Hi, and a BIG Welcome to
EMDS HR Consultants.
We offer HR Consultancy services in Hertfordshire and in London UK. The business was founded in 2008 by Dr. Elizabeth Babafemi PhD, MBA and a Chartered FCIPD HRM Expert – We are a Hertfordshire based Human Resources Consultancy Service.
HR – Human Resources Consultant London
Elizabeth Babafemi (www.emds-hrconsulting.com)
London HR Consultants – Hertfordshire UK Consultants
Our Fees/Services
Please email or call us, and we will arrange a FREE/NO OBLIGATION meeting with you within days of your call.
We provide professional HR solutions and support tailored to meet the needs of your business.
We create a performance management structure that drives employee development and business growth.
Solutions
HR Outsourcing
We are the experts when it comes to outsourced HR consultancy, delivering the flexible, practical
employment support that your business needs. We take a different approach to outsourced HR, supplying
a range of consultancy packages, business support functions & ad-hoc services that allow you to focus
on managing your business. We pride ourselves in providing high quality advice, exceptional service and
cost effective commercial HR consultancy solutions throughout Herts, London and the UK.
Online Consulting
EMDS HR assist clients strategically integrating effective HR processes, programs and practices into their daily operations. HR Consultants offer evidence of a good-faith effort. During times of change or conflict, an HR consultant can serve as a mediator or “problem-solver.”
Recruitment
Training and Development
Benefits and Compensation
Health and Safety
About
EMDS HR was established by Dr. Elizabeth Babafemi, a Senior HRM Lecturer at the University of Hertfordshire. Elizabeth was recently awarded a PhD from her research into women finance directors in the United Kingdom. She is a Cranfield MBA graduate and a Chartered FCIPD. Elizabeth is an experienced HR Business Partner and a Trusted Advisor. Elizabeth has over 15 years management experience, and in the last few years, has held roles in senior HR Management. She has successfully managed several HR Projects, developed and implemented HR Policy.
Elizabeth started as an Electrical Engineer (B.Eng) with Ove Arup Engineering Consultancy in London where she worked closely with Senior Electrical Engineers. Elizabeth then moved into self employment, ran her own Web Management together with a Retail and Catering Business for a number of years. During this time, Elizabeth worked for an IT company on a contract basis, and held various Management Roles, which involved Managing People, HR Projects, Web Design, both here in the UK and in Italy.
Best strategists around
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They provide solutions
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Business is doing great
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They provide solutions
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Business is doing great
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Best strategists around
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Business is doing great
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Best strategists around
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They provide solutions
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Number One Business Consultancy
Elizabeth has over 15 years management experience, and in the last few years, has held roles in senior HR Management.
London HR Consultants – Hertfordshire UK Consultants
HR – Human Resources Consultant London
Maternity Leave and Pay
Maternity is a sensitive topic and employers should be aware of the following key points...Maternity leave and pay > Pregnant employees have the right to 52 weeks maternity leave. 39 weeks could be paid which may be statutory maternity pay
FAQ
Q? When is a Dismissal deemed as Fair? A. a dismissal may be deemed as “fair” if it was for one of the following reasons: • Conduct • Capability or qualifications for the job • Redundancy • illegality • Some Other[...]
Performance Management
Performance Management: Developing performance management systems and supporting your managers when dealing with performance issues with your employees. HR Consultants Hertfordshire – HR Consulting Firms – HR Business Partner
HR Policies
Once the policies and procedures are up to date, we can then update them as soon as legislation changes. The policies can be bought as a template for companies to update themselves or we can tailor them to the culture and structure of your....
Training, Coaching & Support
1. Educate, Educate, Educate
HR has a fundamental role to undertake in educating the business about the value and benefits of training and the impact it can have on the bottom line and to the long-term growth of the organisation.
2. Get buy-in
Developing champions for training across the organisation from the top-down is key. The more positive and productive a training experience a line manager has, the more likely it is that they will become a motivated advocate of training. Managers who positively support the development of their team tend to be actively involved in training. Those who are focused on the task only, tend to be less supportive of training and other aspects of people development.
3. Clearly define the need
Line managers often don’t have a clear definition of exactly what is expected of them in terms of developing their people. A job profile might include ‘manage the team effectively to deliver its objectives’ for example, yet typically it won’t define what this means in terms of actions and behaviours, and specifically how this relates to training. Make sure training is incorporated into job descriptions and performance objectives.
4. Improve communication
Regular dialogue between HR and L&D and line managers is essential for overcoming a lack of involvement in training. Time spent talking about the business drivers and specific challenges line managers face so that L&D initiatives can be better aligned to their individual goals and those of the business, is time well spent.
