Flexible plans to suit your business
As specialists in working with SMEs, we understand the need to provide flexibility in pricing and commitment. We also know that small companies can undertake big changes, fast. That's why we've tailored our service to provide straightforward, practical coverage choices.
There when you need it
Perfect for those who want to retain employee management, with expert support.
Coaching and mentoring
Together we'll implement robust, sustainable systems ensuring best practice.
Contracts and policy documents that protect your company and team.
Exclusive access to your own, private client area on kbaterhr.com.
Managed outsource service
Take over management of employee files
So as well as time, you can free up space and ditch the paperwork!
Keep track of who's out of the office, when and why, and identify issues early on.
Data and documentation management
Be assured of best practice in your HR processes and documentation.
With customisable reports, automated and streamlined processes.
Pay as you go
Charged in units of 15 mins
If we aren't on-site, you only pay for the duration of the service received.
All services included
Access the full range of services and expertise from K Bater Consultancy.
On-site charged by the hour plus travel
Because we believe that sometimes there's no substitute for face-to-face.
Whatever the circumstance
For HR practitioners who need to talk through issues and solutions.
Coaching and mentoring
Sharing our experience and expertise for handling workplace situations.
As a small business ourselves, we're passionate about helping SME's.
For many employers, particularly those running a small business, trying to work around sickness or unauthorised absence can be very difficult.
Most ailments last only a day or so - some a week or two. Handling any absence, whether it is short-term or long-term, is a delicate matter. The illness may be serious, and also involve an operation and recovery time, or could be a mental health problem. These require a sympathetic approach.
However long the absence is, it can cause a strain on your business.
We can assist you with writing and implementing an Absence Management Policy or if you have an absence issue, we are there to help.
Contracts & Agreements
Contracts of Employment can be a daunting area for business owners. To alleviate this we can visit your organisation to help you understand what needs to be done to address a range of issues related to contracts and hours and then work with you to develop practical solutions. We will help you with developing terms and conditions of employment and we can assist with introducing specific elements such as shift systems, flexible working and annualised hours.
Types of Contracts include, but are not limited to:
- Fixed Term
- Job Share
- Annualised Hours
- Zero Hours
- Employee Shareholder
- Self-Employed Agreement
- Contractor Agreement
- Service Agreement
- Freelance Agreement
We will work with you to decide which type suits your business for now and the future, taking the complexities away.
Policies & Procedures
Policies and procedures go hand-in-hand to clarify what your organisation wants to do and how to do it.
Policies are clear, simple statements of how your organisation intends to conduct its business. They provide a set of guiding principles to help with decision-making.
Procedures describe how each policy will be put into action in your organisation.
There are a number of Employment Statutory Policies & Procedures that every business, despite its size, should have adopted and implented. They can be contained within a Staff or Employee Handbook or held separately.
Policies and their accompanying procedures will vary between workplaces and industries because they reflect the requirements, values, approaches and commitments of a specific organisation and its culture. But they share the same role in guiding your organisation.
If it is an individual Policy you require or a fully tailored Employee Handbook, we will come into your organisation and tailor it to suit.
Line Manager Training
We have various training and development available for line managers, these include:
- Communicating with Employees – Here we look at good practice on communicating with employees, including the importance of two-way communication and choosing the most suitable communication methods.
- Handling Difficult Conversations – Here we discuss and provide guidance on conducting difficult conversations, to give line managers the confidence to tackle difficult issues and to ensure the success of the conversation.
- Giving and Receiving Feedback – We focus on how to give and receive feedback, including day-to-day and formal praise and constructive feedback.
- Employee Motivation – We help line managers to understand the importance of fostering a motivated workforce and what steps they can take to motivate their team.
- Appraisals – Our aim is to help line managers understand the process involved in conducting effective appraisals, including setting objectives, preparing for an appraisal interview and performance assessment.
- Stress – We look at preventing stress and managing employees who are experiencing stress.
- Long Term Sickness - long-term sickness absence can be daunting to manage. We include obtaining medical advice, keeping in touch with an employee on long-term sick leave, avoiding discrimination and managing the employee's return to work.
Disciplinary & Grievances
Disciplinary and grievance procedures are frameworks which provide clear structures for dealing with difficulties which may arise as part of the working relationship, from either the employer’s or employee’s perspective.
These procedures are needed to make sure every individual is treated in the same way in similar circumstances and to deal with issues fairly and reasonably. They also ensure that employers comply with current law and follow the relevant Acas Code of Practice.
Difficulties may arise at various points in the employment relationship, and disciplinary and grievance procedures are there to ensure that these challenges are dealt with fairly and equitably. For this reason, employers need procedures that support both the employer and employee's perspectives. We can provide the policies, documentation, support or even manage the process for you.
Performance management is a holistic set of processes that ensure employees contribute to business objectives. It brings together many of elements of good people management practice, including learning and development, measurement of performance, and organisational development.
Performance management is strategic as well as operational, as its aim is to ensure that employees contribute positively to business objectives. Ideally, performance should be managed holistically and we will manage or guide you throughout the range of HR activities and processes available. From writing and implementing a process to addressing performance issues formally.
Redundancy is a special form of dismissal, and happens when an employer needs to reduce the size of its workforce. An employee is dismissed for redundancy if either of the following conditions are satisfied:
- The employer has ceased, or intends to cease, continuing the business.
- The requirements for employees to perform work of a specific type, or to conduct it at the location in which they are employed, has ceased or diminished.
If there is a genuine redundancy, employers that follow the correct procedure will be liable for:
- A redundancy payment
- Notice period payment
Employers who misunderstand the law or don’t follow the correct procedure may be liable for unfair dismissal claims or protective awards.
Redundancy can be one of the most distressing events an employee can experience. As such, it requires sensitive handling by the employer to ensure fair treatment of the redundant employee as well as the productivity and morale of the remaining workforce. Redundancy legislation is complex and we will manage the process from start to finish for you or if you prefer to be guided, we will ensure that you understand your obligations as employer, including employees' rights and the correct procedures to follow.
A transfer of undertakings occurs in one of two situations - either a business transfer or a service provision change.
When a business moves to a new owner in one of these 'relevant transfers', the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protects the entitlement of UK employees to the same terms and conditions, with continuity of employment, as they had before the transfer.
We will manage the process for you or if you prefer, provide guidance on the law governing the transfer of an undertaking, and on managing a TUPE situation, particularly when it comes to dismissals, consultation and notification, pensions, and required written information.
Strategy & Planning
Strategy & Planning supports long-term business goals and outcomes with a strategic framework. The approach focuses on longer-term people issues, matching resources to future needs, and macro-concerns about structure, quality, culture, values and commitment.
Whether you are a start-up and planning on making your first hire or an established business whereby you feel you are ready to start thinking ahead about your direction, we can assist you to develop strategic HR and L&D for your organisation.
Areas we would work on with you include resourcing and talent planning, reward strategy, leadership, HR analytics, L&D strategy, organizational design and development, change management, governance and corporate responsibility.