Steve Milner says:
Several people involved in this episode failed to do their jobs properly, with the consequence that the taxpayer is penalised. Balls (and others) might rest less easily were there a void in their bank balances rather than a bad taste in their mouths.
Jeff Holden says:
Here in Bangkok, most people here would expect to work a minimum of 8 hours per day. Just over a year ago the government here made a very substantial increase to the minimum DAILY wage to 400 Thai Baht...which approximates to ₤8. One can draw one's own conclusions in relation to Britain's global competitiveness.
david d says:
I was able to read the whole content, all I can say is this is great! Great post with great ideas with great ideas with a great concept and with such a great writer. A written perfectly and a href="http://www.getandtake.com/" love for all /a was very much easy to understand.
John Eary says:
If you are a manager of Agile Workers you will need to have all the skills for Agile Working and also adopt a management skill that is appropriate for Agile Working. McGregor categorised managers as Theory X or Theory Y. A Theory X manager believes that people inherently dislike work and prefer to be directed and consequently must be coerced or controlled. This attitude is clearly antithetic to Agile Working. A Theory Y manager believes that people view work as being as natural as play and rest, and learn to accept and seek responsibility. These managers give individuals responsibility and More...
Tarik Taman says:
We are at a fork in the road for the HR department. Capability of technology combined with the expectations of users means we can do more faster, cheaper than ever before. But Chris, while I agree that HR should be at the forefront of shaping our organizations’ work experience, do you think that HR has the skills and, perhaps more importantly, the will to do the job?
Ruth Milner says:
Interesting statistics. As an Occupational Health Specialist, I would add that it's not only the talent management that aids retention but the whole organisational culture. Retention in my practical experience is enhanced by a wellness culture & also a caring employer. I am currently working with some great organisations whom with our assistance/services have gone the extra mile to show employees they care & they are reaping the rewards with retention & new business contracts.
Peter Marno says:
This article makes sense for all employers - regardless of size and it is good to see KPMG being vocal not just in this area but also in helping co-launch the City Mental Health Alliance earlier this week. What is critical, however, in addressing wellbeing is not to train managers to be diagnosticians but to encourage them to spot behavioural changes as these are the indicators that something is going wrong. Managing health in the workplace is not rocket science and the best first rule is to treat staff as you would want to be treated!
Steve Skinner says:
Perhaps some people would have a higher opinion of Iain Duncan Smith if he could admit that he has made mistakes. Despite the Supreme Court ruling, he ignores the parts that show his department acted wrongly and claims that a successful scheme is in operation. The same message was imparted, recently, by Esther McVey. If the idea behind this scheme is a good one, why can't people be paid by the companies for which they are working, thereby saving money for the taxpayer (a government priority) into the bargain?
As a small employer I agree that the reforms will favour large employers who have the time and money to do all this. Why would I bother to take anyone on as an Apprentice when I can just hire them anyway, do in-house training or send them to college - no bother. Whatever incentives there will be do not out way the bother or politics of it all - I want to get on with my business. Also, it will not help those young people who are not academic who will struggle doing the numeracy and literacy as we are More...
HR Editorial says:
The consultation process has been launched, and closes 28th November, that is where you can supply any thoughts or data on the subject to the DWP. All information around this can be viewed here: https://www.gov.uk/government/consultations/better-workplace-pensions-a-consultation-on-charging Regards HR magazine
Steve Milner says:
As a a recent retiree I have views and data on the subject, and feel they'd be best expressed to the DWP. Browsed their website but cannot find how they might be soliciting comments. Any clues please?
Nichole Esparon says:
I was particularly interested to read that companies need to understand staff motivations where physical moves are concerned, and position their packages to match. This is a fascinating and highly complex issue, one that speaks to the heart of the challenge facing international HR/Global Mobility Directors today. ‘Compensation' in global mobility often concentrates on pecuniary rewards(higher salaries, bonuses…), whereas a number of high profile surveys, including the precursor to the one quoted above by PWC, indicates motivation is often linked to more personal (as opposed to professional) development. EY’s 2012 Global Mobility Effectiveness Survey, for example, is clear that personal, More...
I am so grateful that thanks to you my husband and lots of others still have their jobs at ITV
Steve Milner says:
I presume the word is used loosely in this context?
Debra marsh says:
Thank you Simon for keeping the HR and Payroll in house at ITV
Steve Skinner says:
Since it appears that many employees no longer have any influence with their employers, could any of this be connected to the drop in union membership?
John watkinson says:
Having come back invigorated from the QlikView Business Discovery World Tour, I firmly believe HR need to embrace this type of Business Intelligence if it is to deliver on this agenda. For far too long has HR languished in the past, relying on outdated mechanisms for the delivery of important information to Boards. This agenda now needs the buy-in of Executive Teams in order to shift the balance of power and allow decisions to be made on the back of robust data. Failure to embrace this agenda may mean the failure to progress.
Go to a claims company if you are worried about the fees to see if you have an employment case. If you have, enter into a conditional fee agreement.
Jo Dodds says:
Let's not get too carried away. I absolutely agree that HR could be the greatest technology innovators but we're not anywhere near there yet. I think the point about being in a poor starting position is a good indication of that (and actually being in a poor position to begin is no indicator of things to come, merely the opportunity because of the large gap!). HR is definitely in a great position to really take advantage of the opportunity that technology, and especially social, brings. Whether we 'get with the programme' on this though remains to be seen (I do More...
Brian Allmey says:
My understanding is that there is a significant difference between rates in the public sector and in the private sector.
Direct to your inbox...
MA Business & Leisure Limited © Copyright 2014, All Rights Reserved