Latest comments

Carol Black: Integrate HR and occupational health

Chris Pickard says:

I agree with Dame Black's assessment of occupational health. It could be a much more powerful force for health and wellness.

Discrimination of gay and lesbian jobseekers ‘commonplace’

Ivan Lasater says:

Articles like this are great for raising awareness of the discrimination the LGBT community faces. I felt that the article substantiated this problem at least enough to raise an eyebrow from those in the HR Industry. It is not appropriate for any business in any industry to consider whether or not the applicants sexual preference qualifies him or her for a position much less a pay rate. I think that considering a person's sexual preference with regards to any business decision is outright discrimination. The LGBT community are the sleepers in the civil right movement. They are rallying support for More...

Helen Giles: Where's the evidence for performance-related pay?

Marcus Body says:

To echo some of the above comments, there's plenty of evidence for PRP increasing the metric used to award it, but the weakness is that metric itself. I've worked in sales environments where it worked very well for immediate sales, but was appalling for long-term customer relationships, for example. So the critical question here is: do your roles have genuinely objective measures of performance that 1) work, and 2) have face validity with your staff? It's mighty hard to find ones that are focused on output rather than activity in many roles, meaning you can oddly end up rewarding the More...

Female-owned businesses more attractive to millennials

Melissa Paige, Founder/CEO DesignedByAnne, LLC says:

Once again. Confirmation. Thank you for sharing this miraculous thought and article.

SSE publishes report quantifying the value of its human capital

Jon ingham says:

Black and White nonsense maybe. Human capital can't be expressed financially separate to its impact in a business http://strategic-hcm.blogspot.co.uk/2013/11/cipd-iasb-hr-and-financial-reporting.html and putting £ signs on it is more likely to reduce vs improve understanding of human value. Will blog!

Who should be CEO of the UK?

Richard Rudman says:

The Prime Minister in a Westminster-style democracy is not a chief executive. So the article is based on a questionable assumption, and inappropriate criteria. Many Prime Ministers might have wished for the position and power of a chief executive ... but they have to face the reality that, unlike CEOs, they are dependent on the consent of the governed.

Who should be CEO of the UK?

Peter Copping says:

The CEO's are actually not much help They are leaders,not too visionary a little inspiring perhaps. What matters is financed constrained policy implementation. Chief Operating Officers maybe?

ISS CEO: Firms should pay the living wage

Annon says:

We need more firms like ISS that tackle these issues head on. Well done and keep pushing this issue for the low paid workers.

Half of UK employers are prejudiced against the obese

GRH says:

Judging by the headline photo; the title should be 'Obese eat themselves out of the job market' Unfortunately, it seems that no-one wants to take responsibility for themselves and there are any number of organisations willing to do it for them - 'There, there, nasty employers making you feel discriminated against, supplying weak chairs; let's sue them in the IT'. Personal responsibility needs to be taken and an honest appraisal of oneself and abilities. We are where we are because of lifestyle choices and expect everyone else to make allowances for what we chose to become; that's not on. However, More...

Half of UK employers are prejudiced against the obese

Passer by says:

Why would you want someone in who will potentially have more time off work, be generally unfitter and unable to do what a healthy office person would? This article should read: Obese "work" themselves out of job market.

Discrimination of gay and lesbian jobseekers ‘commonplace’

Passer by says:

Not that it is confirmation, but it says the CVs mentioned participation in LGBT forum in uni so... I guess this is why the research concluded what it did? I don't think the numbers or methodology are sound enough for an article, though.

Discrimination of gay and lesbian jobseekers ‘commonplace’

bill portlock says:

I don't really understand how a prospective interviewer would know a person sexuality, before meeting them, I certainly cant from a CV?

Helen Giles: Where's the evidence for performance-related pay?

Stephen Moreton says:

The article (and responses) suggest context is everything, and no single reward strategy is a panacea. If it was then we’d all be doing it… I wouldn’t be so brave as to say “Madam, there’s not a single shred of evidence that PRP improves performance”, mainly because there are plenty of shreds knocking about. Our revered academic and consultant sounds like he was being a bit grumpy… Here’s a few ‘shreds’, which also point to the notion that ‘context is evenything’. “In the public sector, as in the private sector, there is evidence that PRP can lead to improvements in More...

Helen Giles: Where's the evidence for performance-related pay?

Stuart Woollard says:

Cornell's Institute for Compensation Studies is a good place to start to explore the evidence base around pay: https://www.ilr.cornell.edu/institute-for-compensation-studies/insights-research

Helen Giles: Where's the evidence for performance-related pay?

Jon Ingham says:

I completely agree with you on most of this Helen, particularly regarding the lack of resonance which performance related pay has in the not-for-profit and I'd also suggest much of the public, sector. In fact let's make that a lot of the private sector too - http://www.hrmagazine.co.uk/hro/features/1149168/connect-public-private-sector-pay . However I don't think time served is a good replacement - seeing someone else get paid more just because they have been there longer is not going to be any more motivating than seeing this happening because someone is performing better. Better just to pay based on market rates or if that's More...

How to recruit a 'purple squirrel'

Aga Panicz says:

Thank you for a very interesting article, David. I've come across the term a few times before and each time "purple squirrel" is defined in a bit different way. In this article there are a bit too many "may have", "might be", "often is/has" when describing a purple squirrel, which leaves quite a lot of room for ambiguity, as reflected in the comments. @Rupert Rols: "these purple squirrels" who "don't see the 'wider picture', aren't particularly creative make poor listeners and are often quite insensitive to others needs", simply are not purple squirrels. I'm sorry to say it, but James More...

Your unexplored payroll data mine

Karen Thomson says:

This article is a fascinating read and it outlines what we, here at the Chartered Institute of Payroll Professionals have known for a long time. The advancement in technology has long been a big help to those looking to analyse data in greater detail, but the truth is, in order to maximise the data, the analytics devices need to be aligned with the payroll software. We’d encourage any payroll team looking to crunch numbers to consider the data input before determining whether or not it will produce sufficient output. Companies also need to consider what existing provisions are in place More...

Building talent communities

Marvin Smith says:

The future of work is always an interesting discussion and there are certainly many ideas suggested in this article. Some thought provoking; some logical; and some that might be a stretch. Thanks for sharing. Much of my work focuses on building communities of talent and I was drawn to this article by the opening sentence, that we are moving from talent as an audience to talent as a community. At the risk of hair splitting, may I offer a different perspective. To me, talent has already organized themselves into communities by profession or by affinity. Our challenge as organizations is More...

Building talent communities

Jon Ingham says:

Some interesting ideas here though I don't agree with the shift from hierarchies to networks. These are different things and both are important: http://strategic-hcm.blogspot.co.uk/2010/01/social-revolution-isnt-hierarchy-to.html . Also if networks are more important then we need to consider the health of the network as well as the individuals / nodes within it. Ie the focus on 'talent' needs to move from individuals to teams, networks and communities. Talent 5.0 perhaps?

Less than half of graduates aren't prepared for work

shamin Durrani says:

Dear Sir/Madam, I agree with you 100% that graduates feel very uncomfortable to start their first job. I have been giving motivation, leadership presentation and followed by Workshops to prepare them to start their first job in a happy and most successful manar.its been two years that we have started this very successful program in Oxford UK Doha Qatar and Dubai UAE now we have been invited in almost all over Middle East. Our professional trained, happy English staff is very proud of those student who have gained from our Work shops are now happily working in companies or start More...

In this issue: April 2015
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Who is best for HR: The general election is only weeks away. What could it mean for HR?

When the price is right: Tullow Oil's HRD on the sector

Picture of health: Key NHS workforce issues

Perks of the job: Employee benefits – a special report

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