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.
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.
- Do you have the basics adequately covered for
“Business as Usual”?
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.
Its remarkable the quantity and variety HR related issues which arise
“out of the blue”. A few examples:
- Help ! Who are you going to call when you have
an HR related issue?
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?
- 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 . . .
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.
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?
- Do you need help from HR specalists for Key
Projects / “Strategic
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
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.
- We can also provide dedicated part-time HR
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
Learn more about our
Learn more about our team
Learn more about our
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