ordinary meeting of council to be held on tuesday, 26 april 2005 at ...

Ku-ring-gai Council
Draft Management Plan 2005-2009
HUMAN RESOURCES
The Strategic Human Resources Plan was developed during 2004 using a consultative
process involving staff from across the organisation. It has four primary objectives:
1. Attraction: in partnership with each department, the Human Resources
Department will maximise Council’s ability <strong>to</strong> recruit people who have a
passion for the job.
2. Retention: in partnership with each department, the Human Resources
Department will maximise Council’s ability <strong>to</strong> retain valuable staff.
3. Industrial Relations: our objective is <strong>to</strong> implement systems and processes that
foster cooperative relationships and deliver a service that meets Ku-ring-gai
community requirements and the changing needs <strong>of</strong> the organisation.
4. Service Delivery: Human Resources will <strong>be</strong> a respected business partner by
providing a service that facilitates the achievement <strong>of</strong> organisational objectives.
In conjunction with the progressive implementation <strong>of</strong> the CHRIS 21 payroll system
and its associated human resources modules, statistics are <strong>be</strong>ing produced that will
facilitate the <strong>be</strong>tter management <strong>of</strong> our human resources now and in<strong>to</strong> the future.
The Strategic Human Resources Plan and enhancements <strong>to</strong> our human resources
information systems are major steps forward for Ku-ring-gai Council.
Human Development
In order <strong>to</strong> improve service delivery, competency standards, workforce safety and
legislative compliance, our employees are provided with relevant training and
development opportunities.
To ensure the smooth running <strong>of</strong> newly introduced computer systems including CHRIS
21, Finance 1, Business 1, Proclaim and Trim, ongoing and targeted in-house training is
planned for most staff mem<strong>be</strong>rs over the next year.
A major part <strong>of</strong> the training budget is spent on ensuring the safety <strong>of</strong> staff as required
under the Occupational Health and Safety Act. Training planned for the upcoming year
includes a new course developed by the RTA on designing and auditing traffic control
plans, especially focusing on road construction sites. Other programs include ongoing
courses <strong>to</strong> develop and consolidate competent performance in other pr<strong>of</strong>essional and
managerial areas.
Another key development will <strong>be</strong> the introduction <strong>of</strong> an enhanced and targeted
induction program for new employees. This will include orientation activities <strong>to</strong> <strong>be</strong>
completed in the workplace by supervisors or managers.
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