Keith Appleyard says:
Given that the Statutory Minimum is 5.6 weeks (ie 28 days) paid leave, I'm surprised at the comment about an average of 25 days allocated leave. I would have hoped to have seen an average above 30 days (my Childrens Charity pays 67 days leave). In my experience in different industrial sectors, we had a number of schemes to ensure people took their allowance, in order to charge their batteries. In Banking circles, we insisted on a minimum of 2 consecutive weeks per annum, in an attempt to expose if they were covering up for any malpractices. Some staff liked More...
Keith Appleyard says:
There has to be some incentive to get people to volunteer. I was with Young Enterprise for 8 years; this included for 6 months a year, 1 lunchtime a week, mentoring 6th Form students. We struggled to get Volunteers. HSBC tried to take the lead by 'making' it part of Managers personal development. Those people only did the bare minimum for 1 year, got their promotion, and we never saw them again. They just aren't interested, whether paid or unpaid.
Denis Lenihan says:
The employers are not driving this and as in the civil service previously, they may be actually opposed to it for reasons given above, but the government wants to attack the labour movement while it has the opportunity and this attack is driven my political ideology.
Emilio Martinez says:
It is a great article. From my experiences, I have noticed that C-Suite management comes up with an awesome HR strategy in order to innovate and make the necessary changes. The problem is that the Regional and local management does not buy into the ideas and the strategy is not thoroughly designed to trickle down. They basically say: "trickle my brilliant idea" down to the rest; they just do not say HOW... This is the biggest problem HR faces, because operations has a different idea of how to trickle down, which usually differentiates from the HR trickle down.
Rebecca King says:
You can hear more at HR Vision London in November. Sue will be moderating a roundtable on engagement for the modern workforce. http://www.hrvisionevent.com/london
Jim Sproat says:
I agree entirely about the value of transparency. That should manifest itself in more "workplace democracy", where companies not only ask for ideas and experiences but provide a mechanism to hear and act on them. I am very happy to report that General Mills in the USA use a British company's idea management system to do just that!
Margaret Dale says:
Mark Your comments illustrate the nub of the problem - boys and girls don't just prefer one subject rather than another. They are encouraged, insidiously, to do through stereotypical role models and assumptions such as the ones you have expressed. We need to promote the possibilities of boys working in female dominated roles and girls in male dominated roles by challenging the assumption that some subjects are better for one gender or the other and drawing attention to women who are successful in the construction industry. The most worrying thing about this though is the position hasn't changed much in More...
Mark Deacon says:
The importance of achieving a balanced engaging appraisal can not be ignored. Any tool that assists both the line manager and the employee to have meaningful engaging conversation regarding performance, aspirations, skills/ behaviours, relationship can only be useful and another step to increasing employee engagement. Our Successful Appraisal coaching cards are designed to be used by both manager and employee, they encourage both to think about more than just KPI's and give suggestions on Preparing for the appraisal meeting, examining Continual Improvement,Setting Objectives, Catching People doing it Right,Skills & Behaviours,Giving Feedback & Identifying the Development Gap. Supporting less self promoting More...
Mark Eltringham says:
What stereotypes? This is just people expressing their preferences. If girls lean towards social sciences and boys towards STEM, and so long as they are all offered equal opportunities and treated the same way, what is the problem? There doesn't seem much doubt that certain fields would benefit from a more diverse spread of people, but this news item is skewed towards some idealistic worldview that is clearly not about what people want to do.
Nick Cook says:
Proper workplace strategies can be amazing in terms of the value they can generate. Sadly we see far too many organisations designing space solutions (tactical) in which people have to fit rather than workplace strategies and then policies, such that their people can be more productive. People first, space second!
Keith Appleyard says:
I’m not sure if the automatic payment of trades union subscriptions from payroll is necessarily an out-dated proposition? I recall back in the 1970’s when running the Payroll for GEC in Coventry, we collected the union dues for over 10,000 employees, deducted 10% as a handling fee, and forwarded the money 3 months in arrears. Sir Arnold Weinstock was the only man I knew who could turn a profit from Trade Union Membership. According to the TaxPayers' Alliance, 213 public sector bodies (22%) currently charge a fee for deducting union dues from employees' salaries. The programs & systems are already More...
Francisco Sorrentino says:
Dear Mr Ulrich; I must start by saying that I admire and respect your work. I ve been over 20 years working within the HR function in various capacitIes. What kept me in this amaizing field so far, is the sheer volume of opportunity and challenge that resides in our space. I consider my self an advocate of the vision the HBR magazine presents for the HR function. Althoug I admit dont agree with the oversimplified approached presented in this article. I do believe the tree must be shaken, but maybe not only from the outside but from within. I More...
Kiruna Stamell says:
Why is there no mention of Access to Work? An amazing scheme that helps companies and employees who are disabled over come the physical barriers into employment. Access to Work, covers BSL interpreters for Deaf Employees, assists with transport to work for employees with mobility barriers to getting into the work place, office modifications, audio describers for a Blind employee, a personal assistant for an employee who needs assistance in the workplace... How can we discuss Disability Confident without increasing the budget and promoting Access to Work?!
Jaz Javanda says:
Unfortunately with the continued cuts in social funding the onus of eldercare is increasingly being left to family members and dementia is a condition that can often go unnoticed for many years. While providing access to specialist helplines and advice is a step in the right direction - creating awareness and educating employees should be the most important consideration.
But you have to get past the ego's of other people and their resentment.
Julia Doulman says:
I did what Caitlyn Jenner is doing now, way back in 2003 with the film 'Becoming Julia' that document over two years my transition from Paul to Julia. The film has screened on prime time television in Australia a number of times, at film festivals in most Australian capital cities and in many countries around the world. I understand it has screened more than once on channel 4 in the UK. The world was not ready for this film in 3002 and I have been crucified and continue to be so here in Australia for it, but I guess somebody More...
David Gillon says:
Another article about Disability Confident that tries to pretend the problem is embarrassment. We wouldn't call two million people denied work due to gender, sexual orientation, race, or religion the result of 'embarrassment', we'd call it what it is, systematic institutional discrimination. So why the reluctance to talk about disability discrimination? Disabled people don't want to bring up disability with management because we know that even in companies which proclaim themselves leaders in equality the result may well be a sustained campaign to force us out of the company. Disability discrimination is alive and well and entrenched in the British More...
Simon Pocock says:
My nervousness about spinning the positive 'glass nearly full' approach is that this might create the impression we don't need to seek out more ways to create gender diversity at senior levels. We're not all the way there yet, indicated by the other statistics quoted, despite existing in a more progressive society - not by a long shot so it's important to not create potential complacency.
Simon Pocock says:
I organised the event that Becky has written about above and she's captured the essence very well. What struck me was the consistency of message across each speaker that encouraged people to be themselves and recognise that the work/life balance isn't a dichotomy at all - that you can only have one at the expense of the other. Actually, if we allow ourselves the chance to ditch the guilt and instead feel good about being present in one or the other, it fuels our ability to enjoy the other much more and be an effective partner/carer/career person. This applies to More...
CHARLESETTA LOVE says:
Does anyone know where I can find a blank "Work Form" to fill out?
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