Human Resources

We aim to help the manager face the everyday people management challenges and to help you develop systems and procedures that focus on your staff that in turn focus on your customers and your profitability. Our advisers can work with you and your staff to ensure that the best policies and procedures are in place for your company’s success.

Recruitment, Selection & Induction
Performance Management
Leadership and Management
Developing your Staff
Planning
Communication
Policies and Procedures

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1. Recruitment, Selection & Induction

Employing the wrong people can cost your company time, money and profitability.

Finding the right staff to meet the needs of the business can be difficult and then retaining them can be a challenge. Using the most appropriate selection methods and adhering to the legal issues involved in recruiting and employing can be time consuming.

For many organisations, time on appropriate induction can have a significant impact upon setting clear expectations, increasing staff retention rates and identifying development needs at an early stage.
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2. Performance Management

Successful monitoring and managing the needs and performance of your staff can lead to higher productivity and reduced recruitment costs. Performance management helps people to be clear about what the company plans are, communicates what is expected of them and shows them how they are making a difference.

Providing staff with benefits, rewards, incentives and positive feedback can help your business improve productivity, increase morale and reduce absenteeism

We can help to identify and implement the most appropriate performance management system for your organisation. We can also monitor and evaluate how effective the system is working and give feedback on how to make improvements.
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3. Leadership and Management

What is good leadership?

This is about the ability to lead and motivate your staff to be effective in the workplace. It is about setting and communicating your own values and ethics and giving clear guidance to your staff.

Many people start their own business and develop their own style. But as a business grows and changes, then leadership and management skills need to change as well.

As the organisation grows, so will your own skills need to develop. Understanding your own style, identifying the skills that you wish to develop and implementing a plan of action is our first target. We also need to take into account your own learning style and type of learning required.
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4. Developing your staff

Ensuring that all staff has the correct skills and knowledge can make employees and employers more effective. Particularly in small firms, it is important that employees become fully effective as soon as possible. We will work with you to identify the company development plans and then looking at individual training skills requirements.
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5. Planning

Whether you plan to grow, downsize, restructure, sell, exit from the business, or diversify, planning your strategy in relation to your people is fundamental to the success of that strategy. Whatever that Company strategy is, which we will help you to clarify if necessary, the Human Resources strategy must link in to it, both with regard to recruitment of appropriately skilled people, and to the training of people for promotion as part of growth and succession planning. Finding yourself with a square peg in a round hole should never be an option.
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6. Communication and Involvement

Most employees need guidance in their jobs, but keeping employees informed about other parts of the business is just as essential and can contribute to the efficiency of the company. Poor communication is one of the most common criticisms employees have about the business they work for. This can lead to misunderstandings, poor performance, low morale and wasted time. Just as seriously, poor communication could mean that you are breaching employee rights and breaking the law.
Employee surveys, communication audits and team-building exercises are just a few of the area’s that we can help with.
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7. Policies and Procedures

Having clear company rules, benefit both employer and employee. They ensure that everyone understands what is acceptable and unacceptable. They also make sure that the employee’s conduct and performance meets minimum performance levels. Current employment law impacts across procedures for employees from the start to the finish of their employment. For example:

Recruitment and Selection
Discipline and Grievance
Contracts of Employment

Regular changes and amendments to Employment law make policy development and review essential. Employment law cuts across most policies and procedures. Please see ‘Legal’ section for further information on employment law.

We also have a number of national and international quality tools to measure your performance and to make appropriate actions in which to improve your business:

Performance Audit Tool – this tool assesses the effectiveness of the organisation against a set of “best practice” criteria. The key themes are developing organisational goals; engaging people; measuring the success and continuous improvement.
EFQM – the excellence model
IIP- Investors in People