Sandra Wisdom

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• Sandra Wisdom
• Human Resources Manager

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Hadlow College Staffing

• Total Headcount (15/1/07) 209
• 2005/2006
• Staff Turnover 15
• (public sector average 13.3)
• Joiners 36
• Leavers 26

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Employing people just common sense?
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Natural advantages of small firms

• Close personal relationships between employer and
  employee
• An understanding of individual employees
  problems resulting from regular face-to-face
  contact
• 3. Being able to act and react quickly to events

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Planning

• Key questions-
• When should decisions about employing staff be
  made?
• What are the effects of bad recruitment?
• Are new staff necessary?
• What is the job?
• How can applicants be attracted?
• Which is the best way to interview?
• What use can be made of references?

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Hiring new staff badly

• Poor performance
• Unnecessary training
• Increased supervision
• Wasted management time
• Higher absence labour turnover
• Lower morale

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Getting the right person

• Word of mouth
• Job Centres
• Employment Agencies
• Local careers service
• Advertisements
• Internet

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The employment contract

• What is an employment contract?
• Does a contract have to be in writing?
• What are employees statutory rights?
• How can a contract be altered?
• How can a contract be ended?

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Statutory Rights

• Not to be discriminated against on the grounds
  of race, sex, marriage, disability, sexual
  orientation, religion, belief, or age
• To equal pay with members of the opposite sex
  if it can be shown that they are doing like work
  or work of equal value
• Not to be unfairly dismissed
• To an itemised pay statement
• To maternity benefits/rights
• To paternity leave
• To adoption leave
• To parental leave
• To time off for dependants
• To apply for flexible working
• To notice of termination of employment
• Not to have unlawful deductions from pay

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Statutory Rights contd

• 13. To pay when laid off
• 14. To redundancy pay To a safe system of work
• To statutory sick pay
• To time off (public duties, to look for work if
  made redundant etc)
• Trade union membership
• To protected employment rights
• To written reasons for dismissal on request
• To a written statement
• To minimum pay
• To annual leave and working time limits
• To protection from being required to work on
  Sundays
• To payment on insolvency of the employer
• To be accompanied at disciplinary and grievance
  hearings

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Statutory Rights contd

• 26. Making disclosures of wrongdoing to the
  employer
• 27. For part-time workers to be treated no less
  favourably than comparable full-timers
• 28. For employees on fixed term contracts to be
  treated no less favourably that comparable
  permanent staff
• 29. To protection when making disclosures of
  wrongdoing to
• the employer

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How important is pay?

• Pay doesnt motivate!
• Important motivating factors-
• The quality of management supervision
• Job satisfaction
• Job security
• Relationships with colleagues
• Working conditions
• Social and recreational facilities

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Rules Procedures

• Why have rules?
• Rules should cover-
• Absence
• Health safety
• Standard of work performance
• Clothes
• Use of company facilities
• Timekeeping
• Holidays
• Breaking the company rules
• Disciplinary procedure

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Dismissal

• A fair dismissal
• Sufficient reason for the dismissal
• Acted reasonably
• Fair reasons for dismissal
• Misconduct
• Inability to do the job
• Redundancy
• A legal restriction making continued employment
  impossible
• Retirement
• Some other substantial reason

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