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You will know when you have a great HR strategy when your HR practices and responsibilities are aligned to the organisation’s goals and mission statement, resulting in growth and achievement of your business plan. 

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Fleximize, the Ipswich-based business loans company, has announced it has closed a new financing facility of £16,300,000 from Hadrian’s Wall Secured Investments Limited, a specialised investment fund.

 

 

The initial round of funding will allow Fleximize to substantially increase its lending capacity, and propel it towards its goal of lending over £100 million to SMEs by 2019. It will also help the company further develop and diversify its product offering, and continue to deliver its mission of first-class customer service by advancing its proprietary technology platform with the introduction of dedicated areas for brokers and direct clients.

 

 

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In this digital age, if you need to know how to change a plug, fix a toilet, braid your child’s hair in a French plait then Youtube is usually your first port of call and there will no doubt be someone there who is more than happy to show you just how to do it. With everything now going online, has the time for face-to-face training passed?

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What’s the first thing people say when they decide to start their own business? Whether they are starting up as a as an electrician, carpenter, hairdresser, independent financial adviser and dare I say it marketing expert, one of the first things they think about is branding – and by branding they mean logo, business cards, website, headed paper etc, etc.

Hold your horses! – or to mix a metaphor, don’t put the cart before the horse! Branding is so much more than just your logo. Branding is about the DNA of your business. It’s about the business culture, not a pretty design.

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Does your organisation recognise that team productivity is a management responsibility, not an employee responsibility?

 

These top 5 tips from MAD-HR will help you introduce a culture of maximising productivity...

 

1. Training

A trained and developed team will take responsibility for their own actions and engage with the organisation’s strategic direction. As a result they require less supervision, freeing senior managers to spend more time on strategic issues, working on the business, rather than in the business. A double win as not only does the team’s productivity increase, but so does that of the senior management...Read the rest of your tips here...

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You will know when you have a great HR strategy when your HR practices and responsibilities are aligned to the organisation’s goals and mission statement, resulting in growth and achievement of your business plan.
Let’s face it, HR starts as an admin function for the majority of businesses. Most SMEs start with a “muck in” approach and whoever is around at the time will write the vacancy advert….draft the policy…. greet the new recruit. A quick google search is relied on to answer any queries and a “wing it” style is quickly adopted in many areas including HR; whilst many start-ups survive initially with that approach, it can come at a price. Based on a survey conducted by Forbes in 2015, 90% of start-ups fail in first twelve months.

There is no defined point in the life of a business or number of employees, when it becomes time to consider your HR Strategy, however let’s consider one element...Read full article here...

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When we think about the importance of branding as a marketing tool, it is all about creating a connection with your customers on an emotional level so that they would not think of using any other company other than your own.
Given that many companies use the phrase “our people are our best asset”, it often leaves HR professionals confused as to why companies don’t want to focus on the importance of their brand as an employer. After all, your employees often have more contact with your clients / customers than you or any of your management team – they are your brand.
How can they convey your brand to customers if they don’t get it themselves? This is why it is so important for you to tell that story, so that they can make a strong connection to your business. They are after all emotionally driven just like your customers.
A strong employer brand can be a powerful business tool that can connect an organisation’s values, people strategy and HR policies to the corporate brand.
In an increasingly competitive global marketplace, attracting and retaining the right kind of talent is central to a company’s ability to grow but building your employer brand is by no means an exact science:
• Get it right, and your company will reap the benefits in terms of recruitment, retention and employee satisfaction levels.
• Get it wrong, and you’ll not only be turning off potential employees, but also current staff and anyone they care to tell about their experience with your organisation.
• Crucially, you could also lose them as customers.
The best place to start...Read More here

 

Strategic HR consultancy can help you to build your reputation as a good employer that recognises effort and achievements and invests in training, so your business can grow and prosper with quality, motivated people.
GET IN TOUCH TODAY AND WE’LL HELP TO GET YOUR BUSINESS FIGHTING FIT. Carole Burman is currently offering free, one hour, face to face consultations here

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Your client is about to expand their business and you’ve been helping them get to where they are today.
You’ve helped form the infrastructure of their company and have developed the financial side of things so that they’re ready to go and to grow.
How do you help them take the next step?

The step that will see them with employees, with premises, and all the vital processes and procedures in place that will help them accelerate growth.
Skills for growing a business

As your client’s business develops, their finance arrangements will become more complex and that’s well within your remit, of course, but they’re going to need more help with marketing, with HR, health and safety, new equipment and IT systems.
The learning curve is steep and they need strong pillars in place to help them succeed. Your role is one of trusted advisor and you want to ensure that they see you them in the direction of people and businesses that you and they can trust to help take them to the next level. This is never and easy thing to do!
Be sure of your recommendations

The people and businesses that you advocate reflect on you, so you need to know that the businesses you recommend to your client are ones that really will deliver. They MUST give them what they need. At MAD-HR we recognise that and we’re practised at helping growing businesses put the right structures in place. Our highly experienced HR professionals know that while every business is unique, the demands they face can be similar. We work with each business to maximise growth in a way that’s sustainable and stable, advising them along the way. We help them to become proactive rather than reactive.
Businesses grow through good reputation and we can help your business AND your client’s business thrive.
To become an Introducer for MAD-HR call Carole Burman today on 01473 360160 for more information.
When you clients sign-up to the Online HR Toolkit through your business, they benefit from 20% off their subscription for the first 12 months.

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An employee has asked if they can bring their child into work for a few days during the school holidays – they’re struggling with childcare and promise that “the little one won’t be any trouble”. Should you say “yes” to help them out?

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Certain larger commercial organisations are required to publish an annual slavery and human trafficking statement under the Modern Slavery Act 2015.

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Woodbridge-based strategic marketing agency, The Bridge, has welcomed Michaela Woodley to its small yet dynamic team.

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An employee is entitled to receive an itemised statement of pay on, or before, their pay date which sets out their gross and net pay amounts. When it comes to the actual deductions made, what information must you provide?

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How can you be ready for a potential Brexit?

As the debate hots up over the UK referendum on leaving or staying in the EU, and as we are on the brink of the voting deadline, what steps should UK employers be taking to prepare for a potential “Brexit”?

Brexit is a blend of the words ‘British’ and ‘exit’ which refers to the possibility of Great Britain leaving the European Union following the referendum on 23 June.

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An employee has told you that they are unhappy in their role and wish to leave your employment as soon as possible. As their heart clearly isn’t in the job anymore can you treat them less favourably than other employees?

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Having the right mindset is absolutely essential if you are to be successful in anything and business is no exception. If everything is a bit rusty and the cogs in your brain are dry, you are not going to achieve the success you desire.

At the core of every truly successful business person is the absolute belief that they will succeed. They know this because they have a strong, focused, driven, positive mindset with a vivid picture of the outcome they want.

So here's the secret to success - be crystal clear about what you want, have a laser-beam focus on it and be prepared to pay the costs of achieving it. Sounds simple, doesn't it? Of course in the real world its all a bit more difficult.

Knowing what you want isn't always easy to articulate. Do you know what you want? If you think you do know, is it what you really want or is it a false dream that will ultimately  disappoint you when you achieve it?

Start by asking yourself these questions:

  1. Why do you want to be successful?
  2. What does success look like to you?
  3. Can your personal life cope with the demands of your ambitions?
  4. How will you know when you have achieved success?

Once you have answered these questions honestly and perhaps discussed them with the other people that are important to you in your life, you will be ready to take the next step.

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Secretary of State for Business, Innovation and Skills v Knight UKEAT/0073/13

 

The Employment Appeals Tribunal considered whether a majority shareholder who had not received pay for two years could be an employee.

 

In this case, the issue was whether the Managing Director and Sole Shareholder was entitled to Statutory Redundancy Pay from the Insolvency Service under section 166 of ERA 1996, even though she had not received pay for a period of two years.

It is established in the case of Ready-Mixed Concrete [1968] 2 QB 497 that “there must be a wage or other remuneration” for there to be a contract of any kind.

 

In the case of Knight the Secretary of State argued that whilst there was a written contract of employment in existence, the terms did not reflect the reality of the situation, and when Ms Knight forfeited her right to collect a salary she varied the terms of her contract, and in doing so ended her employment status.

 

In dismissing the Secretary of State’s appeal the EAT found that Ms Knight would probably have taken a salary if the company was suddenly in a position to pay her, and as such there could not have been an agreement whereby her salary was no longer payable. Therefore, the entitlement to pay had not been varied even though this entitlement was not exercised.

This case does not change the law but it does stretch the factual matrix in which a “contract of employment” can be found, particularly when looking at the economic reality of the relationship.

 

This case could encourage “workers” to claim “employee” rights, or for contracting parties to claim benefits that might otherwise have been waived many years earlier by virtue of the parties’ course of conduct with one another.

If you have any questions concerning this article or any other employment matter please call Tom Clements, Solicitor on 01473 244 333, email tom.clements@unitesolicitors.co.uk or visit our website at unitesolicitors.co.uk

 

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When was the last time you took some time to truly step back from the day to day running of your business and considered how the world around you has changed? The problem is that we are all so engrossed in what we are doing that we simply don’t have the time for such luxuries.

I don’t believe this sort of exercise is a luxury. I believe it’s an absolutely essential activity for any responsible business owner. The consequences of not doing so can be catastrophic as many very well known High Street names can attest.

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Top 5 Tips to Limit the Risk of Being an Employer

 

Employment law is notoriously complex and uncertain with huge risks of tribunal action when things go wrong. Here are my top 5 tips to manage the risk of being an employer to allow you to move your business in the direction you want:

 

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How many times have you thought “I wish I could clone myself, then I could get <some task you don’t want to do> done at the same time as <this business critical task>”?

 

A common growing pain with small businesses is not having the resources or inclination to do certain tasks that are required of you because you’re too busy ‘in the business’.  Often this is a point where outsourcing is considered, and it can be incredibly helpful - or an absolute disaster.  Choosing to outsource should not be done through a fear of missing out because everybody else seems to be doing it - outsourcing should be driven by a clear business need.

 

Here are my top three tips if you are considering outsourcing as a way to enable you to grow your business.

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