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...
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.
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.
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?
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...
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
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...
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...
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...
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...
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?
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...
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Sidheeque shameer says:
Great insight on HRSS.
Bob Hicks says:
There clearly is a role for ZHCs that suit businesses with irregular business activity, and people who do not want to work permanently or cannot commit to doing so, but want the flexibility to top up their income from time to time (eg students, retired people, single parents etc. Its the same as someone signing up with an employment agency - there is no guarantee that they will ever call you and offer you work. Exploitation can be removed or reduced by banning exclusivity clauses and including rights to benefits for the actual periods of employment, or for being available More...
Jeff Micklewright says:
Zero hours contracts work very well for us running a small children's nursery. It gives us flexibility with our workforce, so that when child numbers decrease we can adjust the hours worked by staff to match, and conversely when child numbers increase there are more hours for our staff to work. Staff are happy with this situation, as it ensures they are employed, and staff are not laid off when numbers of children are reduced. We feel we are a responsible employer, and do the best for our staff, and generally those who want it can work between 35 - More...
Peter Rimmer says:
Zero-hours contracts are a return to the old casual labour schemes which existed for many years in the docks, on construction sites and other industries. No security, no pension, no holiday pay entitlements etc. How do you get a mortgage on a zero-hours contract? It's all very fine for overpaid employment lawyers to sing their praises but what about the workers?
Richard Lock says:
We hear very little about the pro's of zero hours contracts. I have a close friend who works for a small charity that has a very flexible workload, driven by a variety of factors. They have zero hours contracts for a group of people who are more than happy to work on that basis. It provides a lot of flexibility for both parties. Without zero hours the charity would not be able to afford employing the people at a fixed cost, and would probably cease to exist. Surely the focus needs to be on eliminating abuse rather than a simple More...
Keith Appleyard says:
I use Zero Hours contracts for 3x Bank staff (=10% of my employee base] at my Nursery who provide ad hoc cover for sickness, hospital appointments etc. Statutory Ratios mean we have to get cover even for the shortest absence. They are free to look for work elsewhere in the meantime, and can refuse any offer. We pay them the Living Wage plus Holiday Pay, ie over £9.00 an hour. In the last year they respectively have earned over £600, over £700 and over £2,400 ... If I need more formal & predictable cover, eg for Maternity Leave or prolonged More...
Peter Copping says:
Causal contracts (usually unwritten so only the implied terms are in the contract) still exist. So who needs a zero hour contract. There are even 'agreements' for unpaid interns available. Maybe the publisher of this journal has some of those. There maybe other variants like'gang master" line. So ask the lawyers instead 'How can I employ or 'hire for service' or for free casual staff. Then we will get an answer. Faites vos yeux as our neighbours say.
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