7 Steps to Practical HR

7 Steps to Practical HR is a simple, step by step approach to HR.  Different steps may be appropriate to a business at different times; but over time all steps should be covered - and then regularly reviewed.

HR is an investment - but one that will pay-off in terms of increased performance and efficiency from your team. And this means better performance for your business.

Good HR also provides protection by minimising disputes and reducing liability.  It can also ensure maximum flexibility so you can react quickly to the changing needs of your business.

HR needs to be practical and effective - not bureaucratic or obstructive! HR must help you meet your business objectives and help protect the organisation.

The 7 Steps ....

1. Recruitment and new starters (including job descriptions; Company structure)
2. HR administration, systems and procedures
3. Contracts of employment (including terms, pay and benefits)
4. Employee handbook (policies, procedures, standards and rules of the game)
5. Performance management (including appraisal)
6. People development & training (and succession planning)
7. Dealing with grievance, disciplinary and employment rights (and termination)

.....and the last step ...

    8.   Review (structure, job descriptions, terms etc)

Step 1

Recruitment and new starters (including job descriptions; Company structure)

It all starts with finding the right people and knowing what you want them to do (and how they fit in with the structure).  Good recruitment practices will save you time and money and help make sure you have the right people on your team.

Step 2

HR administration, systems, procedures and monitoring

The administration around people is essential (from issuing contracts of employment, through to monitoring holiday and absence). Simple, but effective systems will save you time and make sure you have the information you need to manage effectively and that you have the right documentation in place with every employee.

Step 3

Contracts of employment (including pay, benefits and terms)

The contract of employment is the foundation of any employment relationship. Every employee should have a written contract of employment that clearly sets out terms. The right contracts will also protect the business and provide flexibility. 

Step 4

Employee handbook (policies, procedures, standards and rules of the game)

People need to know how to conduct themselves and the standards they need to attain. They need to know the ‘rules' of the Company. The employee handbook provides a prefect medium to communicate this and act as an on-going reference. The handbook will also include employment policies and procedures required by law (e.g. disciplinary and grievance procedures) and policies relating to statutory rights (e.g. maternity, flexible working etc).

Step 5

Performance management (including appraisal, job descriptions and KPi's)

You cannot monitor or manage someone's performance unless you (and they) are clear about what you require them to do and the standards you require them to achieve.

Performance management is about clearly setting out duties, goals and performance indicators so you can measure performance.

Step 6

People development & training (and succession planning)

Getting the best out of people benefits the individual and the Company.  Development does not have to be about expensive training courses, but must provide appropriate and relevant development for individuals - tied to the job they are doing.

Step 7

Dealing with grievance, disciplinary and employment rights (including termination)

If things do go wrong, dealing with grievances or disciplinary matters in the correct way is essential in order to resolve matters as quickly and amicably as possible and to avoid potential liability.  There are also situations that arise where you need to ‘exit' individuals from your organisation and this must be managed in the right way.

...and finally ...

Review structure, job roles, terms and conditions.

HR is a work in progress - like many areas of a business. As the business changes so the HR needs may change. On-going review ensures your HR is always ahead of the game and adding value to the business to help the business (and everyone in it) succeed.

Practical HR supports clients in every area (and every step of the way), as and when the need arises or as an ongoing programme. For further information please telephone practical HR on 01702 332160.