Remote work has become so popular since the 2020 pandemic that it’s almost commonplace. However, it’s been a particularly significant development for Human Resources professionals. With the steady increase of people who need or want to work from home, the number of companies that offer remote HR jobs is also increasing. But if you’re an […]
The post 16 Places to Find Remote HR Jobs appeared first on The Work at Home Woman | Legit Work From Home Jobs.
By Dan Matthews on Small Business – Advice and Ideas for UK Small Businesses and SMEs
It’s National Payroll Week, a chance to celebrate the unsung heroes who ensure the workforce gets paid the correct amount, on time. Most employees only give thought to the processes behind their payslips when there’s a mistake, here’s a chance to show them there’s more to payroll than that.
It’s a particularly appropriate time, given the great return to work as organisations continue to adjust in light of the pandemic and the many changes taking place, not just in payroll departments, but across the HR function.
A brave new world of business
In smaller businesses, the pressures of workplace transformation will be particularly acute, according to Joanne Pringle, payroll product manager at Sage.
“As we return to the new normal, managers may struggle to pack everything into their working day with the many tasks required. We might be accustomed to change management, but there has been an awful lot of change in the last 18 months.
“As with any large changes but even more so in Payroll; you sometimes ask yourself have I got it right, have I understood and checked everything correctly? So it’s important to manage changes in
By Dan Matthews on Small Business – Advice and Ideas for UK Small Businesses and SMEs
It’s National Payroll Week, a chance to celebrate the unsung heroes who ensure the workforce gets paid the correct amount, on time. Most employees only give thought to the processes behind their payslips when there’s a mistake, here’s a chance to show them there’s more to payroll than that.
It’s a particularly appropriate time, given the great return to work as organisations continue to adjust in light of the pandemic and the many changes taking place, not just in payroll departments, but across the HR function.
A brave new world of business
In smaller businesses, the pressures of workplace transformation will be particularly acute, according to Joanne Pringle, payroll product manager at Sage.
“As we return to the new normal, managers may struggle to pack everything into their working day with the many tasks required. We might be accustomed to change management, but there has been an awful lot of change in the last 18 months.
“As with any large changes but even more so in Payroll; you sometimes ask yourself have I got it right, have I understood and checked everything correctly? So it’s important to manage changes in
By Peter Done on Small Business – Advice and Ideas for UK Small Businesses and SMEs
This employee has made a threat of physical violence and her conduct in sending a threatening text should be treated as an allegation of gross misconduct. Whilst the sanction for allegations of gross misconduct is summary dismissal it is important not to make any hasty decisions and ensure that you follow your disciplinary procedure. If you simply dismissed without following your disciplinary procedure then the dismissal may be deemed unfair because the employee has not been given the opportunity to respond to the allegations made against her.
>See also: Do I have to pay staff who are self-isolating?
You should consider suspending the employee in these circumstances due to the nature of the alleged conduct. It’s important not to jump to suspension as the only way to remove the employee from the situation – you could achieve the same effect by other means – but a threat of violence in such a threatening text may make actual suspension necessary. In order to support the notion that the behaviour could be gross misconduct, it would be appropriate for some type of measure in this regard to be taken.
>See
By Peter Done on Small Business – Advice and Ideas for UK Small Businesses and SMEs
This employee has made a threat of physical violence and her conduct in sending a threatening text should be treated as an allegation of gross misconduct. Whilst the sanction for allegations of gross misconduct is summary dismissal it is important not to make any hasty decisions and ensure that you follow your disciplinary procedure. If you simply dismissed without following your disciplinary procedure then the dismissal may be deemed unfair because the employee has not been given the opportunity to respond to the allegations made against her.
>See also: Do I have to pay staff who are self-isolating?
You should consider suspending the employee in these circumstances due to the nature of the alleged conduct. It’s important not to jump to suspension as the only way to remove the employee from the situation – you could achieve the same effect by other means – but a threat of violence in such a threatening text may make actual suspension necessary. In order to support the notion that the behaviour could be gross misconduct, it would be appropriate for some type of measure in this regard to be taken.
>See
Originally written by Karen Meager & John McLachlan on Small Business
How to create a healthy workplace
A healthy workplace is one which works for everyone and it’s important that adequate time is spent trying to create this.
“Healthy” workplaces are ones that provide an open environment in which everyone feels comfortable to approach both managers and colleagues about any stresses they may have, but it is also a company culture which does not reward or prioritise unhealthy working behaviours.
Instead of standalone initiatives that often do not have sustainable results, focus on determining the root cause and integrating employee wellbeing into all your processes. By following a strategy that places employee wellbeing at the heart of your company culture, you can begin to create a healthy workplace.
However, it is important to remember that this is a process that should be continually revised in order to ensure no-one is slipping through the cracks and everyone is always seeking ways to improve.
Consider root causes, not quick fixes
Even when you think you have processes in place to prevent instances of stress or conflict from occurring, sometimes circumstances will occur where you need to manage these behaviours. Rather than focus on a quick fix which may remove
With any business, the aim is to grow and develop into an industry-leading company. While this is appealing on paper, it does come with many difficulties, especially for HR. How do you cope with an influx of staff, does your office become too small, or relationships become strained? Here’s a guide on how to handle
The post How to handle the HR process as your business expands appeared first on Small Business.
It’s second century A.D., you’re a gladiator entering a great stone amphitheatre preparing for battle. Citizens of the republic watch with excitement and anticipation, taking bets on who will win and who will lose. The chance for eternal fame drives you forward, despite the potential threat of failure. Fast-forward many centuries later and we’re still
The post How to win the small business fight for survival appeared first on Small Business.
Research from breatheHR, a HR software platform, uncovered that CEOs of small and medium-sized businesses (SMBs) are losing a fifth of their working week to HR activity, which includes a long list of admin tasks from signing off expenses to logging sickness absences. As a result, CEOs find themselves caught in a HR limbo with
The post CEOs of small businesses spending a fifth of their working week on HR appeared first on Small Business.
Every firm starts somewhere. Not too long ago even Facebook, now some 17,000+ employees strong, was just Mark Zuckerberg and a small cohort of believers. Regardless of how amazing your product is, the success of your growth story will largely depend on your people power. Before you begin ‘operation: expand’, commit to nurturing a healthy
The post HR tips for small business leaders (in growth mode) appeared first on Small Business.
