Hallmarks of Effective HR Management Practices

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Are your managers locked into hr management practices or intiatives that sounded good or seemed to work well in other organisations but just do not produce tangible results in your organisation?   Despite managers’ time and effort, you do not see progress towards achieving your service or business goals.  Common causes are: those practices are not suited to your organisation’s context; hr initiatives are taking managers’ focus away from operational issues; some hr practices are pulling in different directions and […]

Teachers Under Pressure; Are School Governors Doing Enough?

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Do you know any school teachers?  Do they seem more stressed now compared to say one year ago?  It seems to be accepted that teaching is a pressurised profession and that many members experience stress.  The suggested causes vary such as Government policy but the article referred to below suggests alternative causes and some suggestions how a balance can be restored. Head Teachers and School Governors may find the article provocative but the author trusts that the questions posed will […]

Older Employees – Organisational Asset or Liability?

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Shortage of People and Skills Ahead In recent years the focus has been on apprenticeships and job opportunities for young people, which are both important.  However, that has distracted managers from another pressing issue – the skills and ‘corporate glue’ provided by older workers.  The number of young people coming into the workforce is shrinking.  By 2022, 14.5 million more jobs will be created, but only 7 million younger workers will enter the workforce – a gap of 7.5 million. […]

Distracting but Necessary Compliance Issues to Address

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In this quarter, senior managers will have to grapple with a flurry of issues that do not further the organisation’s goals but which need to be addressed to avoid potential adverse publicity and other consequences. Peripheral Issues to be Addressed The following matters will need to be considered in the coming months as the implementation date for some is in April 2017. Employment of apprentices and the Apprenticeship Levy. Gender Pay Reporting. ** Data protection – new European standard and […]

Executive and Board Pay – Is There an Appropriate Level?

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Once more the level of pay of senior executives is under scrutiny and proposals are being considered for influencing and containing the size of such pay packages.[1]  This topic has attracted attention across the years and has been the subject of many studies including some on pay equity and equitable pay differentials. I had the privilege of meeting, discussing and corresponding with the late Dr Tom Paterson on those issues. Many will link Dr Paterson’s name with the Decision Band […]

The Minimum Wage has a Nasty Bite

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True Cause or Excuse The minimum wage is well known but there are still some employers, across many sectors, who choose to skate on thin ice.   Those organisations fail to pay the correct amount because of: Insufficient funds; Failure to take into account all the operational hours expected of staff; Ignorance; An “I’ll chance it” attitude. The latter is more prevalent than I thought judging by conversations with employees and managers.  HMRC has the power to deal with miscreant senior […]

Balancing the Need for Operational Flexibility and Staffing Flexibility unlike Sports Direct

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Unfortunately, Sports Direct hit the headlines for the wrong reasons but their underlying aims may not be so different to many organisations in the private and public sectors.  Managers at Sports Direct went about it in the wrong way. Statistics from ONS indicate that employment on zero hours contracts has risen by 21% year on year and 903,000 individuals have such contracts. This may raise a cry that such contracts should be halted in the light of the inquiry into […]

Sports Direct – the Dilemma of Organisational Flexibility

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[Text amended August 2018] Many organisations need flexibility in staffing to accommodate seasonal and other variations in workload, product launches, staff holidays and illness etc. To meet such needs, senior managers should be able to introduce a range of contracts such as variable hours, zero hours, temporary and/or fixed term contracts and/or use agency workers. The issue is not whether such contracts should exist but whether they are used in a responsible manner. This is not a new dilemma nor […]

ACAS Disciplinary Code Diluted

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This article was first published in our temporary blog When the unfair dismissal legislation was introduced in 1974, the onus was on the employer to demonstrate that the reason for dismissal was fair in all the circumstances and that a fair procedure had been adopted when deciding whether or not to dismiss an individual. The effectiveness of the Code and the safeguards it contained are being diluted by recent decisions of the Courts and it is likely that some employers […]