Most companies don’t think about their onboarding process once its been written, tried, and tested the first time. We don’t like to mess with what we consider to be perfect, even if it’s something simple that only just about works. Onboarding processes can become outdated, whether we realise it or not. 
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So, you’ve hired a few new employees to work for your already thriving business, and you’re wondering if they need an induction. The answer is always yes; new employees benefit greatly from being gently inducted into their new roles, rather than being thrown into the deep end of their duties and responsibilities. 
Every workplace has its own set of workplace regulations that cover the various health and safety issues and necessities that they need to adhere to in order to keep their employees and clients safe. As these vary from workplace to workplace, it can be difficult to cover all of the obligations that an employer may have, but this article will endeavour to cover at least some of the basics that every employer should be looking out for when it comes to health and safety. 
Managing underperformance isn’t easy. It’s hard to tell why your team is underperforming, and it’s not always immediately noticeable. Depending on the type of business you run, from a glance, you may not notice your team slipping. It’s usually a month or two later that the numbers come to light and you realise that something is wrong. But don’t fret. It’s never too late to fix the issue of underperforming, you just need to get to grips with why it’s happening first. 
HR is perhaps one of the most important roles in any business. Because of all of the various duties that a Human Resources chief must undertake, many businesses choose to outsource their HR role to find someone who is already fully trained and able to take on the necessary responsibilities. 
Human Resources can easily have an impact on everything that your company does, which is why it’s extremely important for a small business to understand the mistakes that can be made, and how to handle them or prevent them entirely. 
HR can be a huge challenge for small businesses. It can be difficult to understand the deadlines for certain actions that need to be taken in an organisation that runs on so few people, so we’ve compiled the 5 most common challenges that small businesses face; and how to overcome them. 
This is something we get asked a lot. Once you’ve written an employee handbook, can you ever change it? Or is it set in stone forever? 
An employee handbook will always be a work in progress. Everything changes, and the first draft of a handbook that you give out to your employees could be riddled with formatting mistakes. Always bear in mind that the handbook is important, but it’s not the end of the world if it’s not perfect. Employees will look to their handbook when they aren’t sure of their rights, or the kinds of things they are expected to do at work – which is why you should endeavour to constantly update the handbook and ensure all of the information inside of it is correct. 
One of the things we love about technology is how much it’s changes the world of work. From the invention of CRM systems to manage everything in one place, through to video conferencing software so sophisticated it’s like you’re in the same room. And with VR and AR video conferencing technologies on the rise, it’s set to get even better. But the thing we love the most is the flexibility it gives employees. Gone are the days of the traditional 9-5, or the employee shackled to their desks for their entire working day. Flexible working means that employees can work at any time, from anywhere, on anything. 
If you employ someone, you need to have an employment contract. There are no two ways about that. It’s part of UK law, and is the way that the government makes sure businesses treat their employees fairly and legally (and the other way around). But for small businesses, employment contracts can seem like a bit of a minefield – particularly if you don’t have a swanky legal department on staff to help you write it. So how then, do you make sure you have a good employment contract in place, and how do you know what to put in it? 
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