At a glance
For several years, QHr have assisted DADAA in implementing and managing their change to the NDIS system and the associated workforce structures, roles and systems this required.
Challenges
DADAA have a large and complex workforce often requiring customised solutions to planning workforce needs and managing the change that results.
Solutions
Our solution focused on aligning the workforce with the company’s strategic goals. We worked closely with senior leadership to define clear company objectives and translate those into actionable workforce requirements. For example, co-creating Workforce Plans and Employee Value Propositions (EVPs).
We then redesigned key resources, such as job descriptions that linked to their Mission, or established new processes, such as a values-based recruitment program, that aligned with both workforce plans and the desired organisational culture.
These initiatives contributed to a more collaborative and engaged workforce, ultimately driving improved performance and streamlined operations.
Key Benefits
01Improved team collaboration and performance
QHr fostered a collaborative work environment through increased team engagement, accountability and a shared understanding of the organisation’s goals. This led to improved teamwork and performance overall.
02Improved team collaboration and performance
QHr fostered a collaborative work environment through increased team engagement, accountability and a shared understanding of the organisation’s goals. This led to improved teamwork and performance overall.
