Lawn Tennis Association HR Success Story2018-11-09T09:05:12+00:00

Lawn Tennis Association success story

The Lawn Tennis Association’s (LTA) mission is to get more people playing tennis more often, and part of its role is to govern tennis in Great Britain, Channel Islands and the Isle of Man by acting as guardians to promote and safeguard the integrity of the sport.

Download LTA Success Story PDF

Lawn Tennis Association success story

The Lawn Tennis Association’s (LTA) mission is to get more people playing tennis more often, and part of its role is to govern tennis in Great Britain, Channel Islands and the Isle of Man by acting as guardians to promote and safeguard the integrity of the sport.

Download LTA Success Story PDF

Lawn Tennis Association success story

The Lawn Tennis Association’s (LTA) mission is to get more people playing tennis more often, and part of its role is to govern tennis in Great Britain, Channel Islands and the Isle of Man by acting as guardians to promote and safeguard the integrity of the sport.

Download LTA Success Story PDF

“We did a review of what we were using and how that was working for us as a team and for the wider organisation. For example, we had a payments screen that was not being used and a number of trackers gathering important information about employees, but not linked into the central system. We needed to move these so that we could have a one-stop shop for all employee information from which we could generate accurate reports at any time. With CIPHR Net in place (we call it ‘Advantage Point’) employees can take ownership of the details we store about them, instead of the HR team being the keeper of the information and having to make sure data is inputted correctly.”

LTA Success Story PDF
Download CIPHR Brochure
LTA Success Story PDF
Download CIPHR Brochure

“The implementation of CIPHR iRecruit has been a smooth process and has streamlined the way that things are done here. It has dramatically reduced the time spent on recruitment administration by ‘taking over’ the tracking element from our remit and we are now able to produce meaningful recruitment reports at the click of a button.

But the recruitment portal is not just about us – it’s also about the candidates’ journey. Early feedback indicates significant improvements here, with easy navigation around a user-friendly system. The new portal looks more professional, and communication with candidates and hiring managers is more prompt and relevant.”

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“Before, we might have needed to spend as much as half a day per month collating and circulating the relevant paperwork and then coordinating the interview process. But now it is all done automatically.”

LTA Success Story PDF
Download CIPHR Brochure
LTA Success Story PDF
Download CIPHR Brochure

“The introduction and subsequent enhancement of CIPHR to the LTA has brought so many benefits to us as an HR team and to the wider organisation. We have made significant savings in terms of administrative time required to manage the staff here and that translates into cost savings and efficiency gains. We look forward to further engaging with the system and developing it even more with the support of the CIPHR team. I would certainly recommend CIPHR to other organisations looking to streamline and develop their HR systems and processes.”

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I started working for the Lawn Tennis Association in April last year. I’m the HR Service Delivery Manager so we look after HR systems, benefits, payroll, and all the HR administration side of things. We usually have between 15 and 20 vacancies open at any one time. Candidate’s journey’s definitely improved. It’s more streamlined, and things are done more promptly. With the interview scheduler, what you can do is you can upload the interview times and then the candidates can select an interview slot that’s convenient to them, rather than us trying to give them a slot which they can’t make. Also from their perspective, it looks more professional.  

They’re seeing the journey from, kind of, through[SP] to the end with one system and it all links through. We use CIPHR Net, which we call in-house advantage point. We upload P-60s and payslips, which employees can access from home or internally, so they can print those out at any time. So, it does save us that kind of admin, and they take ownership, I suppose, for their own information as opposed to us being the keeper and having to make sure that we type that information in, correctly.  

So, we’ve got people all around the country working and for them, the recruitment module was really helpful. So, they can access that information. Rather than waiting for it to be sent in the post or sent by email, they can access that at any one time. The next day when we come into the office, we can see those comments. It’s easy to log on and navigate your way around the system, it’s clearly signposted throughout the system so that they know which way to go. I personally have some great relationships that I’ve built with CIPHR staff. We have an account manager who is somebody that we can lean on if we need any assistance in any element of the system, whether that be that we need to investigate some new ways of working to help resolve problems that we have.  

We also have really good relationships with the HR service desk. It’s handy to have kind of that one-on-one chat we can use over the phone or via email, because we’re in the accessive[SP] environment, the CIPHR help desk staff can access the information that I can see so they can jump on, and see exactly what I can see and we can work through the process together. But if it can’t be resolved instantly, they take it offline, so that they don’t use too much of your time, do some further investigation and then they will call us back and walk us through and close that call down, and make sure that it’s resolved.  

The system’s great. It’s built in a strong way already, but there’s always going to be that tailored element in your organisation, and I think that it offers that. We’ve saved costs as a direct consequence of having an HR database in-house because it does a lot of the HR administration for us. So, we don’t need that HR administrator necessarily in-house. I think it’s a lot more streamlined in the way that it’s done. I don’t have to sit there and play with formulas, it’s already set up for me. To have functionality like that is fantastic.  

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