Technology the only way forward for strategic HR

first_imgRelated posts:No related photos. e-hr:Profession is transforming the way it carries out its function, surveydiscoversHRdirectors are unlikely to fulfil a strategic role unless they implement someform of e-HR, according to the findings of a report by the independentresearch-based organisation Business Intelligence. Ninety-twocompanies were surveyed as part of e-HR: Transforming the HR Function and 76per cent of these had either redesigned or introduced new HR technologies orsystems in the past year. Of those that had not, 90 per cent are planning to doso in the next 12 months. “Wedid the report because we knew that e-HR is becoming more widespread and thatit is an enabler of HR transformation,” says Simon Lancaster, publishingdirector of Business Intelligence. “Thereport shows that HR directors need to be clued up on the technology – now andin the future.”Fourmain driving forces of e-HR emerge from the survey with respondents saying itoffers: –Improved HR function productivity and performance (82 per cent) -Moreeffective HR service delivery (79 per cent)–Greater availability of technologies, software and systems (73 per cent) –More strategic HR services (78 per cent).Amongthe more surprising findings, said Lancaster, are that only 56 per cent ofrespondents cited HR cost control and savings as a driver for e-HR.Themain trend uncovered is to replace about 60 per cent of transactional HR workwith some form of electronic means to enable HR managers and directors to beinvolved in a more “business-oriented and consultancy-type support”.Theprimary decision-makers for developing and implementing e-HR are, as expected,HR directors or managers in 84 per cent of organisations. However,the report found that 73 per cent of respondents stated that executive teammembers or a level above take part in decisions, with CEOs and a board memberinvolved in over a third of those cases.Thereport features a number of case studies of companies which have implementede-HR systems to varying degrees, including IBM, Nokia, Getty Images, SmithklineBeecham and Cisco Systems. “Whatwe are trying to convey is that HR will have even more important and valuableroles to play beyond the purely administrative one that some professionals havepositioned themselves for in the past,” says Lynn Rutter, director of HRcommunications at Nokia, in the report.Butthe findings also show the road to e-HR can be a rocky one with the impact onthe HR function often underestimated, and line managers are reported to dislikeHR “dumping work on them”.Thereport concludes that e-HR is a blend of both the “visionary” and the“pragmatic”. Melvin Brandman, head of the e-HR unit at Watson Wyatt Worldwide,a contributor to the report, talks about the importance of having an e-HRvision and says companies should “think big, start small and scale up”. Headds, “It makes perfect sense to pick the low-hanging fruit first which willencourage stronger buy-in from others when they see early results. In thesecircumstances, HR will also be able to provoke beneficial change.”JohnRyder, director of HR technology at Dynegy in Houston, also stresses theimportance of having the right vision. “Not having an HR technology vision isan abdication of HR’s responsibilities and will lessen the leverage that can beachieved using technology,” he says.IvanHickmott, director of Hickmott Consulting, places importance on HR leaders tounderstand e-business applications and their implications so they cananticipate potential impact on their function. “They must get up to speed withtechnology and not rely simply on receiving guidance from IT colleagues,” hesays. Comments are closed. Previous Article Next Article Technology the only way forward for strategic HROn 27 Feb 2001 in Personnel Todaylast_img read more

McVities’ shift in culture works wonders

first_imgMcVities’ shift in culture works wondersOn 12 Feb 2002 in Personnel Today Related posts:No related photos. Previous Article Next Article McVities’ food processing plant in Leicestershire has cut its staff absencerate by nearly 5 per cent by letting employees choose their own shift patterns.The company has abolished overtime and introduced annualised hours, whichhas increased employees’ contracted earnings by a quarter. The 1,000-strong workforce is divided into teams and these co-ordinate theirown shift patterns. It has enabled the plant to cover peak production andholiday times more effectively, while giving staff more job flexibility. The absence rate among the plant’s staff has been reduced from 7 per cent to2.5 per cent. Neil Smith, senior HR officer of McVities, explained that the new shiftpatterns have benefited both staff and the business. “We had a culture of employees working six-day weeks of up to 60 hourswith high stress, absenteeism and sickness levels, which led to poor industrialrelations,” he said. “By letting the teams devise their own shift patterns we have cateredfor the mix of requirements. The reduction in absenteeism levels is a bigresult,” Smith said. Comments are closed. last_img read more

… in brief

first_imgRelated posts:No related photos. This week’s news in briefMorrisons takes over WM Morrison Supermarkets has agreed to buy rival retailer Safeway in a£2.9bn deal. The combined company will have 598 stores and a turnover of around£12.5bn. If the deal goes ahead, more than 1,200 jobs could be under threatbecause of overlaps in the business. However, the deal still needs shareholderapproval.  www.morrisons.plc.ukFirefighters to strike Firefighters are set to stage further strike action and have walked out ontalks with mediation service Acas. The first 24-hour strike will now take placeon 21 January. Fire Brigades’ Union representatives said further conciliationwould be a waste of time because employers have stated they will stick to the 11per cent offer tied to modernisation. The firefighters are also considering twomore 48-hour stoppages on 28 January and 1 February.  www.fbu.org.ukBA pilots accept deal British Airway’s pilots have voted to accept a new pay deal, negotiated withthe British Air Line Pilots’ Association (BALPA). BALPA deputy general secretaryGraham Fowler said the deal puts BA pilots in the top European league. The dealwill run until 31 December 2003.  www.balpa.org.ukLess demand for staff Demand for staff has weakened, according to research on the latest jobtrends. The monthly REC and Deloitte & Touche Report on Jobs, shows thatalthough permanent staff placements increased for the 10th consecutive month inDecember, the rate of growth was modest and less marked than that seen in theprevious two months.  www.rec.uk.com Previous Article Next Article … in briefOn 14 Jan 2003 in Personnel Today Comments are closed. last_img read more

Top charities join forces to make e-learning affordable

first_img Comments are closed. Related posts:No related photos. Six leading charities have formed an e-learning consortium to share the costof implementing the new technology. The charities’ training budgets were too small to afford individuale-learning programmes, but by joining forces, the six charities have managed toget the technology at a tenth of the cost. The charities – Leonard Cheshire, the Prince’s Trust, Scope, VSO, WorldWildlife Fund and the Scouts Association – will offer staff online tutorials inIT skills, leadership, personal development, communication and customerservice. Through the e-learning scheme – facilitated by e-learning companies Jenisonand Knowledge Pool – the organisations can monitor staff usage and generatereports. Staff across all the organisations can communicate with each other. Each charity has customised the e-learning portal to suit their individualrequirements, and will meet every quarter to share experiences and bestpractice. Kolleen Wallace, e-learning manager at the Prince’s Trust, said theconsortium suited the charity because its staff get the benefit of e-learningwithout the organisation carrying the cost. “It enables staff to take advantage of the benefits that e-learningoffers without the organisation having to invest in any e-learninginfrastructure,” she said. Vicki Clark, staff development adviser at VSO, said she felt confident thate-learning would be implemented correctly with the help of the other charities.”We have joined the charity consortium to encourage more learning inthe workplace. E-learning is another opportunity for training our staff and bynetworking with other charities in the consortium, we be able to discuss issuesof implementation, administration and promotion,” she said. Craig Brown, IT training manager at Leonard Cheshire, said the move suitedhis charity because its staff are spread across the country, making itdifficult to update skills using traditional means. “Now we can delivercost-effective IT and management skills training, while saving on time andtravel costs.” By Paul Nelson Previous Article Next Article Top charities join forces to make e-learning affordableOn 25 Feb 2003 in Personnel Todaylast_img read more

Freight firm set to plug skills gap

first_imgFreight firm set to plug skills gapOn 10 Jun 2003 in Personnel Today Freight forwarder Kuehne & Nagle has overhauled its recruitment andtraining policies to try and address skills shortages. The firm, which employs 850 people in the UK, is being hindered in its bidto become the number one logistics supplier and freight forwarder in thecountry because of problems finding the right staff, according to chiefexecutive Peter Ulber. In response, the company’s HR director, Andre Roux, has introduced aprogramme to address the problem, including developing a training centre inBirmingham certified to train both external and internal staff to BritishInternational Freight Association standards. It has also begun to use online recruitment and an advertising agency, andappointed a learning and development manager. In addition, it has put blue andwhite-collar staff conditions and benefits on an equal footing – including theprovision of private healthcare and increased holidays for non-office staff. Roux is optimistic the changes will help the firm meet the recruitment and retentionchallenges it faces, particularly in sales. “When we are looking for sales people, especially in London and theSouth East, we don’t get the sparkling dynamic applicants we want; we getpeople who have been in sales for years, going from company to company,”Roux said. Comments are closed. Previous Article Next Article Related posts:No related photos.last_img read more

e-learning news in brief

first_img Previous Article Next Article e-learning news in briefOn 1 Jan 2004 in Personnel Today This month’s e-learning news in brief – Pathlore’s learning management system (LMS) has been certified bye-learning standards groups the Advanced Distributed Learning (ADL) Co-Laboratory,and the Aviation Industry Computer-based Training Committee (AICC). Pathlore isthe first LMS vendor to be certified by both groups. It means customers cantrust the vendor’s claims regarding interoperability between the system andcontent. www.pathlore.com– The PeopleSoft User Productivity Kit is a multi-language content anddevelopment tool for creating customised content documentation through toclassroom – and web-based learning material. The kits allow organisations toproduce, deploy and publish training content and, as well as English, supportsFrench, German, Spanish, Brazilian, Portuguese, Italian andSwedish.www.peoplesoft.com– The latest version of Click2learn’s interactive authoring software,ToolBook 2004, allows users to create realistic simulations more quickly,offers advanced support for e-learning standards and better assessmentcapabilities, and provides more flexibility when it comes to creatinginteractive web content. The programme is based on AICC and SCORM standards whichmeans that ToolBook content can be easily tracked through learning managementsystems which support these standards. www.click2learn.com Comments are closed. Related posts:No related photos.last_img read more

Graduates fear job prospects more than debt

first_imgRelated posts:No related photos. Comments are closed. Previous Article Next Article Students are more worried about their future job prospects than the amountof debt with which they will graduate, new research reveals. The University Lifestyle Survey 2004, by Sodexho, shows that theirbiggest worry is achieving their desired degree classification. Sixty one percent of students listed this as a concern, with anxiety greater among women (64per cent) than men (57 per cent). Carried out in association with The Times Higher Education Supplement,the study surveyed 2,022 students at 30 UK universities. It shows that their second greatest worry, cited by nearly half thestudents, was finding a job after graduation. Even people studying maths and computing – seen in today’s market as apassport to employment – were worried about finding work after graduation. Concerns over debt came third, listed by 43 per cent of students as a worry.Alison Hodgson, chair of the Association of Graduate Recruiters, said:”Graduates have never been under more pressure to demonstrate theiremployability. Competition for jobs is fierce.” Peter Taylor, head of universities for Sodexho, said: “This surveydebunks the commonly-held misconception that students are only worried aboutdebt. It is a concern, but students seem resigned to it. They are much moreworried about jobs and what life holds for them when they leaveuniversity.” Graduates fear job prospects more than debtOn 4 May 2004 in Personnel Todaylast_img read more

The price of everything, the value of nothing

first_imgThe price of everything, the value of nothingShared from missc on 29 Mar 2015 in Personnel Today Writing in the FT this weekend, food writer Tim Hayward identifies the subtle feelings provoked when quality restaurateurs outsource parts of their production. It reminded me of a conversation I had in Madrid a couple of weeks ago and made me curious about how organisations engage in moving production and service around the world. The paradox the FT article […]Read full article Comments are closed. Previous Article Next Article Related posts:No related photos.last_img

Talent and Social Business: The promise and the challenges of Employer Branding

first_img Comments are closed. Previous Article Next Article “As some of you know I joined Flipkart with the designation of Director – Talent Branding. Many people after that have asked me what exactly is my role and what would I be doing.”Read full article Related posts:No related photos. Talent and Social Business: The promise and the challenges of Employer BrandingShared from missc on 15 Apr 2015 in Personnel Todaylast_img

National Association of Realtors among biggest donors to “sedition caucus”

first_imgShare via Shortlink From left: Sen. Roger Marshall, Sen. Josh Hawley, Sen. John Kennedy, Sen. Ted Cruz and Senator Cindy Hyde-Smith (Getty, iStock)Big banks and major corporations are rethinking their political donations in the wake of last week’s violence in Washington — a decision the real estate industry must now confront.According to OpenSecrets.org, which is affiliated with the nonprofit Center for Responsive Politics, the industry is among the largest donors to the members of Congress who contested President-elect Joe Biden’s Electoral College win last week.All told, the real estate industry donated over $16.3 million to members of Congress who contested the election results— which some critics have dubbed the “sedition caucus.” Only two other categories — “retired” and “Republican/conservative” donors gave more.The National Association of Realtors was among the top contributors. The trade association’s political action committee, Realtor PAC, funneled $1.27 million into the campaigns of legislators who voted to overturn the results.The group’s contributions to individual objectors were typically for $16,000 or less. They included $10,000 to Sen. Cindy Hyde-Smith of Mississippi, $5,000 to Sen. Roger Marshall of Kansas and $1,000 each to Sen. Josh Hawley of Missouri, Sen. John Kennedy of Louisiana and Sen. Ted Cruz of Texas.In total, Realtor PAC donated about $1.7 million to Republican candidates in the 2019-2020 election cycle and about $1.88 million to Democrats.While the trade association did not announce any change to its stance on political contributions in the wake of Wednesday’s unrest, it did say it would “closely monitor events in Washington” before President-elect Joe Biden’s Jan. 20 inauguration.In a statement, a spokesperson for NAR said its donations “are made in accordance with requests from state associations and approved by state trustees.”“Decisions regarding our involvement in the 2022 federal elections will be made by following the same procedures and considering a multitude of factors impacting our nation and its real estate sector,” the statement continued.Other top industry contributors to the legislators who challenged the Electoral College results include the National Association of Home Builders, which put $679,500 into their campaigns.Among the industry players who have given generously to Republican lawmakers, some — including Blackstone’s Stephen Schwarzman, a prolific Trump campaign contributor — swiftly condemned the violence at the Capitol and Trump’s role in inciting it.“The insurrection that followed the president’s remarks [Wednesday] is appalling and an affront to the democratic values we hold dear as Americans,” Schwarzman said in a statement. “I am shocked and horrified by this mob’s attempt to undermine our Constitution. As I said in November, the outcome of the election is very clear and there must be a peaceful transition of power.”[OpenSecrets] — Amy Plitt Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlinkcenter_img TagsDonald TrumpNational Association of RealtorsReal Estate and Politicslast_img read more