Human Resources and Organisational Development

People ImageThe Human Resources and Organisational Development Service is led by the Head of Service (Human Resources and Organisational Development), and is divided into four areas:

Health, Safety, Wellbeing and Risk Unit

Health and Safety Team

This team ensure that the Council’s statutory healthy and safety obligations are undertaken as well as providing pro-active, customer focused support to Services.

This involves Health and Safety auditing, risk assessments, accident investigations, workplace assessments, and pro-active interventions which include dust, vibration and noise assessments.

The team aim to raise the profile and continually improve the Health and Safety culture of the organisation.

Risk Management and Business Continuity Team

The Council recognised that risk management, emergency planning and business continuity must have a higher profile within the Council.

The Risk Manager will proactively take the lead in implementing the corporate risk management strategy, advising and supporting Corporate and Service Management Teams on the identification of new or existing risks and the actions that may be considered to minimise these risks.

Emergency planning and business continuity are high on the agenda for the Council and the Risk Manager will support all Services to have effective contingency plans and processes in place to deal with identified critical service delivery areas or systems.

Wellbeing Team

This team will focus on occupational health and wellbeing, maintaining and progressing through the healthy working lives award, in order to assist in reducing sickness absence levels as well as improving the health and wellbeing of employees.

The team also provides health and safety skills training such as moving and handling, first aid and operational skills training which includes forklift, kerbing, slinger/banksman and winter maintenance.

HR Operations

Business Partner Team

The business partner model will enhance relationships with managers within Services, ensuring early involvement in issues which will impact on employees and maintaining an interest in major issues affecting Services. There will be a link to supporting strategic issues including Service Reviews.

The Team Leader and Senior Practitioner will undertake lead roles in terms of supporting Services with dedicated members of the team assigned to support all services. This will ensure continuity of support and advice and enable the formation of strong and effective working relationships.

This team will continue to provide general professional help and guidance to services and associated bodies such as Nestrans (North East Scotland Transport Partnership) and the Criminal Justice Authority.

Mediation and Employee Relations Team

This team is being developed as a centre of excellence and knowledge in employee relations to cover issues consistently such as discipline, grievance, work performance and dignity which will be easily accessed by managers. Mediation will also be used and will be of benefit both to managers and employees to reduce levels of anxiety and frustration before issues become more formal.

The team will provide an enhanced level of support and guidance to managers and it is also intended to provide advice, guidance and training to managers so they can deal more effectively and independently with employee issues. Revision and improvement of employee relation policies and procedures will also be a priority for the team.

HR Support Teams

The HR Support Team provides the essential service of issuing employment contracts, administering maternity and adoption leave, higher duty payments and processing employee documentation.

A central support team has also been brought together to support all teams within HR and OD. This team will more effectively provide administrative support to the Service as well as assist in improved communication and liaison with customers.

Learning and Development Unit

Employee Development Team

This team will focus on the range of skills and qualifications required across the workforce. This will include non-certificated interpersonal and ICT skills as well as Vocational Qualifications (e.g. to meet the requirements of the Scottish Social Services Council) the European Computer Driving Licence and Institute of Customer Service Awards.

A key aspect of the work of the team is supporting the implementation of Learning Plans for Services. New areas of work will include the development of e-learning for a range of policies and the use of coaching and mentoring to further enhance the capacity of the organisation.

Leadership and Management Team

This team has a significant role in relation to organisational development and change.

It will deal with the delivery of a wide range of leadership and management development programmes to assist managers and supervisors across all levels to have the necessary knowledge, skills and behaviours required for their role and to support organisational culture change. Councillor development is an important part of the team’s work.

The team will support the introduction of the new Employee Annual Review scheme (formerly EDRS). Other key areas include induction and learning needs analyses, planning, delivery and evaluation.
Providing customised group facilitation and team development is also a key aspect of the team’s work.

Organisational Design, Recruitment and Strategy Unit

Organisational Design and Remuneration

This team will be charged with providing facilitative, analytical and research support to Services as well as supporting modernisation, mini and Best Value reviews, undertaking job design, evaluation and sizing, developing and monitoring market forces strategies.

Advice will also be provided in relation to the structural redesign and recommending solutions in respect of remuneration, grading and equal pay issues.

Recruitment Team

In an increasingly competitive labour market with identified skills shortages it is crucial that the implementation and development of the recruitment strategy remains at the forefront of the work of HR and other Council Services.

Of particular significance are the strategies to increase recruitment and retention at both ends of the age spectrum. The implementation and ongoing development of iGrasp i.e. the national recruitment portal (myjobscotland) are also being undertaken by this team.

To visit the council's Jobs section.

Workforce Strategy

The Council’s vision is to be the best area and the best Council in Scotland and in order to achieve this we need to have the best workforce. The Service has an important role to play in supporting and guiding the organisation to meet the inherent challenges in this ambition and additional resources have been agreed by Management Team and have been factored into the review.

Initially this team is focusing on developing the Council’s workforce strategy, workforce planning and profiling and data collection. Another important aspect will be developing a more robust approach to managing absence and succession planning.

Aligned to these developments a more co-ordinated approach to the development and implementation of policies/procedures will be instigated covering HR, Health and Safety and Learning and Development.

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