ROBIN GIBSON

Resource Scotland is a recruitment and retention business operating in central Scotland. Primarily working with production companies providing a labour supply service which attracted suitable candidates for temporary work and as a conduit to permanent employment.

Specific services provided include candidate sourcing, recruiting, induction training and payroll services.

While candidates were on ' placement ' with client companies Resource Scotland legally complied with full employee liability insurance and adopted a very hands-on HR strategy to guide a successful recruitment and retention process.

The hands-on strategy proved very successful with nearly full retention of placed candidates. This fostered positivity for Resource Scotland and the companies it partnered with, thus enhancing market presence and reputation through securing agreed objectives and outcomes.

Other HR aspects of this service supply were framed by mainstream legislation including the Agency Workers Regulations, HMRC compliance and occupational health and safety.

This position involved managing a human resourcing business which had 10 staff.

Along with labour supply the business offered HR consultancy and management support services to clients .

The development role demanded management and guidance of the team both within the company structure and at a commercial level with customers.

The position required direct reporting to the main board shareholders and full responsibility for the profit and loss accounting.

Through implementing clear objectives, individual goal setting and personal reviews the business became profitable and streamlined garnering effective relationships with clients. .

This company are involved in warehousing and distribution of steel products. With a core of 35 employees - warehouse operatives, drivers, administration and sales staff.

Along with engagement in commercial activities the role included modernising management structures and legal compliance of the business. To this extent a functioning practical HR system and modernised health and safety practices was established.

Regular HR activity focussed on recruitment , grievance and disciplinary and employee development. This focus improved employee performance measured in a reduction of staff turnover and company profitability.

As a graduate entry job this involved employment training and career development for young people throughout central Scotland.

With a remit managing circa 50 trainees who were generally placed with local employers with a view to securing permanent employment.

The training structure was prescribed by Scottish Enterprise and indeed was subject to official auditing and compliance measurement. The job offered an interesting dynamic of trainee contact but also commercial contact with employers who engaged in the process.