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Personnel Policies


 I highly recommend Pat and her company she delivers what she commits to and adds significant value to all of her services. On top of this Pat is very personable and a pleasure to work with. Our only regret is we should have involved her sooner in our business development and planning process. Pat has helped me though some tough times in my business and they would of been much tougher without her I would highly recommend Pat to any business large or small as she certainly knows her job well. 

Angela Dronsfield
Managing Director

Dronsfields Ltd


Introducing HR policies and procedures gives organisations the opportunity to offer a full and consistent approach to manage their staff. Policies and procedures can also help protect the company against legal claims.

Introducing appropriate policies for your business will:-

  • help to comply with existing and new legislation
  • help keep a more formal and consistent approach
  • support the company strategy
  • assist in building strong employee relations

Employee Relations

HR is a highly demanding role but in our view can also be an enormously rewarding one.

It is not restricted to maintaining the essential infrastructure that is so vital to the effective operating of the rest of the HR function. We also frequently find ourselves in the front line in sensitive staff matters. For a variety of reasons - both work-related ones (such as bullying, discrimination, redundancy and stress) and personal problems that employees bring to work with them, like bereavement, relationship difficulties, debt problems and the behaviour of their children - employees may display emotions ranging from anger to distress, and we feel it is our role to help directors of SME's deal with these situations.

It is vital to focus on the genuine benefits that HR best practice can deliver to an organisation by enabling it to attract the best people and motivate them to optimise their performance for the mutual benefit of themselves and their employer.

Managing Absence

Sickness Absence

Employee absence is a significant cost to 90% of businesses. An employee absence survey conducted by the CIPD shows that on average sickness and absence costs employers 666 per employee every year. There are several steps and management techniques that can be used to help manage sickness and absence - thus reducing this common cost to the business.

Absence also includes

  • Maternity
  • Paternity
  • Parental
  • Dependents

PNHR can assist businesses with the management of absences

Greviance Procedure

Good grievance procedures are as important as disciplinary procedures. If a grievance is not dealt with according to the statutory procedures the employee may be able to lodge a complaint with the tribunal. Should they then be successful with that claim the business could then be ordered to pay extra compensation as a fine for not following procedure.

Disciplinary Procedure

PNHR will be able to guide businesses through the disciplinary procedures step by step, to ensure the statutory disciplinary procedures are met.

All businesses are required to follow a minimum statutory disciplinary procedure. Failure to do so could result in heavy fines at an employment tribunal.