Jenny Garrett says:
I couldn't agree more with this article. The male structures and male dominated cultures are part of what is driving the growing movement of women entrepreneurs. Changes are really needed at the top to make things change, the issue often is that women who have made their way to the top in the existing structures sometimes have forgotten how they'd like it to be and don't provide the help and support to bring the pipeline of women through. There are some fantastic, supportive women who mentor and support women coming through and also some women creating the type of organisations More...
Tom Toher says:
Unpaid internships are just another form of theft. If there is a job that needs doing it should be paid for. My own niece recently undertook one internship where she was more or less given responsibility for turning a failing operation round. No training, mentoring or investment of any kind. She walked and is now in another internship which will probably lead tto a job but the role she is undertaking is a full time job. She shhould be paid. The sooner this US import is legislated against the better.
Pinewood Training Enterprises CIC says:
I think an issue that has yet to be fully appreciated, and is one of the causes of the aforementioned issues in this piece, is that of the education system. Our core aim at Pinewood is to help 16-24's into employment, and something we always find is that our young people simply have no knowledge & understanding of apprenticeships when they join. With the schools not being measured on progressions but on academic results, their focus is solely on that and not on what is best for the pupils long-term. There's a distinct lack of appreciation for those youngsters who More...
ian scott says:
In my last position I was doing the equivelent to six peoples jobs and my workload forced me to burn out due to misrepresentation and stress is that what it takes now to get on my health is now very much more important to me in the past I have missed all of the afore mentioned daughter's birthday family celebrations etc I am a consciences employee but have been treated like crap for years I'm used to it...
John Knights says:
I have been working remotely for 10 years now and the single biggest piece of advice I can give is: have a routine (think: I am going to the office!)and be disciplined to totally separate work from private stuff. If you get that right - in addition to the communications and equipment everyone focuses on - it can be successful. The problem is many people have not learned to manage themselves effectively and perhaps this needs to be a priority for personal development prior to going virtual. John Knights Chairman LeaderShape
John Dennett says:
I was at Nestle for 20 years and saw first hand thier disasterous graduate policy in South Africa.The chosen brand new graduates spent a couple of years visiting all departments at various Nestle factories and were then `given` jobs at the end of thier training period. This was a disaster waiting to happen as they settled in their `promised` jobs and, without exception, totally failed to perform.They were eventually moved around the company and `found`black holes where they would do little work, not be noticed, and more important, no harm to the company. They were known as `paper managers` as More...
Jeff Gruber says:
Is there a link available to access this report? It's got some useful statistics in it!
Peter Rimmer says:
A regressive step in my view which demonstrates once again this government's pursuit of policy through financial rather than fair means. Shares are a gamble but the lure of a dividend might be tempting for someone on low pay. However, it's no better than buying a lottery ticket. In fact, a high proportion of the policy kites being flown are risks with no concern for consequences, impact or those who are affected.
Tim Parry says:
Simple keep the lawyers out Let us return to the founding idea behind ETs which was informal and simple No lawyers would reduce costs and remove complexity Kick them out
Why should workers give up their rights just to get shares that will probably be worthless in the long run? All this ConDem government are trying to do is get rid of the hard earned rights that the union fought to get for years. The right not to be fired because the boss takes a dislike to you. The right to compensation if you're injured at work through some unsafe practice introduced to save time on a job. The right to redundancy money. The right to union representation. If the greedy MDs paid a proper wage instead of the pittances More...
Roger Bolton says:
Fully agree. The chief communications officer has a lot to offer too. See this report from the Arthur W. Page Society: http://www.awpagesociety.com/wp-content/uploads/2012/11/Building-Belief-New-Model-for-Corp-Comms.pdf
Sue Melone says:
I offer that engaging talent is more that something the CEO or an HR leader does. It is less of a "what" and more of a "how". How employees show up for the customers and for each other is where the distinction between engaged and not engaged lives. It is where safety and performance records are broken or not. It is an all-in effort.
Peter Copping says:
a) It is managers and CONSULTANTS. Perhaps the latter should privatise themselves (as lower grade essential staff do in the US,) and hire themselves out. b) the Prime Minister has to be an MP so he earns two salaries for the effectively the same job, and has a grace and favour house flat + generous expenses. He actually could afford to do both jobs pro bono. The issue is what do you have to pay to get the job done. Let us have full transparency on pay.
David H. Meagher says:
A pity that the website design here does not allow one to respond directly to others comments, in a threaded view so it is obvious. A clever idea to use the information to formulate business cases; thank you!
Virginia Carpenter, Marketing VP, Anoto says:
The recent report from the Royal College of Nursing unfortunately highlights an issue we are seeing in Trusts across the country. Existing administrative policies have led to a spiralling amount of paperwork that is preventing healthcare workers from being able to provide the optimum care to patients. The Prime Minister and Health Secretary announced late last year that £100 million will be offered to the NHS for nurses and midwives to spend on new technology that will free up time for patient care, with digital pens being highlighted as a good starting point. The use of digital writing is a More...
David H. Meagher says:
My Guess is that this is not meant to be humorous, so why am I laughing? If you follow the rules, then there is nothing to fear from an ET... besides a loss of your time? In my opinion, if there was a hefty penalty for false / vexatious / vengeful claims, then there would be a lot less ET claims? Also in my opinion, ET laws having nothing to do with employers not employing, and much to do with a lack of funding; banks are not lending and not many folk are spending, especially on luxuries, most are hoarding More...
David H. Meagher says:
Sounds interesting; is the report available please?
Interesting article. Would love to know what the average number of hours worked, sickness and attrition rates are and how keeping the Gen Y strategy works with the non Gen Y employees, if indeed there are any?
After reading this article I find myself questioning the supposed 'General public' take on the new retirement age laws. It is from my experience that many of the workers i know, who were actually prepared to retire this year aged 60 are devastated at the fact of finding extra years now added on. Not only are more impending poor health issues a problem to contend with (which makes working harder/tiring than it used to be) but also the impact it puts on the extended family. One lady i know, was prepared to retire and use the time to spend with More...
Marylou Lousvet says:
A very impressive and large survey has reinforced evidence gathered by others that generation Y have a different attitude to work. The article in HRM concentrated on the implications for attracting and rewarding talent but the findings have wider implications about how the whole organisation arranges and manages work. The managers - most probably from a previous generation - will need to change their practices and attitude if the gen Y staff are to enjoy their work and stay. Managing by outcomes, remote communcitaion, not expecting long hours etc may be diffilcut to adopt.
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