Our Services

Our Services

Our services are available to any size of organisation, industry or profession. I will tailor the services to meet your requirements and assist you in achieving your business goals. 

If you need expert advice and a friendly HR service, contact Caroline Chapman for a FREE, no obligation consultation on 01908 272855 or complete our contact form and I will get back to you as soon as possible.

Employee Relations

Employee Relations involves maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations. 

Advice and training can be provided to line managers/supervisors on how to correct poor performance and employee misconduct. In such instances, discipline procedures may be considered, so training in actioning this and understanding how to resolve employee grievances and appeals is vital. Information is also provided to employees to promote a better understanding of management's goals and policies to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace. Employees are advised about applicable regulations and legislation.

Employment Law

It is essential that you be compliant with statutory regulations, but with the law constantly changing it is hard to keep up. I am experienced in all aspects of employment law and I can offer advice on any queries or issues you may have or manage the situation on your behalf. Failure to comply with statutory regulations can be costly to a business. I can assist with:
  • Discrimination
  • Disciplinaries and grievances
  • Bullying and harassment
  • Redundancy
  • TUPE Transfers
  • Maternity/ Paternity rights
Many employers will find themselves having to deal with disciplinary and grievance issues at some point and it is critical they are actioned in line with current dispute regulations or you could find yourself in an employment tribunal. No employer wants to go through a discipline and grievance process, they are time-consuming, potentially costly and can damage employee relations and reputation, as well as the bank balance.

What you need is a robust disciplinary and grievance procedure that all your line managers are very familiar with. This promotes good management practice. It is also an invaluable tool to address performance issues, bullying and harassment or complaints from employees.

Performance Management

“Management by objectives works, if you know the objectives” Peter Drucker

One of HR’s most vital roles is that of performance management. It is essential, especially in a small business, that your workforce is operating at optimum level. If your employees are not and this could be for a number of reasons - poor management, communication issues, objectives not set strategically in line with the business requirements - this is very costly to your business, but very easy to rectify.

Your workforce is critical to your business - but do you evaluate their performance?

There is no place for ambiguity in a business strategy and if you do not have a performance management programme that sets out clearly what you expect of your employees, you will not get the best out of them. It is also beneficial to employees as it increases communication, awareness of achievements and provides guidance, structure and training recommendations. 

If you would like a performance management programme introduced or a tailor-made solution, we can deliver a programme that brings clarity and results.

Recruitment and Selection

The cost of recruiting the wrong person is equal to 50% of their basic annual salary, not to mention management time, loss of sales and staff morale. It is essential to get recruitment right in the first place by ensuring you are hiring the person based on their competencies, not personality.

Looking at the candidate’s technical ability, assessing their team working capabilities, their behavioural pattern and verbal and numerical reasoning need to be all taken into consideration. Recommended interview selection process:
  1. Discuss the position with the line manager; get a list of qualification requirements, key skills and attributes.  
  2. Ensure an accurate job description, to enable a correct job fit.
  3. Advertise the position in relevant media.  
  4. Select suitable candidates from CV submission and conduct first interview. At first interview carry out personal profile analysis and psychometric tests, if applicable. 
  5. Run all tests and evaluate performance, use the results alongside interview notes and select candidates for second interview.
  6. Organise date and venue of second interview and advise candidates, I can be present at second interview if requested.
  7. All test results and personality profile information will be supplied for second interview.
  8. YOU select preferred candidate. 
We have the expertise to help you get it right first time.

Stress and Risk Audit Management

“Brain cells create ideas. Stress kills brain cells. Stress is not a good idea.” Frederick Saunders

In a recent survey, nearly 70% of employers said employee engagement was their biggest human resources challenge. Organisations are running significant risks with their employees in allowing higher workload to erode wellbeing. This is counter-productive from the productivity, quality and service perspective and a serious driver of employee disengagement. 

With the recent economic issues, many companies have been forced to restructure their workforce and this often leads to stress due to uncertainty and increased workload. Stress costs the British economy 70 million working days a year in absence, with the cost of absenteeism to the UK economy estimated at a staggering 17 billion per annum, that is equal to 40% of all absenteeism. Long-term absence from a staff member that is critical to the business can have a significant impact, especially on a small business.

We cannot remove stress, but we can help manage it with a stress risk audit and stress management training for employees.
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