How can HR assist in the current market conditions?

Guest post by: Chris Watson
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A Must Before You Recruit - By Chris Watson

Your HR department now needs to readdress it’s priorities and focus on building a sustainable plan to assist the business and its people through such difficult market conditions without adding costs and of course where ever possible reducing costs.

A simple 5 point plan such as this will help.

Point 1 Review Employment Costs – You might be able to achieve some quick wins with a simple review of the following.

• Job Evaluation
• Bonus packages
• Recruitment
• Current staffing levels

Point 2 Performance Management Systems – If you have reduced your workforce or time worked you now need to ensure you get the best out of everyone.

• Review of current systems effectiveness
• Implement a system if one is not already in place
• Does it measure customer service, customer loyalty, quality and efficiencies
• Do the management team take it seriously
• Does it include a monthly review at the very least
• Are the reviews linked to an appraisal system

Point 3 Sickness & Absence – The cost of sickness and absence to any company is a significant cost. Now is the time to reduce it.

• It must be recorded accurately
• Analysis of the data will need to be reviewed monthly
• Identify key areas and particular trends
• Management of sickness and absence must follow a robust plan
• Utilise Occupational Health Doctors for reports and guidance where necessary
• With a working party focus on the improvements required and how to achieve them
• Poor attendance normally has a history, look for it when recruiting

Point 4 Training & Development – Do not stop training and developing your people, change the way you train and develop them.

• Develop a 6 to 12 month plan in house
• Identify your key training needs
• Identify internal trainers
• Focus on the areas that you have trainers capable of delivering the training
• Deliver in house managed by your HR team

Point 5 Communications – Never under estimate the importance of communication between employer and employees.

• Keep all staff updated
• Make communications positive and fun where ever possible
• Communicate regularly
• Utilise meetings, notice boards, news letters, letters with payroll etc

Yes it all sounds pretty basic and only what you should be doing anyway. Go and talk with your HR team, have a look for yourself. Revitalise the drive to get the best from your people at all times.

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A Must Before You Recruit - By Chris Watson

About the Author: Chris Watson

RSS for Chris's articles - Visit Chris's website

Chris spent over 20 years in the Retail Automotive Industry latterly holding positions as Operations Director, Divisional Director and Managing Director before forming two of his own companies from 2006.

Connect HR & Recruitment Ltd was established in 2007 of which Chris is a Director and Partner, a business that offers support and advice to SME's on Recruitment, Human Resources and Health & Safety. CARS (Connect Automotive Recruitment Services) is a trading arm of Connect HR & Recruitment which specialises in the Automotive recruitment sector offering Executive Search and Selection plus Managed Advertising services of which Chris is a senior Recruitment Consultant. CARS has access to over 100,000 experienced Automotive candidates residing in the UK.

In September 2009 Chris was elected as Fellow of "The Institute of The Motor Industry" and in January 2005 he was awarded a Diploma in Performance Coaching by the NCFE. Chris also holds a certificate for Managing Conflict in the Workplace awarded by the Institute of Leadership and Management (ILM) in 2011 and a certificate in employment and consumer law.

Chris has written and developed a one day training course "Successful Recruitment" as well as presenting and writing on the subject of recruitment within the Automotive Sector. Find out more about CARS at www.carrecruitment.com

Click here to visit Chris's website.

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