When you hire a new employee, you might think that signals the end of the hiring process. But you couldn’t be more wrong. You see, the hiring process doesn’t really end until the employee has started, settled into their new job and shown no signs of leaving at the end of their probation period. Instead, once you’ve made the offer and it’s been accepted, you move into the onboarding process. This is the phase where the employee will transition into working for your business. There’s a lot that goes on here, and if you want to make sure you keep that employee for longer than 3 months, you need to have an onboarding plan. If you’re not sure what that should look like, we have a couple of tips for you. 
If you employ people in your business – even just one person – or you’ve been employed by a business before, then you’re probably familiar with the performance review. For most businesses, they’re treated as a once annual meeting between employee and manager to discuss performance and suggest improvements. But here’s the thing. A lot can happen in a year and having saved up 12 months’ worth of comments and improvements for that one review isn’t actually that useful to anyone. Which begs the question, what is the point of performance reviews, and what could you do to improve them in your business? 
Generally, businesses with under 50 employees rarely have HR support in-house. In fact, they rarely have HR support at all. That’s because the CEO, who is also the CFO, doing the work and being the dogsbody, sees it as another extra cost. But without expert HR support, a business can run into a lot of problems, no matter how small they are. They can even fail because of them. So we wanted to drill down into that, and examine 3 reasons why your small business would benefit from HR support. 
Did you know that last year over a third of workers admitted that office politics would be a main cause for leaving their jobs? Not only that, but 68.9% of workers cited ‘office gossip’ as their pet hate in the workplace. And yet, these workplace environments continue to grow, with toxic office politics becoming a real problem for a lot of business owners. So the real question is, how can you tackle toxic office politics head on, and create an open and healthy workplace culture in your business? 
If you asked a business owner about their business plan, pricing strategy, marketing plan or even their social media approach, most would be able to give you a fairly detailed answer. This is because they are considered ‘essential’ business practices (and they are). But if you ask them about their plan for HR and how they’ll be managing their human resources, most will probably say ‘I’ll worry about it at the time’. Despite being one of the most critical elements of running a business, HR is often the thing that’s left until last, and only implemented when it’s needed and not a moment before. But many smaller business owners aren’t sure how to manage an HR function – so we’re here to help. 
Hotels and hospitality are defined by their people. It’s a customer-driven industry, and the people within the business are the key to success. If a hospitality business takes care of its staff, then they will look after the clients. Happy clients lead to a growing, thriving business. You get the idea. But while the role of HR in some other businesses might seem simple, there are a few differences for this vibrant and ever-changing industry. So, what is the role of HR in hospitality, and how can your business use it to succeed? 
What you need to know about GDPR and HR. 
Oh yes, it’s another GDPR blog. Because let’s face it, now that the countdown is at just one month, it’s the only question on a lot of business owners minds. Many companies are focussing all of their efforts on their external data – the information they hold on their clients, their partners and their suppliers. But one of the things a lot of businesses are missing is the handling of internal personal data. You see, GDPR isn’t just about your customers and their data. It’s also about the data you hold on your employees. 
Our site uses cookies. For more information, see our cookie policy. Accept cookies and close
Reject cookies Manage settings