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As part of our rapidly growing Employment Law and HR Services team, mfg Solicitors established a dedicated Human Resources Service to guide, advise, lead and manage businesses through a variety of HR and employment matters.
Our HR Services are designed to supports clients who may not be large enough to support dedicated HR staff or the current in-house resources may be overstretched. Either way, many of our clients have faced similar issues and turned to us for expert advice and help from a qualified CIPD HR Professional.
All Operational HR areas including grievances, disciplinaries, dismissals, application of family friendly policies, job descriptions, absence and welfare management.
As part of our recruitment service, we can organise and manage your advertising, candidate screening, psychometric profiling and competency based interviewing needs.
From developing job descriptions to managing the employee appraisal process and developing and implementing performance improvement plans to training and development programmes, we can provide practical and effective guidance and tools to actively manage the performance of your employees.
As your business is developing it may be necessary to align your HR practices and procedures to your business strategy. It is also important to align your HR practices and procedures with each other to ensure consistency of application.
We can ensure that all HR practices, policies and procedures are fit for purpose and streamlined to your business. This can include migrating from manual to computerised systems, implementing employee portals and as required the outsourcing of HR Services such as recruitment, payroll and training.
In addition, we are able to provide support and guidance regarding automating your HR systems, recommending templates and forms as well as assisting with any plans you may have migrating from a manual to computerised system.
Support and guidance can also be provided regarding the implementation of a computerised Human Resources Information System (HRIS) through reviewing third parties and making the necessary recommendations.
We are able to develop and implement HR KPI’s aligned to your business plan including the communication plan and output requirements. A balanced scorecard approach can be utilised to measure and record your labour turnover, absence, headcount, recruitment £, training £, HSE etc to meet your specific requirements.
When it’s time to review your internal structures we can help with your re-organisational requirements including spans of control. We are also able to recommend areas to outsourcing moving your fixed costs to variable costs. In addition, we can assist with redundancy and TUPE exercises always ensuring legislative requirements are met.
Aligned to your performance management process, we can help you to implement new employee appraisals process or review those existing arrangements to ensure total expectation matching for both you the employer and the employee.
The process can be expanded to include the development of job descriptions, setting individual employee and / or team objectives, through to succession planning, talent management and training and development.
To enhance your current training and development programmes we can design and implement a management development programme to help support and grow your management team. We are able to deliver workshops and seminars to support this management initiative. In addition, we can help you to identify the need for management development and realise the potential of your management team.
As part of your employee appraisal process, we are able to identify those employees who will be the future of your business. Whether it is at an apprentice level or identifying your future leaders, we are able to offer support and guidance to identify, retain, develop and promote this valuable internal resource.
A programme to help you achieve your business plan by ensuring that you are able to attract, engage, retain and develop key employees whereby they have a particular specialism and / or are high potential individuals.
Enabling your employees a communication feedback mechanism is vital in order to ensure that your employees have a voice. Mechanisms can include the implementation of a Company newsletter or simple employee questionnaire. Other more comprehensive processes include the formation of employee committees or improvement / communication teams and developing your Intranet. Whichever mechanism is best for you, we can provide practical advice and support you through.
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