Archive


HR Culture

HR Culture – Setting people up to fail

/ 0 Comments

One of the things that I talk about a lot within HR culture is progression.

It’s great to have a plan in place for your employees to progress not only for you and your business but also for them. Giving employees aims and incentives such as promotions will always help retain employees and increase their productivity and appreciation.

However, progression and internal promotions are only great if you actually take the time to give your employees the necessary training to do the job as expected. Otherwise, you are setting your employees up to fail.

Below I explain how I witnessed a past colleague be set up to fail through an internal promotion first hand.

When I used to work in manufacturing I had a colleague who was exceptional at his job. So good in fact that the company I worked for decided to give him a promotion and made him manager of his engineering department. However, he was set up to fail, he was not given the proper training to develop his management skills. As a result, he failed, became depressed and didn’t want to come to work.

The bottom line is, always offer progression and promotions in your workplace. It’s a really good value to adopt for both you and your employees. However, just make sure you are backing the promotion up with the proper training and skills required. Without this training, you will be putting your employees under added pressure and can actually result in losing them meaning you have to go through the entire process again.

Our advice would be to develop a proper career path plan for your employees. Tell them exactly what they have to do to achieve these goals backed up with the required training. If you would like to know more about HR culture and employee training, get in touch today.


separator

HR Services

Why some businesses think they don’t need HR Services

/ 0 Comments

HR services are not just for businesses who need help when they have problems.

This is a common misconception that we come across quite a lot within our industry. Business owners often believe that if they don’t have any problems when it comes to employees then they simply do not need HR services.

However, they couldn’t be more wrong, HR is not just there to help you when you need to get out of a sticky situation or put out any fires. HR can help you as your strategic partner and support businesses who are looking for growth, recruitment, and retention of staff.

If you want to grow your business you need HR practices which will support you as you grow, in the video, I explain exactly how this is done.

HR services can provide you with a partner to work closely with when you want to focus on your business model or your business culture. Your business values and culture are very important in the ever-changing workplace industry if you wish to grow and even survive.

Most importantly HR can help you retain your staff meaning you will have more employees who are likely to have been with you for a number of years and who are fully competent at their job through their training and experience within your company.

If you would like us to help you and your business grow, recruit and retain employees get in touch today. Together we can partner up and help you develop your business model and values within your company.


separator

HR Support

HR Support – Is your business model broken?

/ 0 Comments

The working world is always changing, mostly for the good, however, it can sometimes feel as if our industries are moving faster than we can keep up with.

Technology is becoming more and more involved with our day to day activities and roles. Sadly, the rise in technology has also been at the hands of some of our jobs. We have a brand new generation finishing education and entering the world of work who are and will work very differently to the existing workplace generations.

I think it’s fair to say that the employment landscape in 2025 will be completely different in comparison to 2005 or even 2015. However, the key point I must make and I cannot stress this enough is to ride the wave. More often than not, the business’ who are left behind and not embracing the changes almost certainly won’t survive.

So, I’ve put together this video to give you some HR support. Below I highlight exactly what is changing within the working world, what the repercussions are and what we can do about it.

As an example, it’s become very apparent that the traditional working model is becoming outdated. Where someone would start at a workplace and stay on there until they become a partner or so on is likely to soon be a thing of the past. This is because the new working generation doesn’t want that, they want to come into a company, learn, grow, develop and then move on.

This is why business’ must review their workplace culture and model in order to survive in the ever-changing climate. Business owners who choose to ignore these changes will likely fail to make it in the future.

Do you think you need to review your workplace culture and model? You could benefit from our HR support to stay in touch with the ever-changing working world. Simply get in touch today.


separator

HR Consultant

HR Consultant – Protected Characteristics

/ 0 Comments

Following on from our last blog, this blog will discuss ‘protected characteristics’ in more detail.

Protected characteristics are vital to a HR consultant and employers alike. These protected characteristics are there to protect both employees and also prospective employees from different types of discrimination. In this video, I discuss what these characteristics are, where they came from and how we can protect our companies from any claims against them.

If you have been employing people for over ten years then it’s very likely that you would remember that we used to have things like sex discrimination, age discrimination and race discrimination. However, in 2010 all of these discriminations laws were bound together and was put into something that is called the Equality Act. Since then, these discrimination laws within the equality act, have been known as protected characteristics.

It’s really important for an employee to know exactly what these characteristics are, and in fact, there are nine. The protected characteristics are:

  • Age
  • Sex
  • Sexual Orientation
  • Civil Partnerships and Marriage
  • Gender Reassignment
  • Race
  • Religion
  • Pregnancy and Maternity

It is vital for you to know them as if you have an employee who is covered by any of these characteristics then you will need to make some reasonable adjustments for that person. For example, if you have an employee who has a disability you would need to make adjustments within the workplace to ensure that they can carry out their role without being discriminated against.

If you have any other questions about protected characteristics or feel you could benefit from some advice from a HR consultant please get in touch today.


separator

HR advice

HR Advice – Why does length of service matter?

/ 0 Comments

When giving HR advice we will reassure our clients in saying that length of service only really matters when you are planning to dismiss a member of staff.

If someone has been an employee in your company for two years or more they have the right to claim unfair dismissal. This can result in you and your company to be taken to an employment tribunal.

However, if the employee has been employed for less than two years, they won’t have rights to claim unfair dismissal. But this doesn’t mean you’re out of the woods when it comes to dismissing an employee. Some people who you choose to employ may have what we call ‘protected characteristics’. This video explains what protected characteristics are and how to safeguard yourself when dismissing someone who may have these.

What are protected characteristics?

Protected characteristics are what we know as discriminations. So for example, this could be anything from age discrimination to disability discrimination. These characteristics are so important for you as an employer to understand. This is because someone doesn’t actually have to be employed by you to make a discrimination claim. These people could have applied for a job with you, didn’t get an interview and could then claim against you.

When giving HR advice, we worry about these discrimination claims as they can, if won, be a very expensive claim. This is because there is currently no cap on what an individual can be paid if they win their case for discrimination. Although, with an unfair dismissal claim there is a cap on how much a person can be paid if they win their case.

To conclude, if you are planning on dismissing a member of staff you firstly need to check if they have under 2 years of service. If so great, no unfair dismissal claims but then you also need to check if they have any protected characteristics. If you have any more questions about dismissing a member of staff get in touch today.


separator


separator
MENU