Steven Thomas says:
Agreed that research needed to evolve and it has. We clients want to retain the best elements of traditional surveys AND use the best that EFM, real-time survey solutions, Hay daily feedback model, Yammer social networks, Roambi, Confirmit instant feedback, etc. etc. etc. have to offer. As a client myself, what is not needed is this stream of 'it's game over' puff pieces which (what are the chances!) link to a magical solution! ST
Tom Toher says:
It would help a great deal if the government showed a proper commitment to enforcing laws against age discrimination instead of actively making it harder for workeres to defend themselves against this widespread problem by making it more difficult to take a claim to a tribunal. A classic case of fine words buttering no parsnips.
I am an HR Manager who often has to tread the fine line between supporting the manager and the member of staff and protect the organisation in these situations. Just as there are managers who lack skills (it takes years to acquire them - you cant just read them from a book), there are equally staff who have a superior attitude and sense of entitlement and possess a 'you can't touch me' attitude and they endeavour to use the bullying card to their advantage. As anyone with half a brain knows, there are always two sides to every situation and More...
Chris Pardo says:
It would seem that maybe those millennials that are willing to take on an international assignment (and there are a lot of them per the article - 2/3rds of all millennials want an overseas assignment) in an emerging location have the greatest opportunity with companies. As assignment lengths drop, maybe a slight sacrifice related to location sets that willing millennial apart from the rest.
Sugiarto Setiabudi says:
The most remarkable achievement Steven Dando at Thomson Reuters is successfully in integrating Corporate Malfeasance from Reuters to the Thomson Reuters. Probably, he is utter lack of knowledge about "Corporate Malfeasance'
the other non-productive-non-work-related time such as Facebook, Twitter, online shopping,personal emails, personal banking uploading photos using the company bandwidth, looking 'busy' whilst doing other personal work or just not working and playing/texting with mobile devices. Then there are long breaks, walking around with a sheet of paper, fag breaks, gossiping to name but a few. I am sure I have missed some here so feel free to add.
Hi does anyone know if ex employees will be included in the pay out? If so do we have to apply or do we get an automatic payout?
Asking if you're proud of your profession is very different from asking if you're proud of your role and performance. Taking nurses as an example, recent press would make it exceptionally difficult to argue unilaterally that they're proud of their profession; however, the nurses (and medical staff) that I know personally are, without exception, totally professional and wholeheartedly committed to their work and should be exceptionally proud of what they do every day. Sadly not all individuals can be relied upon to be 'good people' and there's surely a long and complex argument to be had as to how 'the More...
Nancy Smith says:
I don't think companies are planning to limit the scope of their vital functions. I think what the article is pointing out is the fact that this is the year they are going to finally chug forth and make the changes - be they in keeping up with technology or in adding newly established disciplines - that they have been holding back on for the last few years. There has been. There has been a significant uptick in HR job openings here in the U.S. just in the last month or so, a definite sign that companies are willing to More...
Jon Ingham, Strategic HCM says:
Process redesign, technology, structure change - can all make significant differences to HR's contribution, though I'd suggest structure should generally come after these other changes. But what about the capabilities of the retained HR function - business partnering, psychology and social media skills for example? HR's hope of making greater strategic contributions to the business are likely to be dashed without these.
Keith Appleyard says:
When I was working in the Financial Services Industry (for 25 years), for some 10 of that I was on call 24x7. I unilaterally adopted the guidelines of the EU Working Hours Directive and ensured all my staff got an overnight break of 10 hours at their home (ie travelling time is not rest time). I didn't always manage it myself, and we always worked more like 60 hours than 48 hours, but to compensate I ensured I never worked on any transatlantic flight, using that as rest time.
Seshagiri Rao K says:
Profit making and profit oriented business are welcome, but not at the cost of the irreplaceable - people's lives. Let us take a better look at the cost-benefit analysis and our priorities.
How much of this increase in jobs in the private sector is made up of those with a high level skill or experience who were a victim of redundancy and hence had to move into any kind of job to make ends meat? I know of quite a few people who were in reasonably highly paid jobs and made redundant, who have taken on multiple jobs in supermarkets/bars/call cent res to stay afloat. Some are using it as a stop gap they hope, but some can' t see a way out. I'd like to see the statistics broken down into More...
Sunila Lobo says:
The question, John McIvor, is what actual support did Erhardt get at the bank? Who was his mentor- how many times did they meet- what was exchanged etc. Please do be specific.
are not raiding the pensions pot before you get it they are raiding it after; the whole thing is sick. These people that make these decisions can do so easily because they are very rich and it won't matter a tinkers cuss to them, so long as they are all-right-jack. But it is all part of the Agenda 21 / New World Order scheme to drip feed in these changes so that by the time you reach them they are de-facto and you are either dead or have forgotten what they should have been and so just go along with More...
anyway; we just chase our tails most times making money to buy trinkets and gadgets to say look at me I have made it. In the end, what have we actually achieved? Nothing. we burn ourselves out for a heartless corporation thinking we are 'making it' in life and we measure success by what we have accumulated. But really when we see the hoax it is too late and we die; swept out of the way by the machine to make way for the 'people' following us, so they can do just the same. We will never learn. Oh well, More...
Pip Clarke says:
Many organisational cultures are still to focused on 'face time' versus actual working time. My experience working in investment banking was full of examples of employees 'working' extremely long days but not achieving a comparable output. Employees would take in two jackets for example and leave one on their chair to make it look as if they were still in the office when in fact they had left to go to the gym or a long lunch or even home. Organisations need to focus on output and get away from the obsession with input. If proper performance measures are in More...
It is extremely sad and tragic to see such a young man's life ending in such tragic circumstances. The City of London are a money driven society. Even if one person knew of this intern's Epilepcy - the Bank had Constructive Knowledge of his condition and themselves had a duty to make Reasonable Adjustments for the intern at the work place. Epilepsy is overlooked not only at the work place by employers but by the law makers in the UK. Immediate and strict measures need to be put into place . The offenders must be brought to justice.
Cheryl Peto says:
I work for an apprenticeship provider and have seen first hand how engaged employers can help young people. We place suitable apprentices in vacancies across the country and practice what we preach by having a number of apprentices ourselves. We have apprentices who have gone on to be team leaders and managers within the company and remain committed and loyal to their employer.
Paul Allsopp says:
According to Nick Marks of the New Economics Foundation (Nef) people who are happier at work are more productive – they are more engaged, more creative, have better concentration. He quantitifies "the difference in productivity between happy and unhappy people at work in the range between 10-50% – that is 10% for non-complex repetitive tasks, or up to 40-50% in service and creative industries.” Certainly we must aim to create work environments (and this often is about flexibility) that stimulate people in a way that enables them to work to their potential. Paul Allsopp, The Agile Organisation.
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