HR for Creative Companies

161 Pages·2015·14.2 MB·\161

by  Kate Marks (Author)

KATE MARKS
HR for Creative Companies British Library Cataloguing-in-Publication Data
A catalogue record for this book is available from
© RIBA Enterprises Ltd, 2016 the British Library.
Published by RIBA Publishing, part of RIBA Enterprises Publisher: Steven Cross
Ltd, The Old Post Office, St Nicholas Street, Newcastle Commissioning Editor: Sharla Plant
upon Tyne, NE1 1RH Production: Richard Blackburn
Designed & typeset by Studio Kalinka
ISBN 978 1 85946 593 6
Illustrations by Peter Harpley
Stock code 84265 Printed and bound by: CPI Group (UK) Ltd,
Croydon, CR0 4YY
The right of Kate Marks to be identified as the Author
of this Work has been asserted in accordance with While every effort has been made to check the
the Copyright, Designs and Patents Act 1988 sections accuracy and quality of the information given
77 and 78. in this publication, neither the Author nor the
Publisher accept any responsibility for the
All rights reserved. No part of this publication may be subsequent use of this information, for any errors
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Contents
Foreword VI
SerIeS edItorS’ Foreword VII
About the Author VIII
About the SerIeS edItorS VIII
AcknowledgementS IX
IntroductIon XI
1. the proFeSSIon 1
the creAtIVe enVIronment 2
people mAnAgement In creAtIVe compAnIeS 6
2. whAt IS hr? 9
the employee lIFecycle 10
the hr SkIllS portFolIo 13
buIldIng your hr cApAcIty 15
the legAl bIt 16
current employment mArket 19
3. recruIt 21
whAt IS recruItment? 21
1. IdentIFyIng A need 22
2. wrItIng A job deScrIptIon 24
3. mAnAgIng the recruItment proceSS 26
4. SourceS oF cAndIdAteS – InternAl or eXternAl 26
5. job AdVertISementS 28
6. conSIderIng your own reputAtIon 29
7. SIFtIng ApplIcAtIonS 33
8. the SelectIon proceSS 33
9. mAkIng A decISIon 39
10. mAkIng An oFFer 39
InductIon 40
beFore they StArt 41
whAt do you need to See on theIr FIrSt dAy? 43
how to mAnAge the orIentAtIon 44
SummAry: the VAlue oF recruItment 44
III
4. rewArd 45
1. deFInIng rewArd: whAt It IS, or Should be 45
how to AVoId dIScrImInAtIon In your rewArd SyStem 49
AdVAnced rewArd 49
2. IdeAS For FInAncIAl And non-FInAncIAl rewArdS 50
FInAncIAl rewArdS 50
3. beIng cleAr About whAt you wAnt to rewArd 56
whAt IS It thAt you wAnt to See From your StAFF? 58
SummAry: creAtIng A rewArd Structure 61
5. retAIn 63
1. retentIon: how to mAke It work For you And your compAny 64
2. motIVAtIon And employee engAgement 66
3. ApprAISAlS AS A tool For motIVAtIon And engAgement 70
deVelopIng An ApprAISAl proceSS 72
ImplementIng the ApprAISAl proceSS 73
whAt’S neXt? 76
SummAry: plAn to retAIn 78
6. recognISe 79
1. whAt to recognISe And how to do It 81
Acknowledgement 82
deVelopIng A recognItIon culture 83
2. leAderShIp And promotIon 84
the nAture oF leAderShIp 84
the Structure oF leAderShIp 85
whAt Are you tryIng to AchIeVe? why promote Someone At All? 86
promotIon crIterIA 88
3. SucceSSIon plAnnIng 91
Frequently ASked queStIonS About SucceSSIon plAnnIng 93
SucceSSIon mAy be A teAm eFFort 94
SummAry: recognItIon And leAderShIp 96
IV
7. releASe/return 97
1. AddreSSIng problemS And perFormAnce mAnAgement 98
common problemS thAt AppeAr dIFFIcult to AddreSS 98
how perFormAnce mAnAgement helpS to SolVe problemS 99
how to AddreSS mISconduct And groSS mISconduct 100
2. the dIScIplInAry proceSS 102
how And when to uSe the dIScIplInAry proceSS 102
3. the other SIde oF the coIn: the grIeVAnce proceSS 106
who Should conduct the grIeVAnce proceSS? 107
Frequently ASked queStIonS About dIScIplInAry 109
And grIeVAnce procedureS
4. depArtIng employeeS 110
dISmISSAl 110
redundAncy 112
reSIgnAtIon 113
5. eXIt InterVIewS 113
6. return 116
SummAry: depArture And return 117
8. concluSIon 119
Some thoughtS About the Future 119
drAwIng It All together 120
why Should the ArchItecture proFeSSIon 121
Support hr wIthIn theIr prActIce Structure?
the Future oF hr 124
bIblIogrAphy 126
AppendIceS 128
IndeX 146
V
Foreword
Every practice is as successful as This publication is ideally positioned to
its people. We are in the business of help those of us who wish to introduce
designing for the success of our clients, processes which will help to achieve
so we should look after our own staff these goals. Architecture is about
with respect and dignity in order to people, by people and for people. We
ensure our own business success. need to lead by example and provide
workplaces where talent and creativity
I have been involved with the RIBA in can thrive.
several guises, including as Champion
for Equality and Diversity, which is a This book provides industry specific
central tenet of HR. As President of guidance to enable practices of all
the RIBA, I believe we need to focus on sizes to do just that. It offers practical
inclusion in architecture. It is vital that and useful advice on each aspect of
we improve pride in the profession along HR in a structured way that is simple
with diversity and, of course, profit. to implement. The anecdotes and case
studies add humour and a spark of
Architecture is facing a number of recognition to those of us who work
challenges; not least of these is how we in the profession.
treat our people. We need to concern
ourselves with retention, to address Read this book. Keep it for reference
the crisis of talent that we are currently on the shelf in your office and direct
experiencing, and to engender a greater anyone who manages a practice (and
spirit of collaboration through diversity. its people) towards it. It is an effective
tool to help us achieve the profession
We can only do this by adhering to not to which we all aspire…
just good practice, but best practice
measures to manage our people. Too Jane Duncan
often we have heard of a talent drain as President RIBA
people leave the profession for more
opportunities in other sectors or
other countries.
VI
serIes edItors’ Foreword
Architects are in the business of The role of HR in architectural practice
creating enriching environments and is ultimately twofold, to help manage
stimulating spaces for their clients. It and maintain the workforce, making
is surprising therefore that few design sure that the ‘human’ aspects of
businesses fully understand the social, your business comply, whilst from a
emotional and existential needs of their commercial perspective keeping a
own people. HR for Creative Companies keen eye on the ‘resources’ aspect of
is an essential ‘aide memoire’, for the employees as being productive and
architectural library, for practitioners profitable and knowing how to deal with
that aim to look after the real gold them when they are not.
within their practice, their people.
Through humour and an abundance
It is in the interest of your business of specific tips within the field of
for your employee dealings to be as Architectural HR, this publication
successful as they can reasonably be. educates practitioners through
Good human relationships create loyalty anecdotal case studies from design
and the right motivations for staff to practice and with up-to-date legislation
give of themselves, being the difference aims to give practical advice. All of
between a practice that is just surviving which will enhance your business and
and one that is flourishing. make it run smoother.

HR for Creative Companies identifies The publication has specifically been
the cultural boxes that many architects written in clear English with practical,
know exist within the profession and applicable tips to help you attract,
levels off inconsistencies, through motivate and retain the greatest talent
the role of an industry sensitive HR so you can focus on what you went into
eye, with advice that qualifies more business to do, which is provide the
as a good practice guide. In doing this best design solutions for your clients.
the author identifies the common HR
health checks that need to be in place Del Hossain and Anne Markey
so that the practice and its leadership
are protected.
VII
About the Author
Kate Marks is the founder of for the British Institute of Facilities
EvolutionHR, a consultancy Managers’ vocational qualifications.
specialising in providing human
resources (HR) support to small and Kate has an MBA from London
medium-sized enterprises (SMEs) in Metropolitan University and is a
the built environment sector. She is Chartered Fellow of the Chartered
a Specialist Practice Consultant to Institute of Personnel and
the RIBA, and is a visiting professor Development (CIPD). She was formerly
lecturing in HR-related topics at IE European HR Director of one of the
Business School Madrid, University of largest architectural firms in the world,
Westminster and London Metropolitan and has worked across the globe
University. Kate also teaches HR advising on people matters.
About the serIes edItors
Anne Markey is a director of Phelan and Shanghai. By background he is
Architects, a practice she founded an Architect having practiced with
in 2009 with her husband Brendan some of London’s leading design
Phelan. She also heads up the Projects firms including Foster and Partners
Office within the Sir John Cass Faculty and ORMS. In 2012 he was Awarded
of Art, Architecture and Design at ‘London’s Business Mentor of the
London Metropolitan University, and Year’ for developing companies with
has over twenty years experience as a social agenda and progressive
an architect. Anne is a member of the ambitions. Del is also a qualified
RIBA and sits on the RIBA CPD Sub- Organisational Development and
Committee. She is a board member of Wellbeing Psychologist and works
Catalyst Housing, one of the leading closely with leadership teams and
housing associations within London Directors in the Creative Industries
and the South East, where her role is on their People Strategies and team
that of Design Champion. motivation. He is also a speaker at
numerous universities and a former
Del Hossain is the MD of the Adrem Chairman of the Bartlett Alumni. Del is
Group a leading International the Joint Editor of the RIBA’s Business
Architecture and Design Careers Books Series.
Agency based in London, Dubai
VIII
ACknowledgements
I gratefully acknowledge the hard work, They remain a never ending source
patience and persistence of Sharla of inspiration and learning. And, my
Plant and Sarah Busby (both formerly of colleague, Niki Winsor, deserves a
RIBA Publishing), Anne Markey, Richard medal for putting up with me as I gave
Blackburn and Jo Harwood in taking this birth to this book! I also acknowledge
book from an idea to reality. the input of Del Hossain whose
perception, industry knowledge and
I also thank those who have acted friendship remain a boon.
as ‘guinea-pigs’ in reading firsts
drafts and offering feedback on tone, Last but by no means least, I’d also
flow, consistency and grammar – like to thank the incoming President
most notably, Simon Jones and Niki of the RIBA, Jane Duncan, for helping
Winsor. And, Peter Harpley’s inspired the HR cause by taking a stance on
interpretation of my hieroglyphics diversity and equality that aims to
into contemporary illustrations is also bring the humanistic aspects of the
recognised with thanks for his patience profession into the present day. Having
and skill. spent a number of years orbiting the
architecture world, I’m proud to be
This book would never have been involved with this publication and hope
possible without the clients with that it serves to enhance the links
whom I’ve worked over the years. between people and practice.
dedICAtIon
To Laurie Dreyer, HR professional
extraordinaire. For inspiring me to
see beyond what I thought were the
mundane operational aspects of HR
and to champion its true value in any
organisation. For helping me to keep
the HR faith!
IX