HR For Your Business
So your business is up and running and you need to get more formal HR practices in place… where do you start?
We can advise you on the complete spectrum of employment law, legislation and best practice. Our approach is to build a relationship with you to get your people matters in shape and help you to deal with those issues which are preventing you from focusing on the business.
How we can help
You may have your key policies in place then find that as the business grows and more people join, situations arise where further policies or guidance is needed.
We can develop an Employee Handbook for you to suit your business, or review and update your existing policies/handbook to ensure they reflect changes to your business and employment law. We can add new employment policies where needed to cover new scenarios.
All your employees will need an employment contract within 8 weeks of starting work with you. If you already have an employment contract in place, we’ll review and update it to bring it in line with current statutory obligations and ensure it meets the needs of your business. We’ll work with you to understand more about your business and from there make sure you have employment documents that work for you.
Induction: Setting your employees up for success
In order to do the best job they can, you need to enable your employees to succeed. This starts right from their experience in liaising with you as a candidate right through to their offer process and first few weeks in the company. Our Consultants can help you to get the on-boarding and induction process right, so that your new employees get up to speed and productive as quickly as possible.
Probation planning and review
An effective probation period will help new employees find their feet more quickly. We can help you to get this right, by guiding you through managing the probation through to successful completion, as well as managing any difficult situations as they arise.
In order to set your new hires on a path to success, it is helpful to set them specific goals which you can discuss with them, and review their performance against. In addition objectives are helpful for existing employees to keep their performance on track and to help them focus. We can support you with the objective setting process to enable success within your team.
When a performance appraisal process is designed in the right way for the business, and conducted in a consistent manner, we know that this makes a significant positive impact on the business and the individuals. We can review your existing processes or design an appraisal process from scratch, which focuses on getting the right performance and behaviours from your people.
Managing under-performance issues
Getting the best from your team can sometimes seem like an uphill battle. Some staff refuse to take feedback on board and you may feel stuck, not knowing what to do next. We can support you in dealing with any performance issues you have; with our support you can take early action that enables you to either get performance to where it needs to be or to a point where you have sufficient evidence to begin a disciplinary process.
Disciplinary and Grievance issues
As a people manager, you are likely to find yourself in a situation where you have to address issues with your employees such as performance, conduct, absence or attendance. You may have found that your more informal approach is not working and the problem is not getting any better. Or you may have a disgruntled employee who raises a grievance, and you are unsure how to proceed. Our Consultants can help you manage the situation and achieve the outcome your business needs, by helping you resolve these matters in a timely and fair manner.
When mediation matters
Are you dealing with a workplace dispute, and finding it difficult to come to a resolution? Our Consultants are experienced in resolving difficult situations and can provide you with objective mediation assistance, focused on bringing the parties together.
Unfortunately, businesses are often faced with a need to terminate employment, and managing this process is always challenging. This may be due to capability or poor performance issues, a serious breach of the business’ rules and policies, a redundancy or a retirement. Our Consultants can provide you with support and guidance to ensure that the correct termination procedure is followed to minimise your risk.
Whenever you need HR advice, we can offer you a hands-on, flexible and professional approach to dealing with your HR support needs, either via our ad-hoc or retained services.
Employers are required by law to offer certain levels of paid annual holiday as well as time off work including maternity, paternity, adoption and parental leave. With ever changing legislation, our consultants can advise what is expected of you and your employees, as well as provide suitable policies, manager’s guides and template letters to meet your people needs.
The essential, but let’s face it, unexciting processes that need to be in place when you employ people can take up a lot of time. Our consultants can tell you how to meet your statutory obligations including data protection and simple health and safety.
We know how these things can be overlooked and then you get that request from an employee asking to see their employee file! Our consultants can help you make sure that you are keeping the right records, for the right amount of time and in the right place.
Not an IT expert? Whether you want to keep track of attendance records, manage your payroll, track recruitment processes, implement benefits administration or simply store employee data, our consultants can make sure you get the right HR system for your needs.
Prevention is better than the cure as they say and an effective wellbeing strategy can improve productivity and reduce absenteeism and ‘presenteeism’ (being at work too much). Our consultants can develop and implement that strategy with you, plus guide you when those tricky absence cases do arise.
As a small business we understand that competing with large companies in terms of compensation and benefits for employees can be tricky. Our consultants can help you design a bonus scheme, source insurances or design a complete benefits package to suit your budget.
So your business is growing…now what?
Growth can be an exciting and challenging time for business, as the opportunities come thick and fast, so do the demands for your time as a leader and manager. It can feel as though you are being pulled in all directions, keeping your head above water trying to make the best decisions to direct the business, whilst maximizing the opportunities you are facing.
Our consultants are ready to jump in and help you wade through a surge of change. We’ve done this many times before.
We find that small companies can cope quite well without a dedicated HR resource until they reach their tipping point – the point where you realise you’re doing more paperwork than actual work. When the excel spreadsheet you have been using for employee data is overflowing, and you have only one hiring manager who is experienced enough to interview (worse if that person is also you).
There comes a point when you recognise that the way you have always done things in the past (HR practices included!) is no longer fit for purpose and is definitely not suitable for a larger workforce with greater demands.
Or perhaps you are well ahead of the game and are confidently recruiting, onboarding and developing your succession plans. Maybe you only need some targeted support from an expert on one specific project, such as creating a graduate scheme. Why not tap into the experience of a consultant, who have put these initiatives in place already?
How we can help you
When everything else is under control and you just need someone to issue the letters on time, and deal with the unexpected (…such things always pop up just when you’ve just gotten on top of everything else).
Sourcing new talent can be tricky, trickier still if you’re doing it all yourself. Our consultants can help with sifting CV’s, interviewing candidates, whatever is needed. To go one step further, we can train your managers in recruitment and interviewing skills so that they can run the whole process in-house.
Now would be a good time to start up-skilling your people. New opportunities bring increased demands for their skills, abilities and experience than before. Offering up some skills-building support would probably be well received!
So who is promotion-ready? Are they really promotion-ready or are they just the most longstanding employee in the room?
Up-skilling your managers is an investment in the success of your business, especially when it comes to new managers. We can help them to discover their strengths as a manager and consider how the business needs them to perform in order to make a success of their promotion.
As your organisation increases and becomes more complex, so too does the complexity of the HR issues you will face. If one of your managers is in charge of HR and they could do with a refresher (or a complete overhaul), we have a flexible HR development programme that can help them improve their HR expertise at their own pace.
So your business is changing…are you prepared?
A good business strategy is informed by people factors. Most companies today recognise that people are what drive value. Employees’ knowledge, skills and abilities are assets which a company should invest in and tap into to create sustainable value for the company and its various stakeholders.
Strategic HR is about focusing on longer-term resourcing issues within the context of a company’s goals and the evolving nature of work. It may involve reorganising this resource to prepare for a future merger or acquisition, transferring employees, or restructuring to reflect a new type of work and/or a demand for different skills and abilities for a ‘new order’ of business; or it could be about addressing employee engagement, ensuring there is a ‘fit for the future’ workforce who are committed to the company and performing at their best.
Our consultants can help you wherever you are on your people journey whether it’s Restructure & Redundancy Management, Mergers and Acquisition (including TUPE), improving Employee Engagement. We even have a tool – the Client Journey Tool – to help you to identify where you are on that journey.
How we can help you
No matter how large or small your business, there may be times when you need to look at how it is structured and whether it supports you in achieving your goals and business strategy. We can help you objectively look at your current structure and guide you through the process of restructuring to fit what is required today and in the future. Our experience, and especially our understanding of employment law, means we can also make you aware of some of the risks involved and what to do to mitigate them as part of the process. We help you to:
- Plan the restructure of your business.
- Identify areas for growth or reduction.
- Manage the TUPE process.
- Recruit new employees at all levels.
- Manage the redundancy process.
- Negotiate settlement agreements.
If your business is going, or about to go, through a merger or acquisition, we can assist you throughout the process. We have been involved in a number of large and small scale mergers and acquisitions so understand, not just the legal requirements, but also how to ensure you effectively manage the ‘people’ aspect, which may include the transfer of employees (and their employment rights on transfer) covered under TUPE. Our consultants have years of experience of managing the TUPE process for a wide range of SMEs. We will work with you to make the transition for your employees, whether incoming or outgoing, legally compliant and as smooth as possible and will be on hand to advise and support you during the equally important post-transfer integration period.To ensure your TUPE process runs smoothly, we will:
- Help you to identify who will transfer.
- Plan and manage consultations with staff including any potential redundancies.
- Provide the required documents for the incoming employer.
- Construct a TUPE process plan.
Employers want engaged employees because, as well as being happier, healthier and more fulfilled, they deliver improved business performance. Positive relationships, between employers and employees, and how employees are managed, are evidenced with improvements in performance leading to profit, revenue growth, customer satisfaction, productivity, innovation and staff retention. Conversely, having a disengaged workforce can bring about productivity losses; companies may lose their best people and face huge difficulties when introducing organisational change if employees aren’t on board.
Ensuring your employees are engaged and motivated is key to your business’ success. We can work with you to measure how engaged they are and then advise you on what is working well, what needs to be worked on, and how any gaps can be addressed – whether this is through a programme of management development workshops, team development, promoting wellbeing, staff voice forums or other soft skills training.