As head of HR management at Morgan Professional Services (MPS), I’ve been responsible for introducing a new benefits system and a new structure for HR.
MPS was launched in the summer of 2007, following an acquisition. The HR function I inherited had been run bureaucratically and was devolved across a number of business units.
My first task was to give the function a structure that could support a new business. I appointed an HR assistant, a recruitment co-ordinator and a learning and development manager – together we established a longer-term vision for the function.
First, we agreed what HR could contribute to the company, and how HR could ‘get itself fit’. Next, we completed a review of the current benefits that our people were receiving compared to what our new sister companies were offering. We then gradually enhanced our employee benefits over a 12-month period.
We increased basic annual leave for all employees (increasing with service) and introduced an employee assistance programme. We also increased the payment awards for those achieving a long-service milestone, introduced an employee purchase scheme – offering discounts on many purchases – and arranged to reimburse staff for professional fees and subscriptions.
The introduction of new benefits and the enhancement of existing benefits enabled us to improve our retention, made us a more attractive employer in terms of recruitment, and, most importantly, made our employees feel valued.
We also introduced our employee consultative committee as a further mechanism for communication between employees and the company’s managing director. This meets six times year. The nominations and elections were conducted through a third party to show fairness and openness. I am personally involved in the meetings and try to ensure that discussions are open, that anything can be bought to the table and any misunderstandings clarified and dealt with.
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We have spent a lot of time supporting the business in changing its culture to being inclusive. Bringing this about is not a quick win but one that happens over time. As with any change, there are those that are not happy and who cannot understand why change is necessary. As a business, we need to understand why they don’t want change and to help them through the process.
Lesley Hancock, head of HR management, Morgan Professional Services
