{"id":3480,"date":"2018-01-09T12:28:11","date_gmt":"2018-01-09T12:28:11","guid":{"rendered":"https:\/\/rrpassociates.co.uk\/?p=3480"},"modified":"2018-01-09T12:53:37","modified_gmt":"2018-01-09T12:53:37","slug":"get-hr-employment-shape-2018","status":"publish","type":"post","link":"https:\/\/rrpassociates.co.uk\/general-news\/get-hr-employment-shape-2018\/","title":{"rendered":"Are your HR and employment practices in good shape for 2018?"},"content":{"rendered":"

With the New Year underway, now may be the time to consider whether your current HR and employment practices are in the best shape possible for taking your business to where it wants to be during the next 12 months. Simonne Watts, Head of Employment Law<\/a> at leading regional law firm RRP Associates has a few suggestions of how to get your HR up to speed for a successful 2018.<\/p>\n

Be proactive!<\/strong><\/h4>\n

Do not underestimate the benefit of a review. Being proactive and ensuring that your HR and employment practices are relevant, fair and legally compliant can have multiple advantages such as increasing productivity and staff retention\u00a0 and reducing legal risks and overall costs.<\/p>\n

Take the challenge<\/strong><\/h4>\n

Carrying out a review may sound challenging but all you are aiming to do is understand whether the HR and employment practices are fit for purpose. All businesses will have a unique set of considerations in terms of operational and financial objectives for the next 12 months; these objectives are likely to determine the extent of the review.<\/p>\n

Getting ready for a big event<\/strong><\/h4>\n

Organisational change<\/a> may already be at the top of the agenda for this year.\u00a0 If this is the case, it is unlikely \u201cthe people aspect\u201d of your business can be ignored because it will be important to ensure that HR is aligned to your strategic vision for the organisation.<\/p>\n

If the aim is to grow your business, your retention and recruitment practices may need to be considered to make certain that you will be able to keep hold of and attract the best talent.\u00a0\u00a0 Employers wanting to gain advantage on competitors will recognise that opportunities could be lost if the focus is just on salary; some individuals place more importance on other factors such as progression, training, a supportive management culture and flexible working arrangements. To get the most out of the review these areas of the business will need to be scrutinised.<\/p>\n

A period of consolidation may alternatively be on the agenda. This may involve changes to job functions, terms and conditions or even a reduction in headcount.\u00a0 In order to prepare for changes that will impact on the workforce a review or current policies, practices and contracts of employment ahead of the implementation stage is advisable; legal risks and any contractual inflexibility can be identified and addressed.<\/p>\n

Focus on tackling problem areas<\/strong><\/h4>\n

The trigger for the review may be limited to a specific problem that has been identified. \u00a0For example:<\/p>\n