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What problems can arise when using recruitment agencies?

 Gill: So recruitment agencies and recruiting using recruitment agencies can be quite problematic. Sometimes they can give really quick responses enabling companies to recruit very quickly into a role. But then typically they charge from 17-25% of the salary, which i find is quite an expensive way to recruit an individual. There are new ways of working now and People Puzzles certainly work with a company who for a set fee are able to attract and search for candidates, do all of the pre-selection. So that the people who come forward are shortlisted against our requirements. This certainty of a... Continue reading

Why Should A Business Consider an HR Director?

 Stuart: Part time HR Directors are able to bring a wealth of experience, typically from a corporate environment, on a part time basis. What that means is your not paying a massive annual salary, your only paying for a part time HR Director when you need one. Jo: Lots of SME businesses would like the help and support of a highly skilled and brilliant HR Director, but lets be honest about it, those people do command extremely high salaries. Often our HR Directors have been in corporate organisations and big businesses where they have been paid lots of money for... Continue reading

What difference could commercial HR make to a business?

One of our Regional Directors, Jo Ramsdale, explains why commercial HR is so crucial in a growing business.  Jo: Commercial HR means that you business partner with every part of the organisation. For example, commercial HR would work with an operations team, to look at the methods and ways of working to see if there was a better way of doing so. Which meant that people were either structured in different ways or that roles were more clearly defined, that people understood more clearly what was expected of them, had appropriate key performance indicators, objectives and targets that allowed them to... Continue reading

What is Strategic HR?

 Stuart: Strategic HR is working at a level within your organisation that is looking in advance, 3, 6, 9 months ahead. Every business owner should have a strategic plan that looks at the next 18 months to 3 years in terms of what they are trying to achieve and HR should sit alongside that. There should be a robust people plan that strategises what you are going to do with your valuable human resource within an organisation over that period of time as well and it should support the overall business plan. Continue reading

Why does a people plan need to start with a business strategy?

Two of our People Directors, Alison Cooper and Victoria Sullivan, explain why your Business Strategy is so closely linked to your People Plan. Alison: You cannot have a people strategy or plan, without understanding the direction that your business is going in, they are just fundamentally linked. If you don't do it in that order in terms of a strategic plan and then people plan, you will miss opportunities from a people strategy perspective to be able to drive delivery of the overall strategic plan. The two are so interconnected, one has to follow the other. Strategic plan first, followed by the... Continue reading

How can HR assist operations to improve performance?

One of our Regional Directors, Jo Ramsdale, explains how HR can assist Operations to improve performance. Jo: I think that HR and Operations should work very much hand in hand, when i was working in a senior operations role, my HR person used to sit on my shoulder and be with me all the time. It was really critical to doing a great job in operations. The reason for that is if you think about the operations element of the business, it has the largest number of employees and it generally has the highest level of complexity between the different levels... Continue reading

How Do I Deal With ‘Mood Hoovers’ Within My Business?

One of our People Directors, Gill Watcham, explains how best you should manage mood hoovers within your business.  Gill: In some organisations you certainly get people who either elevate the mood or depress it. Usually these can be people who are a little bit disaffected with whats going on and they affect all of the people around them. So values and behaviour frameworks are a great way of establishing the kind of behaviours you want in your organisation,and what its like to work here. Then you can use these really well with people to say, actually you do this and that... Continue reading

Why should HR report to the CEO and not to Finance or Operations?

One of our Regional Directors, Stuart Calvert, explains why HR should report directly to the CEO.  Stuart: HR Directors sit on the board and that’s where they should be. Their focus is around the entirety of the organisation and they have to have a holistic view of what the organisation is all about. Sitting on the board and reporting to the CEO gives them that opportunity to really make a difference to the organisation. By reporting through another function there’s always a dilution of the message. Sitting at board level, speaking directly to the CEO, being that trusted partner and... Continue reading

How Do I Handle Long-Standing Team Members Who Are Just Cruising?

People Puzzles Portfolio HR Directors, Gill Watcham and Mark Davies discuss the best ways to manage staff when they begin cruising.  Gill: "Many organisations have people who have been in the business for quite a while and who tend to be not as well engaged as they were at the start of their career. My view is that a revamped development review process, or what some people might call the appraisal systems,  that really starts to talk to people about where there aspirations, or their ambitions are, can actually inject quite a lot of new life into existing people. And... Continue reading

Why do my millennial’s only stay for a year then leave?

Our People Director, John Tattersall, explains why millennial's have more of a tendency to leave organisations after a one year period.  John: One of the reasons that millennial's tend to only stay for a short period of time is that is the way that they have developed and because the way the world is now, is completely different to generations that have walked before them. So therefore, their assumptions about what they want out of life,  how they want to work and contribute, both in the workplace and to society is completely different, to almost any generation before them. So... Continue reading

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