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HR Tips

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Why work with an outsourced hr consultancy?

Outsourcing your human resource needs is becoming a common business strategy and is proving to be a valuable tool for businesses of all sizes. It is becoming more and more popular for businesses without a dedicated or qualified hr professional.

If you select an outsourced human resource provider for your business, it can help you through the ever changing minefield of legislation, guide you through the complexities of employment law, assist you on human resource issues that arise, help business growth, and improve profitability. And whats more, when working with aspire cambridge, its on a pay as you go basis; you are not tied into any contracts.

Choose the right outsourced HR consultancy

When looking to choose a hr provider to work with, it is important that you do your research and select a hr services provider that will offer you the expertise and knowledge, but it is also important that they are accredited.

  • search for consultants that are CIPD accredited and have CIPD memberships
  • look for a hr provider in your industry or who specialise in your sector
  • identify the issues/s that need to be addressed and look for a consultant who has experience in these areas

what you should expect from your hr consultancy

  • bespoke and flexible hr support and services
  • comprehensive advice on a wide range of hr topics
  • tailored training solutions to meet the needs of your business
  • pragmatic approach that offers balanced opinions and innovation

why it’s important to work with a CIPD accredited hr professional

  • professional memberships show creditability, professionalism and a commitment to best practice
  • members have access to the latest cases, practices and changes in human resources and will deliver you the highest standards of best practice
  • every CIPD member must follow to the code of professional conduct which sets the standard of professional behaviour

All I can say is well done! You submitted 3 candidates and only your 3 candidates (so far) have been chosen for interview!

A happy client
view more testimonials

workplace best practice

  • front line managers need to be trained, have a consistent, fair and flexible when dealing with their employees
  • employee engagement is a key part in making employees happier, motivated and more productive in the workplace
  • performance management should be fair and based on merit to all employees
  • managing change is all about planning ahead, communication, staying up-to-date with employment law and legislation changes
  • promotion of equality and diversity in the workplace
  • health and wellbeing in the work place is the responsibility of both the employer and employee in actively making positive steps for a healthy work / life balance
  • religious festivals and holy days; employers are not legally required to grant requests for leave on religious grounds however some flexibility can improve employee moral

dealing with conduct in the workplace

As a business owner, a manager or a team leader, your role can be thoroughly enjoyable and rewarding, but as you will know, this is a role that is not without its challenges. However great your company or your team there will always be a time when a member of staff does not act at work in a way you would expect them to….that’s life! This means that on occasions you will have to follow your own disciplinary process.

When an employee’s conduct is of concern you need to deal with it quickly and effectively to avoid more serious and potentially detrimental activities that could follow.

Need further advice, contact us today!

health and safety

As a business owner, health and safety is extremely important within your business, it reduces the risk of injuries or fatalities and creates a safe and happy place for everyone to work – but sadly health and safety in the workplace isn’t quite as easy as that. As a business owner you have legal responsibilities to protect yourself, your employees, customers and visitors when in your business.

Your health and safety responsibilities include providing all employees with a written health and safety statement, when you have employed five or more people. It is also your responsibility to ensure that the equipment you provide is maintained and safe at all times, provide any Personal Protective Equipment (PPE) and that you provide any necessary training.

dealing with disputes

From time to time in business, employee grievances will arise and it is essential that these are dealt with effectively and efficiently in order to save management time and also to preserve and protect employee relations, while keeping the business out of employment tribunals.

A grievance is a concern, problem, worry or complaint that is raised by an employee. The grievance could be about any number of issues including their workload, the working environment, their line manager, with a colleague or their pay and so on.

contract types

The most common forms of employment contracts are the full time or part time permanent contracts. When it comes to zero hour contracts, fixed term contracts and annualised hours contracts it can be very confusing for any employer to know when the variying contract are applicable to different employees.

Need further advice, contact us today!

national minimum and national wage

The national minimum wage (NMW) is the minimum pay per hour that most workers are entitled to be paid by law. Worker’s age and if they are an apprentice, will alter the rate.

The national living wage was set up for all working people aged 25 and over. The current national minimum wage for those under the age of 25 still applies.

  • nearly all workers over school leaving age will be entitled to receive the NMW
  • the NMW / NLW rate is reviewed annually by the low pay commission
  • employers can be taken to court by the HM Revenue and Customs (HRMC) if NMW / NLW are not paid
  • there are several exemptions to those who receive the NMW / NLW
  • the NLW is compulsory and is the rate set for people aged 25 and over nationally

 

why not get in touch with us today, to see how we can help you?
we are recruitment
we are hr
we are aspire cambridge

Contact Aspire Cambridge

Head Office

Cambridge Innovation Park
Denny End Road
Waterbeach
Cambridge
CB25 9PB

01223 855440 – Cambridge
01353 634266 – Ely
01638 778226 – Newmarket

info@aspirecambridge.co.uk

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