What could you do with less stress and more hours in your day?
As the owner of a small business there will be occasions when you need extra help managing your employees.
Outsourcing some or all of your HR responsibilities can help you to concentrate on what you do best – leading your small business to achieve positive results.
If you are a business owner, time is your most precious resource. You are busy growing your business and every second counts. Sometimes you are pulled in so many different directions you feel like you are not giving some activities your full attention. That’s when pieces of your business fall through the cracks, causing you even more stress!
As a business owner your primary concern will be revenue generating activities and deciding how to structure your business, then recruiting the right people into the right jobs at the right time are intensive time consuming tasks that take you away from running your business. It doesn’t stop there though as once you start employing people you not only have to keep on top of new employment legislation but you have to decide how to correctly interpret that legislation in the day to day operations of your business!
Whether you employ one person or 100 you will come up against employee issues. If you are the HR hat wearer in your business but have no formal HR training then you will no doubt be spending a significant amount of your time fire fighting employee issues and worrying about the decisions you have to make.
If you are spending a significant proportion of your time on non-revenue generating activities such as HR Management then it may be time to consider outsourcing part or all of your HR responsibilities to an expert so that you can focus on your core business activities.
I practice what I preach! As the owner of a small business myself I focus on the work that I am passionate about and outsource all the other stuff that I’m not so keen on.
What could HR Outsourcing mean for your business?
Since establishing Kea HR in 2006 I’ve helped many, many small business owners solve their people problems and introduce smooth flowing HR processes that save their time. In fact, here’s why I think HR principles are an important addition to any business, no matter how many employees you have…
|Improved Recruitment Processes
In a small business the consequences of recruiting the wrong employee are extremely high. Not just in financial terms but in the time taken away from running the business to interview the candidates, induct the new employee, assess their performance and what’s going wrong and deciding on an appropriate exit strategy. Then when they’ve gone and the dust has settled you have to start the process again.
A robust recruitment process will ensure you find the right employees, for the right roles, at the right time. Every time you recruit!
It’s important in any business that every employee receives the same message rather than the edited and embellished version from the team gossip!
When you begin to communicate with your employees in a consistent way, with clear objectives and timescales, they will gain a better understanding of your expectations and company goals.
Employees perform best when they are clear what they are required to do; are trained to do it and feel rewarded and valued. You cannot monitor or manage an employee’s performance unless you are both clear about what you require them to do and the standards you require them to achieve. The key documents you should have in place for every employee are: job description, offer letter, contract of employment and an employee handbook.
Your team will be committed to the success of your business and will be working 100% towards achieving your business goals!
|Reduced Absence and Improved Attendance
When employees don’t show up for work the work doesn’t get done! And that causes problems in any business. Establishing a clear policy that promotes a positive attendance culture is key. You and your managers will gain the confidence and knowledge to tackle absence issues fairly, robustly and in a timely manner.
Happy workers are less likely to miss work.
Your employees take the success of your business seriously and each one will possess, or be working towards, the competencies they need to succeed and help you achieve your goals.
Ensure each employee is working at their full potential will help grow your business and generate more long-term profits.
Recruiting and training new employees is a time consuming exercise which you don’t want to be repeating too often. Solid HR processes provide happier, more productive employees, who stay with you longer.
By outsourcing your HR responsibilities to me you will be free to manage your business.
See What My Clients Say
Stuart McClarnanDirector, SJM Fresh Produce, Sheffield
I recently had a HR situation develop which I didn’t know how to handle and Kathryn provided practical advice which resolved the situation quickly. I also realised through talking to Kathryn that I needed employment contracts for my staff and she implemented a solution that met with current legislation and protected my business. Kathryn also provided us with a simple Employee Handbook which means that my employees now know where to look for information, rather than asking me, and it gives me peace of mind that they all receive exactly the same information, avoiding confusion. The service I have received has been efficient and friendly and I would certainly recommend Kathryn to guide you in the right direction or for reviews of your current contracts of employment.
Sharron WoodDirector, Goldglaze Limited, Barnsley
Kathryn has provided my Company with practical, helpful and friendly advice on various employment issues over the last few years. When I contact her for advice she always provides the employment documents I need and they are always easy to understand and implement. Even in a small business like ours issues crop up that we are not sure how to resolve and when they do it’s reassuring to know that Kathryn is just a phone call away. I have no hesitation in recommending Kathryn to any company requiring expert Human Resources help and advice.
Sarah-Jane HeppenstallDirector, Little Freddies Day Nursery, Penistone, Sheffield
Kea HR were recommended to us recently to support a particularly complex and sensitive situation that was happening in our business. Kathryn quickly understood the business, our culture and the consequences of dealing with this matter appropriately. Her approach was professional and her advice was based on common sense as well as employment legislation. I would not hesitate to recommend her to anyone requiring reliable, practical and sound HR advice.
Sarah HazeldineHR Manager, Barnsley Hospice, Barnsley
We have an employment protection insurance policy but in one particularly complex case we did not feel we were receiving the answers we wanted to hear so we asked Kathryn for a second opinion. She met with us and reviewed the case, the next day she provided a report which explained the financial risks to the business if we went ahead without the backing of the insurance company. This enabled us to make a fully informed decision that was right for our business.
Robert JohnsonDirector, Johnson Estates Limited, Doncaster
Kathryn makes herself available, for even the smallest of queries, and provides helpful support and assistance in the ever changing area of employment regulations. Given that HR can be complicated, Kathryn presents her advice in a concise and understandable manner and I have no hesitation in recommending her.
Richard RedfearnDirector, Autoways (1931) Limited, Sheffield
Kathryn’s Online HR Department is a great service. I receive regular updates on pending legislative changes which assist me with keeping up to date and the well written documents ensure we are prepared before new legislation is implemented. The documents are easy to complete and modify to allow for own branding and some personalisation. I would recommend the service to any owner of a small business.
Richard GrahamDirector, Sebbin, Amersham, Buckinghamshire
Kathryn recently supported me through a complicated disciplinary matter that resulted in the dismissal of an employee. She provided a great service and was very supportive throughout. I thoroughly recommend her.
Reg DhirmanDirector, Ashtec Consulting, Leicester
Kathryn has been excellent, her support to deal with a recent disciplinary matter has been detailed and purely brilliant. I will definitely be using her services again.
Ralph WalkerPartner, The Journey Centre, Rotherham
We had reached a point in our well established but small business, which to date was only operating with the founding two partners, that to grow it further and take advantage of the many opportunities we were regularly having to put aside we needed to recruit someone to assist us.
The person we were looking for needed to have a variety of experience and an ability to switch between the many roles that a small business such as ours often demands. The main skill we required however was the capability to move our IT and web involvement forward as this area was very weak as both the partners had only self taught experience.
From the initial discussions with Kathryn outlining our thoughts just prior to Christmas 2015 we now, in early February 2016 have that person working with us who has already started to develop the weak areas of our business. The person Kathryn has found from the many applicants we had for the job appears to all the right credentials and also comes with experience of our industry which was a huge bonus, as it means he has 'hit the ground running' without the need for extensive initial training.
Well done Kathryn...., we never thought it could all have happened so quickly, which is really good as it gives the us all the necessary time to get things in place before we reach our peak season. Thanks also for guiding us through the complications of employing someone and the contract you produced.
Pepe TozzoDirector, Capex Health, Barnsley
Kathryn provided me with HR consultancy during a particularly difficult time. The company was hiring and firing at an intense rate so our HR policy had to be solid, defensible and swift to operate. Without Kathryn we would have come unstuck on many occasions and I was very impressed with the swiftness with which we received responses and dependable advice.
Matthew YoungManaging Director, Integrity Property Management, London
I endorse Kathryn for HR consulting and HR support. When I required her help, the advice she provided was spot on, delivered within time and on budget.
Linda GornallGeneral Manager, Direct Trade (Yorkshire) Limited, Doncaster
Direct Trade has been associated with Kathryn for the past 8 years having used the services of Kea HR Solutions since the business was launched in April 2006. Kathryn’s up to date knowledge of employment law legislation and sound, simple advice have enabled Direct Trade to concentrate on running our business knowing that we will always get the best advice in any personnel issues from her.
Janet ClaytonSenior HR Advisor, Crown Prosecution Service, Northern Region
Kathryn worked with the CPS on a Consultancy basis while the HR team went through a period of change. Kathryn is reliable, knowledgeable and her customers spoke highly of the level of support she provided to them. She is a good team player and was always willing to assist the other HR Advisors with their cases and workload.
Irene MoranDirector, Towing Centres (UK), Rotherham
We began working with Kathryn in 2011 on a pay as you go basis. At that point we wanted a second opinion on our contract of employment and weren’t really sure, with 20 staff, that we needed a HR Manager. Since then her knowledge and speedy response to situations has proved invaluable and we now have an annual agreement with her. That means for an agreed monthly fee she takes control of everything HR related for us from ensuring our contracts and HR policies protect our business and remain legally compliant and supporting us with recruiting new members of staff to providing expert professional legal advice with disciplinary matters, absence management and much more. Our staff describe Kathryn as friendly, efficient and fair. Kathryn makes herself available when we need her and doesn’t let us sit on information that needs a decision from us.
The service offers good value for money, is high quality and is proving effective at addressing and resolving HR issues and improving routine processes. We would be pleased to recommend Kathryn to other employers.
Darren WoodFinancial Advisor, Ethos Financial Solutions
I have known Kathryn for many years now and I have dealt with several of her clients and all have nothing but good words to say about Kathryn. I would not hesitate in recommending Kathryn as she is knowledgeable and is able to communicate easily with all levels of staff.
Catherine PotterDirector, Potters of Barnsley, Barnsley
I have subscribed to Kathryn’s Online HR Department for a few years now and have always found the website clear and easy to navigate and the supporting documents are simple and straightforward to download and implement. When I have contacted Kathryn to ask about certain documents or situations that are happening in my business I have always received a quick turn-around time on my emails or phone calls. I have recommended this service to my network of contacts that run small to medium size companies.
Carrie GoodwinGroup Communications Manager, Crown Prosecution Service, South Yorkshire and Humberside
Kathryn is everything you need in a HR adviser. She is approachable, accessible, incredibly knowledgeable, and when things get tough she is indestructible. Definitely the woman to have on hand to provide proactive HR direction and reactive HR guidance.
Annabel Stonehouse-DavisSenior Recruitment Consultant, A for Appointments, Sheffield
I feel fortunate enough to have known Kathryn for many years (10 years + ?!) and within that time I have witnessed her career change and develop into who she is now, a successful self employed business woman. Yet Kathryn always remains a kind, approachable and warm person. She is incredibly knowledgable and an expert in the field of HR, a role which she delivers with the upmost professionalism. I would recommend her services to anyone who seeks a friendly, high calibre individual in whom they can put 100% trust. I hope to continue to work with Kathryn well into the next 10 years!
Andrew NikerOperations Manager, Nupark, Rotherham
Kathryn and I both provided Consultancy support to Care UK, specifically the establishment of the GP and Out Of Hours Services within the Rotherham Community Health Centre. It was a complex project which required someone with a good knowledge of HR practice and employment/TUPE expertise in particular. Kathryn quickly established herself as the focal point for all HR related activity and her knowledge and hard work allowed issues to be resolved in a timely fashion. Kathryn’s tremendous organisational skills along with the ability to prioritise issues ensured that the project was completed on time and within budget.
Allan MillburnManaging Director, IT Installations, Sheffield
We recently went through a TUPE situation on a BT contract and found Kathryn a great help in something that was very new to us. Kathryn also provides ongoing support to our HR Manager, and I would recommend any company to use her.
Checklist For Planning and Conducting a Disciplinary Hearing
When faced with a potential disciplinary matter your next step will be to arrange and conduct a disciplinary hearing to allow the employee to formally respond to the allegation(s).
My Checklist for Planning and Conducting a Formal Disciplinary Hearing will help you to plan for and structure the formal disciplinary hearing and provides prompts to ensure that the hearing is conducted on an appropriate basis.
Download the Checklist Now!
|Latest Legislation News||Top Tips for Managers of People|
|Parental Bereavement Pay and Leave Bill||Requesting References for a Potential Employee|
The Parental Bereavement Pay and Leave Bill has now been made publicly available.
Currently, whilst employers are expected to be understanding and flexible, there is no legal obligation to allow parents paid time off to grieve. The new Bereavement Law will make it compulsory for employers to offer two weeks of paid bereavement leave to parents after the death of a child under the age of 18.
Checking a potential employee’s references not only ensures that the applicant has given you the correct details about their skills, qualifications and previous employment, they can also provide useful information about the persons character, reliability and punctuality.