Employee retention is undoubtedly one of the most important metrics for businesses to monitor. While professional retained HR services will help you keep your top talent, understanding what employees want will strengthen your position.

Retaining your best employees will bring a plethora of benefits including increased productivity and improved client interaction. Moreover, staff turnover can cost the equivalent to one-third of their worker’s annual salary. When combined with the fact that low staff turnover rates result in easier management, this aspect of business needs to be a priority. 

5 key attributes that encourage employees to stay

Research shows that employees stay in a job for an average of five years. However, it is possible to improve loyalty within your company by focusing on the right factors. Here are five key ingredients in the recipe for success. 

1. Work culture

Employees spend an average of 40 hours each week at work. Naturally, then, the company culture will have a huge influence on their lives. Cultivating a positive work culture, which covers the customs and behaviours of all employees, will give them an incentive to stay. Better still, happy workers are 13% more productive. A positive work-life balance, clear communication, a lack of animosity, equality, diversity, and fairness are all key features.

Ultimately, you want to create an inclusive working environment that encourages a sense of belonging and pride in the business. Conversely, if you allow the work culture to become toxic, employees will leave.

2. Continuous learning opportunities

Most employees have ambitions to climb the career ladder. As an employer, showing them that there is a chance to do that within the company will reduce the rate of staff turnover. This is because employees will feel that their future success lies with the business. Offering internal promotions will incentivise and motivate workers. Providing continuous learning opportunities is the best way to keep them moving in the right direction.

Staff training, seminars, mentorship schemes and other learning opportunities also keep employees engaged with their work. As a business, it ensures that their skills stay relevant too, thus allowing you to stay ahead of the competition. 

3. Employee recognition

Showing acknowledgement of a person’s contribution to the company may seem like a small matter, but it has a big impact. Aside from making them feel appreciated, it builds their confidence and reinforces good behaviours. It is shown that 91% of HR professionals believe it has a positive impact on employee retention. While it can start with a simple “well done”, a dedicated programme will yield the best results.

Retained HR services can include building recognition and reward programmes that actively show appreciation. This builds a happier working environment and incentivises employees to keep working hard. Crucially, it gives them another reason to stay with the firm.

4. Effective leadership

The harsh reality is that the best employees will not stay at a company if they have no trust in the company’s leadership. Nobody wants to stay on a sinking vessel if there is an opportunity to jump ship. The leadership of top management, as well as direct supervisors, will subsequently play a huge role in staff turnover rates. When it’s lacking, the best workers are certain to seek alternative employment.

Effective leadership is about more than delegation. It must include transparency, influence, accountability, decisiveness, and resilience while also supporting innovative ideas. In short, when leadership allows employees to thrive, it will show in your employee retention rates. 

5. Competitive compensation

Finally, employees deserve competitive compensation. If they are not paid fairly, they will naturally look for a better option. All of the other aspects are vital, but they count for nothing if the financial aspects aren’t right. As well as the base salary, this could include further compensation ranging from pension plans to work perks or sales commissions. It all adds to the overall package that can encourage the best employees to stay.

In today’s world, employees can easily research what they could be getting paid by other employers by looking at online job boards. So, if you are guilty of undervaluing them, they will either reduce their performance levels or apply for other jobs.

Going The Extra Mile

After working hard to assemble a great team, not going the extra mile to keep your employees at the company would be nothing short of a disaster. Focus on the steps above while also actively listening to their concerns, and retention will no longer be a problem. 

Want to learn more about retained HR services and how they can support your team? Get in touch today.

HR is undeniably one of the fundamental features of modern business, which is why the industry has grown 4x faster than the average UK workforce over the past decade. When looking at your options, retained HR services could be the perfect solution. 

This quick guide will help you understand why retained HR services are a great option for SMEs and growing organisations alike. And if you’re eager to take your HR management to new heights, Harwood will make it happen.

What are Retained HR Services?

Retained HR is a form of outsourced HR aimed at companies that either lack an on-site HR department or need to provide assistance to their existing in-house efforts. 

With retained HR services, you gain the ongoing support of a professional team that can handle many aspects of HR management ranging from a full audit of your existing HR policies to employee contracts and bespoke HR admin support. 

The monthly service is built to reflect your business needs at any stage, providing a fixed-fee structure that covers HR strategy, compliance, training, and day-to-day employee issues. 

Benefits of Retained HR Services

Opting for retained HR services offers many rewarding features. For starters, it will allow you to start enjoying the benefits with immediate results rather than building an on-site HR team. Beyond the convenient setup, there are a plethora of incentives to choose this path. The most telling is detailed below:

Scalability and flexibility

Relying solely on your in-house HR efforts may place significant restrictions on your team. With bespoke retained HR services, there is a far greater sense of versatility. Right now, you may only need company handbooks or setting up HR admin processes. As the company grows, though, you may need additional services or a greater level of support to manage an increased volume of employees.

There is no need to make the level of commitment that would be needed for launching a new HR department or finding a larger office space. 

Increase business productivity

Strong HR teams fit seamlessly into the company culture and promote smooth communication with employees. In turn, this can support productivity by helping workers feel valued while simultaneously giving them the guidance they need to perform well. Given that office employees are shown to be productive for just 2.5 hours per day, this is a major breakthrough that can transform the fortunes of the company.

Retained HR services can also incorporate ideas like employee feedback to make the necessary updates for increased productivity. When added to the fact that retained HR will free up valuable time for existing HR teams or managers, it is a wonderful addition.

Heightened engagement and retention

HR also plays a hugely influential role in keeping employees engaged with their work and loyal to the company. Employees are increasingly demanding in the modern workplace and will actively seek new work opportunities if employers fall short. Retained HR services actively boost engagement by managing smooth payroll and providing guidance to employees in relation to their objectives.

In turn, this can lead to reduced staff turnover rates which will support the company’s productivity and profitability. Retained HR services may also extend to exit strategies, employee terminations, and other issues to boost retention with long-term results.

Importance of HR

While the importance of HR is greater than ever, the methods used to master it have evolved. Retained HR services have undoubtedly emerged as the most convenient, comprehensive, and cost-effective choice for companies of varying sizes. 

Here at Harwood HR Solutions, we can provide bespoke retained HR services that will serve your company well for many years to come. To find out more, contact one of our friendly experts today.

The business landscape of 2023 is ever-evolving and competitive. 

New developments like the onset of AI, increasingly open markets, and supply chain unpredictability are leading many brands to fortify their relevance while implementing bold new visions for the future.

Beneath all of this, it has never been more important to ensure the foundations of your business remain strong. Namely, it’s essential to invest in your workforce and its well-being, as well as the systems used to moderate that.

Your Human Resources (HR) department stands as the welcoming boundary between your policies and the people who abide by them. In this post, we’ll answer how to unlock the full potential of your human resources department and discuss options if you’re looking for HR Birmingham resources.

Can HR give advice?

Absolutely, yes. Human resources can advise and guide on all people processes and policies and help to keep the employer and employee informed at every step. HR can assist with everything from workplace culture, disciplinary issues, processing harassment complaints, assisting with career development, managing sick leave, and much more. 

What advice can HR provide?

HR assists your employees in navigating challenges they might be facing or ensuring practical processing like your recruitment drives are processed according to employment contracts law. A company can only benefit from their presence.

They can also help staff understand and comply with workplace policies and procedures, mediate conflict resolution between staff members, assess and evaluate performance for inductions or yearly reviews, and cultivate employee benefits. These are just some of the vital measures human resources are responsible for, providing a stronger, stable base for your company to work from.

When should employees seek advice from HR?

It’s important to make clear that your employees can seek confidential HR advice any time they need it. An open-door policy can assist with any questions about company policy. 

It can also provide the next steps if an employee is having difficulties with their work environment, may be suffering conflict, or if they have small requests, like a confirmation of employment they can use to rent a new property.

Put simply, HR should be open, accommodating, and handle each request with candour.

What advice should employees not seek from HR?

Your human resources department is not a legal resource, they can only work within the bounds of your staff hiring and management policies. 

Moreover, while they can help staff with problems that might affect their work (such as medical leave), they cannot interfere with your staff’s personal lives outside of the workplace, such as mediating relationship issues. It’s important to make this dividing line clear.

To conclude, a human resources department is a fantastic addition to any business, not only because of its ability to confidently handle a range of staff issues but because these professionals can become the most prominent advocates of ensuring compliance with your company-wide policies.

Contact Hardwood HR today!

If you’re looking for advice about HR, are hoping to integrate employment contracts UK, or just wish to consult about the benefit of this department for your own firm, why not get in touch with Harwood HR today? Our friendly team will look forward to your call!

As a business owner, you may feel overwhelmed by the ever-evolving landscape of human resources and employment law. Navigating these challenges while expanding your company can be daunting; that is where HR consultants come into play.

HR consultants are professionals specialising in providing expert guidance and assistance across different aspects of human resources to enable businesses to thrive. In this blog post, we’ll take a closer look at what services HR consultants can offer your organisation, along with any benefits associated with using them. 

And, if you need reliable HR solutions in the UK then look no further than Harwood HR Solutions – call us now for reliable HR services!

Recruiting and Retention Strategies

Human Resources Consultants specialise in recruiting and retention strategies. HR consultants understand how important finding top talent can be, so they create effective recruitment processes, job descriptions, and screening methods for candidates. HR consultants know all of this firsthand; therefore, they can help your company create an efficient yet comprehensive recruitment plan!

HR consultants offer invaluable insights into employee retention strategies. By analysing your organisation’s culture and career development opportunities, HR consultants can assist in increasing engagement among staff while decreasing turnover rates. At Harwood HR Solutions, we know your employees are your most precious resources – let us create an environment which fosters loyalty and productivity within your workplace!

Employment Law Compliance

Compliance is of utmost importance for any business, and HR consultants specialise in understanding employment legislation – specifically employment contracts law – to help your organisation comply with legal requirements. Their advice may help develop policies and procedures which align with current employment laws while protecting you against legal threats that might otherwise arise from possible violations.

You can contact Harwood HR Solutions consultants to receive support with things like creating employment contracts and receiving advice regarding disciplinary measures.  This will help keep your business compliant and avoid incurring expensive penalties.

Performance Management

Employee productivity and engagement is crucial, which is why HR consultants can assist your organisation with developing tailor-made performance management systems to suit its requirements.

HR consultants offer services designed to set clear performance expectations and evaluation metrics while providing guidance for performance improvement plans. Their experience will assist your company in building an environment which promotes ongoing employee growth and development.

Organisational Development

Successful organisations adapt and evolve with market demands over time, which requires HR consultants to play an essential part in supporting organisational development efforts. HR consultants can assist your efforts by helping assess your company structure, identify skill gaps, create plans for talent development and more.

HR consultants offer expert and strategic assistance for driving organisational growth by designing training programs, implementing leadership development initiatives or overseeing change management processes.

Conclusion

Human Resource consultants offer businesses a broad selection of services designed to effectively manage their business, from providing expertise and guidance necessary for business success to working closely together on aligning HR practices with legal regulations.  

Through working closely with an HR consultant at Harwood HR Solutions you can focus on what you do best while having peace of mind that your practices adhere to legal regulations while cultivating an engaged workplace culture.  Contact them online or on 0203 936 9171 now, to find out how their HR consultancy services can support and ensure compliance with employment contract law for your business. 

Let Harwood be your trusted guide through this complex world of human resources, helping unlock your organisation’s full potential.

Different Work Contract Types in the UK

Employment contracts are an important part of any job. They provide a legal framework for both employers and employees, outlining the rights and responsibilities of each party. In the UK, there are four main types of employment contracts: fixed-term, permanent, casual, and zero-hour. In this blog post, we’ll take a closer look at each type of contract and explain what they mean for both employers and employees.

Fixed-Term Contracts

A fixed-term contract is an agreement between an employer and an employee that sets out the terms of employment for a specific period of time. This type of contract is often used when an employer needs to fill a role on a temporary basis or when they need to cover for someone who is on leave or maternity leave. Fixed-term contracts usually have a start date and end date specified in the agreement, as well as other details such as salary, hours worked, holidays taken, etc. 

The main advantage of this type of contract is that it provides certainty for both parties; the employer knows exactly how long they will need to employ someone and the employee knows exactly how long their job will last. However, it can also be disadvantageous if an employer needs to extend or renew the contract as this can be difficult to do without renegotiating terms with the employee. Harwood HR provides trusted and comprehensive advice on employment contracts and offers HR support to large and small organisations. Contact our dedicated consultants for more information.

Permanent Contracts

Permanent contracts are agreements between employers and employees that set out the terms of employment on an ongoing basis with no specified end date. This type of contract is often used when an employer needs to fill a role on a long-term basis or when they need someone with specific skills or experience that cannot be easily replaced by another employee. Permanent contracts usually have details such as salary, hours worked, holidays taken etc specified in them but may also include additional benefits such as health insurance or pension contributions from the employer.

The main advantage of this type of contract is that it provides stability for both parties; employers know that they have someone who can stay in their role for as long as needed while employees know that their job is secure until they decide to leave it. However, you may be nervous about offering a permanent contract if you are a small business and you are taking the plunge to recruit an employee in a permanent position. You shouldn’t let this put you off though. You can contact us at Harwood HR to guide you in the right direction.

Casual Contracts

Casual contracts are agreements between employers and employees that set out the terms of employment on an ad hoc basis with no specified end date or hours worked per week/month/year etc. This type of contract is often used when an employer needs someone to work irregularly or sporadically throughout a certain period – e.g., during busy periods such as Christmas or summer holidays – or when they need someone with specific skills or experience but don’t want to commit to employing them full time. Casual contracts usually have details such as salary per hour/day/week etc specified in them but may also include additional benefits such as health insurance from the employer depending on how often they work.

The main advantage of this type of contract is that it provides flexibility for both parties; employers know that they have someone who can work whenever needed while employees know that they can choose when (and how much) they want to work without being tied down by any commitments from their employer. However, it can also be disadvantageous if an employee wants more regular work than what’s offered by their casual contract as this may not always be possible depending on how much demand there is from other employers at any given time.

Zero-hour Contracts

Zero-hour contracts are agreements between employers and employees where there is no guaranteed minimum number of hours worked per week/month/year etc but where employees must still be available at all times should their services be required by their employer (e.g., during busy periods). This type of contract is often used when an employer needs someone who can work irregularly throughout certain periods but doesn’t want (or isn’t able) to commit to employing them full-time – e.g., during peak seasons like Christmas or summer holidays – or when they need someone with specific skills but don’t want (or aren’t able) to commit to employing them permanently either due financial constraints etc. Zero-hour contracts usually have details such as pay rate per hour/day/week etc specified in them but may also include additional benefits such as health insurance from the employer depending on how often they work.

The main advantage of this type of contract is that it provides flexibility for both parties; employers know that they have someone who can work whenever needed while employees know that they won’t necessarily have any commitments from their employer unless requested by them (e.g., during peak seasons). However, it can also be disadvantageous if an employee wants more. Contact our experienced HR consultants for more information: HR Leicester, London, Oxford, Northampton, Birmingham, Warwick and Nottingham.

3 Fundamental Rights to Health and Safety in Every Workplace

Health and safety in the workplace is a critical issue for employers and employees alike. It is essential that both parties understand their rights and responsibilities when it comes to health and safety in the workplace. This article will discuss the three basic health and safety rights that all employees have in any workplace.

Right to a Safe Work Environment

The first right of any employee is to have a safe work environment. This means that employers must provide a safe place for their employees to work, free from any hazards or risks that could cause injury or illness. Employers must ensure that all equipment, machinery, tools, and materials used in the workplace are safe to use, properly maintained, and regularly inspected. They must also provide adequate training for employees on how to use these items safely. Additionally, employers must take steps to reduce any potential risks of slips, trips, or falls in the workplace by keeping walkways clear of debris or clutter and providing adequate lighting.

Right to Reasonable Accommodations

The second right of any employee is to reasonable accommodations for their health needs. This includes providing access to medical care if needed as well as making reasonable adjustments in the workplace if an employee has a disability or medical condition that affects their ability to perform their job duties safely. For example, an employer may need to provide additional support or equipment such as ergonomic chairs or adjustable desks if an employee has a physical disability that affects their ability to sit comfortably at their desk for long periods of time.

Right to Know About Hazards

The third right of any employee is the right to know about potential hazards in the workplace. Employers must inform their employees about any potential hazards they may encounter while performing their job duties so they can take appropriate steps to protect themselves from harm. This includes informing them about hazardous materials they may come into contact with as well as providing them with safety training on how best to handle these materials safely. Additionally, employers should provide regular updates on any changes made in the workplace that could affect health and safety such as new equipment being installed or changes made in processes or procedures.

These are just three of the basic health and safety rights that all employees have at any workplace. It is important for both employers and employees alike to be aware of these rights so they can ensure everyone’s safety while on the job. By taking steps such as providing a safe work environment, making reasonable accommodations for health needs, and informing employees about potential hazards they may encounter while performing their job duties, employers can help ensure everyone’s safety while on the job site.

For SME businesses, finding the right HR solution could make or break their success. With a limited in-house staff and an ever-changing landscape of laws, regulations, and best practices – how do you find the support you need? That’s where outsourcing your HR can come into play. Outsourced HR support is a reliable way to access expert assistance with everyday tasks as well as strategic initiatives without having to add additional headcount costs. But what exactly is outsourced HR? In this blog post, I will discuss what it means to outsource human resources and its many benefits that can help get your business moving forward.

Outsourced HR is a great way to get help with everyday tasks as well as strategic initiatives for SME businesses.

There are a lot of benefits to outsourcing your HR tasks. Perhaps the most obvious benefit is that you can get help with everyday tasks like help onboarding new employees, creating or improving your staff handbook and company policies, general HR advice and many more things.

Outsourcing your HR can save you time and money. You don’t have to hire a full-time HR staff member, and you can save money on HR software and services. Since the HR department will be experts in HR best practices, you can be sure that your business is compliant with all applicable laws and regulations.

If you’re thinking about outsourcing your HR, there are a few things to keep in mind. First, make sure you choose a reputable company with experience in outsourced HR like us here at Harwood. Second, be sure to clearly communicate your goals and expectations to the HR team. Finally, make sure that you have a system in place for tracking results so that you can measure the success of the outsourcing arrangement.

By outsourcing your HR, you have access to expert assistance without having to add additional headcount costs

When businesses are just starting out or even just looking to improve, they often face a number of challenges, one of which is HR. Managing employee files or onboarding new staff can be time-consuming and complicated tasks for business owners who are already working hard to keep the business afloat. This is where outsourcing your HR can be a huge help.

By outsourcing your HR, you have access to expert assistance without having to add additional headcount costs. The HR professionals at an outsourcing company will handle all of the paperwork and administrative tasks related to HR, allowing you to focus on running your business. They will also keep up to date with changes to employment law and keep your employees informed of their rights and responsibilities.

Outsourcing your HR can be a great way to save time and money, and it can also help you avoid any potential legal issues.

When looking for an outsourced HR partner like Harwood HR, it is important to consider the company’s experience, expertise, and resources.

When looking for an outsourced HR partner like Harwood HR, it is important to consider the company’s experience, expertise, and resources. Harwood HR has been providing outsourced HR support for over 20 years and has the experience and expertise to help your business succeed. We also have the resources to provide you with a comprehensive HR solution that meets your needs. If you are an SME business looking for assistance with recruiting and onboarding new employees, keeping up with compliance regulations, or any other HR service, Harwood HR can help.

Outsourcing your HR needs is a great way to get expert help without the additional costs of headcount. By partnering with a reliable and experienced outsourcing company, you can free up time and resources to focus on other strategic initiatives. Harwood HR has a team of experts that can help your business with compliance. Contact us today to learn more about how we can help take your HR department to the next level.