Role and Skills of a Valuable HR Assistant

Sample Programme - Day 1

Programme

During each session the trainer will define, examine and discuss the specific role and responsibilities of an HR Assistant connected with that topic.

Defining the HR and personnel role in the organization

• Corporate strategy and HR – an introduction
• Vision and mission statements
• Corporate strategy and HR issues and policies
• Employment policies
• Responsibility for making HR policies effective
• Internal relationships
• HR roles and responsibilities

The recruitment and selection process
The Seven Stages of an Effective Recruitment Process

• The business case
• Identifying the job
• Defining the person
• Attracting candidates
• Assessing candidates
• Making the selection decision
• Follow up

• Issuing a conditional job offer
• Checking the right to work in the UK
• Checking essential qualifications
• Checking criminal convictions
• Checking references
• Medical examinations/ questionnaires
• Making unconditional job offers

Examining terms and conditions of employment

• Employee or self-employed
• Agency staff
• Different types of contract
• The right of an employee to written terms and conditions
  • What must be included by law
  • Other possible terms and conditions

• What are the statutory rights
• Using express and implied terms of contract
• Common law rights and duties
• Issuing the contract
• Varying the terms of contract
• Remedies for breach of contract
• Clarifying the terms where there is no written statement
• Best practice tips and techniques

Understanding ‘family friendly’ rights

• Maternity leave and pay
• Paternity leave and pay
• Leave and pay for adoptive parents
• Parental leave
• Flexible working rights

Discrimination law

• What is discrimination legislation?
• Defining discrimination
  • Sex and marital status
  • Race
  • Disability
  • Sexual orientation
  • Religion or belief
  • Age

• Trade union membership
• Remedies for unlawful discrimination
• Outlining the relevant Institutions
• Promoting equal opportunities

Discipline procedures

• The statutory disputes procedure
• The organisation’s own disciplinary procedure
• The right to be accompanied
• The right of appeal
• Effective records
• Carrying out disciplinary interviews
• What constitutes a grievance?
• Grievance procedures

Ending the employment relationship

• Procedural requirements when the employee resigns
• Defining ‘Fair’ reasons for dismissal
  • Capability or qualifications
  • Conduct
  • Redundancy
  • Some other statutory enactment
  • Some other substantial reason

• Implications of constructive dismissal and wrongful dismissal for the organisation and employees
• Making a claim for unfair dismissal