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ILM Level 5

ILM Level 5. Human Resource Management. Outsourcing. Not always what it seems re Costs (Financial & Organisational) & Performance Profit Subsidiary companies. Job Evaluation. Defence for Equal Pay claims Upward Grade Drift Over graded jobs Still cases of personal reward

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ILM Level 5

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  1. ILM Level 5 Human Resource Management

  2. Outsourcing • Not always what it seems re Costs (Financial & Organisational) & Performance • Profit • Subsidiary companies

  3. Job Evaluation • Defence for Equal Pay claims • Upward Grade Drift • Over graded jobs • Still cases of personal reward • Ops Comm process – wrong way round?

  4. Reward Systems University Rewards (Financial & non-financial) • Inconsistency • Setting the bar too low • Consolidated v Non-consolidated? • Inappropriate promises • Perverse rewards • Passive

  5. What is Employee Engagement … It’s all about: .. getting employees to “give it their all” - commitment .. employees as advocates – ambassadors for the employer .. becoming an employer of choice .. improving productivity and quality of services …morale

  6. The Employment Exchange inHard Times The Employer gives... The Employee gives... Loyalty and commitment A willingness to develop skills Good conduct/performance Ideas and opinions • Equal opportunities • Information and genuine consultation • Flexible working • Safe working environment • Appropriate reward

  7. Benefits of Employee Engagement • “Engaged employees also experience increased job satisfaction and more positive attitudes and emotions generally towards their work, suggesting enhanced levels of engagement are of benefit to the individual as well as their employer” CIPD Working Life: Employee Attitudes and Engagement

  8. Employment Exchange (Psychological Contract) Key Factors: • Transparency • Understanding • Communication • Consistency • Balance • Realistic Expectation

  9. What limits or damages engagement is: Perceptions of: • job insecurity and fear • jobs causing high stress – little autonomy, inflexibility • unfairness - especially in pay and rewards • poor line management • Inappropriate behaviour / bullying harassment • little career progression.

  10. Employee Engagement (High Score is a good result)

  11. Employee Engagement (High Score is a good result)

  12. Employee Engagement (Low Score is a good result)

  13. Areas of Strength

  14. Changes – More Positive

  15. Changes – More Negative

  16. Redeployment & Redundancy • Organisation as employer • Internal adverts • FTCs • Tensions re Redeployment • Security of Employment (6 months) • Protection • Failure to consult • Avoidance of our own procedures

  17. Absence Management • Engaged employees take an average of 2.69 sick days per year; the disengaged take 6.19. Gallup Survey (From ACAS June 2011) Others put average around 8 days Higher in public sector

  18. Strategies for absence improvement • Back to Work meetings • Improve data recording and review • Be aware (of all your staff) • Take action • Avoid absence culture • Communication • Leadership • Deal with poor performers

  19. Informal & Formal Interviews Considerations for best practice- • Common understanding of process and outcome • Courtesy and Respect • Control • Recruitment – pick best person and leave others with good experience • Disciplinary – Fair and consistent outcome • Grievance – Fair hearing; Implications; Closure • Sickness – Understanding; Action

  20. Grievance Interviews “We talk about it for 20 minutes and then we decide I was right."

  21. Recommendations • Attend the one-day Recruitment & Selection Training course if you have not already done so (as part of this Unit and your assignment will cover that as well) • Also try and attend any PDR, Managing Sickness/Attendance and Respecting Diversity training courses as well. Refresh yourselves on the E&D e-learning courses.

  22. Recommendations (Personal) • Learn from others – good and bad • Reflect on your experiences • Continuous improvement – stretch yourself • Use available information - anticipate • Learn things that other’s don’t know • Believe in yourself • Use a mentor • Keep CPD record • Regularly review your CPD plan – any gaps? • Have a plan ‘B’

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