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Allied Integrated Management


Allied Integrated Management (AIM) is committed to creating a high-performance workplace. This is necessary not only to enable AIM to achieve its mission/objectives, but also to provide a fulfilling workplace for employees. We are committed to the development of the skills, knowledge and talents of our employees. We provide consistent, equitable and targeted learning and development opportunities for all employees based on the needs of our divisions with individual career development goals and personal aspirations.

At Allied, we realise there is not a ‘one size fits all’ approach to learning and development. We appreciate that individuals need a tailored approach to career development that takes into account training gaps, goal attainment and skills development. Our management team ensure that through regular feedback and communication, we can offer a learning culture that our people can thrive in.


A: Induction
Allied provides an organisational induction program for new employees to ensure access to:

  1. Information on the organisations Vision, Mission and Strategic Plan; Governance, policy framework; organisational structure; Code of Conduct and core values; and conditions of employment; and
  2. Support, development and training in core skills or capabilities required for the carrying out of duties related to the position.

B: Informal/On the job training
At Allied, we believe that learning through experiences is one of the most effective ways to develop and enhance your skills. On-the-job training is specific and focused on the needs of our employees. It also gives employees flexibility and accessibly to real time information without going through formal training procedures. Employees also get an opportunity to support each other through tricky concepts or challenging procedures.

C: Individual Development Plans
An important component of Allied’s performance, planning and development process is the planning and discussion of the employee’s professional and career development through the undertaking of further studies, performing higher duties, on-the-job training and or regular coaching and mentoring with our experienced personnel. This is conducted through an individual development plans which will highlight personal and professional goals and ways to achieve those goals in specific time frames. This gives our employees a more personalised approach to their individual learning needs and helps us to establish mutual goals that we can both achieve.

D: Short Courses or further Licensing qualifications
Allied encourages its employees to attend a short course or conference that is directly relevant to the employee’s work or career or professional development with the support of their operational manager. Where an employee is required and directed by the division to undertake a course essential for carrying out their current duties, the cost of participation is covered by Allied.

E: Existing worker Traineeships
Traineeships combine work-based training with an employer and formal training from a training provider. They are established under training contracts between the employer and trainee and are regulated by government. We are open to engaging our employees in traineeships across all divisions.


Allied is an equal opportunity employer recognises the benefits of diversity where people from different backgrounds can bring fresh ideas and perceptions which make the way work is done more efficient, and services more valued. It is for these reasons that Allied is committed to being a diversity leader by:

  • Providing a diversity inclusive workplace in which everyone has the opportunity to fully participate and is valued for their distinctive skills, experiences and perspectives.
  • Incorporating diversity into its business practices through its corporate social responsibility initiatives that aim to improve the quality of life for its workforce, their families, communities and society at large.

Valuing and managing diversity mean that Allied:

  • Facilitates equal employment opportunities based on relative ability, performance or potential.
  • Helps to build a safe work environment by taking action against inappropriate workplace and business behaviour that does not value diversity including discrimination, harassment, bullying, victimisation and vilification.
  • Develops flexible work practices to meet the differing needs of our employees.
  • Attracts and retain a skilled and diverse workforce as an employer of choice.
  • Enhances customer service and market reputation through a workforce that respects and reflects the diversity of our customers.
  • Makes a contribution to the economic, social and educational well-being of the communities it serves.
  • Aligns with world leading practice, and
  • Creates an inclusive workplace culture.

Succession Planning

Recognizing that changes in management are inevitable, Allied Integrated Management has established a succession plan to provide continuity in leadership and avoid extended and costly vacancies in key positions. Allied’s succession plan is designed to identify and prepare candidates for high-level management positions that become vacant due to retirement, resignation, death or new business opportunities.

Allied assesses the leadership needs of the company to ensure the selection of qualified leaders that are diverse and a good fit for the organization’s mission and goals and have the necessary skills for the organization.

Through the succession planning process, Allied aims to recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement into ever more challenging roles.

Actively pursuing succession planning ensures that employees are constantly developed to fill each needed role. As an organisation expands, loses key employees or provides promotional opportunities, Allied’s succession planning aims to have employees on hand ready and waiting to apply to fill new roles.


Allied Integrated Management reward and recognition program aims to attract and retain the best talent. In order to attract and retain it becomes important to recognize the efforts put in by the employee in terms of performance, attitude, and achievements.

The purpose of Allied rewarding performance is to build up an organizational culture where good work done by employees is valued and their tremendous efforts are recognized.

One example of Allied’s reward and recognition program is “Employee of the week” acknowledgment where employee of the week is chosen by management based on outstanding work performance. A cash award is given to the employee for his incredible efforts during the week.

Whether it be awards or rewards, supporting a culture of recognition drives higher levels of engagement, which translates into improved performance and better results. Moments of recognition can be further fuelled by company-specific rewards & benefits, specially curated for Allied employees, to drive real value and to help them stretch their income further.

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