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Advanced Role and Skills of a Valuable HR Assistant

An intensive one-day In-house programme completing your knowledge on best practice and employment law requirements for the HR assistants team.

Couse Overview

The breadth of the role of the HR assistant is constantly increasing, making the role ever more challenging. It is vital that the effective HR assistant stays up-to-date with ALL employment law issues and best practice skills. Any mistakes in this area can be costly to the organisation. With this in mind Falconbury have developed this In-house programme, which focuses on the extended issues faced by HR assistants in busy HR department on a regular basis.

This In-house programme will cover:

  • Managing sickness and absence
  • Pay and benefits legislation
  • Determining pay levels
  • Employing performance related pay
  • Assessing employee benefits
  • Statutory and organisational time-off rights
  • Informing and consulting employees
  • Accounting for people
  • Employee records

Practical case study based learning

A unique case study has been developed specifically for this programme. Throughout the course participants will work in groups on exercises based around a pseudo organisation. They will examine and resolve specific HR issues that are present within the company and reflect real-life scenarios. This will give the group the opportunity to apply the knowledge they have learnt in a practical context during the programme and receive structured feedback and guidance from the expert trainer.

Your next step is to call us now on +44 (0)20 7729 6677 or email us at info@falconbury.co.uk or use our contact form and find out how we can help. There are no commitments, and if we cannot help our advice and recommendations are free of charge.

Sample Programme

The Contribution of HR

  • The changing role of HR
  • Corporate strategy and objectives
  • Strategic human resources management
  • HR as a strategic business partner
  • Impact on HR careers

Managing Sickness Absence

  • Identifying the size of the problem
  • Some causes of absence
  • External statistics

Participants will investigate high levels of sickness and absence in a division and propose how to manage this

  • A sickness absence policy
  • The responsibility for managing sickness absence
  • ‘Fit notes’
  • Return to work interviews
  • Trigger points
  • Sickness as a ‘fair’ reason for dismissal
  • Statutory Sick Pay
  • Occupational sick pay

Understanding Pay and Benefits

Participants will examine and respond to a claim for equal pay

Legislation and pay

  • The National Minimum Wage
  • Equal pay
    Determining pay levels
  • Internal relativities – job evaluation
  • The external market place
  • Drawing up the reward policy
  • Deciding how to pay
    Performance related pay
  • Bonuses and incentives
    Lawful deductions from pay – Main employment benefits
  • Company cars
  • Private medical insurance
  • Pensions
  • Permanent health insurance
  • Flexible benefits
  • Voluntary benefits

Managing Performance

Participants consider how to manage the performance of someone whose performance is unsatisfactory

  • The use of the probationary period
  • The benefits of a formal staff appraisal system
  • The need for a capability procedure
  • Linking pay and performance

Managing Redundancy

Participants consider the criteria to be used in determining redundancies

  • Definition of ‘redundant’
  • The legal requirements for consultation
  • Deciding the criteria
  • The rights of those made redundant
  • Motivating those who remain

More Employee Time Off Rights

Participants consider the right to time off in several different scenarios

  • Time off for public duties
  • Time off for training
  • Time off for union duties and activities
  • Time off to act as a ‘companion’
  • Time off as a health and safety representative
  • Time off to act as a representative for European Works Councils or as part of the Information and Consultation agreement

Accounting For People

Useful HR statistics
  • Staff turnover
  • Sickness absence
  • Equal opportunities monitoring
  • Human capital accounting
    Employee records
  • The Employment Practices Code
  • Employee files and access
  • Sensitive information
  • Sick certificates and medical reports

Sources of Help and Advice

  • Jobcentre Plus
  • ACAS
  • BIS
  • BusinessLink
  • Professional bodies

Recommended Trainer

Anne Knell, MA, FCIPD is a partner in Newways 90, an HR consultancy offering a broad range of personnel advice and support to clients in all sectors of business. She was previously with Arthur Andersen working with clients on HR and employment law related issues. She gained her personnel experience at Morphy-Richards and CheseboroughPonds and also headed up the courses department for the National Institute of Industrial Psychology. She is the executive editor of Gee’s Personnel Manager’s Factbook and the Reward and Recognition Handbook.

Continuing professional development

This course qualifies for the following CPD programmes:

  • Certificate

Bespoke training

We can customise this course to meet the requirements of your organisation. Contact us to discuss your training requirements.

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Previous customers include...

  • Activision Europe
  • Agencycom
  • Agent Provocateur Ltd
  • Baltic Exchange Ltd
  • British Medical Association
  • Burger King Ltd
  • Centro
  • City University
  • Collyer Bristow LLP Solicitors
  • DRW Investments (UK) LTD
  • EduAction (Waltham Forest) Ltd
  • Egmont UK Ltd
  • Geldards LLP
  • Hallite Seals International
  • Haymarket Media Group
  • Informa plc
  • M-Real UK Sevices Ltd
  • Morgan Sindall(Infrastructure) plc
  • National Bank of Greece
  • National Lottery Commission
  • Port of Tyne
  • Prima UK Ltd
  • RFIB Group Limited
  • Said Business School
  • SCC International
  • Sense
  • VELUX Company Ltd
  • Watson Burton LLP
  • Wirebird Ltd