Human Resource Management

Those from large organisations are familiar with the term ‘human resource management’ or HRM. Firms with more than about 100 staff generally employ a human resource manager. Those in small firms can’t afford such a post and rely on consultants like TimelessTime.

HRM is a collection of activities that includes ensuring that both employee and employer understand their commitment to one another. But that’s not the end. These activities go on to build employee commitment such that investment by the employer in ‘human resources’ builds benefit for both parties. Check out the characteristics of the firms in the Sunday Times 100 Best Small Firms to Work For: they are profitable, growing and have high staff engagement.

Employment Contracts, Employment Handbooks and Foundation Building

Foundations are essential to any relationship. There is a minimum document set that by law needs to be put in place but this is completely inadequate if the firm is going to build to achieve competitive advantage through its staff. A written contract of employment with policies and procedures starts to give line managers the support they need. With additional training and ad hoc support, managers can bring HR to life.TimelessTime can put this foundation in place.

Disciplinaries, Grievances and Other Corrective Action

Sometimes people don’t always behave as they are expected to. This can be for a variety of reasons. The employee may not understand what is expected of them, or may be unable to achieve the required level. Under such circumstances they may need to be developed. If they are still unable to meet the required standard they may be performance managed to help them achieve. Ultimately they may be managed out of the business if they can’t meet their objectives. Corrective action may also be invoked to bring an employee back in line following bad behaviour. Whilst it is much better to expend management resources on positive employee interactions, there are times when the disciplinary procedures need to be used.

TimelessTime has many years of experience in both developing and implementing performance management and in disciplinary procedures.

Trust & Confidence and The Psychological Contract

The contract that exists between employer and employee is for the most part unwritten – it’s called the psychological contract. It comes from the trust and confidence that the one has in the other. There are many things that the employer can do to strengthen this relationship. And it’s not about giving extra employment benefits, though that may be part of an overall approach. The prize for growing a strong psychological contract is enhanced employee commitment, and one could write a book on how this benefits the firm.

TimelessTime understands how good foundations can be built upon to gain enhanced commitment and can set a programme to win tangible increase in competitive advantage though commitment.

on 01825 724179 for a free review to establish how robust your foundation employment contracts are and to discuss how you might develop the psychological contract in your firm to optimise employment relations.