Can really will impact your bottom line if staff are not productive or are working excessive hours and attracting overtime payments.
Depending on the type of role you are looking to fill, thinking about the type of contract which should be put in place is vital.
Prior to entering into discussions regarding the contractual terms, (so before you have even interviewed….!), employers need to consider if they are looking to recruit a permanent or temporary employee.
Full time, part time, annualised or zero hour working,.
And whether there is anything about the role which may require a bespoke contract, for example, if you are recruiting an apprentice.
Considering your current staff and their contractual terms should also be considered within this process.
Examples of this might be:-
Are you paying the going rate/national living wage as an example?
Are you being fair to staff and paying equal pay for equal work carried out?
Lastly, legislation changes and is updated regularly as case law is agreed.
Content of your contract is also an area that must be reviewed to ensure you are compliant.
As an example holiday payments are now calculated on a 52 week average and not 12 week.
And does your contract reflect this?
Contracts do not have to be cumbersome, but they do have to be compliant – if you need support I have over 20 years of HR experience you can tap into to ensure what you issue is fit for your business.
In some organisations and especially if you have long standing employees, you may wonder why you need to bother with an employment contract ?
Your staff know what they are doing.
They come to work on time and they don’t need a bit of paper telling them this.
All well and good, BUT, what is important to know is that as of the 6th of April 2020, regulations were introduced, confirming that all workers are entitled to a written statement of particulars (or contract) as a right from day one of employment.
Itemising their basic terms and conditions and specifying probationary periods and family leave.
In other words it is the law to provide it and if you do not you could face claims.
Aside from the legal aspects, a contract sets out what is required from the employee and in most cases will protect you, the employer in regard to the legalities of employing staff as well as helping to manage them during employment.
In short, both employees and employers must stick to a contract until it ends.
(e.g. by an employer or employee giving notice or an employee being dismissed).
Or until the terms are changed (usually by agreement between the employee and employer).
If you are wondering where to start when it comes to Employee Contracts for your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience on the matter!
For some of us, the thought of having an appraisal one to one meeting, can seem daunting, a waste of time and counterproductive when everyone is busy.
Some of us may have had the ‘appraisal from hell’ which was perhaps soul destroying or where you felt that you had not been listened to.
However, when appraisals are carried out effectively, it can align the efforts of every employee with the overall company goals.
This ensures that everyone plays their part or at least understands their role in the company’s overall success.
HR can support you to develop a process that fits with the business needs and which is easy to follow and understand.
These meetings ensure that employees have the appropriate training and development in order to be effective and make it easier for them to do their jobs.
It can be said, that smaller businesses have the advantage of being able to keep systems flexible while focusing on four key goals:
Align employee activity to the goals and strategies of the business.
Encourages two-way communication between managers and staff.
Highlights any training requirements ensuring they have the appropriate skills to do their job.
Identifies employees who add value to the business and target them for future opportunities.
If you are wondering where to start when it comes to Team Appraisals for your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience on the matter!
Recruiting the ‘right’ people is one of the top challenges for any business.
Stiff competition, a limited pool of skilled candidates and perhaps the inability to offer a competitive salary are some of the common constraints for small businesses to contend with.
While many growing businesses are forced to focus on sales and profit, they can sometimes neglect employee issues.
This includes having the time to recruit the best and then manage the new recruits to the business.
Whilst writing a job description may be seen as time consuming, having the right role specification in place is imperative.
It will not only support the need to recruit as you will define what is required work wise, but it will help recruit the right person, help you manage staff once in place by detailing what is required and what they are responsible for.
Considerations when you are thinking about taking on staff are required –
the need to recruit – can your role be filled internally, or do you need to look externally?
how you recruit – do you advertise or use an agency?
how you advertise – via the job centre, job website or local press? and
interviewing for the role – asking appropriate questions, checking skills and qualifications and ensuring it is lawful and not considered to be discriminatory.
Once you have the right person for the role – it is important that they start in the best way possible and have a smooth transition to the business.
An offer letter and contract should be issued on day one at the latest, induction planned, and they are introduced to the business and role, with a probation period that is meaningful with the employee passing it at the end.
HR support can ensure that you remain compliant throughout the recruitment process as well as offer guidance on the best means of recruiting staff to your business.
If you are wondering where to start when it comes to HR support for your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience on the matter!
Without good HR support you may find yourself missing key areas of managing your staff the right way.It’s all too easy to find yourself putting off managing staff issues
Aside from managing the day to day activities of staff carrying out the role they were employed to do, there are other areas, listed, that will need your attention.
Working time, holidays, and absence
Family friendly rights
Sickness absence and disability discrimination
Management of any disciplinary and grievance cases
Wages, benefits, bonuses and pensions
Development and training
Data protection and GDPR
Health and Safety – ensuring staff are safe whilst working.
As mentioned earlier, having polices in place to manage these areas will ensure you are covered.
Including these policies in an Employee Handbook which accompanies the contract of employment will ensure that all staff fully understand what the rules are and what they need to know.
If you are wondering where to start when it comes to Managing People in your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience on the matter!
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