Maybe that doesn’t seem like a priority right now, but trust me, thinking about progression at the beginning of your HR checklist will save you a lot of headaches further down the line.
There are a few benefits to providing progression for your team members:
Being compliant sets you off for a great start, but employment laws have a tendency to change every year, and that means you have to keep on top of it.
So what does that mean in practice?
Again, the person responsible for HR at your business – that may mean you – needs to ensure all these changes are implemented.
But it can be difficult to keep track of or to action these changes yourself, especially with no HR experience, so maybe an alternative to this is to get HR support for small businesses.
This will allow you to get an HR expert for ad-hoc necessities such as an HR audit, but also to have the knowledge you seek in every aspect of HR, without the need for a full-time CIPD-qualified hire.
Here are some examples of what the HR audit checklist our HR advisors created can take you through:
As an extra, I asked our CEO Ben Gateley how he thought we managed to cross all these items off our HR checklist over the years.
Here are the three top tips he shared:
That’s it for us, but maybe have a look at the extra guides we put together to help you along the way.
Did you know that with Charlie, you can create and templatise your HR checklists directly on the software? Set due dates, tag coworkers and get automatic reminders to complete tasks all in one place.