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Are you the owner/manager of a small to medium sized business that occasionally has issues with staffing that could benefit from professional HR advice?
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Would you like to have someone that you can call upon for information and advice who understands SME businesses as well as the complexities of HR legislation and best practice?
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And can give you cost-effective pragmatic assistance?
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Are you about to hire your first employee?
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Are you thinking about your staffing and wondering if you need to hire, fire, manage or motivate them differently?
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Would you like to have a confidential discussion about those issues and then only pay for the assistance you want or need?
We can help you with backroom advice or by doing the whole job. As your HR Manager we can provide all or any of the work below:
Determining the most appropriate HR strategy and direction for the organisation so you can recruit, manage and retain the right people at the right time.
Developing sensible and appropriate HR processes, systems, policies and documentation as and when you need them. Creating a new position description template including 3-5 relevant competencies to define and reinforce organisation culture now and going forward. Making sure that your people have the same work values and ethics as you do.
Recruitment and selection – getting clarity about what you want your new employee(s) to do (drafting the job description), determining whether the role is best filled by an employee or contractor, assisting in finding and selecting the right person for the job, signing up the agreement and making sure they get off to a good start.
Performance management – setting up the process to communicate, agree and check that your expectations are met and your employee/contractor knows what you want. Including ways to recognise and reward excellent performance.
Training needs – working out what training and/or development your employees need and how you can best provide it.
Myers Briggs personality types for individuals and group training sessions.
Exit interviews – find out why they are really leaving and/or any suggestions that they have to improve the workplace.
Warnings, dismissals or redundancies – when things get tough, advice on going through the process the best way you can.
