Keith Appleyard says:
I see the Telegraph today reported that Sir Stephen Bubb, the Chief Executive of the Association of Chief Executives of Voluntary Organisations (ACEVO), who is thought to be paid over £100,000 a year, had his 60th Birthday Party partly funded by ACEVO (although he did buy his own cake) because it was "part of its ongoing work in building stakeholder relationships". Can I make my next birthday party tax-deductible?
Providing the nature of your job allows you to manage your workload in an alternative business work set up, I think this can benefit the employee and employer greatly. Often the employee can feel very concious to perform in their arrangement and as a result can produce highly efficient results attached to workload. It may also allow employees to retain talent in their organisation and also can be cost efficient to business.
Tom Toher says:
The great defender of zero hours contracts, the REC's Kevin Green, was obviously caught out when confronted by their abuse by Amazon at their Rugeley distribution centre on TV last week. I know that sometimes they mutually suit individuals and employers but they were surely never intended to be used on this scale. They are now being used to further roll back the worst employment protections in Europe and put us all back into a dark age that will breed resentment and bitterness among exploited workers. A recipe for disaster for us all. It turns out even the Guardian Media More...
Mike Godfrey says:
Would it be a good idea if we could see the 'JOB' description for some of these CEO's? What do they actually do to earn these high rates? Is it a sitting behind a rose wood desk job or a roll up your sleeves job in the ware house?
M L Purohhit says:
Dear friend, I partially agree to the argument that people are to be pushed out due to economic break down. Remember when you enrolled that employee youwere in need as you were running in trouble that without this employee you were not sure of earning your profits. So he became a profit earner for you. Now when the failure had come to you because of your lack of forethaught you are willing to sack the same employee who was a frofit earner for you during yesterdays. What a contrast in thinking. Remember it is this employee who will bring you More...
roy allen says:
It is disgusting that these executives receive these massive salaries. The hard work is done by the local officials not the top dogs . The people who stand in the rain on street corners asking for coppers from people.who give generously not thinking their hard earned pennies are going into the pockets of these millionaire vultures.
Kevin Ruck says:
One reason why engagement has got stuck is that internal communication is not prioritised as much as it should be. If you asked 150 managers about internal communication, it would get much more attention. And internal communication is an antecedent for engagement. Keep employees informed and give them a say in what goes on and then watch engagement rise! Kevin www.exploringinternalcommunication.com
Kathryn Dooks says:
Notwithstanding that the part-time discrimination claim is unlikely to succeed, the SportsDirect zero hours staff may still be able to show that they are in fact workers or employees (because they cannot realistically turn down work) and are therefore entitled to holiday pay and statutory sick pay.
Carol H Scott says:
Hot on the heels of solicitors Slater & Gordon's report in June, here's another report on the same lines not two months later! One muses on how often law firms finance surveys - other than for commercial advantage - and just who would benefit from law suits about maternity rights? Employment lawyers? Now there's a surprise! Latest stats for live births in the UK in 2011 was 723,913 according to the office of National Statistics, so exactly how representative is a poll of 2,000 new mothers? Returning mothers felt that the role they returned to had altered compared to the More...
I have one of these contracts but am being told I must always be available if called and even denied holidays booked two months in advance due to having to cover shifts. I am paid no retainer and have been left without work on occasion this is surely not anything less than exploitation of a vulnerable employment market?
Hugh Tonks says:
I detect a curious disconnect in Helen's piece. In one passage, she can't find a definition of engagement, and several sentences later, she's measuring it to achieve something called an "employee engagement index". I would suggest that this index does not measure engagement, and indeed, that you can't measure something that you can't define. All you can do is try to measure what you believe are the precursors to engagement. And any measurement therefore must be predicated on some definition, whether accurate and relevant or otherwise. This aside, I do believe the world of HR is far too hung up More...
Ian Davidson says:
It is essential to measure what employers are getting for the benefit spend. This includes strategy impact as well as engagement. Otherwise shareholder funds are being wasted.
I think wht has been pointed out in this article makes perfect sense. "what gets measured gets done " This is a cue for the b-schools to re-design thier curriculum such that HR grads meet the industry requirement.
The Boss always blames a scapegoat to escape his own responsibility. That' s what happens here in McCormick Hospital, Chianmg mai.
HR Tinker says:
What is our obsession with the top table, we're hardly trying to be Capt Birdseye. The point of the article is correct but we should stop obsessing over the top table and concentrate on being taken seriously. It's that simple.
Jon Ingham, Strategic HCM says:
I really wish people would stop drawing comparisons between Finance and HR (I think it's all John Boudreau's fault). Finance doesn't contribute any value to a business strategy (it just articulates it), HR does. Finance is simple and rules based. Strategic HR is anything but. We can't stop talking about being strategic until we've got agreement on how we can be strategic - and there's certainly no agreement yet - see http://www.hrmagazine.co.uk/hr/features/1077891/how-hr-master-strategy . Probably not even then.
Sheila Parry says:
Couldn't agree more that the results of engagement rather than the engagement index itself make the compelling case for investment in people/team management and communication skills. Sheila Parry www.theblueballroom.com Business communications consultancy
Skip Reynolds says:
The reality in business is that what get's measured get's done and senior managers concern themselves mostly with bottom-line results through cycle-time reduction, quality initiatives, and profit margins. I see nothing in these measurable hard-skills that suggests measuring employee engagement. Not when statistics from organizations like Gallup suggest that 70% of the US work force is "unengaged." What to do? As this article suggests, when you can talk the language of senior managers and put engagement into context to the results they measure, then employee engagement would rise. It comes down to measuring the right competencies of a manager that More...
HR will stay like print media inspite of digital media is getting more popular. HR cannot be replaced as understanding human behaviour is different to all other fields.
Denis W Barnard says:
£6600? I wonder how much buying those rotten banks, subsiding all those useless or toothless financial watchdogs (sic)and all those post- bail-out banker bonuses has cost each person.
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