Heaven is a good outsource solution…

I have written posts in the past about outsourcing including legal considerations and other factors to keep in mind when going down this route

Some businesses might be put off because outsourcing can go well or it can go wrong. Luckily there are some easy ways to make sure that your outsourcing project is heavenly…

• Seventh heaven – The first step on the path to outsourcing is to identify exactly what it is you need to achieve to reach your goals. Some businesses will want to outsource their non-core processes so that more time can be spent on revenue-generating work or to give the business a more flexible framework. Some might outsource because they need more support in a particular area and they need their employee(s) to be focussing on high priority work, while the outsourced facility does the rest. Whatever the reason, make sure that it is clear in your mind to help you ascend to your final destination…
• A match made in heaven – The next step is finding people that are a good cultural fit and are in tune with your business. They need to understand your business goals and be able to tailor their services to suit your business needs if required.This is something that Reality HR takes very seriously when proving HR support to our clients. In our recent client survey, 100% of our clients who deal with us day to day were happy with the quality of our advice.You can find out more about our HR Outsource service here.

Here is my suggested checklist for you:

• Do you find the outsourced company easy to communicate with?
• Are they a good fit with your business?
• Do you like the people you have met?
• How much time do they plan to spend at your premises?
• Do they understand what you want to achieve?
• What support will there be for staff who need to talk to someone?

• Knocking on heaven’s door – Outsourcing should never be a quick fix. Depending on the nature of your outsource solution, it may take some time to get your team ready for the change. Try involving your existing staff as much as possible in the process, so that when the time comes you don’t meet any resistance or experience any potentially disastrous side effects…
• Heaven knows – It isn’t unusual for a business to outsource a function that they are not experienced in. If this is the case, it is extra important to take the time going through the above points. You can also do your homework and put in place a service level agreement or get something similar written into the contract. This will give you a way out should you start seeing a decline in your return on investment or be unhappy with their service.

Read our HR outsource case study

If you think outsourcing your HR is the way forward for your business, then give me a call on 01256 328 428 to have a chat or tell me the best time to call you.

Request a callback

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from Reality HR Limited http://www.realityhr.co.uk/blog/heaven-good-outsource-solution/

Tips for TUPE: Who transfers?

When undergoing a TUPE or ‘Transfer of Undertakings (Protection of Employment) Regulations 1981’, it is important to identify which group of employees will be undergoing the transfer.

As so many businesses use outsourcing, flexible working and other frameworks, it can become confusing as to who actually qualifies for a transfer or not. Issues can also be raised if employees are on leave for various reasons during the time of transfer and it is not always easy to ascertain whether an employee falls 100% within the part of the business that is moving.

So who exactly is transferred under TUPE?

Only employees on permanent or fixed term contracts are liable for transfer. Agency workers are not.

Sounds simple, right? If only…

If you happen to have employees who are temporarily assigned to work in a different office or department within the business or for another organisation, this can complicate the situation. That is because it depends on whether they were reassigned in or out of the business during the time of the transfer and on the length of the reassignment.

Hint: It is important to remember that employee liability information should be provided by the transferor to the transferee before the transfer takes place.

So what is the best method for finding out which permanent or fixed term employees qualify for transfer?

The percentage test has long been a rule of thumb in TUPE. This essentially means that you look at the percentage of working time an employee spends in the transferring business or service. If it is 50% or over then they transfer.

However this test has proved controversial and there are plenty of tribunals that back this up. That is because life isn’t always as simple as percentages. An employee may well spend over 50% of his or her time on a particular account or service that is being transferred, but on paper, they might be assigned to a specific department that is not transferring. It is important then to consider the job description of an employee in their employment contract.

You can read an example of this happening within a business here.

So what about Employees who are away at the time of transfer?

Employees on maternity leave, short-term absences or holiday will most likely be transferred. However, things get more complicated, of course, with those on sick leave and particularly those on permanent health insurance. In this instance, an assessment needs to take place as to whether these employees will return to work.

If your head is swimming at this point, don’t worry. Reality HR provides a TUPE service so that we can support you every step of the way.

To find out more, have a chat with me or we can meet up for a coffee! Just call 01256 328 428 or fill out the form below to organise a callback.

Request a callback

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from Reality HR Limited http://www.realityhr.co.uk/blog/tips-tupe-transfers/

Bizpedia partner award!

Press Release

31 May 2016

Laura Awarded for Outstanding Contribution to Bizpedia

Laura Davis, Managing Director of Basingstoke-based HR Consultancy Reality HR, has recently won an award for her Outstanding Contribution as a Bizpedia Partner. Laura was presented with the award at a Gala Dinner held at Chewton Glen Hotel & Spa, attended by 110 business leaders and Bizpedia members from a number of high-profile firms.

Bizpedia is a fast-growing, exclusive business club for companies who want to be part of an ambitious, well-connected community and operates in Portsmouth, Southampton, Winchester, Poole, London and Bournemouth.

Laura has been involved with the club for just over 12 months and has been an active partner of the Winchester Group since November 2015. Louise Pack, Partnership Director at Bizpedia presented Laura with the award, commenting: “Laura has provided exceptional commitment to Bizpedia and her fellow partners over the last year. She is always easy to contact, is meticulous and professional with the leads provided to her and always strives to support the success of the Bizpedia community in any way she can; she truly deserves this award.”

Laura, who has built Reality HR from a standing start in 2004 to an HR Consultancy with 15 high calibre employees supporting 98 companies across the south, commented: “I was surprised and thrilled to receive this award as Bizpedia seems to attract a lot of high quality business professionals, so to be singled out for this award is a great honour. Since becoming involved with Bizpedia I have been fortunate to build some good working relationships with a variety of members and businesses and I look forward to this continuing throughout 2016.”

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from Reality HR Limited http://www.realityhr.co.uk/blog/4138/