Posts from October 2018

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? 
As an employer, your employee handbook is one of the most essential tools in your arsenal. This simple booklet can save you a lot of time answering the same questions over and over again simply by detailing your company’s policies, practices and employee benefits all in one place. By investing some time into your employee handbook, you can effectively communicate what an employee should expect from your company, and what you expect from them. But when you sit down to write your employee handbook, where on earth do you start? As a starting point, we recommend covering the following areas in your handbook: 
When your business reaches a certain size, you will find yourself needing some help managing your team. It’s a great stage of growth and a really exciting time for businesses. But it also means you need to make some tough decisions. For example, do you hire an internal HR manager for your business? Or do you outsource the function to a HR company? 
Whichever avenue you go down, it’s important that you find a HR solution that is proactive, and not passive. By definition, passive HR is when you have an HR function, but they only really come into play when something goes wrong. This is sadly quite a common occurrence in smaller businesses, and often happens when the HR function is mixed with another function, like accounting or management. This arrangement might sound ideal for the budget conscious business, but in reality, a passive HR function can do more harm than good. 
Recruitment is one of the most important parts of growing a business. It gives you more resources, frees up your time as the owner and helps build a strong, stable business. But it’s also one of the most intensive, complicated things you can do, and getting it wrong can cause all sorts of problems for your business. That’s why it’s important to have a robust recruitment process in place – before you start hiring anyone. Today, we have 4 tips to help you start building that process and take the next step towards hiring your new staff. 
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