HR can assist in managing performance in many ways. Business performance is easily improved by implementing an integrated performance management system ie company-wide appraisal system. With a top down approach with buy in from senior managers, all employees will work towards common goals to improve business performance whilst also fulfilling their own personal objectives. Performance management can also be about managing poor performance through a capability process where poor performers are either helped to improve or are moved from the company with a fair reason for dismissal.
Provide guidance with employment legislation
Employment legislation is constantly changing and it’s hard to keep up with the ever laws. However, the role of HR is to stay up to date so that they can provide legitimate, practical advice to those they support. HR should ensure that internal policies and employment handbooks are kept consistent with the laws.
Help companies manage their staff fairly
Sometimes when the job needs to completed quickly managers can find it difficult to remember the need to treat their people fairly. With HR guidance their obligation in this respect can be recognised. A good manager will get the best out of their staff and that should be the standard to which all managers should work. HR can provide much needed support when a manager is having a problem with a particular employee.
Help avoid employment tribunals
HR allows companies to stay out of employment tribunals through solid employment law advice. HR procedures should always be followed and processes documented. If a situation is getting out of control HR can be there to help solve the situation or can act as a mediator.
Training & development
The development of skills is essential for any company’s success and growth. HR wwill support training and development initiatives by assisting with a company-wide skills analysis, developing and organizing a training plan, identifying training and development initiatives, delivering appropriate workshops or bringing in external training consultants. HR can work with management to ensure that training and development is both cost and time effective and will help them recognise the value that the training brings.
A company is nothing without good quality staff and HR can provide support with recruitment processes whilst ensuring that equal opportunities employment legislation is adhered to. HR can work with managers to draft adverts, identify an appropriate advertising medium, develop job descriptions, undertake shortlisting, develop interview processes and questions, organise assessment days and ability tests and take part in interviews. HR can also provide all the essential supporting paperwork.
Employee engagement is the modern lingo. In effect it’s the aim of employers having employees who try their hardest and go the extra mile. To do that employees need to be fully informed of business goals and to be motivated to do their best. Employee engagement can contribute to business profits so companies are extremely interested in this idea. A starting point can be an employee attitude survey coordinated by HR, this will identify areas of the business that may need some improvement eg induction, rewards, management style & procedures.
Help with change
Change is a part of everyday life and companies need to change as well as the business world moves on. HR will support change management processes in several ways. With a company re-structure to improve efficiency, HR can work with senior management to develop a new reporting structure and new job descriptions to provide strategic assistance. HR can take part in consultations with employees affected by the re-structure. HR can advise on redundancy and TUPE implications when appropriate. HR is also able assist with minor changes in the workplace such as a change to terms and conditions which require consultation and agreement from employees. Working with managers they can ensure the correct legal procedure is undertaken. HR will provide the paperwork to support the process.
Help with reward
Rewarding staff fairly is extremely important to retain employees, get it wrong and staff will leave in their masses. Although financial reward is important for many people, it is not the only reason to keep going to work. Non-financial reward can be just as helpful, for example job satisfaction, challenges, etc. HR can also work with managers to help them recognise this important element of employee reward. Along with pay there are employee benefits which can make up total reward eg holidays, bonus, company car and they can be just as important.
HR can help save companies costs through was such as introducing sickness absence management controls, the cost of sickness can be reduced which can be a huge expense to a business if allowed to get out of hand.
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