Outsourcing HR

Outsourcing your HR function provides you with all the benefits of a professionally led and resourced internal department but without the same overheads. You can define exactly what HR services are delivered to you and how. HR Management Support can provide a range of services from total professional and administrative support, which will relieve you from having to appoint a member of your own staff to oversee or administer confidential and sensitive personnel issues, to an on demand service that can provide support direct to your managers at a time of need.

The decision will be made by you based on your needs, experience and resources

Typically a business retaining HR Management Support has recognised that people issues require knowledge, experience and time to resolve, but the business cannot justify the recruitment of a full time qualified professional. Recruiting an inexperienced HR Officer/Administrator does not resolve the problem as they require training and lack the experience to assess risk and manage contentious issues.

You might decide that you would like an HR Manager on-site 1, 2 or more days a week to handle all HR matters, handle enquiries from line-managers and build a professional HR function, or you might decide that you would like support on call as and when you need it. We make recommendations based on what you wish to achieve, so each solution is tailor-made to your requirements.

Outsourced HR Support Service:

Dependent on the size and needs of your organisation an outsourced support service could cover the whole or just some of the following:

Employment Legislation :

• Provide professional advice and guidance on legislation affecting employment to ensure harmony at work and minimise the likelihood of financial loss that can result from breach of contract claims, unfair dismissal, compensation, redundancy payments, overpayment of wages etc

Employee Relations :

• Advise, monitor, develop and maintain good working practices in relation to contractual relationships and their termination with specific regard to communication, discipline and grievance.
• Actively encourage involvement of employees to develop the company.

Policies & Procedures :

• Develop and maintain or improve Company policies and procedures relating to Human Resources of the business in line with best working practices

Selection & Recruitment :

• Assist in the selection process, produce job descriptions, job specifications, place advertisements, receive applications and short-list candidates, arrange and support interviews
• Formulate and establish a contract of employment with selected candidates
• Provide a service to arrange for cover by temporary placements and casual assignments

Salary & Benefits :

• Establish and maintain procedures that ensure employees are paid in accordance with company policy.
• Develop and maintain pay and benefit packages with due regard to the market place
• Analyse and review payment structure and rates of pay.
• Monitor and advise on benefits packages to ensure compliance with appropriate legislation and tax regulations.

Employee benefits :

• Administer and advise on employee benefit schemes such as Pensions, Private Health Cover, Share Option Schemes etc

Performance Management :

• Develop manage and administer a process that enables objective setting and measures against company goals and values and facilitates feedback on job performance, guidance on performance improvement and training and development opportunities

Personnel Administration :

• Create and maintain accurate and up-to-date personnel records for all staff.
• Administer matters relating to employees efficiently, cost effectively and with due regard to confidentiality and the requirements of the Data Protection Act.
• Supply regular and as requested data reports and statistics to assist with manpower planning, budgetary and cost control

Manpower Planning/Succession Planning :

• Assist in establishing forecasts for future manpower needs in relation to the Company’s strategic plan.
• Identify and plan strategies for the development of key personnel

Learning and Development:

• Assist with identifying employee training needs
• Plan, implement and administer training as required
• Provide an induction programme for all new employees
• Arrange and monitor all internal and external training courses
• Assist in the preparation of training plans and budgets
• Advise, assist and monitor Government training schemes and initiatives, local schools/college liaison and work experience programmes
• Develop and manage apprenticeship programmes
• Develop and manage graduate development programmes
• Liaise with accreditation bodies and professional institutions
• Develop and maintain development programmes that meet the criteria of the professional accrediting bodies

Occupational Health :

• On receipt of medical reports, pre-employment questionnaires, medical certificates etc., provide advice & guidance to managers and employees in relation to Disability Discrimination, Risk Assessments, Reasonable adjustment, medical referral, ill health retirement or PHI etc.

Welfare:

• Provide advice and guidance to managers in order to assist them in dealing with their employee welfare matters.