Marcus Body says:
Many many years ago I remember this being something we discussed on my Engineering course, as we hammered together rather tediously similar solutions in a lab, and felt this wasn't really teaching us much. I still remember our senior lab technician commenting "the ones of you who will change things are the ones who get irritated about how things are. It's the only reason I've seen people do something radically different in engineering firms I've worked at". I reckon he might have had a point, and that presents an interesting issue: if frustration and irritation is indeed a valuable driver More...
Justine Norman says:
As a provider of employment law services to businesses, and being accutely aware of the daily struggles a business faces, I wonder whether the Minister has ever been responsible for a business, the running of it, and the continued employment of its work force? Flexible working is great and is proven to improve morale and attendance and even performance. But there has to be a balance, business has to come first. It is the business and its continued success, that pays the wages in the first place. www.allpaylegal.com
Carol H Scott says:
Large and small organisations have always had access to Occy Health - albeit at a modest fee - at their local NHS hospital. I have clients across East Anglia and always recommend we use the NHS Occy health. It is seen by both parties as unbiased, very professional, and has access to every specialist going without any delay, combined with very reasonable fees. Where are the professionals coming from to operate this free new service? How many outlets will it have and where? What level of professionalism? The Government should be promoting the current service and boosting the NHS not More...
Clive Spindley says:
This is a very difficult subject but employment, like secure accomodation, is very important for people with MH issues. Employers should not be put off employing people with MH issues. If people wish to talk about their problems (either physical or mental) fine, if not fine. No one is perfect, some people would rather focus on/talk about other people's problems than their owwn. At work the majority of talk should be about work, at home the majority of talk should be about friends, family, play etc. - the majority of talk about health problems should be with clinicians (although chatting More...
Jo Dodds says:
I agree that it's good to hear that this sort of discussion is happening around flexible working. I also agree that imposing it can be what causes the negativity but of course those companies who 'get it' don't need the legislation, it's those that don't who need it. And that is an indicator of much bigger challenges.
David Goldstein says:
comprehensive article on the importance of innovation and setting a culture to achieve this within companies "culture of innovation and encourage your people to think differently falls firmly at the feet of HR" is exactly right, HR is best suited to define the culture across the functions of an organization - and recognition of this is a positive step toward building an innovative firm.
Simon Pick says:
I know Charles Elvin personally and regard him as one of my finest friends. This photo of him makes it look as if his head is in the clouds, which is totally correct.
Marcus Body says:
As with most Gen Y research, I want to know if there's a statistically significant difference with Gen X? E.g. Are Gen X REALLY prepared to stay in jobs that make them unhappy? Do Gen X NOT need to believe in strategic direction? Are Gen X employees not ALSO now more active on social media, so more influenced by word of mouth? I'm not disputing the findings, but I do wonder if it's really a "Gen Y" thing, or in reality a more general shift across the working age population. I'm not aware of any comparative studies where the same More...
Magda Bowskill says:
I agree entirely with Jo Swinson and I am glad that the Government are considering such ideas. The current system is frustrating and at times dangerous, with everyone rushing to get to work at the same time. Productivity is affected daily, by employees spending wasted hours sitting in traffic, instead of actually working. An employee who has flexibility, will always be happier and will often be far more productive. In addition, they tend to have a better attendance rate. Obvioulsy, there are business's where this will not work. But where it can - employers should consider. Flexibility should be for More...
Carol H Scott says:
It is only common sense for people to ask - and be authorised - to work more flexibly to avoid the rush hour .....but guess what? People up and down the land are already doing it, and have been for years - where it fits in with the needs of the business which of course must take priority. I fully agree that this shouldn't just be restricted to parents, a situation which is patently unfair, but didn't we just have some legislation allowing everyone being able to ask to work flexibly? Is this just a current 'right' being repackaged?
Jon Ingham, Strategic HCM says:
It's having everyone on the roads and trains from 8-9 and 5-6 for the same 5 days a week that's nonsensical. In 10 years time we're not going to be doing this and well done Jo for suggesting firms need to face up to this.
Tracey Abbott says:
Tather than rely on the governement and a flawed process have a look at the free resource available on wwwbusinessdisabilityforum.org.uk and download our Tailored Adjustment Agreement form. Its deisgned to allow you and your employees to openly discuss what they may need to help them achieve their best and return safely to work
Heiko Fischer says:
Ask your CEO: Are you happy with your HR? If the answer is: Yes! ...well done. If the answer is: NO! ...change something. But don't change incrementally, change HR radically! I recently had a discussion with Dave Ulrich around the Business Partner concept and his current "Outside-In" Thinking. During my time as head of HR in the videogames industry we implemented a concept called "The Way of Resourceful Humans". An idea based on Ricardo Semler's notion of democratic entrepreneurship that makes HR redundant. In fact it strives to make all shared services redundant by moving the competencies of those functions More...
Alan Hunt says:
The Government proposal to cap unfair dismissal to one year's salary is in line with current awards. When looking at a remedy outcome most Tribunal advocates would consider 12 months as being a reasonable sum in the light of the current job market. What the Government should be looking at is a major reform of discrimination legislation with a cap on awards, improving and simplifying the legislation to make it more easily understood by medium size companies as well as reintroducing the small employer exemption in regards to disability as well as pregnancy and maternity discrimination. In addition when starting More...
James Mc Grory says:
I am one of the Clydesdale victoms of these Tailored Business loans we are a small group of 41+ borrowings £71million Break clause+ losses £25 million.The banks has no code of conduct .I have a case re-opened with FOS after them finding for the they will lie or mis- lead MSP MPS FOS or FAS they tell them what they want to hear as the know there replies will not be challanged or investigated to trust the bank is maddness .This is how we where caught we trusted or business managers which has all but ruined us.The bank say we More...
Tom Toher says:
Surely she should be called the Minister for Bad Employment Relations. Does she not think that employees need protection from bad employers at all? Does she really believe there should be no serious consequences for bad employers? Does she want to start putting children up chimneys and down the mines too? May I please point out that this government have no mandate for any of their destuction of what are already the worst employment rights in the EU.
Peter Copping says:
The Government needs volunteers first and foremost to meet its military commitments and would clearly welcome more volunteers on the civilian side (police fire paramedic.) If this is to extend to NGO's then the profession needs to get sorted out what advice is appropriate for contractual provisions to support this. The state sector of course already supports this. The CSR context is probably wrong for thinking about this.
Keith Appleyard says:
I run a small Charity with 40 employees, many part-time. The proposed abolition of the Percentage Threshhold Scheme, whereby I can recover any SSP paid in excess of 13% of my NIC, means my costs will actually increase by circa 1% of my salary bill (est £3,000 pa). I don't have a problem with long term sick except for those employees suffering from cancer (I have 2 at the moment).
Philomena Hayward says:
Well put Quentin. Any change both organisationally and indvidually involves a choice being made by the people being asked to change or wanting to change. I think organisations can help equip individuals and create a working and learning environment to help facilitate that choice but as you say you can't make anyone change or learn. Its also about the type of learning offered sustained change is more likely if the development process works with underlying causes rather than just addressing surface symptoms.
Danny Kitchener says:
We research 300 HR Directors and Sales Directors and the findings supports this article and bring up some very important points; • Only 8% of organisations are able to identify whether their existing competency framework is measuring the right behaviours. • 48% of organisations do not have a coaching culture. Of those that do not, 97% want one. • 91% of managers sometimes get into conflict situations with their staff when feeding back assessment results. • 9% of organisations polled has invested more than 4 hours in training their staff how to coach. • 71% of organisations that took part More...
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