Oven-Ready HR – Reheated brings a selection of the key moments from the final six episodes of Season 1

“A lot of trans people would be unemployed. It can be difficult. Like I said, “I’m a very privileged white, trans woman.” I have a good job. I have a roof over my head. I can put food on the table, but there are lots of trans people out there who don’t have that”

“One of my sayings I always use is that “Too many businesses hire quickly and fire slowly, and it should really be the other way around.” Not that I advocate firing if at all possible, but ultimately, if you know that a decision needs to be taken whether it’s redundancy, whether it’s performance management, whether it’s a tough conversation about conduct, in fact, if that decision has been made in your mind, you really have to get on with it and address it because otherwise it just gets harder and harder.”

“If you look at an organisation like Primark, for example, is a really good example. They don’t have an HR Department. They have a people and culture department, which really tells you about their focus. I think that’s fantastic because a lot of the functionality of HR is in that, but it’s a recognition that their people are their culture, and the culture is based on the people. I think it’s marvellous”

“What is not so obvious and apparent is when a startup starts, there isn’t much HR education and training at the outset. When you’re a founder, thinking of hiring and motivating people is not foremost on your mind because what you’re thinking of is, is the money coming in? Is this company getting traction? “

“So, after I had been there a full day, I chose not to wear a tie. I just wore a dress shirt and slacks. The CEO came by and was furious and typical of most organisations instead of confronting me in the behaviour, which he thought was atrocious, he went to his office and passively in passive-aggressiveness called my boss, who sat across from me. It’s an open office. “

“I think recruitment’s going to be the biggest challenge that the sector faces, and certainly, I hope that if we can’t sadly employ our European friends that we can start to encourage more Brits to join the sector. So, I hope that does happen.”

“Well, this is what our purpose is, is to create better work for all and give people more opportunity.” That’s good for business. It’s certainly good for society, and it’s good for our economies at large.

“We lose that human interaction and that the opportunity to be bitchy or supportive or funny, hence it becomes very, very technical. I think people need that humanistic approach to work. “

My line to HR people is take a finance person to lunch. They’re probably lonely, pay for the lunch, and take an annual report, the income statement, the balance sheet, and say, “Teach me these numbers.

In this episode, Chris interviews Employee Engagement expert Simon Morden Of Prosell Learning Ltd to discuss how organisations can use technology to increase Employee Engagement levels for new and existing hires.