HR INTERVENTIONS Human Resources By Arbab Akanda(Ph.d,FCIPD,London, DPM,Glasgow, PGDPM, LL.B)

TABLE OF CONTENTS Introduction Core HR inputs (Compliance): employee resourcing, employee development and employee relations HR Strategy (long term) The common mistakes Conclusion Question and answer

Introduction HR is about optimization of the synergic energy people possess for the cause of organization in the right working environment People work. And HR role is to systemize work through well-developed People Management Policies, procedures, strategy and systems HR tries to make the connection between work and people through well developed employee resourcing , employee development and employee relations strategies: connectivity is the theme of HR I intend to offer 4 main services which will help to build sustainable organizational capability for competitive advantage

Core HR INTERVENTIONS Employee Resourcing Employee Development Employee Relations Long term HR strategy

Employee resourcing HR resourcing will include:( compatible with the business strategy: ) Recruitment and selection Induction Promotion Demotion Monitoring absence Dealing with maternity leave, paternity leave, annual and sick leave Employee handbook Appraisal of all staff HR reports to the top management Labour turnover Workforce planning Organizational structure Workforce performance analysis (utilization or under utilization) Customer service Personal file (according to data protection act and good practice) Terms and condition of employment (statement of employment) HR Calendar Compliance to the Data protection Act, UK Border Agency and QAA

Recruitment and selecton The Competency Based Framework is about identifying core competencies by focusing on suitability based on potential. Core competencies means key performance related activities for the specific role Prepare a job and person profile (job analysis) Attract suitable applicants Short-list against the ICC Interview and if required a test of competency Recommendations Feedback

Employee development GAPS Analysis: (GOALS, ABILITIES, PERCEPTIONS, STANDARDS) CPD Appraisals Defining learning requirements Establishing the learning processes Implementation Evaluation

Employee development Employee development: Training needs analysis Plan the training (aims and objectives) Implement Evaluate the success and how did the training add value Areas of training may be: leadership Management Mentoring of employees How to motivate the workforce How to encourage team spirit Health and safety Quality Management and leadership Working in teams and groups Trust and ethics Miscellaneous (depending on the circumstances)

Employee relations Terms and Conditions of employment Employee category Discipline Grievance Dealing with conflict constructively Employee welfare Corporate social responsibility Ethics Performance appraisal Introducing mentoring Analytical reports related to organizational health Monthly meetings with the managers

HR Strategy Talent management Succession planning Workforce planning Work-life balance Internal workshops and seminars to manage knowledge at the organizational level Career development Establishing future requirements in terms of HR

The common mistakes Not managing the recruitment and selection function effectively Poor standards of contract of employment and poorly drafted contract of employment or statement of contract (T&C) Standards which is the minimum level of conduct, performance, behavior acceptable to the institution seems vague and not precise Lack of signed acknowledgement of important functions like employee induction, training, performance appraisals, etc Employee induction not managed efficiently

Common mistakes Poor record keeping Not dealing with performance related issues effectively and efficiently that includes understanding the difference between conduct and capability Not dealing with disciplinary and grievance issues efficiently Punishment sometimes does not fit the crime

Common mistakes Inefficient management Lack of evidence Members not understanding the business model Members lack integrity At times, the cost of these mistakes can be extremely high and that is why it is wise to follow the saying: ‘forewarned is forearmed’

Framework for action HR Calendar Planning Action Results Reflection

The durable HR Model work workforce workplace

Conclusion We will provide quality service to organizations where everyone is treated fairly, work is organized that encourages initiative, innovation and people work together, employers and employees are aware of their responsibilities, open discussions take place, culture of learning is visible and good working relationship exists. Our ambition is to improve organizations. Our vision: People Matter? People Matter to us!

Question and answer