Latymer Upper School HR Success Story2018-11-09T08:51:29+00:00

Latymer Upper School success story

Latymer Upper School is London’s leading fully co-educational school, with 1,200 boys and girls aged 11 to 18. Its origins can be traced back to 1624, when wealthy lawyer Edward Latymer left in his will part of his wealth for the clothing and education of “eight poore boyes” from Hammersmith. Notable alumni include actor Hugh Grant, theatre director Natalie Abrahami, and chef Heston Blumenthal.

Download Latymer success story pdf

Latymer Upper School success story

Latymer Upper School is London’s leading fully co-educational school, with 1,200 boys and girls aged 11 to 18. Its origins can be traced back to 1624, when wealthy lawyer Edward Latymer left in his will part of his wealth for the clothing and education of “eight poore boyes” from Hammersmith. Notable alumni include actor Hugh Grant, theatre director Natalie Abrahami, and chef Heston Blumenthal.

Download Latymer success story pdf

Latymer Upper School success story

Latymer Upper School is London’s leading fully co-educational school, with 1,200 boys and girls aged 11 to 18. Its origins can be traced back to 1624, when wealthy lawyer Edward Latymer left in his will part of his wealth for the clothing and education of “eight poore boyes” from Hammersmith. Notable alumni include actor Hugh Grant, theatre director Natalie Abrahami, and chef Heston Blumenthal.

Download Latymer success story pdf

“CIPHR will allow us to market employee benefits and information more effectively. Over time, we hope it will help us develop a lot more KPI data, which will help us to be more intuitive around dealing with aspects of HR. Health and wellbeing is another challenge we face at the moment; teachers work extremely hard, so being able to look at absence data and see if there is something we need to do as a senior leadership team is really useful.”

Download Latymer success story pdf
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Download Latymer success story pdf
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“Nationally, key challenges for the teaching profession include recruitment and retention of staff – particularly of teaching staff in hard to recruit for subjects. CIPHR and CIPHR iRecruit give us a really useful opportunity to streamline the application process for candidates and make sure – whether or not somebody is actually recruited – they have a positive experience with us.”

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“For us as a school, safeguarding is absolutely a key priority, and CIPHR’s onboarding facility allows us to complete some of that safeguarding journey [before they join] so they are well informed in time for their first day. I think for the candidate it just means that not everything happens on the first day – they are welcomed into the organisation over a period of time, it’s a more streamlined process, and their first day is less overwhelming.”

Download Latymer success story pdf
Download CIPHR Brochure
Download Latymer success story pdf
Download CIPHR Brochure

“I would recommend CIPHR to other schools. The support we have been given has been useful: we have not only had training courses, we have also had people visiting on site. That’s been really important, because we’ve got advice on how to use the system within the context of our environment. We’ve really valued that support.”

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“The training was absolutely excellent. Really good tutors, small groups, and one-to-one support. The course inspired me to come back and learn more about the system.”

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CIPHR has changed HR for my team quite considerably. So, I think we’ve become much more streamlined. Much less paper-based. So, and if we just take one example, recruitment heads of department when they were shortlisting, we would have to manually print off application forms, and because of the sensitivity of the data, they would then have to come and sit in the HR office to shortlist. It’s almost like a kind of an HR office that everybody can access at any point of the day. 

So, you don’t have to come to the HR office, you can access it remotely. And so HR kind of becomes part of your natural career with the school. I have to say the first time that line managers were able to shortlist online and realise the functionality that actually on their iPads they could shortlist wherever they were, and they could shortlist as soon as an applicant came in, there were whoops of delight, just in terms of their flexibility. It means that, actually, you can manage that process within the time that you want to. It doesn’t need to be within the working day, and I think that’s hugely beneficial for all of us that are incredibly busy that we can shortlist when we want to. 

The onboarding provides a really good environment for a new employee. So, we use it for…on a number of levels, we use it to provide information about the organisation, but we also use it as a safeguarding tool, so that we provide the link to new employees, and they can do some essential reading before they actually join. And I think the onboarding provides a real kind of pre-induction element to a new member of staff so that they really because I think we’ve got video links on there. We’ve got an awful lot of information. 

So, it’s really helping us convey what it’s actually, like, going to be like to come and work at school, and I think it makes it much more alive. I think it helps that people can access the data. So, effectively, they’ve got a view into their own HR firm, which is great. They can update information. They can update their training records. They can notify us of any changes. 

Personally, being quite nerdish, it’s the report writing function of CIPHR that appeals to me the most. It’s the ability to draw on the information that’s held in the system and kind of analyse that and use that to good effect. And I have to do that quite a lot, in terms of analysing data for government reports, and I quite enjoy that. It was a very open conversation in terms of, so what are the challenges for your users.  

And I felt that actually there was a really open and honest conversation about how things could improve. I’ve always found the help desk, the people on the help desk, to be really knowledgeable, really patient in terms of what we’re asking for. It doesn’t matter when you ring, you will get through to somebody who is knowledgeable about the system. It was really useful to have Laura and John there when we launched CIPHR to the school on our insert day in September. 

I think, for me, I was new to the system, so it was great to have that support. And I think it was fantastic for CIPHR to kind of…to actually feel that as a school we were important enough that two key people came and supported me to introduce it to the staff. The ability to streamline a lot of paper-based processes, so that they happen much more efficiently, they’re much less time-consuming, means that, actually, you can look at how you can use that spare time to best effect. 

And I think that for me that means that we have more time to spend looking at the strategic agenda of HR, and I think that has huge benefits for the organisation. HR has to be integral to the business function, and I think the more that you can create a solid platform of streamlined, electronic processing of data, and then look at the benefits of pulling the data and analysing it. 

And just it allows you to look at the organisation I think in a different way and add value at a different level. CIPHR was an extra tool that augments what’s provided by the HR office, but it hasn’t taken away from any of the personal relationships that happen. Embrace technology and see what it can do for you, and what it can do for HR, and the standing of HR within your organisation. 

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