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Project Lifecycle

SHR adds value to projects as early as employment and personnel strategy become relevant to a project's conception, evaluation and planning. SHR assists clients to explore their options, refine and implement their human resources strategy as the project moves progressively into sharper focus over successive stages of the lifecycle. Beyond planning, SHR also assists management and provides support services during the contracting, construction, ramp-up and commencement of operations. SHR assists its clients in all aspects of employee and industrial relations and ongoing human resources management.

Stage 1

Stage 2

Stage 3

Stage 4

Project Studies

Pre-Implementation

Construction

Operations
  • Project Scoping
  • Pre-Feasibility
  • Feasibility
  • Optimisation
  • Development
  • Mobilisation
  • Commissioning
  • Handover
  • De-mobilisation
  • Ramp-up
  • Consolidation
  • Steady state
  • Change
  • Closure
  • De-commissioning
  • Preliminary employee & industrial relations strategy & downstream human resources management options.
  • Model optional HR outcomes to planners (structures, costs)
  • Update & fine-tune employee, industrial relations (ERMP) & human resources management plans.
  • Deliver operationalised ERMP & HRM plans in readiness for personnel engagement.
  • Implement employee relations management plans (ERMP) & transition to production operations.
  • Site IR support & third party/contractor relationship management
  • Monitor ERMP compliance
  • Deliver payroll services
  • HRM strategy, design & implementation: employee relations & HR management plans.
  • IR & ER advice
  • Organisation & job design, personnel coverage, shift rosters & logistics.
  • Attraction & retention strategy: remuneration & conditions, competition
  • Workforce planning: supply/demand, turnover & service studies.
  • Performance management
  • Workforce motivation profile & organisation climate studies.
  • Deliver benefits administration & payroll services