Human resources and employment relations can be a minefield for employers. Here are a selection of questions we’re asked often.
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The best way to assess this is to compare your pay and benefits against what is being reported in valid remuneration surveys, or by commissioning a local pay survey that is carried out on your behalf so that you can compare your rates with what other companies are paying for similar roles locally.
Contact Grow HR for help with obtaining market pay data and developing sound remuneration practices for your business.
Providing clear expectations and regular quality feedback are key to managing and developing employee performance. Where despite best efforts you still have performance concerns more formal procedures may be required.
Contact Grow HR for help with setting performance expectations, coaching techniques for giving quality feedback or progressing performance concerns to more formal action.
The test for this is whether the day would have otherwise been a working day. If the answer is yes then the staff member should be paid. If you are unsure or do not know how much should be paid contact Grow HR.
Reference checks can provide many insights into your candidates previous work experience and performance and their skill levels. We recommend that you ask a variety of questions about performance and behaviours and also questions that check information you have been provided at interview.
For a reference questionnaire, or independent reference checking support contact Grow HR
As a minimum you are required to have an employment agreement in place for all employees which amongst minimum requirements includes a description of duties to be performed. As this description is the basis for setting role expectations our recommendation is that you use well developed position descriptions rather than a list of tasks.
For position descriptions and employment agreement templates that are tailored to your business or organisation and which afford the best possible business protections Contact Grow HR