Shaun Rogers says:
Along with the 16 CEOs involved in this research, I was also searching for more insight into the connection between engagement and the bottom line after reading this article. It's an important finding, however, what are the implications for engagement practitioners if this is indeed true? It's all about the evidence. The MacLeod Report and organisational case studies such as the one below can go a long way to turning around this headline. http://www.engagegroup.co.uk/clients/case-studies/driving-store-level-growth-via-colleague-engagement/
Interesting timing, as we do finally seem to be seeing rather more women presenters who are allowed to appear over 40. Suspiciously rapidly on the heels of a well publicised discrimination suit. So many decades after Equal Opps legislation was brought in (mainly, no doubt, to ensure the baby boomer women will have earned their own pensions by now) is womens' suffrage still necessary? Do women still have to make a song and dance to be treated equally? BBC application forms are pretty Equal Opps. friendly. It is a step further for BBC HR/Management to actively monitor employment data, highlight More...
Chris Beesley-Reynolds says:
Well done Boris Johnson, once again he is trying to do something positive. Now all we have to do is get the rest of the Country to follow his example. Chris B-R
The article does not appear to give the UK figure for the main comparison. It says "Only 4% of HR directors in the USA and 7% in Canada felt their current leadership pipeline can cover most of their business needs. [... ]In Singapore, 30% of senior HR directors feel that they have an adequate leadership pipeline; in Japan 26%; and in India 27%" Is the UK figure the 27% mentioned earlier? (That seems to refer to those who see talent pipeline as their biggest problem, not the the percentage who felt they could rely on internal candidates). Can one of More...
Not all Opticians were created equal. Some bring years of professional experience to bear on treating patients who work with computers all day. Research has shown that even minor miscorrections can cost up to 10% in employee productivity. Which things the Optometrist should be testing for can be found here: http://www.eye-contact.co.uk/minimise-absence-and-productivity-losses/
Anne Stenbom says:
The findings from the research do not surprise me. I am involved in the global roll-out of coaching skills training to 7,500 managers world-wide for a global corporation. The aim is to equip managers with the skills they need to empower and engage their people. A coach approach to leadership is just this - holding back on delivering the answers, trusting people can bring their own ideas (and being aware enough as a leader to know your own won't always be as inspirational!) It also means ongoing feedback and the ability to deliver tough messages in a respectful way. The More...
Peter Brown says:
Didn't the MacLeod report adequately demonstrate the correlation with the bottom line back in 2009?
I'm not surprised this is still a big issue for companies, and I think it will continue to be for the foreseeable future as we begin to recruit in a global environment. The good news for business is that globalisation, technology and increasing migratory workforces will provide companies with opportunities to source highly skilled talent. The challenge however will be attracting these candidates in the future as so many businesses will be competing for them – competition that many multinational organisations will face, as local, fast moving and ambitious companies have more pulling power as they have a better understanding More...
Danny Kitchener says:
Without an impartial 'objective' approach to staff capability measurement leadership pipelines are purely speculative. Managers are usually responsible for appraising staffs capabilities but 86% of managers have "worked" their way to their position - eg. best sales person promoted - and not been appointed based on their leadership or best practice knowledge. So how can they appraise effectively? Most don't! And how do they appraise impartially? They can't! firstname.lastname@example.org
Ralskol Abertay says:
Given the current uncertainty in the economy it is not surprising that employers are using contracts which allow for fluctuations in demand. The increase in zero hours contracts is seasonal which is not made clear by trade unions - there is a useful Parliamentary Briefing which includes relevant data. A large proportion (up to 100,000 of the 200,000) of zero hour contracts are found in nurse banks which, according to research by the Institute for Employment Studies, are seen by those workers to be more favourable to working as an agency nurse with more predictability. This is not to say More...
Tom Toher says:
Zero hour contracts are indeed often exploitative but at least when they do work they get paid. The use of internships is also subject to wide abuse and not just by private companies. The experience of my niece and nephew is that they were doing responsible jobs with fixed hours. My nephew did not even have his fares paid by a well known "respected" publishing company. No training or mentoring either. Both these practices should be outlawed but with Adam Beeston as a government advisor it won't happen any time soon.
John baig says:
Dear HR magazine, I'd say you probably need to look at this again..
Jean garrod says:
What metrics are being used to assess the contribution of improved diversity practices to business in all sectors?
Jean garrod says:
The number of over 65s in employment rises. Youth unemployment rises. Is there any correlation?
estate Plan says:
Dear Robin I liked what you said about Accordingly, as part of our due diligence programme, we carried out our bespoke provider research programme Continue this kind of articles because they are very good and useful, congratulations.
Stephen Turnock says:
Figures are not so surprising although is a relatively small sample at least for the UK. Regarding an exodus of talent where will they go? Certainly recruiters will have their work cut out! As the figures suggest, the depression would be causing lack of motivation in the workplace and low esteem for some -hence translates to lower output of economies across the board when at the same some economies & motivators need to be up. It’s not just the IT planet but all sectors I guess.. but for IT at least, the Conundrum is initially worsened as the IT cloud More...
I am a HR Director who occasionally uses Zero hour contracts. The alternative is I may not employ, or limit to a short fixed term contract, then part company The people we have experienced on zero hour contracts are happy to be kept 'on the books' for casual times when we need cover, ie holidays They're certainly not just used for exploitation!
Rachel Pardoe says:
Great article, very interesting. As a general principle this is a good call. Although zero hours contracts can be incredibly useful to employers and employees to maintain the employment relationship. As with anything this only applies when they are used responsibly and for all the right reasons. Sadly the reality is that zero hours contracts are often used as an easy option and can cause great uncertainty when the frequency of engagement is unclear.
Mike Buchanan says:
The reasons so few women make it to the top in business are perfectly well understood - I outlined many of them in 'The Glass Ceiling Delusion' - and discrimination against women isn't one of them. Renowned sociologist Dr Catherine Hakim published her Preference Theory in 2000, after finding four in seven British men are work-centred, while only one in seven British women is. Ask yourself this. Why are virtually all the female directors on FTSE100 company boards NEDs? If there's a gender gap it's one based on competence, focus, and hard work. One other thing. Longitudinal studies tell us More...
Mike Sanders says:
Working at Stork for more than 19 years has given me the knowledge that we have several college's who are willing to work offshore. Maybe a long lasting partnership is an answer.
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