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12 months access to every letter, form, guide and policy from date of purchase.

Recruitment and Selection

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post and making the job offer.

Purchasing this HRDocBox will provide you with 12 months access to every letter, form and guide within it. You will benefit from free updates to existing documents and new documents as and when they are added.

Recruitment and selection guide

Recruitment and Selection > Interviewing

Induction guide

Recruitment and Selection > Induction

Induction guide - line manager responsibilities

This document is used for guidance for line managers to work through an induction process for new members of staff.

Recruitment and Selection > Induction

Probation review

This serves as a guide to some of the areas which may require clarification to foster a conclusive evaluation of performance since the appointment of an individual to a particular position.

This is a two way interview where both parties must fully express themselves and ensure that the other gains a clear and understanding of what is being said.

Understanding whether the employee fits in to the culture of the organisation is vital, so it is recommended that an assessment of their performance against Core Values is also reviewed.

Recruitment and Selection > Probation

Managing People

Managing people is an extremely important role in most organisations. Research indicates that line management (front line managers, supervisors and team leaders) have the greatest influence on the performance and engagement of an organisations people.

As such, having skilled and capable managers is critical to the success of an organisation.

Purchasing this HRDocBox will provide you with 12 months access to every letter, form and guide within it. You will benefit from free updates to existing documents and new documents as and when they are added.

Absence control guide

This guide covers both managing long and short-term sickness and tries to uncover the real reasons why people are absent from work. It will help you develop an action plan based upon:

  • having the difficult conversation with an employee when they return to work
  • looking after the health and wellbeing of your employees developing an overall approach to absence by linking attendance to job design, good employment relations, health and safety, flexible working and effective disciplinary procedures.
Managing People > Absence and Leave

A handy guide to good meeting etiquette

A meeting is as successful as the positive contributions of its members. There are various ways you can contribute in a meeting, sometimes in a formal way (as Chair or minute-taker) and many informal ways through speaking, summarising, guiding a small discussion or asking questions to clarify what you have heard. Here are some practical steps to a meeting which can make a difference, some ‘quick wins’ to ensure that your attendance/contribution is professional and a box of ‘handy hints’ to bring them all together.

Managing People > Employee Communication

A handy guide to good office etiquette

Why is office etiquette important? Because bad manners at work can be bad for business by negatively affecting employee morale and productivity.

This guide shows a good way of working, every employee (not just management) should act as a role model by showing respect for their colleagues and demonstrating the following professional standards:

Managing People > Employee Communication

Performance development review

This is a complete guide for an appraiser and how to use performance development reviews in practice. This guide details preparation, from setting up the environment, to what questions to ask and how to record the process.

Managing People > Performance Development Reviews

Contract Termination

Either the employee or the employer can decide to terminate a contract of employment; Employees may terminate their contract by resigning from the employer, and an employer may terminate the contract by dismissing the employee.

There are a number of ways that this can be achieved, and you will find templates to cover most situations in this HRDocBox.

Purchasing this HRDocBox will provide you with 12 months access to every letter, form and guide within it. You will benefit from free updates to existing documents and new documents as and when they are added.

Redundancy selection criteria assessment guidelines

Contract Termination > Redundancy

Redundancy selection matrix scoring guide

Contract Termination > Redundancy

Guide to complying with TUPE

Contract Termination > TUPE

Guide to transferring staff IN on TUPE

Contract Termination > TUPE

Guide to transferring staff OUT on TUPE

Contract Termination > TUPE

Equal opportunities

The Equal Opportunities Policy provides specific protection to the Company in respect of the Age Discrimination Regulations that came into force in October 2006. This Policy follows ACAS guidelines to comply with the Age Discrimination Regulations, and fulfils requirements previously required by the Sex, Race and Disability Discrimination Acts and other relevant Regulations.

It is against the law for a company to discriminate against anyone on the grounds of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. Similarly if your employees discriminate against a colleague or customer your company could be held vicariously liable for their acts, and be responsible for paying the compensation or damages to the victim of the discrimination.

If a company can prove that it has done all that was reasonable to prevent the discriminatory acts from occurring then its liability can be reduced or entirely eliminated. Having an equal opportunities policy, and apprising all staff of its existence is one of the things that a reasonable employer should do.

Employee Handbook > Equal opportunities