Employee Administration for Marketing, Advertising and Creative
Records, attendance, leave and the day-to-day HR that must simply work.
What this looks like in marketing, advertising and creative
The parts of employee administration that are specific to this sector, rather than general.
Records in a Small, Fast-Moving Firm
Where HR is part of somebody else's job.
What this coversHide
Records in a Small, Fast-Moving Firm
Where HR is part of somebody else's job.
What this coversHideAgencies churn staff and freelancers quickly, and the employee record is typically maintained by someone with a full-time role elsewhere - which is workable if the structure is simple enough to keep.
- Single employee master that does not depend on one person's memory
- Freelancer and contractor records held distinctly
- Contract, offer and variation documents retained per individual
- Leave and time-off records reconciled with resourcing
- Skill and specialism tagging for staffing decisions
- Access and tool provisioning tracked against the individual
- Document retention maintained after exit
- Records retrievable without the person who maintains them
The test is whether someone else could answer a question about an employee's terms if the person who maintains the records were unavailable for a fortnight.
The general method — what employee administration covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee information management page. What is above is the part that differs for marketing, advertising and creative.
Other HR topics for marketing, advertising and creative
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for marketing, advertising and creative, or another industry.