Category Archives: HR Consulting

Careers, Employment, Employment Outsourcing, HR, HR Consulting, HR Services, Human Resources, Jobs, Networking, Recruitment

Hays Reports Graduates Turning To UK Call Centres To Get A Foot On The Career Ladder

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Hays, in conjunction with the Top 50 Call Centres for Customer Service initiative, has reported that UK call centres are attracting more graduate employees.

Hays Contact Centres revealed that over two in five (43%) call centre managers have experienced a rise in graduate applications over the last twelve months and 35% of call centre workers are now educated to an undergraduate university level, compared to 25% in 2009.

The level of interest from graduates is not surprising, given that there are currently around 70 graduates for every job vacancy compared to just 31 graduates in 2008, suggesting that graduates are making a smart move in turning to UK call centres for employment opportunities.

According to the survey of 286 call centre professionals, working in the industry offers a real chance for career progression, with 54% of call centre agents agreeing they have a clear opportunity to progress beyond their current position, compared to just 40% in 2009. Over half (58%) stated they would like to develop a long-term career in the industry and the signs are encouraging, as 55% of UK call centre managers started out as agents.

The survey also suggests that graduates will benefit from excellent training and development opportunities in the call centre, as 65% of managers spend more than 20% of their time coaching or training team members, and one in four at least 40% of their week.

Simon Thorpe, Programme Director at Top 50 Call Centres for Customer Service, said: “There are record numbers of graduates looking for work this year and it’s encouraging that so many are attracted to the call centre industry. UK call centres offer excellent training opportunities and competitive salaries, plus the opportunity for graduates to develop their careers and move up the ladder, both within the call centre and across the wider organisation.”

Via EPR Network
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Hays and AmicusHorizon Working With Tenants To Get Them Into Employment

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Hays Social Housing, the leading recruiting expert, is working in partnership with AmicusHorizon, one of the largest housing associations in the South East region on a job seeking skills programme.

The three-month programme, which was set up because residents said they needed support in gaining employment, has already secured jobs or training for several tenants and has improved the employability of many others.

The programme started in June with introductory seminars and a series of one-on-one career coaching sessions. Each participant also attended five Hays workshops, which taught them how to write a successful CV and best practice interview tips. Residents were also given access to a ground breaking on-line career programme which was developed by Hays specifically for AmicusHorizon.

Helen Kirk-Brown, Regional Manager at Hays Social Housing, commented: “This partnership is a fantastic way of supporting residents into employment and is essential in such a tough economic climate. To date the participants have completed placements within local businesses and are now working with us to establish personalised long-term career plans. Whilst the project isn’t yet complete, we have already achieved outstanding results as several residents have already secured employment or training opportunities.”

Alma Haq, Resident Involvement Manager at AmicusHorizon, added: “This is the first time we have run a scheme like this and I am extremely pleased at how it is progressing. We are delighted with the commitment the participants have shown. Local businesses have also been very supportive towards the programme. Hays is working hard to ensure residents are equipped to find employment for the long term and it’s great for our residents to know that help is at hand.”

For further information about Hays Social Housing and social housing jobs interested parties can visit: www.hays.co.uk/socialhousing

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Hays Reports Millions Being Spent On Coaching Without A Business Purpose

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Hays Senior Finance reports that while multi-millions of pounds are spent on coaching across the UK, 15% of organisations admit they have absolutely no measurements in place to assess the impact of their programmes.

A new survey from Hays Senior Finance, working with expert coach/ mentors LeaderShape, shows that coaching is often undertaken without evaluating the return on investment. The survey also shows that 68% of businesses fail to use coaching directly to address corporate objectives and outcomes are often simply referenced at a personal level.

According to the data, the majority of coach-mentoring programmes are for individuals, with 72% deployed to develop individual talents or address personal worries.

Chris McCarthy, director at Hays Senior Finance, said: “In far too many cases companies are leaving it to individuals to set the framework for their own coaching or mentoring – with little or no reference to business needs. They then fail to check the standards of their programmes and show little concern for the outcomes. Support can be extremely effective when a professional starts a new role, but it is essential it is carried out in the right manner by people who understand the specific needs of these individuals.”

The survey showed that if a senior finance professional leaves within three months of starting a new role not only is there a financial cost, but it dampens staff morale. The vast majority of respondents (96%) agreed that these appointments would benefit from confidential support during this period.

One major concern revealed by the Hays Senior Finance/LeaderShape survey is the lack of ongoing professional development for providers. Internal coach-mentors are the preferred choice by those who use coaching, with 73% of companies using in-house support. However, 16% of coaches and 28% of mentors do not receive any training or support themselves, while companies describe 29% of team or group facilitators as untrained.

Chris Gulliver from LeaderShape commented: “This is a very expensive missed opportunity for UK Plc in fast-moving times. Increasing amounts of money are being spent on coaching as a universal panacea but many companies have no comprehensive overview or sense of purpose.

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Payroll Outsourcing Services Save Small-Business Owners Time And Money

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Small-business owners often have to wear multiple hats: boss, human resources representative and payroll administrator, just to name a few. Thanks to National PEO, small-business owners can remove that last hat by outsourcing their company’s payroll administration. National PEO leads the payroll outsourcing services industry, offering payroll administration, tax payment and filing, online payroll entry, and EVerify, among other payroll-related tasks. The Scottsdale, Arizona, company helps small-business owners across the country save both time and money, as payroll administration is neither revenue-producing or an effective use of their time.

National PEO allows small-business owners to do what they do best: Run their companies. It does this by taking over all payroll services, including the important task of verifying work eligibility of employees. To determine whether or not a small business will benefit from payroll outsourcing services, including EVerify, National PEO does the following:

Performs a detailed analysis of the small business’ payroll operations and delivers an action plan showing the potential savings of time and money.

Outlines the many payroll outsourcing services National PEO provides, including:

Input Options – National PEO clients can decide how they want to upload payroll information. They can opt for WebPay, an online payroll entry solution, or they can fax, call, email or drop off their payroll information to be input.

Reports – National PEO’s powerful accounting software eliminates the task of compiling payroll reports.

Direct Deposit – Among National PEO’s payroll outsourcing services, is this versatile option: Small-business owners can give their employees the option of direct deposit, whether into one account or multiple, or via a pay card.

Deductions and Garnishments – National PEO handles health-care benefit deductions, child-support orders, levies and other deductions and garnishments.

PTO Tracking – Perhaps one of the most important of National PEO’s payroll outsourcing services, this system accurately tracks employee sick, vacation and personal time based on the policies of the small business.

About National PEO: When it comes to payroll outsourcing services, National PEO leads the industry thanks to its successful leadership and innovative practices. To schedule an interview with a member of the National PEO team, call John Rico at 480-429-8098. To get more information about the payroll outsourcing services the company provides, including Everify, go to nationalpeo.com or call (480) 429-8098 or toll free (888) 221-0945.

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Acas Releases 2009/10 Report

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Acas’ 2009/10 annual report shows that it dealt with more than 900 collective disputes in the past year. Ninety-four per cent of cases, including high profile disputes such as Royal Mail and Milford Haven Port Authority, were either resolved or the parties were moved towards a resolution.

The report also shows that Acas dealt with more than 85,000 (net) employment tribunal cases for individual conciliation, an overall increase of 13% from 2008/2009 and the highest number ever. While the figure was a record for the year as a whole the trend is now in reverse – the number of cases received for conciliation in the second half of 2009/10 was three per cent lower than the equivalent period in 2008/09.

Nearly 10,000 cases were referred to pre-claim conciliation in 09/10 – the early conciliation service which aims to resolve workplace issues before they escalate into costly and stressful tribunal claims. In 70% of completed cases where PCC was appropriate, tribunal claims have been avoided, saving time and money for taxpayers, employers and workers. It is estimated that completing employment tribunal paper work alone costs employers on average £2,000 a case.

With a million calls, it was also a record year for the Acas helpline which provides advice and guidance to employers and employees on workplace problems. Redundancy, dismissals and discipline and grievance were the most popular topics.

Acas continues to play a critical role in helping employers find more creative ways to avoid redundancy and boost economic recovery with more than 20,000 employers and employees attending an Acas training course during the year.

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Acas Launches Guide To Help Businesses Understand New Equality Act

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Acas, the employment relations service, has published new guidance to assist businesses in understanding and preparing for the changes to the new single Equality Act. The new Acas quick start guidance, ‘The Equality Act – what’s new for employers?’ demonstrates what these changes mean in practice.

John Taylor, chief executive of Acas, said: “Fairness in the workplace is good business and motivates staff as well as improving effectiveness and productivity. Last year Acas received around 32,000 calls on diversity and discrimination related issues. Our new guide helps businesses and managers understand what the changes mean in practice and what action employers will need to take.”

Changes have occurred in the following areas: third party harassment, pre-employment health checks, power of employment tribunal recommendations and pay secrecy.

The new act means employers are potentially liable if their staff are harassed by people they don’t employ such as external suppliers or customers.

F r o m October employers should no longer send out pre-health questionnaires with employment application packs. There are some exemptions, for example around questions related to making reasonable adjustments for the person in the selection process if they are disabled.

Employment tribunals can require employers found guilty of discrimination to take steps to require them to change their policies and practices to prevent further discrimination.

If a contract of employment requires employees to keep pay secret, the Equality Act makes this requirement unenforceable. An employer can still require employees to keep pay rates confidential f r o m others outside the workplace, such as competitors.

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Hays And ICM Partner To Deliver Enhanced Recruitment Services

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Hays Accountancy & Finance, the leading recruiting expert, has signed an exclusive partnership with the Institute of Credit Management (ICM) to provide members with an enhanced, dedicated recruitment service. Complementing its existing strategic partnership to provide recruitment services outside of ICM’s core scope, as a Corporate Partner Hays will offer members additional priority services.

ICM members will continue to benefit from Hays’ regional network of offices and access to the latest job opportunities. As Corporate Partner, Hays will also offer members a priority service, which will include essential information in an annual salary guide, careers advice from expert recruiters and Hays will host exclusive national and regional networking events, which will include speakers such as ICM’s Chief Executive, Philip King. As part of the partnership Hays has also confirmed that it will be a sponsor of the ICM regional roadshows and the ICM Awards.

ICMos previously worked with Hays to develop an online skills test, which already forms part of every candidate’s screening and registration process when they register with Hays. It provides employers with extra information about jobseekers and additional insight into how well suited a candidate is to a role, thereby giving employers added confidence that they are recruiting the best candidate.

Ceinwen Wilson (née Walker), Credit Control Business Director at Hays, comments: “This exclusive partnership demonstrates our commitment to the industry, allowing us to continue to meet the complex needs of credit control professionals. As a Corporate Partner, we look forward to working even more closely with ICM and offering members a priority service so they have access to essential information which will help them progress their careers.”

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Hays Reveals Over Half Of Employers Welcome Flexible Working Legislation Despite Extra Cost

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Hays, the leading recruiting expert, has revealed the results of new research that shows over half of employers (55 per cent) welcome plans by the Government to introduce legislation requiring them to offer flexible working to all employees. Seventy per cent expect an increase in requests for flexible working and nearly 40 per cent are bracing themselves for a resulting impact on their budgets.

The survey of over 680 workers and 420 employers undertaken by Hays in June 2010 found that more private sector employers expect an increase in their costs if staff take up the offer of flexible working than in the public sector (44 per cent, compared to 33 per cent).

Employers offer flexible working primarily as way of supporting their employees, with just 18 per cent reporting it is just to comply with existing legislation. Only 29 per cent feel offering flexible working is integral to the success of their business.

From the perspective of employees, almost half of all workers (46 per cent) say their current employer does not encourage flexible working, rising to over half in the private sector. Furthermore, some of the options most sought after by employees are the ones they believe are unavailable.

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Hays Reveals The UK’s Jobs Offering The Best Opportunities

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Hays, the leading recruiting expert, has revealed the top ten job areas, which are currently exhibiting the strongest demand for candidates in the UK.

As a result of long development cycles the pharmaceutical industry came out on top of the new “most wanted” list. Areas such as regulatory affairs, health economics and statistical programming are faring particularly well due to the increase in safety measures and the need to check products going into the prescription markets.

The second key area revealed by the research was banking jobs in the city. In particular, the banks are looking for revenue generators who are client-facing, with a strong banking background and appropriate levels of managing risk and control, as the majority of investment, corporate and retail banks are still trying to re-build their businesses.

Doctors, qualified social workers and other healthcare professionals all came out well, benefiting f r o m a more secure job environment due to prevailing shortages. The NHS has an ageing workforce and specialist nurses are particularly in demand across the UK.

The demand for candidates to fill a wealth of IT jobs has risen by nearly 30% in 2010. This is partly down to the release of MS Windows 7, which has helped increase the demand for IT staff to support home users or smaller organisations.

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PEO Company Introduces NPower Green Payroll Services

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National PEO, a leading PEO (Professional Employer Organization) is pleased to announce the introduction of NPower, a free and environmentally friendly program that eliminates paper pay stubs in favor of online payroll access. Besides the “green” aspect of the new program, employees and employers stand to benefit in other ways, including on-demand online access, up-to date information on benefits and the ability to send messages electronically within Npower.

National PEO has gained a reputation for leading the PEO (Professional Employer Organizer) industry through innovative practices and the company’s latest program -NPower- continues this tradition. NPower is the latest in a long line of progressive PEO services introduced by National PEO and one that is bound to strike a chord with employers and employees alike. Instead of receiving printed pay stubs, employees of participating companies have live access to their information online. By eliminating paper and printer supplies from the payroll equation, NPower helps to reduce pressure on companies to make their operations more environmentally responsible. No more pay stubs thrown in the trash or lengthy payroll reports to print and fax. Yet, where other “green” measures tend to come with a measure of inconvenience to those companies that adopt them, NPower represents a tremendous improvement over typical payroll operations.

Human Resources departments are always under pressure to make deadlines and deal with various critical issues, but a considerable amount of time is often lost due to having to respond to frequent questions from employees. National PEO’s NPower removes some of this stress by making the information employees frequently ask about available to them online. How much Paid Time Off (PTO) do they have remaining? Can they view last week’s pay stub? What about information on their 401k? This information and much more is available to employees online 24/7, so they can log in and review it at their leisure instead of having to request the information from a HR representative. The information available through NPower is live and accurate. This means faster answers for employees and fewer distracting questions for the Human Resources department to deal with. Employers can also send messages to employees about benefits programs or other subjects that might be appropriate. NPower truly is one of those PEO services that benefits employer and employee equally. Add in the “green” element, the fact that it’s a free program and you can understand why NPower is a winner.

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New Website Launched for Young Career Women Is Named One of ’10 Best Career Sites for Women’ by Forbes Woman

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On the heels of the launch of JaneHasAJob.com, a career and lifestyle website directed towards young, driven women, Forbes Woman dubbed it a “10 Best” career website for women. JaneHasAJob.com offers a largely untapped demographic—single women just beginning their careers—job advice, relevant newsbytes, style guidance, and a community hub.

“We are honored that Forbes Woman included us on its prestigious list. A career hub for young women has been long overdue—and our mission is to provide readers with the tools they need to get their foot in the career door, attain success once they’re there, and have fun while doing it,” said founder Emma Chase. As one reader tweeted about JaneHasAJob.com, “I absolutely love your website—finally something I can relate to!”

The idea for JaneHasAJob.com occurred to Ms. Chase when, searching for an Internet resource with targeted advice and dynamic content for someone in her position—a recent post-graduate, searching for career-planning and lifestyle resources—she came up empty. She found websites for working moms, for careers in transition, and for more established career women, but none for a woman just embarking on her career.

So, drawing on her experience working in media, attending and graduating law school, surviving rigorous recruiting and interview seasons, and working in the private legal sector—Ms. Chase created a new web destination for young women charting their careers.

JaneHasAJob.com offers tactical career tips on topics like thank-you letters after interviews, advice from career experts, style and fashion guidance for working women, and other news and content that related to its readership.

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Safety Training Classes From National PEO Now Include OSHA Outreach Options

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In response to demand from companies in a wide range of industries, National PEO recently announced it has begun offering OSHA Outreach safety training classes. Already known for providing a wide range of professional services to employers, including assisting companies operating in Arizona Everify their employees (as per the Arizona Legal Workers Act), National PEO offers 23 safety training classes based on Occupational Safety and Health Administration regulations.

Courses currently available are: OSHA General Industry, OSHA Construction Industry, Hearing Conservation, Hazard Communication, Forklift Training and Certification, Lockout/Tag Out, Heat Stress (Hyperthermia), Cold Illness (Hypothermia), Confined Space Entry, Respirator Training, Back Safety, Blood Borne Pathogens, Fire Safety and Prevention, Electrical Safety, Fall Protection, Ladder Safety, OSHA Record Keeping, Scaffold Training, Eye Safety and Face Protection, Slip Trip and Fall Protection, Basic First Aid, CPR/AED Training and Excavation Safety. While some classes are as short as 30 minutes long, more comprehensive courses (such as OSHA General Industry) range from 10 to 30 hours in duration. To make training as convenient as possible, employees may attend classes at National PEO offices, or courses can be conducted onsite.

In a competitive business environment, Human Resources functions are often impacted, leaving many companies short of the knowledge and personnel required to keep up with legislative and regulatory requirements. A good example is the Arizona Legal Workers Act, legislation that requires companies in that state to electronically verify (or E-Verify) eligibility of their workers. Noncompliance can lead to suspension or even loss of the company’s business license. National PEO quickly offered an Arizona Everify program that processes employees on behalf of the company, audits I-9s and the employee filing system as well as updating management on any changes to federal or state laws as they concern employees and immigration.

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Hays Survey Finds UK Workers Want Career Transition Support To Be Compulsory

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New research from Hays, the leading recruiting expert, has found that both employers and employees in the UK are calling for career transition services, such as career guidance, CV or interview advice, to be a compulsory part of all redundancies.

Hays Survey Finds UK Workers Want Career Transition Support To Be Compulsory

Almost two thirds of employers go so far as to say that the Government should offer funding to help provide this kind of support – rising to 72% of employers in the public sector.

The survey, which questioned almost 300 HR professionals and line managers and over 750 employees across the public, private and voluntary sectors, found that 47% of employers believe it should be compulsory for organisations to provide career transition services to staff being made redundant. It also shows that despite signs of recovery, organisations are still experiencing change with 41% of private sector employees and 50% of public sector employees expecting further redundancies in the next twelve months.

The majority of staff who have been made redundant said they used support when it was offered by their employer (80%). However more than half said if they were going to be made redundant the main area they would like support is with finding a new job.

The overwhelming advantage of career transition services for employers is the protection of the employer brand; over 60% reported the greatest benefit is in ensuring that staff leave on favourable terms. Career transition services can work by helping employees regain their confidence and find a new job, both of which were cited twice as often as CV or career path advice.

The potential impact of career transition services is clear. Aside from the financial impact, employees identified the feeling of failure (39%) as the biggest impact of redundancy. For those that had received support from their employer, the biggest negative factor was loss of structure to the day (just 28%).

Despite the clear benefits of career transition support, 73% of employees reported no support from employers when being made redundant.

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Acas Advises Businesses On How To Maintain Productivity During The World Cup

Acas has offered advice to employers in order for them to get the best from their employees and avoid absences during the football World Cup this summer.

Acas Advises Businesses On How To Maintain Productivity During The World Cup

Acas has urged employers to start talking to employees early to manage their expectations and minimise the impact on workplace productivity.

One of the main issues that Acas has offered advice to employers on is flexibility. Acas is encouraging employers to discuss the possibility of altering start and finish times in the workplace in order to offer the employee a longer lunch break to watch football.

Acas has also suggested being clear on what the employer expects from its employees in terms of attendance and performance throughout the World Cup. This not only helps to keep everyone in the know and assists the workforce in maintaining a high performance rate despite a possible altered attendance.

Honesty is also crucial in making sure everyone knows where they stand and, when combined with being fair and constructively responsive to any queries or questions regarding the changes or time off, any employment disputes will be prevented or at least minimised.

Being communicative is a vital area according to Acas, and the aforementioned points should be discussed by employer and employee as early as possible.

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Controlling Lone Worker Risk through Effective Technology Solutions

Following the recent drastic announcements by the Sentencing Guidelines Council that advises Courts in the award of punishments as the consequences for firms contravening health and safety legislation, Tom Morton, CEO of Argyll, the UK’s largest lone worker service provider, advises employers how they can safely mitigate corporate risks using existing technology.

In addition to robust management processes, the HSE recommends that managing the safety of a workforce isolated from their colleagues requires efficient communications to be maintained between the employee and their employer.

Pragmatic employers already acknowledge that it is almost impossible to continuously supervise lone workers manually and that software based lone worker solutions are widely available and can operate 24 hours. These solutions are capable of being accessed via standard mobile phones, smart-phones and specialized lone worker devices and so it is possible to meet the minimum requirement of the HSE guidance and communicate regularly with your lone workers. These software systems enable employers to manage their corporate exposure to health and safety risks and release valuable management time to focus on core business activities rather than day-day health & safety administration.

New ‘specialized’ automatic warning devices, which operate if specific signals are not received from the lone worker (eg man-down devices) are widely available but employers should guard against the temptation for widespread deployment since not all devices currently available will offer compliance with the minimum features recommended within the published lone worker industry standard BS8484. Fundamentally these type of devices are not always required by every lone worker within the organization and any decision to deploy highly specialized equipment could be costly. In real terms this should only be considered once the organisation’s risk assessment identifies a specific risk or system improvement requirement and where mitigation of the risk cannot be achieved using other equipment or assets.

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Sex and the Citibank: Shimmering Resumes’ Plan to Rescue Gorgeous Banking Officer

Cash may be cold while the banker is too hot to handle. Debrahlee Lorenzana, a successful and attractive New York City banker, is suddenly out of work and needs the help of a professional resume writer. Shimmering Resumes has offered to help her revive her career during these difficult economic times.

Sex and the Citibank: Shimmering Resumes' Plan to Rescue Gorgeous Banking Officer

Ms. Lorenzana, 33, a Business Banking Officer with Citibank since 2008, said the financial giant fired her because she is attractive, too attractive. Lorenzana typically wore turtlenecks and pencil skirts to work, appropriate professional attire, she said, adding that Citibank said her “shapeliness” was too distracting to her male colleagues, so she should not dress like other women. The bank claimed that Lorenzana was terminated due to poor on-the-job performance.

“Maybe she should wear a burka,” her attorney told a local New York TV news program.

Paul Freiberger, President of Shimmering Resumes, a California-based career counseling and resume writing service, says he can save Lorenzana the hassle of a lawsuit.

Lorenzana has filed a gender discrimination lawsuit against Citibank. “She could pay an attorney thousands or more. For a fraction of that, I’ll write her a professional banking resume, help her look for a job, and train her to interview. She should be drawing a salary in no time, making a difference at a company that appreciates her special skills.

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Argyll ‘Blac and Blu’ In Fight Against Lone Worker Violence

Argyll, the UK leader in lone worker safety introduces ‘Blac’ for Blackberry devices and ‘Blu’ for Windows Mobile devices, two new Health & Safety software applications that are specifically designed to discreetly monitor those at risk, remove the need to deploy expensive ‘specialised’ devices for those personnel deemed at lower risk, maximize the employer return on investment case through significant added value services and still comply with legislation.

Following feedback from clients, Argyll has recognised that many employers are now deploying mobile technology such as Blackberry and Windows Mobile devices in a bid to improve productivity for their remote workers. Argyll has also recognised that employees do not always require, or desire, to carry two devices and that in the current economic climate, where employers are striving to keep costs under control, employers are keen to reduce the numbers of sim cards being deployed.

‘Blac°’ & ‘Blu°’ enable any ‘at risk’ Lone Worker with a GPS equipped Blackberry or Microsoft Windows Mobile device or mobile phone, to maintain reliable contact with an in-house response team and a BS8484 compliant end-to-end solution incorporating a police preferred status Alarm Receiving Centre (ARC).

Argyll, the UK’s largest lone worker service provider, is providing free links and advice for any organisations seeking to control ‘lone working’ which is highlighted by the HSE as one of the highest risk exposures for prosecution under the CMCHA. The information is available via the company’s website and enables employers to properly understand the current legislation and contains helpful advice and guidance to assist them fulfil their duty of care for lone workers.

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HR Consulting Firms Offer Fast Track To OSHA Safety Compliance

Against the backdrop of industrial tragedies in Virginia and Louisiana that together took the lives of over 40 workers, employee safety and compliance with related regulations is once again a hot-button issue, particularly among small and medium sized businesses which might not have the needed expertise within their own HR departments. National PEO, one of the nation’s leading HR consulting firms, has announced that it now offers safety compliance services tailored to meet the needs of some of the largest business sectors in the country, including: manufacturing, health care, food service and construction.

HR Consulting Firms Offer Fast Track To OSHA Safety Compliance

National PEO’s reputation among Human Resources consulting firms is built on years of experience, including 30 years combined among senior management and over a decade in operation. In fact, company founders helped to write legislation governing the PEO (Professional Employer Organization) industry. By offering comprehensive safety compliance services to its clients, National PEO removes the barriers to one of the most complex and difficult to implement components of a comprehensive Human Resources strategy. Workers are protected and companies benefit from reduced exposure to industrial accidents and safety code violations.

While other HR consulting firms offer programs to help companies comply with applicable safety regulations, none offers the comprehensive approach offered by National PEO. Included in its program is a safety inspection of a client’s premises conducted in the same methodology and approach employed by the Occupational Safety and Health Association (OSHA), complete with written report and photographs. In addition, a safety audit can be performed, which goes into additional detail including a review of the client’s existing safety policy (as well as any Hazardous Material management plan), review of OSHA logs for the past five years, review of any corporate safety training programs and a detailed review of any accident reports along with supporting documentation. After analysis, the client is offered assistance in rectifying any oversights and in complying with OSHA regulations. This might include consultation in developing a comprehensive corporate safety program complete with safety training classes for employees. While the expertise needed to accomplish compliance may not be available within a smaller company’s own HR department, National PEO has the experience to offer safety compliance services that fill the gap. National PEO also offers the OSHA 10 and 30 hour outreach classes for both the general industry and construction industry.

Established in 1999, Arizona-based National PEO is one of the oldest and most experienced hr Consulting Firms in the US. Its executive team boasts a combined 30 years in the Human Resources industry. National PEO offers a wide range of HR services including payroll, benefits, recruiting, training and development, IT, labor law compliance, worker’s compensation and Safety Compliance Services . For further information about National PEO or its safety compliance program, please contact John Rico using the following contact information.

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Career Coach Urges Out-of-Work Americans to ‘Be Like Madonna’

Millions of Americans facing long-term joblessness may find greater success in finding a new career rather than trying to reclaim what was lost says Washington-based success coach Eva Jenkins. Jenkins, who is herself re-tooling due to the economic meltdown, suggests a path of self-reinvention modeled on the ultimate ‘quick change artist’…Madonna.

Career Coach Urges Out-of-Work Americans to ‘Be Like Madonna'

As corporate economic belt-tightening makes the prospect of new positions in old places unlikely, Eva Jenkins urges the more than 15 million Americans who are looking for work to think like Madonna. “Madonna has remained a top pop icon for nearly three decades,” observes the Washington-based career coached. “It’s because she has consistently reinvented herself to fit changing times.”

Jenkins believes that a Madonna-like willingness to let go of the past and see new possibilities in the future is “the best antidote to a toxic employment environment.”

Leading by Example
Jenkins, herself, is a victim of the times. The founder of V.I.P. Innovations, one of Washington’s premiere resources for managing ‘human capital,’ Jenkins spent 20+ years working within corporations to facilitate effective communication from top to bottom, inside and out. But as the corporate bean counters have slashed budgets and human resources programs, she has found herself with fewer and fewer clients. “I knew I had to find a new way to ‘spin’ my skills,” she explains.

She reassessed her strengths and nimbly made the transition from working with human resources departments to simply working with humans. She offers one-on-one career coaching to the newly and long-term unemployed. She calls herself a ‘guide,’ noting that she sought out this new role not by choice, but as a by-product of the current economy.

“My new role seems to be a true calling,” she observes. “And in the process of helping others find out who they are, I have also been discovering my own path.”

Jenkins strives to build positive business relationships with her clients. “The best way I know to inspire people as their coach is to ‘walk the walk’ not just ‘talk the talk,’” she says. In this way, Jenkins serves as a role model for her clients. “I model the behaviors I want my clients to emulate such as the willingness to take risks, and a willingness to be vulnerable, authentic and open in their communication,” she explains.

Via EPR Network
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Acas Reports Increase In Those Seeking To Avoid Employment Tribunal Claims

Acas, the employment relations service, has released new figures that reveal the number of businesses and employees which are trying to avoid employment tribunal claims continues to rise in recent months.

Acas Reports Increase In Those Seeking To Avoid Employment Tribunal Claims

Monthly calls to the Acas helpline which, have resulted in being referred to the early conciliation service - pre-claim conciliation (PCC), have almost doubled since September. The free service aims to settle workplace issues which could escalate to an expensive tribunal.

By the end of February 2010, 8,304 PCC referrals had been made from the Acas helpline since the service was launched to accompany changes to the Employment Act in April 2009. Acas estimates that over 5,000 employment tribunal claims have been avoided already.

Rising demand for the service has resulted in a steady increase in referrals culminating in over 2,700 in the last quarter of 2009. The first quarter of 2010 is on track to exceed this figure by at least 20%. At the moment around 300 referrals are being received every week on average, and Acas expects this number to rise to about 400 during 2010.

Commenting on the figures, Ed Sweeney, Acas Chair said: “This data indicates that workers and employers are increasingly taking steps to avoid employment tribunals. The current economic climate has created difficult workplace challenges for managers, HR professionals and employees. The earlier issues can be sorted out, the more likely people will remain in productive employment in the workplace.

“The service is quick. Over half of all resolved cases are completed in around three weeks instead of the six to nine months that most tribunal claims take We have a responsibility to support the economic recovery by resolving workplace disputes early on and in doing so, avoiding costly, stressful and time consuming employment tribunals.”

The PCC service was launched in April 2009 alongside the new Acas Code of Practice on Disciplinary and Grievance Procedures following the Government’s Dispute Resolution Review in 2007.

Via EPR Network
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