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Resignations in the heat of the moment - a recipe for unfair dismissal

Resignations in the heat of the moment - a recipe for unfair dismissal

Imagine this scenario: You've got an underperforming employee, you book a meeting. During that meeting you address your areas of concern with their performance. You are clear, you give specific examples - you are ticking ALL of the performance management boxes. During this meeting your employee becomes increasingly agitated and upset, they aren't taking the feedback well. When it is their turn to respond to your concerns, they turn around and tell you... "I QUIT!!!!!" You acknowledge their resignation, then a week later you receive an unfair dismissal application. What?? They weren't dismissed?? They RESIGNED?? Read on to find out why resignations in the heat of the moment are not as simple as they seem...

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Redundacies & Christmas time - a bad mix for morale

Redundacies & Christmas time - a bad mix for morale

Like any major business change, the timing of redundancies is always critical. But redundancies at Christmas time is a major morale no-no and it's not just the Scrooge factor that needs to be considered!

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Is your company protected by a Social Media Policy?

Is your company protected by a Social Media Policy?

Along with the many benefits of social media, there are real risks from an HR and IR perspective which employers need to be aware of. Employers must be very careful when disciplining employees who make disparaging comments regarding their employer, clients or co-workers on social networking sites such as Facebook and Twitter.

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What are your performance appraisals actually measuring?

What are your performance appraisals actually measuring?

Here at HRBS we see many different performance appraisal systems every year. Our clients come to us with systems and processes that simply do not work. The symptoms of a poor performance appraisal system include: Too lengthy and cumbersome ...

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