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Why Outsourcing to HR2all?
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The benefits for an SME:

Strong human resources practices clearly have the potential to increase a company productivity and profitability. It is a question of deep specialist knowledge, “what are the best practices / current legislation” or “we don’t know what we don’t know”. HR management has become a considerable task, demanding significant resources. Keeping abreast of legal and regulatory issues has become an overwhelming undertaking, and time spent on administrative duties is time spent away from growing your business.

For the most SMEs it is not realistic to have deep HR expertise internally. The pragmatic approach is to find a trusted and friendly partner - such as HR2all - to provide this specialist support.
Outsourcing your ‘people needs' can help you gain a competitive advantage as well as having access to professionals who can cut through the minefield of HR practices and deliver a positive impact on your business. This gives employees better benefits and the business owner the freedom to focus on the critical business issues.​

  • Do you have the basics adequately covered for “Business as Usual”?
Frequently we work with our clients to help to ensue that they have the basic practices in place to help to effectively manage their employees and to get the best out of their team . Typically this focus’ on an employee handbook and contracts of employment and keeping abreast of legal and regulatory updates. We are advocates of the paerto principle, we focus on the “20%” of the effort that drives the “80%” of the value, for example a ~100 page employee handbook for a big blue chip business can be distilled into ~20 pages for an SME.

Having good documented basics in place has two key benefits. Firstly it helps to improve the overall effectiveness of the team and secondly when any “ issue” arises this make its much easier to deal with.

  • Help ! Who are you going to call when you have an HR related issue?
Its remarkable the quantity and variety HR related issues which arise “out of the blue”. A few examples:
  • Margaret has just announced that she intends to bring us to an employment tribunal . . . 
  • Our receptionist has just phoned in sick - the seventh time already this year - having been spotted last night at 4 am in a nightclub . . . .
  • Roger is absolutely useless . . . 
  • What are the implications of the latest EU employment directive . . .
  • I am convinced that the waiter is slipping money from the till . . . 
  • I think Mary may be pregnant . . . 
  • Jim lost his temper once again, I am now really concerned, this time he punched a hole in the door . . . 
  • I have just discovered that Joe has a criminal record . . . 
  • Denis has asked to start working part-time . . . 
  • At Roy’s 60th birthday party he told me he wants to / need to keep working until he is 70 . . . 
  • It looks like Rebecca spends half her day online Christmas shopping . . . 
  • Heidi was caught smoking on the premises again . . . 
  • Patricia is claiming Sexual discrimination . . . 
  • Oh no ! You wouldn’t believe what just happed at the Christmas party . . . 
  • I am considering taking on my first employee . . . 
  • I am considering taking on my first employee in France . . . 
  • Denis tripped on the stairs and badly twisted his ankle . . . 
  • . . . and so on . . . 
Our clients find it very reassuring to know that if they walk into the office tomorrow morning, and are faced one such problem they have someone to call. Who would you call for help in a similar situation?

It is also important to note that already having the basic HR policies in place makes it much easier to deal with these issues when they arise.

  • Do you need help from HR specalists for Key Projects / “Strategic Initiatives”?
All businesses go through cycles, they are expanding or contracting, pursuing new strategies or initiatives, responding to competition. Key changes practically always have major ramification for the people. Sales may be slow and there is a need to make redundancies, or move to a 4-day week or introduce part-time working. It may be that there is a need to recruit new staff. Or the company could be moving to new premises, or wants to introduce a performance related reward scheme?

We advise SMEs on the alternatives, help to identify the best approach, plan and often also help to implement the HR related aspects of key projects.

  • We can also provide dedicated part-time HR support
Practically no SME is big enough to justify a fulltime dedicated HR specialist, and typically this will be managed on a day-to-day basis by a member of the management team. As the number of employees increases the administrative burden and complexity increases, and many companies ask us to support them with a HR specialist a couple of days a week/month on an ongoing basis.

So how does your business currently stand from an HR perspective? All the basic adequately covered? Really getting the best from your team? Ready for the unexpected?

Take a quick on-line HR health check here

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Why wait until it is too late and you are facing a claim? Make sure you are doing things properly now and that you stay up to date and compliant in the future.

Please see our price list and health check list, which help determine whether you may need our help.

What have you got to lose? – just a lot of money and time fighting a case!

 

An independent business owned and operated by HR2all Ltd under the MA name under a membership agreement from MA consulting international limited.