Employer Right to Work Checks
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4 Ways You Can Protect Employees From The Hacking Revolution

The world is going through a phase right now of increased hacker activity, and as companies we need to respond and show that we are taking steps to protect employees. Here is a quick outline of 4 basic steps you can take to do that.

1. Data Encryption

It’s becoming more and more advisable that all data for your company is kept on an encrypted hard drive. This essentially is a locked hard drive that requires the unique key to open it. It’s easier than ever now to make use of high level security features with online cloud storage making huge strides towards online security for your data.

2. Keep what you need, nothing more

Part of the data protection act requires that we don’t keep data we don’t need, and though companies follow this rule, generally, well, we could tighten it up for ourselves, and make a distinct effort to not keep data on an employee we really don’t need or could do without. By reducing what we keep on our employees we reduce the amount of information a hacker might get hold of. Mothers maiden names are now so dangerous due to their overuse as “secret question” answers. We can get better at this!

3. Use dedicated online systems

We wrote a blog post a while back on using an HR Management System in your business, and while these can be practically rewarding due to simplicity, they offer security benefits. Essentially, you don’t store HR related data onsite, it’s elsewhere, and you can generally be assured that these companies are doing their best to keep this data safe, if they didn’t they wouldn’t exist long! While it’s common it’s not a given, so research the security of the system you are considering before you invest.

4. Keep it non digital

This seems drastic, and counter intuitive to what we are saying about HR Management Systems, but we aren’t saying don’t use them, just add an extra level of protection to some data by keeping it in hard copy only. It depends on what data your company needs, but it might be worth a consideration that not all data requires instant access, and it could be safer in hard copy only.

Solve HR childcare

What experience does Solve have of working within the childcare sector?

Solve HR childcare

What experience does Solve have of working within the childcare sector?

At Solve we work with a nursery that has 5 individual nurseries spread around Edinburgh and the Lothians.  This has given us valuable insight into the challenges faced by nurseries including

  • SSSC standards
  • The importance of Care Inspectorate reports
  • Finding the right employees with the necessary qualities, experience and skills
  • The day to day ER issues faced by nurseries

How can Solve assist with the recruitment of childcare roles?

We have been actively involved in the recruitment of Nursery Managers, Practitioners and Support Workers so we understand how difficult it can be to find the right people for these roles.  It’s not just about having the right qualifications it’s also about having the right qualities and behaviours to undertake a role in childcare.  In conjunction with our nursery client we have established a robust advertising and recruitment strategy that has enabled us to fill over 20 roles in the last year including a number of senior positions.

How can Solve support Nursery Managers with day to day HR?

We understand that the main priority for Nursery Managers is the care of the children in their charge as well as the day to day running of the nursery so they may not have the time required to be able to fully manage HR issues.  We have provided our nursery client with hands on HR support with a variety of different issues such as:

  • Absence management
  • Maternity
  • Flexible working
  • Disciplinary Issues

What other support have you offered?

In order to help the Nursery Managers with their development we have also run a number of training courses such as:

  • General Management training
  • Managing Difficult Conversations
  • Managing Probationary Periods
  • Investigations and Disciplinaries
  • Recruitment

At Solve we believe that through our extensive experience we understand the challenges faced by not just nurseries but other organisations within the care sector and that we truly can support these organisations with all their HR needs.

Employer Right to Work Checks

Behavioural Assessments – A Powerful Tool That’s Not Just for Recruitment

1. What is a PPA assessment?

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

Using the DISC profiling method, Thomas’ PPA behavioural assessment provides an accurate insight into how people behave in the workplace,

2. What can it be used for?

The PPA assessment can be used in a number of ways:

  • It gives you a greater level of certainty when recruiting,
  • Identify employees for promotion
  • Assemble effective teams
  • Identify gaps in existing teams
  • Identify precisely the areas for development that will have the maximum impact on your business
  • Manage performance
  • Resolve team issues
  • Boost motivation

3. So how can it be used in recruitment?

A PPA report give you an indication of whether or not a candidate has the key behaviours required to carry out the role.  It also provides a detailed Interviewers Guide that has specific questions based on the candidates profile allowing you to fully explore their behaviours and personality.  It helps you to recruit the right person for the role and your organisation, effectively eliminating the need to fit a square peg into a round hole

4 How does it help me to manage my existing employees?

The straight forward PPA assessment takes only 8 minutes to complete. You are then provided with a detailed report outlining an employee’s strengths and limitations, their communication style, their value to the business, what motivates them, their basic fears and how they behave under pressure.

It will allow you to understand how to adapt your management style in order to get the best out of each employee.  It will also enable you identify and focus more time on those who will truly drive your business forward.

If you are looking to gain a better understanding of potential or existing employee behaviours and abilities then please speak to us.

hospitality and human resources
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How much could Hospitality companies save if they had a cohesive HR strategy and support from HR specialists?

hospitality and human resources

Working in your industry Solve. is aware that poor staff retention, persistent ER issues, lack of employee engagement and absenteeism is costing your business in terms of operational issues, loss of contracts, overtime and most importantly your reputation.

Does this sound familiar;

  • You’re starting to feel like your business has a ‘revolving door’, constantly having to advertise for new staff and spend time and money training them?
  • High levels of sick absence causing you stress?
  • Clients complaining about levels of service?
  • Sickness as a result of Alcohol and Drug related issues on the rise?
  • Grievances becoming more frequent?

At Solve. we help your business develop robust and practical HR policies that will help you manage your staff more effectively.  We can also support you to recruit employees who are the right fit for your organisation.

childcare staff selection and recruitment

How much more effective could your care staff be through values based Recruitment and Selection?

childcare staff selection and recruitment

Working in your industry Solve. is aware that high quality care and the maintenance of service delivery is essential for your reputation. This means that the commitment of your care staff is crucial and their values are your competitive advantage. However, with turnover now averaging 14% (an increase of 2% on the previous year); attracting, sifting and selecting for the right employees has never been more critical.

Does this sound familiar?;

  • You place an advertisement for new nursery staff and are inundated with responses from completely unsuitable candidates
  • You need staff who demonstrate the key values of care, commitment and integrity but have no idea how this fits into your selection process
  • You’re starting to feel like your business has a ‘revolving door’, with the number of staff joining and leaving within very short timeframes
  • Parents are starting to complain about the lack of consistent care

At Solve. we can help make your Recruitment and Selection challenges a thing of the past and strengthen your business with the introduction of up to the minute tools and techniques that will ensure you attract, select and retain the best in the business.

Contractor and employment status

Given the recent case involving Uber drivers, many employers may be wondering what the status of their staff is. Employee? Worker? Self Employed? HR Business Partner, Fiona Shanks gives her advice on figuring out employment status.