HR in 90 Seconds - June 2019Posted in : Supplementary Articles NI on 19 June 2019
In this month’s ‘HR in 90 seconds…’ we highlight some new articles and have compiled some of the month's top tips including:
- Top tips to ensure Authentic Selection
- How can we get the best from an employee resignation? and;
- What are the key points to remember when looking at a capability procedure?
How we can ensure authentic selection in recruitment?
First, we have the next instalment in our new series of podcasts brought to you in association with Clarendon Executive. In this new podcast series, we welcome Hugh McPoland and Mairéad Regan, Associate Consultants at Clarendon Executive, to discuss how we can ensure authentic selection in recruitment but particularly in senior executive level positions. Hugh and Mairéad remind us of several key points:
- Authentic selection is about having a process which allows clear recruitment based on merit and people fitting into a successful organisation
- Authentic selection should be about the assessment of CV, experience and personality together
- Ensuring that the process is not about validating a pre-determined outcome
- Think about the process as more than just the interview – it is the end-to-end process
- Invest time prior to interview – don’t just fall into the process, genuinely consider the role
- Use three or four questions to have a 45-minute conversation with potential candidates
- Move away from theoretical based questions
- Make your organisation a ‘good place to work’ and have clarity on your sense of purpose as an organisation
How to get the best out of a resignation
With all the focus on the ‘employee experience’ and the ever increasing importance of your employer brand, it is great to read this months article from Olga Pollock as she considers ‘How to get the best out of a Resignation’. Olga is an HR Manager working in the Northern Ireland workplace and knows only too well that bad news spreads so fast so as employers we want former employee to share their experience of your organisation as a great workplace. This will then boost the employer brand and potentially attract new recruits in both the short and long term.
We have summarised the main points from Olga’s article:
- There are endless numbers of reasons employees leave their job
- Always be able to think of the bigger picture
- Northern Ireland is a small marketplace and bad news spreads fast
- Employer brands need to be strong to attract and retain the best talent
- Encourage the employee to take time to consider the offer before making any final decision
- Take into consideration the employee's circumstances when responding to their reasons for resignation
Managing performance and the importance of capability procedures
Leeanne Armstrong from the TLT employment team continues our series on the Employee Handbook and its main essential elements. This month’s article, Managing Performance and the Importance of Capability Procedures, covers 7 key areas of advice including; the importance of appropriate performance management, identifying expected performance standard and dealing with issues informally in the first instance, formalising the process and managing conflicts within teams.
We have read the article and summarised a few key points below:
- Employees should know what to expect from the capability procedure
- Policies should be drafted in line with your organisations values and ethos
- Policies and procedures are just the beginning – they must be implemented sympathetically and tactfully
- Reasons for the lack of capability need to be explored but must continue to be mindful of the legally protected reasons and how your approach will vary
- Organisation must have a means for setting clear expectations to help manage potential issues before they reach a place of ‘underperformance’
- Capability frameworks to include regular appraisals, targets, job descriptions, role profiles, policies and procedures – can all help to communicate what is expected
- Involve employees in their development with clear expectations, standards and timescales
- Include on-going discussions between line managers and employees throughout the year
Other items of interest include:
Payment for employees returning early from sick leave
In this months article, Patricia Rooney, Partner in the Employment Team at Tughans, addresses a query regarding payment for employees returning early from sick leave and identifies the main things you need to look out for. Including are they on SSP or occupational sick pay, what does it say in your policy and what advice do the most recent pieces of medical evidence/OH report give.
What is the actual difference that flexible working can make?
This simple, short video shows how much of a difference flexible working can make. It can be as simple as an amendment to start and finish time to miss the rush hour, allowing employees to work a pattern which works in with the shift pattern of a partner or maybe, for now, an employee is happy to work Monday to Friday 9-5. However, when things in their life change can they rely on their employer to be there to help them with a simple solution to make a really big difference to how they handle everything else. Think outside the 9-5 box. Reports suggest that flexible working is set to boost the UK economy by £148 billion by 2030.
https://www.linkedin.com/feed/update/urn:li:activity:6544313916699234304 (Video, 1:00)
Our next webinar is…
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Tell your HR colleagues and register individually or get your HR team around the computer whilst and use the webinars as monthly group learning opportunities. Ask any questions (on employment law) and hear the answers live or catch up later when we upload both a recording and transcript of the discussion.
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The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.