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  • Bereavement Leave | Noble HR
    tagged with Bereavement Leave August 2014 Newsletter Continue Reading Blog Tags recruitment absence Customer Service duvet days interview Latest News New Regulations Zero Hours Contracts Current Vacancies November 2015 Changes to National Minimum Wage Current Vacancies Our Location Unit 19 Rossmore Business Village Ellesmere Port CH65 3EY mainIcon blue dot width auto height 200 style default mapTypeId roadmap zoom 12 mapCtrl 2 typeCtrl 0 directions 0 styler invert lightness 0 styler hue styler saturation 0 styler lightness 0 styler gamma 0 adresses Get Directions Useful Links Recruitment Doctor Equality Human Rights Commission Department of Work Pensions Contact Us Noble HR Solutions Unit 19 Rossmore Business Village Inward Way Ellesmere Port CH65 3EN 0151 348 6660 E Mail Us Management We offer a range of cost effective management assessment tools including MAP 2 0 Assessment The only objective management assessment tool in the UK which assesses managers against 12 generic management competencies Read More Latest blog To Plan or not to Plan that is the question Correct use of your knife fork Apprenticeships Pros Cons You snooze you lose Redundancy Pay for an unelected MP Looking for an Account Director based Salford Quays marketingjobs manchesterjobs https t co WqAaX2LlFn Noble HR

    Original URL path: http://www.noblehr.co.uk/newsletter/tag/Bereavement-Leave (2016-02-17)
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  • Outsource | Noble HR
    Articles tagged with Outsource August 2014 Newsletter Continue Reading Blog Tags Customer Service interview recruitment absence duvet days Latest News New Regulations Zero Hours Contracts Current Vacancies November 2015 Changes to National Minimum Wage Current Vacancies Our Location Unit 19 Rossmore Business Village Ellesmere Port CH65 3EY mainIcon blue dot width auto height 200 style default mapTypeId roadmap zoom 12 mapCtrl 2 typeCtrl 0 directions 0 styler invert lightness 0 styler hue styler saturation 0 styler lightness 0 styler gamma 0 adresses Get Directions Useful Links Recruitment Doctor Equality Human Rights Commission Department of Work Pensions Contact Us Noble HR Solutions Unit 19 Rossmore Business Village Inward Way Ellesmere Port CH65 3EN 0151 348 6660 E Mail Us Management We offer a range of cost effective management assessment tools including MAP 2 0 Assessment The only objective management assessment tool in the UK which assesses managers against 12 generic management competencies Read More Latest blog To Plan or not to Plan that is the question Correct use of your knife fork Apprenticeships Pros Cons You snooze you lose Redundancy Pay for an unelected MP Looking for an Account Director based Salford Quays marketingjobs manchesterjobs https t co WqAaX2LlFn Noble HR

    Original URL path: http://www.noblehr.co.uk/newsletter/tag/Outsource (2016-02-17)
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  • Payroll | Noble HR
    Articles tagged with Payroll August 2014 Newsletter Continue Reading Blog Tags recruitment duvet days Customer Service absence interview Latest News New Regulations Zero Hours Contracts Current Vacancies November 2015 Changes to National Minimum Wage Current Vacancies Our Location Unit 19 Rossmore Business Village Ellesmere Port CH65 3EY mainIcon blue dot width auto height 200 style default mapTypeId roadmap zoom 12 mapCtrl 2 typeCtrl 0 directions 0 styler invert lightness 0 styler hue styler saturation 0 styler lightness 0 styler gamma 0 adresses Get Directions Useful Links Recruitment Doctor Equality Human Rights Commission Department of Work Pensions Contact Us Noble HR Solutions Unit 19 Rossmore Business Village Inward Way Ellesmere Port CH65 3EN 0151 348 6660 E Mail Us Management We offer a range of cost effective management assessment tools including MAP 2 0 Assessment The only objective management assessment tool in the UK which assesses managers against 12 generic management competencies Read More Latest blog To Plan or not to Plan that is the question Correct use of your knife fork Apprenticeships Pros Cons You snooze you lose Redundancy Pay for an unelected MP Looking for an Account Director based Salford Quays marketingjobs manchesterjobs https t co WqAaX2LlFn Noble HR

    Original URL path: http://www.noblehr.co.uk/newsletter/tag/Payroll (2016-02-17)
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  • July 2014 Newsletter | Noble HR
    of employment records One of the things that many employers are not sure of is what records relating to their employees they need to keep and for how long To try help we have prepared the following attachment that includes the key documents the recommended retention periods as well as the relevant legislation just in case you want to obtain any more information More What to look for in an outstanding PR design digital agency In this article Hems de Winter the founder and CEO of de Winter Marketing a multi award winning Chester based PR Social Media and digital communications agency that works with global brands in the UK and Europe lets us in to the secrets of what you should consider when looking for a PR design digital partner More Changes to the TUPE Regulations for companies with less than 10 staff The Transfer of Undertakings Protection of Employment Regulations 2006 TUPE were designed to place specific obligations on businesses involved in business sale transactions and service provision changes in order to protect the rights of employees affected by those transactions Whilst the Government amended aspects of these regulations earlier this year in order to increase flexibility and fairness in the labour market from 31st July these businesses with less than 10 employees will no longer need to invite the election of representatives for consultation purposes instead they will be allowed to consult directly with each employee about the transfer or consult with a recognised union or employee representatives if there are any This change reflects what is actually the current practice in most small businesses as many employers only go through the motion of offering employees the opportunity to elect representatives as it was a statutory requirement Due to the size of these organisations most business owners actually prefer to discuss key changes on an individual basis We believe that this is definitely a move in the right direction and our keeping our fingers crossed that the Government will adopt the same approach for other areas of employment law that placed unnecessary burdens on these micro businesses Question time Well you must have known this was coming as the temperature of the British Summer rises some employees believe they have the right to go home Our office does not have Air Conditioning and although we have provided some floor standing fans some members of staff believe that they have the right to go home if it too hot Where do we stand Whilst there are rules regarding minimum working temperature 16 degrees C where work is sedentary and 13 degrees C where some form of physical effort is involved contrary to popular belief there are no such limits regarding maximum temperature however there are reasonable steps that need to be taken Any requests you receive for staff to go home should be taken seriously particularly as is affects some people more than others ie older and pregnant employees You should put in measures to alleviate discomfort such

    Original URL path: http://www.noblehr.co.uk/newsletter/item/july-2014-newsletter (2016-02-17)
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  • June 2014 Newsletter | Noble HR
    on the 1st August 2014 Peoplemad offer a concept based on over 25 years experience of reviewing business practice and building high performing teams It is an unique model that fulfils your personal needs your team s needs and your business needs It improves performance from day one A must have tool for everyone everywhere whatever your role whatever your profession whatever your business Peoplemad is easy to understand easy to remember and easy to implement To find out more about Peoplemad and the open workshop on the 1st August please contact This email address is being protected from spambots You need JavaScript enabled to view it be sure to mention Noble HR Solutions and you will receive a 30 discount on the normal rate Alternatively you can enrol here Does the punishment fit the crime Following the latest Suarez biting incident at the World Cup we once again used football to explore a standard HR issue for our blog which you can see here our blog We then found out that our niece Victoria Hughes who has her first job as a PR Account Executive has written the following on the Suarez incident here We may be biased but we liked the start wish her every success in her career Question Time Following on from last month when we looked at the problem of staff coming in late after watching the football this month we are going to look at the age old problem of time keeping and more importantly are staff ready to work at the appropriate time Most of our employees arrive for work in good time however we have a couple of people who consistently arrive at the last minute and then take the next 5 10 minutes to get ready Can we introduce a rule that says all employees must arrive at least 10 minutes before they are due to start work Can we do this The problem here is that by asking your staff to attend work 10 minutes ahead of their start time you are then liable to pay them at least the relevant national minimum wage during that period of time The most effective way around this is to ensure that you have a timekeeping policy which should include a statement such as You are responsible for ensuring you arrive at work early enough to enable you to begin work at your appointed start time Your start time is the time you are expected to actually start work not the time you are expected to arrive at your normal place of work Likewise you are required to remain at work and actually working at least until your appointed finish time unless granted authorisation by your line manager to leave early The same principles apply to lunch breaks Should an employee still persist in turning in at the last minute you may then consider disciplinary action however it is important to remember that you will not be able to deduct any pay unless

    Original URL path: http://www.noblehr.co.uk/newsletter/item/june-2014-newsletter (2016-02-17)
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  • May 2014 Newsletter | Noble HR
    on its own is no longer considered as legally safe as it once was and is generally avoided by most employers For example younger workers are more likely to lose out under a LIFO system as they tend to be the people who have worked for the shortest time at an organisation As they are at a disadvantage based on their age they may have grounds to make a claim for indirect age discrimination The same can also be said for Part time staff if their work is not counted in the same way as full time service under LIFO then women may be at a disadvantage as they are more likely to hold part time jobs As such they could pursue claims for indirect sexual discrimination In addition there are also huge disadvantages to your business too including the potential danger of losing workers with key skills who have joined the organisation recently For more information and guidance on the selection process for redundancy please call 0151 348 6660 or e mail This email address is being protected from spambots You need JavaScript enabled to view it Zero Hour Contracts There are many myths surrounding Zero hour contracts and they are now the hobby horse of many a political leader however they do still have a place if used legitimately A Zero hours contracts normally mean there is no obligation for employers to offer work or for workers to accept it To some businesses they are critical as they may need workers to cover unexpected or last minute events e g a restaurant needs extra staff to cater for a wedding party that just had their original venue cancel on them temporary staff shortages e g an office loses an essential specialist worker for a few weeks due to bereavement on call bank work e g one of the clients of a care worker company requires extra care for a short period of time It is important for employers to actively monitor their need for zero hours contracts In many cases it may be more effective or appropriate to make use of agency workers or recruit staff on fixed term contracts or it may turn out that the need is permanent and therefore a permanent member of staff can be recruited For advice and guidance as to when a Zero hours contract is appropriate please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Question Time On the 12th June the 2014 World Cup kicks off and with England scheduled to play at least 3 matches many employers are concerned about absenteeism lateness and poor performance We have had several questions from our clients we would thought we should share I didn t realise that the World Cup was on this summer and I am now getting requests for time off from key members of staff what can I do When considering requests for time off you

    Original URL path: http://www.noblehr.co.uk/newsletter/item/may-2014-newsletter (2016-02-17)
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  • April 2014 Newsletter | Noble HR
    World Cup and all the joys and chaos that this jamboree of Football brings with it It is important that we understand that one of a company s biggest assets are their employees and failing to support their needs could lead to a negative working environment thus leading to poor performance and lower levels of production Developing policies for flexible working arrangements surrounding matches could motivate staff along with allowing employees to watch matches via the internet whilst at their desks or putting up a large screen so employees can keep an eye on matches whilst working Of course such arrangements aren t always suited to all working environments so rewarding staff for working during matches could also be an option Large sporting events such as the World Cup can influence the Country s financial performance therefore it is in the interest of everyone to get behind the team For further advice on how to combat absenteeism during the World Cup call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it World Cup fever can wreak havoc in the workplace and companies not embracing it could end up with high levels of absenteeism During the 2006 World cup British businesses lost an estimated 100 million per day which raises the question are they ready this time round With the British economy in the state that it is can we really afford that kind of loss this time around Studies from PricewaterhouseCoopers show that almost 1 in 4 employees are planning to take time off in order to watch matches or recover from extremely late kick off times and therefore employers need to be aware of these figures and deal with the duvet days effectively and anticipate a spike in annual leave requests and increased absenteeism Question Time One of our clients recently had an issue with an employee who requested compassionate leave as a friend had sadly passed away however they were unsure as to what amount of leave they should allow them to take When someone close dies the last thing most people want to do is trawl through their contract of employment to see whether they are entitled to any compassionate leave Neither would most people relish the prospect of an awkward conversation with a line manager having to explain who died in order to justify a short period away from their place of work All employees are entitled to time off for dependants This is a reasonable amount of unpaid time off to deal with unforeseen matters and emergencies involving a dependant including leave to arrange or attend a funeral A dependant could be a spouse partner child parent or anyone living in the household It could also be someone who relies on an employee for their care or for help during an emergency such as an elderly neighbour But what if the deceased is not a dependant Many employers do have a policy for compassionate

    Original URL path: http://www.noblehr.co.uk/newsletter/item/april-2014-newsletter (2016-02-17)
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  • March 2014 Newsletter | Noble HR
    effective to nip it in the bud You don t need to go in hard the first or second time that an issue arises unless it is serious and falls under the Gross Misconduct category Talk to the employee get them to discuss what happened what they should have done and what they can learn from the experience remember to adopt a coaching approach Keep a record of the incident and subsequent conversations as this will act as useful evidence if they continue to fail to meet the standard of performance The more detailed the evidence that you collate the easier it will be to support any decision to discipline or dismiss at a later date For more on this article click here Question Time This month we are looking at the recruitment process and the pitfalls you may come across We interviewed last week for a Sales Executive role and after several interviews offered the position and the candidate accepted However one of the unsuccessful candidates was not happy with the outcome and has requested a copy of the interview notes and our selection criteria Do we have to give them this information Yes you will need to provide the candidate with the interview notes selection process and the rationale behind your decision As good practice we would recommend Keep interview notes for at least 3 months after the successful candidate s start date Do not make any markings or comments on CV s Ensure that your selection process is fair and in no way discriminates against any applicant You need to be aware that as an employer the minute you advertise a new role any potential applicant has the right to take you to an Employment Tribunal if they consider that the process is unfair and discriminates against them Our sister company Recruitment Doctor has a unique way of addressing these issues by recording all interviews to DVD they then keep a copy for 3 months as well as giving the candidate a copy so that they can critique their interview skills and enhance their future performance To find out more about how this works please call 0151 348 6666 or email This email address is being protected from spambots You need JavaScript enabled to view it For more information on how you should approach and manage you recruitment processes please contact This email address is being protected from spambots You need JavaScript enabled to view it or call 0151 348 6660 Auto Enrolment Firstly the employer bad news No employer can escape the government pensions Auto enrolment net and each one will be sent an advice concerning their staging dates these being the dates they will be included in the scheme The Pensions Regulator website can be accessed using your current PAYE code to find out when the joining time will be If you already have a corporate pension scheme arrangement then you have too state so but if you don t then you have the option

    Original URL path: http://www.noblehr.co.uk/newsletter/item/march-2014 (2016-02-17)
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