5 conversations you should be having with your hr advisor
TRANSCRIPT
Y O U S H O U L D B E H A V I N G W I T H Y O U RH R A D V I S O R
5 CONVERSATIONS
(and why you need to be worried if you aren't)
What next?
You've made the important decision to outsource your
HR to an HR specialist.
Great - someone else to deal with the bureaucracy, legal
headaches and staff grievances!
Your HR advisor should also be seeking ways to help
improve the way you recruit, manage and engage
your people, so, with everything that's going on in your
business, surely, you'll be in contact all the time, right?
OUTSOURCEDYOUR HR?
DO YOU KEEP INTOUCH?You'd think so, but strangely, someHR advisors can be quite elusivecreatures
Months pass by and still no word - what exactly are you
paying them for?
Here are five conversations you should be having with
your HR Advisor and the questions you should be
asking.
CULTUREOur company culture is key
to how we are perceived -
how can we use it to drive
business growth?
BEFORE making any big
decisions - how do we
ensure we have the right
people, structure and skills
in place to achieve our
objectives?
RESULTSSTRATEGY
" L E T ' S T A L K A B O U T H O W W E C A NG R O W T H E B U S I N E S S "
What HR innovations and
solutions will help the
business achieve sustainable,
yet rapid business growth?
1
Great HR advisors support you with much more than just HR
VALUESHow do we get our company
values running through the
veins of our people?
I guess it starts with
recruitment - so how do we
do that?
With competition for skills
increasing, how can we
ensure we have the edge over
our larger counterparts?
And what's the best way to
recruit in the people we
need?
RETAINRECRUIT
" L E T ' S T A L K A B O U T H O W W E C A NR E C R U I T A N D K E E P G R E A T T A L E N T "
What more can we do to
retain talent?
And can we prepare better to
enable internal moves
and promotions?
2
If you haven't had this conversation, something's amiss
M & AHow can we ensure that
people related issues don't
impact negatively on
the desired outcomes of the
merger?
What are our obligations in
relation to TUPE?
What are the rules on
handling redundancies?
How will we keep staff
motivated during and after
redundancies have been
made?
RE-STRUCTUREREDUNDANCY
" L E T ' S T A L K A B O U T H O WW E M A N A G E C H A N G E "
How will we communicate
and consult with employees
during the process?
And how can we avoid any
serious employee relations
problems?
3
Don't avoid the difficult questions
SYSTEMSNow that we're utilising our
HR software
system, what company trends
are emerging? For example,
with sickness absence or
productivity? And what are
we doing about it?
Can we ensure we only have
the HR policies and
procedures we really need?
What's the simplest way of
keeping us up-to-date and
legally compliant?
CONTRACTS POLICIES
" L E T ' S T A L KA B O U T T H E B A S I C S "
What impact will our future
plans have on employees'
terms and conditions?
How will we manage that?
4
Great HR advisors are proactive and don't just wait for your call
ENGAGEMENTIs our approach to the
workplace resulting in the
right conditions for all
employees to give of their
best?
How can we encourage our
people to develop their skills
and knowledge?
And how do we ensure we're
investing our time, money
and energy in the right
training or other activities?
REPUTATIONDEVELOPMENT
" L E T ' S T A L K A B O U T B E I N G AG R E A T P L A C E T O W O R K
How do we make this a place
people want to work - with
a reputation for being a great
employer?
5
Forget the once a year approach ... this stuff needs working on
We understand the struggle to keepin touch 'cos some of our clients canbe hard to get hold of too.
But checking in once a year justwon't cut it!
Get more bang for your buck!
WHY DO WECARE?
@sussexhrhub
Company LinkedIn
+44 (0)1243 544805
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