HR Manager, Edinburgh

We seek a full-time, permanent, HR Manager for our client in the hospitality sector.

Details are: 1. Immediate start, full-time 2. Salary range £25-28k 3. Part or fully qualified CIPD 4. Edinburgh based 5. Multi site 6. Hospitality experience desirable but not essential 7. Operational HR experience essential, especially recruitment, HR administration, case work

If interested and immediately available please email me your CV with contact details to georgew@OnlineHR.co.uk.

Thanks,
George

Training Workshops available from Online HR, Spring & Summer 2017

We have the pleasure in announcing our Spring & Summer training workshops, as follows: 

• “Effective Performance Management & Appraisal”
• “Effective Disciplinary, Grievance, Bullying & Harassment Investigations"
• “Successful Absence Management” 

These acclaimed workshops are suitable for all human resources and management staff and provide powerful tools and tips to assist delegates in dealing with such important workplace matters.

Each session is for one day in duration and would be delivered on-site at your premises to a group of up to fifteen delegates by our inspirational trainer and seasoned senior HR professional, Jenny Churchill Chartered Member of the CIPD.

Please see below for details of each workshop. For an informal discussion and/or booking please speak to Jenny on 01313412550 or email on jennyc@OnlineHR.co.uk.

“Effective Performance Management & Appraisal”

This one-day course takes a practical look at managing performance. Experience tells us that performance management tends to be of those essential areas that are often handled badly or not at all.

The very forum that could help people understand their roles within the company, be assessed on the quality of their work and gain support and encouragement; is often ignored or endured simply because the people doing the performance managing find it deeply uncomfortable and difficult to do.

Effective performance management can have a strong positive effect on business performance – by helping individuals contribute to their full potential, enhancing management effectiveness, aligning employees with organisation goals and improving motivation and morale.

This workshop aims to give delegates real and practical skills to help individuals become more effective in carrying out on-going performance management rather than simply carrying out an appraisal at the end of the year.

Session learning objectives:

×         Understand the legal framework relating to performance management

×         Understand the principles of the performance management cycle

×         Know what the key principles are when setting SMART Objectives

×         Be aware of how to conduct an effective performance review meeting

×         Understand the skills and techniques needed when dealing with difficult conversations 

×         Understand how the organisations’ performance management policy/procedure impacts on the role and responsibilities of the Line Manager  

Workshop outline

9:20am – session commences

Welcome, introduction and objectives for the day

Legal framework: in this session we will consider the legal framework surrounding performance management; including Employment Rights Act 2002 (as amended), Employment Rights Act 1996 (as amended) and all equality and anti discrimination legislation.

Performance management cycle: we will consider the continuous cycle of managing performance, in which meetings are held to set, agree expectations and the steps needed to raise performance standard.

Setting SMART Objectives: we will use a case study to cover the steps within the process, enabling delegates to think about how the organisational vision, values and strategy link into departmental goals, job roles and individual aspirations, strengths and weaknesses; methods of tracking and assessing performance will also be covered.

 

Assessment of development needs: we will explore the organisational and individual needs and the options available; as part, considering:

×         What does the individual need to do to do their job

×         How effective they are, especially in key areas

×         What are the skills gaps

×         Development plans, action required – by whom, by when

×         How success will be measured

12:30 Lunch break

Undertake effective performance meeting: we will explore the skills and techniques needed to deliver effective meetings, including:

×         Meeting structure and setting 

×         Preparation and types of information required

×         What a good review looks like

×         Giving feedback 

Managing difficult conversations: combining objectives setting and feedback on performance can be very effective in improving motivation and performance levels; in part we will look at how to manage difficult conversations. Being able to tackle contentious issues in a balanced, calm and consistent way is a valued skill in all areas of working life. Role plays will provide an opportunity to apply learning and get hands on experience of how to manage discussions around performance, conduct and communication issues.

Policies and Procedures: we will review relevant organisational policies and procedures associated with performance management and consider how these policies and procedures impact on the role and responsibility of the Line Manager.

Lastly, we shall consider were the learning objectives for the day and the extent to which they were met.

Tool-Kits issued on the day.

4.30pm Close

FEE: £2,295 + VAT

VENUE and DATE: Your workplace. Dates are available during Spring and Summer 2017. Details upon request.

Due to the interactive nature of the workshop, delegate numbers are limited to fifteen.

 

 

“Effective Disciplinary, Grievance, Bullying & Harassment Investigations”

This one-day course takes a practical look at managing workplace investigations, whether relating to disciplinary, grievance, harassment or bullying issues.

As part, we shall consider the legal framework to workplace investigations, disciplinary, grievance, bullying and harassment; explore the kind of challenges that managers face in practice in an ever changing work place environment. Further, provide the tools and techniques to support the development of knowledge and confidence when managing teams.

The workshop is participative and interactive as we limit the number of delegates attending to fifteen. Hence, you will have the opportunity to practice learning throughout the day in order that you may confidently deliver the learning outcomes highlighted below.  

Session learning objectives:

×         Understand the legal framework relating to disciplinary, grievance, bullying and harassment

×          Have a full understanding of the procedures related to the above

×         Be aware of skills and techniques needed to effectively manage disciplinary and grievance issues

×         Be aware of the stages and the techniques needed to effectively manage and resolve conflict informally  

×         Design and construct a robust and professional investigation report 

 Workshop outline

9:20am – session commences

Welcome, introduction and objectives for the day 

The legal framework: in this session we will consider the most important UK legislation governing discipline and grievances at work; the Employment Act 2008 and the Employment Tribunals (Constitution and Rules of Procedure) (Amendment) Regulations 2008.

Disciplinary procedures: within this session we will review the disciplinary process and procedures and explore how they are being applied within the delegate’s organisation – a group interactive session will support the learning here.  The difference between capability / performance and conduct will be covered. Other areas that will be covered; misconduct, bullying and harassment, misuse of social media, wrongful, unfair and constructive dismissal, potentially fair reasons for dismissal and procedural flaws.

12:30 Lunch break

Undertake effective investigation meetings: this interactive session we will explore techniques to support the delivery of effective and efficient investigation meetings; in part including: 

×         Meeting structure and setting

×         How to get to the information you need

×         Dealing with challenging witness behaviours

×         Knowing when to stop and bring an investigation meeting to a close

×         Witness statements and sharing

Considering findings and reaching conclusions: here the group will organise the facts, evidence and information gathered into a focussed and concise investigation outcome.

Undertake effective disciplinary meetings: this session, we will look at skills, techniques and good practices to deliver effective meetings, in part including;

×         Meeting structure, setting

×         Notice, the right to be accompanied (and by whom), witnesses, acting fairly and reasonably, adjournments potential outcomes

×         Communication, dismissal and appeal procedure

Managing conflict: here we will look at the skills and techniques to manage day to day issues informally and alternative approaches and best practice to dispute resolution. A case study will support the learning. 

Handling grievances: within this session we will cover all stages of the Acas Code and any further elements of the delegated organisations own procedures, in part including; with whom to raise the complaint, appropriate sources of support, timescales, the right to be accompanied (and by whom), structure and format of meeting. 

Lastly, we shall consider were the learning objectives for the day and the extent to which they were met. 

Tool-Kits issued on the day.

4.30pm Close

FEE: £2,295 + VAT

VENUE and DATE: Your workplace. Dates are available during Spring and Summer 2017. Details upon request.

Due to the interactive nature of the workshop, delegate numbers are limited to fifteen.

 

“Successful Absence Management”

Absence management is a key priority for most organisations due to the costs involved and the impact it can have. It is estimated that absence currently costs over £900 per employee per year in direct costs. For a small business with 30 employees this means an average cost of more than £27,000 per year, which is a significant outgoing. This calculation does not include less tangible costs, which can be just as significant, such as: lower levels of customer service and productivity, increase workload for staff and managers, which could impact on staff morale.

The vital role of line managers is a common theme throughout all best practice guidance on managing absence. However, there are few resources designed specifically to support line managers in order for them to be able to carry out their roles effectively. This one day workshop aims to bridge that gap and give delegates real and practical skills to develop knowledge, and confidence so that they are equipped to deal with the situation they find themselves in when managing absence.

Session learning objectives:
 

×         Understand the legal framework relating to absence management

×         Gain a holistic view on how to manage absence effectively

×         Understand the different approaches, techniques and interventions that can be used to minimise short and long term absences 

×         Understand how organisations policy and procedures impacts on the delegates role and responsibility 

Workshop outline

9:20am – session commences

Welcome, introduction and objectives for the day

Why managing absence is important: within this session we will consider the importance of managing absence, the benefits of attendance and the legal framework associated with absence.

Understanding and getting to grips with absence: we will look at, current levels of absence and reasons, how absence is measured, data obtained and the roles and responsibilities of the employee and manager within the absence management process.

Managing short-term absences:  this session looks at:

×         Methods of managing short-term absences

×         Return-to-work interviews

×         Dealing with common problems

×         Embedding policies and best practices

×         Working in small groups we will review the organisation policy and see how many best-practices are being met and where improvements can be made

12:30 Lunch break 

Managing long-term absences: this session looks at: 

×         Different strategies and interventions that can be used to minimise long-term absences

×         How to deal with the issues when managing long term absence

×         The types of support that can be provided when employees are returning to the workplace

×         Role-plays to practise carrying out a conversation with an individual who is currently absent from work

×         Utilise a case study to explore knowledge and understanding of the legal framework covering disability employment

Practical skills for managers: we will look at; dealing with difficult conversations, listening skills and communicating with employees about absence.

Policies and Procedures: we will review and consider how these policies and procedures impact on the role and responsibility of the Line Manager.

Lastly, we shall consider were the learning objectives for the day and the extent to which they were met.

Tool-Kits issued on the day.

4.30pm Close

FEE: £2,295 + VAT

VENUE and DATE: Your workplace. Dates are available during Spring and Summer 2017. Details upon request.

Due to the interactive nature of the workshop, delegate numbers are limited to fifteen.

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For an informal discussion and/or booking of any of these workshops you can speak to Jenny Churchill on 01313412550 or email on jennyc@OnlineHR.co.uk.