Vic Beaumont

Is your HR department operating at peak efficiency, yet struggling to become a true strategic partner? Many organisations face this challenge. At Barrow and Parker HR Consultancy, we believe HR transformation is key to unlocking significant value for the entire business. Based on an article by the RBL Group, here are some key considerations for a successful transformation: 💡 Effective HR transformation goes beyond piecemeal improvements. It requires a thorough view that optimises all elements contributing to HR's value creation. 💡 HR strategy should be deeply rooted in understanding your organisation's unique business needs and capabilities. Structure should then be designed to empower this strategy. 💡 Equipping your HR team with the necessary skills and knowledge is crucial. This empowers them to transition from transactional tasks to strategic partnerships. 💡 Business capabilities bridge the gap between overall strategy and specific HR activities. By focusing on building these capabilities, HR actions become truly impactful. What are some of the biggest obstacles you see on your HR transformation journey? How have you overcome these?   #HRTranformation #StrategicHR #HR

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Wondering how to engage Line Managers in supporting the People Profession? The have a look at this guidance from the CIPD which covers all the information you need. https://lnkd.in/eHQqtxRN

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Hood People Solutions Ltd recently launched our HR Value Framework to offer a roadmap to maximise HR contribution to organizational success. This article explains more about what sits behind that roadmap – Our HR Value Audit. We believe that HR delivers most value to organizations when it is clearly part of the conversation about defining and building the people capabilities needed to deliver the organization’s strategy and is able to deliver the employee value proposition needed to attract and retain those people. We call this Strategically Aligned HR. In our experience, building this capability in HR is a journey for organizations. Some never move beyond what we call Transactional HR where HR remains an administrative discipline focused on compliance and pay queries. Most build the capabilities of what we call Functionally Competent HR where policies and processes are in place for the key stages of the employee life-cycle, from hiring to reward and retention. We have developed our HR Value Audit – in partnership with the Resourceful People Group Ltd - to help organizations understand where they currently are on this journey. Built around assessing six broad areas of HR capability and the HR outcomes currently being delivered, the Audit provides an assessment of HR strengths and weaknesses and identifies key areas for development. The outcome of the HR Value Audit provides a strong evidence base for improving HR contribution in your organization. We believe that unlocking value from HR is as important to SMEs as it is in larger organizations. It’s not about the size of the HR team, it’s about the type of HR discussion taking place in the leadership team and being clear on the people capabilities needed to win, wherever you play. If unlocking more value from your HR practices, or simply understanding current HR strengths and weaknesses, is on your agenda, let's have a conversation about how the HR Value Audit can help. #HRStrategy #HRValueAudit

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Elevate Your Team: Why C-Suite Executives and HR Directors Should Choose Successful Learning Solutions At the heart of every thriving business is a skilled and motivated workforce. Successful Learning Solutions, a leading UK training provider, has garnered praise from professionals across industries, making it the go-to choose for C-suite executives and...

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In 2022 fewer than half of organisations had provided their employees with any training in the previous year (according to the Department for Education). This could be an opportunity to gain an advantage over many of your competitors 👀 There are many ways in which training can be provided, from an internal programme to bringing in an outside specialist, residential courses and eLearning; and each has their pros and cons. For training to be truly effective, it is important for you to reinforce the training in the right way once it has been completed. Here are five of our top tips for best practice.   ⓵ Gain feedback from your employees Most training providers will automatically ask for feedback for their own purposes, but you should be interested in how the training went too. Not least so you know if it provided you with value for money; but also, to assess if the employee feels any follow-up training is required or you detect any telling gaps in their knowledge.   ⓶ Put the training into practice For the training to take hold, it is essential that your staff have the opportunity to put it into practice as soon as possible. It is the action of doing it in real life that will make it stick. So make sure training is chosen pragmatically with a realistic chance of it being acted upon in the days and weeks afterwards in the natural routine of your employees’ workflow.  ⓷ Link the training to career progression Many employees value training as an important part of their career development and feeling of self-worth. For you, it should make them more productive and valuable to your business. So, for their own motivation, it is important that they see the link to more responsibility, respect and improved remuneration over time too.   ⓸ Ask the employee to present on the training A powerful way to extract further value from employee training is to ask them to present on what they learnt after they have completed it. As well as giving them an extra motivation to pay attention, it will also give them a chance to improve their presentation skills and share new knowledge gained with you or the rest of your team. ⓹ Never stop training Many organisations embrace a value of life-long learning, and for good reason. It is a way to ensure continuous improvement and engagement, and can apply to everyone from top to bottom. So when an employee or team completes one training course, instil a mindset of “What next?” to ensure they keep building – both themselves and the skills and capabilities within your business.   Training, learning and development, call it what you will, is a core part of HR. If you would like to review how you offer training to employees, call us as we can discuss e-learning, bespoke workshops delivered in house through to full programs delivered over 12 months or more!

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On the 26th of November the DWP posted the paper stating the government's roadmap to achieving an 80% employment rate by the end of this parliament. There are currently 2.8 million (21.8% of the population) economically inactive people in the UK, according to Office for National Statistics data published in October. One in eight young people are not in education, employment or training (NEET). What do you think it's the biggest challenge in the job market right now? As a Recruiter or a Jobseeker? Let's talk about it! #work #getBritainworkingagain #careercoaching #hradvice

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Why use the Team Management Profile? There are lots of reasons why, including those covered by John below.... #TopTeams #LeadershipDevelopment #BusinessSuccess

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Are we really still seeing widespread lack of strategy within HRBP roles? The header of this HR Dive article caught my eye... "How the HR business partner can take on a strategic role HRBPs have often been slotted into more administrative roles. But at forward-thinking companies, that’s changing, according to a Josh Bersin Co. report." Nope. Forward-thinking companies are the companies that already redefined their HRBP roles to include strategy in the past. Those who are just now considering changes are not forward-thinkers IMO. Now, on to Bersin's findings... I was surprised to learn that only 11% of companies have a systemic HR function operating at the highest level of maturity, according to Josh Bersin Co's report, The Definitive Guide to Human Resources and the Systemic HR Initiative (link in comments). Bersin also shares that the results at these companies speak for themselves. "They are twice as likely to exceed financial targets, 12 times more likely to accomplish high levels of workforce productivity, and seven times more likely to adapt well to change, according to the report." How is that only 11% of companies have appropriately defined their HRBP roles to achieve systemic HR function operating at the highest level of maturity? In my experience, the HR Business Partner (HRBP) role is strategic by definition, just as accountants are analytical, project managers are structured, and executive assistants are detail-oriented. All of these roles bring many more competencies to the table, but the competencies I'm citing are core and non-negotiable, just as strategy should be for HRBPs. HRBPs should be part of the connective tissue of the business! https://lnkd.in/gHjpXVdc

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Interim is such a perfect product. It allows you to get the help you need, at costs that make sense and gives you time to explore all your options

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I really enjoyed this conversation with Catherine Oliver about parental leave from both an individual and company perspective. Her new book offers so many great insights and advice to help people work through the challenges and excitement of becoming a working parent. Take a listen wherever you get your podcasts and see below for an opportunity to win a copy of this fantastic resource! #podcast #hrcommunity #workingparents

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Informative and important summary for the impact on HR and businesses. #employmentlaw #hrconsulting #hrsoftware

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Today’s Autumn Budget, brings several significant changes that will impact businesses employees. As your HR training partner, we are committed to helping you navigate and implement these changes effectively and ensure your organisation remains resilient and compliant. In response to the budget’s emphasis on preventing austerity in public services, we will enhance our training on employee wellbeing and mental health support. Ensuring your workforce remains resilient and motivated during these times of change is crucial, and we are here to support you with the necessary tools and knowledge. In fact, here are two free webinar dates for your diary that Rachel can’t tax you on: ✨ Culture Refresh 2025 5.12.24 https://lnkd.in/dH43fk6E 💸 Cost-Effective Employee Benefits https://lnkd.in/dW5KUDKm Find out more: www.bfi.co.uk #budget2024 #employeewellbeing #employeebenefits #workplaceculturechange #humanresources #training #passthegin

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Interesting article from Simon Fanshawe in HR Magazine.

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✨ New Blog Post A very quick summary of what's in the Employment Rights Bill, and what has been left out. Now time to have a dive into the detail in our Blog. https://lnkd.in/evgNdwMm The HR profession are going to be on the frontline of understanding and embedding these changes in organisations. We will be unpacking the Employment Rights Bill and its impact on employers. Don't forget to sign up to our Monthly Newsletter for any updates. https://lnkd.in/efsDh8ZF #employmentrights #employmentlegislation #employmentrightsbill #hr

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Today, we have published our new Let's Talk Talent guide to building organisational effectiveness. Whether you are looking at this from an individual, team, or business perspective, this guide will give you tips, tools, and insights that can help you unlock the potential and possibilities for your people. Check it out! Jo x https://lnkd.in/ehbQM9ur

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❗Well well well....this is interesting.......(to me anyway...) 😲😲Leading government body finds impact assessments for Employment Rights Bill are ‘not fit for purpose’ Thank you Daniel Barnett ..... "The Regulatory Policy Committee (RPC) has issued a critical opinion on the impact assessments (IAs) for the Employment Rights Bill. The IAs are meant to justify and guide the Bill’s proposals. The RPC has marked them overall as being ‘red-rated’ (the lowest rating possible) following an assessment. 😲 The government initially published a summary IA, and 23 separate IAs, covering specific measures contained in the Bill. ❗The RPC has assessed eight of the 23 individual IAs as ‘not fit for purpose’; six of these are in the ‘highest impact’ measure category in the summary IA. 🤯Critically, the following proposals are rated as ‘red’ for rationale for intervention, identification of options and justification of preferred way forward: ❗Day 1 unfair dismissal rights ❗Repeal of Trade Union Rights 2016 ❗Flexible working changes ❗Harassment by third parties ❗Repeal of Strikes (Minimum Service Levels) Act 2023 ❗Establishing a Fair Pay Agreement ❗The provisions on guaranteed hours for those on zero hours contracts are rated as red for identification of options and justification for pursuing preferred option.  The RPC recommends that, given the number and reach of the proposals, it would be proportionate for the IA to include labour market and broader macro-economic analysis to understand the overall impact on employment, wages and output, and particularly the pass-through of employer costs to employees and other dynamic impacts.  ❌The RPC’s negative assessment of the Bill raises questions about its readiness and the government’s overall approach. The government has yet to respond. The Bill has now reached Committee stage in the House of Commons." #EmploymentLaw #HR #HRConsultant #EmploymentRightsBill #Labour #EmploymentRights

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