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Presented by

Nayna Garg

January 12, 2011 1

  


ïeaning of HR

ïHR practices in UK
 0ork permission and eligibility to work in UK
 Terms and conditions of employment
 0orking environment
 Compensation, benefits and performance management
 Laws in UK

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ï Human Resource anagement means managing people effectively in

order to achieve the goals and objectives of any organizations, small or big.

ï HR involves all management decisions and practices that directly affect
or influence the people, or human resources, who work for the organization.
Corporations today have increased their attention towards managing human
capital effectively.

ï Human Resource anagement practices can make an important, practical

difference in terms of three key organizational outcomes: productivity,
quality of work life, and profit.

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ï ?f you're not from the UK or the European Union, you'll need permission
to work (often called a work permit).

ï Your employer will need to know if it is legal for you to work in the UK
and whether you need a work permit or visa. You will need to show proof of
your right to work.

ï ?f you have to get a visa, you'll need to be cleared by officials at a British

Overseas ission in your country of origin. Once cleared, the entry
clearance certificate, or visa, will be put into your passport or travel
document.
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ï ost people who work in the UK are 'employees', with a contract of

employment. The law says this must have certain terms, and it can usually only
be changed with your agreement.

ï All employees having a contract of employment, are entitled to a written

statement of the main terms within two months of starting work.

ï The contract is made as soon as you accept the job offer, and both sides are
then bound by its terms until it͛s properly ended (usually by giving notice) or
until the terms are changed (usually by mutual agreement).

ï The written statement should include the following:

ͻ pay
ͻ hours of work
ͻ holiday entitlement
ͻ sick pay arrangements
ͻ notice periods
ͻ information
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ï The attitudes of British employees towards senior managers are significantly

more negative than those of their counterparts in the USA, with fewer than a
third expressing trust and confidence in their leaders.

 
  






 

ï All workers in the UK aged 16 or over are legally entitled to be paid a

minimum amount per hour. This is regardless of the kind of work they do or
the size and type of company.

ï There are different levels of National inimum 0age, depending on the age
of the worker.
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ïAlmost everyone who works in the UK is legally entitled to be paid the

National inimum 0age. For example, you're entitled to receive the minimum
wage if you're:
ͻ employed by an agency
ͻ a home worker
ͻ a part-time worker
ͻ a casual worker
ͻ a pieceworker
ͻ a worker on a short-term contract

 
  



ïUK senior managers are beaten only by the Swiss when it comes to the
highest pay levels in Europe
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ï 0orkers are entitled to a minimum of 24 days paid holiday a year. For

agricultural workers working in England and 0ales working 5 days a week, the
minimum is 31 days, including public holidays.

ï 0orkers don͛t have to work for more than 48 hours a week unless s/he has
agreed in writing to do so.

ï 0orkers are protected any unauthorized deductions being made from their
wages.

ï0orkers are protected from discrimination on grounds of race, sex, disability,

marital status, age religion or membership/non membership of a trade union.

ï0orkers must be provided with a safe and healthy work environment.

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ï Benefits for people of working age

ï Benefits for people who have retired or who are planning to retire

ï Benefits for families and children

ï Benefits for disabled people and careers.

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ï Almost 80% of UK companies now operate a performance appraisal system.

ï55 percent of the organizations conduct appraisals annually, 7 percent

quarterly and the rest semi-annually.

ï Performance is measured on the basis of competency and accomplishments

against goals or objectives. 9 out of 10 organizations use self appraisal forms as
the part of performance appraisal.

ï Results of performance appraisal are used in case of salary increase, bonus

and promotions

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ï Employment Rights Act

ï Occupational safety and health
ï Health and Safety at 0ork etc. Act
ï Sex Discrimination Act 1975
ï Race Relations Act 1976
ï Disability Discrimination Act 1995
ï Employment Equality (Age) Regulations 2006

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