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HR management outsourcing is when a team of experts manage your HR by looking after your contracts, policies, and procedures.
These are the HR essentials every business needs. Without them, your staff could bring successful claims against you, you could lose thousands in legal fines, and even face prosecution. Never underestimate the benefits of HR support for a small business.
We have years of experience in providing HR for SMEs and HR management outsourcing. Contact us to see how we can support you, including HR advice for small businesses - as well as medium and large companies.
Good human resource management is having round the clock support when you need it the most.
Whenever there’s a staff challenge or an important legal update, you just pick up the phone and get the help you need – no matter the time or place.
The main benefits of HR outsourcing are:
- Cost saving: Reduces the expenses for such things are hiring, training and employing an in-house HR team.
- Time saving: Saves time for staff members away from HR tasks.
- Improves expertise and compliance: Provides ongoing advice and support to ensure complete and total compliance.
- Reduces risk: Reduces the risk of any payroll and compliance failures.
Outsourcing HR is cheaper than hiring internal staff and saves you money overall when it comes to your HR service. Plus, you avoid making mistakes that could cost you heavily in claims and legal fines down the line. Every business should consider HR support as a way to avoid claims.
Peninsula is one of the leading HR outsourcing services in the UK, and by working with us you get access to our HR advisory service. Contact us for your outsourced SME HR today.
The key functions of HR outsourcing services are:
- Payroll and benefits: Helps a business to manage employee wages, tax processing, and employee enrolment.
- Recruitment and onboarding: Helps with job descriptions, sourcing new candidates, interviewing, and ensuring a smooth onboarding process.
- Compliance with employment law: Helps to ensure compliance with ever-changing employment legislation.
- Employee relations: Helps to manage grievance and disciplinary procedures, and any ongoing support that's required.
- HR admin: Helps to handle and manage daily tasks, such as employee records, sorting employment contracts, and processing any leave requests.
- Training and development: Helps to create and deliver staff training programs to improve employees' skills.
Most business owners hope to have a team of employees they can trust. But unfortunately, no employer or workplace is perfect. If an employee commits fraud at work, your company could suffer and face financial losses.
Alcohol intoxication, sexual harassment, property damage – these are just a few HR concerns you might face on your Christmas party. But don’t let these ruin your festive vibes. Let’s look at the best ways to minimise HR risks during your work Christmas party.
In this guide, we'll look at the risks associated with drug and alcohol misuse in the workplace, how to limit them and how to support staff struggling with substance misuse.
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Your business shouldn’t underestimate the impact of staff members losing interest in their roles. It has the potential to damage your productivity and even lead to resignations.
It involves staff members who display a lack of commitment to their role as they feel disconnected or disengaged from it—or your organisation.
Many disengaged employees don’t enter the workforce with a negative mind-set but, somewhere along the way they start to become uninterested in their job and your business.
The effects of employee disengagement
It’s important you’re aware of how to deal with this issue at an early stage before it reaches a destructive level.
You’ll notice a number of different effects of employee disengagement. For example, an employee who’s unhappy at work is less likely to undertake tasks to the best of their ability, causing issues in overall company output and potentially affecting its external reputation.
Actively disengaged employees can even go out of their way to cause issues for the company, such as deliberately refusing to do tasks or encouraging their colleagues to focus on the negative aspects of their roles.
Not only can this cause an issue with employee morale overall, it can also lead to poor retention rates.
How to deal with disengaged employees
Once you determine this is an issue you should identify disengaged employees and do something about it.
The first thing you should do is establish the causes of employee disengagement. Common examples include:
Poor management.
No career progression.
Lack of salary reviews.
No recognition for contributions.
A workload that’s excessive.
Lack of work flexibility.
Poor work-life balance.
Low pay.
If faced with one employee who is showing issues in their performance, it’s advisable to try talking to them to understand if they’re having any difficulties at work. Or whether they feel they need further support in undertaking their role.
is an essential part of business life—you can view it as an opportunity to advance your workforce’s skill set.
For example, it could be they’re having difficulties with particular tasks and may require more training. Or they may have concerns about the amount of work they have, yet feel you’re not taking their feedback seriously.
Maybe the employee is eager for more opportunities for progression but doesn’t feel the company will provide this for them, meaning it may be necessary to implement training and coaching disengaged employees. This approach should provide:
But you can also try other approaches to make sure you’re actively engaging with your staff members. You should look to:
Set achievable goals.
Avoid scorecards that monitor employees—instead, use review meetings to discover what the employee thinks.
Offer more flexible working hours to provide a better work-life balance.
Promote a business culture of opportunity to help employees advance their careers.
Encourage problem-solving amongst colleagues.
Listen to employee feedback.
Encourage a policy of openness
When considering how to re-engage disengaged employees it’s crucial you maintain strong levels of communication between themselves and the workforce.
Addressing engagement should never be a one-time occurrence, but a continuous objective you must aim to tackle.
Ultimately, employees should be able to feel they can make suggestions for how their working environment can be improved and, crucially, that their comments will be taken into account.
You can achieve this by distributing regular emails and . In these, staff can provide anonymous feedback or suggestions, or placing a comment box in an accessible location for all staff.
Through those approaches, you can take on board comments and make key changes to the working day. For example, it may be as simple as making key changes to how you distribute workloads.
Alternatively, it may be necessary to consider if any team leaders need additional training in more appropriate ways of managing staff.
It’s important to remember engagement works both ways. To engage employees, you must also engage with your business and employees.
Need our help?
If you’re looking for more tips on how to connect with your employees, call us for expert guidance: 0800 028 2420.
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