Honours Degree, Psychology, Trinity College Dublin Behavioural
Psychologist/Senior Child Care Worker Fellow of Chartered Institute
of Personnel and Development, CIPD Human Resources positions
(Ireland and International), Ericsson, Glaxo Wellcome, Marconi,
Nabi Biopharmaceuticals, Norwich Union International etc. HR
Consultant 2006 present Currently Partner in Voltedge Human
Resource Consulting Honorary Secretary, CIPD Ireland Joyce
Rigby-Jones BA. Mod, FCIPD Rigby- Jones BA Mod, FCIPD
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www.voltedge.ie Voltedge HR Consulting Voltedge - created by
two highly regarded HR Professionals, over 35 years experience in
the People Management in Ireland and internationally. Voltedge -
all sectors, customised services, SME and larger organisations
Voltedge a comprehensive consulting service full outsourced HR
services, strategy and management development, private and public
sector HR support, performance management and best practice advice.
Leadership advice and development Voltedge Start-up suite of
services (incubation centres eg: Nova UCD)
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www.voltedge.ie Housekeeping Working lunch at 12 noon
Mobiles/pagers off/on silent Break at 1.30PM for 10 minutes
Interaction/participation Your attention and input
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www.voltedge.ie Our focus today: Current HR issues for HSE West
Practices and Trends, employment legislation update Leadership
trends Summary and actions
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www.voltedge.ie Successes ! Absenteeism project Letterkenny
Hospital crisis management excellence Pro-active, not reactive
pilots for reform within HSE Driving performance management culture
(PMDS) Engaged and empowered Constantly changing ..
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www.voltedge.ie
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Irish Times, 23 rd January 2014: The HSE has established a new
assurance group aimed at assisting managers in the health services
Maximise savings under the provisions of the Haddington Road
agreement Significant enablers and provisions to extract savings
and reduce the overall cost base Review current service delivery
model to ensure that managers are making the best use of provisions
Details include work practice changes, systematic reviews of
rosters, skill mix and staffing, additional working hours,
increased use of redeployment
www.voltedge.ie Practices and Trends news from the Courts
Return to High Court Injunctions - Kelly vs Minister for
Agriculture Bullying and Harassment- still alive and well Browne v
Minister for Justice Returning to work after maternity offer of
similar employment Fixed term contracts in the Public Sector Arts
Council v Harte, HSE v Sallam
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www.voltedge.ie Capability and Sickness Absence HSE West
excellent work on absenteeism Fair termination where there is no
suitable alternative employment on return to work (Reardon v St.
Vincents Hospital) Showing a need to dismiss - McGrane v the Mater
Private Nursing Home Annual leave entitlement when on long-term
illness
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www.voltedge.ie Reform in Workplace Relations Vision: To
deliver a world-class workplace relations service that serves the
needs of employers and employees and provides maximum value for
money Early Resolution Service (ERS)/Mediation Eliminate multiple
cases forum shopping Mediation being embraced by public and private
sector
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www.voltedge.ie European Issues Work-related Emails: German
Labour Ministry ban on managers phoning or emailing employees out
of office hours except in emergencies
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www.voltedge.ie Social Media Pre-employment background checks
Use of Facebook, LinkedIn Blokker case 2012 Bullying and harassment
on-line Twitter BYOD (bring your own device) Employee Handbook
Policies
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www.voltedge.ie Whistleblowing Protected Disclosures Bill, 2013
Fallout from PAC?
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www.voltedge.ie Consider Business and healthy employees
Implementation of redundancy and sick pay programmes Engaging with
employees management training Performance management consolidating
to lower levels
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www.voltedge.ie
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Leadership is the art of getting someone else to do something
you want done because he wants to do it. Dwight Eisenhower
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www.voltedge.ie Trends Coaching key leadership development tool
(both internal and external coaches Public/Private) choice
Bullying- not the usual profile anymore Diversity- female
representation at senior level (IOD report) Develop our people and
maximise their capabilities HR is core to the transformation
process Information/Communication/Consultation/Transparency
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www.voltedge.ie LEADER COACHING PROCESS
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www.voltedge.ie
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How Leaders Drive Workforce Performance Right Management
(international organisation) Survey on Engagement of >28,000
employees Across 15 countries globally including public sector
Results: Significant correlation between leadership and employee
engagement However . Less than half of nearly 30,000 employees
rated their immediate managers and senior leaders as effective
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www.voltedge.ie Leadership Development Trends (Private Sector )
Corporate Governance 360 degree feedback Personal/Professional
development Dynamic business strategy/financial acumen
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www.voltedge.ie Top 10 Engagement Drivers : Work processes
Learning and development opportunities Culture Senior leaders
Communication Structure, roles and capability Recognition and
reward Customer focus Strategy Immediate Managers
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www.voltedge.ie Engagement Drivers for Senior Leadership Value
Employees Lead by Example Have the capability to make my
organisation successful Are visible to employees Encourage feedback
across the organisation Ensure that projects are completed Behave
consistently with organisation values Communicate effectively about
change in organisation Implement change effectively in organisation
Respond appropriately to changing external conditions Make
decisions consistent with organisations strategy
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www.voltedge.ie Best Practice Recommendations Senior Leaders
Show that you value employees Have a strategy reflecting core
values employees can identify with Implement the organisations
strategy effectively Communicate strategy to employees clearly
Implement organisational change effectively
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www.voltedge.ie Best Practice Recommendations Immediate
Managers: Facilitate discussions with employees about their career
Help employees understand the link between the work they do and the
strategy Provide employees with the support they need to do their
jobs well Manage work processes effectively Focus on developing
people
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www.voltedge.ie Future developments. Think big, Act small Women
progressing at senior levels Fitness for growth how do we know what
to do when the economy and purses start easing? (Booz 2013 Fitness
for Growth Report)
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www.voltedge.ie Fit for Growth? Clear correlation between the
Fit for Growth Index and market performance ( Booze report 2013)
High-performing organisations tightly link their growth and cost
agendas Few companies are ready to grow Companies fall into set of
5 archetypes with common characteristics
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www.voltedge.ie Strategy & Way to Grow Strategic Clarity
and Coherence Resource AlignmentSupportive Organisation Clearly
articulated and coherent strategy Sustainable capabilities for
growth Presence in critical product, market and customer segments
Lean cost structure in low-criticality areas Proactive and tailored
cost reduction actions Systematic investments in differentiating
capabilities Organisational structure that is tied to the basic
characteristics of the business Coherent and supportive incentives,
smart decisions, skill sets, culture
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www.voltedge.ie Most Important Drivers of Performance Strong
Impact ItemsStarting Questions for Managers Strategic Clarity:
Coherent Strategy Is the strategy reflected in a clearly stated
list of organisation-wide strategic priorities? Is the strategy
well-documented? Resource Alignment: Systematic Investments in
differentiating capabilities Is there an objective and disciplined
resource allocation process that focuses on strengthening
differentiating capabilities? Supportive Organisation: Speed and
Decisiveness in response to market or internal challenges Does the
organisational structure enable nimble governance? Are mechanisms
in place to enable cross- business unit collaboration? Is the
organisation efficient, flexible and lean?
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www.voltedge.ie 5 Different Styles Which fits us? Strategically
adrift Distracted Capability Constrained In the Game Ready for
Growth
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www.voltedge.ie Actions from this meeting Haddington Road
continued implementation HR initiatives Leadership progress
Piloting future projects
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www.voltedge.ie Thank you for your time and input to this
session
