Human Resource Project: Employment, Onboarding, Probation

This human resource project examines key aspects of HR management, including employment contracts, onboarding procedures, and probation management. The project begins with an introduction defining the scope of the study, followed by a detailed analysis of various employment contract types prevalent in Ireland, such as permanent full-time, permanent part-time, zero-hour, and fixed-term contracts, and the relevant employment legislation. The project also covers the onboarding process, emphasizing its importance in organizational socialization and the integration of new employees. It then delves into probation management, focusing on observing employee performance during the probationary period. The project highlights the importance of each element in fostering a productive and compliant work environment. Finally, it provides a conclusion summarizing the key findings and recommendations for effective HR practices.

HUMAN RESOURCE
PROJECT

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Employment contract ..................................................................................................................3
On- boarding of employees .........................................................................................................6
Probation management.................................................................................................................7
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource project means it is a process in which project team has to organize and
manage. Team include team members which have knowledge and responsibilities. Team
members are also called as project staff, they are involved in all the activities of the project from
the starting only. Their aim to reach towards project objectives. This study will discuss contract,
on boarding and probation management. Contract means when the person employed on the
contract basis which can be for fixed time or on temporary basis. On boarding means when
introduction of new employees are done in an organization. Probation management means to
observe the employee carefully and see their work while he or she is in the probationary period.
MAIN BODY
Employment contract
Employment contract is a kind of contract which is being used in labour laws which is
being used to responsibilities and rights between various parties to bargain. It can be simply
understood as the contract between employer and employees of the company. It is being also
known as employment agreement or a document that outlines the rights, responsibilities and
obligation of employer and employees. For example this consist of agreement which typically
consists of informations which are being related with the benefits, wages, hours and job
responsibilities. It is the legal binding agreement between various parties, mainly employer and
employee which is being assigned to give both the parties to business operation with the
protection and security. These lays down to employees of what is being expected out of them to
work in terms of responsibilities and what they can expect from its employers in terms of

working conditions. This helps in providing up with the clarity in what are remuneration and
benefits to parties. It helps in highlighting with the limits of employers to the extent of which
they can exercise there power and controls in the organisation. There are various types of
employment contract prevailing in Ireland such as
Permanent full time employment contract- this is the contract between apply to who work on
regular working hours and are paid salary on the basis of the same. These are the contract which
are being ongoing until which are being terminated by either employees or employers.
Employees under this are contracts are being entitled with full range of employment rights.
These are being referred to as full time as they hold permanent position in the company which
includes holding up with various holiday entitlements, pension benefits and are being entitled
with various benefits such as life insurance and various other. The biggest disadvantage present
for this kind of contract in situation like COVID- 19 is it accounts to pay for salaries and wages
where most of the business have experienced down fall in business volumes whereby it makes
hard for the management of the company to account to run there business operations more
effectively(Louwerse,2016)
Permanent part time employment – this accounts with employees who work with ongoing
hours and work regularly, but with fewer hours a week then employees who are working on full
time basis. They are being entitled with various benefits as of what is being received by full time
employees but to the of contribution they make in the company which can be in term of hours
they work and by various other means. These are contracts which enables employees to various
entitlements such as annual leaves, casual leaves, sick leaves and various others which are on the
basis of pro- rata according to the hours being worked by them. Part time employees are required
to give notice and receive the same to end there term of employment. These are being of
advantage as it provides with the flexibility to employees to undergo and meet with various other
commitment which is being most suitable for college going student, retired individuals and
others. This serves as the means of added importance in the harsh time of COVID- 19 as it helps
with meeting the business demand when it arise and not accounts to payment of huge amount of
wages which can affect the business functioning in uncertain ways
Zero hours or casual contracts- these are the types of contract between employer and a worker
which states that employer is being not entitled and obliged to provide for any minimum hours of
working and where by the worker is not obliged to work being offered to them. These are the

contract with no guaranteed hours of working. It account with worker who can work for more
than one employer which helps in serving with various opportunities to take new work and
account to fulfil the same (Sora, 2019). It accounts with flexibility in business process as
workload for business keeps on fluctuating where by it might needs workers to cover the same,
zero hours allows to remain agile and open for this. This helps and accounts to show with
productivity, quality of work as it highlights with hiring individuals who are self sufficient and
expert in their relevant areas and provides with the advantage of retention of the same which
helps in building fruitful relationship with the parties being involved in the same. It helps the
company with getting quality of work done which helps in achievement of organisational goals
more effectively.
Fixed term or temporary contract- these are the contract which hires employees for a specific
period of duration which are usually given out for the jobs that are being temporary in nature. In
most of the cases it is of year but the same can be extended which depends upon the
requirements of employer. It relates with the payout which is being fixed in advance and which
can not be altered till the term expires. These are the contracts which are not be given in routine
jobs. These assist in employment of individual in place of existing employees who does not
account to work for long duration which can be by the means of varied reasons such as long
holidays, injury and various others which helps the business in continuous flow of business
operation and efficiency in the same(Zaballa, 2016)
there are various employment legislation which help in governing employment in Ireland such as
National minimum wage act – 2000 which assist the compensation or wages should be fair and
equitable to the employees against the job role in the company. It is being also in consideration
with the industry average which helps in satisfying the needs and wants of individual. These act
accounts with proper payment and no cut off by the means of unfair practices and grounds and
various other things to account in support for individuals in harsh time of COVID-19.
Health and safety act 2010- these act account with employers obligation to account and provide
with healthy workplace which is being full of hygiene factors such as account with proper
cleaning, dusting and various other things which nowadays in Pandemic COVID-19 serves as the
means of high importance at the workplace for employee and act also accounts with providing
environment and atmosphere which is being safe and secure for employees and does not

accounts with any hazardous situation, accidents and injuries which can affect the functioning of
the individuals in unfavourable manner (Liebregts, Stam, 019)
Unfair dismissal act – these accounts with dismissal and lay- off of employees by employer or
unfavourable and unfair ground which as a result leads to spread of negative word of mouth
which helps the company with negative brand image as a result leads to culture in the company
which is being full of negativity as a result accounts with non productivity of employee and
contribution being made to achieve the goals of the company
It also account with various right of employees at the workplace which accounts and helps in
governing of employment legislation in UK where the rights can be associated with various leave
policies, fixed working time, timely payments of compensation and various others
On- boarding of employees
It is being referred as the process of organisational socialisation, which is the process of
introducing employee that have newly joined with the expectation, knowledge, skills and culture
of the company. It is the process which helps in highlighting and providing brief with the rules,
regulation and functioning of the business or carrying down its tasks and activities in certain
predetermined manner. There are four phases to employees experience and which starts with
On- boarding which is in between 0-3 months where most employees of the company are
uncertain with the surroundings at the beginning phase, where they want to establish there place
in the organisation by building relationship and by making valuable contribution in the same
The next phase accounts with initial development (3-24 months) which accounts with employees
often looking for ways to improve in the skills and make sure they have positive impact in
contribution to team inputs(Karambelkar, Bhattacharya, 2017)
Ongoing development and retention which is more than 24 months which helps in building
towards the career progressions which is being very crucial where the lack of opportunity may
result in leaving employees business and search of next best challenges.
Separation phase which is between 0-3 months before leaving the company which assist no
matter how good the experience of employees is there will always be people who decide to
move on with the better opportunity where some people may account to leave the company
because of underlying issues of engagement with the management (Caldwell, Peters, 2018)
there are various things which needs to be considered on the end of management to assist
in smooth flow of on- boarding and induction process where the IT system and various hard-

wares to be arranged in proper manner, introducing with greetings, scheduling of various
presentation, office tours , special training programs, pre joining welcome gifts, lunch facilities
providing necessary information and various other things which helps in having positive and
favourable development of experience which helps in giving sense of understanding to
employees that they have been associated with the right organisation.
There are some criteria for design principles of induction or on- boarding which states that
keep it simple- where the purpose is to ensure with new joinees knowing key general policies
and structure of the company and which is not being focused on job specific
accounts with remembering and explaining of culture of the company which outline with
the company history, its place in the industry and its various goals laying down various ethical
codes which helps in highlighting environment responsibilities, equal opportunities for all and
regards with non non-discriminatory practices in company. It is required to don't get it ended on
the first day which could be extended to a week where it accounts with various site and
department tours of company (Roethke,2020). The company need to accounts with various
development plan where it needs to identify key speaker, various COVID measures such as
social distancing, mask, temperature check, sanitisation facilities and various others, which
accounts with organising various ice breaking sessions and group discussions. It also accounts
with the introduction of team to individuals and lastly accounts with underpinning overview of
pay and benefits being entitled to individuals. Benefits of effective on- boarding accounts with
enhancing the experiences of new joinees , accounts to provide employees boost up in there
confidence to tackle various challenging task and opportunities to account to fulfilment of there
responsibilities. It helps in providing with the understanding to employees of how well they fit
into the overall structure of the company. On boarding helps in understanding to employees what
company expects out of its employees in term of skills , experiences being possessed to monitor
there behaviour and performance in the organisation . An effective process of on- boarding helps
in making feel new hires more valued, better and effectively understanding there job role which
helps in increasing productivity and performance of employees as a result account with increased
employment engagement in company (Byford, Watkins, Triantogiannis, 2017).
Probation management
Probation management:

Probation management is an approach when the new workforce are observed and evaluated
carefully when they are in their probationary period. The employee will be assessed on the basis
of goals, competencies, training etc. the period of probation ranges from 3-6 months. Manager
find out that the employee is suitable for the organization or not. In the probation period
employee will not get all the benefits like leaves benefits etc.
Management process: some management process are:
Conduct meeting:
Managers conduct meeting with the new employees to take review in their probationary period
which can be once in a week or month. In the meeting manager review their performance in the
past month and give guidance to them if necessary and also give awareness about the objectives
of the company (Moss, 2018). Thus, in this covid situation virtual probation meetings are done
by the manager of Ireland.
Be prepared:
Manager should prepare earlier so that they can take most form the meetings. Manager should
have idea of the employee work before he or she conducts the meeting so that manager get
knowledge about the work of the employee and where he or she is required improvement.
Providing feedback:
Timely feedbacks are given by the manager of Ireland so that employee does not repeat the
mistakes. Regular feedback will help the employee to know clearly that what is expected from
him or her by the company. Clarity should be there in feedbacks and if help require any help then
manager should always help them. In this pandemic manager can give feedbacks through mails
or messages.
Explore problems:
In Ireland managers use these meetings also in finding any issues or problems which the
employee is facing in the organization. Manager gives the time to the employees to speak about
issues and then helping them to solve them.
Setting right tone:
Managers should speak politely when helding the probationary meetings. Proper discipline
should be maintained. Managers should be supportive and tolerant. Positive words should be
used in the meeting.
Take action:

After probation period employee become permanent, they dismiss or extended their probationary
period for further improvement.
Policy: the policy will tell the employee about probationary period. In the probation period
company will decide that the employee is suitable or not and employee will also decide that he or
she wants to continue with the company or not. If the employee is not comfortable with the job
then he or she can leave the job. Probation period is usually of 90 days from the hiring date or
depends on the company. If company in Ireland found that the employee is not suitable then they
can terminate them by giving notice or no or giving compensation.
Company does not come under obligation that if they think that the employee is not suitable then
they do not have to wait till the end of the probation period. Company or the employee can break
the working relationship as prescribed by law (Lamont and Geiran, 2017). If in the end of the
probation period company found that employee is not prepared full to become their permanent
employee then they have the right to extend their probation period. This is done by evaluating
the performance of the employees.
If after the probation period employee get approval from the company to become the permanent
employee then he or she can enjoy all the benefits which is only provided to the permanent
employees. In case if probation is more than 90 days then after completing first 90 days
employee can exercise all benefits. From now onwards employees are responsible to work
according to company standards. In covid condition digital supervision is getting to the new
employees.
Best practices: Practices by the manager are:
Issue conditions within two months:
In Ireland the company give employment contract to the employees within two months. It is in
writing, it includes the working hours, salary, location etc. it is beneficial for both employer and
for employee (Healy and Kennefick, 2019). Contract should be according to the standard
contract of employment.
Checking valid immigration permission:
Person who do not belong to Europe require immigration permission to live in Ireland. Company
is not allowed to give employment to those who do have permission by the government to live.
Immigration should be checked at the time of recruitment only.
Giving regular reviews during probation period:

Manager gives regular feedbacks and reviews to the employees. It is very important because the
employees are new so someone has to guide them about their job role and help them if any
improvement is required.
Establishing clear policies:
Clear policies will help both management and workforce. In Ireland employment policies are
made which include policy related to harassment, grievances, absence, maternity, leaves etc.
company should not only make such policies but should also ensure that these are implemented
and followed by them. Considering coronavirus now policies should be made.
Data protection legislation:
It is the responsibility of the company to protect the data of the employees. Data is the
confidential and sensitive thing. In Ireland company make sure that they do not share personal
information of the employees without their permission (Bailey and et.al., 2019). If also company
share the information then employee can take actions against such companies.
Obligations relation to work from home employees:
Due to coronavirus employees have to work from home only so in this case company have to
give flexible working hours to the employees and should listen issues of them if facing any.
CONCLUSION
From the above report it is being understood that to manage the human resource in the
company, it requires various formulation of strategies and approaches which accounts with
achievement of common desired goals of the company. The report has focused on various types
of contract of employment contract between employer and employees such as permanent full
time, part time, zero hours and fixed term temporary contract with accounting to various
employment legislation in consideration which is being in concern with that of pandemic
COVID 19 and has accounted with the briefing on various topics of probation management and
on- boarding of employees which have highlighted process of management, policies and best
practices to ensure compliance with the employment legislation in Ireland. It has led to the
understanding that human resource management is the strategic approach between managing
relationship between employer and employee as it serves as the foundation for the success of the
company.

REFERENCES
Books and Journals
Bailey, C.A. and et.al., 2019. Racial/ethnic and gender disparities in anger management therapy
as a probation condition. Law and human behavior.
Byford, M., Watkins, M.D. and Triantogiannis, L., 2017. Onboarding isn’t enough. Harvard
Business Review.95(3). pp.78-86.
Caldwell, C. and Peters, R., 2018. New employee onboarding–psychological contracts and
ethical perspectives. Journal of Management Development.
Healy, D. and Kennefick, L., 2019. Hidden voices: Practitioner perspectives on the early
histories of probation in Ireland. Criminology & Criminal Justice. 19(3). pp.346-363.
Karambelkar, M. and Bhattacharya, S., 2017. Onboarding is a
change. Human resource management international digest.
Lamont, C. and Geiran, V., 2017. Making the Difference That Makes a Difference: Leading
Probation on the Island of Ireland. Irish Probation Journal. 14.
Liebregts, W. and Stam, E., 2019. Employment protection legislation and entrepreneurial
activity. International Small Business Journal,.37(6). pp.581-603.
Louwerse, I., and et.al., 2020. Predicting long-term sickness absence and identifying subgroups
among individuals without an employment contract. Journal of Occupational
Rehabilitation, pp.1-10.
Moss, B., 2018. Electronic monitoring and monitoring probation: The case of Ireland. European
Journal of Probation. 10(2). pp.120-135.
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Sora, B., and etal ., 2019. Employment contract, job insecurity and employees’ affective well-
being: The role of self-and collective efficacy. Economic and Industrial
Democracy. 40(2). pp.193-214.
Zaballa, E.,and et,al., 2016. Incidence of sickness absence by type of employment contract: one
year follow-up study in Spanish salaried workers. Archives of public health.74(1). p.40.