Successful HR management involves handling several aspects, including employment agreements, privacy and data security, HSE routines and risk assessments, duty to participate, sick leave and notification. Here are some important factors that business leaders should consider in their HR practice:
1. Employment agreement:
An employment agreement is a contract between employer and employee that defines the conditions of employment. It is important to ensure that the employment agreement is clear and contains the necessary conditions, such as job description, working hours, salary, holiday and termination conditions. A clear and balanced employment agreement lays the foundation for a good working relationship.
2. GDPR: With the introduction of the European Data Protection Regulation (GDPR), it is important to be aware of the rules for storing and processing personal data. It is important to draw up a privacy statement that clearly informs employees about what information is collected, how it is used, and what rights they have according to privacy legislation. Companies must ensure that they have the right basis for processing, storing and deleting employees' personal data, and that secure systems have been established to protect this data.
3. HSE routines/IK HSE: Health, safety and health (HSE) is a central part of HR practice. Companies should establish clear HSE routines to ensure a safe workplace for all employees. This includes risk assessments, safety training, establishment of emergency plans and routines for reporting and handling work-related injuries and accidents.
4. Risk assessment: A thorough risk assessment helps to identify and manage potential risks and hazards in the workplace. Companies should carry out regular assessments to identify risk areas and implement measures to minimize risk and ensure a safe working environment.
5. Deviation handling: Deviation management is important for dealing with breaches of rules, guidelines or work procedures. Companies should establish clear channels for reporting deviations, and have a process to investigate, handle and follow up the deviations in an effective way.
6. Duty to participate: Participation from employees is crucial to achieving a good working environment and well-being in the workplace. Companies should encourage active participation from employees, for example through participation bodies, employee representation and opportunities to provide feedback and suggestions for improvements.
7. Sick leave: Effective management of sickness absence helps to maintain productivity and well-being in the workplace. Companies should have clear guidelines and procedures for registering and following up sickness absence, as well as offering support measures for employees who are ill or need rehabilitation.
8. Notification routines: Reporting is important for detecting and dealing with potential violations of law, ethical violations or other problems in the workplace. Companies should establish clear reporting procedures that ensure that employees can report concerns or irregularities in a safe and confidential manner.
9. Safety representative and AMU: Safety representatives and the Working Environment Committee (AMU) play an important role in safeguarding the working environment and safety in the workplace. Companies should work closely with safety representatives and AMU to identify and address challenges related to health, safety and the working environment.
Having control over HR in the company is about ensuring that employees are treated fairly, that personal data is handled correctly, and that health, safety and well-being are prioritised. By implementing good HR practices, companies can build a strong foundation for success and accountability in the work environment.
Do you have any questions about this?
Contact general manager Sigmund Høye
