The People Partner HR & Training Ltd.

The People Partner HR & Training Ltd. The People Partner HR & Training is here to support you in managing and growing your business.

We provide a full range of HR & Training support to partner you through the full Employee Lifecyle

Isn't collaboration great? I love it when you meet with a new partner, and decide that together you can do something rea...
08/06/2023

Isn't collaboration great?

I love it when you meet with a new partner, and decide that together you can do something really cool.

Well, this week, one of those great moments came to fruition and PPHR's partnership with Rachel Shackleton and Green Key Personal Development kicked off in style.

Rachel and her team have already developed a wide range of online soft skills training programmes, ideal for businesses looking for accessible training programmes for their teams - and I'm working with them to develop a suite of more people management/ HR focused courses to help them provide an even better service to their clients.

The first course is done (it's on using the Performance Management Cycle if you are interested)… and onwards and upwards to the next!

How busy was your month of May? Well, if it was anything like the governments, you must be exhausted....May saw the intr...
06/06/2023

How busy was your month of May?

Well, if it was anything like the governments, you must be exhausted....

May saw the introduction of four new employment laws, including the "Carer's Leave Act 2023", which provides employees with five unpaid days off per year for caring responsibilities.

Then we saw the "Protection from Redundancy (Pregnancy and Family Leave) Act 2023" which extends the requirement for suitable alternative employment to pregnant employees or those on maternity leave during a redundancy exercise for 18 months after birth or adoption.

Next was the "Employment (Allocation of Tips) Act 2023" which ensures employers pass on tips and allocate them fairly, with a maximum compensation of £5000 for errors.

And finally, the "Neonatal Care (Leave and Pay) Act 2023" adds up to 12 weeks of leave for parents of babies in neonatal care.

These laws will likely be implemented by April or October 2024, and employers will need to adjust their policies and procedures accordingly.

If you need any assistance with that.... well, you know where to come.

Recent events in government have opened up the question for many employers on how they should handle bullying and harass...
02/06/2023

Recent events in government have opened up the question for many employers on how they should handle bullying and harassment in the workplace.

If you are worried about what constitutes bullying or harassment, and how you can prevent it or deal with it should it arise, why not join me on 14th June at 11am for this free webinar?

HR Audit. Words to strike fear.....But - it could be just what your business needs. Here are just a few ways it can h...
30/05/2023

HR Audit. Words to strike fear.....

But - it could be just what your business needs. Here are just a few ways it can help:

The Legal Stuff

Yes, you can probably find out most of the ‘rules’ from the internet or from ACAS. But really, do you have the time? Wading through pages and pages of internet searches, trying to work out which bits apply to you, which bits don’t, and how to put the darned things into practice are all areas where a I can help.

Getting this wrong can be expensive. According to the British Chamber of Commerce, the average cost of an Employment Tribunal is £8,500, with awards ranging from a few weeks’ pay, up to a maximum basic award for unfair dismissal being £17, 130, compensatory award up to £93, 878 and unlimited awards on discrimination, whistleblowing and carrying out H&S activities. Average awards for unfair dismissal are around £11,000.

Ouch.

Handbook/ Policies

Often they either don't exist or they were written and published in all their glory several years ago, but the enthusiasm soon died away, more pressing business needs took over and they quickly got out of date. Also, they have a tendency to be written based Google searches. And they read like it. Your policies and handbook can be a great way to promote your business and your culture. Or they can be dull, unloved, and uninspiring documents that never see the light of day….

The Dreaded HR Procedures

The trick is making sure that you only implement procedures that either ensure you are compliant or add value to your business. You know, ones that your managers understand. Ones that they see the point to. Ones that serve a genuine purpose. Some processes you legally need, others help you to keep records, see where things are going well (or not so well) in your organisation, and ensure that your business is fair and open in the way it treats your employees. Your HR Audit will cover all of these points.

So, if any of this has you sweating.... it's time to get in touch!

Are your managers confident with change? If not, PPHR can provide you with the training that they need to make change st...
23/05/2023

Are your managers confident with change? If not, PPHR can provide you with the training that they need to make change stick. Why not get in touch?

Client: Employee X isn't following the policy on calling in sickMe: Are they aware of the policy?Client: Absolutely. ...
15/05/2023

Client: Employee X isn't following the policy on calling in sick

Me: Are they aware of the policy?

Client: Absolutely. We updated it 3 months ago, and put it on the intranet.....

Communicating with your teams is one of the best ways to keep them engaged. Yes, even better that fruit on Reception or Onesie Fridays.....

But without a clear plan, or actual, person interaction, it's actually more difficult than it looks.

Did you know that PPHR can work with you to develop a clear, fit for purpose internal communications plan as part of any change programme - whether that's a small policy change or a large reorganisation?

Why not get in touch?

Let’s talk about marketing…..But why, you say, you are HR? Let me ask you a question. How much time and thought (and no...
11/05/2023

Let’s talk about marketing…..

But why, you say, you are HR?

Let me ask you a question. How much time and thought (and no doubt money) do you put into advertising your product or service?

The chances are you take a lot of care and attention, making sure the advert appeals to the right market and makes what you are selling look fantastic (which it no doubt is).

Now let me ask you another question. Do you apply the same logic to looking for a new employee?

So why wouldn’t you take the same time and care to market yourself to a potential new hire, as you would to market your product or service? After all, what you are selling is your whole company! If you take the time to think about marketing your job vacancy with the same attention to detail as you do your products, then you won’t go far wrong.

Some thoughts:

Think about where you advertise - make sure you cover all the bases, whether that’s via Social Media, a web-based recruitment platform, job centres, recruitment agencies or newspaper adverts.

Sell your Company culture. Let them know why you are so amazing, and the right choice for them.

Make sure you have a clear job description, so you can accurately describe what the role will do. Don’t just cut and paste it – remember, it’s a marketing exercise, so it should sound appealing. Oh, but don’t lie. If the role is going to be typing and filing, don’t make it out like they’ll be running the Company.

Tell them what the salary banding will be – ‘competitive salary’ just doesn’t cut it. If you genuinely think it’s competitive, say what you are paying. If you don’t think it’s genuinely competitive, then you’ll probably need to look at it again.

Shout about any great perks that you have – whether it’s free tea and coffee, a great holiday scheme or an online discount platform, let them know it’s there

Offer flexible or homeworking if you can – it doesn’t have to be full time at home, but a lot of people appreciate a day or two at home a week, or the ability to start/ finish a bit earlier or later sometimes.

Make sure that nothing in the ad is discriminatory – not only is it illegal, but you will narrow down your pool of applicants enormously – both the candidates you are discriminating against and those that want to work for an inclusive company.

So next time you need to hire, think about your brand, and what would make someone proud to work for you. Take a marketing approach to your ad – you are selling someone a great opportunity!

If this all sounds like a lot of work, then why not get in touch?

And if you have any further tips, I’d love to hear them!

Customer: Employee X is causing trouble again, and I need you to deal with it. Me: What conversations has their manage...
09/05/2023

Customer: Employee X is causing trouble again, and I need you to deal with it.

Me: What conversations has their manager had with them?

Customer: Well, none. That's what I want you to do....

One of the biggest problems that my clients have is their management teams.

Now, that may seem harsh and it is NOT because they are not experts in their fields, or that they are lazy, or that they don't want to do a good job.

It's that they have been promoted to a management position, but have never had training on how to deal with the most tricky (and scary) aspect of their job. Their people.

Did you know that PPHR can provide a package of management training courses to give your managers the tools they need to manage those tricky people problems? (and reduce the need to call me for the bad things? 😀 )

The Performance Management Cycle. Hmm, sounds fascinating doesn’t it? Actually, it’s a really useful tool to help you su...
20/03/2023

The Performance Management Cycle.

Hmm, sounds fascinating doesn’t it?

Actually, it’s a really useful tool to help you support your people in being the best that they can be – regardless of how great they are already.

Why not sign up for my free webinar to find out more?

Managing People is easy, said no one, ever.Yet many managers are promoted into people management roles without any train...
17/03/2023

Managing People is easy, said no one, ever.

Yet many managers are promoted into people management roles without any training and are expected to do just that – manage their people.

In this one-day course we will cover the core skills that you need to effectively communicate, feedback and delegate to your teams, as well as covering some of the more difficult areas of people management such as handling difficult conversations and managing performance.

The course will be held in the beautiful Devonshire Dome in Buxton on 21st April, from 09.30 – 14.30, and includes parking and lunch.

Delegate places are £200 each, but if there is an early booking discount of £25 if you book before 1st April - just use the code PPHREB.

Check out the blogs and events section of my website for more information or hit the button below to book now!

Address

16a Buxton Road
New Mills

Telephone

+447944251227

Website

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