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Welcome Aboard

After the challenges of Covid-19, which appears to have now stabilised, employers are now facing uncertainty as a result of Brexit, the war in the Ukraine, the huge increases in the cost of living and now fears of a world recession.


This is now putting immense pressure on employers to consider how they can save cash and maximise the performance of their teams, whilst attracting and retaining high quality employees, who can deliver high quality results during these challenging times of uncertainty.

Recognising the challenges that you face, we wanted to impart, from our font of knowledge, some really informative insights into:

  1. How to attract high quality employees.

  2. Once you've got them on board, how to help them to hit the ground running and feel part of your organisation at an early stage.

  3. Put strategies in place to assess how your current workforce feels about working for you and how to keep them committed to working for you.

  4. If you are in the unfortunate position of having to make redundancies, how you can do this in a fair and professional way and minimise the risk of any ET claims being made against you.

Today our focus is going to be on Onboarding. Once you have recruited someone, the story doesn't end there. An employee’s first impressions of an organisation have a significant impact on their integration within the team and job satisfaction. By having a robust induction process in place, it is a great opportunity for your organisation to help the new starter to settle in and provide them with the tools and knowledge that they need to perform their role.

The benefits for you of a robust induction process is that it can reduce turnover, absenteeism, disruption to your existing team and increase employee commitment and job satisfaction at an early stage.

For new starters, an in depth induction process will help them to understand more about your organisation, their role and ways of working, as well as an opportunity to meet new colleagues, learn from them and get up to speed quickly.

According to the Chartered Institute of Personnel Development's 2022 Resourcing and talent planning survey, 28% of organisations have improved their induction process to enhance retention.


So let's talk turkey, what are the key components of a great induction process?

  • Detailed guidance on organisational procedures, such as, equality, diversity and inclusion, health & safety

  • Information about your systems

  • Insights into company values and behaviours

  • An opportunity to meet the team and key stakeholders that they will be working with

  • A robust probationary process which sets standards and expectations at an early stage and the support that will be made available to the new starter throughout their probationary period.

We hope that you have found this information useful!

In our next update, we are going to be looking at Probationary.


Important Changes

We also wanted to share with you some key changes that are coming up:

1 April 2023 - Increase to National Minimum Wage and National Living Wage

Employers will be expected to comply with the new National Minimum Wage rates from 1 April 2023.

The new rates will be:

  • Age 23 or over: £10.42

  • Age 21 to 22 – £10.18

  • Age 18 to 20 – £7.49

  • Age 16 to 17 – £5.28

  • Apprentice (under 19 or over 19 in the first year of the apprenticeship) – £5.28

2 April 2023 - Increase to Family Friendly and Sick Pay Rates

Statutory maternity, paternity, adoption, shared parental and parental bereavement pay will increase from the current rate of £156.66 per week to £172.48 per week in 2023/24.

Statutory sick pay will rise to £109.40 per week, up from £99.35 per week.

The weekly earnings threshold a worker must meet to become eligible for statutory parental pay or statutory sick pay will remain the same, at £123 per week.


6 April 2023 - Compensation limits, statutory guarantee pay and weekly redundancy payments

Rates likely to be confirmed in March 2023.


8 May 2023 - Extra bank holiday to mark the coronation of King Charles

These are but a few of the changes, there will be lots more coming up with dates to be confirmed. You can be rest assured that we will keep you informed!

For our customers who are already benefiting from our fab Cloud based HR software solution http://hrpulse.co.uk, our HR documents and processes provide you with a robust approach to managing both the recruitment and selection and induction processes.

If you aren't currently, a HR Pulse customer, please feel free to contact us by emailing sue@evergreenhr.co.uk for a free and no obligation demo or to be added to our newsletter.

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