1. 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. Performance Management 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 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. Janette Murphy FCIPD HR Consultant Effective People Management www.epmsouthwest.co.uk