HR Revolution’s guide for a successful 2018 – PART 2

HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them achieve big things.

In part two of this guide, we are  going to walk you through more key action points that you need to consider:

How can you get the most out of your employees?

Productivity can go through peaks and troughs throughout the year. To a certain extent, this is to be expected, and is sometimes unavoidable. Still though, you must unsure that you have mechanisms in place to encourage your employees to make their best possible contribution.

Address these points:

  • How have you recognised the achievements of your team over the busy Christmas period?
  • If organisational priorities have shifted over the past few months, how has this been communicated?
  • When’s the last time you said thank you?
  • How confident are you and your managers when it comes to initiating difficult conversations about performance?
  • What did you discover about how to get the most of your employees during 2017?

How will you retain your best employees?

You might think that your employees are happy and loyal, but January is a prime time for getting itchy feet, and imagining what other opportunities are out there. Can you really be confident that you won’t lose your key talent, and if this did happen, how would your business cope?

Ask yourself:

  • When’s the last time you assessed the workplace climate? Are you welcoming open and honest feedback? Can you be sure about how your employees are feeling?
  • How would you manage if a member of staff handed in their notice? What would happen in terms of covering the work, and reallocating responsibilities?
  • Have you considered external factors such as new businesses opening in the area?
  • How do you ensure that your business offers an attractive package to its employees?
  • If employees leave, are you holding exit interviews to collect meaningful feedback?

Are you up to speed with legislative changes?

Employment legislation changes and evolves on a very regular basis. This should be seen as a positive thing, as it often contributes towards fairer and safer workplaces. Still though, you can’t afford to get complacent.

You need to consider:

  • What legislation will come into force during 2018 that you need to comply with? What processes will you need to follow to ensure that you meet deadlines?
  • Will your policy documentation need to be updated?
  • Who will take responsibility for rolling out the changes?
  • How will you communicate any new provisions to your employees?
  • How will new legislation impact on any working relationships that you have with contractors, e.g. your payroll provider?

How will you develop your leadership skills?

It’s really easy to get caught up with all the finer details of running your business. At the end of the day though, you need to recognise that you are a leader, and you need to be keeping your skills sharp. You expect development from your team, so why should you be any different?

Consider the following:

  • What are your strengths, and how can you build upon them further?
  • How do you really know that these are your strengths? Would your staff say the same? And how can you find out?
  • Where do you need to bring your skills up to speed, and have you developed a plan for doing so?
  • How will your monitor your own progress? How can you stay objective? How will you keep going when the initial motivation wears off?
  • Do you need help and accountability from a mentor?

Look out for the final installment of HR Revolution’s guide, Part 3 on Friday and don’t forget we’ll be attaching the full guide for you to download and keep!

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

 

 

HR Revolution’s guide for a successful 2018 – PART 1

So the end of the year is getting closer, and as a business owner I’m sure you’re no doubt taking a little time to reflect on your successes during the past 12 months, and assess your growth plans for next year.

So we thought we’d would take the opportunity to put together this three part guide, giving you the perfect opportunity to take stock, get your head well and truly in the game, and work out precisely what needs to be done to allow you achieve your big goals during 2018.

If you haven’t already started the planning process, then you might be feeling the pressure. It’s true that a head start can give you a great advantage, but help is at hand to make sure that you have the key points covered.

HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things.

In this three part guide, we are going to walk you through the key action points that you need to consider:

Have you translated your business goals into tangible policies and practices?

Your HR policies and practices aren’t just there so you can demonstrate that you’ve ticked a few boxes. They should guide your business, help you to navigate your big challenges, and bring you closer to your goals.

So with this in mind, grab a pen and brainstorm the following points:

  • Do your employees fully understand their personal and team objectives, and how these fit into the bigger picture?
  • Have you considered how you can use reward practices to motivate employees and drive productivity?
  • Do you encourage ongoing learning and development? How can you engrain this into your workplace culture?
  • Are your line managers confident in their roles, and playing a part in your growth plans?
  • Can you clearly articulate how everyday working practices are translating into key results?
  • How confident are you that your plans are robust enough to guide you forward?

Sometimes, taking the time to really assess where you are can make it clear where you need to make changes, or perhaps adapt your approach.

Will you need to bring in new employees?

Recruiting new employees may be essential if you want to expand, so it’s possible that you’re starting to think about how your team will grow during 2018.

Consider:

  • Do you need temporary employees? Could using the services of contractors give you more flexibility?
  • Are your recruitment processes in line with relevant legislation? Do you know your responsibilities in terms of ensuring that you don’t discriminate during the selection process, for example?
  • Do you have a strategy around how you’ll tackle the war for talent? Do you know where to find the very best candidates, and how to get them excited about the opportunity to work with your business?
  • Do you have an induction and onboarding process to help new recruits to really hit the ground running and get off to the best possible start?

Look out for Part 2 of HR Revolution’s guide on Wednesday!

We’ll be attaching the guide in full for you to download and keep in our final installment, so keep an eye out for Part 3…

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

How to nail your 2018 HR planning…

Any business owner knows the importance of using the end of the year as a chance to return to their people policies, consider the achievements and challenges of the past 12 months, and do some careful planning for the future. Keeping on top of your HR can be tricky, but it’s also essential to running a successful business.

However, before getting stuck into finer details, it is wise to take a step back and think about the big issues that need your attention. Here, we’re going to provide you with the inspiration you need to make your planning as effective as possible.

Anticipate any key legislative changes

Not a year goes by without a new piece of legislation coming in that will have an impact on your business. Of course, these are often for the greater good, and will help you to build a stronger workforce. But if you’re not prepared, they can catch you off-guard and cause you significant problems.

Make sure this doesn’t happen by taking the time to anticipate any legislation that will be coming into force, and working out what you need to do to ensure that you’re compliant. In 2018, necessary considerations are likely to include gender pay reporting, taxation of termination payments, General Data Protection Regulation (GDPR) and restricting employment allowance for hiring illegal workers.

Consider external forces that are out of your control

Often, a lot of thought is given to planning for internal factors, such as sales that you might be running, employee holidays, and so on. You need to make sure though that you’re also thinking about external forces that may have a significant impact on your business.

Are there any big events coming up in your area, and what will they mean for your operations? Are there any other businesses that are likely to be setting up shop, and what are the implications? Could your top talent be tempted to look elsewhere? You can rarely stop these things from happening, but you can make sure that you’re as prepared as possible.

Ask yourself whether you’re really considering strategic goals

We’re past the days of HR being all about tea and sympathy. Savvy business owners know that HR needs a seat at the table and that it can play a significant role in meeting strategic goals. Despite this though, many business owners still aren’t using policies and practices to truly drive their business forward, to say that this is a wasted opportunity would be a huge understatement.

So how are you nurturing your teams so they can fulfill their potential? Are your performance management processes encouraging employees to excel? Is everyone up to date and on-board with the future direction of your business and do they understand the part that they will play? It’s easy to get caught up with all the everyday, operational concerns. And these are of course important. But if you want to move forward, you need to ensure that you’re taking the time to think strategically.

Finding enough hours in the day to plan your 2018 can be a challenge in itself, but it’s non-negotiable though if you’re serious about smashing your goals.

The good news is that you don’t have to do all of this on your own. HR Revolution have many years of experience and can help. Get in touch today for an initial chat about how we may be able to work together, call +44 203 538 5311 or ask us a question below…

 

HR… your secret weapon…

Without HR expertise, growing a business is very challenging and if you’ve ever had to tackle a people issue without professional help, you’ll know just how stressful it can be.

Between trying to manage legal obligations, and meeting operational requirements, solving HR problems can become part of your everyday routine if you aren’t careful.

There is always the option to call upon help on a project-by-project basis, but if you’re ready to raise the bar (and give yourself the valuable gift of peace of mind along the way), then it might be time for you to start a retainer solution with your HR consultant.

This could be the HR secret weapon that you need and here’s why:

You know and trust your dedicated consultant so you can get straight to the heart of any issue

If you’ve ever outsourced work to a consultant in the past, you’ll know that there’s often a steep learning curve called ‘getting to know each other’ and before you can really get down to business, the right foundations have to be laid. You have to gain an understanding of how they operate, and they need to find out what your business is really all about.

So if you have a pressing HR issue and you’re working with someone who you’ve never worked with before, it’s inevitable that you aren’t going to immediately hit the ground running. When you’re using retainer services though, this isn’t a problem. You know your consultant, you know how they do things, and you trust in their decisions and advice. It’s not difficult to see the massive difference this will make.

You don’t have to face the prospect of hunting down a expert when something goes wrong

Leaders often don’t expect to go into work on any given morning and find themselves faced with handling the fall-out of an HR issue. These things happen though, and it’s vital that you’re ready to respond as soon as possible. Many issues can spiral out of control if you don’t formulate a solution within a quick timescale.

By the time you’ve contacted your business peers, asked for recommendations, and managed to get hold of someone who has a solution, serious damage might have already been done. When you have an HR expert who you can get in touch with at any time, there’s no panicking and no fuss. You’ve already got your plan in place, and you know that your consultant has already got you covered.

You will save yourself a money

Contrary to popular belief (although very outdated!!), HR isn’t all about soft tactics that can’t be measured in terms of true business success. The best HR professionals understand their role in contributing to the bottom line of your business, and play a role in helping you to exceed your strategic objectives.

And we know that you have a keen eye on your costs. Yet another benefit of working on a retainer basis is that you’ll know what you’re paying each month, so you’ll never have to face any nasty surprises.

Are you ready to make the change? Give HR Revolution a call today for an initial chat about how we might be able to work with you. Tel: +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

Why don’t you have HR?

We know that growing a business without HR expertise is challenging at best, and if you’ve ever had to tackle a people issue on your own, you’ll know just how stressful it can be.

Between trying to manage your legal obligations, and meeting your operational requirements, firefighting can become part of your everyday routine if you aren’t careful.

Of course, there’s the option to call upon help on a project-by-project basis, and there can be real value in that approach. But if you’re ready to raise the bar (and give yourself the valuable gift of peace of mind along the way), then it might be time for you to start a retainer relationship with an outsourced HR company.

This could be the HR secret weapon that you need. Here’s why:

You get to know and trust your dedicated advisor so you can get straight to the heart of any issues

If you’ve ever outsourced work to a consultant in the past, you’ll know that there’s often a steep learning curve called ‘getting to know each other’ and before you can really get down to business, the right foundations have to be laid. You have to gain an understanding of how they operate and they need to find out what your business is really all about.

So if you have a pressing HR issue and you’re working with someone who you’ve never worked with before, it’s inevitable that you aren’t going to immediately hit the ground running. When you’re using retainer services though, this isn’t a problem. You know your consultant, you know how they do things, and you trust in their decisions and advice. It’s not difficult to see the massive difference this will make.

You don’t have to face the prospect of hunting down a skilled professional when something goes wrong

Employers often don’t expect to go into work on any given morning and find themselves faced with handling the fall-out of an HR issue. These things do happen though, and it’s vital that you’re ready to respond ASAP as many issues can spiral out of control if you don’t formulate a fit-for-purpose solution within a quick timescale.

By the time you’ve contacted your business peers, asked for recommendations, and managed to get hold of someone who has a solution, serious damage might have already been done. When you have an HR expert who you can get in touch with at any time (during traditional business hours, of course), there’s no panicking and no fuss. You’ve already got your plan in place, and you know that your advisor has already got you covered.

You’re probably going to save yourself a chunk of cash

Contrary to popular (though very much dated) belief, HR isn’t all about soft tactics that can’t be measured in terms of true business success. The best HR professionals understand their role in contributing to the bottom line of your business and play a role in helping you to smash your strategic objectives.

We also know that you have a keen eye on your costs, so yet another benefit of working on a retainer basis is that you can take advantage of some extremely savvy savings, you’ll know what you’re paying each month, so you’ll never face any nasty surprises.

Employers who are mindful of the importance of their people practices, might have an HR professional in mind who can help them when things go wrong. But those employers who have thought ahead and really stepped up and are ready for whatever their business throws at them… are working with us on a retainer!

Are you ready to make the change? Give us a call today for an initial chat about how we might be able to work with you +44 203 538 5311 or email us at info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

Employment Tribunal Fees New Ruling – Will it affect you?

After arguably one of the biggest employment law rulings this year, the Supreme Court has ruled that Employment Tribunal Fees are unlawful, that they prevent access to justice and have been abolished with immediate effect. You may now be wondering what this means for you?

Effectively it means it is easier for an employee to take a case to an employment tribunal if they feel they have been unfairly treated or they feel their employer has broken the law.  Since the introduction of fees in 2013, the number of employment tribunals brought to court has dropped by almost 70%.  The removal of fees is highly likely to now mean this number will rise.

With some of the most common errors made during a disciplinary process including; not following the ACAS Code of Practice, including new allegations without investigation, not warning the employee of possible consequences and not checking what penalties are allowed under the disciplinary policy there are many areas that can mean your employee may successfully win in a case against you even if in your eyes they have done something wrong.  With the fees now removed to bring a case against an employer, it is much more likely that these cases will be taken to an employment tribunal and it is therefore essential you have done everything right first time.

“Protect your business from the potential risk of increased claims”

With collectively over 30 years’ experience of handling situations such as this, we at HR Revolution can support you to reduce this risk by giving advice to ensure you are following the correct processes and procedures and ensure you don’t breach any legislation as an employer.  Disciplinary, grievance and redundancy situations are complex and need to be done right for both the employer and the employee.  We can help simply by guiding you through the process to undertake yourself or run the process for you ensuring you avoid the pitfalls as well as any risk of a claim of unfair dismissal.

If you would like to talk to us about how we can help you in any employee relations situation whether you are at the start or mid-way through the process, please contact us at 0203 538 5311 or email info@hrrevolution.co.uk in confidence.

HR Revolution – www.hrrevolution.co.uk

Why you need HR…

Lets face it, in an ideal world, we’d never have to worry about firefighting people issues within a business. We’d have perfectly crafted policies, highly skilled line managers and engaged employees who are passionate about helping business operations reach their full potential.

I did say in an ideal world, however, things have a tendency not to work out that way. Pretty much every business owner would have experienced some tricky HR issues during their career, and most would probably agree that they can sometimes come out of the blue.

Let us help you identify any potential people issues in your business, until the end of August we are conducting obligation free Audit’s worth £750 free of charge, email info@hrrevolution.co.uk and enter FREEAUDIT in the subject line to book.

In the meantime, if you’ve found yourself with a complex and confusing people issue that you’ve had to deal with, you need to be focused on finding the solution.

Here, we explain in 3 steps how you can take control.

  1. Use the law as your first port of call

Employment legislation exists for a reason. It’s there to protect workers and ensure that standards are upheld. It can be confusing to navigate at times, but it’s imperative to recognise that ultimately, it can help you. If you’re handling an HR problem and you’re not sure what to do, the first thing that you should consider is your legal responsibilities.

An example, an employee came and told you that they feel that they need a pay rise. As long as you’re paying your employees the minimum wage, you aren’t obliged to reconsider your benefits package.  Obviously, this doesn’t mean that you should just brush the comments under the table. Exemplary employers move past compliance, and consider the bigger picture and the future of their business.

  1. Bring in the specialists

Sometimes, knowing the law isn’t enough to cut it. If you’re dealing with a particularly sensitive or complex issue, you might need a little extra help. It’s vital that HR concerns are dealt with in a timely manner, and that you get it right first time, so working with an experienced professional could give you that extra peace of mind that you really need.

HR Revolution deal with people issues every day, so we have the knowledge and expertise to cut straight to the heart of any situation to deliver the very best solution.

  1. Stop repeating the same mistakes

You’ve handled your HR issue, and come out the other side breathing a sigh of relief.   Back to business as usual… actually it’s a great time to take a step back and assess your current position and opportunities.

What lessons have you learned?  How can you prevent the same thing from happening again?

In many cases, if you decide to work with an HR consultant, you will be left with a detailed action plan so you can raise your game and become a better employer.

Ultimately though, never forget it comes down to you. Are you serious about nurturing your employees in the best way possible?  Issues are sometimes inevitable, and come hand in hand with running a business. What really matters is the ability to handle the situation in a way which best serves your employees and your business.

Get in touch with HR Revolution and let us conduct an obilgation free HR Audit, where will carry out a full review your current HR, including HR documentation, employee files and processes. We will provide a detailed report to summarise the areas that need attention, especially anything critical required to keep your business compliant with the most up to date employment laws and practices.

Please give HR Revolution a call on +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

 

6 office tasks UK workers waste over 400m days a year on

Research commissioned by Red Letter Days for Business found that workers are wasting time on mundane office tasks, including replying to emails, attending pointless meetings or completing admin.

The research identified six key areas where UK employees are wasting their time:

  1. Too many meetings that go on for too long (46%)
  2. Too much admin (38%)
  3. Too many emails (29%)
  4. People management i.e. misbehaving colleagues (25%)
  5. Technology being slow (24%)
  6. A micromanaging boss (21%)

Employees spend an average of 1.2 hours every single working day in meetings, totalling six hours every week, whilst 22% say their time is eaten up by admin tasks, such as filling out timesheets.

Overflowing inboxes also prevent employees from getting things done, with 45% of workers saying they have to respond to emails out of their contracted working hours to keep up. 26% said that they have trouble finding documents due to their email volume.

It seems our modern office environment has created bad habits. Technology, such as emails, should be speeding up processes not slowing them down. Something is going very wrong here. Businesses’ need to work together to retrain on areas like email etiquette in the workplace and to encourage better collaboration and efficiencies.

The research also found 42% of employees have seen no response from their employer to the Government’s ‘Fixing the Foundations’ plan, launched in 2015 to improve productivity levels in the workplace.

Employees were also asked about what could be put in place to help improve their output. The top five responses included:

  1. Flexible working (22%)
  2. Better technology (19%)
  3. A happy workplace (17%)
  4. Increased job satisfaction (15%)
  5. Better recognition from senior management (14%)

The fact that flexible working is at number one is very interesting, most jobs now require us to be flexible with our time; in fact 44% of employees polled confirmed they did overtime because they have a flexible role and work to complete a job, rather than work specific hours. Yet, with 57% of employees confirming they only work from the office, it seems businesses need to catch up with the flexible working idea.

If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

A version of this article first appeared in HR Grapevine.

Are you the Employer they want to work for?

Getting your company branding right is key, it says everything about you and the business you are promoting… and has a huge impact on the people that you REALLY want to work for you and the products and services you are promoting.

As business owners we all have a mission… to make a success of our business! For each of us though that success will be different; revenue, size, growth, reputation, global domination but we all have the same mission… to be successful.

To achieve this there are many key objectives to focus on; ensuring your products and services are right for the market, driving profits, hiring the right team, finding the best suppliers for quality, cost and delivery.   To get this all right you must focus on your brand message… the message that people (people being, potential customers, suppliers or employees!!) see you are giving off to the business world!

Think of a business that you would love to emulate, a business that if you were a potential employee, you would love to work for.  What attracts you to them? In the beginning it will be the brand that got you interested in the first place. Think Apple, Nike, IBM, Google, Adidas, Victoria Secret, Ralph Lauren, Porsche, VW… their brands are all very well defined and have an air of trend about them that makes you want to belong to their club!  Just like being back at school!  As human beings we naturally want to belong, to be part of a tribe, and that’s how the branding process works… learn how to build your own club/tribe and you’re half way there.

How do you know what your ‘club’ or ‘tribe’ should be?

Well that depends on what your culture is… at the centre of your brand, is the beating heart of your culture… once you have worked out exactly what that is and can put that down on paper – hey presto! your employer brand begins…

  • What are the things that make your best employees tick?
  • What is the ethos of the business?
  • What is important to you as a business owner, your morals, your ethics in business?
  • What do you expect from your teams?
  • Every brand has a promise… what is your promise to potential employees?

These are just some of the starting questions to ask yourself.

Now all you need to do is build your employee offering around that… create your job expectations, training manuals and induction and orientation programmes.  Design and tailor your appraisal and review processes and your employee handbooks to mirror and echo this brand promise and expectation and your people processes are and ready to roll.

Download our free helpful guide on How to write a good job ad and start being the employer of choice today…

HR Revolution – www.hrrevolution.co.uk

Why business owners shouldn’t turn a blind eye to a ‘sickie’

Pulling a sickie is becoming such a norm that there is now a National Sickie Day (it’s the first Monday in February in case you were wondering!). But this is a very unhealthy attitude towards sickness and employers have a vital part to play in preventing it from infecting their teams.

What is a sickie?

We all know that there are some days when your employees will wake up and just want to roll over because they couldn’t think of anything worse than having to be at work. And whilst the majority sip their morning coffee to feel human and fuel themselves for the day ahead, many workers are burying their heads under their duvets, whilst trying to think of a credible excuse regarding their whereabouts to give to their employer.

National Sickie Day

So what is it about that fateful February Monday, that makes it a prime day for calling in sick? Could it be that many are getting over (or still continuing) their drinking binge after partaking in dry January? The findings from the latest Sick Report by breatheHR shows that 21% of workers have pulled a sickie because of a hangover.

Apparently we also need more time in bed during the winter and we’re more likely to get ill, making it the perfect season to feign illness. In a study by The Fine Bedding Company, a staggering 69% of the country’s workforce said they would be tempted to make the most of the national sick day.

Sickies aren’t just for skivers

Whilst there are some that pull a sickie because they are hungover or want to start their weekend early (21% and 14% of respondents respectively), the research showed that nearly half (42%) of those that pulled a sickie did so to rest and another 19% have done so to avoid a stressful situation at work. And it appears that this isn’t happening in isolation, as those that pull a sickie tend to do so on average 3 times a year. All of these reasons for pulling a sickie should be a red flag to an employer and shouldn’t be something that they turn a blind eye to.

What employers can do about sickies

The celebration of a National Sickie Day and high number of employees admitting to feigning illness to get out of work makes it clear that sickies are becoming normalised in the UK’s working culture. In order to minimise the number of sickies in your business there are a few things that you can do, if you haven’t already!

Implement an absence policy

Don’t accept text messages or vague emails as acceptable ways for employees to report sickness. Put in place a process that both you, as an employer, and your employees should adhere to if a case of sickness arises – whether it is true or not. That way everything goes through the same procedure as per your sickness policy and is dealt with in the same way ensuring consistency and support for your staff. Hopefully resulting in a speedy return to work.

Record and measure sickness

There are a number of methods that you can use to record and measure absence. A number of small businesses use spreadsheets and keep a record of any return to work interviews, whereas others use absence management software to keep track of the absence data relating to their businesses. The important thing is to ensure that you are measuring and recording absence effectively so that you can pick up any trends to identify any recurring absences and help your staff with any potential issues they are having.

Engage your team

If your team is uninspired and unengaged, then it is likely they’ll find reasons not to come into work, so focus on ensuring your team stays engaged.  Make sure that employees enjoy their work, respect and support each other, and get acknowledgement, training and support.  Most importantly is that work/life balance is kept under control and if someone works late or over a weekend, they are given off days in lieu. In return you get employees who want to come to work, who want to be part of the business and who are fully engaged.

Open up communication

It is worrying to see that 19% of respondents have pulled a sickie in order to avoid a stressful situation at work. Communication is a key part of business success and you need to foster an environment where open communication is accepted. This number is easily preventable and it could be lowered if small businesses opened up clear lines of communication for their employees to be able to discuss situations.

Lead by example

Our plugged in, always on culture is leaving everyone in a bit of a conundrum on where the line is between work and life, if such a thing exists. Half of business owners questioned admitted that they have contacted an employee whilst on sick leave. Therefore, if you can set out your expectations for your workers when it comes to appropriate times to be working (whilst on sick leave shouldn’t be one of them), and adhere to them, it is likely that they will follow suit.

You’ll be lucky to completely stop sickies taking place in your company and they are certainly not something that you should ignore, but introducing a stricter policy for reporting sickness and communicating your expectations would be a good place to start.

HR Revolution – www.hrrevolution.co.uk