1. Bespoke to your business

These systems (in particular the one we use at Solve) can be tailored to your company, so it’s your logo, your branding, and your policies that are upheld by these systems.

2. HR Management that will save you time and costs

Because you’re not always needing to handle everything, or get someone in to do it for you, time is saved as well as money. Less double handling and more information going direct to where it needs to be.

3. Improve staff and HR Management performance

With such easy access to things that often cause hang-ups and slow downs, processes can move faster and with greater simplicity.

4. Evolves with your and your team as your business grows

As your policies change, or staff join/leave you, the system can be constantly updated to work with these changes easily. Once the basic framework is in place it can be adapted with relative ease and keep things running on the HR side.

5. Happier, more productive employees

With easier access to the information they need, employees can work around what they know without having to hunt for information that should be easily available to them. Remaining holidays, sickness records etc. are all made easily accessible to the correct people, meaning they can get more work done, with greater ease.

6. Consistent management and policy delivery

In honesty, one of the biggest flaws in business is us…people, we make mistakes. By leaving software to control the day-to-day processes that don’t require our involvement, we can regain some consistency in our policy and practice. Computers shouldn’t make spelling mistakes!

7. Simple delivery of Best Practice HR

Always knowing that best practice is in each situation can be difficult. The system we offer at Solve in particular, covers best practice by doing it for you, so you know when you run something through that system it is done properly.



On 12th and 14th May, Solve were delighted to host complimentary seminars in Glasgow and Edinburgh on an “Introduction to HR and Employment Law”.

Over the course of the two seminars, which were attended by around 23 of Solve’s clients and contacts, the Solve team, led by Director, Stephanie, covered topics such as:

• Recruitment, including the benefits of Thomas International PPA

• Contracts of Employment

• Disciplinary and Grievance

• Absence Management

• Employment Law

• And many more…

Attendees came from a cross section of industries and represented various roles within their respective businesses. Feedback from attendees on the day and since has been fantastic and everyone left with some ‘golden nuggets’ to take back to their business and ideas for how HR could benefit their bottom line.

Attendees were also offered the opportunity to complete a PPA profile to see how this exciting tool could be of benefit in their recruitment and selection, performance management and development processes. Uptake for the PPA has been great and Recruitment Manager, Tracey has been busy analysing the reports and feeding back to those who completed their questionnaires.

Given the success of our seminars, Solve will offer these on an on-going basis. Therefore, if you would like to be kept informed about the dates of our next seminars or have any ideas on subject matters that would be meaningful to you and your business, please contact us by e-mailing mail@solvehr.co.uk and putting Seminar in the subject bar. We look forward to seeing you at one of our seminars soon!

At Solve we are delighted to now be able to offer behavioural assessments through our partnership with Thomas International.

Thomas’ behavioural assessment PPA provides an accurate insight into how people behave at work, giving you a greater level of certainty when recruiting, identifying where to maximise your learning and development budget, and understanding how to boost morale to avoid staff turnover.

It will also enable you to spend less time managing underperformers, letting you concentrate on those who will truly drive your business forward.

The straight forward PPA questionnaire takes only 8 minutes to complete. You are then provided with an initial profile detailing an individual’s strengths and limitations, their communication style, their value to the business, what motivates them, their basic fears and how they behave under pressure.

Once the PPA has been completed, there are 18 additional reports that can be obtained to enable you to match people to jobs, sift CVs, manage, coach, develop and train your people. It can even help you to identify leadership styles, advise on how to manage an individual effectively and provides tailored interview questions for individual candidates.

In addition to the PPA we also have access to Thomas’ vast database of online skills tests. These skills tests are particularly useful when recruiting for specific skills such as numeracy, literacy, customer service, administration, typing, IT etc.

If you are looking to gain a better understanding of potential or existing employee behaviours and abilities then contact our Recruitment Manager, Tracey Burke.

A survey produced from ILM (Institute of Leadership and Management) has shown an extreme rise in employee turnover from 2014, with 37 percent of workers in the UK intending to leave their job in 2015.  This shows a rise of 18 percent from last year’s figures and 24 percent rise from 2013.  An additional 31 percent are undecided on whether to look for a change in career.  This could affect you as an employer in the immediate future.  To help prevent this issue arising within your workplace, ensure you work with Human Resources to be up to date with pay packages, benefits, flexible working, bonus structures and review these annually.

Pay rise is not all employees are looking for this year.  Looking at the survey of more than 1,000 UK workers and managers; 59 percent of participants would like to see development opportunities, with 56 percent hoping for a salary increase and 50 percent state that a more appealing job role would make them consider changing jobs.  Paying attention to your employee’s personal requirements and offering flexibility can help with all of this.  Ensure staff appraisals are carried out regularly allowing you and the employee a clear overview of where they are headed and how they can get there and in between making sure they are comfortable with approaching the relevant staff member with any career queries.

Findings from the survey also tells us that the feeling of being undervalues by management is on the increase, resulting in 25 percent intending to leave due to this.  Don’t let yourself fall into this category.  Let your staff know they are valued with praise and recognition, this could be a simple email on completion of a specific task or monthly updates detailing achievements by individuals/teams/departments.

ILM chief executive has said that employees considering a change in employment is more popular in January. 

“With an improving economy and more fruitful job market, it is important that employers realise that it’s likely they will have to work harder to keep their talented employees,” he said.  This means prioritising managing the talent pipeline within the organisation to make sure staff have opportunities to develop and progress.”

Better management would persuade nearly a third of employees looking for new jobs in 2015 and 27 percent of respondents would like the opportunity to train and develop their career.

“All staff want to feel that they are appreciated by their organisation so it’s crucial that companies actively recognise the efforts and talents of their employees,” Charles said.

“Companies may want to adapt to this new improved climate, by acknowledging where staff have excelled and molding opportunities for them to advance.”

For more information or help with any of the above please do not hesitate to contact Solve.



Unlike performance appraisal, performance management is holistic process that uses a number of tools (such as performance appraisal) in order to achieve high levels of organisational performance for long term goals by linking various aspects of the business, people management, individuals and teams.  The aim is to establish a shared understanding about what is to be achieved and to execute an approach to leading and developing people which will ensure that it is achieved.

To that end performance management should incorporate:

  •    Organisation wide Performance improvement in respect of individual, team and organisational effectiveness.
  •    Continuous Development of individuals and teams.
  •    Management of behaviour to ensure that individuals are encouraged to behave in a way that encourages better working relationships.

Performance appraisal plays an important part of performance management strategy, as if carried out well, it can significantly enhance relationships between individuals and line managers, as well as providing the opportunity for objective setting and review.

Contact Solve if you would like to discuss driving forward behaviours that will sustain overall organisational performance in the future.