Latest comments

Focus on ‘resilience’ to improve wellbeing, says Shell's health chief

Derek Mowbray says:

It's the only way to go! Personal resilience, however, is only one aspect of achieving peak performance through the psychological wellbeing of the workforce. An aim would be to create the cultural context that reduces the need for the workforce to call on their resilience, so that the energy applied to being resilient is applied to performance instead. The WellBeing and Performance Agenda is designed to help organisations achieve this, and the agenda includes personal resilience in the context of corporate resilience.

KPMG supports living wage event Fair Play Fortnight

D Myers says:

Really pleased to read your story covering KPMG's support for Fair Pay Fortnight!

Engagement not a ‘silver bullet’ for HR, says Cooper

Adrian Duncan says:

Mr Cooper has identified the crux of the issue. HR is the facilitator, providing the resources, tools, overall direction and yes, measures. And of course, leaders must espouse the vision and be seen to live it daily. Show me, don't just tell me. But, most importantly, managers should be afforded the time to performance manage properly and support people at a social or even emotional level. Understanding people's attitudes and beliefs; how these influence their personal behaviours, and how they can be adapted to the company's desired behaviours is a 1-2-1 exercise borne of a strong manager - employee relationship. More...

Engagement not a ‘silver bullet’ for HR, says Cooper

Adrian Duncan says:

Mr Cooper has identified the crux of the issue. HR is the facilitator, providing the resources, tools, overall direction and yes, measures. And of course, leaders must espouse the vision and be seen to live it daily. Show me, don't just tell me. But, most importantly, managers should be afforded the time to performance manage properly and support people at a social or even emotional level. Understanding people's attitudes and beliefs; how these influence their personal behaviours, and how they can be adapted to the company's desired behaviours is a 1-2-1 exercise borne of a strong manager - employee relationship. More...

HR and the SME growth cycle

godfrey makanda says:

You have analysed one area that is usually ignored. I am very interested in this article. godfrey

Are interviews necessary in recruitment?

VidCruiter says:

Technology is certainly changing up the hiring process. Interviews are essential to get to know a candidate. However, how you do it is changing. Tons of companies now use video recruiting software for the beginning of the hiring process because it makes sense! It saves time and costs associated with travel and more and guarantees ROI. www.vidcruiter.com

Are interviews necessary in recruitment?

Rupert Sellers - Compact Interview says:

Hiring a candidate through referral would certainly seem a safer bet than hiring someone who is unknown, but hiring managers could be misguided. Just because the candidate is pals with one of their employees doesn't mean that the person is suitable for the job. The same applies to an interview situation. The interviewer might warm to the interviewee because they both support Chelsea FC but this has no bearing on how successful the candidate would be in the job. Increased connectivity is a good thing and is certainly changing the face of recruitment but it shouldn't be an indication that More...

HRD at heart: Fil Adams-Mercer, CEO of Parcel2Go

Donia Gray says:

I was fortunate enough to meet Fil and I wanted a white baby grand piano for a fashion show 2nd March 2015' at High Point Country Club, he said NO PROBLEM. So I am trying to contact him. Any Ideas. Donia Gray Naples Florida 34103

Engagement not a ‘silver bullet’ for HR, says Cooper

Steven Phillips says:

This is one of those Emperor's New Clothes issues. Many organisations forget that what they need, and hopefully want, is people who are, as the article describes, committed to the organisation, each other its customers and goals. What they end up doing instead is striving to create movement in the measures of engagement - as if this is the purpose. The meaning and purpose of engagement become lost in yet another target to hit. There is a cumulative conditioning of managers to see their work as a succession of measurements to deliver. Trying to drive a car by only looking More...

Engagement not a ‘silver bullet’ for HR, says Cooper

Tim Ryan says:

Really like Cooper's focus on overall well-being. What about looking at engagement as dependent on fulfilling human needs and well-being beyond a paycheck and benefits? Higher needs like connectivity with others, having a sense of meaning and worth, feeling appreciated, and making an impact that helps others, even beyond the workplace and into the community? We' e been interviewing Millennials about happiness at work. Many of these higher needs came up in the interviews. If your readers are interested in a summary of our findings, we put together a guide on ways to better engage Millennial employees: http://youearnedit.com/blog/17833-employee-engagement-ideas-for-millennials-the-ultimate-guide/ Thanks for More...

Are interviews necessary in recruitment?

Isobel Burns says:

Whether someone is met face to face or over Skype is not the debate. Talking to someone on the phone gives a good impression of who they are but humans are designed to read faces in order to make decisions. Clicks on a question based hiring portal to determine a skill may work in some instances, but if the person you're hiring is going to have any interaction with your customer you need to have the confidence that you have first hand experience of how that will go. The only way to do that remains the interview, in person or More...

Number of companies failing to comply with auto-enrolment could 'rise sharply'

Henry Tapper says:

Glyn mentions three challenges- I'd like to add a fourth- finding the right workplace pension for the employer and for the staff. Employers can always use NEST but the challenge is to explain to staff why they didn't look at other providers and to explain how they came to the decision they did! Sadly, in our rush to be compliant, we sometimes forget that the workplace pension is what this is all about!

Reliance on recruitment intuition harms diversity

Victor Nkomo says:

Hiring always constitutes a risk, question always is: will risk materialise? Only time will tell, always!

The Byron interview served with extra relish

Eugenio Pirri says:

Very good article and solid plan for the future - good to see L&D strategy on the table as part of the entire strategic plan!

Reliance on recruitment intuition harms diversity

Gary McQuade says:

A recent survey from careerbuilder showed that in the UK, the cost of making a bad hire can be as high as £50,000...so, it is even more amazing that Behavioral Profiling is not as widely implemented as one might expect! The combination of Behaviors,Skills, Expertise & Experience, is surely the key to risk free hiring. our work with 'i-D from F10' in discussing exactly this type of hiring methodology is proving this very point.

Royal Mail to axe 1,600 staff

MLet says:

Its difficult times with cuts everywhere and people losing jobs. Unfortunately, in these times companies such as Royal Mail need to be able to compete with other companies or we are going to lose it which would be a great loss to the country. The government are gradually privatising many areas by chipping off the block. A 30% hold on Royal Mail is a token hold so they can say they haven't totally privatised it. They are doing this all over, including the Health Service!

The 10 social tools you need

Dabe says:

What about social HR platforms, like Bitrix24 or TribeHR?

Adams admits 'should have pushed harder' against BBC payoffs

Michael Powell says:

What did Lucy Adams do for £320,000 that she wouldn't have done for £160,000? Or £80,000? Apart from her dismal performance in front of the MPs, she completely failed to understand the ethics and culture of the Corporation. But what do you expect from someone with a background in money-grubbing outsourcing companies?

Katie Hopkins: ‘HR needs to stop ticking boxes’

Nicholas J Higgins says:

Interesting comments from Ms hopkins. She has some strong observations. Not sure why some people reject her criticisms/ comments. It's her experience. Is it the fact that it doesn't chime with 'accepted wisdom' however myopic that may be? NJH

CMI accuses managers of thinking 'robotically'

Abraham Cohen says:

Well done, though long overdue, article about the sad state of affairs, whereby managers evade their professional and ethical duties to pass judgment based on merits. Instead, large number of managers hide behind "following procedures" to avoid taking responsibility. They do this blindly and blinkered ignoring the fundamental principle that substance should override form. In doing so, they unwittingly and unwisely declare their incompetence and unsuitability for their roles. More importantly, they cause injustice, suffering and pain to people who do not deserve these. Managers, please be humane with your dealing with people and you would discharge your duties more More...

In this issue: April 2014
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Legal aliens: It's law, but not as we know it - would you seek counsel from a big brand?

Fashion forward: SuperGroup's first HRD

Time to celebrate: Flexible working legislation is changing

Health check: Engaging in wellbeing 

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