Strategic HR Management
Strategic human resource management is an approach to managing human resources that supports your business goals and outcomes with a strategic framework. It focuses on longer-term resourcing issues within the context of an organisation’s goals and the evolving nature of work, and informs other HR strategies, such as reward or performance, determining how they are integrated into the overall business strategy.
Contracts of Employment
We can help you write up clear and concise contracts to comply with employment contract law and help you understand your legal obligations. The law requires you to provide all employees taken on for one month or more with a Written Statement of Employment Particulars. You must do this within the first two months of service.
General Data Protection Regulation affects all businesses and applies to all personal data that we process, whether it is stored electronically, on paper or on other materials. Your organisation must demonstrate that it is committed to being clear and transparent about how it collects and uses personal data. The new rules are intended to meet the needs of a digital age, and require a change in organisational attitude towards data privacy. We can prepare the HR communications and documentation for you.
How to get the best from your employees to increase productivity while also raising employee engagement and moral. Employees who have good quality jobs and are managed well, will not only be happier, healthier and more fulfilled, but are also more likely to drive productivity, better products or services, and innovation.
Have you considered what you will do when your key players decide to move on to ‘pastures new’ or retire? What plans are in place to secure a seamless exit strategy? Don’t underestimate how quickly a business can fail without robust leadership and structure. Succession planning is a process to identify and develop internal and external Read more about Are your big fish looking for a bigger pond?[…]
This is the start of your employee’s journey, you’ve just recruited yourself a fantastic new employee, so how are you going to keep them? Delivering an excellent induction is a great place to start. Make them welcome, promote your brand and tell them about your vision and culture, after all, you selected this person because Read more about Why bother with employee induction?[…]
The Court of Appeal has confirmed, that when calculating a worker’s holiday pay, you must include payments made in respect of regular voluntary overtime. This could have far reaching consequences for many businesses. The Working Time Regulations 1998 (WTR) state that all workers are entitled to 5.6 weeks’ paid annual leave. Four weeks of this derives from the Read more about Did you know the calculation for holiday pay has changed?[…]
It’s inevitable that at some point in time you will have to deal with a dispute in the workplace and unfortunately, there’s not a ‘one size fits all’ solution because every situation is different. Believe me, you can’t just wing it! One of the first things you should establish, is whether you are dealing with Read more about How are you managing disciplinary and grievance in your Company?[…]
The purpose of my blog is to highlight a few of the common misconceptions about HR issues and to share case studies whenever possible. Company names and specific details have been changed to ensure confidentiality. A client called to request help with a redundancy situation, as they were selling a self-contained part of the business Read more about Redundancy or TUPE? It’s important to get this right![…]
What’s happening to training and development? When companies are tightening their belts, one of the first things to go is training. I’ve been working on employee engagement long enough to know that there is a link between training and engagement, which in turn means improved performance. What better way to invest in your employee and Read more about Training & Development[…]
Many of my clients are asking about HR record retention times, to comply with the GDPR. There are statutory requirements to comply with HMRC, i.e. tax, wage/salary records etc. However, the CIPD recommend that if in doubt, you should keep for at least 6 years (5 in Scotland), to cover the time limit for bringing Read more about HR Record Retention Times[…]
How does your business process and handle data? We can help you log your data activities, create and distribute your data policy, send your privacy notices and make sure you’re compliant with the GDPR checklist. Please remember, the regulations apply to all businesses. I’m focusing on the employee element, however, this impacts upon your sales and Read more about GDPR Checklist checked?[…]