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How we can help
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Training and Development
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Employee Engagement
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People Support
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Events
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Smaller Businesses without dedicated in-house HR support
As a smaller organisation, you may not have formal documents such as terms and conditions of employment, absence process or disciplinary procedures. This may not have been an issue for you to date, but you have legal obligations to provide certain documents to your employees.
A4People can advise, guide and coach you through every step, so that you are both legally compliant and able to focus on areas that will have a positive impact on your business.
Corporate HR
Sometimes there are just too many balls for your HR team to keep juggling! With many years of experience within the corporate world, A4People is able to support your in-house HR department with either ‘business as usual’ tasks such as supporting managers with disciplinary and grievance issues to employee engagement surveys to training needs and delivery of development programmes to name but a few.
Using A4People will allow your HR team to focus on key results whilst we help to keep you from dropping the ball.
How can we help?
The continuous development of individuals and teams is vital if performance is to improve. The issue with many companies today is that they put tremendous effort into attracting employees to their company, but spend little time on retaining and developing talent.
A4People can provide training for you and your team on any aspect of people management. This can give individuals the skills and knowledge to take your business and its people further. Training courses can be tailored to your own requirements so let us know what you need. |
You may have someone who is new to people management, or a high performer who may need improved people management skills. A period of coaching to ‘boost’ their skills and knowledge could make all the difference to your business.
Here are some of the solutions we can provide to support your employees development:
Talent Management
Optimise learning and development and empower employees to contribute to your immediate and long term success.
Here are some of the solutions we can provide to support your employees development:
- Personality profiling - MBTI® - by defining personality type, the MBTI® (Myers-Briggs Type Indicator) tool builds a robust foundation for life-long personal development as well as being an effective tool for developing teams
- Employment law training for management teams
- Training needs analysis and skills matrix
- In-house management development programmes
- Team development workshops
- Soft skills development workshops
Talent Management
- Succession planning
- Development of the individual and organisation
- Performance enhancement
- Organisational capability
Optimise learning and development and empower employees to contribute to your immediate and long term success.
The capacity to learn is a gift
The ability to learn is a skill
The willingness to learn is a choice
- Brian Herbert
The ability to learn is a skill
The willingness to learn is a choice
- Brian Herbert
Employee engagement is defined as the emotional commitment an employee has for a job or organisation, which then drives their performance.
Countless studies have proven that an engaged workforce contributes significantly to a business’ success. Results range from happier customers to higher profits and stock prices, to lower health care costs. Moreover, experts say employee engagement is doubly important in times of economic recession, uncertainty or boom, because this is when the human element differentiates those who fail, survive or thrive. One way to drive engagement is to consider what employees want out of their employer or job, and how to fulfil those desires. According to “Generations at Work,” a survey by think tank Future Workplace, employees list these top nine characteristics as the most important to their job satisfaction. These characteristics were stable across demographics of gender, age and ethnicity. |
- Company Values. Companies with strong values typically draw employees who share those values, creating a dynamic of loyalty and shared commitment to the business’ brand and mission. Be sure to promote your business’ values externally and internally, so both current and prospective employees know where you stand.
- Skill Set Development. This characteristic is particularly true for younger workers, but all workers desire to stay up to date on emerging skill sets. This desire has increased in recent years, due to the rapid pace that technology is changing the way businesses work and the skill sets they require.
- Flexible Benefits and Rewards. Employees are looking for more than just a salary, and appreciate the ability to choose their benefits, forms of recognition or rewards. One employee might prefer health benefits that extend to a discount on their gym membership or alternative medical treatments. Another might be interested in working at a different location, or furthering their education. Be flexible and creative; let employees choose what benefits and rewards they prefer.
- Company Brand. Every year hundreds of companies spend countless hours doing paperwork, surveys, polls and other drudgery in order to apply for Fortune’s prestigious “Best Places to Work” list. Many large corporations have whole teams committed to gathering data and submitting their application. Why? Brands matter and being known as one of the best places to work is a sure way to lure talent.
- Career Advancement Opportunities. In today’s tough job market, workers want to be sure their career has a future that fits into the changing economy. Businesses that are clear about the possible career paths they offer are more likely to attract and retain top talent.
- Social Responsibility. Big business’ image took quite a hit in the last 15 years due to the excesses and abuses of power demonstrated by some companies. Over-the-top CEO salaries, mortgage fraud, environmental hazards and more contributed to a distrust of large corporations. Employees have always wanted to work for a company they believed was socially responsible, but more so today. Employees care that their companies are ethical in how they do business and treat people.
- Telecommute Option. Employees want the freedom to choose their work location, whether it’s from home, overseas, in the office or in multiple offices. While some businesses still resist this trend, modern technology has levelled the playing field for telecommuters and in-office staff. In fact, some workers are able to accomplish more outside the office where they can work uninterrupted.
- Support for Continued Education. Along with a clear career path and ongoing skill development, employees value the ability to advance their skills through further education. Moreover, employers can hire recent graduates and groom them for executive positions through sponsored MBAs or other advanced degrees.
- A Friendly Office Environment. Workers want to work with people they like. This characteristic is especially true for younger workers, who are hyper connected through social media and mobile technology. To fuel engagement, be flexible about how employees form teams, allowing them to work with or for people they enjoy.
How can we help?
- Help you to build a comprehensive induction/on-boarding process to inspire confidence and buy-in from day one for your employees
- Employee satisfaction survey's
- Focus groups
At some point all organisations have to contend with employee issues such as a grievance or disciplinary issue.
Our expert advice will ensure the whole procedure is conducted within employment law restrictions. Our aim is get you your desired result, through all stages of the process.
Once the process is over we can provide practical advice on how to move on. We can help the individuals concerned – and the business as a whole – learn from the process; leading to better working relationships.
We are here to help you get the basics right including:
Contact us to find out how our experience and knowledge can guide you through the most difficult workplace situations, getting you the positive outcome you need.
Our expert advice will ensure the whole procedure is conducted within employment law restrictions. Our aim is get you your desired result, through all stages of the process.
Once the process is over we can provide practical advice on how to move on. We can help the individuals concerned – and the business as a whole – learn from the process; leading to better working relationships.
We are here to help you get the basics right including:
- Recruitment, on-boarding and induction
- Code of conduct defining company values and internal brand
- Reviewing and creating employment contracts
- Face to face or telephone advice for ad hoc employee relations issues
- Creation of or review of existing Employee Handbooks
- Advice on handling employee grievances
- Absence management
- Performance management
- Support to tackle disciplinary issues, such as sickness absence, poor performance, breaching company policies
- Equality, Diversity and Inclusion
- Remote working and management thereof
Contact us to find out how our experience and knowledge can guide you through the most difficult workplace situations, getting you the positive outcome you need.
Please contact us to schedule on site training or to be advised when public offerings are relisted.
Need help? Looking to optimise your learning and development? Want engagement?
Or just need an extra pair of hands for support? Get in touch.
Or just need an extra pair of hands for support? Get in touch.