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06/09/2010 by admin.
Some of us count ourselves as ‘self – employed’, others as an ‘employee’, but now we can be classed as a ‘Worker’.In a recent court case ( Yorkshire Window Company v Parkes ), though Parkes was described as ‘self – employed’ the court held that he was a ‘worker’, and therefore could claim to be paid statutory holiday pay under the Working Time Regulations.No mention of NI contributions, maybe the Inland Revenue will catch up with this one soon – Heads behind the parapet I think.
Regards John
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06/09/2010 by Geoff.
How does this sound for typical characteristics of a boss:
If this seems pretty accurate then what’s a solution other than a change of managment style?
One answer is make the business a co-operative!
In this instance all employees own the business and you’d be surprised how much their drive, commitment and motivation changes. It can remove the characteristics above. It also can give the Company an edge and provide a good marketing tool.
Its an an alternative business model and one where a group of like minded people are a tremendous resource. It can also provide a more sustainable business with ready made replacements available.
Having said all of this, as with all businesses, you need to do your sums - will it work and make a profit? - you can’t expect people to invest in a romantic notion.
A co-operative means abiding by its founding principles and rules which includes giving all members a say in how the business is run. It should also be noted that the boss no longer is the only person with a stake in the business.
If you want to know more there’s a website www.co-operative.coop/enterprisehub and a nationwide network of experts who offer free business support and advice.
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29/08/2010 by Geoff.
So you’ve got a business idea and you think it will work - make you money and/or give you satisfaction.
We could write many pages on what’s important in setting a business up - the does and don’ts.
More succinctly, from our reading, you may find the following useful to ensure success:
Good luck.
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29/08/2010 by Geoff.
I’ve just finished reading a short but valuable book dealing with a problem we’ve all experienced at some stage of our careers “trying to handle problems that really belong to our subordinates”
You must read:
The One Minute Manager Meets The Monkey
By:
Ken Blanchard, William Oncken Jr, Hal Burrows
ISBN: 978-0-00-711698-0
The results of the problem described in the first paragraph is a reduction in your productivity and an increasing aptitude of your subordinates not to deal with the problems they should. They get used to throwing difficult things in your direction. You procrastinate and your personal performance suffers.
By the way “A monkey” is the next move in solving a problem.
Oncken’s rules of monkey management are:
EMS recommends you read the book, apply it and prepare for improved performance.
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23/08/2010 by Geoff.
Another thank you to Rachel Bridge of the times who wrote another good article in the Small Business Section on 15/08/2010.
The article referenced three guys who set up a business a year ago showing people round London in Mini’s - they’re successful. They rightly see setting tangible goals as underpinning the philosophy of the business - “It is imperative to have goals, otherwise you are just sailing with the wind”. They go on to explain that they make a decision together then do individually what we need to do to get to that goal, breaking it down into smaller goals that are going to help us get there - see our blog on ”Are you dealing with your problems?”.
Their principles of making dreams come true are:
EMS recommends you read the full article.
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23/08/2010 by admin.
The Chartered Institute of Personnel and Development (CIPD), state that a third of employers expect to cut jobs in the next three months.
CIPD research shows that 36% of public sector employers are planning staff cuts. It reports that “across all sectors employers are expecting to make an average of 5.5% of their workforces redundant, up from the 3.6% average cut being considered three months ago. This data comes from a survey of 600 companies.
Written by our HR specialist Simone Greasley
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13/08/2010 by admin.
The Government has announced the timetable for the implementation of the new Bribery Act 2010. This will now come in to force in April 2011.A new and controversial offence of “failing to prevent bribery” will be introduced, which will apply to all businesses operating in the UK. This includes partnerships, limited companies and all commercial entities.
The Government will engage in a short consultation exercise in September this year. This will be published in early 2011 to allow businesses time to familiarise themselves with the guidance before the Act commences in April 2011.
Wriiten by Simone Greasley - HR and Recruitment Consultant
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13/08/2010 by admin.
The Equality Act will become law in October 2010. It will cover the same groups that are protected by existing equality legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity. It also extends some protections to groups not previously covered and seeks to strengthen equality law.
For the employer the Equality Act will ensure consistency in what you need to do to make your workplace a fair environment for all.
Reported by Simone Greasley our HR and Recruitment Specialist
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27/07/2010 by admin.
So what are they?
For information definitions worth considering are:
Under the Review requirements of the Companies Act, a ‘Small Company’ is one that does NOT exceed 2 of the following:-- Turnover £6.5M- Balance Sheet £3.26m- 50 employees A ‘Medium – sized Company’ is one that exceeds the small company parameters, but does NOT exceed 2 of the following:--Turnover £25.9M-Balance Sheet £12.9M-250 employeesThankfully,
I still work for a Small Company!
Written by John Hill one our financial people.
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27/07/2010 by admin.
On 22nd July, Theresa May, Minister for Women and Equalities, suggested that the coalition Government may postpone or re-write the Labour Government’s regulations on extended paternity leave for fathers………………………………….
Further information is awaited with interest.
Information supplied by Simone Greasley - HR and Recruitment Consultant
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