www.voltedge.ie

Joyce Rigby-Jones BA. Mod, FCIPD
Rigby-
Jones BA Mod, FCIPD
• 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 www.voltedge.ie

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) 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 www.voltedge.ie

Our focus today:
 Current HR issues for HSE West
 Practices and Trends, employment legislation update
 Leadership trends
 Summary and actions 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 …..
• …… www.voltedge.ie

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rd
 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

Current Issues
• CRC legacy
• Haddington Road Implementation
• Increase services, decrease spending...
• Savita Halappanavar legacy www.voltedge.ie

• 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 www.voltedge.ie

• HSE West excellent work on absenteeism
• Fair termination where there is no suitable alternative employment on return to work (Reardon v St. Vincent’s
Hospital)
• Showing a ‘need’ to dismiss - McGrane v the Mater Private
Nursing Home
• Annual leave entitlement when on long-term illness www.voltedge.ie

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 www.voltedge.ie

Work-related Emails:
• German Labour Ministry ban on managers phoning or emailing employees out of office hours except in emergencies www.voltedge.ie

• 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 www.voltedge.ie

• Protected Disclosures Bill, 2013
• Fallout from PAC?
www.voltedge.ie

• Business and healthy employees
• Implementation of redundancy and sick pay programmes
• Engaging with employees – management training
• Performance management – consolidating to lower levels www.voltedge.ie

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• 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 www.voltedge.ie

LEADER COACHING PROCESS
ASSESS coaching effectiveness
Coach choice/fit
ALIGN with the organisation
ACCELERATE performance
DESIGN the
Coaching Plan www.voltedge.ie

www.voltedge.ie

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 www.voltedge.ie

• Corporate Governance
• 360 degree feedback
• Personal/Professional development
• Dynamic business strategy/financial acumen www.voltedge.ie

:
»
Work processes
• Learning and development opportunities
• Culture
• Senior leaders
• Communication
• Structure, roles and capability
• Recognition and reward
• Customer focus
• Strategy
• Immediate Managers www.voltedge.ie

• 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 organisation’s strategy www.voltedge.ie

Senior Leaders
– Show that you value employees
– Have a strategy reflecting core values employees can identify with
– Implement the organisation’s strategy effectively
– Communicate strategy to employees clearly
– Implement organisational change effectively www.voltedge.ie

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 www.voltedge.ie

• 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) www.voltedge.ie

• 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 www.voltedge.ie

Strategic Clarity and
Coherence
• Clearly articulated and coherent strategy
• Sustainable capabilities for growth
• Presence in critical product, market and customer segments
Resource Alignment
• Lean cost structure in low-criticality areas
• Proactive and tailored cost reduction actions
• Systematic investments in differentiating capabilities
Supportive
Organisation
• Organisational structure that is tied to the basic characteristics of the business
• Coherent and supportive incentives, smart decisions, skill sets, culture www.voltedge.ie

Strong Impact Items
Strategic Clarity:
Coherent Strategy
Starting Questions for Managers
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 crossbusiness unit collaboration?
Is the organisation efficient, flexible and lean?
www.voltedge.ie

• ‘Strategically adrift’
• ‘Distracted’
• ‘Capability Constrained’
• ‘In the Game’
• ‘Ready for Growth’ www.voltedge.ie

• Haddington Road continued implementation
• HR initiatives
• Leadership progress
• Piloting future projects
• …… www.voltedge.ie

Thank you for your time and input to this session www.voltedge.ie

www.voltedge.ie