Latest comments

Workplace bullying still a problem

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?

Obesity in the workplace: It’s time to take a pro-active approach

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.

Zero-hours contracts 'uncivilised' way to treat staff, says Labour MP

Elizabeth Scott says:

Companies using these need to be named and shamed. I have two (clever me, eh?). The first I was promised that 'This is a great way in to this company, it will lead to other things.' It hasn't. The other seems to be offering increasingly short shifts, like one and a half hours. Even at £10.1 an hour, this is an utter insult and in taking it I could quite easily sacrifice more lucrative work. They prey on our desperation and no one will speak out because they are terrified of losing the damn things, or of negatively affecting their More...

Half of graduates work in non-graduate jobs, says ONS

Barbara says:

In my experience as a CV writer, I come across many graduate CVs that are lacking. Despite all the career support available to them on and off campus, many graduates fail to identify their key skills and achievements on their CVs. Formatting, grammar and spelling are also poor. On a broader front, most of the jobseekers I deal with have no knowledge of Applicant Tracking Systems and the importance of tailoring each application and CV to include relevant keywords and match the job advertisement. I suspect this is part of the reason why many graduates end up in non-graduate roles. More...

Obesity in the workplace: It’s time to take a pro-active approach

Peter Marno says:

This article makes many good points. Key to success in health management is remembering that the 80:20 rule applies - a minority of employees take the majority of a manager's time. Therefore those most in need of employer-sourced resources must be the ones who use them - otherwise much time, effort and money is wasted.

Ban on zero-hours contracts would be 'ridiculous', says REC chief exec

john osborne says:

it sounds to me as if your in another world,,its the worst thing ever for 18--25 year olds.my son is 20 leaves the house at 12--1 am works hard all night long loading scottish salmon onto pallets at heathrow,landside.for what?your pittance min wage six pounds something,they wont even supply them with gloves cos they dont have to,its about time something was done about the so called zero hour contract,john

Vocational skills 'more valuable' than academic qualifications, say employers

terry Clevenger says:

The problem here is mainly w/parents, who seem 2 feel a duty 2 spend $80000-100,000 on college, even tho its NOT WORKING! But vo-tech jobs R beneath them.

Prioritising health and wellbeing is important for the individual and the economy

John Picken says:

Dear Stephen Do you think we will ever get out of the investment 'logic trap' you describe? There aren't many in this economic climate that are interested in investing longer term to save money, most obviously politicians as you rightly point out. You make an interesting observation that 'that no single stakeholder has a compelling incentive to invest in interventions to improve workforce health because of the way the costs and benefits of such investments accrue.' This suggests that until one stakeholder is faced with such a compelling incentive - most likely forced on them rather than voluntarily sought out More...

Germany to introduce boardroom quotas for women

Jeff Holden says:

My company board has more women than men. I have absolutely no objection to female board members and believe that many are indeed superior to their male counterparts. Will these politicians and bureaucrats please understand though, that companies will ensure they comply, while still managing their board structures in the way they wish? As in all rules and target-driven situations, people take care to achieve the targets regardless of 'best practice'. Window dressing will ensue - and a few 'toothless tigresses' will be remunerated with extra Euros.

National Online Recruitment Awards shortlist announced

MontyBest says:

As with everything that IDS does the Universal Jobmatch was awarded the Wooden Nora, the government(sic) job-seeking website, which has been plagued by spam, scams and spoof vacancies, was deservedly awarded the 'Wooden Nora'... The disastrous web based UNIVERSAL Credit Website can only hope to achieve the Wodden Nora! The Omnishambles rolls on and on...

Businesses back major survey into barriers facing women

Stan Hornagold says:

In over 40 years of working as a consultant for major companies and the public sector I have never heard anybody discriminate against women and yet the numbers of women particularly at the top of organisations speak for themselves. Women are under-represented and clearly have a major part to play in a balanced Board or Executive Team. We cannot afford to let this continue. I fully support the idea behind this survey, which is to ask the opinions of women about the barriers they face, together with their recommendations about how barriers could be removed. I think we should also More...

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

Alistair Fraser says:

My talk focussed on a small piece of our drive to create a Culture of Health in Shell, and the article is a good "summary of a summary". We have a goal of thriving employees (mind, body and spirit). The work is based on a very solid base of health risk management, including systematic support for those with potential stress related illness. We also work on creating an enabling corporate ecosystem that supports healthy high performance - so agree strongly with that comment. The "Resilience Program" is actually a lot more than resilience and those who participate show improved engagement More...

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

Joao Bocas says:

I totally agree. However teaching people resilience skill and practices is not easy. We need to understand the individual to start with, including past experiences , upbringing, preferences and working mindset , then and only then we can fit them within a team dynamic . I believe what works is pragmatic and practical approach where learning is stimulated through focusing on peoples' experiences and strengths. After all resilience is about optimism ( minset ) , flexility / adaptability ( willingness ), team work and environment. We can learn valid lessons from the sport professionals, specially the Olympics ....they keep believing, More...

HR Tech Europe: Technology has created a new type of worker, says Costas Markides

Neil Oldfield says:

Change is the only constant. New technologies and a new gen- eration of mobile, road warrior workers are creating an entirely new way of working, with implications that can be felt from the corner office to the home office. Mobile phones and computing, collaboration and new technologies have reached critical mass and are creating a crucial inflection point for businesses of all sizes in all industries. Something I wrote back in the early 1990s. What's changed? Available for conference speeches!!!

Many high-potential programmes not fit for purpose, CEB says

Tim Main says:

It is often a sourse of frustration amongst many professionals in any business or line of work. To watch individuals with great potential passed over for others that seem to meet a set of criteria for entrance into a leadership or management development program.

UK living wage rises to £7.65

Tom Skinner says:

The Living Wage is a great opportunity for those who can pay it. They make most of the money back through better motivated staff who take less sick days and are less likely to leave, saving recruitment and training costs. Increasingly those who get accredited by the LW Foundation http://www.livingwage.org.uk/how-become-living-wage-employer will gain from ethical consumer awareness if they use the LW logo and plaque prominently.

Met police plans to outsource £500 million of services

Mikey Toasterface says:

What happens if one of these companies breaks the law and needs investigating

HR leaders lack confidence in workforce, study finds

Shweta Singh says:

People are lacking with communication skills too and it has become a greater task for HR people to hire candidates.i do agree some companies prefer only to increase the workforce not the skills the person has and the main thing is reference is making everything to go in vain...

Why HR departments are the greatest technology innovators

Shaun Dunphy says:

I agree with Jo's comments and believe it is influenced by HR often a poor relation when it comes to securing budget for transformational change. Companies place operational needs at the front of the queue becuase the ROI is visible and rapid (if you get it right). But SMAC can change the balance when you start to consider the role that employees play in delivering business results. Recasting HR technology as an social enabler of workforce integration and collaboration places it at the heart of the enterprise. Then dynamics of the business case change dramatically when HR becomes pivotal in More...

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

Peter Marno says:

Both the article and subsequent comment have merit. However what is being discussed is 'prevention' and the well known saying 'prevention is better than cure' must be ringing bells with all enlightened employers. Good prevention does not not take away the need to have the right 'health management tools' to deal with things when they go wrong however good prevention is a good people and cost saving exercise.

In this issue: October 2014
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Grow influence: Who has made the HR Most Influential 2014 lists? We reveal all inside

Looking good: Beautiful HR at Estee Lauder

Back to the drawing board: Is HR more art than science?

Forward thinking: Futureproof your technology strategy

 

 

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