Knowledge Tools For Effective Management

If a person wanted to take a car for a spin on the road they would first be expected to take lessons and then pass a test to show that they are competent enough to drive. When it comes to letting people manage employees, however, the situation is often very different.

Many employees who find themselves in management roles have been promoted in to them because they were considered to be the best of their peer group. Once promoted these individuals are somehow suddenly expected to understand how to manage other employees and also understand and adhere to the myriad of legal obligations that have now been placed upon them. It is a curious situation to say the least.

The legal concept of vicarious liability states that employers are liable for the actions of their employees. This includes situations where they are unaware of those actions. All this therefore begs the question as to why so many employers frequently fail to provide managers at all levels with the knowledge tools they need to protect themselves, other employees and their employers’ businesses.

The ongoing trend within the UK at present is the seemingly unstoppable march toward HR shared service and business partnering models. Whilst this makes obvious sense from a cost perspective it also serves to place even more pressure on operational managers to become comprehensive knowledge workers who must understand employment law better than ever. The problem in practice, however, is that very few companies have accompanied the widespread reduction in direct HR support with appropriate training for operational managers to give them the knowledge tools they require to succeed.

With all of the above in mind I was recently reflecting upon an employment law module that I developed in the first quarter of 2017 for Loughborough University. Although initially designed for MSc in HR postgraduates, the course I produced provides an excellent fit for operational managers who urgently require this knowledge to make them an effective HR resource within the area in which they work. The module combines training in relation to statutory obligations in conjunction with real-life case studies and interactive exercises. The content looks at the whole spectrum of the employment journey from formation of contract to termination. No aspect of current employment law is left untouched.

The course is delivered over four full days -in any preferred configuration- according to operational needs. It can be delivered anywhere in the country and the course is not only well within the price range of any employer but also a no-brainer in terms of the future benefits to employers and employees alike.

The benefits of this course are numerous but some key considerations include:

  • Reduced risk (not least vicarious risk)
  • Increased productivity and discretionary effort
  • Less wastage of resources (time, money etc.)
  • Improved employee engagement
  • Provision of a key development/retention tool

We believe that the course we have developed is unique both in terms of the content and the method and quality of delivery. I guarantee that any manager taking the course will be shocked about how little they actually understand in relation to the employment law obligations that affect every hour of their working day. Any manager undertaking the course will also be more effective in their role once they have completed it with wide-ranging potential benefits to the business thereafter.

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