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Welcome

Welcome. Public Health Registrars. Human Resources Role General information Marianne Lingwood. Session Outcomes. At the end of the Human Resources sessions you will be able to: Describe the purpose of the Human Resources department;

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Welcome

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  1. Welcome

  2. Public Health Registrars Human Resources Role General information Marianne Lingwood

  3. Session Outcomes • At the end of the Human Resources sessions you will be able to: • Describe the purpose of the Human Resources department; • Identify key management responsibilities and the policies that support these; • Identify Human Resources Metrics; • Describe how to answer HR queries and locate relevant support;

  4. What is the role of HR? • Building the people strategy • Providing the framework of policies and procedures related to the employment of staff. • Providing the tools to do this effectively • Providing guidance, support and advice on the effective implementation of the strategy, policies, procedures and tools.

  5. Operational HR Recruitment Training Workplace Health & Wellbeing NANIME Health & Safety Job Evaluation (AfC) ESR and Payroll Liaison/ Workforce Bank Staff Team Medical Staffing Who are the HR Department?

  6. Support the business deliver patient care Employment law advice Policy advice Coach, guide and advise line managers through employee matters What does Operational HR do?

  7. Grievance Disciplinary Capability (Performance Management) Absence Management Flexible working Equality and Diversity Dignity at Work (Bullying & Harassment) Probationary period Maternity leave Key information for line managers

  8. Grievance Typical Grievance issues Typical Grievance issues Negligence (PIDA 98) Company or individual Health & Safety Stress Working relationships Typical Issues Terms & conditions Harassment Job Content Bullying New Working Practices

  9. Capability Vs Disciplinary Management • - Training - Employee control Capability? Tries but unable to Meet job standard Conduct? Lack of effort Negligence Won’t? Can’t?

  10. Dignity at Work • Policy on dealing with bullying and harassment complaints • Deal with the matter: • Informally • Mediation • Formally (investigate and possibly discipline

  11. Equality and Diversity Equality is term used for allowing everyone to have equality of opportunity Diversity is about taking into account an individual’s personal differences The Equality Act aims to consolidate, simplify and harmonise the nine separate pieces of Equality and Diversity legislation Provides protection for 9 characteristics for the provision of goods, services and employment matters. Trust web page

  12. Good Line Management • Timely intervention • Communication with team • Listening to your employees • Fairness and consistency • Seek advice and Guidance

  13. Break

  14. What do I do if I have an HR Query? • Speak to your line manager • Look at the HR Department Intranet Page • For pension and payroll queries complete an electronic form on the intranet • Contact the relevant HR Department: • HR Operations on extension 5777 (01603 286286) • https://www.eoedeanery.nhs.uk/medical/page.php?page_id=99

  15. What are the main staff benefits? • Annual leave • Final Salary Pension • Flexible working • Childcare Facilities • Childcare Vouchers • Discounted First bus tickets • Discounted canteen food and drink (with NHS badge) • Staff involvement - ‘Ask the Staff’ • A discount website exclusively for NHS staff

  16. What is Pennies from Heaven? • A Charity Scheme which donates the pennies from your salary • The chosen charity changes annually and is nominated by staff • Information is available on the HR Intranet pages

  17. What happens at my Performance Appraisal? • Occurs Annually • A two way dialogue about your performance • Relates to your job description and the Knowledge and Skills Framework for your post. • Involves setting objectives for the coming year, and reviewing your achievement of the previous years objectives. • Review of training requirements and agreeing a personal development plan.

  18. Workplace Health & Wellbeing • Protecting and promoting the health and wellbeing of staff at work • Aim to prevent the onset of Occupational related ill health • Work related upper limb / musculo-skeletal pain • Work related stress • Work related respiratory / skin disease • Transmission of Blood Borne Virus / infections

  19. Services Pre-employment Health Screening Work Health Assessment / Immunisation Update Consultations – self referral or management referrals Workplace Assessments Health Surveillance Sickness absence support / advice on return to work Equality ACT –advise on adjustments/modifications Training Employee Assistance Programme

  20. Referral Method • Self Referral Phone Department to arrange an appointment (Consultation, Imms Check, arrange workplace visit) • Management Referral • Manager refers if concerned regarding health and impact on work. • Manager should discuss referral with employee and obtain signed consent. www.workplacehealthandwellbeing.co.uk

  21. Training • Mandatory training • Leadership Management programme – 3 days - SpRs preparing for consultant • Line Manager Training • Sickness absence training • Study leave – completion; support • NHS leadership academy

  22. Thank you and Questions

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