Comments are closed. Related posts:No related photos. Labour pledges help to raise staff productivityOn 14 Nov 2000 in Personnel Today Chancellor Gordon Brown promised to introduce new measures to boost workforce productivity in his pre-Budget statement last week.Among them are tax incentives to encourage more employees to “take a stake in their company”. The Government wants to achieve a faster rise in productivity than in Britain’s major competitor countries over the next decade. Increasing employee commitment to a company’s growth will boost productivity, the Treasury said.There will be a consultation period on allowing employees in firms which are not trading on the stock market to pay less tax when they sell their shares.Generous tax benefits have already been introduced for staff working in wholly trading companies.As part of the “productivity challenge”, Education and Employment Secretary David Blunkett will investigate the use of tax-free and free adult learning to upgrade workforce skills.Other initiatives include: A pilot scheme at the start of next year to attract talented overseas staff – skilled individuals will be allowed to enter the UK if they can meet criteria on education, pay and experience,A “job transition service” will help employees and companies shedding large numbers of staff which will provide extra help where large-scale redundancies risk swamping the local labour market, The New Deal for lone parents will be extended to cover all lone parents who are not working or working less than 16 hours a week. Previous Article Next Article
Previous Article Next Article It’s a shame that more sites aren’t as upfront with their mission statementand labelling as Workplace Violence, since the Web would be a much easier placeto navigate. The site states clearly and prominently on its home page that itaims to reduce the incidence and impact of violence in the workplace byproviding a focal point for managers and frontline staff to share ideas andpractical solutions. It does just that. The site has been developed inpartnership with the public, private and voluntary sectors and one of thedriving forces behind it is workplace violence specialist consultancy Maybo (italso has the backing of the CBI, CIPD and Alarm – the Association of LocalAuthority Risk Takers. All information offered is free and featured areasinclude Management Strategy, which looks at how to deal with the violence andwhy it may occur, Sector Studies, covering the different kinds of workplacesaffected, highlighted with case studies, and an interactive clinic, which letsyou ask specific questions. There are also practical tools as well as safetytips and a checklist that can be printed.nt financial advice group Website of the week: www.workplaceviolence.co.ukOn 7 Aug 2001 in Personnel Today Comments are closed. Related posts:No related photos.
Comments are closed. Previous Article Next Article The Co-operative Insurance Society is mentoring local black and ethnicminority undergraduates in Manchester to make its workforce in the area morerepresentative of the local community. The company has released figures showing that of its 10,000 staff, 3.6 percent are from an ethnic minority. This is an increase of 0.7 per cent fromNovember 2001. Of its new starters, 7.4 per cent now come from ethnic minorities – anincrease of 2.6 per cent from last November. CIS staff members meet Manchester University students and mentor theundergraduates on career aspirations and decisions. Furthermore, the company allows ethnic minority undergraduates to use itsassessment centre to familiarise themselves with the recruitment process. It also sponsors ethnic minority recruitment fairs, and work experienceplacements in the firm can also be arranged for students. Pat Ashworth, HR manager at CIS, said the measures have helped promote thecompany as an employer of choice among local students. “Currently the organisation does not fully represent ethnically thecommunity that it operates in and the aim is to achieve this by mentoring localtalent.” CIS mentoring for local minority undergraduatesOn 19 Feb 2002 in Personnel Today Related posts:No related photos.
Previous Article Next Article Related posts:No related photos. Comments are closed. Employers have been advised to ensure policies on absenteeism are spelt outto staff for the week starting with the Golden Jubilee celebrations andculminating in a crunch game for England in the World Cup. The Golden Jubilee on Monday 3 June is a national holiday, Tuesday 4 June isa Bank Holiday and at midday on Friday 7 June, England play Argentina. CIPD employee relations adviser Diane Sinclair urges employers to beconsistent in their approach to absenteeism. “Companies have to realisethis is very important to some people and need to develop a consistent policyon whether people can be absent.” Richard Smith of law firm IRPC, stressed the importance of warning staff inadvance of the consequences. “One solution would be to allow staff towatch the game and approach it as a team-building opportunity.” Bosses urged to set out policy during World CupOn 2 Apr 2002 in Personnel Today
Previous Article Next Article The Army has revamped its recruitment advertising in an effort to meettargets. Commander of the recruiting unit, Brigadier Simon Young, said the Army needs15,000 new recruits each year but for the past two years has only managed13,500. “We are trying to recruit a huge volume of people. Very feworganisations require the numbers we do,” he said. Brigadier Young said it was decided to separate jobs into nine categoriesand market them as groups, because it is proving difficult to market the 143trades and 1,400 career paths on offer. Four different TV advertisements will be screened on both terrestrial andSky television, and recruiting videos and DVDs will be sent to people whoexpress an interest. “We need to talk to young people in a language they understand. Webelieve this far more effective. Young people today are more sophisticated,more discerning. They ask ‘What’s in it for me?’.” Brigadier Young said the adverts needed to show that there is more to theArmy than being a soldier. “We need to show the Army can give transferable skills and personabledevelopment.” He said recruiting is more difficult now due to low unemployment and moreyoung people going into higher education. The Army needs 106,000 people. Currently it has 100,000 staff, but BrigadierYoung believes it can be at full strength by 2005. Retention is difficult as people are lured away by higher paying jobs in theprivate sector, but as living conditions improve, retention gets easier, hesaid. The Army has been meeting its ethnic minority recruits targets – 5 per centa year – but, he said more work is needed to make it representative of society.By Quentin Readewww.armyjobs.co.uk Related posts:No related photos. Comments are closed. New targets for Army as staff numbers fall shortOn 24 Sep 2002 in Personnel Today
Comments are closed. Employers have criticised Government plans to extend paternity and parentalleave. The CIPD and the CBI are unhappy about the timing of the latest proposals – revealedlast week. They say employers have not had a chance to gauge the impact of newparental and paternity leave regulations, being introduced in April as part ofthe Employment Act. The plans are outlined in the joint Treasury and DTI document BalancingWorking and Family Life, which proposes extending paid paternity leave beyondtwo weeks, and extending parental leave rights. Mike Emmott, head of employee relations at the CIPD, called the DTIannouncement ‘a stunt’. “This does not look like joined-up government,” he said. “Thefirst ever right to paternity leave does not even come into effect for a coupleof months. “It is normal practice to monitor new legislation, and then decidewhether any changes need to be made.” The CBI said the plans to extend paternity and parental leave are being madeat a time when many firms can least afford the extra burden due to the weakenedeconomy. John Cridland, CBI deputy director-general, said: “At a time when manybusinesses are fighting a daily battle to remain competitive, the last thingsthey need are additional cost and administrative burdens. “Firms cannot simply go on absorbing the extra costs. The Governmentmust recognise that ever-more employment legislation damages businesses anddestroys jobs.” Cridland added: “Acting now is premature, and at odds with theGovernment’s commitment to review the situation in three years time.” By Ben Willmottwww.cipd.org.uk Previous Article Next Article Employers criticise plan to extend paternity leaveOn 21 Jan 2003 in Personnel Today Related posts:No related photos.
IPC Media has announced the appointment of Dee Mair as HR director. Mair iscurrently Global HR director for NOP World, the market research division ofUnited Business Media. She has worked for United since 1996 in a variety ofsenior HR roles, including group personnel manager at head office and HR directorof Express Newspapers. She will join IPC in September and report directly toIPC Media Board director Tim Brooks. Oxfam GB has appointed Lynn Rutter to the newly-created position of changemanager for global HR projects. She will work as part of their international HRteam to provide hands-on support, expertise and coaching to regional HR andmanagement teams. She will also oversee implementation of a number of keychange projects. Oxfam is a respected international NGO, and one of the UK’sleading charities, operating in more than 70 countries. Rutter previouslyworked as the director of HR communications for Nokia. Mark Childs has recently left Fidelity Investments to take up a part-timeposition as group compensation and benefits director at Chubb. He also becomesa non-executive director of Outset, a start-up HR consulting and employment lawbusiness. Childs will continue in his role as vice-president reward at theCIPD. On the moveOn 24 Jun 2003 in Personnel Today Comments are closed. Previous Article Next Article Related posts:No related photos.
Related posts:No related photos. Comments are closed. Previous Article Next Article NHS launches involvement pack to raise standards of healthcareOn 7 Oct 2003 in Personnel Today The NHS is launching a ‘staff involvement resource pack’ after studiesproved that employee input into decision-making improves patient care. The pack, developed by the NHS HR directorate in partnership with NHSstakeholders, outlines the benefits of employee involvement, along with methodsof developing staff participation. Andrew Foster, director of HR at the NHS, said research shows there is asignificant relationship between staff who have a part to play in workplacedecisions, and lower standards of patient mortality. “Staff who feel their voice is heard deliver improved standards of careas they become more emotionally engaged and committed to their role,” saidFoster. “The best NHS organisations have the confidence to devolve powerto those on the ground and truly involve their staff. “The releasing of talent leads to the development of effective teams,from all sections of the workforce, that can contribute to the redesign ofpatient services and the improvement of patient care.” Foster said the NHS is changing and improving, but he would now like to seea partnership culture develop that involves employees to ensure the patientcomes first. The pack will be distributed to all chief executives and HR managers acrossthe UK, and is also available on the web. www.doh.gov.uk
Read full article Recruitment: The Candidate Opt-outShared from missc on 14 Apr 2015 in Personnel Today Related posts:No related photos. Previous Article Next Article Comments are closed. Anyone who has spent a reasonable amount of time in the HR/recruiting industry invariably will have been on the wrong end of candidate opting out of an application process. There are of course a multitude of reasons why this might happen, a lot of which are outside of our control, but sadly in a large amount of cases, accountability rests on the shoulders of the agent/HR pro and in a lot of cases this can have significant ramifications. For example, in agency-land the client can quickly lose faith in an agent’s ability to close the recruitment loop. In internal talent acquisition you will be held accountable for the cost associated with the time spent resulting in a no-hire etc. Not to mention the pounding your reputation could take from the candidate or client perspective if it a regular occurrence. Sadly in HR and recruitment the candidate opt-out is an evil that will always play a part in our role but if we ensure adequate focus on the quality of our communication and efficiency of our processes, the risk will be largely minimized. It’s not rocket science by any means, but it’s good to not lose sight of the basics as our experience grows.Clarity is King: Grey areas are the mortal enemy of any recruiter. When talking to a candidate, the more details that go undiscussed or the more inaccurate the information you give the applicant, the higher the no-hire’o’meter will rise. When talking to a candidate, if you get the impression that any details you’ve divulged about the remit, remuneration package, location or pertinent skills managed to raise the candidate’s eyebrows and perhaps caused un-easiness, DRILL DOWN!. Don’t be happy with getting a half-hearted approval to flick a CV to a client/hiring manager. Ultimately all you will be doing is facilitating the beginning of a fact finding mission for the candidate (which they will opt out of as soon as any facts they don’t like arise) as opposed to offering up all the facts and ascertaining that they are your/clients next superstar. Yes, your CV submittal rate will be higher but your conversion rate will stink.Recruit in a timely manner, without lacking substance. Anyone who has read my previous blog post (Why the long……process) will know my thoughts on drawn out, lengthy recruitment processes. IMO, if a recruiter or HR pro must ask a candidate to go through a 6 stage process in order for them to ascertain suitability, or if they lack the ability to consult properly with their clients/hiring managers around why this is not needed, then there is some serious training required. Personally, I’m a fan of a robust phone screening process followed by a panel interview or a well put together 2 stage interview process. Keeping in mind the candidate experience, neither option would be arduous but will give more than adequate time to ensure a full screening process.As I said, by no means rocket science but I’d suggest just keeping these two things in mind will largely contribute to overall recruitment success rate and conversion ratios.
Full Name* Homebuilding is largely responsible for the increase in construction spending. (Getty / Photo Illustration for The Real Deal)U.S. construction spending reached the highest level on record last month as both local and federal governments began loosening the purse strings.Spending hit a seasonally adjusted annual estimated rate of $1.5 trillion across all sectors last month, the highest recorded since the Census Bureau began tracking this figure in 2002.January’s rate was up 1.7 percent from December’s revised estimate and up 5.8 percent from the year prior. Homebuilding was largely responsible for the surge, but there was also an uptick in public and private non-housing-related construction.Read moreSpending on home construction jumps 21% in DecemberHousing starts fall for first time since AugustUS home prices jump 10.4% in best year since 2013 Email Address* Share via Shortlink Message* Tags Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Nonresidential construction spending edged up 0.9 percent month-over-month, with the biggest increases in public spending going to highways and streets. For private builders, it was manufacturing.Notably, government construction spending picked up in January, with federal spending up 6.8 percent last month compared to December. It was also an increase of 6.2 percent from the year before. State and local government spending increased 1.3 percent month-over-month and 2.6 percent year-over-year.But the strength of the housing market continued to drive spending. Residential construction accounted for nearly half of January’s total with an estimated annual rate of $722 billion, seasonally adjusted.Housing-related construction spending jumped 21 percent year-over-year in January, as persistent demand from hopeful homeowners continued and the supply of available homes dwindled to historic lows.Despite monthly gains, all other construction spending dropped 5 percent year-over-year. The non-residential sectors that saw the biggest declines compared to January 2020 included lodging, conservation and development.Contact Erin Hudson Commercial Real EstateConstructionResidential Real Estate