Business Description

Key Services

• HR Health Check 

An HR Health check/audit provides an expert and comprehensive review of current policies, procedures, practices, compliance with legislation and accepted best practice. The audit will identify the and weaknesses within the company’s working practices and to highlight what’s missing or needs to be improved.

• Employment Contracts

An employer must provide an employee with their employment terms, (known as a "statement of terms") within 2 months of the employee's start date. However, a statement of terms is the bare minimum required by law, and does not protect employers properly. That is why an employment contract is much better for both employers and employees. A comprehensive contract of employment allows an employer to specify an employee's duties and responsibilities - so an employee knows exactly what is expected of them.  Workplace Wisdom can work with you to provide this.

• Recruitment & Selection

Recruitment is the process of having the right person, in the right place, at the right time. I can assist you with:

• defining the role
• attracting applications
• managing the application and selection process
• making the appointment.

• Policy & Documentation

Certain specific HR Policies and Procedures are a must for any business.  Let me help you with producing specific HR Policies and Procedures which can be developed for your growing business:

• Disciplinary Policy and Procedure
• Grievance Policy and Procedure
• Whistle Blowing Policy
• Absence Management Policy and Procedure
• Capability Management Policy and Procedure
• Change Management/Redundancy Policy and Procedure
• Maternity, Paternity and Parental Leave
• Recruitment and Selection
• Stress Management
• Bullying and Harassment/Dignity at Work
• Annual and Special Leave
• Flexible Working
• Appraisal and Performance Management
• Equal Opportunities
• Sickness Absence Management
• Health and Safety
• Induction and Probation
• Study Leave
• Volunteering
• Lone Working
• Internet, Social Media Usage Policy• Absence Management

• Disciplinary & Grievance

Difficulties may arise at various points in the employment relationship, and disciplinary and grievance procedures are there to ensure that these challenges are dealt with fairly and equitably. For this reason, employers need procedures that support both the employer and employee's perspectives. Employers are advised to follow the Acas Code of Practice Disciplinary and Grievance Procedures, which CIPD endorses.  I can assist you with this process.

• Performance Management

​The fundamental goal of performance management is to promote and improve employee effectiveness. It is a continuous process where managers and employees work together to plan, monitor and review an employee's work objectives or goals and his or her overall contribution to the organisation.

• Restructures & Redundancy

​Effectively managing the legal implications of organisation change, whether through redundancy, outsourcing or other forms of reorganisation, is crucial in order to avoid expensive tribunal claims. 

• Family Friendly

The area of flexible working has undergone numerous changes over the last few years, including the extension of the right to request flexible working. In addition to the EU Directives the key domestic legislation includes:

• Employment Rights Act 1996, especially sections 80F to 80I
• Employment Act 2002, especially Section 47
• Children and Families Act 2014
• Employment Act 2002 (Commencement No.3 and Transitional and Saving Provisions) Order 2002 (SI 2002/2866)
• The Flexible Working Regulations 2014 (SI 2014/1398)

The right to request flexible working which came into force on 30 June 2014 refers to the right to formally request more flexible working arrangements.                                                              In addition to the above, the legislation relating to maternity, paternity and adoption leave and pay, and part-time working, also constitute an important part of the range of family-friendly provisions.

• Recognition and Rewards Strategies

In a constantly changing and competitive world, financial employee reward systems such as bonuses based on good performance may not be enough to motivate employees.  You must therefore look for better techniques beyond the carrot and stick concept to improve motivation, and increase employee productivity.

Retaining the best talent requires a persuasive employee value proposition. As years go by, the concept of total reward programs is fast gaining ground as the best alternative to the carrot and stick concept.

A total reward program seeks to provide employees with incentives upon the attainment of certain business goals. The main aim of this strategy is to improve employee motivation while offering personal growth opportunities along with benefits.