Information
Aspects of Employment
Organisations and Companies are all different. Employees are all different. Personal attitudes towards work, work ethics, goals and motivation play an integral role in the success of both Company and Employee.
If our primary challenge is maximising the return to the company through high performance then we need to look at effective ways to balance the aims of the employer and aims of the employee. At the same time we must keep in mind the interests of both. While working toward a balance of benefit and performance, organisations can not lose sight of legislation and must work within the constraints of employment law. Employers and their HRM departments must operate within the framework of Irish labour law – both Individual and Collective.
In attempting to manage in a balanced, equitable and happy atmosphere, various aspects of recruitment, motivation, evaluation and work place relations should be taken into account.
Any company/organisation is faced with the task of employing the right person for the job, including the necessary skills and experience while taking into consideration their “fit” in the existing work force. Recruitment takes organisation and planning. Putting carefully considered guidelines, methods and selection criteria in place from the beginning will make the task less difficult and will, hopefully, result in employing the right person for the company. Hiring is one thing – keeping staff satisfied, happy and motivated is another. Within the recruitment process it is possible for employers to also consider how they will help and motivate personnel – new and old. There are various motivational theories, however, just as all people are different so too are companies and employers. What works for one does not necessarily work for another. Motivation is a personal principle. It is important to reflect on the person and their set of circumstances in trying to find the best way to motivate them. Most people go into a job interview with a “pay packet” motivation. Unfortunately this is not always the best way to keep personnel working to their best strengths but it does play an important part. Employers should look at the entire package they are offering taking into account pay (of course), training, advancement, levels of responsibility, levels of authority, challenges and consideration for work/life balance.
Evaluating ongoing performance is an integral part of any company. The growth and development of a company depends on careful supervision of employees and the work they do. All employees should be made aware of the process that the company uses in their appraisals and/or management reviews. Reviews or appraisals can take many forms depending on the size of the company and/or how management wish to proceed. There are, however, certain aspects which should be covered in order to develop forward planning, evaluate work done and motivate staff. Relations between management and employees play a part in how employees feel about their work, how they are motivated and in the end how well the company operates. Combining various methods and theories; consulting with employees; taking into consideration work/life balance; treating employees in a fair and equitable manner while at the same time keeping in mind the goals of the organisation can lead to a successful well managed company.
Review our available services and packages to assist you in developing a more successful company.
Further information
Irish Employment Law requires that every business has a Bullying & Harassment procedure in place.
Bullying & Harassment is a serious issue in today’s business climate, An employee’s clear understanding of what to do and what not to do can save a business unwanted and unnecessary loss of both time and money.
Questions worth asking:
Is your company or business in compliance with legislation … would your company pass a NERA inspection? http://www.employmentrights.ie/en/
Do you meet the minimum level of compliance required of you as an employer by having employment contracts with all your employees?
Do all your employees have a comprehensive, up-to-date contract of employment?
Is the employment relationship and contract between you and your employees perfectly clear in all areas?
Are your employment contracts reviewed or amended at least, on an annual basis?
Do you have a comprehensive Company Handbook?
Do you have all required policies in place?
Do your employees understand the policies and proceedures you have adopted?
We at Elaine Ryan and Associates understand that as a business owner/ executive you don’t have time to keep up on the latest employment legislation. We understand the latest and most current employment law and legislation so you don’t have to. Basic information on several policies is found below.
Redundancy Policy
Redundancy can be a complicated and confusing issue for many employers. Finding and staying within the legal requirements is paramount for a business. Below are just a few of the issues surrounding redundancy.
Redundancy Issues:
Taxation compensation for loss of employment (lump sum)
Collective redundancies
Constructive dismissal
Early retirement (pension entitlement)
Social insurance (PRSI)
Part time workers (expanded rights)
Lay off, short time work redundancy
Redundancy payments and procedures
The above listed are just a few of the issues faced by today’s Irish employers. We, at Elaine Ryan and Associates offer current and updated law and legislation to our clients, protecting both you and your employees rights on redundancy.
What we Offer:
Current & updated Irish Legislation
Employer rights and compensation
Employee rights and compensation
Annual business checkups
Onsite redundancy service
Part time redundancy legislation
After hours emergency conciliation
Disciplinary Policy
One of the hardest issues for most employers involves disciplinary measures. It can be a stressful time of uncertainty. We at Elaine Ryan and Associates specialise in disciplinary law and legislation for the protection of your business.
Worth Knowing:
Know the legal, procedural and practical guidelines for managing disciplinary and dismissal situations effectively
Understand your role and responsibilities
Know what you must/most not do
Get advice on your own workplace issues
In recent years, there has been a significant rise in the number of employees taking litigation. Equally, there has been a large increase in the volume and complexity of Irish employment law.
What we do:
Understand current law and legislation concerning disciplinary measures
Onsite implementation of disciplinary measures
On or offsite advisory service concerning disciplinary measures
Employer / employee mediation per disciplinary measures
Emergancy after hours on call service per disciplinary measures
