Karen Dolan, Author at Karen HRM Limited

19Jul

5 Reasons Your Small Business Needs HR Support

Here at Karen HRM we help a lot of small and medium-sized businesses who, on a daily basis, realise the ever-increasing need for HR support and advice. We see so many settings having to spend far too much of their valuable time struggling with HR, especially with the ever-changing demands of employment law. HR support can prove invaluable and far-reaching within so many areas of your business which you may not automatically realise. Which is why we’ve put together this shortlist of ways HR support could help you.

Cost Savings

You might be thinking ‘hold on, isn’t outsourcing my HR going to cost me money, not save it?’. And while it makes perfect sense to think that, you’d be wrong. In fact, this is one of the most significant areas HR support can contribute to a small business. Businesses will quickly find that they become much more efficient by using HR properly (for example, developing and implementing a strategy to support your business goals and ensure they are met, developing your people or implementing meaningful performance reviews). Effective HR support can also help you put well-constructed management processes and control in place, to manage things like sickness absences, training, development, recruitment and more. By having clear policies (and following them), these costs can be reduced, having a significant impact on your bottom line.

Training And Development

We all understand that the development of skills is important for any company’s success and future growth. But without a proper plan and execution strategy, it can often fall by the wayside. HR support can help you identify what training is needed or wanted throughout the business, and then provide training plans, support and incentives to ensure it happens. They can even deliver training workshops, or bring in external trainers where appropriate. By working with management, HR can provide cost and time-effective training and development opportunities for your business. Reduce employee turnover, improve current employee skills and heighten employee morale – what’s not to like?

Managing Performance

HR can help manage employer and business performance in so many different ways. Business performance can be improved by ensuring an integrated performance management system is in place, which can also be utilised as an employee appraisal system. This can help all employees work towards a common goal of improving overall business performance through the fulfilment of their own personal objectives. It can also help you manage poor performance through a capability process, which means that any employees who aren’t fulfilling their objectives can be supported in the best ways and that no money is wasted on underperforming employees. HR can work with management to ensure a top-down approach for all processes is correctly implemented.

Employment Law Guidance

Employment law is constantly changing in big and little ways, always adjusting to keep up with new development, new situations and new technologies. As an employer, you are expected to keep up with these laws and make changes where necessary. But doing so is almost a full-time job, and you have other priorities in your business. HR support gives you the freedom you need to focus on your business, with the peace of mind that your business is fully compliant and up to date with employment law. We will update you on the things that are relevant to you, and help you make any changes needed. More than that, if you ever have any questions, or a situation arises that you aren’t sure how to handle, your HR experts are there to guide you through it.

Fair Dispute Management

If you are struggling with disputes, grievances or any other people-based issue in your business, HR support can be an invaluable asset. It can sometimes be difficult for a manager to ensure everyone in the situation is being treated fairly and getting the best out of the situation, especially if you know everyone involved and struggle to be impartial! By having HR support behind you, managers can ensure all processes and policies are being adhered to and turn a potentially difficult situation into a positive one.

Of course, it’s not just these 5 areas HR support can help you with. In reality, if your business employs people, you need an HR function to keep you on the straight and narrow, as well as provide the guidance and support you need to be successful. At Karen HRM, we provide a variety of HR support that can be tailored to your individual business needs. Whether you need some one-off consultancy or fully outsourced support, we can help. For more information, just get in touch with us today.

28Jun

4 Tips For A Robust Recruitment Process

Recruitment is one of the most important parts of growing a business. It gives you more resources, frees up your time as the owner and helps build a strong, stable business. But it’s also one of the most intensive, complicated things you can do, and getting it wrong can cause all sorts of problems for your business. That’s why it’s important to have a robust recruitment process in place – before you start hiring anyone. Today, we have 4 tips to help you start building that process and take the next step towards hiring your new staff.

Understand What You Need

So you’ve decided you need a new employee. Great! But what do you need them to do? Many business owners will get to the point of realising they need another pair of hands in the business, and launch straight into hiring someone. The result is often that they are looking for a clone of themselves, someone who can do a bit of everything. But in reality, this almost never works. Instead, you need to sit down and work out which areas of your business you need most support with, and focus your recruitment on that area. So if you know your marketing is suffering because you’re so busy delivering, you should hire a marketing manager. If you’re struggling to deliver all the work that comes in, you need someone with the skills to deliver your product or service. Understanding what you need is the foundation for a robust recruitment process.

DIY Or Use An Expert?

This is a big question, and one a lot of business owners are a bit scared of. Do I try to recruit this role in-house, or do I hire an agency to do it for me? Unfortunately, there’s no easy answer to this – it’s all down to how confident you are in your recruitment skills, and how much time you have to dedicate to it. Remember, you need to reach out and attract a pool of candidates to consider and interview, which can be an expensive and time-consuming process. But many business owners prefer this personal, hands-on approach. On the other hand, an external recruitment agency often has a pool of candidates they can draw from right away, as well as spreading the word further than you could, to new networks. If you’ve never recruited before, this is a good way to go to ensure you get the best results.

Hone Your Interview Skills

There are all sorts of horror stories out there about bad interviews, awful interview questions and interviewers who just don’t know what they’re doing. This is not only bad for your company image, but it could also impact your ability to hire the right talent. So if you’ve never interviewed anyone before (or even if you have), spend some time preparing your interview process. Plan out exactly how the interview will be structured, what areas you want to cover and any specific questions you want to ask. Then, practice it. Do mock interviews with friends, family members, even the bathroom mirror. Saying your questions out loud will give you an idea of how long the interview will run and the feel of the questions, as well as highlighting if you’ve asked something ridiculous (which is easier than you think). All of this means you’re prepared to interview candidates, and will get all the information you need.

Don’t Forget About Onboarding

The recruitment process doesn’t end at the offer. This is a common mistake a lot of business owners make – they secure a new hire, they start as planned, and then they leave them to it. But if you want to keep the talent you’ve worked so hard to hire, you need to invest in good onboarding and induction. This means providing everything they need on day 1, from pencils to their set-up computer, pairing the new hire up with a mentor, establishing expectations and supporting them through their first 100 days with your company. If you put some time and effort into your onboarding process, your hires are 80% more likely to stay with you for up to 3 years.

At Karen HRM, we offer business owners support and advice during all stages of the recruitment process, and we can manage this for them from beginning to end. We can help you understand what you need from a new hire, the best way to find them, and the best way to keep them afterwards. If you’d like to know more about building a robust recruitment process, just get in touch with us today.

19May

Why Tech Firms Need An HR Expert

The technology space is one of the fastest moving in the world. Every day new Innovations are being made, and the tech space has to adapt rapidly to cope with the changes. It’s no surprise that technology firms often struggle to keep up with other areas of” business. HR is often the worst area, with leaders in tech unsure of how to manage employees in such a fast-paced environment. In our experience, there are 6 big HR challenges faced by technology companies, and today we wanted to share what they are, and how an HR expert could help solve them.

Managing + Preventing Burnout

Employee burnout in the workplace is on the rise in general, but we see it most often in the tech industry. The constant advancement of technology means that there is a culture of ‘this needs to be done instantly’ embedded within businesses as a way to keep up. But this comes at a cost – increased work hours, poor leadership, unclear direction, work overload and toxic work culture are all knock-on effects of the tech race. Put together in any combination, and you have a recipe for fast burnout.

There are a variety of ways to tackle the issue of employee burnout. Since the tech industry isn’t going to change overnight, companies need to prioritise the mental well-being of their employees on a long-term basis. Research has shown that tech firms that invested in understanding individual contributions and providing tailored well-being support saw a sharp increase in employee engagement, as well as a 48% reduction in burnout.

Recruiting Top Talent

The tech world is built on innovation, which means every tech firm out there is fighting for the most highly qualified candidates. 6% of tech firms listed hiring talent as one of their major challenges, especially when there is no internal HR function and hiring is just one of many balls these firms are trying to keep in the air. So how does a specialist in tech HR help you level up? your recruitment game and attract top talent? First, they can help you design a recruitment and retention program that will actually work! Strategy is a big part of successful recruitment, and an HR company with its ear to the ground will know what it is that top candidates want from employers. This means more than free food, high salaries and gym sessions. Perks like this are becoming the norm, so you’ll need to do better. Purpose, meaning, and development opportunities are all great places to start.

On top of that, a tech HR specialist can manage the actual recruitment process for techies. Once a strategy is in place, The HR consultant can source candidates, screen them ready for interview and help you prep for interviews too. Not to mention supporting you with employee onboarding!

Managing Communication

As HR experts with a lot of experience in tech, we know that one of the biggest HR issues tech firms face is actually communication. The types of personalities drawn to working in tech trend towards the introverted and passionate, which means that maintaining effective communication between teams and leadership can be challenging. Whether that’s making sure everyone is pulling in the same direction, managing interpersonal conflict or ensuring everyone is using the same methods to communicate clearly to avoid misunderstandings. As people who have worked in tech for years, HR tech experts understand How techies talk and can translate that for management to keep the communication gates open.

Maintaining Skills With Generational Divides

Upskilling is one of those topics that shouldn’t create too much controversy all by itself, but within tech firms, it can become a sticking point. To clarify, in 2022 almost 54% of all employees needed new training in digital skills -even in the tech space. So, the issue isn’t the need to maintain cutting-edge digital skills, but the approach to achieving them.

Millennial leaders (who now make up nearly 35% of the workforce and around 7%-10% of leadership roles) believe that reskilling existing employees in new technologies is equally as important as recruiting new ones.

Older leaders, however, tend to believe that reskilling isn’t needed and that recruiting new and already skilled employees is a more effective approach. These differences in opinion can cause a lot of conflict within leadership tiers, as well as generate pushback from employees, who will have their own views and preferences. Which can make moving the company forward a challenge at best.

HR experts can help tech firms develop a strategy that keeps them at the forefront of talent, technology and skills. By blending reskilling and recruiting and developing soft skills, many tech firms have found themselves better able to keep up with cutting-edge technologies.

At Karen HRM we provide tailored and effective HR support to all sorts of businesses, but we do have a soft spot for tech companies. With years of experience working in various roles in the tech space, founder Karen is perfectly placed to help small tech firms scale and succeed. If you’d like to know more, just get in touch with the team today and book your free consultation.

12Apr

Dealing With Disciplinaries – A Guide

Having a clear disciplinary process in place allows managers to deal with problems in the workplace quickly and efficiently. It also gives employees clear guidelines on how to behave, so they can avoid any potential disciplinary issues.

But when it comes to actually getting a procedure in place, it can all get a bit confusing, which is why we’ve put together this step-by-step guide to disciplinaries for you to follow.

Informal Action

If it’s the first time an issue has occurred, often no formal disciplinary action needs to be taken. If the issue is minor, a manager pulling the employee aside and having a quiet word in their ear can be enough to resolve things. Even informal conversations like this should still be followed up with an email that’s kept in the employee’s personnel file so that there is a record of the incident. It’s not a written or even a formal warning – just an acknowledgement of the issue and letting the employee know that their conduct needs improving.

If the issue doesn’t improve even after that informal chat, then it’s time to move forward to a more formal disciplinary procedure.

The Disciplinary Procedure Step By Step

In the UK there is an organisation called Acas, which is short for the Advisory, Conciliation and Arbitration Service. They are a part of the Department for Business and Trade, and they exist to help make the working world better for everyone. This includes providing strict guidance on how a disciplinary of any size or shape should be done, which consists of 6, well-defined, steps.

Step 1: Understanding The Options

Disciplinaries are a formal process for dealing with misconduct or capability of employees. But before you start down this route, it’s important to see if the problem can be resolved in a more informal way. As we mentioned above, having a private talk with the employee in question, and listening to their point of view can be a good way to start this. It’s important that this conversation ends with an agreement on improvements to be made, and if needed, a training and development plan to improve performance. If the issue is more about the employee’s ability to do their job, then this should be handled under a capability plan including support, training, and encouragement.

There are generally 3 reasons a disciplinary would come about:

Misconduct: The inappropriate action or behaviour of an employee, or the breaking of workplace rules. This includes things like:

Bullying
Harassment
Refusing to do work (insubordination)
Excessive absence
Being absent without permission

Each workplace will have its own examples, but these are the most common.

Misconduct Outside the Workplace: In some cases, an employee could face disciplinary action for their conduct even if the conduct was done outside of the workplace. For example, we have handled cases of employees smoking marijuana on a break in an alley, while they were working on a nearby site. A local resident then called the company to complain, identifying who they worked for by their uniforms. In this case, even though the employees were smoking off company property and off the clock, their conduct still reflected poorly on the company, and so a disciplinary was conducted.

In these cases, whether or not you hold a disciplinary investigation depends on how seriously you as the employer see the misconduct, and whether it could have a negative impact on the business.

Gross Misconduct: More serious cases of misconduct that can have a major impact on the company and its employees, or are classed as crimes. Some examples of this would be:

Fraud
Physical violence
Serious lack of care for their duties to others
Serious insubordination (for example refusing to take reasonable orders from a supervisor)

Again, your business will have its own examples of what is considered gross misconduct.

Step 2: Following A Fair Procedure

If you have tried to resolve the issue informally with no success, then it is time to start the formal disciplinary process. You need to inform the employee that you are doing this right away, in writing. Your notice needs to include:

Details about the issue, including sufficient information about the alleged misconduct or poor performance.
Possible consequences, for example, a written warning.

You need to provide this to the employee so that they have enough time to prepare for a disciplinary hearing, where they will meet with you to discuss the evidence and a decision will be made.

You as an employer must follow a fair process all the way through, keeping the Acas guidelines in mind. Keep up communication to ensure there are no misunderstandings, a drop in morale or legal action further down the line. If the employee decides to raise a grievance during the disciplinary procedure (which happens more often than you would think), then you should pause the disciplinary to deal with the grievance unless to two are related. And if the employee wants to resign (otherwise known as the ‘jump before you’re pushed’ mentality), then you should try to talk through any concerns with the employee and encourage them to complete the disciplinary procedure first.

Step 3: Carrying Out An Investigation

Now you must carry out an investigation and collect as much information as you can about the employee’s alleged misconduct or poor performance. This can include reports, CCTV footage, interviews with employees or clients, emails, or any other evidence that is relevant to the concern at hand. The more thorough you are at this stage, the less likely the outcome will be challenged.

It’s important to note that sometimes the investigation may leave you with nothing or provide evidence that there is no need for further action. In this case, the disciplinary process can be concluded.

Step 4: The Disciplinary Hearing

If the evidence you gather shows that the employee has a case to answer, then it’s time to bring the employee in for a disciplinary hearing. This is when the employer hears all of the evidence and the employee’s side and makes a final decision.

To make sure the employee has enough time to prepare for the hearing, you should inform them in writing of:

The alleged misconduct or performance issue
Any evidence from the investigation
Any other information you plan to talk about
The date and time of the hearing
Information on the employee’s right to be accompanied to the hearing
The possible outcomes

Employees are, by law, allowed to bring someone with them to their disciplinary hearing. Specifically, this could be:

A work colleague,
A workplace trade union representative who is trained in acting as a companion
An official employed by a trade union

If the employee wants to bring someone outside of those groups to the hearing (for example a partner, legal representative), it is at the employer’s discretion.

In the hearing itself, the employer should:

Explain the issue
Go through the evidence
Make sure someone takes notes

The employee should be given the chance to:

Set out their case
Answer any allegations
Ask questions
Show evidence
Call relevant witnesses (with good notice)
Respond to any information given by the witness
Choose if their companion can speak for them at the hearing

Any companion should be allowed to:

Set out the employee’s case
Respond for the employee to any comments or points made
Talk with the employee during the hearing
Take notes
Sum up the employee’s case at the end of the hearing

At the end of the disciplinary hearing, the employer should tell the employee what happens next, give a timeframe, and ensure there is a formal written record of the hearing.

Step 5: Deciding On The Outcome

Once the hearing is over, the employer needs to decide on what action should be taken, if any. This should be decided based on:

The findings from the investigation meetings
What is fair and reasonable
What the workplace has done in any similar cases previously

Every workplace will have a different outcome for a disciplinary, and it’s a good idea to have your framework written out within your disciplinary policy or guidelines. A few of the more common outcomes for disciplinary procedures include:

No action is needed
Informal warnings
Written warnings (employees are typically only given 2 warnings before dismissal)
Demotion
Support framework (with goals and timelines for improvement)
Dismissal

Step 6: After The Disciplinary Procedure

It’s not surprising that sometimes employees don’t agree with the outcome of their disciplinary. This is why employers are required to offer the right of appeal. This is so that an employee can appeal the outcome if they feel the outcome was too severe, if they feel that any stage of the process was unfair or wrong, and if there is any additional evidence that hasn’t been considered. They are not allowed to appeal just because they don’t agree with the outcome.

The outcome of the disciplinary must remain confidential. But if it’s appropriate then the employer can speak privately with any staff who knew the disciplinary was taking place to put their minds at ease. This can help avoid any of the negative effects of disciplinaries, like gossip, bad feeling, and low morale in the workplace.

Records of the disciplinary should be kept for as long as necessary to help with similar cases and provide evidence if an appeal is made. If you are asked for a reference for the employee at any point in the future, you cannot mention the disciplinary or the outcome.

That’s a lot of information and a lot to do!

At Karen HRM we provide business owners will a full-service HR solution that covers every aspect of employment, from recruitment to disciplinaries, grievances and terminations. We can support you in providing a comprehensive disciplinary process tailored to your business, along with support and guidance if you should ever need to implement it. We’ll be with you every step of the way, so you don’t have to worry about remembering all of the above! If you’d like to know more, just get in touch with the team today.

23Mar

4 Ways To Motivate Your Employees (That Aren’t About Money)

Over the last decade or so the majority of businesses have been guilty of the same thing. They all assume that when it comes to employees, money = motivation. The idea is that if you pay people more as an incentive, they will perform better for you. And while that approach may work in some cases, it’s often only for a short period of time. Then productivity drops back to baseline levels, and you’re at square one again. It’s an expensive way to run a business!

If that wasn’t enough, the Covid-19 pandemic has fundamentally changed the attitude and priorities of the workforce in a significant way. So while monetary compensation and incentives are important, it’s only one piece of the puzzle. Which leaves business owners asking one thing – how do you motivate a modern employee?

The Roots of Motivation

A few years ago a brilliant book by Daniel Pink came out, called Drive: The Surprising Truth About What Motivates Us. Inside, he talked about the studies he had done and the things they revealed about motivation in general, but specifically at work. He found that there are generally 3 things people are motivated by, and spoiler alert – none of them are money! Instead, they were:

Autonomy: People want to have control over their work.

Mastery: People want to get better at what they do and progress.

Purpose: People want to be part of something bigger than themselves.

Notice that money, salary and bonuses didn’t make the cut. In fact, he suggests that money has no positive effect on increased performance at all, and leaves us with this powerful statement:

“The best use of money as a motivator is to pay people enough to take the issue of money off the table.”

So, if it’s not about money, how can managers motivate their employees to improve performance?

Professional Development

One of the biggest things you will hear both employees and HR professionals talk about here is career progression. Your employees are a critical part of your business, and if you want them to stay with you long term then you need to provide them with chances to grow and develop. After all, no one wants to stay in a dead-end job forever! Invest in the development of your team at every level, continuing education and progression when you can. This provides motivation for employees and means you have a pool of highly skilled and loyal workers.

There are a lot of different ways you can do this. You could design professional development plans for each role you hire for, or you could create a general pool of resources, including a budget per person per year for personal development. That budget could cover attending training and events, online courses and any other relevant development opportunities for your field. We like the second one best, as it gives employees control and autonomy over how they want to grow their skills and progress in their career.

Recognition And Praise

Everyone loves being recognised for the hard work they put in. Not only does it give employees that warm, fuzzy feeling, but it provides a level of encouragement and positive reinforcement. People respond well to positive praise, and the more specific you can get, the better. Interestingly, how often the praise and rewards are offered is more important than its size, so you may find regular, smaller acts of recognition provide more motivation than annual, big ones. Something as simple as taking an employee out to lunch because they hit their sales target, creating an ‘employee of the month’ system of publicly thanking people can all be great motivators. Recognition can take on many forms, and it’s essentially down to your management style and skills to decide how best to do this for your team.

Pleasant Working Environments

Psychology 101 – happy employees are much more motivated than unhappy ones. So take the time to create a working environment that people enjoy spending time in. Believe us, the effort will go a long way to keeping employees happy. As well as the basic requirements like space, light, air, heat and hygiene, try and add extras into your office to make it a nice place to be. Comfortable office furniture, attractive interior décor, lush indoor plants, good meeting facilities, a breakout room full of wind-down activities and even a well-equipped kitchen all contribute towards happier, more productive employees, who don’t just watch the clock so that they can get out the door. If you’re not sure what would make your employees happy, ask them to help with an office revamp!

Control

Go right back to basics, and remember that employees want autonomy over their work, and over their working patterns. This means no micromanaging, and instead giving your employees the chance to make decisions about what they do. This could be anything from choosing their own targets and career progressions to creating a flexible working schedule to help them achieve a better work-life balance. What topics are covered in meetings, how meetings take place, what projects they take on and even what snacks are kept in the office kitchen. All of this adds up to employees who feel that their opinions matter, and that they can voice their preferences and actually control their own work life. Just don’t go overboard with this one – your employees need you to make decisions too!

At the end of the day, it’s easy to assume that just giving people more money will motivate them in the way you want. But sadly, it’s not very effective, and often only leads to short-term change before going back to the status quo. But by investing in motivational methods that are more about encouraging and supporting the people who work for you (and not their wallets), you will see long-term positive results, and find that your business becomes a popular place to work because of it. If you would like some help and support in motivating your employees or putting any of these suggestions into practice, we’d love to help. Just get in touch with us today to book your free consultation.

20Feb

Proactive Vs Reactive HR – Why One Is Definitely Better Than The Other

When your business reaches a certain size, you will find yourself needing some help managing your team. It’s a great stage of growth and a really exciting time for businesses. But it also means you need to make some tough decisions. For example, do you hire an internal HR manager for your business? Or do you outsource the function to an HR company?

Whichever avenue you go down, it’s important that you find an HR solution that’s proactive, and not reactive. By definition, reactive HR is when you have an HR function, but they only really come into play when something goes wrong. This is sadly quite common in smaller businesses and often happens when the HR function is mixed with another function, like accounting or management. This arrangement might sound ideal for the budget-conscious business, but in reality, a reactive HR function can do more harm than good.

What Is Reactive HR?

Reactive HR essentially means your HR function doesn’t do much until issues arise. At which point they react, taking action on that issue until it is resolved, and then carry on maintaining the status quo. For example, a senior team member hands in their notice, so they will look for someone to replace them. They won’t necessarily have been evaluating the needs of the team on an ongoing basis, upskilling people so that they can move someone into the senior role right away so that they can easily fill the new vacancy with a junior role instead.

There are a lot of reasons businesses end up with a reactive approach to HR, from being relatively small and not knowing how their HR department should function when it’s so new, all the way through to higher management restricting what HR is allowed to do. Either way, having a completely reactive HR function is only slightly better than not having one at all, and the main reason is that passive HR can be damaging to your business and everyone in it.

How Is Proactive HR Different?

Proactive HR is exactly what it says on the tin. It’s taking a proactive approach to your company’s HR function. Active involvement in the employee lifecycle, maintaining employee relationships and overseeing the development and training of employees. Regularly reviewing and updating policies and procedures, improving recruitment processes and working with employees to provide appropriate benefits. In short – active HR is all about being involved and solving problems before they happen – rather than just reacting when they do.

Why You Need Proactive HR

Proactive HR is generally the better route forward to any business. By being actively involved in the HR process at every stage your business can:

Find better candidates for vacancies: Being able to fill roles quickly with highly qualified and suitable candidates is the dream for many businesses, but it can feel a bit like looking for a golden unicorn. The only way to achieve it is to take a proactive approach to your recruiting process. That means succession planning and employee development so that you can promote from within. It means understanding where skills gaps are within teams so that you can fill them with the right people. And it means being proactive about developing and maintaining a full candidate pipeline that allows you to move quickly when you need to. This proactive approach means you can reduce the time to hire, keep you on track for your goals and free up HR to focus on wider strategy instead of scrambling to fill vacancies when they come up.

Prioritise employee development: By listening to what your employees want; you can provide it in much more effective ways. One of the biggest complaints of employees is that there aren’t enough routes to career development, which is often why great employees end up leaving. But by engaging with your team and listening to them, you can provide additional training and create opportunities that will be valuable to them. This boosts employee satisfaction, productivity and retention in one go.

Foster a positive company culture: Studies have shown that employees who work in companies with a positive company culture perform better across the board. Company culture is a powerful thing – it can impact sales, profits, recruiting efforts and employee morale – all in a positive or a negative way. Employees who feel listened to and supported by their HR department are likely to be happier, feel valued and motivated, feeding into a positive company culture.

If you don’t have the capacity to do all of this in house, then it might be time to consider outsourcing to an HR specialist. Bringing in an HR consultant at an early stage can help you design a proactive approach to HR and ensure you stay on top of everything you need to, without taking up more of your time than needed.

At Karen HRM, we work with businesses across the south to create HR policies that are proactive, not reactive. With our help, you will be fully prepared for any legal issues you could face, and you can enjoy peace of mind knowing that your policies and procedures will always be up to date. You will also have your own personal HR advisor on call to help with employee issues, maintain relationships and support your business and your employees. If you’d like to know more about how we can support your business, just get in touch with the team today to book your free, no-obligation consultation.

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