Contents
PEOPLE MANAGEMENT IN CREATIVE COMPANIES
3. MANAGING THE RECRUITMENT PROCESS
4. SOURCES OF CANDIDATES - INTERNAL OR EXTERNAL
6. CONSIDERING YOUR OWN REPUTATION
WHAT DO YOU NEED TO SEE ON THEIR FIRST DAY?
SUMMARY: THE VALUE OF RECRUITMENT
1. DEFINING REWARD: WHAT IT IS, OR SHOULD BE
HOW TO AVOID DISCRIMINATION IN YOUR REWARD SYSTEM
2. IDEAS FOR FINANCIAL AND NON-FINANCIAL REWARDS
3. BEING CLEAR ABOUT WHAT YOU WANT TO REWARD
WHAT IS IT THAT YOU WANT TO SEE FROM YOUR STAFF?
SUMMARY: CREATING A REWARD STRUCTURE
1. RETENTION: HOW TO MAKE IT WORK FOR YOU AND YOUR COMPANY
2. MOTIVATION AND EMPLOYEE ENGAGEMENT
3. APPRAISALS AS A TOOL FOR MOTIVATION AND ENGAGEMENT
DEVELOPING AN APPRAISAL PROCESS
IMPLEMENTING THE APPRAISAL PROCESS
1. WHAT TO RECOGNISE AND HOW TO DO IT
DEVELOPING A RECOGNITION CULTURE
WHAT ARE YOU TRYING TO ACHIEVE? WHY PROMOTE SOMEONE AT ALL?
FREQUENTLY ASKED QUESTIONS ABOUT SUCCESSION PLANNING
SUCCESSION MAY BE A TEAM EFFORT
SUMMARY: RECOGNITION AND LEADERSHIP
1. ADDRESSING PROBLEMS AND PERFORMANCE MANAGEMENT
COMMON PROBLEMS THAT APPEAR DIFFICULT TO ADDRESS
HOW PERFORMANCE MANAGEMENT HELPS TO SOLVE PROBLEMS
HOW TO ADDRESS MISCONDUCT AND GROSS MISCONDUCT
HOW AND WHEN TO USE THE DISCIPLINARY PROCESS
3. THE OTHER SIDE OF THE COIN: THE GRIEVANCE PROCESS
WHO SHOULD CONDUCT THE GRIEVANCE PROCESS?
FREQUENTLY ASKED QUESTIONS ABOUT DISCIPLINARY AND GRIEVANCE PROCEDURES
SOME THOUGHTS ABOUT THE FUTURE
WHY SHOULD THE ARCHITECTURE PROFESSION SUPPORT HR WITHIN THEIR PRACTICE STRUCTURE?