Case studies
Case Study 1 - Case Study 2 - Case Study 3
The Changing Workplace
Background
The Changing Workplace (CWP) is a UK based company with an international client portfolio. With a workforce of fewer than 30 employees they provide highly technical solutions to managing Corporate Real Estate. They design, implement and maintain web based real estate information solutions and provide strategic and practical support services.
As a small employer CWP do not have an in-house HR resource and as such did not have the knowledge or the expertise for the changes that they realised needed to be implemented. When CWP contacted Sparkhouse Consultants they wanted to harmonise their current employment policies as all employees were on different terms and conditions and there were almost as many variations to contract as there were employees. The project evolved to include not only new employment contracts but also an Employee Handbook and a Managers Process Guide.
Solution
Sparkhouse Consultants worked alongside with the Operations Director at CWP to review and provide recommendations for harmonising their existing Employee Contracts. The need to consult with employees at this point was crucial to this project. Once new, sleek Employee Contracts had been written, which met with UK legislation and were stripped of lengthy employees policies, employees were issued with new contracts. Additional detail, policies and procedures were all included in a customised Employee Handbook.
As required by law, employees were consulted over the new contracts and were given an opportunity to raise questions and discuss the impact on new clauses and polices provided in the employee handbook.
The Employee Handbook included policies and information including Disciplinary & Grievance Procedures, Company Dress Code and the Annual Holiday policy. The Handbook provides one consistent source of information as to what is expected of employees and what they in turn can expect from the Company.
All new employees will receive a copy of joining and it will be used to ensure a clear understanding of Company policy and procedure during the induction period. Employees are encouraged to consult the Handbook if they require clarification on aspects of their employment.
With a whole Handbook of new polices and procedures Line Managers required guidance on how to manage employees within those policies and they too were provided with a brand new tool.
A Managers Process Guide was launched which provides step-by-step guidance for Line Managers who have little or no HR experience when faced with issues such as absence, poor conduct and poor performance. The launch of the guide was followed by the delivery of bespoke training on the subjects covered within the guide. The Interactive Training assisted the Line Managers in having a greater understanding of the law, how to deal with employee issues and providing the confidence to do so.
The Benefits
Introducing standard terms and conditions and written HR policies and procedures has the given the Company the opportunity to offer a legally compliant and consistent approach to the management of their employees. Policies and Procedures provide clarity on the Company’s approach to many subjects and issues and provide one point of reference to current and new employees. It provides one place for the company to communicate company objectives, rules and regulations in connection to employment terms and conditions. Having such information and tools in place will also go some way to providing the Company protection against legal claims.