In addition, the Bill talks about enhanced protections for workers
in areas such as fl exible working, zero-hours contracts, family leave and protection against unfair dismissal. It also aims to strengthen enforcement measures and increase trade union rights. Emma T ompson said: “With better employee protection, such
as day one rights, and expectations around things like the right to disconnect and fl exible working, the employer needs to have a robust people strategy. “If that means taking recruitment processes more seriously,
writing clear job descriptions and preparing carefully for interviews and follow-ups, and then onboarding and supporting and managing any early issues, then that can only be a positive thing on both sides. “As business owners know, recruitment can be costly, and
replacing employees who choose to leave, or who turn out not to be the right fi t, is a cost you can well do without. So, surely, it’s better all round if we use these changes as an opportunity to improve processes so that you get the right person for the right job fi rst time.” CE People provides clear and knowledgeable HR and employ-
ment law advice on an outsourced basis. T at could be anything from the drawing up of contracts and company handbooks to ad hoc services, recruitment and employee retention, business restruc- turing, performance management, company closures, acquisitions and redundancy programmes. Recruitment and employees’ rights is a major part of HR services,
but when companies are analysing their current situation – that new year reset, perhaps – those services extend into how an established company might fi nd alternative pathways to putting together the team they need.
Emma added: “T ere is a temptation, when someone leaves, to
replace like-for-like. But that job role might have changed during that person’s time with the company; there might be a better way to handle that workload, maybe rearranging department roles rather than simply bringing in someone new. “Implementing such changes may bring about training needs.
One of the most common reasons cited for someone leaving a job is because they can’t get on with their line manager, and if someone is promoted to a management position without the correct skills and understanding of the role, it can lead to a poor management style and may breed discontent within the team. “Working with clients to help them see how things can change
for the best, and how to implement those changes, sometimes by developing the resources they already have through training and reskilling, thereby saving them the time and cost of recruiting someone new, is just one of the services we off er.” Good strong HR processes protect both employees and
employers and improve employee engagement. Careful handling of a grievance procedure if issues do arise is more likely to lead to resolution rather than creating a vacancy. Claire said: “Looking for a job today is very diff erent to how it
was a few years ago. Candidates are checking out the company just as much as the business is checking out the potential employee. A business needs to demonstrate that they follow good practice, and have the welfare of their employees at heart, and that they have created a workplace where people want to work. “Our job is to handle all those HR complexities, so you can focus
on running your business effi ciently, supporting your employees, and achieving success.”
Find out more about CE People on 01604 805634, email
enquiries@ce-people.co.uk or visit
www.ce-people.co.uk
11
RECRUITMENT & TRAINING
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