Farm Tractor & Machinery Trade Association Conference

20th November 2015

Liam Barton

About Insight HR• Professional HR Consultancy

• Successfully operating for 15 years

• Work closely with businesses to put in place comprehensive people policies and procedures

• Provide practical advice on handling disciplinary / non-performance issues at work

• Help businesses improve employee performance

Today’s Presentation

• Performance Management

• Recruitment

• HR processes and procedures

What is performance management• Strategic management technique

• Clearly defined process

• Links business objectives/strategies to individual goals & actions

• Sets higher organisational standards

• Creates positive emotions among employees

• Documents what is agreed – no surprises

Performance Management System

• Reflect the culture & ethos of organisation

• Clearly define success

• Provide a support to motivation and communication for employees

• Improves organisational performance

• Improves communication

• Helps with succession planning

Benefits of PM to Employees

• Constructive feedback on performance

• An opportunity to give personal views on the job

• An opportunity to address personal training and development needs

• Support in improving individual performance

• Early flag to performance issues

Post Conference Exercise

• If we don’t measure performance at work how can we improve?

• Identify one key area in your business where you will improve employee performance in 2016?

• How will you achieve this improvement?

• What is your action plan?

Benefits of Performance Management• Performance Management can increase both organisational

sales and profits, and reduce overhead costs by 25% while also improving the return on assets - Lawson, R., Stratton, W. and Hatch, T. (2003)

• ‘Employees with an appraisal scored higher on clarity of the organisational goals, motivation and organisational commitment, compared with those who have never had a review or have it less often than once a year’. CIPD – Employee Outlook: Focus on Managers (2014 -2015)

Draft a Job & Person

Specification

Attract and Manage Candidate

Applications

CheckReferences

Short-listSuitable

Candidates

Makethe

Appointment

Interview and Assess

Selected Candidates

Inductthe new

employee

RECRUITMENT PROCESS

What Do Employers Want to Know?

• Can the candidate do the job?

• Is the candidate willing to learn?

• Will the candidate perform?

• Will the candidate come to work?

• Will the candidate fit in?

• Is the candidate enthusiastic?

Changes in the Marketplace• Greatest economic recovery in Dublin

market

• Unemployment rate at lowest level since 2008

• Skills gaps in IT, Finance, Agriculture and Construction

• Irish market is missing 28-35 year olds with managerial experience

• Minimum pay rates are increasing & salaries on the rise in many sectors

Real costs to your business of poor hiring decisions

• Missed sales opportunities• Damaged customer and employee

relationships• Agency / Recruitment Fees• Decreased staff morale• Damage to Company reputation• Increased lead times

How to avoid making a Poor Hiring Decision

• Know what you’re looking for

• Resist the temptation to fill a role quickly

• Look to widen the talent pool / search

• Cultural fit – one of the major reason why people leave

• Don’t automatically dismiss the less experienced candidate

“An interview is a

conversation with a purpose” ARMSTRONG 1996

Fundamentals of Interviewing

• Can the candidate do the job?

• Is the candidate motivated to do the job?

• How will the candidate fit into the business?

Good Practice Guide• Ensure the panel are prepared

• Develop core interview questions

• Divide interview questions amongst panel members

• Build rapport with the candidate

• Actively listen to what the candidate is saying

• Avoid discriminatory questions

Good Practice Guide• Observe body language and change

questioning style if candidate is showing signs of distress

• Don’t linger unduly on a candidate’s weak points

• Note only what is necessary and job related• Allow the candidate an opportunity to ask

questions• Finish by informing the candidate what the

next stage is and how long it will take

Situational Judgement Tests

• Explosion in last few years

• Applicants presented with work-related situations & given several behavioural choices

• Applicants indicate which options in their opinion most/least effective

• Most accurate prediction of future behaviour in workplace

HR processes and proceduresThe Basics• Written statement of

terms & conditions of employment

• Minimum Rates of Pay Correct

• NERA record keeping requirements

• Discipline & Grievance Policy

Best Practice• HR / People Strategy• Contract of Employment• Policies & Procedures• Performance

Management System• Personnel Filing System• Management

Development training• Customer Service / Sales

Training• Staff trained on

recruitment

Insight HR Services – IFTMA approved

• HR Toolkit for your business

• Contracts of Employment / Staff Handbooks

• Advice on Redundancy / Recruitment

• Dignity at Work Policies

• HR Phone Support / on-site support

• Performance Management

• HR Skills Audit

www.insighthr.ie

INSIGHT HR

THANK YOU – ANY QUESTIONS

CONTACT DETAILS

INSIGHT HR

Phone: 056 7701060

www.insighthr.ie

INSIGHT HR TEAM

Mary Cullen Founder & Managing Director

Patrick FoleyHR Consultant

Liam BartonHR Consultant

Alma PowerChief Financial Officer

Catriona WemyssHR Helpdesk Advisor

Conor HealyHR Helpdesk Advisor