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What HR data should I gather?
Written by John Berry on 13th July 2019. Revised 25th July 2019.
6 min read
When it comes to HR data, there is a wealth of it to be collected and analysed. Indeed, the saying “if you can’t measure it, you can’t manage it” arguably holds true - how can you decide what to do to improve absence levels, and therefore sickness-related costs, for example, if you have no clue what those absence levels are? And yet, just because you can measure it, does not mean you should. This blog (the first of two) sets out what data you might gather and how you might interpret what you do.
A research consultant called. She needed to estimate the number of firms engaging workers abroad. Our own view at TimelessTime is that the number of foreign workers contracted is huge – though embraced more by some sectors than others. Here's our estimate. But paying people abroad is easy. Managing them to compliance, let alone excellence, is another ball game.
Developing an exit plan
Written by John Berry on 28th February 2019. Revised 13th July 2019.
6 min read
At some stage it will be right for those who start the firm to stop, close it or transfer it to someone else. It will be time to Turn! Turn! Turn! But how should this be done and over what timescale? The answer to this conundrum is to develop an exit plan, and the sooner the better after start-up. At least if a plan exists, it can be revised year by year.
Employing contractors and agency workers
Written by John Berry on 6th July 2017. Revised 13th July 2019.
10 min read
Companies exist because they are the most efficient way of an entrepreneur gaining the services of others. And yet many gain the services of those working in their own firms, as sole-traders (or self-employed) and via agencies. This blog aims to elaborate on the simple case of workers employed by a firm to provide a complete understanding of the possible relationships between entrepreneurs and their companies and workers.
Wrongful dismissal, unfair dismissal, constructive dismissal – what’s the difference?
Written by John Berry on 10th May 2017. Revised 13th July 2019.
3 min read
Some managers are aware of the difference between the various types of dismissal that may be executed on an employee. There is an assumption that tribunal claims can only be made where a person has service at least longer than some qualifying period. This is not actually true; there are instances where employee can take an employer to tribunal without any qualifying period of service.
Dismissing an employee with under two year’s service
Written by Sue Berry on 22nd July 2017. Revised 13th July 2019.
5 min read
Technically, you can tell an employee that you no longer require them to work for you. You can pay them their notice and invite them to leave. Provided that you have no contractual obligation to use a protracted procedure, you might get away with this course of action. Fair dismissal is narrow and well-defined and hence so too is unfair dismissal.