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VSF Cornwall

VSF Cornwall. Welcome. Human Resources Taster. The skills needed to enable workforce skills for all. Objectives. To introduce the skills in HR Management. To link these with the 1 in 3 Strategy. Signpost further available and relevant information . CIPD Profession Map.

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VSF Cornwall

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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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