This document outlines the various responsibilities of human resources (HR) professionals. It discusses that HR handles recruitment and selection of candidates, ensuring legal compliance. It also covers performance management, which involves training, reviews, discipline procedures. Additionally, HR deals with ending employment such as dismissals, resignations, and redundancies. The document provides an overview of the broad scope of tasks that HR professionals perform for organizations.

1. What do HR people do?
Yes! What do HR people do?

2. recruitment & selection
before you start: during recruitment:
 do you need someone? who’s involved in selection?
 options?  how do we get it right?
 what will they do?  how to shortlist?
 what type of person is needed?  how do we interview well?
 how many hours?  what selection methods will we use?
 how much to pay?  what letters do we need to send out?
 where will we advertise?  legal compliance
 should we use an agency?
 how to select the best person?
 how to structure the interview?
 do we have an application form?
after selection:
 can we use on-line recruiting?  what letters do we send out?
 how do we regret people?
 what if they ask for feedback?
 what goes into an offer?
 what is a contract of employment?
 do we need to do an induction?
 what would we put into an induction?
 what is a probationary period?

3. general
help with compliance
 staff handbook  policies
 employee rights & responsibilities  equal opportunities
 holiday, sickness entitlements  health & safety
 etc.  internet
 rules and regulations  privacy
 contract of employment  etc.
 terms and conditions of employment  record systems
 hours, pay, notice period, location etc.  general personnel information
 statutory requirements  attendance & payroll
 statutory rights  performance
 maternity, paternity  training
 holidays
 etc. etc. etc.

4. performance management
training & development review & monitor
 identify training needs  regular reviews
 training plans  formal appraisals
 group, team, organisation  probationary period
 individuals  coaches, mentors, buddies
 implementing range of training activities  supervision
 on-job, off-job
 on-line, distance
 qualifications
 budgeting for training dealing with poor employees
 training the trainers  informal procedures
 coaching skills  discipline & grievance
 development into new/enhanced roles  capability
 succession planning  formal procedures
 discipline & grievance
 capability
 sanctions
 investigations
 statutory requirements
 legal compliance

5. ending employment
dismissal resignations redundancy
 with notice  dealing with resignations  reasons for redundancy
 without notice  notice periods  selection for redundancy
 fair dismissal  garden leave  legal requirements
 automatically unfair  payments  redundancy payments
 process for redundancies
retirement
 no default

6. why me?
 over 25 years as an HR professional
 worked in and with a variety of businesses:
 hospitality, retail, education, special schools, local authorities, social enterprises
 manufacturing, assembly, consultancies, childcare, healthcare
 active member of CIPD (Chartered Institute of Personnel and Development)
 flexible, pragmatic approach

7. not an expert ....
 solicitors
 Stuart McIntosh
 plus 2 or 3 others specialising in employment law
 insurance
 Matt Small
 pensions
 Martin Ward
 payroll
 Leon Stephens
 Plus 2 or 3 others depending on size and location
 general business
 loads of Business b4 Work contacts to support with all areas of business

8. how we can work together
exploratory meeting(s) – followed by
proposal detailing work involved and related fee
 by project
 policy writing, job descriptions, recruitment, training needs analysis etc.
 to solve a problem
 poor performance, misconduct, contract changes etc.
 to implement change
 planning, workshops, coaching
 develop a culture
 workshops, coaching

9. Hong Kong Kirby!