It is news that no HR adviser wants to hear: an important client's management team is losing a key player who has found a position with another company. What does the adviser say? Indeed, what can be done – if anything at all – to keep that staff member from jumping ship?
The law requires employers to provide employees with a written 'statement of terms' that explains the terms of employment. However, such a statement is the bare minimum. As an HR adviser and someone who specialises in HR administration training, I suggest going beyond the bare minimum to create a written contract for every employee.
How would you feel if I told you that a significant portion of the UK's business professionals don't believe they are equipped well enough to do their jobs? How would you react to those same professionals claiming they are not receiving enough support and training from their employers? Unfortunately, both assertions are true. New research just released by ILM reveals that things in the professional world are not as they should be.
Below are my top five employee appraisal tips for managers. These tips come from my own experience as an HR adviser and employee relations consultant over the last 30 years.
One of the most common pieces of advice offered by an HR adviser is to work to make yourself indispensable. Employees who do so are less likely to be replaced on a whim. Unfortunately, the majority of HR professionals in the UK don't see themselves as indispensable. I want to do my part to change that.
