HR Generalist Advice

Some Human Resources issues are highly complex. They often involve putting together a balanced strategy including communication, negotiation, knowledge of employment law and an understanding of the way business works. From time to time, many business leaders need the helping hand of an HR Generalist to resolve difficult employee relations matters as quickly (and inexpensively) as possible. An HR Generalist can also help at times of extra demand, such as when your organisation is coming into a period of business restructuring and reorganisation . You may also need specialist HR knowledge to ensure, for example, that your consultation processes are compliant with current legislation.

The Government has announced changes to employment legislation which will have to be implemented in the near future. Furthermore, other legal changes are planned in the longer-term, some of which are already in the public domain. You may need help in getting to understand such changes, and support on how to approach them, to make them apply to your unique organisational circumstances.

Employee Retention

Retaining the best staff is a perennial business challenge, particularly in a tight labour market. An employee survey is one of the best ways to understand how your people feel about working in your organisation. With advance planning on communications and actions following such a survey, you can make it work for the benefit of your organisation in many ways.

A disproportionate number of people who are new to organisations leave within their first 12 months. Research shows that effective induction can play a large part in helping to retain this population.

Employers who offer a comprehensive range of training and development demonstrate support for their employees (and their future) at the same time. This way of "giving a little" can ensure that you get something in return, in the form of retention.

Career development remains as important to employees today as ever. A large number of employees who leave their organisations cite "no prospects" as their main reason for defecting. While most people accept that the days of "up or out" are gone, showing your people that you care about their career development demonstrates that you appreciate their contribution, thereby underpinning their retention.

Recruitment and Assessment

In simple terms, Recruitment is composed of two elements. The first element involves finding the people who you think may meet the requirements of any given position. The second is developing and using a selection process to ensure that you know that you are choosing the right individual for the role(s) in question. Assessment centres are one of the most effective (and scientifically proven) ways to select the right candidate for the right job objectively, equitably and effectively. Other kinds of recruitment frameworks can bring equal rigour, using multiple selection elements which are proven to enhance the prediction of how well a candidate will work in any given job and, as importantly, how they will fit within your organisational culture.

Performance Improvement

You will need help at times in the history of your organisation, such as during organisational change or through changing market conditions, to "raise the bar" on performance. The appraisal system is an important communication tool during such times - it tells your staff what to do and how to be productive in today's organisational environment. When was the last time you reviewed or overhauled your appraisal system? Are you working with a system which communicates yesterday's organisational requirements?

Similarly, teams within your organisation may not be working as effectively as they are capable of for today . Effective team performance requires more than just a few days away on a mountain climbing challenge! The science behind team building can create lasting insights between team members, and enables the entire team to pull towards their common goal more effectively.