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HR Management Taster Course for Enhanced Workforce Skills

Explore HR management skills for business improvement. Learn about performance management and employment law, with practical insights on managing capability and misconduct. Interactive sessions with case studies and future HR planning.

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HR Management Taster Course for Enhanced Workforce Skills

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  1. VSF Cornwall Welcome

  2. Human Resources Taster • The skills needed to enable workforce skills for all.

  3. Objectives • To introduce the skills in HR Management. • To link these with the 1 in 3 Strategy. • Signpost further available and relevant information

  4. CIPD Profession Map

  5. PerformanceManagement How will PM deliver the 1 in 3 Strategy. • Delivers improvement • Appraisal process • Learning & development • Managing behaviour • Strategic • Integrated • Objectives measured • Reward • Sector /Business improves

  6. Managing Capability • Managing Capability • What is it? A person may not have adequate training or is unable to do their work to a satisfactory standard for another reason. An employer must try to identify the reason and give support. This may include ill health if appropriate.

  7. Managing Misconduct • Continued lateness • Failure to follow reasonable management instruction • Bullying behaviour • Abuse of the computer system or internet access. • Theft • Committing criminal offences

  8. Policies Use ACAS guidelines 2009 CIPD best practice Employment Law • Which policy will you use for Misconduct? • Disciplinary Policy • Letter • Investigation • Formal Hearing • Appeal

  9. How do we determine the difference? • Investigation • The level of proof is not as high as in Criminal courts • If there is ‘reasonable belief’ a decision to dismiss may be reasonable.

  10. Employment Law • Consequences of losing an unfair dismissal case at Employment Tribunal • Fine • Re-instatement • Company reputation

  11. Employment Law • Statutes passed in England and European Law e.g. age discrimination. • Case Law for Employment Tribunals and Appeals EAT High Court. • Union consultation and formal agreements. • Policies and Procedures of employers updated regularly. • Professional standards CIPD ‘best practice’

  12. Performance Cycle • Organisation objectives • Individual objectives • Development • Coaching • Development • Formal Appraisal • Individual objective

  13. Policies Improvement Achievable goals Support • Capability • Absence management • Poor work performance • Starts with counselling • Letter • Hearing • Appeal

  14. Review What other training needs do you have? • What questions do you have? • Can you collaborate with other Groups to share HR? • Will you have a succession plan?

  15. Case Study. • 1.What HR skills are needed in your business? • 2. How can you plan for your own succession? • 3. Can you offer a ‘working interview’ for apprenticeship candidates.

  16. Thank you. Janette Murphy FCIPD HR Consultant Effective People Management www.epmsouthwest.co.uk

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