HR Consultancy Service in Norfolk Suffolk Cambridge and Essex
Three watchwords - RESEARCH - RECRUIT - RETAIN
We can help, advise and assist on a host of issues such as;
Employment Law - e.g. working time regulations, discrimination, parental leave
HR policies and procedures - e.g. disciplinary, health & safety, absence
Employee issues - e.g. managing absence, managing performance
Recruitment - from advertising to induction
HR strategy - look at the company holistically and plan ahead.
HR planning - making the best use of your human resource
Management practice - e.g. performance & change management
Investors In People award - we can work with you to achieve it.
Health and safety management
Training and development
We can also work with your management or existing HR Team:
Deal with complicated employment legislation and the implications for your business, such as working time regulations, Parental leave, sex, race and disability discrimination.;
Handle and produce contracts and induction procedures;
Document policies and procedures and keep them updated for you. This can cover grievance procedures, disciplinary procedures and Health and Safety;
We can help you to computerise your Personnel data and produce monthly reports on issues such as cost of absence due to sickness. We can then work with you to reduce this costly burden.
We can even arrange to have your payroll run for you;
Badger consultants can advise you on Management practices, HR strategy, HR planning and employee issues;
You run the business and leave us to ensure that you have the best possible administration procedures protecting the asset that has the greatest effect on your P&L but doesn't appear on your balance sheet- your people.
Call us today to discuss how we can help you to look at your HR function with a new vision.
Organisation Development Division
Organisation Development [OD] is the process of improving business performance through the effective management of change. Its overall goal is to improve the effectiveness of business through matching the needs of individual employees with organisational goals. It seeks to do this through building processes for identifying problems within the organisation, leading ultimately to the resolution of such problems by the organisation itself.
Since improving organisational effectiveness must mean doing things differently and better, OD seeks to change the way in which the organisation behaves through addressing such deep-seated aspects as its Values, Style and Beliefs. As an example, OD may aim for a change in Values which the organisation holds from avoiding to confronting problems; this is what is meant by Cultural Change. In this way, the organisation is given the capacity to examine [or self-appraise] itself to make more informed choices leading to greater organisational effectiveness ; it is appropriate whether a business is expanding, contracting or in a transitory state.
OD consultants are able to facilitate the whole process with Directors and Managers of the business. A useful model to be used in an organisation self appraisal is the Business Excellence Model which embraces-
LEADERSHIP-do we provide effective leadership throughout?
PEOPLE- are all our people well managed?
POLICY & STRATEGY-are we clear about our business direction, and plans
in place which are understood throughout?
PARTNERSHIPS & RESOURCES-are we making the best use of them?
PROCESSES-what are they, and are they constantly reviewed, and up-dated?
PEOPLE RESULTS-are people pleased to work here, and needs fulfilled?
CUSTOMER RESULTS-are we meeting needs and expectations?
SOCIETY RESULTS-how does business activity effect the outside world?
KEY PERFORMANCE RESULTS-are we measuring up to our ambitions?
Each of these nine headings can be examined intimately. For example, for PEOPLE, the tried and tested Investor in People principles [IiP] can be adopted.
Please contact us for further information and ask for David Hill.