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For any business wanting to optimise their processes, it’s necessary to have trained personnel committed to the mission and vision of the company.
To effectively manage the staff of an organisation requires a program that allows owners to have a thorough selection of suitable people for the different positions.
And that department is called HR.
No large organisation works without human resources and its importance cannot be overstated.
The HR department is responsible for the processes of personnel selection, recruitment, and of payments, among others.
It is extremely important because all the personnel of the company, from recruitment, selection and induction – goes through Human Resources.
Therefore, depending on their efficiency, the company can either achieve its objectives or have them limited.
The main challenge facing businesses is the continuous improvement of the staff that integrates with it. HR exists to improve the contribution of people to such organisations.
To carry out their task, the personnel departments need to satisfy multiple objectives. It is necessary for them to face social, organisational and personal needs.
These objectives can be achieved through various activities of the staff, focused on evaluating and maintaining an effective workforce.
For many people, human resources is associated mainly with recruitment, which is right, but the range of tasks to be performed can be much larger.
In addition to recruitment, a HR team also deals with payroll issues, holiday schedules, administrative matters and trying to ensure that employees have positive relations with each other, know how to work in a group and share similar company values.
Here, we’ll go through the 3 key areas of what makes a Human Resources department tick.
If a company has more than 10 employees, then ideally one or more of the staff should be involved in human resources positions.
HR and payroll are often interlinked positions and so they will be responsible for issuing all letters, certificates, dismissals, holiday management and, of course, managing the monthly payments and wage slips.
It is also within their duties to keep records of employment, contracts, and compliance with health and safety regulations too.
This is so the owner does not have to personally take care of the paperwork and payment for each employee and instead, can focus on other areas of the business.
Every major company employing multiple employees should have a specialised HR and payroll department so that the entire business runs smoothly and correctly.
Invariably, HR is responsible for hiring personnel in the company.
This is not always the case, but in large organisations, workers in the human resources department are in charge of conducting personal or group interviews.
Furthermore, they can organise selection tests, since they are the most qualified people to know the value that a person can contribute to the company.
Not only this, but they are also responsible for evaluating the professional performance of the workers, and to motivate them if necessary.
HR is in charge of ‘knowledge management’.
This means the human resources department are responsible for collecting and evaluating everything learned by the employees, as well as with their experiences within the company, so as to manage and supervise them effectively.
They are in charge of ‘work relations’, that is, of the links that are established in the workplace and that are capable of improving the production process.
They are the representatives of managers when communicating with employees in this regard.
This is common in large corporations, where HR is responsible for talking to workers about issues that superiors then may have to address within the team.
Essentially, an HR department should be a kind of bridge between employees and the employer.
They should listen to the voices of both parties and give the management attention and ideas of employees together with suggestions for improvements.
Their tasks also include presenting the position of the management to the employees. All activities undertaken by HR employees are aimed at developing and maintaining a specific organisational culture.
For those businesses that may want additional HR support or lack a full-time department, HR outsourcing could be the perfect solution.
Choosing Norden’s allows you to significantly reduce costs related to the implementation of human resources tasks. These costs are not only the time of work of personnel specialists, but also resources, tools, software, and any equipment that requires such a position.
We offer our clients the opportunity to order and constantly perform broadly understood HR and personnel services, including tasks related to employee training, recruitment of personnel, conducting periodic assessments, as well as the running of the HR and payroll system.
We address our solutions to companies that want to focus their attention and financial resources on their main business profile and strategy development.
We assist in finding you the right candidate and to carry out a formal procedure for their employment, alongside researching their training needs and organising employee education processes.
What are the benefits?
Outsourcing of HR processes with each passing year is gaining popularity due to a number of benefits that business owners are becoming more and more aware of.
They consist of:
• Saving time and investing it in the implementation of the business strategy
• Administering monthly payroll and drafting of contracts
• Development of staff newsletters, handbooks, policies and procedures etc.
• Matching personal resources to the strategic needs of the business
• Increasing the efficiency of the business
• Reduction of costs (including costs related to employment of HR and admin staff, improving the qualifications of HR staff)
• Information security and maintaining human resources plans
• Constant monitoring of employee improvement needs and providing the best staff training
• Professional personal consulting
Norden’s has vast experience in implementing quality HR processes and will ultimately help your business make instant impressions towards reaching your goals.
Working alongside all sized businesses, we have the experience that counts in HR. Offering either partial or full outsourced services, we have the ability to meet your needs.
Aware of the challenges that entail business management, we make sure you can focus on the daily running of the business, while we ensure that HR is functioning as efficiently as possible.
What do your HR services cost?
We offer our HR services either as a project basis or as a retainer basis, with a pre-specified scope and fixed-fee costing.
After an initial consultation, we’ll deliver a proposal that will clarify and outline the pricing structure and deliverables.
What kinds of organisations have you worked with?
All employers have a legal requirement to lay a foundation for their employees. This will outline their terms and conditions of employment alongside other supporting paperwork, such as policies and procedures. This is often referred to as an “employee handbook”.
Do you help with recruitment services?
Yes, we recruit for commercial, managerial, administrative/office, accounting and financial as well as other positions too. We’ll use effective methods of recruiting suitable candidates and assess competences of current employees so that your business will gain an advantage over competitors.
Do you look into training needs?
Norden’s will examine training needs in terms of your organisational culture. We’ll plan and comprehensively organise a training system and evaluate its effectiveness.
Do you offer flexible solutions?
Norden’s give employers the option of a range of flexible solutions. This varies from remote, ad hoc support to a permanent onsite presence, either in an advisory or administratorial HR role.
When we support clients on a more regular basis, we’ll provide affordable retained packages, and this allows employers the chance to spread out much of the costs involved.
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In November 2002, having sold our other business interests off earlier in the year, I decided to set up Nordens Chartered Accountants. The easy part was knowing how to do it, as I had established and built a smaller practice a few years earlier, the difficult part was not following the traditional accountancy path. Having run businesses, both successfully and unsuccessfully, I wanted to help business owners resolve their short term problems and work with them to achieve their longer term goals. Business has always been my interest and I love that I can help business owners achieve what seems like the impossible every single working day.
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