HR is key within facilities management and brings together multiple functions to ensure consistency and compliance.
Facilities Management businesses cover multiple disciplines, and the requirements of their staff can vary depending on their job role. There can be different levels of role, different working patterns and requirements from external parties to consider.
HR in Facilities Management – Training
Having skilled roles means that employee training needs to be kept up to date not only from an insurance point of view but also to keep the quality of work to a high standard.
Accreditations such as CHAS and Constructionline will require that staff training is recorded and monitored, with evidence of completion supplied before an accreditation is given.
HR will keep records and matrixes or even use a dedicated system to record and track training requirements. This can take the pressure off supervisors and managers having to keep this information up to date.
HR in Facilities Management – Terms and Conditions of Employment
Roles can often include shift work, out of hours working, on call or working away. HR will ensure that all legal requirements are met, that working time and pay are calculated correctly and that Working Time Regulations are adhered to.
Minimum wage legislation means that all hours worked and associated rates must be accounted for on a payslip and records kept of their calculations.
HR in Facilities Management – Communication
Teams can be spread across sites and sometimes across the country. Staff can feel disconnected from the main team, HR’s role is to bridge that gap and find methods of communication that include all.
Employee turnover is particularly high in the Facilities Management industry and making use of technology is an effective way to get a message to all!
HR in Facilities Management – Employee Relations
With a high level of compliance required and demanding roles, there can often be the need to investigate cases of misconduct or address capability concerns. These all should be handled in a fair and consistent manner, in line with employment legislation. Supervisors and Managers are not always equipped with the knowledge to do this so HR support is vital. Our blog on HR as a competent person goes into more detail on this.
You may think that based on the above having an in-house HR team is a must, but most of the support can be done remotely, with some on site time required for meetings so outsourcing HR is an effective way to gain the expertise of an HR professional but keep the costs down.
If you would like to find out more about SliceHR and the different ways we can support please get in touch.