International Business Feasibility Guide

Transcription

1 International Business Feasibility Guide Strictly Priva te and Co nfidential Commercial and in Co nfidence T E. international@hrcoach.com.au

2 DIRECTOR S MESSAGE The old adage that the only constant in life is change has never been more obvious than in the last ten years. In the past decade we have seen market triumphs and tribulations to the most extreme extents. We have witnessed the introduction of technology into mainstream business, social networking as a business and political tool, ridden the roller coaster of business confidence and growth and followed the swings of interest rates. We have lived through changes in governments and subsequent policies. The state of change has seen innovations and technological advancements, new business and employment models and shift in ways of thinking. Yet amidst all this change, two elements in business have remained constants- Strategy and People. Despite both strategy and people being constant fixtures within organisations, we never cease to be amazed by the number of businesses that look at these in isolation. This missing link or connection represents both a huge risk and opportunity for the business sector globally. In 2001 the HR Coach Network in Australasia was established to bridge this gap by partnering with businesses to link their people and their strategy. With an award winning success story, we are seeking existing consulting organisations in other regions who share our vision to work with us. Our mandate is to create meaningful shift, sustainability and growth within the business community with a network of likeminded peers across the globe. I encourage you to review this document and to explore how the HR Coach Network can working with your organisation in taking this model to market and make a difference. Kind regards Louise Broekman PAGE 2

3 TIMELESS TRUTHS ARE TIMELESS FOR A REASON The two core foundations of organisations throughout the world have not shifted in the past decade or in the last century. Without people, organisations simply can t exist. Without strategy or direction, an organisation has no purpose to exist. Strategy and People are constant elements in business. Why is it then that business looks at Strategy and People in isolation? Absence of time Shortage of internal resources Lack of Skill Inexperience HR Coach consists of an independent network of peers within the human resource and business strategy fields. The work that we do is centred around helping organisations get proactive and strategic about their people. We partner with businesses to establish and develop the link between People and Business Strategy because to operate any other way just doesn t make sense. Backed by the HR Coach Research Institute, through well researched and patented tools and methodology, HR Coach identifies internal pressures within businesses to link what people do every day to the overall business strategy. Put simply, decisions regarding business growth, sales and marketing, risk management, financial management, production and distribution are all people related. We work to make sure that the holistic business strategy is apparent in all of those decisions. The methodology that underpins the work that we do is based on real business research conducted by the HR Coach Research Institute with an expert panel representing over 5000 Australian organisations. The Research Institute, with an independent research review committee set out to understand the variables between organisations that fulfil their intended strategy, and those that don t. The HR Coach Strategic Action Model is a key model within the method. The model explores the link between strategy and the actions of individuals within the organisation. Using this research, the National Standard Human Resource Framework HRF 101: 2010 was established. The framework was validated by an external industry and academic committee and is core to the HR Coaching methodology of taking HR in businesses from an art into a science. low action Strategic Action Model TM start up exit strategy low strategy action PAGE 3

4 THE HR COACH STORY Through a thorough skills assessment, I was able to discuss with HR Coach whether I had sufficient technical and business skills to work in this market. If I was to have a successful business and also make a difference to my community, I needed to be prepared. I was glad that HR Coach is not a sales organisation as they genuinely took me through a self selection process to evaluate the viability of my business and my motivation to be in business for myself. Former Corporate HR Director The HR Coach Story is one that dates back more than a decade. The HR Coach model as it is today was spawned by challenge issued to the HR industry. It was in the form of a thesis entitled The Future of HR Shape up or Ship Out. From these humble beginnings the HR Coach model started to take shape. An in-depth analysis of the HR sector showed that for all the good work, effort and money being spent by larger organisations there was a gaping hole in the business sector in regards to the services being provided and the attention being paid. The HR Coach Research Institute was established to formally and independently continue the research mandate of the HR Coach model. A list of research projects is included in the document. This lead to a number of consulting and research projects dealing with not only the behaviours of successful business owners, but also the gap between strategy and action within organisations. In 2006, as a result of demand in the market, the HR Coach Network was established. Within the first 12 months of operation the network had more than 10 member licensees operating throughout Australia. As the HR Coach Network continued to grow in Australia the group was recognised by Queensland Government in the form of a grant to research the European market for potential expansion. In the same year the HR Coach Group was also recognised as a finalist in the Telstra Business Womens Awards. HR Coach launched the STAR Workplace Program in It is a business benchmarking tool that collates employee, business, and most importantly employer data to produce a report, recommendations and benchmarks for organisations. It is a planning tool for businesses of all sizes and in all sectors because it turns what is often not measured into black and white, providing a starting point for business improvement or change. This release led to further interest and was the catalyst for the next phase of growth. Business Priorities The HR Coach model first expanded internationally in 2009 in both New Zealand and Papua New Guinea. The business and human resource landscape were very different in both markets yet the methods and tools developed by HR Coach proved effective. In the last 12 months, HR Coach has been recognised through the prestigous Franchise Council of Australia Awards as a national finalist for 3 categories: Emerging Business Model, Women in Business and Contribution through Social Responsibility. Louise Broekman was awarded Business Woman of the Year for Queensland and Northern Territory. In response to the success and sustainability of the model, HR Coach International granted the rights to Australia and New Zealand. HR Coach International is now looking to partner with likeminded organisations to grow the HR Coach Network internationally. As the group expanded so too did the demand for consistent tools. In response to this the STAR Workplace Program was launched. PAGE 4

5 HR COACH INTERNATIONAL RESEARCH INSTITUTE I evaluated many alterna - tives and when I learnt about the HR Coach model, I knew it met my needs of flexibility, quality and a good business opportunity. The HR Coach Research Institute is an innovation think tank dedicated to researching and understanding human resources and business trends. Our collaborative approach to research brings together senior executives, advisors, human resource professionals, special interest groups and expert matter specialists to make a difference to our understanding and application of knowledge for organisations now and in the future. With committees established with leading academics from University of Queensland and Griffith University, the HR Coach Research Institute has provided valuable data and insight into an A Class Journal publication on Employment Systems in small firms: A multilevel analysis, International Small Business Journal. The fact that I didn t have to waste valuable time creating a business from scratch made sense. Now I have a very good business which is an asset and I control 100 percent! Former Sales and Marketing Executive Our major research areas include the alignment of human resource practice and business strategy. Since 2002, the research projects have included: Organisational Behaviour in the Business Sector 2003 Workflow and Compliance in people management 2003 Gap Analysis Strategic Intent and Strategic Drift in people management 2004 International Labour Trends 2007 International Flexibility Trends 2007 Regional Labour Trends for the Tourism Industry Queensland 2007 Generation Y impact on Strategy 2008 National Internal Pressure Report Employers and Employees Expectations 2009, 2010 Demographic Analysis Impact of the Ageing Population Women in Micro-Business Why it Works 2011 HR Quarterly Index Report Australia 2005 to Present HR Quarterly Index Report New Zealand 2010 to Present Emerging HR Practitioner Trends for the Medium Business Sector cross cultural study 2012 current National Standards for Human Resource Frameworks: HRF101: 2010 PAGE 5

6 HR Coach International Today HR Coach gives me the flexibility to build my own business the way I want to do it but I don t have to do it alone they provide me with great resources to develop my business build - ing and sales strategies. After years in the corporate sector, my HR Coach business has given me the future and freedom I have always wanted. Former Consultant, Senior Manager and Business Owner HR Coach International is the owning company of the HR Coach Intellectual Property and HR Coach Research Institute. It is responsible for the continued and sustainable growth the HR Coach model internationally through licensing, partnerships, consulting and research. The experience gained through creating and supporting a network of licensees that included over 100 businesses across Australia, The Opportunity Licensing Sole Operators The HR Coach model in Australia saw its primary growth through licensing. Our flexible licensing model is unique and focussed on leveraging existing service offerings for businesses or packaging up the professional experience of individuals that have the ambition of creating their own business. HR Coach can be the foundation of a new business or add a complimentary service offering for an existing business. New Zealand and Papua New Guinea is invaluable. The intellectual property of the model, tools and methods has incredible potential in other markets and HR Coach International is responsible for identifying likeminded organisations that want to be a part of this development. The return members of the network are able to command depends on the type of work, the location, and nature of the organisation they are working with. During your due diligence process, we will provide you with information to assist you in evaluating your return on investment. Masters - Countries and Regions As the Australian market grew, HR Coach looked to existing businesses and partners to support the expansion and maintenance. This was done through master licenses. HR Coach International licensed the rights for recruitment and support of Australasia. Moving forward HR Coach International is looking to replicate this model. For those existing organisations, in new markets that see scalable human resource and business strategy coaching and consulting as a complimentary business unit, a country or regional master license may be suitable. PAGE 6

7 WHERE TO FROM HERE? I nformation Gathering The next step is an Information Meeting, Information Pack and Motivation Profile will then be sent to you. Skills and Ca p ability Audit This is followed by a comprehensive Skills and Capability Meeting, Fa ce to fa ce fe asibility mee t i n g Face to face toolkit and business review G overnance and due diligence pro cess License Documentation Review, Reference Audits, Business Case Preparation Submission to the HR Coach Board HRC Business Ac ademy HR Coach Training, Strategy and Business Plan Development, Service Offering Creation, Sales and Marketing Collateral Development Business Sta r t Contact information For further information: Louise Broekman Managing Director HR Coach International Chair HR Coach Research Institute international@hrcoach.com.au Phone: PAGE 7