Garry Anderson says:
Err.. these are Human Resource managers - did you really expect them to come up with any other conclusion. You honestly believe that most employees do not want a secure number of hours work. Do you not think employees would be worried about giving negative feedback. skilful.com skilled.org
Chris Reynolds says:
Whether we like it or not, whether it's considered "Good Practice" or not - it happens. I've seen this happen from the very early days of Facebook. Running an assessment centre in London, we became alarmed by the demeanour of one candidate - looked him up on Facebook and saw his profile photo of him pointing a gun at the camera. What do you think happened next? If you are in the market for a job, and you have some applications going through, make sure your Facebook account is private at least...
Jon Ingham, Social Advantage says:
It's a huge shift in business but it's not limited to the leadership team - though clearly this is a big driver / enabler for change. But we also need to redesign our HR and management practices, our organisation designs, our technologies etc etc for this new, more autonomy, empowerment and collaboration focused era.
stephen moreton says:
The CIPD promotion of this report states: "Our latest research reveals that the use of zero-hours contracts in the UK has been underestimated, oversimplified and unfairly demonised. It finds that the positive experience of the majority of people employed on these contracts has been overlooked."
Paul Matthews says:
One of the points that seemed to be missing from the list of actions is to tackle the sitting convention at work. This may sound obvious, but one of the reasons why offices are so sedentary is because everyone sits. We are now sitting more than we sleep and in doing so burn only 5% more energy than sleeping Get employees standing and at a stroke you burn a third more calories. Continue this for 3 hours a day ( shop workers do it for 8) and this equates to an 8 lb weight loss over the course of a More...
Trisha Goring says:
Isn't it time that we all recognise the fact that employers are not part of the Social Services network! This is just another unrealistic expectation that employers should once again pay out for empoyees who are absent from work. If the Government is prepared to fully fund this, ensuring that employers are reimbursed for every penny they pay out, fine - but at present Government and employees alike seem to think that employers are cash cows with bottomless pockets. It's time for a wake up call!!
Fotini EFTHYMIADIS says:
These are nice observations you shared. I am specialist in the sector of Interim Manager (as a recruiter) for about 10 years in Belgium. I have placed Interim Managers and never underestimated the importance of their attitude when performing an assignment. Although they have an incredible background and experience, they also need a lot of information about the culture and people of the company before they start to enable them to adapt quickly and avoid misunderstandings and frustrations at the client company. This is key!
Joe Rodgers says:
A major reason for the current trend in recruitment is not necessarily related to the new 'social' media, but a perception that this approach is cheaper that what went before, just as job boards claimed of print advertising. A lack of proper investment in employer branding coupled with a complete lack of imagination from recruiters, both external and internal, will make the post recession recruitment landscape an interesting place as people realise the war for talent will not be won by simply spamming potential candidatese. Remember engagement anyone?
Alasdair Murray says:
"Kevin Forbes, CEO of Oilandgaspeople.com, said: "Social media is now a powerful recruitment tool for getting the right person in position faster and cheaper" - Is faster and cheaper necessarily getting the right person though? What about those who don;t use Facebook or Twitter but (call them old fashioned) expect to be recruited via job boards, employers online career portals or via niche and generalist media online careers sections?
Steve Skinner says:
Could someone on a zero hours contract get credit or a mortgage. How would a potential landlord view someone whose income could vary dramatically from one week to the next? One can't help but wonder if zero hours contracts are fine for people with no financial responsibilities. However I'm aware of some carers on minimum wage, zero hours contracts who have found themselves in financial difficulty.
Linda Hitchcock says:
Amongst other critical activities, two key elements of ensuring succesful change are: (1)Empowering HR teams to be more strategic (as well as tactical), and (2)enabling management teams to effectively respond and manage change. These requirements are not new, however so often change fails because these activities are not undertaken........... Why is this?? time, money, something else?
Harry Stafford says:
From what I hear, HR's job is to help management do whatever they like. TU Reps tell me they support members already "found guilty" of actions other staff get away with, or of revealing malpractice. The staff dismissed are too often highly skilled and qualified. HR don't understand what the staff do, or how age and medical fitness affect performance. If you want to make HR a goer: 1) rename it 2) repopulate it with staff with human qualities 3) educate them so they understand the people they judge 4) admit HR are not always right 5) resist all temptation More...
Steve Skinner says:
I wonder if something is missing from this announcement. If the remaining ticket office staff (remaining from what?)will move into the main concourse areas, they will still be paid so no saving there. Also, bearing in mind how many tourists use the central area lines, what provision will be made for them to get the information they would have got from the ticket offices?
Peter Copping says:
It is of course employers' job to ensure they have a talent pipeline to fulfill their plans. It is schools job in England to educate people to 16 in line with a national curriculum and GCSE syllabus. After 16 it is mess but it is really the responsibility of DB&S to get together with all interested parties to organise it. Given the Coalitions spending plans 2015+ I would expect it to be extensively privatised if they are are in power.
Jane Hatton says:
I run a not-for-profit specialist job board for disabled job seekers, and despite being disabled myself I am constantly amazed by the diversity of skills, and the sheer determination of our candidates. Those employers who do employ disabled people often find the experience is far easier and much more positive than they had anticipated, and go on to employ more.
Jo Higgins-Cezza says:
As a specialist trainer in Resilience, I find that most people are quite happy with the word "Resilience". At the start of training I always make the analogy with IT Resilience. If Councils and other large organisations have identified a need to plan responses to disasters such as fire, flood,epidemics, etc., then it only follows that we as individuals should also future-proof ourselves against whatever challenges life will throw at us. I know that every person, and especially team leader, leaving my training can easily identify resilient and non-resilient behaviours.
Kelly Mullane says:
My colleague and I have been thinking along these lines for some time. Nowadays, we don’t have time or the inclination to travel after work to a stuffy town hall where we’re weighed, measured and judged by a middle-aged stick insect in lycra! Our new pilot scheme, Ideal Weight UK Corporate, which is about to launch this coming January in Exeter, Devon, differs from other weight loss organisations in that we provide this life-changing service in conjunction with employers. We are the local weight loss experts interested in making a positive difference to both employers and employees. For employers, we More...
Dan Hawes says:
GRB only place graduates into roles requiring a degree so whilst we do not operate in this area I would just like to add on their behalf that it might be insightful to ask these graduates if they are happy with a non-graduate job versus a graduate job? Some may see it as part of a learning curve. After all it can take some graduates two or three jobs before they have a handle on what they want to do for the rest of their lives. Some may unfortunately get stuck in a rut as some of the comments are More...
Vikas Agrawal says:
I complaint to HR about bullying by my manager and finally I was forced to resign. I have filed the employment case but court has not even processed it yet. Not sure what else can I do? I do not have money to spend on solicitors. I have large mortgage to pay. Is there any organisation that can support bringing culprits to justice?
Debbie Connors says:
I agree with the previous comment and I would also add that individuals need to be encouraged to take personal ownership of their health to make it a No 1 priority. Most of us wait for the 999 call before taking action. Far better to promote prevention and the benefits to longer-term health.
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