Trade Unions - Higher Business Management

A small question that may crop up in any exam could be about The Role of Trade Unions.

Trade unions are organisations that represent people at work.

q Their purpose is to protect and improve people's pay and conditions of employment.

q They also campaign for laws and policies which will benefit working people and working conditions.

q Trade unions exist because an individual worker has very little power to influence decisions that are made about his or her job.

q By joining together with other workers, there is more chance of having a voice and influence.

q This is known as collective bargaining.

Fair and Unfair reasons for dismissal

With the topical disciplinary issues surrounding both Hugh Dallas and Andy Gray, it is perhaps a good time to look at fair dismissals, illness and unfair dismissals.

FAIR DISMISSALS

These issues relate to both your conduct in the workplace and your ability to do your job.

- continually missing work
- poor discipline
- drug or alcohol abuse
- theft or dishonesty
- you haven't been able to keep up with technological changes to your job (eg introduction of ICT systems)
- you can't get along with your colleagues
- long-term or persistent illness makes it impossible for you to do your job

ILLNESS

There are also some issues surrounding being ill or unwell. Employers have decisions to make when it comes to:

- how long it will take you to recover
- how certain it is that you will recover (with some illnesses, like broken bones, it is clear how - long it will take but with something like stress it can be uncertain)
- how easy it is to get cover for your job
- whether your job can be kept open

UNFAIR DISMISSAL

Here are grounds for unfair dismissal:

- your employer does not have a fair reason for dismissing you (eg if there was nothing wrong with your job performance)
- your employer did not follow the correct process when dismissing you (eg if the have not followed their company dismissal processes)
- you were dismissed for an automatically unfair reason (eg because you wanted to take maternity leave)

EMPLOYEE'S ENTITLEMENTS

- a written statement of employment particulars
- an itemised pay statement
- a minimum notice period
- maternity, paternity or adoption leave
- time off for antenatal care
- parental leave
- time off for dependants
- the right to request flexible working arrangements
- not to be discriminated against because of your gender, race, disability, religion or belief, sexual orientation or age
- guaranteed pay when work is not available for you
- time off for public duties (eg jury service)
- protection against unlawful deductions from wages
- remuneration during suspension on medical grounds


Source: www.direct.gov.uk
- refusing to do shop or betting work on a Sunday
- making a public interest disclosure or ‘blowing the whistle’

Higher Business Management - Empowerment

"Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity."

General George Smith Patton, Jr.

Empowerment is a term coined to mean giving more responsibility to employees. It is a form of delegation.

This has both advantages and disadvantages:

Advantages

• decision making should be quicker as it is the employees at the centre of decision making
• staff motivation is increased as they feel valued and important
• staff are better suited for potential promotion
• the workforce become more skilled
• the workforce's problem solving skills increase

Disadvantages

• Managers may not trust staff to make decisions
• it can be expensive to train staff
• not every employee wishes responsibility
• there are financial implications as staff will have to be paid for some extra responsibilities

The harshest critics of Empowerment believe it is more work for less money!
For more reading or information on the theory and concept of Empowerment, look up the works of Management Guru Rosabeth Moss Kanter.

Higher Business Management - Staff Appraisal

An appraisal is an annual review between employee and employer. It is used to help identify strengths and weaknesses and allow for training.

Sometimes employee performance may not be up to standard. Therefore there are different measures a line manager may take. These include:

• arrange appropriate training for the underperforming employee
• setting targets for the employee
• look to best use employee's skills
• ensure they meet more often to see how things are going
• positive feedback may be given to the employee

Guest Speaker at Hamilton Grammar

The Higher Business Management class were delighted to receive Mr Ian Ferguson, Group HR director of Park's of Hamilton.

Mr Ferguson spoke about his role at Park's, and the role of HR in the firm. He also spoke a little bit about his career and gave a motivational speech.

We then sat down for a more informal chat with the pupils asking some questions about work, employment, careers and business in general.

It was great for Mr Ferguson to give up his valuable time to come into the school and talk to our young people.

His two daughters went to the school and Mr Ferguson is a big supporter of Hamilton Grammar and he said he wanted to contribute, and give something back.

We're glad he did and we look forward to working with Mr Ferguson in the future.

Example of a Management Trainee Job Advert

Management Trainee

Starting salary circa £30,910 pa inc. of Inner London weighting Three year fixed-term career post

Are you interested in pursuing a career in green space or environmental management?

Would you like to work in some of the country’s most prestigious Open Spaces which are managed by the City of London?

If you are, this post offers an exciting opportunity for someone with a relevant degree or previous experience to work with the Director and the Superintendents.

The postholder will undertake management tasks at different sites and carry out research, statistical analysis and detailed environmental, conservation or recreational project work to achieve the future aims and objectives of the Open Spaces Business Plan.

The City of London manages over 10,700 acres (4,330 hectares) of open space in and around Greater London.

The main sites are Hampstead Heath, Highgate Wood, Queens Park, Epping Forest, West Ham Park, the City Gardens, City Commons, Burnham Beeches and Stoke Common. These sites have won many Awards such as Green Flag and London in Bloom and some are designated as Sites of Specific Scientific Interest.

Millions of visitors enjoy these open spaces each year and they are also a unique resource for the conservation of historic landscapes and wildlife habitats.

The successful candidate will ideally have demonstrable experience of working in an open space or a similar professional environment in the Parks, Culture or Leisure Industry and will need to hold a full driving licence. He/she will also need to be willing to study for a post graduate qualification such as the Diploma in Management Studies.

The post requires good project management and IT skills and the ability to analyse, interpret and present complex information. Excellent oral and written communication skills are required, as the post involves communicating with members of the public, senior officers, Committee Members and outside organisations.

The working hours are 35 per week, which will include occasional weekend working, duty management and some evening duties.

The post will be based on site depending on the project being undertaken at any given time.

To apply online or download a pack, please visit www.cityoflondon.gov.uk/jobs

Alternatively, please contact the Corporate Recruitment Unit on 020 7332 3978 (24hr answerphone) quoting reference OS039.

A minicom service for the hearing impaired is available on 020 7332 3732. Closing date: 12 noon, 5 March 2010.

Higher Business Management - The Stages in Recruitment and Selection

This is an often asked exam question which to be honest is not always answered that well, yet as you will see it is throwing away reasonable marks!

1. IDENTIFY JOB VACANCY

Is there a job at all? Reasons for vacancies could be retirement, promotion, people leaving or quitting, or a new job being created.

2. CONDUCT A JOB ANALYSIS

A study of what the job entails will be conducted to see if a new job has to be advertised or whether existing people can take part of the remit.

3. WRITE A JOB DESCRIPTION & PERSON SPECIFICATION

If a job is needed, then we need to write the 2 recruitment documents that applicants will need. The job description outlines what the job entails: the job title, the duties and responsibilities of the said job etc...

Person specification is more about the qualities needed by the ideal candidate. It is divided into essential and desirable qualities.

4. ADVERTISE JOB INTERNALLY OR EXTERNALLY

Once the recruitment documents are ready to make up the recruitment pack, then you have to decide whether to advertise internally or externally. Both have advanatges and disadvantages, but that is a whole other post!

5. SEND OUT RECRUITMENT PACKS (APPLICATION FORMS and/or CVs)

Potential applicants will phone up or email to receive the recruitment pack. They have to complete and return by a certain deadline.

6. FILTER APPLICATIONS AND PREPARE THE LEET

The panel will go through the application forms and quickly filter out the useless ones and select the ones that show potential. The leet is prepared - this means the candidates being invited for interview.

7. SELECTION METHODS (INTERVIEW MOST COMMON!)

Normally most jobs are decided upon by interview.

Though make sure you know all about:
TESTS (IQ, Psychometric, Attainment, Fitness, Aptitude)
ASSESSMENT CENTRES (for Graduate or Managerial jobs)
GRAPHOLOGY (ridiculed in the UK and US, but big in France and Poland!)

8. INFORM SUCCESSFUL AND UNSUCCESSFUL CANDIDATES

Letters are sent out informing the lucky person who got the job, and also to all the people who will have to try again.

Recruitment Day

On Friday Higher Administration pupils underwent our annual recruitment programme but with an added twist!

Pupils had been given a job advert with the job description and person specification for a position as an Administration Assistant for an ICT company. Pupils then had to fill in an application form and then were divided into 2 separate pools.

They were given a list of possible questions they could be asked by the 2 seperate interview panels (who were made up or Mr MacLeod and 2 seniors, and Miss Boag and 2 seniors).

During the interview process the pupils were filmed using FLIP cameras. Once it was over, the panel typed up their notes and we will edit together the footage so the pupils can watch everyone's performance along with the feedback.

Hopefully this will give them some insight into the recruitment and selection process and also develop skills as interviewees and even interviewers.

Next week it will be our Int 2 class's turn, which will give some of the Higher pupils who were interviewed an opportunity to be the interrogator!

Congratulations to Emma and Hannah who were the two selected by the interview panels to get the job!