LO3 – Recruiting, developing and supporting staff

Recruitment and selection procedures

Staff development

Professional development

Staff welfare

By the end of the lesson you should be able to:

Identify methods of professional development.Identify benefits of professional development to the organisation and the employee.Identify a variety of methods of training.Discuss the difference between grievance and disciplinary procedures.Apply research skills to deepen our understanding.Evidence our understanding through exam questions.

Identifies training which will help the employee to do their job better.

Staff developmentEnhances current skills

Appraisal Measures existing skills

Increases the efficiency of the organisation.

Gives employees targets to work towards.

Increases employee flexibility.

Education

Employee gains an additional qualification.

Training

On or off the job to gain additional skills.

Development

Use training and/or education to meet development targets.

Induction

Introduction to the organisation

On the job

Gaining knowledge and skills at the place of work.

Off the job

Training carried out away from the workplace.

Continuous professional developmentContinuous professional development

As the work environment changes due to external factors, so too must the employee.

Employers offer employees the opportunity to gain up-to-date skills and knowledge related to their job in order to stay competitive in the market.

Employees become more flexible and productive.

A mix of methods of delivery: lectures tutorials practical activities online materials.

Why? Because we all learn in different ways.

Staff who are happy in the workplace are more motivated and productive workers.

What can the organisation offer?

Counselling Grievance procedures Healthcare Fitness facilities Work-life balance initiatives Staff benefits, eg gym membership

Monitored by human resources department.Procedures included in contract and procedures documents.

Why?Why?Ensure all employees are treated equally.

Brought into force by employer where employee does not meet set standards.

All employees expected to maintain an appropriate standard of behaviour: good timekeeping good attendance honesty maintain confidentiality.

Verbal warning

Written warning

Final written warning

Suspension (with/without pay)

Dismissal

Can go direct to dismissal in cases of gross misconduct

During action employee

given opportunity to present case.

Fellow employee or

trade union rep can be present

at hearing.

Brought by the employee where employee feels aggrieved by other’s actions.

All employees have the right to be treated fairly and with respect in the workplace.

Grievances for unfair treatment can be raised in cases such as: racial harassment sexual harassment demotion bullying.

Raise grievance with line manager in writing

Meet with manager to discuss grievance with representative if required

Matter unresolved – meet with more senior manager

Appeal meeting if employee not satisfied

Consequences

Loss of productivity Increased costs Additional work for remaining staff

For absence exceeding 28 days:

keep in touch with employeearrange return-to-work interviewsstaged return to workmeet with organisation doctordisciplinary procedure for short termoccupational health and rehabilitation for longer term.