HR provisions should be knit and tightly aligned to the business strategy, ensuring that they support the business to plan for any changes, minimise obstacles and maximise opportunities.
There are many facets and elements of HR that impact upon the culture, development and flexibility of a business, but the core areas are as follows:
Resourcing and Talent Planning
Staff Recruitment is a core requirement for most businesses, finding the right people for the right roles. Resourcing is not just about the immediate day to day staffing needs of a business but about how you plan and use business management information to understand what skills are need for the long-term success of the business.
When recruiting staff, businesses need to aware of their legal obligations, key areas of law to consider in recruitment include:
Employment Terms and Conditions
The terms and conditions of employment are the elements of a contract defining the employment relationship between employer and employee.
Key elements to consider are as follows:
The UK's Working Time Regulations 1998 lay down the minimum conditions relating to weekly working time, rest entitlements and annual leave in the UK, although UK employees can opt out of the provisions relating to the maximum 48-hour working week.
Almost all workers are legally entitled to 5.6 weeks’ paid holiday a year (known as statutory leave entitlement or annual leave).
Leave (e.g. sickness, maternity and compassionate)
Leave includes unplanned leave such as:
Dependent & Family
As well as planned leave such as:
All employers must provide a workplace pension scheme. This is called ‘automatic enrolment’.
There are two types of notice period: statutory and contractual. Statutory is the minimum legal requirement that can be given. However, contractual notice is the amount of notice that the employer can set out in the terms and conditions of employment which can be longer than the statutory notice.
The main reason to offer additional benefits is to attract, keep and influence your employees. Employees can be engaged through a range of financial or non-financial rewards.
Financial rewards can include pay rises, bonus schemes, on target earnings; whereas non-financial rewards can be opportunities for personal development, flexible working, and recognition programs.
Learning & Development
Learning and development is about preparing for growth, scoping what future skills and knowledge your workforce will need to accomplish its strategic goals.
When you align your people development strategy with that of your business you are ensuring the following outcomes:
- All employees have the right set of skills to fulfil or even exceed in their roles.
- It builds employee engagement, helps attract and retain great employees
- It creates promotable employees, allowing you recruit key positions from within and succession plan.