Comments are closed. LettersOn 24 Apr 2001 in Personnel Today Thisweek’s lettersLetterof the Week: Good practice key to tribunal diseasePersonnelToday is so right that better management systems will help minimise the growingnumber of applications to employment tribunals (Comment, 3 April). Acas hasbeen advocating the “nip in the bud” approach since it wasestablished.Weare putting increasing emphasis on promoting good practice in the workplace byhelping to develop constructive dialogue between employers and employees –every year we help thousands of businesses build better management systems. Wepromote hundreds of joint advisory workshops to address communication andconsultation issues. But as long as applications continue to be sent totribunals, Acas will conciliate to try to reach a settlement (75 per centsuccess rate last year) and will offer our new arbitration service for unfairdismissal claims that are not successfully conciliated. Onethousand cases in the first year many seem modest, but if employers, andemployees, avoid cost, time, publicity and stress by using the Acas arbitrationscheme then it may catch on.Wemay be a small bucket, but we are determined that the ocean liner will not sink.RitaDonaghy Chairwoman, AcasHRgiven a chance to prove its worthIdo not think the new Acas scheme will reduce the number of tribunals (News, 3April). But I strongly believe that HR departments have an opportunity tofurther demonstrate their worth by introducing good policies and offeringpractical training for managers, thus reducing the number of cases going totribunal.MaureenMacnamaraVia e-mailDroppingmethod raised our profits Regarding”Ready Reckoner really is a bargain” (Letters, 3 April) and theRecruitment Cost Ready Reckoner (Feature, 20 February), we are a recruitmentagency that charges £3,000. £3,000 to appoint a candidate from our database,£3,000 per stage for a headhunt.Ourclients seem to like it, for example the MD who recently recruited a salesdirector from our files for £3,000, and we still manage to make a decent livingsince we gave up percentages – in fact we are busier than ever.TerryKnightManaging director, Knight SelectionReadyreckoner figures were real Ijust wanted to reassure Sharon Cooper (Letters, 3 April) and other HR directorsabout the recruitment fees set out in the Cost Ready Reckoner, which appearedin the 20 February issue of Personnel Today.Theyare all absolutely genuine. I compiled those figures based on the servicesprovided by my company. I know it is not usual for agencies to reveal this kindof information, but PPS works to a set fee for each assignment. Having been onthe HR side of the desk I do understand the desirability of working this way.Thefee covers our services, but the client is responsible for the cost of theresponse generation or the mechanism used to attract applicants.Asan atypical recruitment consultancy, Sharon Cooper can rest assured that PPSwill not be cold-calling her, but will send a letter. I do hope to receive areply by post, e-mail or over the phone.VictoriaPhillpot Managing director, PPS CIPDcan be great, with a little effort Duringmy 30 years plus as a personnel practitioner, I was taught that to besuccessful you had to fight everyone else’s battles. That is certainly true inrelation to the reactionary role that personnel people have to play.WhatI find increasingly disturbing is the well-publicised battles in theprofession, which undermine personnel practitioners and demean the CIPD. Inthe past year, we have had absurd debates on what to call practitioners as wellas more of the debate on whether personnel people add value. Then we had Paul Kearns and Bob Mortonexchanging radical views, which are well adrift of the mark.Ihave seen the institute grow in size and stature. It has a good leader in GeoffArmstrong, who has vision and focus in terms of how the profession should becontributing to business performance. It is also involved in extensivenetworking and lobbying.Whilethere is a string of plus points, there are also shortfalls. The institute hasnot established itself fully as a provider of qualified, competentpractitioners. Look no further than Personnel Today (27 March) in which Mortonsays, “The CIPD qualification is popular among employers”. In thesame issue there were 140 adverts for personnel practitioners. Less than halfstated a requirement for CIPD membership. Businesseswant high-class performers, whether they are CIPD members or not. Theeffectiveness of the CIPD will grow if members fully participate in itsrunning, seek to improve their capability and contribution and, above all,direct the body to spend more time facilitating world-class best practice andbe more persistent in opposing inhibiting legislation.Noteverything is great, but it can be if we make it so!DrHugh BillotDirector, Troika Management Consultants Previous Article Next Article Related posts:No related photos.