EMPLOYEE PASSPORT / ENGINEERING
Get practical HR support for engineering teams and the people behind your technical work. Employee Passport helps you manage staff issues, develop confident managers and keep training, safety documents and actions organised.
Illustrative scene featuring Alan; not a photograph of a client visit.
Technical expertise and people management are different responsibilities. An experienced engineer taking on a supervisory role may need support with communication, performance conversations and the records behind a fair decision.
Our HR support for engineering businesses starts with your situation. We agree the priorities and help put the next steps into practice. The aim is to give you time back and solve the puzzle with you and for you.
Get practical help with recruitment processes, probation, absence, conduct and performance. We help your managers work through the situation and prepare the documentation needed for the agreed next steps.
Review the risks connected with your workshops and activities, including machinery, handling and substances. Agree appropriate support around your work and keep assessment findings and follow-up actions organised. For practical background, see the HSE’s engineering workshop guidance.
Use the EPL Hub to connect employee information, training records, documents and tasks. Managers can locate relevant records and keep track of the actions associated with their team.
Help managers communicate clearly, listen to different views and connect team decisions with a shared direction.
Organise evidence of learning and keep agreed development actions connected to employee records.
Make the next step clearer after a people discussion, document review or safety action.
Tell us about your team, the type of engineering work you do and the issue that is taking your time. We will agree the advisory scope and show how the available Hub tools can support the records and follow-up around it.
Choose a single service or discuss HR, Health & Safety and software together. Your proposal will set out the work included, the responsibilities and the fees before you decide.
Work with Trelleborg’s senior leadership team helped clarify and communicate the organisation’s values, vision and mission. The project then moved into leadership development through the Compass programme.
The homepage project summary reports clearer direction, stronger leadership communication and a better understanding of how to listen, challenge and respond constructively. These are qualitative outcomes from the published project account. It does not provide participant numbers, assessment scores, financial results or a measured productivity change.
This was learning and development work. It is not presented as an EPL Hub software project.
Speak to us about your managers and the skills you want to develop. The Trelleborg case study describes previous learning and development work involving Mark Whitfield.
No. The case study covers values, vision, mission and the Compass leadership programme. It does not claim that Trelleborg used the EPL Hub.
Yes. Explain the situation and we will discuss the support available. We can begin with a specific piece of work or agree ongoing support around your business.
No. Discuss advice, software or combined support with us. If the Hub could help, we will show you the relevant tools and confirm the modules and setup in your proposal.
Yes. Choose an HR review, contract, handbook, policy, risk assessment or COSHH assessment on our free workplace review page. Tell us what you want to understand so we can agree the focus.
Tell us about your workforce and the puzzle you need help solving.
Connect training evidence, employee records and follow-up across your workshop, office or site teams. Demonstrate a real process before deciding how the Hub should be set up.
Keep requests and absence records visible so managers can check the information behind staffing decisions.
Connect time recording and timesheets with employee information. Walk through your actual working patterns in a demo.
Explore our existing design previews for shifts connected to holiday, absence and attendance. Final release scope will be confirmed before rollout.
From onboarding and letter writing to employee relations, we work through the situation with you. You can arrange on-site support to manage difficult conversations.
Our safety team can visit your site, complete risk assessments and look at the risks in your actual operation. We agree the work and responsibilities with you.
Your named advisers understand the context and help carry the work through. You receive specific support for your business, with a clear agreement about what we will complete.
Choose pay-as-you-go support or a straightforward 12-month support agreement. We keep the agreed price unchanged during your term. If you feel we are not helping or providing the support you need, speak to us: EPL’s commitment is to let you leave the agreement.
Software is month by month, with the flexibility to move up or down as your needs change. We will explain your package, the work included and the terms clearly before you join.
We set up your administrators first and walk through the foundations of your system with them.
We work with managers on the tools and processes they will use to support their teams.
We help employees get started and understand how to use their part of the Hub.
We return to check the setup, answer questions and make sure you are properly onboarded. Our technical team walks and talks you through it until you are happy.
We start by auditing your HR and Health & Safety needs, then create an action plan for the year ahead and work with you to complete it.
If you have not contacted us during the month, we contact you. It is a chance to pick up people issues, new risks and the puzzles your managers need help solving.
We review Health & Safety progress with you each quarter, walk through the action plan and help complete outstanding work. You can hold us accountable for that follow-through.
If you join EPL with an existing audit, we use its findings to complete the tasks as part of your onboarding and welcome to EPL. We agree the actions with you and get to work.
For ongoing clients, the next review is about progress. If actions remain outstanding, we help complete them rather than simply repeating the previous year’s audit and handing over the same list again. Our focus is the value you receive and the work completed for your business.
Bring one process you want to improve. We will show the software and discuss the named, qualified support relevant to your workplace.