Keith Appleyard says:
It can be bad enough already getting blackmailed into being a 'free' childminder for 10+ hours a week evenings & weekends. The idea of foregoing income as well by being asked to take unpaid leave just adds insult to injury. If you can't afford to care for your children then don't have them in the first place (I'm a father of 3, grandfather of 1, stepfather of 4, step grandfather of 2.)I never had any family around me to help with childcare.
Gareth Gadd says:
Seen a lot of this sort of research - but doesn't give any clues as to how best to help. I believe it's about setting up an environment in which a motivated workforce can thrive. The literature abounds on this sort of thing but it requires a massive focus change that sees business as more democratic and open and views employees as more than just productivity units.
Fair enough, but when people are required to work long hours with longer commutes, it's not surprised people are eating badly to get that quick energy fix and not getting time to exercise. More needs to be done to allow employees time to make the healthy choices.
Are you just using work experience to get unpaid slave labour or are you going to offer them a job/pay them a fair wage for doing the job?
New Chapter Learning says:
Motivation comes from many sources and the most important are your values and how you live and promote those values to your people. Even more so, it is important to have values that support making the customer the centre of your business. Having the right people for your business, providing clear and purposeful values and then leading all the way, motivates your people to make sure they always give your customer a reason to love you.
Peter Copping says:
The context was BBC restructuring its senior staff. The PAC papers including a transcript of the hearings are all available. They describe a situation of some confusion to which 'dysfunctional' applies. There are two points. 'It was unacceptable" for the BBC, or any other public body, to give departing senior managers severance payments that far exceeded contractual entitlements.' But of course 'private bodies' can and do negotiate what settlements they like. Second in the case of Mr Entwistle, the context was negotiating the termination of his contract. The risks of recourse to the courts is obvious. The previous comment asks More...
Wendy Evans says:
Talk about one hand not knowing what the other is doing. One of the biggest reasons for men not taking up more time to spend with their children (via parental leave) is the loss of pay in so doing. So the government push the idea of men having a right to share maternity leave and so be entitled to what payment is available. Then they decide that cutting that payment is a possibility. Doh!!
As chairman of the board of governors, surely Chris Patten had some responsibility. When questions were raised over George Entwistle's payoff, Patten said it was the cheapest option, since under the terms of Entwistle's contract, he could have sued the BBC for a lot more. So who wrote the contract, Entwistle or the BBC? What's the point of a board of governors that allows this level of mismanagement? What were all of the HR executives that the BBC employ doing? Why with this level of incompetence, do the BBC pay their HR directors (of which there are many) the highest More...
Great post :The legal perils of age discrimination in the workplace...! Very helpful info i got here. Thanks.
Peter W Alderslade says:
I am surprised that so many people know Where their organisation is headed, How they will get there, Their part and When they have arrived.
Excellent examples of retention strategies being put into effect
Adam Ball says:
This is exactly what I'm looking to do with my company Concept Cupboard. We're working with universities and colleges to help businesses take them on as freelancers during or after their studies. I agree that if local businesses approach academic institutions one on one then it will overload any resources they have. Some great initiatives out there but need to find a good way to tighten the feedback loop between academic institutions, businesses and young people.
Peter Copping says:
There is nothing wrong with people working casually or with employers employing people in compliance with the law. Some casual employments are arranged by agencies, others 'off the street' depending on the custom of the trade. It can range from locum managers or supply teachers to silver service staff for weddings, and cleaning staff. It only became a problem when middle class parents found their children could get little else. Judging by the contract examplars on the web, employment lawyers are confused in what compliance they recommend. I have been oftimes been casually employed in second jobs. In one I More...
Peter Collis says:
A well-balanced view, as the title suggests. But perhaps more could be made of the fact that using temporary (or contingent) workers is an increasingly important means for a business to access key skills? In some cases it's the only way. With an increasing number of specialist (often STEM-based) skills in short supply, many holders of these skills and the relevant experience are choosing to work on a contingent basis for both financial gain and more flexible working patterns. Workplace 'guns for hire'..?
Doug Smith says:
It is no wonder J D Weterspoons is so successful!! It is not rocket science but common sense! Treat people well and give them what they want and you will be half way there! Staff and customers. I hope Wetherspoons continues to grow and be successful as they deserve to with a boss like this!
Keith Appleyard says:
If your Class 1 National Insurance Contributions are no more than £45,000 per tax year (say equivalent to 50-100 full-time employees), then you can recover 103% of your Statutory Maternity Payments. Larger employers have to fund the SMP themselves. so smaller SME's don't actually 'suffer' from paying SMP. However, after the first 6 weeks, SMP is only £136 a week for 33 weeks. We're already the bottom of the European ranking, is Cameron suggesting that this gets cut even further?
Tony Goddard says:
I run an Executive Coaching business and have noticed the increase in the provision of personal development at Business Schools. As someone who is involved in this coaching I can say that it is highly valued by the MBA students I work with. Often it provides them with the personal compeetencies to get the job they want after their MBA.
I am absolutely shocked at this latest development! The cost of living rising as it is, the government now want to make it even more difficult for those wanting to start a family, but support those who do not want to work. Unbelievable. What next....
Robert Gerst says:
I'm not sure what is meant by traditional employee surveys, but what has passed for employee engagement research over the past 10 years has been little more than a statistical confidence game played on HR professionals gullible enough to buy economisting nonsense. An article worth reading here: http://www.converge-group.net/793/
Steve Skinner says:
Staff may be the biggest cost but, surely, they're the biggest asset too aren't they? Boom and bust have been accepted as the normal pattern in capitalism. Usually, whatever is lost in the bust is made up for in the next upturn. Unfortunately the signs, thus far, are that the pattern has been broken. Regrettably, one thing that hasn't changed is the tendency for recovery to be fuelled by increasing house prices and consumer spending. If salaries and employment levels do not go up how long will the current "recovery" last?
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