Joy Ogbemudia

Did you know that;

• Many organisations only provide rudimentary feedback that doesn’t meet employees’ needs;

• Only 44% of 2226 employees polled were set clear objectives;

• Only 19% said their performance was explained in relation to the context of the organisation;

• 18% receive no feedback of any kind at work;

• 55% of employees said they would prefer to work in a firm with a “family feel held together by loyalty and tradition”;

• 26% describe their employers as operating formalised and structured place governed by procedures;

• And only 29% agree to employee engagement in their organisations.

Do you need help with your Employee Performance Management? Give us a call today on 01909 512 120.

The Employment Rights Act 1996 points out clearly that before an employee can be dismissed, there must be fair reasons based on their capability to do the job, conduct or other substantial reasons.

Some pieces of legislation that cross refer to unfair dismissal issues include:

• Employment Act 2002 – for example, sections 29-44
• Employment Relations Act 1999 – for example, sections 12, 34 and 37
• Trade Union and Labour Relations (Consolidation) Act 1992 – for example, sections 152-167
• The Part-time Workers (Prevention of Less Favourable Treatment ) Regulations 2000 (SI 2000/1551) – paragraph 2(2) of the schedule
• The Fixed-Term Employees (Prevention of Less Favourable Treatment ) Regulations 2002 (SI 2002/2034) – Regulation 6(3)
• The Maternity and Parental Leave Regulations 1999 (SI 1999 No 3312)
• The Public Interest Disclosure (Compensation) Regulations 1999 (SI 1999/ 1548)
• The Unfair Dismissal and Statement of Reasons for Dismissal (Variation of Qualifying Period) Order 1999 (SI 1999/1436)
• The Employment Act 2002 (Dispute Resolution) Regulations 2004 (SI 2004/752) – repealed on 6 April 2009
• Employment Relations Act 2004 (Commencement No 3 and Transitional Provisions) 2005 (SI 2005/872)
• The Employment Equality (Age) Regulations 2006 (SI 2006/1031)
• Employment Act 2008
• The Employment Tribunal (Constitution and Rules of Procedure) (Amendment) Regulations 2008
• The Employment Tribunals (Constitution and Rules of Procedure) (Amendment) Regulations 2010 (SI 2010/131)
• The Employment Equality (Repeal of Retirement Age Provisions) Regulations 2011
• Unfair Dismissal and Statement of Reasons for Dismissal (Variation of Qualifying Period) Order 2012 (SI 2012/989) – came into force 6 April 2012 and applies to Great Britain
• The Employment Rights (Increase of Limits) Order – updated annually                 (culled from CIPD 2015).

For assistance or clarification, please call us on 01909512149

Organisations are operating in an increasingly volatile and complex environment, fiercely competing to recruit, engage and retain  talent. Effective talent management strategies are crucial to enable business success. The role of HR  in embedding talent management into business strategy has never been more important (CIPD 2014).

Talent management must be portrayed as a differentiating strategic capability that can offer real and substantial competitive advantage. To achieve this, talent must be managed to be:

• Rare
• Valuable
• Inimitable
• Non-substitutable  (Barney 1991)

TC01: What legislation governs terms and conditions of employment? – Employment Law FAQs – CIPD http://www.cipd.co.uk/hr-resources/employment-law-faqs/terms-conditions-legislation.aspx …

HR must maintain a strategic position in organisations as severe resource constraints results in businesses requiring new and higher levels of innovation and unlocking of productivity.

To stand up to these challenges, HR professionals must wake up to their calling as:

• Strategic Partners– raising board level awareness and creating strategies to support responsible, sustainable organisation;

•  Administrative Experts– playing a key role in creating more flexible, dynamic organisational infrastructures and cultures, ensuring that people and processes are fit for purpose;

• Employee Champions– working with senior managers to create work place environment that promotes the health and well-being of employees. Supporting employee engagement policies and productivity at work; and

• Change Agents– ensure mutual inter-generational mentoring between “Baby boomers” needing new skills and “Gen Y’ers” needing help to implement social entrepreneurial skills.

(EXCERPT FROM CIPD 2012).

 “Children imitate their parents, employees their managers” (Amit Kalantri).

Femi, as you celebrate your birthday, we (the team), wish you a very happy birthday.

You are always a source of inspiration to us. You make fun days enjoyable and stressful days bearable.

May you live to be 100!!