the team at Venture Taranaki a call on 06 759 5150 or email talent@venture.org.nz for some more ideas or suggestions.

Taranaki Careers & Training Expo is held each winter and plays an important role in helping the Taranaki community to ‘Get informed and Get ahead’ in their careers. From primary school students to experienced workers, the expo is an opportunity to promote your career options to a range of audiences locally. www.taranakicareersexpo.com

Offshore Depending on the talent you’re seeking, you might also want to consider offshore job and migration expos. There are a number of options to consider including: Down Under Live is a UK job expo that specifically targets people considering a move to Australia or New Zealand. www.downunderlive.co.uk Opportunities NZ events, run by WorkingIn, are job and migration expos for New Zealand companies, running several times a year across the UK, Australia, Ireland and South Africa. www.workingin.com Working Abroad run events and offer online marketing solutions to the international recruitment and global relocation sectors. www.workingabroad.net.nz There are other, industry specific events held internationally, so for more information on your options, contact Venture Taranaki by email talent@venture.org.nz or 06 759 5150.

“We have employed a number of migrants over the years and have found that including them in the social side of things at work makes a big difference to how quickly they settle, how happy they are and how long they stay.” Sam Tyson, Managing Director, Climate

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Immigration New Zealand New Zealand Now is a website run by INZ which contains useful and reliable information for new migrants including language support. It houses information about moving to, living, working, studying, investing and settling in New Zealand, including the Taranaki region. It is a great resource to pass on to new migrant employees. www.newzealandnow.govt.nz

New Zealand will need to become more active in the international recruitment arena to ensure we remain competitive and combine the best mix of overseas experience with our own.

New Kiwis is a national employment joint initiative by the Auckland Chamber of Commerce and INZ, and its purpose is to connect overseas and local migrant job seekers with New Zealand employers. Advertise your vacancy and search the talent pool for free. www.newkiwis.co.nz

Michael Barnett, Chamber of Commerce.

If you are looking to recruit highly skilled people from overseas, Immigration New Zealand (INZ) has a range of great tools to help you identify and obtain the skilled people your business needs, most of which are free.

These can all be found on the www.immigration.govt.nz website and include: Accredited Employer – if you regularly need to supplement your existing workforce with specialist skills from overseas, becoming an Accredited Employer could be worth considering as it fast tracks visa applications. Accreditation enables you to recruit skilled workers into roles in your business where the salary is at least NZ$55,000 per annum and is valid for 12 months.

Immigration Advisors Authority (IAA) is responsible for administering the Immigration Advisers Licensing Act 2007 where anyone giving immigration advice must be licensed.

Protect yourself and your potential employees by getting advice from a licensed immigration advisor. Search the database of advisors on their website. www.iaa.govt.nz Immigration Employer Hub – find out everything you need to know about employing migrants, the visa options available to you, and how to help your new employees settle in New Zealand.

Immigration Guide for Employers – a handy guide which will help you decide the right visa category for workers who you may need to support through the immigration process.

Immigration Tools and Resources – a list of immigration information, factsheets, tools and resources.

INZ YouTube Channel – a library of short video clips of people who have moved to New Zealand from overseas which you can use to help you promote the country to your offshore applicants.

NZ Ready is a free online planning tool for people who are moving to New Zealand. It can help them build a checklist of things to do before they leave and when they arrive. www.nzready.co.nz Skill Finder Tool – search for the job skills you require in INZ’s database of 200,000 people interested in living and working in New Zealand and send those who match a personalised job alert email.

Skills in Demand Lists – The Essential Skills in Demand Lists are INZ’s occupational skill shortage lists. Only occupations with a high skill level are included. You won’t need to provide evidence of attempting to recruit New Zealanders because INZ review the lists every six months and accept that employers are unable to find enough people with these skills, qualifications, and experience in New Zealand.

• The Immediate Skill Shortage List (ISSL) reflects national and regional shortages of a medium-term nature.

• The Long Term Skill Shortage List (LTSSL) reflects national shortages of a sustained and ongoing nature.

Visa View helps employers check whether a non-New Zealand citizen is able to work for their company. It also enables registered employers to confirm New Zealand passport information provided by the jobseeker. It’s advisable to keep track of an employee’s visa status as you are legally liable if you are found to be employing someone outside of their visa conditions.

WorkTalk is a tool designed to help improve communication between New Zealand employers or managers and new migrant employees. www.worktalk.immigration.govt.nz

Other New Zealand Qualifications Authority (NZQA) – ensures that international qualifications are assessed and recognised

by INZ to ensure that your potential staff member is eligible to work in or migrate to New Zealand. www.nzqa.govt.nz

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FIND

New Zealand has for a long time, relied on migrant labour to supplement the labour force and support the economy.

Today, one in four people in the country’s workforce was born overseas. The people who choose to migrate to New Zealand help address gaps in the health, engineering, information and technology, and other key industry and labour markets.

Keep

“People may not remember what you say, and they may not remember what you do, but they will remember the way you make them feel”. Thomas L Garthwaite

Retaining your staff is just as important as employing the right people from the outset.

This means providing all the tools they need to do their job well, knowledge of the business’ vision and goals and organising support from a team buddy.

There’s value in spending some time and effort finding the best way to do this for your organisation.

Other ideas for induction include:

Ensuring your new and existing staff are happy, settled and motivated in their work will result in them being more likely to stay loyal to you and your business.

• Providing a full health and safety briefing to new staff – show them your evacuation plan, any hazards in the workplace and how to be safe from hazards.

Employees who are motivated will also be more engaged and more likely to have a sense of pride and satisfaction for their work and delivering results.

• Providing any safety or other equipment required for the job and train them how to use it correctly.

To help you promote the lifestyle and the region, Venture Taranaki can offer you a helpful lifestyle toolkit full of information about things to do, living and working in Taranaki, key industries and case studies of people who have made the move and love it. Download your copy from our website www.liveandwork.taranaki.info or contact one of the team for a hard copy by email talent@venture.org.nz or call 06 759 5150.

Induction Once you have found your new team member and they are ready to start, the first step is to spend some time with them through an induction process which helps set the expectations for the employment relationship and ensures they feel welcome.

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• Letting them know who to contact in case of absence or emergency. Provide them a copy of contact details to keep at home.

• Clarifying start times, finish times and duration of breaks • Discussing any in-house policies and rules that apply to them or their job. Give them a copy of these rules or policies.

Take a look at the DOL website for more tips. Be aware there is some legislative information you need to provide your staff, as well as “nice to haves” to help your employee settle in to the workplace.

“Our staff are the key to our business! Our staff are top performers and we want to share our success.” Taranaki Industrial Electrical Services.

Motivating your employees Employees want to enjoy coming to work. If staff are recognised and rewarded for their performance and effort, and are happy with the way they are treated, they are more likely to stay with the organisation and be a productive team member. Finding out what motivates each employee will allow you to give them the support and rewards they need to achieve great results.

Creating a positive workplace culture is key to retaining productive employees.

Here are a few practical steps on motivating staff – all of which you will find on the DOL website www.dol.govt.nz/ infozone/businessesentials/manage/

• Good communication and leadership – taking time to have regular one-to-one meetings with your staff to see how they are going and to regularly review progress, rather than on a formal annual basis, shows that you value their contribution. You can also talk about how to work on any areas for improvement in these meetings.

• Regular team meetings – open communication and feedback sessions offer opportunity for new ideas and enable everyone to be involved in the business.

• Share your business goals with the team – if they know where the business is going they are more likely to help you get there.

• Involve family – inviting employee’s family (children and partners) along to a company BBQ can be a great way to recognise employees for their hard work.

“Having great people working with us is essential to the success of the business.

We recently celebrated winning the Service Award at the Stratford Romeo Awards, so we are very proud of our team. It is great to receive recognition for the hard work and dedication from our staff.” Adan Larsen Building Contractors

Employee engagement HR consulting service Hewitt Associates describe engaged employees as those who: • STAY: They have an intense desire to be a member of the organisation • SAY: They are passionate advocates for their workplace and business with co-workers, potential employees and customers • STRIVE: They go beyond what is minimally required to produce extraordinary service and results for customers and colleagues.

There are a number of survey tools available to find out how ‘engaged’ your employees are, and provide you with data on areas for improvement.

NZ Business Excellence Foundation www.nzbef.org.nz/assessments Engagement Survey Example www.surveymonkey.com/mp/employee-engagementsurvey/ Melcrum Survey www.melcrum.com/employee-engagement

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KEEP

• Celebrate success – recognising work well done is important. This does not have to be expensive – simply saying ‘thank you’ and ‘well done’, either verbally, or on a handwritten card can go a long way to make someone feel valued and worthwhile.

• Career development/personal development – offering the opportunity for further appropriate training options for your staff not only supports their goals and aspirations but allows you to increase the level of knowledge to focus on future business growth.

Providing flexibility People increasingly want to work in a role that offers them the flexibility to balance work with other responsibilities and the lifestyle activities they value, such as spending time with family, taking part in sports and recreation, volunteering or further study.

It is worth thinking about how you may be able to structure your shifts, rosters or working week in different ways to accommodate this. There are a number of ways to approach it, and you’ll need to work with the people within your organisation to find a system that works for your employees and your business. A body of research supports a positive relationship between work-life balance and productivity.

“We are a small business employing highly skilled and technical staff, and have found that offering flexible working arrangements has definitely helped us find and keep the right people for our business. We look at the interests of our employees when hiring and try and accommodate these interests in their working arrangements either formally or informally. For example keen surfers that disappear when the conditions are great but make up the time elsewhere. This helps with staff retention and a work life balance which is one of main reasons why most people choose to live in Taranaki.”

What do we mean by flexibility?

Flexibility is the hours and/or place of work other than the traditional 40 hour week worked Monday to Friday, at the employer’s place of business.

This might mean working more or less than 40 hours a week, working variable hours, working non-standard hours e.g. late or early starts or working only parts of the year. It may involve working from home. These arrangements might be on an intermittent or regular basis.

Employees may want to work different patterns which reflects the work they do and their personal situation.

Legally, employees have some ability to choose, negotiate or request specific work arrangements.

What you must do: • Consider all requests for flexible working arrangements from an employee. Take a look at the guidelines here: Request for flexible working • Respond to their request within one month.

• Act in good faith when considering and responding to the request.

You can refuse if the request conflicts with a collective agreement or if there are recognised business grounds for refusal. See Grounds for declining a request.

For more help with the above take a look at Work Life Balance on the DOL website. www.dol.govt.nz

Sonny Fernando, Efinity Group Limited

The ability to bridge gaps between generations and cultures, and to capitalise on the strengths of these different groups will become increasingly important. Bruce Hassall, PWC

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Settlement An important aspect of employing skilled migrants is helping them and their families feel welcome, settled and able to make New Zealand home. Migrants are essential to the country’s economy, the region and your business so it is important that they settle well and quickly. One of the best ways to achieve this is through appointing a buddy – someone to support them as they start their new job. This will save you time and money by getting your new employee up to speed faster and well settled in their new country.

You can also help by sorting out basic needs where required, for example temporary accommodation, mobile phone, orientation of shops, schools, health services and public transport. Explain differences in culture, climate, food, where they can connect with other people from their country of origin, and try to avoid using Kiwi slang.

Immigration NZ provides a Guide for employers of work visa holders and an Employer Toolkit which are good tools to help you better understand and support your new migrant employees. Venture Taranaki has hard copies of these resources if you prefer, just ask for a copy.

Migrant Connections Taranaki supports migrants and their families with successful integration into the Taranaki community. www.migrantconnections.org.nz English for Speakers of other Languages (ESOL) is a programme to help migrants improve their English and is provided by Western Institute of Technology at Taranaki. www.witt.ac.nz English Language Partners is New Zealand’s largest organisation working with refugees and migrants, and can

New Zealand Now is a website run by Immigration NZ which contains useful and reliable information for new migrants.

It houses information about moving to, living, working, studying, investing and settling in New Zealand, including the Taranaki region. It is a great resource to pass on to new migrant employees. www.newzealandnow.govt.nz Welcome to the Region Information – Venture Taranaki can provide your new or potential employees with a pack of useful information about moving to the region. Take a look at the Taranaki Lifestyle Toolkit, available in hard and soft copy or contact Venture Taranaki directly for more resources on 06 759 5150 or talent@venture.org.nz There is also a host of community clubs and business networks you and your staff can join to increase their work and social networks.

New Plymouth Community Directory Stratford Community Directory South Taranaki Community Directory

Embracing diversity There are many benefits to having a diverse workforce.

Differences in age, religion, ethnicity, gender, race, physical ability, and personality styles can all contribute positively to a workplace. The New Zealand population is increasingly diverse, which means that employers who do not embrace diversity risk excluding a large number of potential candidates, making it more challenging for them to compete locally, nationally and internationally.

Migrant employees come to New Zealand from a wide range of cultures and will value different things. These values can affect how people think and act in the workplace.

You need to be aware of and eliminate any discrimination in the workplace. The law protects all people from unlawful discrimination on the grounds of age, race/colour, ethnicity/ national origin, gender, sexual orientation, disability, religion, marital status, employment status and political opinion.

This means that you can’t treat employees differently (on the basis of age or other grounds noted above) compared to other applicants or employees.

There are lots of resources regarding diversity you might want to check out in the Other links and resources section of this document.

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KEEP

Citizens Advice Bureau (CAB) provides free and confidential advice, support and information to everyone, including newcomers and migrants and can offer help in 26 different languages through the CAB language link. www.cab.org.nz

work with you to design a tailored, training programme for your workplace. www.englishlanguage.org.nz

Connecting with youth New Zealand has a lot of talented young people available for work.

Here are a few contacts to support you to connect with young people: Taranaki Futures is an employment outcome led collaboration between educators and community. www.taranakifutures.org.nz Work and Income provides financial assistance and employment services throughout New Zealand and offers free recruitment and employer services. www.workandincome.govt.nz The Industry Training Federation is the member organisation for New Zealand’s Industry Training Organisations. www.itf.org.nz

As an employer, a key part of my role is to find out what makes each member of my team click.

It is as much my responsibility to ensure their happiness and contentment as it is theirs.

New Zealand Apprenticeships were introduced to provide a premier vocational pathway and quality support for all apprentices regardless of age. www.tec.govt.nz/Learners-Organisations/Learners/ Learn-about/Apprenticeships/ Internships New Zealand offers quality programmes and services to students and professionals looking for international or New Zealand work-related experience to further enhance their skills and study or career-related knowledge. www.internshipsnz.com

Charlotte Ward, Owner, Silk Spa

Find out how your business could benefit from an intern and what funding might be available from Callaghan Innovation for your R & D projects.

Workplace wellness

For more information on whether your business is eligible for R & D funding, contact one of the business advisors at Venture Taranaki on 06 759 5150 or email r&d@venture.org.nz.

A healthy workforce helps to create a healthy business.

Research supports the link between wellbeing and employees who stay in the business for longer.

Supporting your employees to develop healthy behaviour in the workplace and improving general wellbeing has huge benefits to both your employees and your business. Simple initiatives such as allowing staff to take extra time out of their day for walking breaks or to go to the gym or providing them with money to go towards sports related activities are good examples.

As with any worthwhile initiative, creating a culture of wellness takes passion, persistence, and persuasive leadership. If the CEO makes time for exercise, for instance, employees will feel less self-conscious about taking a fitness break.

Check out the list of workplace health and wellness programme providers and the tools you could consider using in your business in the ‘Other links and resources’ section at the end of this document.

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“Never under-estimate the capacity of those younger than you to surprise you with their talent. Learn from them, and always revel in the opportunity to combine talents to build a team.” Sir Paul Callaghan

Employee Assistance Programmes (EAPs) EAPs are offered by many employers and are intended to help employees deal with personal problems that might adversely impact their job performance, and/or health and wellbeing, by providing confidential and subsidised access to counsellors and health professionals.

Some of the providers in this area include.

EAP Services Ltd www.eapservices.co.nz

EAP Works www.eapworks.co.nz OCP www.ocp.co.nz Stratos www.stratos-ltd.co.nz Vitae EAP www.vitae.co.nz

“In our workplace we were encouraged to make a collage to represent everything that was important to us – family, friends, mountain biking, pets, holidays – this showed what I needed to be safe for. The idea was around ensuring you return home safely because of these things. Staff need to be aware of what is important to each other to help encourage a safety culture.” Staff member, Ballance Agri-nutrients.

Health & safety The Drug Detection Agency (TDDA) is a company that specialises in drug detection, education and prevention programmes in the workplace. See the Sample Drug & Alcohol policies on their website. www.tdda.co.nz

The key to creating a safe place to work is to create a culture of personal and organisational responsibility. For more information take a look at:

New Zealand Institute of Safety Management (NZISM) represents the interests of individual members who work in private or public sector organisations throughout New Zealand. www.nzism.co.nz

ACC covers work-related injuries. As an employer, you are responsible for providing your employees with a safe workplace. Effective health and safety initiatives can help to keep your employees safe, happy and productive, and also reduce the human and business costs of injuries.

Find out how to prevent injuries at Health & Safety in the Workplace. www.acc.co.nz Be Safe Centre, Taranaki supports and promotes health and safety training and initiatives in Taranaki and supports the aim for ‘zero harm’. www.besafe.org.nz Managing Health & Safety – As an employer, the Health and Safety in Employment Act 1992 requires that you must take ‘all practicable steps’ to ensure the safety of your employees while they are at work. Fatigue, drugs and alcohol in the workplace are serious issues that can put the health and safety of your staff at risk and affect their performance and productivity. You need to manage these three risks like any other significant hazard in your workplace.

MBIE’s Workplace Health & Safety reform bill has been introduced to Parliament, representing a major change to New Zealand’s health and safety systems.

The Workplace Health & Safety Strategy for New Zealand to 2015 aims to lift New Zealand’s workplace health and safety performance and reduce the work toll to achieve healthy people in safe and productive workplaces. www.dol.govt.nz/whss Worksafe NZ is New Zealand’s workplace health and safety regulator. They educate employers and employees about their workplace health and safety responsibilities, engage them in making changes that reduce the chances of harm and enforce workplace health and safety legislation. www.business.govt.nz/worksafe For more information on your health and safety considerations, come and have a chat with one of the team at Venture Taranaki who can guide you. Call us on 06 759 5150 or email talent@venture.org.nz

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KEEP

Ensuring the Health and Safety of your staff is a key part of being a responsible employer. Make sure you are aware of your responsibilities around ensuring a safe workplace for your employees.

Grow

Learning & development Investing in learning and development not only supports employees to develop skills, but also keeps them motivated, engaged and more likely to remain with the business.

Having regular, good quality conversations with your employees regarding career goals is a good way of helping employees grow, as well as ensuring skills are aligned to your business objectives. Setting regular targets and putting individual plans in place can help keep people on track.

Training courses, coaching and mentoring can be key to settling new staff into their roles as well as developing existing staff members. Informal learning through social media and webinars can also be really cost effective.

There is value in considering the best approach to learning for the employee involved. This could be visual (sight), auditory (sound), and kinaesthetic (actions/being shown how to do a task). An individual’s preferred or best process for learning is typically through one or a combination of these styles. Also worth considering is the time of day and where the learning takes place. The Open Polytechnic has some good information, a questionnaire and help sheets to help you understand and consider different learning styles in the workplace.

Take a look at the Venture Taranaki What’s On Guide for information on training courses available locally.

In order to minimise risk to your business, it’s important to ensure that a number of people are able to complete a range of different tasks, that way knowledge is shared throughout the business. If you have a strong reliance on one person to complete specific tasks and there are unforeseen circumstances preventing them from being at work, it can cause problems for the business. Also make sure you document all processes, so that tasks can be completed by other employees.

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Your business may be eligible for funding for management and leadership training under the Capability Development Scheme* see the Venture Taranaki Business Tool Kit for more information or contact the advisory team on 06 759 5150 or email business@venture.org.nz. *Note: current funding criteria to 31st December 2015.

Measuring employee performance As a people manager, an essential part of your role is to provide employees with targets and objectives that tie in with your company’s goals, and to regularly review progress.

Achieving these objectives is vital to the success of your business. Constructive feedback can be provided both informally and formally and is very important to ensure employees feel empowered to make necessary changes to their work.

Regular, informal meetings are a great way to establish a solid relationship between employee and manager. You can re-establish expectations, help keep on track with goals, give and receive feedback about the job, find out what’s working and what isn’t, congratulate your staff on jobs done well and look for solutions to any problems. It is also a chance to take a strategic look at the role of each employee and discuss ways to expand your business or run it more effectively.

Diarise once a month or bi-monthly one-to-one meetings.

Formal reviews at agreed times during the year are also a good idea and a lot easier to manage if you have regular updates. Examples of how to develop a performance review for your team can be found in these links: Performance reviews – www.dol.govt.nz

Networks There are many local business associations in the Stratford, New Plymouth and South Taranaki districts. Joining a local network is a great way of meeting other business people as well as finding support and developing key local relationships. Ask Venture Taranaki for guidance on the various networking groups or avenues available in your area.

Taranaki Chamber of Commerce is a membership based organisation servicing the Taranaki region which supports businesses through providing resources, information and networking opportunities. www.taranakichamber.co.nz

Performance Appraisals – www.business.govt.nz

Online/Social Media

Getting involved and being interested in staff career planning will also help keep staff engaged and loyal to you. Promotion based on results, skills and expertise is also a good way to reward and retain good staff.

LinkedIn – Searching for and joining local groups outside of the business arena is also a great way to expand your networks with like minded people, and promote your business at the same time. www.linkedin.com

Business Plan template – www.business.govt.nz

Enable HR

Talk to the team at Venture Taranaki today for assistance finding, keeping, growing or letting your staff go. Give us a call on 06 759 5150 or email talent@venture.org.nz

HRGCNZ HR Shop HRINZ NZLead

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GROW

Considering your business growth plans at the same time as any recruitment plans is vital to ensure they are aligned.

A business plan sets a roadmap for your business outlining your goals and the strategies to get you there, including consideration of your human resource requirements.

Twitter is an online social networking and microblogging service. You can join professional groups and be part of conversations, pose questions and find potential job applicants to support your business. One way of gaining your HR and people management knowledge is to access groups of people in specific industries. See a few examples of professional HR related groups on Twitter below: www.twitter.com

Growth of your business

Productivity & lean business practice Increasing the productivity of your business may reduce the need to recruit more staff, free up resources and improve the quality of your product, but understanding where the opportunities lie is key. Find out more about how to improve productivity in your business in this section.

Better by Lean Programme – Callaghan Innovation run a service which helps businesses to improve performance, eliminate inefficient processes and activities, and increase customer satisfaction. www.callaghaninnovation.govt.nz

Productivity – Productive businesses create a positive work environment that motivates employees and encourages them to commit to the organisation and go the ‘extra mile’.

Find practical information on how you can improve your productivity on the DOL or MBIE websites.

Consumer demand is placing increasing pressure on businesses to demonstrate their sustainability – from supply chains to processing to packaging. Make sure your business is doing all it can to be sustainable in every area. Check out the resources to help you become a sustainable and lean manufacturer www.manufacturingnz.org.nz

Lean Manufacturing – Responsible business practice is now a mainstream necessity, vital for competitive success.

“Through implementing Lean over the past 12 months we have been able to increase productivity by an estimated 15-17%, with no increase in staff wage bill”. Elliot Groves, Managing Director, Stepping Stones

Leadership As an employer you are responsible for leading and supporting others to do a great job by providing motivation, recognising and supporting employee’s talents, and providing clear direction. The way you lead your team will be reflected in what is achieved.

There are a number of training providers and organisations offering leadership support:

build leadership capacity within New Zealand and beyond. www.nzli.co.nz Organisational Development Institute (ODI) offers a range of courses and programmes centred on applying new tools and methods at work to improve results. www.development.org.nz

All teams need systems in place and an open door policy to management. How can you expect your staff to work well if they don’t know where the business is going and what they need to know to get it there?”

The Institute of Directors in New Zealand promotes excellence in corporate governance, represents directors’ interests and facilitates their professional development through education and training. www.iod.org.nz Leadership NZ is a not-for-profit trust set up to focus on developing and enhancing the quality of future leaders. www.leadershipnz.co.nz

Charlotte, Silk Spa

The NZ Leadership Institute (NZLI) focusses on growing the understanding of leadership and using this understanding to

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Contact Venture Taranaki for more information on lean business practices and leadership training options on 06 759 5150 or email business@venture.org.nz

Venture Taranaki business assistance Doing business in Taranaki

• Regional Intelligence

Venture Taranaki Trust is Taranaki’s Regional Development Agency. Incorporated as a charitable trust, Venture Taranaki helps businesses to succeed from the initial start up phase through to growth on an international scale.

• Additional Venture Taranaki Resources such as newsletters, reports and social media

Our team is well equipped with the knowledge and tools to help you whatever stage your business is at.

9 Robe St, PO Box 670, New Plymouth 4340

To inspire you to think of different ways to grow your business, we have highlighted the following available resources and tools:

For our full list of business services take a look at our Business Toolkit, online and in hard copy, or contact us at

Phone: 06 759 5150 Email: business@venture.org.nz www.business.taranaki.info

• Business Start-up • Business Investment • Business Support • Business Mentoring • Business Capability • Research and Development • Talent attraction, retention, growth and inspiration • Export Assistance • Massey University Partnership • Sector Support

Legal basics Compliance and your legal obligations

Inland Revenue Department (IRD) – When you start employing staff, you must register with IRD as an employer.

You also need to be aware that different tax rules apply to employees or self-employed contractors. IRD offer local training sessions in Taranaki at IRD workshops. www.ird.govt.nz Minimum Employment Rights provides an overview of the minimum rights and obligations that apply by law to employers and employees.

Here are a handful of Acts you need to be aware of both preemployment and during the employment relationship.

Employment Relations Act 2000 – covers working “in good faith” (a sincere intention to deal fairly with others), along

Equal Pay Act 1972 focuses on equity of pay.

Human Rights Act 1993 – covers discrimination Holidays Act 2003 – covering areas such as public holidays, annual leave, sick pay, parental leave etc. The Act helps to promote the balance between work and other aspects of employees’ lives.

Privacy Act 1993 covers how to manage personal information.

KiwiSaver Act 2006 details rules around work based saving schemes For a full list of Employment legislation, as well as easy to use guides, tools and calculators, take a look at www.dol.govt/er and www.business.govt.nz/staff-and-hr Business.govt.nz has recently launched Compliance Matters – an online tool that makes business compliance requirements easy to find, understand and manage.

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GROW

There are a number of legal basics around NZ Employment Law that you need to be aware of as an Employer. Here’s a selection of key laws you need to ensure your company is complying with.

with employment agreements, trial periods, flexible working and meal breaks.

Let Go

Employees may leave an organisation for a number of reasons. If an employee resigns, it’s a good idea to discuss reasons for leaving with them – using it as an opportunity to identify any issues that need solving or learnings for the future.

The Employment Relations Act – www.legislation.govt. nz covers legislation information around acting in good faith.

The Employment Relations Authority (ERA) is an independent body set up under the Employment Relations Act 2000. Its role is to resolve employment relationship problems by looking into the facts and making a decision based on the merits of the case, not on technicalities. www.era.govt.nz

According to People Fluent blog, the top 5 reasons people leave a job are:

Restructuring and redundancy – Employers may need to make changes in the workplace for a variety of reasons but must have a genuine work-related reason for a redundancy.

The Department of Labour covers what you must do when it comes to redundancies.

• Lack of internal communication • Lack of company vision or mission • Lack of confidence in management • Workforce not empowered

Succession Planning focuses on what the business is going to need in terms of the size, type, and quality of workforce to achieve its objectives in the future. It determines what mix of experience, knowledge, and skills is required. See the HRINZ www.hrinz.org.nz website for more information.

• Lack of empathy Resignations and Exit Interviews – When an employee offers their resignation it is important to handle the acceptance of that resignation with care, and follow the appropriate steps – these can be found in the resources section of the HRINZ website.

Businesses that have a Succession Plan experience higher growth and have a higher survival rate. If you want to protect the long-term future of your business, now is the time to start thinking about creating your own succession plan. You can find more information on the Business website here www.business.govt.nz/starting-and-stopping/ exiting-a-business/leaving-or-selling/successionplanning

Ending an employment relationship – Following correct procedures given by the Department of Labour in each and every case will help you reduce any potential disputes. www.dol.govt.nz

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Disciplinary issues/process Employees appreciate knowing what is required of them and how they are performing against expected standards.

Performance management is an ongoing process, with regular reviews at agreed intervals during the year. The degree of formality will vary depending on your workplace, but it’s important to ensure employees clearly understand what is expected of them.

Managing poor performance is an area you need to address when employees are not performing to the expected level.

You need to take action and ensure you provide direct feedback to the employee, put something in place to support the employee and if necessary follow the process for disciplinary procedures. Get professional support to help you with this process if you need it.

Resolving Employee disputes – If at all possible, you should try to resolve a dispute with an employee internally and quickly before investigating other options. Simply sitting down and communicating with the employee is always going to be the most straightforward way to move forward but ensure that you follow a Fair Process at all times.

Local employment law specialists If you need more assistance regarding your legal obligations and requirements there are a number of Taranaki law firms who specialise in Employment Law. These include, but are not restricted to: Auld Brewer Mazengarb and McEwen www.abmm.co.nz Dennis King Law www.denniskinglaw.co.nz Govett Quilliam www.thelawyers.co.nz Parker and Marriner www.parkerandmarriner.co.nz Till Henderson www.thlaw.co.nz Welsh McCarthy www.welshmccarthy.co.nz

Additional people management support and resources There are many organisations who specialise in helping businesses with people management, a selection of which are below:

Taranaki based: Engineering Taranaki Consortium www.engineeringtaranaki.co.nz Goggles on! www.goggleson.co.nz Implement & Associates www.implement.co.nz Macfarlanes Assist www.macfarlanesassist.co.nz McCullough Consulting www.mcculloughconsulting.co.nz Purpose Career Planning & Support www.purposecareers.co.nz Staples Rodway www.staplesrodwayhr.co.nz Venture Taranaki www.business.taranaki.info A list of further national organisations can be found in the links and other resources section overleaf.

As you will be aware, there is a lot involved with having staff, and employing people is not always easy. However we hope this toolkit has helped to develop your understanding of what is involved with being an employer, your responsibilities and the preparation and planning required to support the needs of your business and the people within it.

Managing staff is not always easy, but done well, can be incredibly rewarding. You are not alone, so never be afraid to ask for help.

If you would like more resources and contacts, visit www.business.taranaki.info or speak to a member of Venture Taranaki’s economic development team – call 06 759 5150 or email talent@venture.org.nz

LET GO

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Other links and resources Salary information Hays Salary Guide – The annual Hays Salary Guide provides a snapshot of more than 1,000 salaries across Australia and New Zealand. The Guide offers a thorough market overview, including salary policy, recruitment trends, diversity, employer branding and economic outlook. www.hays.net.nz Hudson Salary Guide – includes salary breakdowns plus rich and detailed insights into the key trends affecting professions today. www.hudson.com

NZ Careers – Search for job descriptions and related salary information in the job library and find out about the current job market. www.careers.govt.nz

BIQ Barometer www.theicehouse.co.nz Business Central www.businesscentral.org.nz Business.govt.nz www.business.govt.nz Callaghan Innovation www.callaghaninnovation.govt.nz Chamber of Commerce www.taranakichamber.co.nz Chamber online portal www.businesshradvice.co.nz CIPD Recruiting and Developing Talented People for SME’s Guide www.cipd.co.uk Elephant HR www.elephanttraining.co.nz Employers and Manufacturers Association (EMA) www.ema.co.nz

Pay Scale – a database of job salaries, plus detailed job descriptions and information on job satisfaction, job demographics, common job skills and pay variations over time and between locations. www.payscale.com Strategic Pay is a private company helping organisations improve their performance by ensuring remuneration and rewards are closely linked to business objectives. www.strategicpay.co.nz

Minimum Wage – The Department of Labour sets a minimum wage that must be paid to employees, so you will need to ensure you understand these requirements. www.dol.govt.nz

Helpful links

NZ Salary Survey – provides comprehensive and up-to-the minute information on salaries, benefits and conditions, whatever your industry or size. Minimum costs involved. nzsalarysurvey.co.nz

Trademe Salary Guide – provides pay rates by category from ads placed on Trade me Jobs. www.trademe.co.nz/jobs

Employment Bites www.elephanttraining.co.nz/ empbites Employment Relations www.employmentrelations.co.nz Equal Employment Opportunities (EEO) Trust www.eeotrust.org.nz HR Shop www.hrshop.co.nz Human Resources Institute of New Zealand www.hrinz.org.nz Immigration New Zealand (INZ) www.immigration.govt.nz Inland Revenue Department www.ird.govt.nz Management Magazine www.managementmagazine.co.nz Manpower research www.manpower.co.nz/research Ministry of Business, Innovation and Employment (MBIE) www.mbie.govt.nz

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Ministry of Social Development www.msd.govt.nz New Zealand Institute of Management www.nzim.co.nz New Zealand Trade and Enterprise www.nzte.govt.nz PeopleCentric www.peoplecentric.co.nz Same Page Group www.samepagegroup.co.nz Small Business Advice Week (UK) www.smallbusinessadviceweek. co.uk/?q=hr-in-smes Statistics NZ www.stats.govt.nz TalentNZ www.talentnz.org The Future Organisation www.thefutureorganization.com The Skills Highway Programme www.skillshighway.govt.nz

Ageing workforce www.hrinz.org.nz/Site/Resources/ default.aspx Business benefits of Diversity www.eeotrust.org.nz/research/ business-benefits/index.cfm

NZ Diversity Action Programme www.hrc.co.nz

Southern Cross www.southerncross.co.nz

Partners in Change www.partnersinchange.co.nz

Sport Taranaki www.sporttaranaki.co.nz

Rainbow Tick www.rainbowtick.co.nz

Synergy Health www.synergyhealth.co.nz Vitality Works www.vitalityworks.co.nz

Diverse NZ Inc www.diversenz.org

Workplace wellness

Diversity Institute www.diversityinstitute.co.nz

Azion Wellness www.azion.co.nz

Work life balance www.dol.govt.nz/er/bestpractice/ worklife/

Diversity Toolkits www.eeotrust.org.nz/toolkits/ index.cfm

Bikewise www.bikewise.co.nz

Work Health www.workhealth.co.nz

HAPNZ www.hapnz.co.nz

Work Place Wellbeing www.workplacewellbeing.org.nz

Lets Go www.letsgo.org.nz

Working Well www.workingwell.co.nz

Human Rights Commission www.hrc.co.nz Managing different generations www.hrinz.org.nz/Site/Resources/ Knowledge_Base/A-H/Diversity. aspx

Quit Smoking www.quit.org.nz

Taranaki recruitment agencies

Programmed Integrated Workforce www.programmed.co.nz

Swift Worldwide Resources www.swiftwwr.com

General / Trades

Tradestaff www.tradestaff.co.nz

Rural / Agricultural

Adecco www.adecco.co.nz

Oil & Gas / Energy

AgriPeople www.agripeople.co.nz

Allied Workforce www.awf.co.nz

Air Energi www.airenergi.com

Other

GMA Consulting www.gmaconsulting.co.nz

Carrington O’Dea www.carringtonrecruitment.com

Job Squad www.jobsquad.works

Dare Contract Services www.darecontract.co.nz

Onsite www.onsiterecruitment.co.nz

NES Global Talent www.nesglobaltalent.com

Peopletime www.peopletime.co.nz

SKILLED Offshore www.skilledoffshore.com

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Experience Express www.expexp.co.nz Workbridge www.workbridge.co.nz Workwise www.workwise.org.nz

OTHER LINKS & RESOURCES

Diversity

Taranaki’s Regional Development Agency 9 Robe St, PO Box 670 New Plymouth 4340 Phone: 06 759 5150 Email: info@venture.org.nz www.taranaki.info

C7/VT0361/0115 Photos: Rob Tucker, Venture Taranaki, Fitzroy Yachts, Taranaki Young Professionals, NPDC, Education Taranaki & Trevor Read.