Viv Allanson, CEO of Maroba, chats with performHR about how strong people management has helped grow the business, and how HR outsourcing and expert advice can help you see the unexpected.
When HR is done well, it gives me confidence across the whole ‘people-scape’ of the business. The impact it can have is tremendous – if your people are treated fairly and overtly cared for it creates and feeds a positive cultures, which helps your business achieve great things.
When HR processes are streamlined and simplified, it brings noticeable order and helps leaders in the business to excel in their roles. It can also help set the compass for future workforce strategy.
Having an HR outsourcing partner and advisor is incredibly valuable – they advise on matters that are outside my expertise and have the potential to go south.
Sometimes, when you’re involved day-to-day, you can be too close to a situation, and my HR advisor will offer a different perspective.
The most important priority for our business is workforce development – how we redesign our people function, and develop leaders across all levels and specialities within the organisation. HR has to lead that.
Viv Allanson is a CEO who never accepts the status Quo, in fact she has just been announced as the Australian – Game Changer of the Year in her role as CEO of Maroba. In that role, Maroba has continued to be on the front foot and is frequently recognised for its innovation within the Aged Care sector.
Viv is a leader who strives to bring others on the journey of growth and change always sharing generously her time and experience to support all who aspire to be a “Difference Maker”.
The Registered Nurse in Viv never lays down and is always advocating for the profession and its advancement as an integral part of the Health Care team.
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Our latest thoughts.
If everyone was the same, the office would be a dull place indeed. It’s almost a given that there will be some level of healthy disagreement and conflict in any dynamic workplace, but it’s when these conflicts become disruptive – or impact on the welfare or productivity or employees – that further action is required.
You may already know that Human Resource Management, or HRM, refers to the core administrative HR functions such as arranging employee benefits and establishing employee policies and practices.
Everything’s going along swimmingly, your staff all seem happy and there’s no reason to worry about employee engagement, right? Ideally, you’ll be looking for the signs of disengaged employees on an ongoing basis, because research indicates that only 53% of employees across Australia and New Zealand are engaged at work.
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