HR Pro Solutions Limited

We help businesses to: ·        Improve performance ·        Reduce absence ·        Reduce employee turnover ·        Dismiss a problem employee ·        Make redundancies or restructure ·        Increase employee satisfaction ·        Improve recruitment outcomes We help businesses to get the very best out of their people. By implementing legally compliant systems and processes we deliver tangible business results. **Contact Us today for a Free HR Diagnostic Call** You can book a free HR diagnostic call here:  https://lnkd.in/ej-CjWXf

It's time to talk about difficult employees! You don't have to work around them.

https://lnkd.in/ebe5HuET

What if that person who always seems to wind up and distract colleagues, was no longer there? Or they were still there, but they were no longer wasting time distracting others because they were too busy getting on with their job and their performance was improving as well. What if you no longer had to worry about trying to recruit faster than people are leaving because less people are leaving? What if your employees started working together more cohesively, achieving more as a team? What if levels of attendance were improving and that person always seems to turn up late started regularly coming in on time. This is what we do. We enable positive change so your employees can be the best version of themselves, and your business can thrive. We free up your time to focus on the future rather than battling to keep up with the day-to-day. You don’t have to settle for the status quo. Message today for a free HR consultation call to discuss how we can help. #performancemanagement #employeeengagement #employeerelations #hrheroes

The new Worker Protection (Amendment of #equality Act 2010) Act 2023 will come into effect on 26 October this year. The Act introduces a duty on employers to take reasonable steps to prevent #sexualharassment of their employees. Where an employer has failed in their duties under this new Act, tribunals will have the power to uplift compensation awards for sexual harassment claims by up to 25%. So what does this mean? Employers should: ·      Have clear policies for preventing harassment and bullying in the workplace ·      Have clear procedures for addressing harassment claims, including examples of harassment and a clear and secure method for workers to report suspected harassment ·      Keep a log of any reports of harassment, and record how the company has responded i.e. details of any investigations/sanctions applied etc. ·      Ensure all employees understand the company’s stance on harassment and the procedures for addressing harassment or suspected harassment, should it occur ·      Ensure managers understand their obligations Get in touch if you need a harassment policy, or would like us to review your existing policy before the new legislation takes effect.

Our Disciplinary toolkit contains everything you might need to run a disciplinary process in your business. Get your copy today! https://lnkd.in/gb94cTCt

We are offering a free HR Diagnostic call for senior leaders! During the call, we will discuss your business priorities and assess any gaps in your HR processes and systems. We will use this to create a report of recommended HR actions you can take to help you achieve your business priorities. This is a totally free service! Please contact us for more information or to book your call by emailing: [email protected].

This demonstrates how trust can be broken with one poor business decision. Trust is a fundamental part of the employment relationship and once broken, it can be challenging to rebuild. The business is right to be cautious about sharing information about someone's sickness. However, in this case there is a legitimate business reason why they should let colleagues know.

Disciplinary processes can be daunting, but they don’t need to be! Here are some basic do’s and don’ts: DO: Choose an Independent Hearing Manager: It’s important to ensure that the hearing manager is someone who has not previously been involved in the situation. This can be the employee’s line manager, as long as they have not been directly involved. DON'T: Delay Taking Action: Disciplinary issues need to be addressed when they happen. Delays can cause memory to fade, as well as implying that the issue has either gone unnoticed, or is acceptable. DO: Maintain Confidentiality It’s important that disciplinary matters are kept confidential, to protect the business and the affected individual. DON'T: Jump to Conclusions: Try to avoid making assumptions before you know the facts. Take time to investigate thoroughly and fairly, and remember the employee’s version of events must be considered before any decisions are made. I've lost count of the number of times I've been surprised during an investigation or hearing process when the employee responds! DO: Document Everything: It’s essential to keep detailed and accurate records of the disciplinary process. You may need a clear record in future, especially if the situation escalates. DO: Provide Constructive Feedback: It’s essential that the employee is given clear, constructive and actionable feedback, so they understand what needs improvement and what good looks like. DO: Follow Company Policies: You must follow any existing company policies and procedures, as well as the ACAS Code of Practice for Disciplinary and Grievance procedures, to avoid falling foul of the law. DON'T: Ignore Patterns of Behaviour: Addressing isolated incidents is important, but they should be considered in the context of patterns of behaviour, as these might indicate more serious underlying issues. DO: Consider Learning Outcomes for the Business: Sometimes disciplinary procedures highlight gaps in existing business processes. There may be company policies which could be improved, or better ways to communicate business expectations to ensure they are clear for all. Remember, #disciplinary action can be an opportunity for growth and improvement!

The right to request #flexibleworking is changing. These are the changes at a glance. For more information, you can read our new blog: https://lnkd.in/gAD5q3dv