{"id":62,"date":"2013-01-24T12:24:00","date_gmt":"2013-01-24T12:24:00","guid":{"rendered":"http:\/\/sjbealehrconsult-co-uk.php5.hostingweb.co.uk\/blog\/?p=62"},"modified":"2013-12-06T21:01:14","modified_gmt":"2013-12-06T20:01:14","slug":"how-to-choose-your-hr-support-and-advice","status":"publish","type":"post","link":"https:\/\/sjbealehrconsult.co.uk\/blog\/how-to-choose-your-hr-support-and-advice\/","title":{"rendered":"How to Choose Your HR Support and Advice"},"content":{"rendered":"<div><\/div>\n<p>HR support doesn&#8217;t need to be in the form of an HR department. \u00a0Whilst that may suit large organisations which employ lots of staff, with a small company it is just not necessary because there is often no need and \u00a0it is considered too costly even to employ an HR Manager. \u00a0However, there will be situations that arise whereby even a small company will need HR support or employment law advice from time to time. \u00a0These days there are many providers of independent HR support and advice &#8211; large independent call centres, call centres linked to chambers of commerce, employment lawyers and independent HR consultants to consider.<\/p>\n<p>Even the internet can be used to source HR advice, but employers must beware of failing to correctly understand the information they obtain and then acting inappropriately. \u00a0I recently heard about a business owner who wanted to dismiss a senior member of staff for poor performance. \u00a0The business owner had not spoken to the employee about this at all. \u00a0Instead he sought a template document off a business related website that informed the employee he was being invited to a meeting in order to be dismissed. \u00a0 If the business owner had sent that letter then he could have ended up with a costly employment tribunal, however he did actually speak to an HR consultant before doing so and was given correct advice on how to proceed.<\/p>\n<p>The choice of HR support will depend on what type of service a company is looking for. \u00a0A call centre HR service provider may be able to offer telephone HR advice but the chances are that different call centre operatives will pick up a call related to an ongoing situation, therefore, there will be advice from various advisors which may not always be good. \u00a0By choosing either an independent HR consultant or an employment lawyer a more personal service is provided and by speaking to the same person each time an HR issue arises a relationship is built up. \u00a0The advisor will get to know about the business and possibly the more problematic members of staff, therefore the advice will be more tailored.<\/p>\n<p>The budget available for HR support could determine the type of HR support service required. \u00a0In general the larger HR advice providers may charge a large annual sum for retained HR support and lock companies into lengthy, inflexible contracts. \u00a0This is because they will have much higher overheads eg building and staff costs. \u00a0Likewise employment lawyers, traditionally have a high fee structure. \u00a0Perhaps the cheapest option could be an HR consultant who has lots of practical HR experience and good employment law knowledge. \u00a0If they are CIPD qualified this is a good indicator that they have met the rigorous standards of the Chartered Institute of Personnel and Development and will provide a good standard of advice.<\/p>\n<p>There may be bolt on services that an employer may require in addition to telephone and email HR advice. \u00a0For example there may be the requirement for HR documentation such as employment contracts, employee handbooks, job descriptions and scripts. \u00a0Large HR service providers may provide online access to template documentation that can be easily downloaded. \u00a0However it is important to ensure that back up advice is available on the use of such documents to ensure that they will be used appropriately and legally. \u00a0An independent HR consultant or an employment lawyer should be able to provide a similar service on an as required basis, but again the cost should be established.<\/p>\n<p>Whilst a call centre can provide excellent HR advice on the phone and via email in the majority of cases they can not provide any on site HR support. \u00a0Sometimes employers may need the back up support of an HR professional on site to help them with a difficult employee situation eg to have coaching with a disciplinary hearing and note taking or to assist with recruitment. \u00a0Few employment lawyers provide this service, however, a flexible HR consultant would more than likely be able to assist.<\/p>\n<p>So when considering sources of HR support and advice there are key points to consider. \u00a0The most important thing for companies to remember is to get HR assistance when they are unsure of how to proceed with an employment problem otherwise it could cost them dear in an employment tribunal.<\/p>\n<p>If you need HR support and advice call Sandra Beale on 07762 771290.<br \/>\n<a href=\"http:\/\/www.sjbealehrconsult.co.uk\/\">www.sjbealehrconsult.co.uk<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>HR support doesn&#8217;t need to be in the form of an HR department. \u00a0Whilst that may suit large organisations which employ lots of staff, with a small company it is just not necessary because there is often no need and \u00a0it is considered too costly even to employ an HR Manager. \u00a0However, there will be [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[127,130,129,128],"tags":[],"class_list":["post-62","post","type-post","status-publish","format-standard","hentry","category-employment-law-advice","category-employment-law-support","category-hr-advice","category-hr-support"],"aioseo_notices":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO 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