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LO3 – Recruiting, developing and supporting
staff
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Recruitment and selection procedures
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Staff development
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Professional development
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Staff welfare
By the end of the lesson you should be able to:
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Identify methods of professional development.
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Identify benefits of professional development to the
organisation and the employee.
Identify a variety of methods of training.
Discuss the difference between grievance and
disciplinary procedures.
Apply research skills to deepen our understanding.
Evidence our understanding through exam questions.
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Identifies training which will help the employee
to do their job better.

Staff development
Enhances current skills

Appraisal
Measures existing skills

Increases the efficiency of the organisation.
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Gives employees targets to work towards.
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Increases employee flexibility.
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Education
Employee gains an additional qualification.
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Training
On or off the job to gain additional skills.

Development
Use training and/or education to meet
development targets.
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Induction
Introduction to the organisation

On the job
Gaining knowledge and skills at the place of
work.
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Off the job
Training carried out away from the workplace.
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Continuous professional development
As the work environment changes due to external factors,
so too must the employee.
Employers offer employees the opportunity to gain up-todate skills and knowledge related to their job in order to
stay competitive in the market.
Employees become more flexible and productive.
A mix of methods of delivery:
 lectures
 tutorials
 practical activities
 online materials.
Why?
 Because we all learn in different ways.
Staff who are happy in the workplace are
more motivated and productive workers.
What can the organisation offer?
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Counselling
Grievance procedures
Healthcare
Fitness facilities
Work-life balance initiatives
Staff benefits, eg gym membership

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Monitored by human resources
department.
Procedures included in contract and
procedures documents.
Why?
 Ensure all employees are treated equally.
Brought into force by employer where employee
does not meet set standards.
All employees expected to maintain an
appropriate standard of behaviour:
 good timekeeping
 good attendance
 honesty
 maintain confidentiality.
Can go direct
to dismissal in Verbal warning
cases of gross
misconduct
Written warning
Final written warning
Suspension (with/without pay)
Dismissal
During action
employee
given
opportunity to
present case.
Fellow
employee or
trade union rep
can be present
at hearing.
Brought by the employee where employee feels
aggrieved by other’s actions.
All employees have the right to be treated fairly
and with respect in the workplace.
Grievances for unfair treatment can be raised in
cases such as:
 racial harassment
 sexual harassment
 demotion
 bullying.
Appeal meeting if
employee not satisfied
Matter unresolved – meet with
more senior manager
Meet with manager to discuss
grievance with representative if required
Raise grievance with
line manager in writing
Consequences

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Loss of productivity
Increased costs
Additional work for remaining staff
For absence exceeding 28 days:
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keep in touch with employee
arrange return-to-work interviews
staged return to work
meet with organisation doctor
disciplinary procedure for short term
occupational health and rehabilitation for
longer term.