For a small business, HR can quickly become another responsibility on an already busy list. An HR consultancy can be particularly useful for small businesses when they need to deal with an employee grievance, manage poor performance, review a contract or handle an absence issue, without having someone in the business who specialises in HR.
A workplace investigation checklist can help employers keep the process focused, fair and properly documented. An investigation needs more than a few questions and a collection of notes. Employers need to establish what happened, consider the available evidence and give the people involved a fair opportunity to explain their side. Getting the process wrong can
If you’ve ever wondered why your managers struggle with HR, you’re certainly not alone. They’re expected to handle absence, performance issues and employee questions, often alongside the day-to-day demands of running a team. The problem is that HR probably isn’t their main job. Managers need to know what action to take, keep accurate records and
Business podcasts are full of conversations about growth, leadership and performance, but sooner or later, most of those conversations come back to people. Dave Rigby, Managing Director at MYHR Consultancy, has spent more than 20 years working across HR, organisational change, employee relations and leadership. That means he has seen what happens when businesses get
Finding a topic for a business podcast isn’t difficult. Finding one that gets people talking is. The best conversations often start with something the audience has actually experienced. People problems give you plenty to work with. Dave Rigby, Managing Director at MYHR Consultancy, has spent more than 20 years working with organisations facing exactly these
Taking on an employee is a major step for you and your business. It can allow you to increase your business’s capacity, improve customer service and free up your valuable time, but it also brings additional financial, payroll and employment-law responsibilities. Furthermore, there is also the job of ensuring your business is actually ready to
HR problems in hospitality often start during service, when managers are focused on keeping the business moving rather than stopping to think about process. Someone calls in sick before a busy shift, a rota changes at short notice, a new starter is shown the basics because the team needs cover, or tension builds between front
Residential care is a people-heavy environment. Every shift depends on having the right staff in the right place, with clear expectations and enough support to do the job well. When things run smoothly, HR can feel like something that sits in the background. But in care, it rarely stays there for long. One sickness absence
If you are looking into the essential HR tools every business needs, there is a good chance your current setup is starting to feel a bit scattered. Employee records might be in one folder, policies in another, holiday records in a spreadsheet, and important reminders sitting in someone’s inbox. That can work for a while,
If you are trying to manage HR without spreadsheets, there is a good chance your current setup has started to feel stretched. Most businesses do not choose spreadsheets as their HR system. They just end up there. One spreadsheet tracks annual leave. Another covers sickness. Contracts sit in a shared folder. Right to work checks
