Farm Tractor & Machinery Trade Association Conference 20 th November 2015 Liam Barton.
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Transcript of Farm Tractor & Machinery Trade Association Conference 20 th November 2015 Liam Barton.
Farm Tractor & Machinery Trade Association Conference
20th November 2015
Liam Barton
About Insight HR• Professional HR Consultancy
• Successfully operating for 15 years
• Work closely with businesses to put in place comprehensive people policies and procedures
• Provide practical advice on handling disciplinary / non-performance issues at work
• Help businesses improve employee performance
Today’s Presentation
• Performance Management
• Recruitment
• HR processes and procedures
What is performance management• Strategic management technique
• Clearly defined process
• Links business objectives/strategies to individual goals & actions
• Sets higher organisational standards
• Creates positive emotions among employees
• Documents what is agreed – no surprises
Performance Management System
• Reflect the culture & ethos of organisation
• Clearly define success
• Provide a support to motivation and communication for employees
• Improves organisational performance
• Improves communication
• Helps with succession planning
Benefits of PM to Employees
• Constructive feedback on performance
• An opportunity to give personal views on the job
• An opportunity to address personal training and development needs
• Support in improving individual performance
• Early flag to performance issues
Post Conference Exercise
• If we don’t measure performance at work how can we improve?
• Identify one key area in your business where you will improve employee performance in 2016?
• How will you achieve this improvement?
• What is your action plan?
Benefits of Performance Management• Performance Management can increase both organisational
sales and profits, and reduce overhead costs by 25% while also improving the return on assets - Lawson, R., Stratton, W. and Hatch, T. (2003)
• ‘Employees with an appraisal scored higher on clarity of the organisational goals, motivation and organisational commitment, compared with those who have never had a review or have it less often than once a year’. CIPD – Employee Outlook: Focus on Managers (2014 -2015)
Draft a Job & Person
Specification
Attract and Manage Candidate
Applications
CheckReferences
Short-listSuitable
Candidates
Makethe
Appointment
Interview and Assess
Selected Candidates
Inductthe new
employee
RECRUITMENT PROCESS
What Do Employers Want to Know?
• Can the candidate do the job?
• Is the candidate willing to learn?
• Will the candidate perform?
• Will the candidate come to work?
• Will the candidate fit in?
• Is the candidate enthusiastic?
Changes in the Marketplace• Greatest economic recovery in Dublin
market
• Unemployment rate at lowest level since 2008
• Skills gaps in IT, Finance, Agriculture and Construction
• Irish market is missing 28-35 year olds with managerial experience
• Minimum pay rates are increasing & salaries on the rise in many sectors
Real costs to your business of poor hiring decisions
• Missed sales opportunities• Damaged customer and employee
relationships• Agency / Recruitment Fees• Decreased staff morale• Damage to Company reputation• Increased lead times
How to avoid making a Poor Hiring Decision
• Know what you’re looking for
• Resist the temptation to fill a role quickly
• Look to widen the talent pool / search
• Cultural fit – one of the major reason why people leave
• Don’t automatically dismiss the less experienced candidate
“An interview is a
conversation with a purpose” ARMSTRONG 1996
Fundamentals of Interviewing
• Can the candidate do the job?
• Is the candidate motivated to do the job?
• How will the candidate fit into the business?
Good Practice Guide• Ensure the panel are prepared
• Develop core interview questions
• Divide interview questions amongst panel members
• Build rapport with the candidate
• Actively listen to what the candidate is saying
• Avoid discriminatory questions
Good Practice Guide• Observe body language and change
questioning style if candidate is showing signs of distress
• Don’t linger unduly on a candidate’s weak points
• Note only what is necessary and job related• Allow the candidate an opportunity to ask
questions• Finish by informing the candidate what the
next stage is and how long it will take
Situational Judgement Tests
• Explosion in last few years
• Applicants presented with work-related situations & given several behavioural choices
• Applicants indicate which options in their opinion most/least effective
• Most accurate prediction of future behaviour in workplace
HR processes and proceduresThe Basics• Written statement of
terms & conditions of employment
• Minimum Rates of Pay Correct
• NERA record keeping requirements
• Discipline & Grievance Policy
Best Practice• HR / People Strategy• Contract of Employment• Policies & Procedures• Performance
Management System• Personnel Filing System• Management
Development training• Customer Service / Sales
Training• Staff trained on
recruitment
Insight HR Services – IFTMA approved
• HR Toolkit for your business
• Contracts of Employment / Staff Handbooks
• Advice on Redundancy / Recruitment
• Dignity at Work Policies
• HR Phone Support / on-site support
• Performance Management
• HR Skills Audit
www.insighthr.ie
INSIGHT HR
THANK YOU – ANY QUESTIONS
CONTACT DETAILS
INSIGHT HR
Phone: 056 7701060
www.insighthr.ie
INSIGHT HR TEAM
Mary Cullen Founder & Managing Director
Patrick FoleyHR Consultant
Liam BartonHR Consultant
Alma PowerChief Financial Officer
Catriona WemyssHR Helpdesk Advisor
Conor HealyHR Helpdesk Advisor