Category Archives: How To

Simple “how to” guides help you understand fundamental tasks in HR as well as emerging issues that your business has to deal with. Beagle HR is a HR consultancy providing HR advice and HR services in Surrey.

Beagle HR is a UK based Human Resources Consultancy in Surrey that works with you as a HR business partner. Furthermore, we offer expert advice that helps you comply with legislation whilst managing your employees in a people-centric, creative, timely, and cost-effective manner. We offer HR advice and services. In addition, HR services are available in: Surrey, London, Hampshire, Addlestone, Ashford, Basingstoke, Byfleet, Camberley, Chertsey, Chobham, Cobham, Dorking, Egham, Epsom, Farnborough, Godalming, Leatherhead, Reigate, Staines-upon-thames, Walton-on-thames, West Byfleet, Weybridge and Woking.

We understand that your HR issues can vary greatly, we offer an extensive range of HR services including; onboarding, compliance, employee support and problem solving, retaining and offboarding.

Beagle HR was set up at the beginning of 2020 by Dan Caruso.  Dan has had previous experience in retail, telecommunications, and education in both operational and strategic roles. Beagle HR is proud to serve clients from a host of different industries including; accountancy firms, IT support services, hospitality, digital marketing agencies, financial services, and facility support services. We work with clients in the SME market to offer practical advice, compliance and resources.

Can you manage performance remotely?

managing performance

“When feedback is included as part of regular, ongoing performance discussions throughout the year, the employee, the manager and the organisation are all better off.” Shawna McKnight What is performance management? According to the CIPD, it is to: Identify the objectives in which individuals and teams will see their piece in the organisation’s strategy and […]

Organisational Design in 2020

Organisational Design

With the world of business going through a rapid period of transformation due to to the onset of Covid-19 now could be the perfect opportunity to redesign your organisation. In this article I look at Organisational Design and why it is worth considering right now. Why now? Change that usually takes years has happened in […]

Handling a Sexual Harassment Complaint

sexual harassment

As an employer, you should: take any complaint of sexual harassment very seriously handle it fairly and sensitively The employee or worker making the complaint may start by talking to you to try and resolve the problem. If they do not feel comfortable doing this or the issue is particularly serious, they can raise a formal grievance. […]

What to do when an employee raises a grievance

Grievance

Many workplace problems can be resolved informally, for example through a quiet chat.  An employee could raise a problem informally by telling their line manager or someone else at work (for example, another manager or someone in HR). It does not have to be in writing at this stage. Take the problem seriously If an […]

Supporting employees during redundancy

Support Staff During Redundancy

Redundancy can create difficult situations and conversations in your organisation. You should think about how to support:  employees at risk of redundancy managers who are breaking the news the people leading the consultation employee representatives staff that are staying on It’s often forgotten that those staying on experience stress from seeing colleagues and friends being […]

Calculating Redundancy Pay

Calculating Redundancy Pay

You must pay redundancy to employees who have: an employment contract worked for 2 full years  How to calculate redundancy pay You must pay at least the statutory amount to your employees. Use the GOV.UK redundancy pay calculator to work out an employee’s statutory redundancy pay.   How much redundancy pay each employee gets depends on their age […]

Giving the notice to make an employee redundant

Redundant Notice

You can only give notice and make an employee redundant once you’ve finished consulting everyone. It’s best to tell an employee face-to-face that you’re making them redundant. You should also let them know in writing. You should include in the letter: their notice period leaving date how much redundancy pay they’re due how you calculated the […]

Selecting employees for redundancy

Selecting Employees for Redundancy Image

Selecting employees for redundancy must be done in a fair way and not discriminate against any individuals or groups. It’s a good idea to use selection criteria to help you choose which employees to make redundant. You should base the criteria on: standard of work skills, qualifications or experience   attendance record (do not include […]

Redundancies: Consulting employees

Redundancies Consultantion Image

Consultation is when you sit down with employees to explain your planned changes and get their feedback and input. Your plans must not be finalised at this stage and you should aim to include any employees’ suggestions or ideas you agree with. Who you must consult You must discuss your planned changes with each employee […]

Redundancy: How to avoid

Redundancy image

You can avoid job losses by planning ahead and looking at other options. Before making employees redundant you should see if you can: offer voluntary redundancy or early retirement agree to flexible working temporarily reduce working hours ask employees to stop working for a short time  retrain employees to do other jobs in your business let […]