Reading Time: 3 minutes

Are HR processes holding back your business? You are not alone. Countless companies, especially growing ones, struggle with HR challenges. Hiring mistakes? Compliance risks? Fortunately, you do not have to figure it all out by yourself. Here’s the point where Human Resource Consulting Services come in!

Let us analyze what this essential support is, why it is even more important today than ever before, and how it can enhance your business operations.

What are Human Resource Consulting Services?

These services are led by experts who provide businesses with guidance to improve their HR practices.

They can help with:

• Talent acquisition
• Payroll processing
• Employee engagement
• HR policy development
• Benefits administration
• Organizational development

Not only do these services help organizations manage HR functions more effectively, but they also improve overall efficiency in organizations.

Why Organizations Need Human Resource Consulting Services

People management goes beyond paper pushing. It is strategic. HR professionals in-house are often juggling too much. 

This is where Human Resource consulting comes in handy: 

• Cost Efficiency

Save time and money on HR mistakes

• Compliance support

Stay ahead of the changes in law. 

• Scalable systems

Stay agile for your growing organization. 

• Advanced technology

Use technology such as Savvy HRMS without having to learn anything new. 

 Value of Human Resource Consulting Services 

• Increased hiring quality 

An HR consultant develops an enhanced recruitment strategy, thus you will be hiring faster and better. 

• Increased employee retention 

When your employees are happy, they will stay. HR consultants develop employee morale and satisfaction plans. 

• Performance management 

An HR consultant applies performance review systems as well as measures employee performance. 

• Training and development 

HR consultants find development and skill gaps in your employees; they train and develop your workforce so they stay sharp. 

• Reduction in legal risk 

The last thing you want is a lawsuit or being penalized by a regulatory body. HR consultants ensure that your hiring and employment policies are up to date with the latest HR laws and regulations.

Types of Human Resource Consulting Services

Here is a summary of the Human Resource Consulting Services offered by these professionals.

• Recruitment Strategy & Onboarding
• HR Compliance Consulting via Audits
• Payroll and Benefits Management 
• Organizational Re-design
• Change Management
• Employee Handbooks
• HR Technology Implementations (i.e, Savvy HRMS)

How Savvy HRMS Adds Value to HR Consulting

The combination of Human Resource Consulting Services with HR Technology, such as Savvy HRMS, is truly a win-win.

• Improved payroll and payroll automation
• Accurate tracking of attendance
• Cost centre reports are delivered to manage HR expenses without a budget.
• Leave management can be a burden, but it will be manageable with HR Technology like Savvy HRMS.

Conclusion 

Consultant services in Human Resources have become more of a necessity rather than a luxury. Help mitigate risk, improve processes, and support growth. When aligned with digital solutions such as Savvy HRMS, your Human Resources becomes a powerhouse.  

Why not let Savvy HRMS and exceptional HR consulting services take you to the next level?

Automate. Optimize. Thrive. Explore Savvy HRMS Now. 

FAQs

• What size company requires HR consulting?

Any business can incorporate HR consulting. Particularly those experiencing rapid growth or needing guidance with HR Policy.

• How do HR consultants price their services?

The price will vary depending on the scope of the service you require. The bill can be hourly or project-wise, too.

• Can I hire a consultant for a single project only? 

Yes, there is a wide selection of consultants who offer project-based support, like audits or policy development.

• What makes Savvy HRMS different from any other HRMS? 

Savvy HRMS was developed with a plethora of cutting-edge human resources features. With asset tracking features that allow cost centres, daily, and weekly tracking. Also, the features include a user-friendly and fully customisable real-time automated utilization in hr software.

Reading Time: 3 minutes

What happens when grief walks through your door? This is a moment that no manager or HR wants to face, but has to be ready for. However, it deeply affects work life. That is why bereavement leave is not optional any longer – it’s integral!

How you offer support during personal loss speaks to your culture.

So, let’s first understand what bereavement leave actually means & why it’s there in your HR policies.

What is Bereavement Leave?

This leave enables the employee to arrange their personal affairs, attend funerals, and have an emotional rest. This leave is an important aspect of employee benefits and gives insight into the company’s commitment to employee well-being.

Why Is Bereavement Leave Important in HR Policy?

From an HR perspective, this leave is more than just giving an employee time off.

• It shows empathy.
• It helps with employee relations.
• It helps to eliminate burnout & mental breakdowns.

In fact, employees who receive support while grieving are more likely to show employee loyalty. When they come back, they come back with a new sense of energy and trust in the leadership team.

Also, having Bereavement Leave in a formal HR policy shows structure and legal considerations.

Legal Guidelines and HR Compliance

Countries differ in terms of legalities regarding this process.

For example:

• India has no legal requirement for bereavement leave, but offers businesses the opportunity to offer up to 3–5 days’ paid leave.
• In the US, there is no legal requirement under the Fair Labor Standards Act, but most businesses offer it voluntarily.

As HR leaders, these situations need to be monitored constantly. This is why so many HR departments are using cloud-based HR software. Like Savvy HRMS, it to input, record, and maintain a leave policy like this.

Who is Entitled to Bereavement Leave?

Typically, it encompasses:

• Immediate family: parents, children, spouse, siblings.
• In some more modern companies, even close friends or chosen family members.

Your HR software should feature customizable leave structures in order to meet the needs of a diverse workforce.

How HR Can Effectively Handle Bereavement Leave

• Develop a Clear Bereavement Leave Policy

This should state the time limit, eligibility & approval process for leave. 

• Utilize Automated Leave Management Systems

Platforms such as Savvy HRMS will keep track of employee bereavement leave, maintain records, and provide a complete picture.

• Allow for Flexibility

Grief is not a linear experience. If possible, consider giving them unpaid leave or allowing remote work.

Challenges in Bereavement Leave

Although important, bereavement leave can be challenging

Verifying claims without being insensitive. Respecting the organization’s productivity, but also the employees’ grief. Balancing productivity, but also supporting employees with grieving. Dealing with leave requests when workloads have peaked. However, with formalized HR systems of reporting and open communication, there is an expectation that these challenges could be dealt with smoothly.

The Importance of SAVVY HRMS for Managing Bereavement Leave

HR today is digital. 

These platforms allow HR to: 

• Automate your leave process 
• Track your leave trends and absenteeism
• Enable self-service leave requests 
• Maintain an auditable record for every employee

This automates your processes, saves time & helps reduce errors while ensuring staff are looked after.

Conclusion 

Your people never forget how they were treated in a difficult time. 

Teams that understand they should offer bereavement leave are investing in engagement and workplace dignity for the long term.

 Whether it’s writing better HR policies or embracing intelligent tools like Savvy HRMS, we are all in the same business – we want to look after our people when they need it most!

FAQs 

• How many days of bereavement leave are usually offered?

3-5 paid days. It can depend on your relationship with the deceased. It truly matters to the policy of the organization.

• Can bereavement leave be extended?

Yes. Some companies allow you to take additional unpaid time off or work remotely, but will require some kind of approval from your employer first.

• How does HR verify it?

HR may ask for evidence. If they require supporting evidence, they should do this very sensitively.

Make Compassion part of your culture

Supporting someone who is grieving at work is more than having a policy; it is having a system around people.

 Savvy HRMS will automate leave management, empower you to remain HR compliant, and enable you to look after your people day in, day out.

Empower your HR. Support your people today by switching to Savvy HRMS.

 

Reading Time: 3 minutes

Your HR department could outsmart your competition. Not with resumes, but with strategy! Welcome to the Strategic Human Resource Management. It’s where people’s decisions fuel business wins.

Increasingly, businesses need more than that.  More than “HR 101” and basic controls and competencies. They need growth, productivity, and performance. 

What Is Strategic Human Resource Management?

Strategic Human Resource Management goes way beyond just taking care of HR functions.

Traditionally, Strategic HRM takes a view of HR goals relative to the business’s overall purpose. It ensures that every action HR takes – recruitment management, hiring, firing, staff supervision, and training. All this is actioned carefully to support the business goals surrounding people’s bottom-line success. 

While HR can only be reactive to change like a butterfly effect, SHRM plans for change.  It makes HR intentionally proactive, change-oriented, and adaptable to the future. 

Why Is Strategic HRM Important?

As with every business, there are goals.  The important thing is that accomplishing those goals requires a lot of careful thinking, all about people, behaviors, actions, resources, and planning.

So why does Strategic HRM matter?

• Aligns business objectives and talent
• Strengthens the culture of the organization
• Assists in decision-making with data
• Ensures compliance and limits risk

With a clear HR strategy, you should be able to think quickly, act more deliberately, and always be in front of the change.

Essential Elements of Strategic Human Resource Management

• Workforce Planning

Anticipate staffing needs long-term.

• Talent Acquisition

Once again, focus on quality and hiring the correct individuals, not going quickly. 

• Training and development

Upskill all employees constantly.

• Performance Management

Make your goals clear for your employees!

Engagement with employees in performance levels using feedback & evaluations. 

• HR Technology Integration

Utilize an HRMS platform such as Savvy HRMS for things like: 

• Automation
• Analytics
• Integration for communication

SHRM versus Traditional HRM

Factor	Traditional HRM	Strategic HRM
Focus	Daily	Long-term
Role	Administrative	Advisory/Strategic
Impact	Operational	Business-wide
Tools	Manual	Automated, AI-enabled

 

Strategic Human Resource Management is evolving HR to be a decision-maker instead of simply being a supporter.

How to execute Strategic HRM?

It’s an easy four-step process:

 

1. Understand your business objectives

Understand your vision and mission.

2. Assess your current HR landscape

Get a grasp of all aspects of your workforce structure, skill set, or system.

3. Determine HR strategies

Align people plans with business needs. 

4. Measure success

Metrics help monitor your progress and provide quick adjustments.

It’s not a one-time endeavor. 

Value of Strategic Human Resource Management. 

When executed properly, SHRM produces:

• Enhanced employee engagement
• Employee retention
• Rapid growth of the business
• Strong employer branding
• Better compliance and governance

And most importantly, to your people, it creates a positive employee experience. 

Conclusion

It gives shape, clarity, and weight to everything the HR function does. The key to this connection is linking the HR activity to the strategy of the company to build the business of the future.

Ready for Strategic HR?

If you are ready to get the most from your HR Team as a business partner, the right tools will take you there.

Savvy HRMS makes it simple. It is designed to support you in implementing Strategic Human Resource Management at every level with automated workflows, sophisticated analytics, and intelligent integrations.

Get started with Savvy HRMS today and evolve your people management.

FAQs

• Is SHRM reserved for larger businesses?

No! Any size business, large or small, can apply SHRM concepts and methods! Not the size of the business.

• How is SHRM different from HR strategy?

Strategic human resource management considers ways. That is from implementation & tracking to all the other ways of developing the process over time.

• Will I be able to automate SHRM?

Yes! In addition to managing talent, firms such as Savvy HRMS can offer automation. All in hiring, payroll, attendance, employee performance & many human practices.

• What skills will HR practitioners require to apply SHRM?

HR practitioners require skills in analytical thinking, business and workplace knowledge, leadership, calls to action, and communication.

 

Reading Time: 3 minutes

When trust is broken, productivity is broken. Sounds relatable?  Relax, this isn’t about your love life—it’s just HR employee relations!

Organizations that thrive on good communication, fair treatment & respect did not happen overnight. It takes time and effort to build a workplace that embraces those values, with HR in the driver’s seat.

That takes time and hard work. So, how do HR managers develop robust employee relations? Let’s take a closer look.

What is HR Employee Relations?

It is the HR strategies, policies & actions that HR utilizes to develop a positive employer-employee relationship. That is why organizations increasingly rely on Human Resource Management people, because they are involved in supporting, coordinating, and dealing with – and even eradicating – dysfunctional teams.

Why HR Employee Relations is More Important Now than Ever

Unresolved arguments, unclear communication, or a lack of appreciation can bring people down. It is responsible for maintaining a balanced & respectful workspace for employees. Healthy employee relations build morale and decrease turnover. All of these items affect team motivation, company culture, and recruitment as an employer brand.

Core Functions of HR in Employee Relations 

Let’s take a closer look at how Employee Relations is an important function for HR practitioners:

Conflict Resolution

HR effectively addresses grievances and disputes appropriately. HR mediates between employees & management to resolve the issue as quickly as possible. 

Policy Administration

HR establishes policy in relation to many areas of the organization. Such as attendance rules and codes of conduct, to name a few. HR clearly outlines policies that guide behaviour & expectations. These policies eliminate grey areas if appropriately administered.

Feedback Mechanisms

 Feedback mechanisms must exist. HR formulates the format through surveys, one-on-ones, and performance appraisals. How can they speak up in terms of employees being able to provide feedback and be heard? 

Legal Compliance

 In order to protect the organisation and employees from potential legal problems.

Training & Development

 Learning continuously keeps teams energised. HR administers training that helps with developing skill sets and morale. 

Workplace Culture Building

 Leading initiatives on diversity, inclusion, and psychological safety does this. 

Performance Management

HR shows teams how to orient themselves toward achieving actionable goals. Through performance reviews, HR ensures that an employee’s performance is self-contextualised. But not without considering the context of the employee’s growth. And this is done through the systemic measurement of progress. 

Recognition programs in

HR Employee Relations

HR also encourages ways for organisations to establish recognition programs. That too, with a focus on developing programmes for recognising effort with rewards. For driving consistent performance behaviour marked by parity. Recognition has enhanced the damage of motivation!

Closing Thoughts in HR Employee Relations

HR relationships matter & poor relations kill morale, whereas good working relationships drive performance. 

This is a compelling reason for every organization to prioritize this process. HR is not about people management. It is about empowering people. With a well-defined process, effective tools & a people-oriented mindset. Your organization can put the building blocks in place to maintain sustainable relationships.

Next Steps

Take the guesswork out of HR employee relations with Savvy HRMS. Savvy HRMS provides HR teams with a platform that delivers HR employee relations support. That is more strategic and efficient.

Check out Savvy HRMS for a game-changer for your workplace from the inside.

FAQs

• What is the mission of HR Employee Relations?

The mission is to foster a healthy & productive workplace by facilitating a positive relationship between employer & employee.

• How does HR mitigate conflict in the workplace?

HR will listen to all sides & gather information with neutrality. Provide recommendations that are fair to both sides while resolving without further escalation.

• Why is employee feedback a good thing?

Feedback provides information to HR about employee concerns. It also identifies areas for improvement within processes & increases employee engagement and involvement.

• How can HR enhance employee relations?

By creating relevant policies & creating opportunities for open communication. 

• What resources are available for managing employee relations?

Building in automation for feedback gathering. Enabling communication while maintaining important messages and policy administration in HR policy.