Bare Excellence will embark on an assessment and rectification of an establishments human resource management systems in compliance to best practices, established regulations & rules in the following key areas:
- Strategic Structure & Policies
- Resources - Staffing & Systems
- Training & Employee Development
- Employment Contracts
- Labour Cases
- Gap Analysis
Strategic Structure & Policies
HR Structure – Organisation of an establishment to ensure that HR has a control order to achieve the establishments goals (usually this organisation is mirrored under a strategic plan). This will include forecasting HR requirements before the need arises as well as succession planning and a workforce planning strategy.
Policies – Documentation and practice of laid HR policies including policy on recruitment, termination, reward and disciplinary process. This would also include implementation of a workforce safety policy (following The Kenya Occupational Safety and Health Act)
Resources - Staffing & Systems
Succession planning and talent management – Succession planning is not an issue that many organizations address in any systematic way. Mainly because they may be facing other organizational challenges, thinking about who the next manager might be or what would happen if the head of HR suddenly left is not high on their priority list.
Bare Excellence prides itself in identifying and assessing outstanding hospitality professionals and recruiting them into roles anywhere in the region. We understand that hospitality superstars may be satisfied with their current employer s and will only move for a great opportunity. Finding this prized candidate is not easy, but its what we do well.
Systems – ensuring that an employee handbook is created and implemented. An employee handbook is vital as it brings uniformity across the company by explaining everyone's expectations and mentioning the consequences of violating these rules. By explaining workplace ethics and expected behaviour with colleagues and the management, an employee handbook minimizes workplace disputes. This will address all staff concerns over work hours, holidays, leave, disciplinary action etc.
Training & Employee Development
Training is an important component of a successful HR management systems. Without assessing the training needs of a workforce, management would not be able to ensure that the staff are provided with the necessary tools for optimal performance.
The Bare Excellence training section was formed in response to skills shortages, and our aim is to develop and train personnel in the industry, raising our clients team performance and confidence. Courses and learning programmes are available to all levels of operational staff, and managers, with emphasis on quality and efficiency.
The purpose of an employment contract is to ensure that both you and your employees have a clear understanding of what is expected during the term of employment. A contract of employment also protects the employer as it regulates the behaviour of the employee in the workplace. This is vitally important because all company policies, as well as an employer's disciplinary code, should form part of the contract of employment.
Bare Excellence takes time to identify our client's needs and the organisational structure before drafting the contracts. Our contracts are drafted to fit in with the organisation’s demands and we work hand in hand with our clients, to ensure every vital information that may harm the organisation in the near future is well documented.
Sometimes as an organisation, you might find yourself on the wrong side of the law from a dispute with an employee. This maybe due to a termination they deem unfair, sexual harassment and/or even low pay of wages etc
Whatever the dispute, Bare Excellence takes pride in representing our clients on such matters as we understand the impact that it may have on your business/ organisation. We ensure that we give you the right guidelines to follow and help ease the load off you.
Gap analysis includes identifying the number of staff and the skills and abilities required in the future in comparison to the current situation. We would look at all of the establishments HR management practices to identify practices that could be improved or new practices needed to support the establishments capacity to move forward.