Rewards & Benefits

05 06 2023

Get involved with Bike Week 100

Matthew Chilcott Blog, General, Health & Safety, Rewards & Benefits #bike, #nationalbikeweek, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

5-11 June 2023 is the 100th annual Bike Week, marking a century of celebrating everyday cycling for everyone.

Did you know that it is the 100^th annual Bike Week? Matthew Pinto-Chilcott, FCIPD, ACEL, owner of Consensus HR comments “What better way is there, than to get out into the fresh air and country side if possible for an enjoyable ride on the bike?”

Get involved with Bike Week 100

Bike Week 100 is all about workplace cycling, and we want to encourage as many workplaces as possible to support their staff to ride during the week, it can be anything from organising an event ride to simply encouraging staff to choose the bike instead of the car.

This year, the UK’s largest cycling awareness week is celebrating the power of active travel for businesses and us all.
Cycling UK.org is offering freeevent insurance and promotional materials for workplace cycling events

Cycling UK.org is setting a series of challenges as part of the Bike Week 100 celebrations, highlighting the benefits more cycling can bring to our health, our finances, our communities and the natural world.

So, this Bike Week, from 5-11 June, let’s make it count. It’s the perfect chance to get active travel on the agenda in an engaging, tangible way.

What you can do this Bike Week

Organise a ride with your workplace – if you would like to put on an event ride, we have the information and materials to make it a success
Take on a Bike Week 100 challenge – with options available for new, returning and experienced riders, there’s a challenge for everyone.
Organise a cyclists’ event – put on a cyclists’ breakfast to encourage commuters to switch the car for the saddle.

Don’t forget to share your photos with us using the hashtag #BikeWeek100

For further information click here.

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29 05 2023

Pensions: A Hugely Valuable Employee Benefit

Matthew Chilcott Blog, Employment Law, General, Payrol, Rewards & Benefits #employeebenefits, #outsourcedhumanresources, #outsourcing, Business, Business Owners, Employee Wellbeing, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

All employers must provide a pension scheme to their employees. A range of schemes is available, and employees can opt out if they wish. However companies should encourage their team to sign up for a pension, explaining the benefits of planning for the future.

Research confirms that 77% of employees value a company funded retirement scheme. HR Magazine quotes the 2022 survey results, stating the most valued work perks as:

79% Overtime
77% Flexible working hours
77% Company-funded retirement plan
65% Early finish Fridays
64% Four day working week

Matthew from Consensus HR explains: “We have found that monetary benefits tend to be short lived as employees tend to forget about them once they have spent them! However a pension is a benefit that, if set up correctly, benefits the employee when they retire as well as gaining maximum tax benefits.

“We work with our clients to identify suitable benefits for their teams in addition to their Pension and have found them to be very beneficial with clients finding their teams motivation improving and sales increasing.”

Steve Herbert, wellbeing and benefits director at Partners& told HR Magazine:

“UK employers should take note of this trend. Meeting candidate and employee expectations takes on a new importance.

“Employers need to attract and retain the very best talent while also maximising the productivity of each and every one. Employers will only be able to achieve this if their wider employment offering matches the expectations of workers.”

Further Analysis of Pension Incentives

A new poll by HR and payroll software provider Ciphr splits the benefit preference by employees’ age and gender: “When it comes to employee benefits, every individual’s requirements and priorities differ, of course. And the order of importance varies depending on who is being asked.

“For workers over 45 years old, for example, getting their pension contributions matched (to help them build a bigger pension pot faster) appears to be more beneficial than being able to work flexible hours (59% vs 45%).

“For those under 45 years old, who are further away from retirement, it’s the opposite – with more people in this age group ranking flexible working hours higher than pension contribution matching (57% vs 42%).”

Findings show that 49% of women value pension contribution matching compared with 41% of men.

The company asked employers to rank the importance of employee benefits with fascinating results. They placed pension contribution matching in joint last place, compared with the third place achieved via employees’ scores.

Matt Russell, chief commercial officer at Ciphr, said: “It is surprising to see such a disconnect between the benefits that employees value and what employers think – especially given how important good rewards and benefits packages are to attracting and retaining top talent and for supporting a great employee experience.”

If you want to attract and retain employees, growing your reputation as an employer of choice, it’s important to incentivise and reward your employees. To get the balance right whilst remaining compliant with employment and tax laws, talk to the friendly team at Consensus HR. Employment law is a specialist focus of ours. Let’s arrange an informal, initial discussion without obligation. Discover how to optimise your employees’ performance.

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26 05 2023

National Biscuit Day – 29th May

Matthew Chilcott Blog, General, Rewards & Benefits #nationalbiscuitday, #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

What better way is there to celebrate National Biscuit day than to buy some packets of biscuits for the team to enjoy over a cup of tea or coffee on this day?

National Biscuit Day, which is celebrated on May 29 annually, is a British holiday that allows us to appreciate the biscuit and all its various types and flavors. Biscuits are flour-based products that are baked in a variety of shapes. Typically, they are made and sweetened with flavors such as sugar, chocolate, icing, jam, ginger, or cinnamon. Biscuits, like crackers, can also be savory. A biscuit can also refer to a hard flour-based product made specifically for animals, such as dog biscuits. A biscuit is a small baked product that is commonly referred to as a “cookie” or a “cracker” in the United States and most of English-speaking Canada outside of North America.

HISTORY OF NATIONAL BISCUIT DAY UK

The need for nutritious and long-lasting foods that could easily be transported on long journeys, particularly at sea, was initially solved by taking live food along with a cook. However, depending on the mode of transportation at the time, which was either horses or small ships, this would require additional space. This would eventually lead to the baking of processed cereals (including the production of flour), providing a more reliable source of food.

In earlier times, most physicians believed that most health problems were related to digestion, and ‌it was considered and recommended that biscuits be eaten daily for sustenance and to avoid illnesses. Because hard biscuits soften with age, early bakers attempted to create the hardest possible biscuits. When baked hard, biscuits could be stored for years without spoiling as long as they were kept dry. As the supply of sugar increased, as did the refinement and supply of flour, and so did the ability to sample more leisurely foods, including sweet biscuits.

The British biscuit business established market dominance with new products and visually appealing packaging. In 1831, the British company Huntley & Palmers invented the decorative biscuit tin, which resulted in biscuits being exported around the world. By 1900, Huntley & Palmers biscuits had been sold in 172 countries, demonstrating their global reach. Because of the historical importance of this type of food, many regions of the world now have their own distinct style of biscuit.

NATIONAL BISCUIT DAY UK TIMELINE

1831

Huntley & Palmers Invent the Biscuit Tin

The biscuit tin is invented and used for the transport of biscuits during exportation.

1891

Cadbury Patents the Chocolate Covered Biscuit

Cadbury patents the chocolate biscuit.

1892

McVitie’s Digestive is Made

The McVitie’s Digestive biscuit is first made in 1892.

1900

Hunter & Palmers Sells In 172 Countries

Hunter & Palmers makes sales in up to 172 countries by 1900.

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What is better than buying packets of biscuits on a day that celebrates it for the team?

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Summer employment issues: a six-point checklist

Employee, Worker or Self-Employed … What’s the Difference

23 05 2023

UK firms recruit skilled workers from Africa and Asia

Matthew Chilcott Blog, General, Recruitment, Rewards & Benefits #outsourcedhumanresources, #outsourcing, #skilledworkers, brexit, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

Figures seen by Sky News show that UK firms are recruiting skilled workers from Africa and Asia to plug staff shortages. Since January 2021, the new post-Brexit migration system has made it easier for workers outside of Europe to enter the UK. India, South Africa, and Ghana are among the countries that are having success with the new skilled visa route. Businesses are making use of the new post-Brexit migration system to bring in IT professionals, nurses and accountants. The data, which was obtained under the Freedom of Information Act, suggests that businesses are willing to absorb the cost of sponsorship to secure the talent they need, even though the fees levied by the Home Office are high. Louisa Cole, principal associate at Eversheds Sutherland, observed: “Since the UK exited lockdown, we have seen skills shortages exposed and businesses look overseas for talented workers to plug the gaps revealed . . . We knew that UK businesses leaned on international talent, but since leaving the EU many have looked further afield than the EU as freedom of movement ended.” She added: “In some respects there is now a level playing field for those outside of the EU when coming to the UK . . . This has been evident in the likes of the financial services sector where UK firms have brought more talent from countries such as India, China, Nigeria and South Africa post-Brexit.”

Sky News

Our Comments: UK firms recruit skilled workers from Africa and Asia

Matthew Pinto-Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “This is an interesting article from Sky News and the information they gained under the Freedom of Information Act. Brexit has caused many problems with recruitment for employers and especially areas such as Hospitalities and retail who the option of sponsorship and the costs involved is not a suitable resolution. This article really highlights the importance of looking after your team and retaining talent within the business through successful HR best practice and legal procedures. However, it does not mean though that unproductive team members should be retained if a company has tried to get the best from them through development and other best practice / legal processes.”

IF your company wish to look at your current HR recruitment / retention processes, give us a call today.

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29 03 2023

Finding and Keeping Talent

Matthew Chilcott Blog, General, Recruitment, Rewards & Benefits #outsourcedhumanresources, #talent, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's

Recruiting and developing employees can be time consuming for companies. In addition, businesses spend an average of £10,000 per employee. So – it’s important to make the most of your employees, helping the business and individuals alike.

Matthew from Consensus HR says “When we talk to businesses we are always highlighting the importance of looking after one of their main assets within business: their team.”

Organisations need to protect their ‘investment’ and retain valued employees.

Here are three tips for finding and retaining the right staff from Consensus HR:

Tip 1: Offer incentives to employees who refer friends

Cash or vouchers for employees who refer successful candidates can be a powerful incentive. Vouchers can be bought individually or via a reward scheme. Employees can use the vouchers for holidays, shopping or clothes with reputable suppliers.

Rewarding those who refer candidates can also take place at various intervals. For example, incentives can be offered when the applicant is recruited or after successful completion of their probationary period. Some employers choose to pay an additional sum should the successful applicant stay with the company for twelve months.

Consensus HR has successfully help client organisations to implement incentive schemes. One client has significantly reduced recruitment costs as a result.

Tip 2: Foster diversity

Allow your team to diversify within their roles and try working in different areas of the business. This could be achieved via internal transfers or promotions. Continual employee development helps retain the talent you have invested in.

“Allowing your team to diversify within the business and continually gain new skills ensures that they remain motivated and productive,” explains Matthew from Consensus HR. “Employees then remain an asset instead of becoming a ‘clone’ to the business and potentially unfulfilled in their role.”

Tip 3: Company benefits

What do you offer your employees in relation to other employers within the same sector? What could make you unique, attracting and retaining your personnel? How about:

Sending birthday cards to employees
Agreeing a discount scheme for employees with local retailers
Introducing a reward scheme for achieving objectives or exceeding expectations

It doesn’t have to be expensive and huge benefits can be gained.

Some of Consensus HR’s clients reward their teams as part of their quarterly performance review process. Team members can obtain financial rewards for achieving set objectives or KPI’s. These are paid through a voucher scheme that can be redeemed with a number of well-known retailers quarterly. Or – they can save the rewards until they wish to spend them. “We’ve seen people save their rewards and use them to purchase wedding rings, a holiday to Las Vegas and their Christmas shopping” explains Matthew.

To summarise…

Following these three tips will help your business to:

Increase sales
Reduce costs
Provide a culture in which people wish to work

“We must remember that this is only one area of retaining the right talent within the business. Another is management,” adds Matthew. “If people are not managed correctly then, even if these three tips are carried out, you still lose them – and their talent.”

Would you like to know more? The team at Consensus HR is happy to offer advice and examples of how to retain employees and become a preferred employer. Contact us for an informal discussion.

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23 03 2023

Zero-hours contract staff to receive predictable working rights

Matthew Chilcott Blog, Employment Law, General, Rewards & Benefits #outsourcedhumanresources, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

A Government backed private member’s bill will award employees, agency staff and casual workers on short or zero-hours contracts the right to request predictable working hours. Under the Workers (Predictable Terms and Conditions) Bill, after 26 weeks of service – either as an employee or a casual or agency worker – staff can make the request for a more predictable pattern of hours. Employers will also have to notify the applicant of their decision within a month, rather than three months, as is the case for flexible working. Wei-Men Ho, legal director in employment for the consumer sector at law firm Eversheds Sutherland, said that including casual and agency staff means the change “will have a broader impact”, adding: “It will impact start-ups and ecommerce businesses, as well as retail, hospitality and leisure — the types of companies that have peaks and troughs and have to call on both agency workers and employees at short notice.”

The Times

HR Comment:

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Since the introduction of Zero Hour Contracts, there have been many articles and opinions on them have changed over time. As previously discussed many members of the team and employers do find their uses and the flexibility they provide helpful. This new article in the Times makes some interesting proposed changes.”

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22 03 2023

Plan to raise state pension age shelved as life expectancy falls

Matthew Chilcott Employment Law, General, Payrol, Rewards & Benefits #outsourcedhumanresources, #pensions, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

NEWS ARTICLE: Plan to raise state pension age shelved as life expectancy falls

plan to bring forward a rise in the state pension age to 68 is expected to be scrapped amid a decline in life expectancy and fears the change would alienate a core demographic of Conservative voters. The state pension age is due to increase from 66-years-old to 67 between 2026 and 2028. It is scheduled to rise to 68 by the mid-2040s. The government wanted to bring this forward to 2037-2039, with the plan due to be confirmed in May. But key cabinet ministers now think the decision should be postponed until after the next election. Steve Webb, former pensions minister and partner at LCP, said: “In many ways, people in their 50s are probably your swing voters. Upsetting people in their 50s is probably not what you want to do just 18 months before an election, especially if you don’t get any money until the 2030s.” Baroness Ros Altmann, a former pensions minister, said the fall in life expectancy projections means the cost of long-term state pension provision may already be overestimated. “This is of course partly due to the pandemic’s impact on older people, but the ongoing NHS backlogs and crisis in elderly care are also likely to prevent a sudden resumption of life expectancy rises,” added Altmann.

The Financial Times

The Telegraph

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This is an interesting article from the Financial Times and The Telegraph in relation to pensions and especially if it applies to you and you were born when this would affect you and your retirement!

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07 03 2023

UK gender pay gap widens

Matthew Chilcott Blog, General, Handbook, Rewards & Benefits #equalityact2010, #equalityanddiversity, #genderpay, #HR Herts, #HRblog, #HRStevenage, Business, Business Owners, hertfordshire, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Following several blogs that we have written on Equality and Diversity in the workplace and how it stands now, news is reporting that the gender pay gap widens is driven by high childcare costs and the fact in the current climate, costs are increasing faster than wages. At Consensus HR, we are finding this to be an area of concern with some of our clients and have been helping them for find suitable solutions from a team member, HR, and organisation prospective.”

NEWS ARTICLE: UK gender pay gap widens, driven by high childcare costs.

A new report from PwC reveals that the UK’s gender pay gap has widened as sharp increases in the cost of childcare hamper women’s employment outcomes. PwC’s Women in Work index shows the nation’s average pay gap widened by 2.4 percentage points to 14.4% in 2021, meaning the gap between what the average man and the average women earns in hourly pay has got bigger. With childcare costs rising faster than pay increases, Larice Stielow, senior economist at PwC, says: “The motherhood penalty is now the most significant driver of the gender pay gap and, in the UK, women are being hit even harder by the rising cost of living and increasing cost of childcare. With this and the gap in free childcare provision between ages one and three, more women are being priced out of work. For many it is more affordable to leave work than remain in employment and pay for childcare, especially for families at lower income levels.”

The Times

The Daily Telegraph

The Sun

The Independent

The Human-Times

Previous blogs written on the subject:

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24 02 2023

Gender pay gap will not close until 2044.

Matthew Chilcott Employment Law, General, Handbook, Recruitment, Rewards & Benefits #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Recruitment, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “When I saw this latest press article in relation to Equal Pay and the fact that they are predicting now that the pay gap will not close until 2044, I was shocked. The Equal Pay Act 1970 was one of a range of equality Acts such as Race Relations Act 1976, the Sex Discrimination Act 1975 and the Disability Discrimination Act 1995 to name a few. These were all repealed in October 2010 when the Equality Act 2010 was introduced and considering this was over 48 years ago, we still have a long way to go! The Equality Act 2010’s main points are:

Legally protects people from discrimination in the workplace and in wider society. It replaces previous anti-discrimination laws within a single Act making the law easier to understand and strengthening protection in some situations. Full details of the Act can be found by clicking here on the Governments Legislation website.

As outsourced HR Consultants we ensure that all our clients work to best practice and the law and the Equality Act 2010) EQA 2010) is just one piece of Legislation we ensure our clients, and their teams adhere to throughout as nobody should receive unfavourable treatment in the workplace. We work with all our clients to ensure that a comprehensive, user friendly Employee Handbook is provided that is written in plain English and that full access is always available through our IT system should it be needed by any member of the team. The protected Characteristics under the EQA 2010 in part 2, Chapter 1, sections 5-12 are:

Age, Disability, Gender reassignment, Marriage and Civil Partnerships, Pregnancy and Maternity, Race, Religion or belief, Sex and Sexual Orientation.

Awards if proven at an Employment Tribunal can be unlimited

NEWS ARTICLE: Gender pay gap will not close until 2044.

Analysis by the Trade Union Congress (TUC) shows that the gender pay gap is almost 15% and widens “dramatically” after women have children. The report also reveals that women effectively work for free for 54 days due to the discrepancy between what men and women are typically paid. Women aged between 50 and 59 have the highest pay gap of 20.8%, while for those aged 60 and over it is 18.4%. The gender pay gap is largest in the South East of England (17.9%) and East of England (17.5%). TUC analysis of official data shows that the gender pay gap has fallen by an average of 0.4 percentage points a year since 2011. At the current rate of progress, it will take until 2044 for pay parity to be achieved. TUC general secretary Paul Nowak said: “Working women deserve equal pay, but at current rates of progress, it will take more than 20 years to close the gender pay gap.” He added: “It’s clear that just publishing gender pay gaps isn’t working. Companies must be required to publish action plans to explain what steps they’ll take to close their pay gaps, and bosses who don’t comply with the law should be fined.”

City AM

The Independent

The Human Times

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21 02 2023

Firms stick to four-day working week after trial ends

Matthew Chilcott Blog, General, Newsletter, Rewards & Benefits #4dayweek, #fourdayweek, #HR Herts, #HRblog, #HRHertford, #HRLetchworth, #HRStevenage, #hrstrategy, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Further to our previous blog on 28^th January 2022, it would seem that most of the British companies who took part in the four day week are. now sticking to it. Previously we commented: “we believe as long as the correct Policies and Procedures are put in place for the team and company and the required results are achieved, then why not have a four-day week? Are more companies who can accommodate this due to their business sector / products going to give it a try? We wait to see if cultures / business sectors see the benefit and make the change following what has happened over the previous three years with the Pandemic and major changes to companies having to happen due to not having a choice.”

NEWS ARTICLE: Firms stick to four-day working week after trial ends

Most of the British companies taking part in the world’s largest trial of a four-day week are to continue with the new working pattern. Of the 61 companies that started the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent. The vast majority of companies reported that they were satisfied with productivity and business performance over the trial period. The six-month trial was organised by campaign group 4 Day Week Global, think-tank Autonomy and researchers at Boston College and the universities of Cambridge and Oxford. The findings of the trial are to be presented to MPs on Tuesday as part of a lobbying push to encourage the UK government to change legislation to give staff the right to request a four-day pattern. Joe Ryle, the director of the 4 Day Week Campaign, described the trial as a “major breakthrough moment,” adding: “Across a wide variety of sectors, wellbeing has improved dramatically for staff; and business productivity has either been maintained or improved in nearly every case . . . We’re really pleased with the results and hopefully it does show that the time to roll out a four-day week more widely has surely come.” Juliet Schor, an economist and sociologist at Boston College, observed: “At the beginning, this was about pandemic burnout for a lot of employers. Now it’s more of a retention and recruitment issue for many of them.”

Sky News

Financial Times

The Wall Street Journal

The Guardian

The BBC

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The Importance of Employee Engagement and How to Improve it

20 02 2023

The Importance of Employee Engagement and How to Improve it

Matthew Chilcott Blog, General, Performance Management, Rewards & Benefits #employeeengagement, #outsourcedhumanresources, #outsourcing, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

As a human resources consultant, I have seen first hand the impact that employee engagement can have on a company. Engaged employees are more productive, more likely to stay with the company, and more committed to achieving the company’s goals. On the other hand, disengaged employees can have a negative impact on the company, including decreased productivity, increased turnover, and decreased customer satisfaction.

In this article, we will explore the importance of employee engagement and how to improve it.

What is Employee Engagement?

Employee engagement is the emotional connection that an employee feels to their job and the company they work for. Engaged employees are motivated and committed to their work, and they feel a sense of purpose and fulfilment in what they do. They are also more likely to be creative, innovative, and productive, and they are more likely to go above and beyond what is expected of them.

Why is Employee Engagement Important?

There are many reasons why employee engagement is important, including:

Increased productivity: Engaged employees are more productive, which can lead to increased profits and success for the company.

Lower turnover: Engaged employees are less likely to leave the company, which can save the company time and resources that would be spent on recruitment and training.

Improved customer satisfaction: Engaged employees are more likely to provide excellent customer service, which can lead to increased customer satisfaction and loyalty.

Better financial performance: Companies with high levels of employee engagement tend to have better financial performance, including higher profits and stock prices.

Improved employee health and well-being: Engaged employees are more likely to be happy and satisfied with their jobs, which can lead to improved health and well-being

How to Improve Employee Engagement

Improving employee engagement is an ongoing process that requires commitment and effort from everyone in the organisation. Here are some steps that you can take to improve employee engagement:

Communicate effectively: One of the key factors in employee engagement is effective communication. Make sure that employees are aware of the company’s goals, strategies, and plans, and encourage them to share their thoughts and opinions. Encourage open and honest communication, and provide opportunities for employees to ask questions and provide feedback.

Recognise and reward employees: Employee engagement can be improved by recognising and rewarding employees for their achievements. Provide opportunities for employees to be recognised for their contributions, and use a variety of recognition programs, including bonuses, promotions, and public recognition.

Provide opportunities for growth and development: Engaged employees are those who feel that they are making progress and growing in their careers. Provide opportunities for employees to learn new skills, take on new responsibilities, and advance in their careers. Encourage employees to pursue their passions and interests, and provide support for their professional development.

Foster a positive work environment: Employee engagement is positively impacted by a positive work environment. Encourage collaboration, teamwork, and a supportive culture, and provide opportunities for employees to connect with one another, both professionally and personally.

Empower employees: Engaged employees are those who feel that they have control over their work and that they are making a meaningful contribution. Empower employees by giving them the resources, information, and support they need to do their jobs effectively. Encourage employees to take ownership of their work and to make decisions that will benefit the company.

Measure and track employee engagement: To determine the effectiveness of your employee engagement initiatives, it is important to measure and track employee engagement. Use surveys, focus groups, and other tools to assess employee engagement, and analyse the results to identify areas for improvement. Regularly gather feedback from employees to understand their needs, concerns, and opinions. This can help you identify areas of the company that need improvement, and it can also help you see the impact of your engagement initiatives.

Address employee concerns: One of the biggest reasons for disengagement is when employees feel that their concerns are not being addressed. Make sure that employees have a clear and effective way to voice their concerns, and that they feel confident that their concerns will be heard and addressed. Be proactive in identifying potential issues and addressing them before they become major problems.

Lead by example: Finally, it is important for leaders to lead by example and to demonstrate the importance of employee engagement. Show your commitment to engagement by actively participating in initiatives and programs, and by making engagement a priority in your own work. Encourage and motivate other leaders to do the same, and create a culture that values and supports employee engagement.

Employee engagement is an essential aspect of a successful company, and it is important for businesses to make it a priority. By improving employee engagement, you can increase productivity, lower turnover, improve customer satisfaction, and achieve better financial performance. To improve engagement, companies need to communicate effectively, recognize and reward employees, provide opportunities for growth and development, foster a positive work environment, empower employees, measure and track engagement, address employee concerns, and lead by example. Investing in employee engagement will not only benefit the employees, but it will also benefit the company as a whole.

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13 02 2023

The Importance of Human Resources in Business

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Law, General, Handbook, Health & Safety, Investigations, Newsletter, Payrol, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Importance of Human Resources in Business – Human resources (HR) is a vital function within any successful business. Its primary purpose is to attract, retain, and develop talent, which is crucial for growth and competitiveness in today’s ever-evolving business environment. In this article, we’ll delve into the significance of HR in business and examine the many roles it plays in driving organisational performance.

To begin with, HR is responsible for attracting and retaining top talent. In today’s job market, with increased competition and a limited pool of available employees, it’s essential for companies to stand out and appeal to the best candidates. HR plays a crucial role in this regard by creating effective recruitment strategies that attract top talent to the organisation. This may involve utilising a variety of methods, including career fairs, social media, and employee referral programs, to reach potential candidates and showcase the company’s values, culture, and opportunities.

Once the top talent is on board, HR must then ensure that they are properly trained, developed, and integrated into the company culture. The success of a business is directly tied to the performance of its employees, and HR must make sure that employees have the necessary skills, knowledge, and support to excel in their roles. HR can do this by providing job training and development programs, implementing performance management systems, and conducting employee engagement surveys. These initiatives not only help employees perform better but also increase their job satisfaction, motivation, and overall engagement.

In addition to talent acquisition and development, HR also plays a critical role in ensuring that the company operates within the legal and ethical framework. This includes compliance with labour laws and regulations, as well as addressing workplace conflicts and disputes. HR must also be proactive in promoting a culture of diversity, equity, and inclusion, and ensure that the company operates in a manner that aligns with its values and ethical principles.

One of the significant benefits of having a strong HR function is that it helps to create and maintain a positive and productive workplace culture. A healthy work environment fosters employee engagement and motivation, leading to higher levels of productivity and overall performance. HR plays a key role in shaping and maintaining the company culture by creating a welcoming and inclusive work environment, promoting open communication, and recognizing and rewarding employees for their contributions. By doing so, HR helps to reduce employee turnover and increase employee satisfaction, leading to improved business results.

Another crucial role that HR plays in business is employee relations. This involves managing employee benefits and compensation, addressing employee concerns, and resolving disputes. HR must ensure that employees are paid fairly and receive adequate benefits, such as health insurance and retirement plans. They must also be knowledgeable about the company’s policies and procedures and be able to communicate them effectively to employees. Additionally, HR must be available to listen to employee concerns and provide guidance and support when necessary. By fostering a positive and productive work environment, HR helps employees feel valued and appreciated, leading to higher levels of employee engagement and satisfaction.

Finally, HR is responsible for supporting the overall strategic objectives of the organisation. This involves aligning HR initiatives and policies with the company’s goals and objectives and working with other departments to ensure that the company operates as effectively and efficiently as possible. For example, HR may work with the marketing department to develop and implement employee branding and recruitment initiatives that align with the company’s marketing strategy. Additionally, HR may partner with the finance department to develop and implement compensation and benefits programs that support the company’s financial objectives.

In conclusion, the importance of HR in business cannot be overstated. From attracting and retaining top talent, to creating a positive workplace culture, and supporting the overall strategic objectives of the organisation, HR plays a critical role in driving organisational performance and success. Companies that invest in their HR function will reap the rewards of improved employee engagement, higher productivity, and a more effective and efficient business operation. Investing in HR programs and initiatives, such as leadership development, diversity and inclusion, and employee engagement, will ensure that the organisation remains competitive in today’s fast-paced business environment and attracts and retains the best talent.

In addition to the tangible benefits of a strong HR function, there are also intangible benefits that are equally important. A company with a positive workplace culture and engaged employees is more likely to have a good reputation, which can lead to increased brand recognition and a positive image in the eyes of customers and stakeholders. This, in turn, can lead to increased customer loyalty and a more stable customer base, which is critical for long-term success.

It’s also worth mentioning that HR is not just about managing employees, but it’s also about managing the company’s most significant asset: its people. By providing support, guidance, and development opportunities, HR helps employees reach their full potential and contribute to the success of the organisation. Additionally, by fostering a positive and inclusive workplace culture, HR can help to create a workplace that employees are proud to be a part of, which in turn leads to higher levels of employee satisfaction, motivation, and performance.

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If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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