SourceHidden 2Hidden 3Email Header<p>Thank you for taking the time to complete the quiz.</p><p>Your individual report is compiled in the PDF attached.</p>Email Footer<p>Many thanks,</p><p>Stacey Mead & Helen Thomas<br>HR Dept Bristol and North Somerset<br><a href="https://www.hrdept.co.uk/bristol-north-somerset/">www.hrdept.co.uk/bristol-north-somerset/</a></p>Attract & RetainAvailable values for Topic 1Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. How confident are you in attracting and retaining good employees?*I’m struggling to get quality candidates to apply let alone stay with meNot very, I’m in constant fear that they will be enticed awayI’m ok but I do wonder if we are doing enough to keep employees with usVery, we have a pipeline of candidates and a reputation as a good place to workThis field is required.Managing AbsenceAvailable values for Topic 2Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. How do you keep track of employee absences?*I don’t!I record it but it’s inconsistent and manual so hard to monitorI record and monitor absences but it’s time consumingI use software that records and monitors absenceThis field is required.How do you deal with long term absences?*No clue, I avoid itI have an idea but I’m worried about getting it wrongYes, but it often takes me out my comfort zoneI understand my responsibilities as an employerThis field is required.Managing PerformanceAvailable values for Topic 3Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. How clear are you on how performance issues should be handled?*Clueless, probation periods and appraisals make my head spinI know what action I want to take but not clear on the legal implicationsFairly, but my understanding could be clearerI am confident in managing my employee's performanceThis field is required.Do you know the correct process of terminating someone's employment if they are not performing well?*No and I worry I will get it wrongMaybe but not sure it's right or notI think so but I don't have clear standards in placeYes we have an auditable process with clear standardsThis field is required.Do you track performance and have an appraisal system?*No, we don’t need toWe have an informal systemYes, but it’s time consuming and could work betterYes, we use software that keeps track of performanceThis field is required.RestructureAvailable values for Topic 4Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. Do you need to change the structure of your business (e.g. staff redundancies) for it to perform more efficiently?*I don't knowIts ok at the momentWe restructured recentlyYes I think we might need toThis field is required.Dismissals & GrievancesAvailable values for Topic 5Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. Do you feel confident in handling dismissals and grievances?*I have no idea how to handle this correctly or legallyI don't like to get involved with itI’m fairly confident but could do with guidance when issues come upYes, I’m confident that these issues are dealt with correctlyThis field is required.How up to date is your staff handbook/HR policies and procedures?*What handbook?!It's pretty outdatedWe schedule reviews to update it but they often get delayed or skippedIt's completely up to date and readily availableThis field is required.Are all your team aware of your staff handbook/HR policies and how to access them?*No, I'm not even sure where to find it!Unlikely, it's pretty buriedIt is accessible but few people look at itYes, it's readily available and frequently referred to in company wide communicationsThis field is required.InsuranceAvailable values for Topic 6Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. Do you have employment tribunal insurance?*Never heard of itI think so but need to checkYes absoutelyThis field is required.Have you been through a tribunal before?*NoWe settled before it got to tribunal stageYes, and I never want to go through it againYes, it’s par for the course and we are equipped to deal with itThis field is required.SegmentationHow many employees do you have?*Less than 1010 - 2525 - 50More than 50This field is required.Do you use any HR software?*YesNoThis field is required.Final Details*One final step before we send you: Your score and key risks Your personalised PDF report Suggestions to improve each key areaYour personalised report will be emailed to you along with relevant tips supporting your score. View our Privacy Policy * Last name * Mobile Number * Postcode This field is required.Identify the lowest topic numberDo not edit me. Showing the {N} lowest Key Areas of Improvement LOWEST(N) ~> LOWEST(2) HIGHEST(N) ~> HIGHEST(2) AND Check to is Total number of Highest / Lowest keys wanted to show on Appearance tab OR: use MIN / MAX and check to is Identify the lowest topic number on Appearance tab Topic 1 GapDo not edit me. Topic 2 GapDo not edit me.Topic 3 GapDo not edit me. Topic 4 GapDo not edit me.Topic 5 GapDo not edit me.Topic 6 GapDo not edit me.Topic 1 Yes Most ImportantDo not edit me Topic 2 Yes Most ImportantDo not edit me.Topic 3 Yes Most ImportantDo not edit me Topic 4 Yes Most ImportantDo not edit me.Topic 5 Yes Most ImportantDo not edit me.Topic 6 Yes Most ImportantDo not edit me.General Feedback text for Overall score of 0-33%<p>It appears from your answers that your HR function isn’t quite getting the best results for you, your business or your people.</p><p>Time-consuming processes mean you can’t spend as much time thinking about the bigger picture as is needed and you perhaps feel in the dark over legislation, which is causing you concern and could be placing you in a vulnerable position.</p><p>The good news is that with the right advice and support, you could eliminate all that worry and leg work in no time at all.</p>General Feedback text for Overall score of 34-66%<p>It appears from your answers that while your HR function is on the right track, it’s not quite getting the best results for the business, your people or you.</p><p>Time-consuming processes mean you can’t spend as much time thinking about the bigger picture as is needed and you perhaps feel in the dark over legislation, which is causing you concern and could be placing you in a vulnerable position.</p><p>The good news is that with the right advice and support, you could eliminate all that worry and leg work in no time at all.</p>General Feedback text for Overall score of 67-100%<p>It appears from your answers that your HR function is on the right track and is getting great results for the business, your people and you, which in turn allows you to spend your time focussing on the bigger picture and less time worrying about legislation.</p><p>Now could be a great time to level up your HR development, management and leadership activities.</p><p>A good way of staying ahead with your HR is having a People Plan. Linked to your business strategy, the people plan sets out areas to focus on to enable you to deliver on your business plan.</p>Topic 1 Key Area of Improvement<p class="topic-title"><strong>Attract & Retain</strong></p><p>Having a good ‘employer brand’ will help you to attract and retain good employees.</p><p>We often focus on a marketing strategy for our services and goods, an employer brand does exactly the same – but its aim is to attract people to work for you and to stay.</p><p>Its how applicants see you as an employer.</p><p>Take a look at your social media – what is it saying to potential applicants about working for you?</p><p>By developing an employer brand you begin to get a reputation as a good place to work and recruiting becomes less of a challenge.</p>Topic 2 Key Area of Improvement<p class="topic-title"><strong>Managing Absence</strong></p><p>We know that a major concern for employers is how to handle absence.</p><p>Short term absence, such as sick leave, can be disruptive and unfair on other staff who have to take on the extra work.</p><p>Make a significant difference to how you manage absence by;</p><ul><li>Introducing return-to-work sickness interviews</li><li>Using measuring tools to track absence</li><li>Training managers in using tools and conducting the inteviews</li></ul><p>Long-term employee absence may well be due to an underlying issue caused by a disability. In these circumstances, the individual is protected from workplace discrimination.</p><p>Working with occupational health professionals can help find reasonable adjustments and plan phased returns.</p>Topic 3 Key Area of Improvement<p class="topic-title"><strong>Managing Performance</strong></p><p>A vital part of your business is driven by your employees. So, you need to maximise their achievement. Employee performance management starts during the probationary period.</p><p>Your new hire should prove that they are the right person for the job.</p><p>Make sure you can assess their effectiveness and address any problems early on by;</p><ul><li>Giving them a thorough induction</li><li>Holding regular catch up meetings</li><li>Conducting regular performance appraisals</li><li>Setting out clear objectives to achieve, both in work delivery and development</li><li>Don’t shy away from tackling performance, it will only become harder to have the conversation</li></ul>Topic 4 Key Area of Improvement<p class="topic-title"><strong>Restructure</strong></p><p>Making sure your business has the right structure is critical to ensuring that your business is able to grow and meet your plans.</p><p>Managing a restructure may include changing people's roles and / or making redundancies.</p><p>It’s important that employers understand their obligations and manage the process correctly to avoid business disruption and the risk of a tribunal claim.</p><p>Employers should understand their statutory obligations including:</p><ul><li>The need to have an objective business justification for any changes</li><li>The requirement to consult in a meaningful and reasonable manner</li><li>Any statutory processes and redundancy payments that may be due</li></ul>Topic 5 Key Area of Improvement<p class="topic-title"><strong>Dismissals & Grievances</strong></p><p>As an employer, you will inevitably encounter staff who;</p><ul><li>Demonstrate poor performance</li><li>Commit minor breaches of the company’s rules</li><li>Are guilty of serious breaches</li><li>Don’t fit in with your company values</li></ul><p>All of these problems need timely and correct handling.</p><p>Ensure that you have a comprehensive disciplinary and grievance procedure. Failing to follow procedures correctly can be incredibly costly if it results in an unfair dismissal or discrimination claim not to mention damaging for a company’s reputation.</p><p>Ensure your managers are confident to address issues and understand the risks in relation to employment law.</p>Topic 6 Key Area of Improvement<p class="topic-title"><strong>Insurance</strong></p><p>Employment tribunal insurance protects an employer against employment tribunal claims and the associated risks.</p><p>It enables employers to cover the costs of;</p><ul><li>Legal costs of defending an employment tribunal claim</li><li>Damages payable to an employee as the result of a tribunal</li><li>Other legal costs that result from a successful claim</li></ul><p>Due to the increasing complexity of UK employment law, tribunals are becoming more common. Failing to comply with the law can result in serious problems for your business.</p><p>Employment tribunal insurance offers the peace of mind of knowing that, should the worst happen, you won’t end up paying unexpected legal bills that you can’t afford.</p>Call to Action<p>You've qualified for a <a href="https://calendly.com/hayley-blackman" target="_blank">FREE 1:1 call</a> to talk to you about your scores, discuss the challenges you’re facing and how our solutions can eliminate the worry.</p>Topic 1 Detailed Text for 0-33%<p>d</p>Topic 1 Detailed Text for 34-66%<p>d</p>Topic 1 Detailed Text for 67-100%<p>d</p>Topic 2 Detailed Text for 0-33%Topic 2 Detailed Text for 34-66%Topic 2 Detailed Text for 67-100%Topic 3 Detailed Text for 0-33%<p>d</p>Topic 3 Detailed Text for 34-66%<p>d</p>Topic 3 Detailed Text for 67-100%<p>d</p>Topic 4 Detailed Text for 0-33%Topic 4 Detailed Text for 34-66%Topic 4 Detailed Text for 67-100%Topic 5 Detailed Text for 0-33%Topic 5 Detailed Text for 34-66%Topic 5 Detailed Text for 67-100%Topic 6 Detailed Text for 0-33%Topic 6 Detailed Text for 34-66%Topic 6 Detailed Text for 67-100%Topic 1 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic. Topic 2 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.Topic 3 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic. Topic 4 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.Topic 5 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.Topic 6 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.TestimonialsTestimonial 1<p><i>The team are superb. My favourite supplier. They are hard-working, knowledgeable and great communicators.</i></p><p><strong>James Dempster - Fox & Bear</strong></p>Testimonial 2<p><i>Having the services of the HR Dept has really helped our growing business, in particular in relation to looking at training options.</i></p><p><strong>Sarah Driver - Rathfinny Wine Estate Ltd</strong></p>Testimonial 3<p><i>I'm dealing with real people who care about me and how they can help me. I love Serena and feel totally safe in her care.</i></p><p><strong>Angela Marden - Angela Marden Estate Agents</strong></p>Overall Total NumberAdd in ALL questions below. This will simply add up all questions and give a total number of points for all. Overall Current PercentageCreation note: Change "40" to the number of total points available in this quiz. E.g. Total of 6 questions is 4x6 = "24". Total of 8 questions is 4x8 = "32". etc All topics have 100% scored - MessageDont change Label Final score is LowDo not edit me. Final score is MediumDo not edit me. Final score is HighDo not edit me. Key Area(s) of Improvement Title