Quiz | 8 essential HR areas SMEs need to address - to save management time, worry and money.

Source

Hidden 2

Hidden 3

Email Header

Email Footer

Compliance and keeping up to date

Available values for Topic 1

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

Are you confident that you are compliant and up to date with HR and employment law?*

No, and that concerns me
I know there are areas we need to look at, but don’t have time
Fairly confident. We have someone/an HR company who keeps us updated
Yes, very confident, we do regular HR audits and HR documents are updated in real time when there are changes

This field is required.

New Starters

Available values for Topic 2

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

When do new employees receive their contract of employment?*

What contract?
We usually get around to it within the first 8 weeks
We aim for within the first week or so
Always on or before their first day

This field is required.

Do you provide an induction for new starters?*

We don’t have time, they have to pick it up as they go
We try, but it’s basic and inconsistent
Yes, but it needs improving
We have a robust and consistent induction that ensures new starters have all the informatoin they need

This field is required.

Employee Handbook

Available values for Topic 3

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

When did you last update your employee handbook and/or HR policies and procedures?*

We don’t have those resources and we’re not sure where to start
Not sure, a long time ago and probably more than 2 years, it feels out of control
We try, but it is difficult and time consuming. It was at least 12 months ago
They’re updated to reflect any changes in real time

This field is required.

Contracts of employment

Available values for Topic 4

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

When did you last update your contracts of employment?*

We don’t have contracts, which leaves us feeling vulnerable
I don't know when they were last updated, which is a bit worrying
Within the last two years. Ideally, we’d review more frequently
They are updated on a regular basis whenever needed

This field is required.

Do you have a signed contract of employment for every employee?*

That’s not something we track, which is worrying
Not for everyone, it’s difficult to keep track and can get out of control
I don’t know for sure but I think so, it would be great to have an easy way to do this
Yes. We monitor this as part of our induction and have an employee database that allows us to audit this.

This field is required.

Communication

Available values for Topic 5

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

How do you communicate your working practices and codes of conduct to employees?*

We don’t, which can lead to misunderstandings and stress on both sides
People catch on as they start working with us
During induction, but this can be inconsistant as it depends who gives the induction and how much time they have
During induction which is delieved online, and then employees have ongoing access and reminders

This field is required.

How do you communicate HR changes to employees?*

We don’t! I can see how this could lead to problems, it needs fixing quick!
We aim to email details if it’s relevant but it’s often overlooked
Most staff are advised, but there is no central place they can refer or review changes
We have a clear and effective process that notifies everyone of changes.

This field is required.

Holiday and Absence

Available values for Topic 6

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

How do you manage and calculate holidays?*

Not accurately, it’s confusing and easy to make mistakes
We don’t have one clear system and its time consuming
Request forms and a spreadsheet. It’s ok but needs streamlining
Our dedicated software calculates entitlement, processes requests and shows who is off when

This field is required.

Is sickness absence monitored accurately?*

No, not at all, we’re not sure if absence is an issue for us
We record the basic details for payroll, perhaps we could do more with it
Yes, manually. But we don’t always identify and address issues
Yes, we use an absense system and it allows us to identify problems and address them

This field is required.

Personnel files and data protection

Available values for Topic 7

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

How do you securely store employee data?*

We don’t keep anything sensitive so we don’t need to worry, do we?
In a filing cabinet, it feels antiquated and not always secure
Some in a filing cabinet and some on a secure drive. It's all a bit fragmented
We store all records digitally on-line in. Its secure and easy to access. It saves time and gives peace of mind

This field is required.

How do you keep employee details up to date and accurate?*

We don’t have the capacity, it’s a huge job and difficult to manage, so we don’t do it
We rely on employees to inform us of any changes, they don’t always get recorded
We try to audit our records on a regular basis, but it can get missed
Our database allows employees to updates thier own personal details and we remind them to check their details on a regular basis

This field is required.

Employee Wellbeing

Available values for Topic 8

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

Do you have a wellbeing policy or strategy?*

No, we haven't really thought about it
No, we ask employees to speak to their manager if they’re struggling
We have a policy, but have not been pro-active in developing any strategy
Yes. We review this on a regular basis and consider employee wellbeing a priority

This field is required.

How do you raise awarness and promote wellbeing?*

We don't. we’ve never had to, but if we did we’re not prepared
An employee assistance programme, but no one really uses it
We have a mental health first aider, but don't cover any other areas
We have informatoin and sign posting on differant areas of wellbeing and do regular communications.

This field is required.

Segmentation

Where do you go when you need HR guidance?*

I never seek guidance
Online (e.g. Google, social media)
We subscribe to a guidance website
We have access to HR experts who we can speak to

This field is required.

Do you have any employees who work from home (either all the time or part of the time)*

Yes
No

This field is required.

Do you have a dedicated HR department?*

Yes
No

This field is required.

If no, what is the job title of the person who looks after HR:*

This field is required.

Final Details

One final step before we email you through your PDF report which includes:

Your score...
Your key areas of improvement
Quick suggestions to improve each key area

Your personalised report will be emailed to you along with relevant tips supporting your score. View our Privacy Policy

Identify the lowest topic number

Do not edit me.

Showing the {N} lowest Key Areas of Improvement

LOWEST(N) ~> LOWEST(2)
HIGHEST(N) ~> HIGHEST(2)
AND Check to is Total number of Highest / Lowest keys wanted to show on Appearance tab

OR: use MIN / MAX and check to is Identify the lowest topic number on Appearance tab

Topic 1 Gap

Do not edit me.

Topic 2 Gap

Do not edit me.

Topic 3 Gap

Do not edit me.

Topic 4 Gap

Do not edit me.

Topic 5 Gap

Do not edit me.

Topic 6 Gap

Do not edit me.

Topic 7 Gap

Do not edit me.

Topic 8 Gap

Do not edit me.

Topic 1 Yes Most Important

Do not edit me

Topic 2 Yes Most Important

Do not edit me.

Topic 3 Yes Most Important

Do not edit me

Topic 4 Yes Most Important

Do not edit me.

Topic 5 Yes Most Important

Do not edit me.

Topic 6 Yes Most Important

Do not edit me.

Topic 7 Yes Most Important

Do not edit me

Topic 8 Yes Most Important

Do not edit me

General Feedback text for Overall score of 0-33%

General Feedback text for Overall score of 34-66%

General Feedback text for Overall score of 67-100%

This is a GOOD overall score.  Congratulations. But there could be some areas where improvement could be made. It’s often these finer details that can trip you up if they are not addressed.The next step may be to dive deeper into the detail of some of you HR documents, like the contracts of employment, to make sure they are not only compliant, but are appropriate for your business and provide wider protection and flexibility for the organisation.  Making sure you have an easy and effective way of communicating to employees (especially when there are changes) is key to keeping on top of HR. Communication should start at induction and continue throughout employment. Many organisations fail to communicate changes and then find that they cannot rely on the changes or HR documentation.You may also want to audit your HR to make sure you have all the required documents on file (ideally electronically), such as a signed contract of employment and right to work in the UK documentation for every employee.

Topic 1 Key Area of Improvement

Compliance and keeping up to dateMany organisations struggle to maintain HR compliance and to keep up to date with employment law, because it changes so often. However, this is a key part of minimising the many risks associated with employing people. Lack of compliance increases potential liability and leads to disputes and even litigation, which can be costly and time consuming.HR documents must be communicated to employees along with any changes, because if you do not communicate you cannot rely on the HR policy or document, or changes made. Employment tribunals are littered with examples of employers losing cases because they could not evidence their documents and/or that they had been communicated.  We recommend having systems in place to ensure that you keep up to date and can action and communicate any changes when required. Relying on out-of-date HR policies or procedures can be a recipe for disaster. We had a new client who had an out-of-date retirement policy. Luckily, they spoke to us first, because had they tried to rely on it, they would have faced a claim for unfair dismissal and discrimination, which could have cost many thousands of pounds, all for the sake of keeping up to date.We guarantee for our clients that policies and procedures will be kept up to date in real time when there is a change in legislation, and that changes are communicated to employees.

Topic 2 Key Area of Improvement

New StartersA new starter must be issued with a written statement of their terms (or contract of employment) on or before their first day of work. They should also be provided with copies of HR policies (some of which are legal requirements), working practices and/or codes of conduct.An effective and consistent induction helps ensure new starters have all the information they need to succeed in their roles and are clear about what is expected of them.It’s important that they know how to navigate the organisation. This enables them to settle in, be more productive and contribute more quickly. Lack of clear induction has been shown to be a contributing factor to people leaving jobs within the early stages of employment. This costs the business time and money.When people are clear from the outset about working practices and what is expected, it reduces the number of potential problems that can arise when boundaries have not been set. Clarity around roles and expectations has been shown to be one of the factors that can improve wellbeing (because it can be stressful not to have such clarity).We recommend that every business has a clear procedure for issuing contracts of employment and related HR documentation to new starters. In addition, we recommend a clear and consistent HR induction that covers everything and provides resources that new employees can refer to as they learn about their new job and the working environment.Having part of this induction online ensures consistency, saves management time and allows employees to absorb the information at their own pace, referring back to it when needed.

Topic 3 Key Area of Improvement

Employee HandbookAn employee handbook is a valuable tool that allows you to communicate the company’s working practices, codes of conduct and HR policies and procedures (e.g., disciplinary and grievance policies and procedures).A handbook, or separate policies and procedures, must be communicated properly to employees. It is no good sitting on a shelf gathering dust or in a draw, as it will not be worth the paper it’s written on, because if you do not communicate it, you cannot rely on it.  And you also need to communicate any changes.Employment tribunals are littered with examples where employers have lost cases because they could not evidence that they had communicated a policy and/or communicated changes.An employee handbook is a working document; it should evolve and change over time as there are changes in employment law, social trends or within the business.We provide ‘on-line’ employee handbooks that we guarantee to keep up to date, in real time, when there are changes in employment law, and will recommend new content due to changes in social trends (e.g. working from home), so your handbook evolves.Importantly every employee can access the content 24/7 and receives notifications when there are changes.

Topic 4 Key Area of Improvement

Contracts of employmentThe contract of employment is the most important document in the employment relationship.  It determines what you can and cannot do in situations. Many contracts fail to provide the protection and flexibility for the business that can be achieved.This leaves the employer with limited options in certain situations and can cost money as they have to make unnecessary payments or are unable to make deductions! Employers can find their hands tied, when a well drafted contract can give more options and greater flexibility, which is critical in a time of recession or economic uncertainty (or indeed any time in business).One client had an employee who damaged their laptop when they threw it against the wall (they were having a particularly bad day). The question, ‘can we make a deduction from the employees pay for the laptop?’ was determined by the wording of the contract. And in this case, they could.  This is just one example. There are many other ways the contract can provide flexibility and protection and save the business money.We draft bespoke contracts for clients to ensure maximum protection and also set up simple systems to ensure that the company can issue the contract easily to fulfil the legal requirement to issue the contract (or written statement) on or before the first day of employment.

Topic 5 Key Area of Improvement

CommunicationCommunication is key when it comes to HR. You need to clearly communicate your terms, policies and working practices to employees. Most importantly, you must communicate when things change. You can’t rely on your terms or policies if they have not been communicated.If an employee can say, ‘I didn’t know, I wasn’t told’ then they can’t be held accountable. Equally, if employees have clarity, it is less likely that issues will arise in the first place. If they do, they can generally be resolved more quickly and amicably if communication has been effective.Employers have lost employment tribunal claims because they have been unable to confirm there was clear communication. Successful tribunal outcomes happen when employers can demonstrate that an employee was fully aware of the ‘rules’ and understood the potential consequences of breaking them.You cannot over communicate.We recommend that every business has a HR communications strategy that ensures employees are kept fully informed. We provide our clients with an easy system that gives employees access to everything they need from their induction when they first join and throughout employment. It communicates any changes in real time.

Topic 6 Key Area of Improvement

Holiday and AbsenceIt’s important to monitor holidays and absence as both are a direct cost to the business. You must ensure that employees are not taking more holiday than they are entitled to, that you are monitoring absence and addressing issues.A good online holiday system saves time, it calculates holiday and shows employees a running total of holiday taken and holiday available.  Line managers can then authorise or decline holiday requests at the click of a button.Monitoring is the first step in reducing absence. Having the right information is essential and we recommend requiring employees to complete self-certification forms for any period of unplanned absence and asking key questions, such as the reason for absence and whether  or not it is related to work.We recommend that every business has a clear holiday request system as well as clear and accurate absence monitoring. Using an online system saves time and highlights areas of concern.

Topic 7 Key Area of Improvement

Topic 8 Key Area of Improvement

Employee WellbeingIt has been shown that an employee’s overall wellbeing will have a direct impact on how they perform in their job role, which in turn has an impact on the business. Providing support to employees and monitoring wellbeing, will help reduce absence and even improve engagement, performance, and productivity.Many organisations provide wellbeing information, services or support to their employees. Wellbeing covers many areas. It’s not just about mental health. It also includes physical, financial, and emotional wellbeing.  It also encompasses areas such as domestic abuse and menopause.Putting in place simple, but effective support and signposting can help employees and reduce the risk of matters escalating. It can have a positive impact for both the employer and employees.How people work will also impact on their wellbeing. If people have clarity around their job role and what is expected, have some control and autonomy (where possible) and there is a supportive environment, this will have a big impact on wellbeing.We recommend that every employer has a wellbeing policy and provides employees with information and signposting. Wellbeing can also include wider wellbeing strategies from wellbeing surveys to regular wellbeing communication and talks.Our wellbeing content includes many areas of wellbeing and signposting and provides regular reminders about where to find information. We can also run wellbeing surveys and provide external wellbeing coaching sessions for employees.

Call to Action

So how can you avoid HR problems?  The good news is that all these HR problems are avoidable if you have good HR foundations and the right systems and processes in place.  Our HR Portals, YourHR.space, have everything you need and covers the following :  <ol><li>Guaranteed compliance with employment law with real time updates to policy documents.</li><li>Your employee handbook online with all your HR content written by HR experts and tailored to your business.</li><li>An online induction process for new starters so they get all the information they need</li><li>Bespoke drafting of contract of employment to provide the best protection and flexibility</li><li>A central reference point for employees for everything HR available 24/7 and automated communications when there are changes</li><li>A database to streamline your HR administration, store employee files and make sure you are meeting data protection requirements</li><li>A holiday and absence management system to ensure you keep accurate records and highlight any problem areas.</li><li>A wellbeing area with signposting, links, videos and tools, with regular notifications and reminders.</li></ol>  An HR Portal is a great strategy and tool to help you manage HR, particularly if you don’t have the expertise in house or do not have the time needed to ‘do it yourself’.   Even experienced HR professionals value the clarity and time saving that YourHR.space brings as it frees them up to focus on other areas of HR.  We offer a free, up to 1-hour, HR Discovery Meeting via Zoom for any SME looking to find out how to avoid HR problems and take a pro-active approach to their HR. Within this time, we will:  <ul><li>Discuss what you currently have in place and highlight any gaps.</li><li>Identify where you are most vulnerable and currently at risk. Identify the biggest HR issues or challenges and discuss strategies to resolve these.</li><li>Provide a demonstration of YourHR.space.</li></ul>  To book a Zoom-meeting please contact Katherine on 01702 216573 or <a href="mailto:katherine@practicalhr.co.uk">katherine@practicalhr.co.uk</a> who will co-ordinate diaries and find a mutually convenient time.

Topic 1 Detailed Text for 0-33%

Topic 1 Detailed Text for 34-66%

Topic 1 Detailed Text for 67-100%

Topic 2 Detailed Text for 0-33%

Topic 2 Detailed Text for 34-66%

Topic 2 Detailed Text for 67-100%

Topic 3 Detailed Text for 0-33%

Topic 3 Detailed Text for 34-66%

Topic 3 Detailed Text for 67-100%

Topic 4 Detailed Text for 0-33%

Topic 4 Detailed Text for 34-66%

Topic 4 Detailed Text for 67-100%

Topic 5 Detailed Text for 0-33%

Topic 5 Detailed Text for 34-66%

Topic 5 Detailed Text for 67-100%

Topic 6 Detailed Text for 0-33%

Topic 6 Detailed Text for 34-66%

Topic 6 Detailed Text for 67-100%

Topic 7 Detailed Text for 0-33%

Topic 7 Detailed Text for 34-66%

Topic 7 Detailed Text for 67-100%

Topic 8 Detailed Text for 0-33%

Topic 8 Detailed Text for 34-66%

Topic 8 Detailed Text for 67-100%

Topic 1 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Topic 2 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Topic 3 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Topic 4 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Topic 5 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Topic 6 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Topic 7 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Topic 8 %

Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.

Testimonial 1

Testimonial 2

Overall Total Number

Add in ALL questions below. This will simply add up all questions and give a total number of points for all.

Overall Current Percentage

Creation note: Change "40" to the number of total points available in this quiz.

E.g. Total of 6 questions is 4x6 = "24". Total of 8 questions is 4x8 = "32". etc

All topics have 100% scored - Message

Dont change Label

Final score is Low

Do not edit me.

Final score is Medium

Do not edit me.

Final score is High

Do not edit me.

Key Area(s) of Improvement Title