Firstly, we would like to ask you and your team the following questions regarding your current business human resources practices and procedures:
- Are your HR processes in line with your current business objectives? (Five key business objectives could be similar to the below)
- Company Profitability/Growth
- Development of customer base
- Regular innovations of products or services
- Best possible use of resources
- Production and Supply of Goods and Services
- Does your company currently complete any workforce assessments? At Novelus we believe these are key to any type of business. Strategic workforce assessments can provide numerous benefits to your business, including employee retention, talent identification, identifying skill gaps, and supporting your budget. Workforce assessments can also help better prepare any business for the future and to better forecast challenges that they may come across.
- Do these assessments make sure that your current employees have the correct skills, attitude and competence to complete their roles? You may know what skills and knowledge are required to complete the tasks within your business, but how do you ensure people have these competencies before they start to work? This can be accomplished through education, training or experience, but it needs to match what you have determined to be necessary within your work force assessments.
- Is your company attracting, developing and most importantly retaining talent within the business? Employee retention is a key business goal of keeping talented employees and therefore reducing turnover by fostering a positive work atmosphere to promote engagement, showing appreciation to all your employees, and providing competitive pay and benefits and healthy work-life balance.
- Are you looking ahead three to five years with succession planning, workforce planning and future proofing your business? You may ask why do we need this type of planning – it may be defining a people strategy within which this information can be considered. For example, an increased emphasis on agility and responsiveness and to turn the business strategy into a set of actions to ensure a workforce capable of delivering goals/objectives
- Succession planning is an important part of the talent management process within any business. It provides a way to identify business critical roles for which successors are needed. Also to identify people with the right skills and attitude within those key roles and positions. The aim being to fill key roles effectively if the current post holder leaves the business. Succession planning can also help nurture internal talent who may have organisation specific knowledge. It may help to identify successors, learning and development processes and competencies both technical and generic.
- Does your company have the correct compliant contracts of employment? It is key and very important for employees to have a contract of employment in order to give them security that the business has clearly defined obligations and commitments in all aspects of terms of their employment. It is also important for an employer to have protection for their business clientele and intellectual property.
- Does your company have the correct current policies and procedures to support the Employees contract of employment and a current employment handbook in place?
- Finally, can we ask how engaged are your workforce? It is widely believed that there is a compelling relationship between engagement and profitability through higher productivity, sales, customer satisfaction, and employee retention.
If you have any questions or would like to discuss any of the above areas and how these can be implemented within your business please call 0333 772 7432 or email hello@novelus.co.uk . Ask our team for a FREE Human Resources Business Health check.
