Here at Focus HR we love to help business succeed by helping to remove the hassels and headache of managing people. We’ll be there with you when you need us most.
Job Descriptions
Regardless of the size or complexity of an organisation, a job description that is current and comprehensive is an effective management tool for communicating job requirements and performance standards to employees. A job description helps introduce new employees to their jobs and aids in their on-the-job training. Job descriptions and person specifications also give managers and supervisors the guidelines to hire, promote and supervise with maximum effectiveness. Focus HR offers customised and comprehensive job descriptions and person specifications.
Induction Programmes
The first few days of a new job are extremely important to a new recruit. Simply providing a copy of your handbook to your new recruit is not sufficient - they need to be closely managed and supported over their first few days in order to smoothly integrate them into your business.
FOCUS HR can provide you with a complete induction programme; covering your key responsibilities towards your new recruit, from the day they join you and throughout their probationary or trial period. Having an effective induction programme is good for both you and your new employee.
Probationary and Trial Periods
A probationary period can broadly be described a trial for new starters, (or for existing employees that you have promoted), in order to see if they are up to the job in practice, and conversely, allows the employee to decide if the role is for them. The contract of employment and the offer letter must confirm the length of the probationary period. Its length should be commensurate with the position and how long you think it will take the employee to get to grips with the role. We would, therefore, recommend that a probationary period is between 3 and 6 months, but that you also have the right to extend the probationary period if you deem this necessary. Other factors that can be built into the probationary period may be that the notice period required to be given by either party to terminate the employment relationship can be very short - as little as a week - or that certain benefits only become active once the probationary period has been successfully completed. However, in the event that the probationary period has demonstrated that the new recruit is not the right for the role, then you must still follow a fair dismissal procedure in terminating their employment. Trail Periods are similar to Probationary periods in their purpose but may only be used in certain circumstances. Under new Legislation Trail Periods may only be used by Companies with less than 19 employees. For more detailed advice on the benefits of using probationary periods or Trial Periods and how to apply them, please contact FOCUS HR.
Employment Agreements
A well written employment agreement helps the employee and employer to know what is expected from them and what they’re entitled to. Focus HR prepares bespoke contracts specific to your business needs, providing the foundation that ensures you are able to deal smoothly with employment issues when they arise.
Focus HR can also assist you if you feel it is appropriate to amend contractual terms and conditions for existing staff i.e. training cost claw-back provisions, extending notice periods, etc.
Staff Handbooks
An employee handbook is an important communication tool that lets employees know what is expected of them and what they can expect from their employers.
If your organisation does not have written policies and procedures that are implemented in a consistent and fair manner, the chances are that your managers and supervisors are making personnel decisions based on personal hunches, likes/dislikes, desire to avoid an issue or even contentment with an established yet inefficient system.
Focus HR can create an employee handbook that is tailored to your Company’s individual requirements. Our customised employee handbook will incorporate all the HR policies and procedures your Company needs to ensure compliance with employment regulations (and relevant governing bodies), and to improve employee communications and create consistency.
Bespoke Policies and Procedures
There is no obligation on a Company to have a staff handbook. There are however some key policies that we recommend all employers have in place, thereby providing your employees with clearly defined expectations you have of them as relates to standards of conduct. The benefit of having these key policies also means that you are able to identify and manage, for example, performance concerns, more confidently.
The polices we recommend all employers have in place include:
- Disciplinary Procedure (misconduct relating to poor performance or misbehaviour)
- Grievance Procedure (dealing with formal complaints against the Company or its employees from an employee)
- Capability Procedure (dealing with performance concerns which may be due to lack of skill, aptitude, physical or mental ability or because performance is being affected by a health condition)
- Communications Policy (providing your staff with acceptable use of your communications equipment)
- Equal Opportunities Policy (demonstrating to staff that you are a fair employer and will not tolerate discrimination)
If you would like us to review your existing policies and procedures, to ensure that they meet with current employment legislation, or if you would like us to provide you with a quote to draft new policies for your organisation, please contact Focus HR.
Performance Management
Employees may start off doing really well, or may be unable to keep up with developments and mistakes are made.
We can assist with how to monitor and assess an employee’s performance and identify the best way to manage this.
CAPABILITY - Employers may not be sure to address an issue with an employee as a disciplinary or capability matter. PERFORMANCE APPRAISAL - Do employees know how they are performing, are they given attainable and measurable goals to work towards, is there a uniform and fair approach to reviewing and rewarding employees? Organisations that don't evaluate their employees usually have lower productivity, poor employee morale, increased periods of absenteeism and higher staff turnover.
Focus HR can develop and implement a performance appraisal programme that is tailored to the specific and unique needs of your organisation. Our services include creating effective performance management policies and procedures, developing customised appraisal forms, and conducting employee and management/supervisory training and coaching.
Discipline, Dismissals and Grievances
When you employ staff you hope that they will meet your expectations in the role and will perform their duties without any cause for concern. There will be occasions where you need to take formal disciplinary or capability actions. We can guide you through the disciplinary and grievance processes and advise you on the appropriate steps to take in order to seek an amicable resolution to either situation. We work with you either in the background, advising you on the procedure and assisting with the relevant documentation, or we can attend the workplace to chair the relevant hearings for you and/or carry out investigations.
DISCIPLINE AND DISMISSAL - With disciplinary matters, fairness and consistency are vital to a successful conclusion. We will support you through the stages required to ensure that your disciplinary process is fair and equitable. Regardless of your business size, having a formal disciplinary procedure in place is crucial in order that employees are aware of what constitutes acceptable and unacceptable behaviour. Many employers are nervous when it comes to disciplining and ultimately dismissing employees, as they are concerned that a potential minefield of legislation awaits them. We aim to alleviate these concerns and to guide you through the process every step of the way, in order to help reduce the risk of the issue escalating and potentially becoming costly.
GRIEVANCES - Employees may raise problems or concerns about their work, working conditions or relationships with colleagues. We will advise you on managing these, so that your time and focus is on running your business with minimal disruption.
Change Management
Most businesses grow and change over a number of years. There will be times when you need to introduce new roles to the company or change others. You may be merging with or acquiring another business, or you may have lost a significant contract. You may need to disestablish a position whilst at the same time establishing new roles.
FOCUS HR can help you understand your obligations and follow the necessary procedures to the letter, to avoid expensive legal claims.
REDUNDANCY - Often a difficult time for employees and the business. It is important that the organisation supports the departing employee(s) and not lose sight of the impact redundancy has on those remaining. We have experience of managing redundancy strategy in large and small businesses and can guide you through the complete process. We can work with your managers to ensure they understand their role and have the skills to handle meetings with their teams and individual staff, or we can manage the process for you by meeting your staff and ensuring that the consultation process meets with your legal obligations.
FOCUS HR will also provide guidance on how to avoid low morale of the remaining employees during and after redundancies. Contact Focus HR to discuss how we can help you through this difficult process.