Human Resources

Unless you are an owner operator or sole trader you employ people. These people are responsible for the current state of your business. Yes, you manage them and you are responsible for their performance but unless you have been trained or have extensive professional human resources experience your employees will likely be performing below their capability!

If the business is not performing as it should be, the business owner needs to quickly consider how to improve performance via considerate, diligent professional human resource management.

Human Resource Management

Although it may sound cold you must consider your employees to be "assets" because that is what they are. They are likely to be the most expensive resource you have or will ever have.

That said as an employer you have a duty of care for their health, safety and well being at work but more than this you have an obligation to your business and it's shareholders to make sure that they are 100% effective at what they do. When they come to work, they work!

If the team is not working to 100% efficiency, change the team! I am not being callas, I simply mean change the way that they perceive and understand their responsibility as an employee. Teach them to understand and accept that it is their personal responsibility to become more productive and more proficient at everything they are supposed to do.

To do this because they want to and because they know how to. This level of employee motivation and achievement is only possible with a well structured human resources strategy.

Human Resource Planning

Human resources are the people that work for an organisation and Human Resource Management is concerned with how these people perform their duties.

The inspirational leader realises that people have pride, thoughts, feelings, aspirations, wishes and needs and takes into account that many of them have ambition and want to succeed, whilst others just want to get along. The effective Human Resources Manager (Leader) takes these points on board and considers:

  • The needs of the business
  • The needs of its people
  • The needs of the shareholders

As stated above different individuals have their own aspirations. Human resources management therefore involves investigating individual employee needs and aspirations during 1-2-1 meetings and by providing training and development opportunities via an effective appraisal and goal/targeting system.

When planning which employee is going to do what and when the effective manager will ensure that a "round peg goes in a round hole" Within a mature organisation a system of performance appraisals is essential to ensure continued professional growth of all employees and the continued profitable growth of the organisation.

In a young company or business start up even more important than the above the recruitment process must be thorough (see staff recruitment below).

Human Resource Training

Training needs are determined during the appraisal process and relevant training is provided in order for individuals to meet organisational and personal objectives. An individual and company wide training and development plan is created in order to ensure that each person and department move towards cost effective achievement of goals.

Staff Recruitment

A people manager who does not understand the recruitment process, basic employment law and who does not "get" the performance appraisal system is a liability to the organisation for two reasons.

  1. Unfair or constructive dismissal costs UK companies millions of pounds each year, and none of these companies thought that this could happen to them!
  2. When a people manager does fully understand the recruitment process, basic employment law and the appraisal system - business grows! When they don't, it does not.

Our Mega-Manager course covers basic employment law, the recruitment process and performance appraisals. We also have a dedicated Performance Appraisals Course for people managers.

Staff Contracts

By law, as a minimum an employee must receive "a written statement of employment" within two months of their start date. A contract of employment exists as soon as an employee starts work regardless of if you have prepared, printed and handed it to the employee.

Starting work proves that they accept the terms and conditions offered by the employer. Both employer and employee are bound by the terms offered and accepted. Far too often the contract is verbally agreed and not written down. Which can lead to problems if disciplinary proceedings are needed.

Staff contracts should be individually crafted for each employee. Why ? Because when things go wrong as they often do, or if an employee is blissfully unproductive or obstructive then you as the employer have the upper hand when it comes to the inevitable disciplinary.

WIthout a detailed contract supported by a substantial employee hand book the employer is in a position of weakness and belligerent employees are generally aware of this and take full advantage.

Business managers who are not sure what constitutes a solid employee contract should seek our assistance.

Employee Handbook

The Employee Handbook is a statement of the policies of the business. The employee handbook is one of the most important communication tools between your company and your employees. Not only does it set out your expectations for your employees, but it also describes what they can expect from the company. It also answers many of the questions an employee will frequently as about such things as:

  • What is my holiday entitlement
  • What is the companies maternity and paternity policy (family friendly policies)
  • Dress code
  • Mission, vision, quality statements
  • Health & Safety
  • Drugs and Smoking policies
  • Company car drivers policies
  • Sick leave
  • Retirement
  • Confidentiality & Data protection
  • Computer users policy
  • Disciplinary and Grievance policies

The above is a none exhaustive list but it clears up much ambiguity right from the start, if your business does not have an employee hand book tailored for your business you are leaving yourself open to costly legal disputes with disgruntled employees.

If you do not have an employee handbook you should consider enlisting our professional advice.

Performance Management

Performance Appraisals. Training Needs Analysis and Personal Development Plans are covered in detail in the Performance Appraisals section.