Category: Human Resources
As the old adage goes “A happy workforce is a productive workforce”, people who work for a company which supports them reciprocate with increased output, enthusiasm and devotiveness i.e. they go the extra mile. One way to increase staff morale is to provide them with employment benefits, often referred to as “perks of the job” these come in an variety of forms and help to ensure an individuals economic security, thus increasing happiness. So with that in mind here is a roundup of the most popular staff benefits which are commonly offered by employers…
Providing staff with insurance offers peace of mind and can help to increase their personal security. There are several types of insurance an employer can provide their staff with including health, dental and life. The business benefits of providing health insurance include include reduced sickness related absence, increased productivity and improved employee morale
Retirement Pension Funds
Employers can setup a trust fund which they contribute to and then when you retire the scheme will pay you a pension based on rules set out by the scheme. The rules may include: the number of years you’ve been a member of the scheme, your pensionable earnings i.e your salary at retirement and the proportion of those earnings you receive as a pension for each year of membership.
Providing employees with free or reduced price gym membership can help to make something regarded as a luxury by some people accesible and affordable. This also provides employers the benefit of promoting staff fitness and wellbeing, which is known to increase engagement and motivation.
Although some may detest otherwise everybody loves money, therefore, when a company sets up a profit sharing scheme it can help to a) attract and b) keep talented individuals. The concept is simple… a company will designate a percentage of their annual profits as a pool of money to share with employees. This pool of money is then divided amongst the employees using a set formula. Some individuals may decide to forget about this extra money and invest it further into stocks, bonds, savings accounts which could turn into a nice little nest egg one day. However, one thing to regard is that this type of benefit tends to work best in organisations where profit is the principal focus. And finally a bizarre example courtesy of google…
Yes you read that right Death Benefits! An article by Forbes.com highlights What Happens To Google Employees When They Die the article states “Should a U.S. Google employee pass away whilst under the employment of the search giant, their surviving spouse or domestic partner will receive a cheque for 50% of their salary every year for the next decade. There is no tenure requirement for this benefit, thus most of Google 34,000 employees qualify. In addition to this generosity, surviving spouses will also see all stocks vested immediately and any children will receive a $1,000 monthly payment from the company until they reach the age of 19 (or 23 if the child is a full-time student).
Nearly every company has some form of human resources management in place but not everyone knows about the talented individuals who put these important business operations into effect. This post is an attempt to uncover the skills required for the role of a human resources manager.
Human resources has existed since the times of The Ancient Chinese and is still present in some shape or form within every company in the world, in most cases through an internal department or in some cases it can be outsourced via an external service provider. The fact that it has stood the test of time is testament to just how important a process it really is within a successful company.
In order to be efficient at what they do human resources managers are required to possess a number of skills, including the following:
- Organisation – Candidates or colleagues may call up to request a C.V. or personnel file, therefore the ability to retrieve information on demand and quickly is an important skill. This can be achieved by ensuring that files and folders are organised effectively both tangible and digitally.
- Multi-tasking/Time Management – We all know ‘time is money’ and this is certainly true within the workplace. Few human resources managers spend their days focusing on one task and the ability to quickly and efficiently switch between tasks is a must have skill.
- Planning – From drafting the job spec to designing and placing a job advert right through to candidate vetting/interviewing a recruitment campaign can last for weeks if not months. Therefore, some form of plan must be created and adhered to in order for the whole process to run smoothly and without hitches.
- Communication – HR Managers need to have an approachable and friendly manner, continual contact will need to be kept with clients and candidates to keep them updated, therefore professional telephone and email skills are a valuable trait.
- Interviewing – Once applications start to arrive candidates will need to be interviewed. In some organisations it’s quite possible this task could fall under the responsibility of the HR manager, this could initially be a telephone interview or proceed straight to a face to face interview. The ability to gain a good understanding of the job role in question is an important skill required of a HR manager, this will ensure the right questions are asked in the interview and it will also help to access if the answers are appropriate.
In a future article we’ll be taking a deeper look into the actual role of a human resources manager, covering a typical day in the life. Watch this space…
A recent article written by the bbc reports that after only one day of a planned recruitment drive for the commonwealth games in Glasgow 2014, a staggering 10,000 people have volunteered themselves for positions. Organisers are looking for 15,000 in total but if the first day was anything to go buy they shouldn’t have many problems finding the extra 5,000!
Some of the roles available include welcoming athletes, helping out at the athletes’ village and at the games venues, there are also roles available for people with specialist skills, including medical staff, drivers and those with specific sports expertise.
In such times of austerity it’s great to see the enthusiasm being shown by the people of Glasgow and beyond to contribute for the greater good of the UK.
Whilst the rewards reaped by their colleagues in the banking industry recent may have been the subject of much speculation, its fair to say that if stats are anything to go by then the staff in the recruitment industry have certainly earnt their bonuses this year! Recent figures released by the office for national statistics indicate that the employment rate for those aged from 16 to 64 for July to September 2012 was 71.2 per cent, up 0.2 from April to June 2012. There were 29.58 million people in employment aged 16 and over, up 100,000 from April to June 2012. Looks like someone must of been doing something right hey?
The finding also highlighted the facts that the UK unemployment rate for July to September 2012 was 7.8% of the economically active population, down 0.2% from April to June 2012. In total there were 2.51 million unemployed people, down a whopping 49,000 from April to June 2012.
The inactivity rate for those aged from 16 to 64 for July to September 2012 was 22.6 per cent, down 0.1 from April to June 2012. There were 9.07 million economically inactive people aged from 16 to 64, down 25,000 from April to June 2012.
If only pay figures were in correlation with these figures, because between July to September 2011 and July to September 2012, total pay (including bonuses) rose by 1.8 per cent and regular pay (excluding bonuses) rose by 1.9 per cent.
Trying to find a job after leaving University is getting tougher and tougher as 1 in 5 graduates struggle to find a job. One of the most effective ways to gain employment is gaining some valuable industry experience.
Employers are finding that graduates who have taken a years industry placement have better employable skills compared to those who have spent a year travelling or those who have completed a straight degree course,
Business leaders are also increasingly favouring graduates who have completed a years industry placement over those who have no industry experience.
Placements allow you to get a step ahead on the graduate career ladder
Work placements are normally structured programmes or schemes where students spend an entire academic year working for an organisation as a full-time member of staff before returning to university for the final year.
This provides undergraduates with the opportunity to gain all-important work experience and employability skills before graduating. It can also give students a clearer idea about which career path to follow after university. These placements have a huge motivational effect on students and many companies view the placement as a year-long ‘interview’.
Many students make such an impression that they are offered a permanent job on graduation.
Graduates should seriously consider applying for placement opportunities to enhance their chances for future employment.
Good news for us brits, new research reveals that The UK has been ranked fourth internationally for creating a diverse and inclusive workforce.
The research, which is highlighted in CEB’s study ‘Creating Competitive Advantage Through Workforce Diversity’ goes on to reveal that nearly 63% of UK employees stated that their employers are actively promoting workplace diversity through a series of relevant policies and programmes.
However, the research also identified an aging workforce as a particular challenge to diversity in both the UK and US markets. It suggested there is a need for businesses in these markets to develop and implement diversity policies which address the needs of older employers in order to effectively create a more diverse workforce.
The previous statement may have to be taken with a pinch of salt though as these findings, contradict current UK economic trends which have seen employers favouring older, more experienced employees ahead of younger new recruits. This is coupled with changes to the pension age which has increased over the past year and will continue to do so until 2020.
The discrepancies between the data and current policy and trends indicate that employers are challenged with a tough task of balancing business needs against the practical needs of an increasingly diverse and ageing workforce.
Chris Ellehuus, managing director of CEB, said: “It is encouraging to see UK business lead the way in promoting policies for diversity but they now need to refocus on business solutions concerned with each diversity need. Organisations must recognise that not every need is a global problem – while an aging workforce is a UK challenge, attracting women to business is more prevalent in China – and as such, regional variations must be considered, particularly within global businesses.
“The changes required to create a truly diverse and productive workforce need to extend beyond regulation and be placed within the core of the business, from the recruitment process to the overall business objectives.
“Our members have also identified organisational barriers to building diversity which needs to be considered, one being a lack of common objectives between promoting diversity and the overall business objectives. They also suggest that there is often a lack of commitment from business leaders to address diversity issues which can severely hinder the creation of more diverse organisations.
“Our research, however, found that recruiting from a diverse talent pool increases an individual employee’s discretionary effort and their commitment to the business. As such, business leaders need to ensure that relevant local objectives form a part of the overall business plan in order to successfully create a diverse workforce that is mutually beneficial to both diversification and the overarching business needs.”
A recent survey conducted by XpertHR Pay and Benefits predicts that 7 pay awards out of 10 next year are likely to be worth between 2% and 3%. The survey goes on to reveal an analysis of the current pay settlements landscape, concluding that in the 3 months leading upto the end of September 2012, the whole economy median pay award figure fell from 2.4% (previous quarter) to 2%. The falling figure was not only caused by continual freezes and low pay awards in the public sector, but also by a weakness in private sector awards – the median pay award in the private sector fell from 2.5% to 2.3%.
Other useful findings from the survey include:
- The median pay increase in 2013 is forecast to be 2.5%.
- Pay awards are expected to be tightly bunched around the median, with 7/10 of all pay awards in 2013 likely to be worth between 2% and 3%.
- A higher increase – 3% is expected for manufacturing and production firms, compared to companies in the services sector – at 2.4%.
- Pay freezes are predicted to account for less than 10% of all pay awards.
XpertHR Pay and Benefits editor Sheila Attwood said:
“Our latest data shows a small dip in the level of pay awards, while the predicted 2.5% pay increase in the year ahead demonstrates continued caution on behalf of employers, who will again primarily assess company performance and their ability to pay when setting their pay award budget. Employers are also looking at how they can attract and retain employees in the current climate – from keeping an eye on competitors’ pay rates to being creative with their reward budget.
Be sure to read the full report for further 2013 pay award findings.
Evenbase a global digital recruitment group have released their quarterly recruitment report which reveals some interested facts…
The fact that caught our eye the most is that the average number of vacancies advertised has risen from 5.7 to 7.7 per business since the previous quarter, which is a welcoming increase considering the recent economic climate.
Another noteworthy fact is that 70% of all vacancies were advertised online which just adds even more fuel to the benefits of online recruitment fire.
However, despite the positive start, the report also highlights that 43% of jobseekers think that their job situation is worse than it was a year ago. One factor towards this downturn in attitude could be the fact that most companies aren’t focussing on growth, more so survival at the moment which in turn causes a lack of internal promotion prospects.
Interestingly for all the social media fans out there – job boards still remain businesses’ number one method for finding staff.
But that’s not all the findings, so be sure to check out the full recruitment report (.pdf download)
Britain may have one of the largest economies on the planet; however there is still a shortage in skills and services that provide for our society. The top 10 areas of worker shortages are:
Teacher training courses for primary and secondary schools has fallen by 9 per cent in comparison to last year. This has raised worry of a growing shortage of qualified teachers in vital subjects. The most dramatic falls are in Physics (30 per cent), Maths and English (both 15 per cent), Information Technology (16 per cent) and Geography (14 per cent).
Britain has suffered from a shortage of nurses for several years and the Royal College of Nursing is warning that around one third of all nurses (180,000) are due to retire within the next 10 years, the demand for nurses is at its height.
3. Social Workers
There are 1.2 million social workers in the UK, but at least a further 130,000 are needed to meet society’s current demand. In some parts of the country, the shortage is so bad that local authorities are paying for officials to travel abroad to recruit experienced staff.
Despite the popularity of shows like ‘Master Chef,’ the UK catering industry is facing a shortage of qualified chefs. Since 2007, demand for chefs has increased by 6 per cent. It is estimated that a further 15,000 more chefs are needed to meet current demand and as Britain prepares for 2013.
5. Building Trade
Research by the sector skills councils has revealed that 13,000 construction workers and 1,500 electricians and plumbers are needed every year leading up to 2013.
According to the Royal Academy of Engineering, less than half of all university engineering undergraduates go on to work in this field upon graduation. A shortage of 20,000 engineers in the UK; major firms such as Atkins being forced to recruit qualified engineers from overseas, notably India and China who between them produce more than half a million engineering graduates each year.
The shortage of dentists in the UK is preventing around 2 million people from gaining access to an NHS dentist. The government has announced measures to target trainee dentists at areas most in need of NHS services and has pledged to increase the number of dentists by 25 per cent.
The dire shortage of midwives in this country is forcing some maternity units to turn expectant mothers away, according to the Royal College of Midwifery. Figures show that there are currently 25,000 midwives across the UK but 55 per cent of them work part time and a high percentage is due to retirement in the next few years. This has created a shortfall of 10,000 which is set to increase as the birth rate continues to rise at 12.5 per cent every year.
9. Veterinary Surgeons and Staff
Britain is a nation of pet lovers but despite their being more than 16,000 practicing vets, many more are needed. Vets have been on the National Shortage Occupation List for a number of years. Yet despite the Government making it easier for students to gain entry to university to study veterinary science, the UK still faces a shortfall.
10. Information Technology Consultants
Across the IT industry, Britain faces a chronic shortage of IT staff. The British Computer Society warns that there has been a 25 per cent shortfall in the number of computer science graduates in recent years with as many as 150,000 new entrants needed to meet the demands of business each year.
With the ever increasing prominence of social networking sites in our daily lives, brings along a spate of new methods of recruitment via social media. We recently stumbled across the very informative and lovely info-graphic put together by the team at Careerenlightenment.com which helps to highlight some of the facts they discovered over the past year about job searching with social media.
What impressed us the most here in the office is the fact that, in the past year alone “14.4 million people have used social media to find a job”. Wow, we nearly fell of our chairs when we saw that one! This stat alone gives plenty of weight to the case that social media should be amongst any HR managers arsenal of recruitment tools.
As we use it daily for such purposes, we weren’t surprised to read that LinkedIn was the most popular social network for finding a job or likewise a candidate. Here at Net-Recuit we appreciate the powerful networking and candidate sourcing features it provides us with.
It’s also interesting to see that most of the figures appear to be on the rise from previous years. If this trend is to carry on then it’s safe to say that social media isn’t one to be neglected for your next recruitment campaign.
Enough teasers, read the stats for yourself below:
Here at Net-Recruit we appreciate the value of social networks in a recruitment campaign and ensure that along with posting your vacancy to the UK’s top job boards we also submit it to the most popular social networking sites including facebook, twitter and LinkedIn.