See if you could benefit from working with Resolute HR with a free HR health check. We also 1 hour of free advice to all new client enquiries to our Employer Helpline.
In addition to this we offer three levels of service that include unlimited access to our Employer Helpline:Silver,GoldandPlatinum.
Every business that employs people is likely at some point to need HR services and employment law advice. All three offer access to a qualified Chartered HR professional for advice by phone or email between 0800 and 1800 Monday to Friday. If your call can’t be taken when you make it then a call back is guaranteed within four working hours, advice outside of these hours may be available but is not guaranteed.
Resolute HR can help you get your staff to performing well, with good attendance and timekeeping as well as to make a positive contribution to the company. Our services are designed to help you achieve the result you want by telling you what you can do, not what you can’t. Whether it’s advice with recruitment or redundancy or any other employee related service Resolute HR can be of assistance, leaving you free to get on with growing your business.
If you feel your time would be better spent ensuring the success of your company than dealing with HR issues then this is where Resolute HR steps in. We offer affordable, practical and pragmatic solutions to all your people issues.
Resolute HR offers support with your recruitment and selection right from the start. We can help write the job description and a competence-based person specification which gives you a much better chance of recruiting the right person for the job.
We can also help with writing interview questions and designing an application form if you wish to use that rather than getting CV’s. If you have never interviewed before then we can help you with the actual interview. If you wish to make use of Psychometric Tests, we can help you select the appropriate ones and he associates qualified to deliver and interpret the results.
Having worked in HR for many years, we have made use of many of the local recruitment agencies and can help you select the right one for your budget and the role.
Contracts & Handbooks
Contracts – When a company takes on employees, it is legally required to provide them with a written statement of the terms and conditions of their employment or contract of employment within 8 weeks. You will also need a Discipline and Grievance Policy and if you employ five or more staff a Health and Safety Policy. More importantly though, this is the opportunity to set out how you want that individual to work within your company and what they will receive from you in return.
At Resolute HR we spend time with you to determine what clauses are needed in your contracts of employment ensuring that they not only meet the legal requirements but meet the business needs as well.
Handbooks – As a business grows it becomes more important to have a staff handbook that sets out “how things are done around here”. Our handbooks are written in plain English, are tailored to the business, reflect the culture and are branded for each business. The handbook helps new staff learn the correct way to do things and reminds existing employees of the rules.
If you subscribe to any of our Solution Services, your contracts and handbooks will be regularly updated to reflect any changes in HR and employee legislation.
Every employer needs employees who perform well, turn up to work on time and puts in effort to go the extra mile and by managing employees properly there is no reason this cannot be achieved.
Probationary Periods – Always give new recruits a thorough induction so they start off as you mean them to go on and to make sure you meet all your legal obligations, our free induction check list will help you with this important task. This ensures that the company maximises the return on the investment it has made during the recruitment process. Probationary Periods are detailed in the contract of employment. The length of the Probationary Period will be dependent on the job and role in terms of the complexity and the position. Resolute HR can help you design the induction training and provide appropriate probationary review forms.
Staff Appraisals – Appraisals are the key tool that identify any development needs or areas that deserve additional reward. In our experience development needs are rarely about technical performance, but almost always about behavioural issues. To help you with this we can help design competence based person specifications and appraisal systems.
Training & Development
The greatest asset any business can have is their staff employees who perform well will in turn, help the business to succeed.
At Resolute HR we are skilled in conducting training needs analysis so that we can provide customised training to meet your needs. For maximum effect we can integrate your recruitment and selection processes to the appraisal system so that you can constantly monitor individual training and development needs.
Alternatively you may feel a more cost and time effective solution would be to send one or more employees on any of our generic training workshops, these include:
Management and HR
Interviewing and Recruitment
Discipline and Grievance Procedure
Leadership and People Management
A major concern for all employers is how to handle long and short term absence. Short term absence, particularly absence that follows a set pattern is extremely disruptive for the business and unfair on the other staff. By introducing return to work interviews and measuring tools, as well as training managers on how to use them, a significant improvement can be made.
Long term absence may well be caused by an underlying issue caused by a disability or mental illness and therefore the individual is protected from any discrimination. Working with occupational health professionals, we can find reasonable adjustment for the workplace, plan phased returns or if this is not possible within a reasonable timeframe, terminate the employment allowing the business to recruit again.
Disciplinary & Grievance
Handling a disciplinary and grievance issue is never pleasant, you can ask Resolute HR for advice and even a process flow map or we can attend on site to help as both note-taker and advisor making the process as easy as is possible.
Disciplinary issues fall into two main categories: misconduct for minor infringements or gross misconduct which can result in summary dismissal. Once you employ people a disciplinary and grievance policy is a legal requirement and we can write one that meets your business needs.
Investigations – A thorough investigation into any misconduct or a grievance allegation must be undertaken. The investigating officer cannot be involved with any subsequent hearing and the person hearing the appeal cannot have been previously involved. For small businesses this creates a problem as they often do not have sufficient managers to have three impartial people, Resolute HR can help by providing qualified credible and impartial people to chair the meetings.
TUPE or The Transfer of Undertakings (Protection of Employment) Regulations 2006 governs the transfer of a business or part of one to another business. The regulations protect employees and cover all transfers including service provision changes where services are outsourced, ‘insourced’ or assigned to a new contractor.
Resolute HR can help your business manage the process properly by giving you the right TUPE Transfer advice as well as making it easier and less time consuming for you with our professional TUPE transfer services. Firstly we’ll establish if TUPE actually applies and then carefully guide you and your business through the required consultation process.
Failure to comply with the regulations can result in unfair dismissal claim which would almost certainly result in Tribunal awards running into the tens of thousands of pounds, so it is crucial to do this properly.
Our TUPE Transfer experts will provide you with the TUPE advice, required letters and ensure that the correct information is shared at the appropriate stages between the two companies involved in the transfer.
Here are some top tips for employers that will ensure your business is on the right side of legislation when making staff redundant:
Prepare your business case there are many reasons for restructuring but if it is to save money then itemise the savings before starting the consultation
Consult in good time with all the affected employees (and if there is Trade Union recognition in place, consult the Trade Union representatives) or if over 20 staff are at risk, consult with their elected representatives/Trade Union Representatives and listen to their ideas and suggestions. The consultation period depends on the numbers of staff involved
Make sure all staff are included in the redundancy consultation process including those not currently in work
Identify a potential selection pool then ensure your selection criteria are fair and score each person as objectively as you can
Follow the statutory dismissal process properly, talk to us if you are unsure
Make sure departing staff leave with their dignity intact and with a reference to help them find a new role
Once the redundancy process is over, make an announcement to remaining staff informing them that you intend to keep them in your employment in order to keep them motivated.
See what our customers’ have to say about us
We are committed to offering you the highest quality service. Here’s just a few comment from satisfied customers.
The support and advice that I have been given has always been prompt, precise and professionally delivered. The processes that I was advised to adopt ensure a fair and consistent approach to HR issues and this is backed up by professionally worded and legally compliant letters when required. We have found Fiona to be a good value and very accessible service and I would recommend it as a valuable safety net for any SME.
Arash Nassiri, Director , Leap Finance
I invited Fiona from Resolute HR to review my contracts of employment and my company handbook of policies. Within an agreed time scale and at an agreed cost I received several contracts of employment all designed to cover the varying roles in my company. The Handbook was written very professional, legally compliant and bespoke to the needs of my company. I was very pleased with the work. On occasion I have contacted Resolute HR for advice on staffing issues and always received clear and precise advice in a friendly and supportive way with any letters I needed quickly provided helping me to resolve potential problems. I would recommend Fiona to any business that needs HR support.
Elaine Scott Farrington, Owner, Your Care Solution
I would like to take this opportunity to thank you for your invaluable help and support in the previous months.
Your advice has allowed me to take on new staff with confidence and deal with existing issues safe in the knowledge that I am treating people fairly and within the law. I thought I knew quite a bit about HR, having dealt with everything myself, however the look of concern/terror when I described my current HR arrangements will stay with me for some time. Your affable nature made the subsequent telling off easy to accept as I knew you ultimately had mine, and the business’s, best interests at heart.
I have barely begun to scratch the surface of the help you have provided but suffice it to say that I would have no hesitation whatsoever in recommending your services to others.
Gareth Read, Avon Electrical
Many thanks to Fiona at Resolute HR for the help and assistance you provided for my company. I have been really impressed with your service from start to finish, and would not hesitate to use Resolute HR again or recommend Fiona to my business friends and contacts.