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

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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The Post-RDR IFA Market Is Going To Look Considerably Different

The post-RDR IFA market is going to look considerably different. Will there be many of today’s IFAs here to witness the change?

The Post-RDR IFA Market Is Going To Look Considerably Different

Transitions taking place amongst small and medium-sized IFA firms, as a result of measures demanded by the FSA’s Retail Distribution Review (RDR), are now well underway. But feedback from Reed Insurance jobs clients in this sector indicates that a sizeable number will simply close up shop when implementation becomes mandatory in 2012. Some industry experts have gone on record as saying that as many as 30% of IFAs will cease trading, selling their client banks on to IFAs of a similar size, or to the major players.

Finding fresh blood: a growing challenge

The implications for those firms that remain in the market are clear. Many fear that it will become harder to find people who want to provide independent financial advice, as firms get squeezed out of the market.

Changes to reward and remuneration structures mean that, while commission elements may be largely eliminated and basic salaries driven upward, earning potential will be reduced overall.

Sales-focused advisers with a hunger to maximise their earnings may leave the profession altogether for less heavily regulated sectors, while graduates might be attracted by the glitz of volume recruitment campaigns already being waged by blue chip names on the high street.

There is one glimmer of hope – because of the introduction of basic salaries, talented people currently working in the bancassurance market may be keener to explore opportunities with IFAs.

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Carers and Social Workers Recognised in Reed Carer of the Year 2010 Awards

Launched this month, the Reed Carer of the Year Awards 2010 will recognise outstanding contributions made by exceptional individuals working in Care and Social Work.

Created in 2009 to recognise some of the fantastic contributions made by individuals working in these challenging areas, the Reed Carer of the Year Awards are run by Reed Social Care Jobs, in association with Sue Ryder Care. The awards are open to anyone working within Social or Domiciliary Care, and each national category winner – the Reed Carer of the Year 2010 and the Reed Social Worker of the Year 2010 – will receive £1,000 of holiday vouchers.

Members of the public, clients, service users, fellow carers and social workers can nominate any individual who they believe has demonstrated extraordinary commitment in a caring capacity. For each Award nomination1 received by Reed Social Care up until the 31st May closing date, the recruitment specialist will donate £8.70 to the Sue Ryder Care charity towards an hour of care.

Regional Winners will be announced in early June, and these outstanding individuals will each receive a prize hamper, certificate and progress to the national final of the Reed Carer of the Year 2010 Awards. This event takes place on 2nd September 2010 in London at The Waldorf Hotel, which this year is celebrating it’s 100th anniversary – just as recruitment specialist Reed is celebrating it’s formation 50 years ago.

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Employer Demand Drops 3% In March, As Reed Job Index Reads 102

Mixed signals for the UK economy on brink of Election call as demand for top finance and business services staff rises 4%.

Employer Demand Drops 3% In March, As Reed Job Index Reads 102

Demand from UK employers for new workers fell back overall in March, according to the Reed Job Index published today (Tuesday 6 April 2010).

The number of new job opportunities fell by 3 Index points (3%) to give a Reed Job Index reading of 102 in March compared to February’s high of 105.

In contrast, demand for key business services professionals across finance, general insurance and marketing rose in March. Employer demand for staff in these career sectors increased by 5 Index points (4%) compared to February, indicating growing confidence in this pre-recessionary heartland of the British economy.

Each month the Reed Job Index tracks the number of new job opportunities on offer compared to the previous month and against a baseline of 100 set in December last year. The Reed Job Index is based on data from the UK’s largest job board, reed.co.uk, which every day lists over 90,000 job opportunities from 8,000 recruiters across 37 career sectors throughout the UK.

The Reed Job Index figure stands at 102 in March, a 3 point decrease compared to February’s high of 105 – although it is still 2 points above December last year when the Index baseline was first set at 100.

However demand remained high for staff across the business services sector. New vacancy numbers rose most for Qualified Accountants, General Insurance plus Strategy and Consultancy professionals, with increased demand for Marketing and PR, and Banking staff close behind.

Demand fell most for Engineering, Scientific, and Manufacturing staff, demonstrating the continued weakness of these sectors in spite of the extra government support for them announced in last month’s Budget.

At the same time, the Public Sector Reed Index figure stands at 79, with demand for new staff lower in this sector than any other – although it has risen slightly above February’s low of 76.

Interested in recruiting? For more information on recruitment and jobs offered by Reed Specialist Recruitment, please visit their website reedglobal.com.

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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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Foster Care Associates Announces UK Cycle Challenge

FCA, the UK’s largest independent fostering agency, will be stepping up its foster carer recruitment drive with a range of activities organised throughout the UK during this year’s Foster Care Fortnight (17th-30th May 2010).

Following the path of the FCA Cycle Challenge, which sees two members of the FCA team cycle f r o m Land’s End to John O’Groats, FCA will be staging a range of activities and events to coincide with the cyclists as they stop off en route. FCA staff and foster carers will be invited to attend the events and participate in fundraising activities.

Two representatives f r o m the FCA Western office, Chris Benjamin and Morris Gooding, will be putting their power behind the pedals to undertake the Cycle Challenge. Chris and Morris are relishing the prospects that the challenge presents in raising awareness of fostering and encouraging more people to consider becoming a foster carer.

“Cycling is something we have both been involved in for many years – primarily for long distances,” commented Chris. “Land’s End to John O’Groats presents a massive challenge for us, but very exciting too. We’ve both been working hard in preparation – in the gym and out on the road. Of course, there’s an element of apprehension about the scale of this challenge, but we’re also motivated by what we’re looking to achieve – raising awareness of foster care and the desperate need to address the huge shortage of fostering families across the UK.”

The events mark an ongoing foster carer recruitment campaign by FCA, in a bid to plug the 10,000 shortfall of foster carers across the UK. It will serve to build upon the success of the recently launched carer-recruitment focused FCA website, which will play a key role in this initiative through tracking the cyclists as they make their way up the UK and posting regular updates and reports.

“This Cycle Challenge represents a really exciting initiative for FCA,” said Louise Withers, external communications manager, FCA. “The enthusiasm shown by all of the FCA team and foster carers has really shown that we’re in the spirit of things. It will form part of our ongoing drive not only to recruit foster carers across the UK, but to engage with our existing pool of foster carers.”

Chris and Morris will be s e t t i n g off f r o m Land’s End on the morning of Saturday 15th May and expect to arrive in John O’Groats by the end of Foster Care Fortnight 2010.

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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.

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Recession Has Created Demand For Generation R Employees

Joslin Rowe has revealed that the recession has created demand among companies for a new class of employee known as Generation R, with 68% of City employers recognising Generation R as an emerging labour market force.

Generation R is a term coined to describe those professionals who were retained during the recession, escaped redundancy, worked in far leaner teams and thus progressed faster than usual as they took on the work of more senior ex-colleagues.

According to research across 571 professional bankers, lawyers and accountants in London, 70% stepped up to the more technically demanding responsibilities that redundant colleagues left behind and 81% gained more experience and a wider skill set during the recession than at any time in the boom years. Now the recession has eased, 73% believe they are performing at a level above their current job title – and want recognition and reward for their achievements.

The Generation R trend has been identified by Joslin Rowe, the UK financial services recruitment agency of the world’s second largest HR and recruitment services group, Randstad. Joslin Rowe Managing Director, Tara Ricks, said: “Filled with confidence as to their own abilities and what they can offer, Generation R has high expectations as to what their next move should be. Some initial research we’ve conducted across our banking recruitment desks shows that many assistant vice president (AVP) level candidates feel they operated at a junior vice president (VP) level during the recession and therefore will only move on to a competitor, or stay at their current firm, in return for a VP title.”

City employers are also fast becoming aware of the Generation R phenomenon. Of the 163 surveyed, 70% agree that the employees they retained in the recession are more proficient and commercially aware thanks to their experiences over the last 18 months. 59% acknowledge they have discovered future ‘stars’, who weren’t apparent before the recession forced employers to give smaller teams increased responsibilities. Over a third of organisations (37%) also stated they feel pressure to progress their existing staff to the next level (title wise) faster than would usually be the case, because of their recent track record.

Interestingly, 53% of hiring managers admitted they have a preference at CV stage towards candidates who were retained during the recession as opposed to those who were made redundant. Tara Ricks believes this has more to do with the high demand for Generation R CVs than any negative reflection on candidates who were made redundant:

“It’s not that losing your job in the recession is seen as a stigma rather that being retained during the worst economic downturn in modern history carries so much kudos. Employers only have to look internally at the people they retained to know they possess a unique set of skills, so it’s only natural to want to entice the same Generation R population from their competitors. It’s almost a form of Guerrilla warfare – as companies start to focus all their efforts on attracting and retaining the very best Generation R employees.”

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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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Joe Kiedinger Launches Program To Help People Connect Better With Co-Workers, Spouses And Children

Joe Kiedinger, founder and Brander-in-Chief of Prophit Marketing of Green Bay, believes that the number one killer of employee job satisfaction and workplace engagement is tension caused by unhealthy relationships and perpetual misunderstandings.

To help employers reduce tension and ultimately increase the level of employee satisfaction with their lives at both work and at home, Kiedinger is launching the About Me Card Program, an employee engagement system combining breakthrough communication approaches with supporting software.

The core of the About Me Card Program involves a practical personal assessment that reveals individuals’ fundamental motivations that are most essential to their happiness. With this information, human resources staff, business owners and managers can better understand what drives employees at the deepest level and can assist them with performing their jobs in a more meaningful and productive way.

Kiedinger is holding a premiere event for the launching of the About Me Card Program at 3:00 p.m. on Tuesday, April 27, at the Meyer Theater in downtown Green Bay. The event is free and open to the public and is being held in partnership with Junior Achievement. The event will include a presentation by Kiedinger, a demonstration of the software, a panel discussion, and live entertainment featuring Let’s Be Frank Productions.

Appearing on the panel will be Mark Skogen, President/CEO of Festival Foods; Dan Swift, General Manager of Dahl Automotive Group; Angela Owen, President of TBL Leadership Partners; Tom Thibodeau, Director of the Servant Leadership Program at Viterbo University; Chris Elliott, Managing Director of About Me International; and Kiedinger.

At the event, attendees will get a glimpse of two About Me Card Programs that will be released in 2011, About Me Kids and About Me Teens, as well as several technological enhancements involving social media.

According to Kiedinger, the About Me Card Program offers important benefits for employers. “When this program is applied to a business, it allows people to communicate clearly without misunderstanding, reduce conflicts, cut tension, hire right and match employees to jobs that fit their talents. In short, this tool creates a whole new level of cooperation and connection between people at work,” he says.

Kiedinger adds that “while all of these factors contribute to increased profitability, what is special with this program is that it helps employers do the right thing—make life better for their employees.” In addition, he says the program is also unique in that it helps facilitate the development of leaders across organizations.

Kiedinger says the most notable feature of the About Me Card Program is its simplicity. “I like to call it a ‘Monopoly’ property card except that instead of being about property it is about a short list of rules to help people successfully connect with one another. The software enhances the experience by allowing people to communicate effectively at the click of a mouse. No other assessment offers this level of immediacy and practicality while providing relevant individualized information,” he says.

Kiedinger says the About Me Card Program is an ideal culture-building tool that can easily become a company’s training program or be integrated into an existing training program. He also says the program can help improve employees’ personal lives by minimizing if not eliminating workplace tension that they would typically bring home with them at the end of the workday.

The About Me Card Program is already being used by a wide array of organizations, and the initial results have been very positive, according to Kiedinger. Organizations that are currently using the program include the United Way of Brown County, Festival Foods, Trig’s, Dahl Automotive, Al Huss Auto & Truck, The Selmer Company and TBL Leadership Partners. In addition, the program is scheduled to be used by a Campbell’s Soup Company plant in Texas in May.

Kiedinger notes that the About Me Card Program continues to draw inquiries from a variety of interested parties, including some organizations from China.

A white paper on the About Me Card Program is available. “How to Produce Highly Motivated and Engaged Employees in the Face of Today’s ‘What’s In It For Me? Workforce’ ” is available at www.aboutmecard.com.

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National PEO Relieves Companies of the Confusion and Hassles Associated with the Arizona Everify Compliance Requirements

National PEO, a leading provider of PEO services in Arizona and across the nation, offers an Arizona Everify service. As new regulations and laws governing businesses are established, the process of running a business grows increasingly complicated. Small to mid-sized businesses often find that back office duties take up more time than revenue-producing activities. The Arizona Everify regulation is another in a long list of chores that businesses must comply with. With no end in sight of regulations and back office duties, more and more businesses are turning to the professional HR Consulting services of National PEO.

The E-Verify program is an internet based system operated by The Department of Homeland Security’s U.S Citizenship and Immigration Services Bureau. Although the system is set up to be user friendly, it is vitally important that precise steps are followed. Many businesses are finding that this system, added to the multitude of other back office duties, results in mass confusion. A mistake with the Arizona Everify requirement can result in possible suspension or even the loss of a company’s business license. This thought can send chills down the back of a business owner.

The HR Consulting team at National PEO can alleviate that fear as they work to process each new hire and rehire made by a company. The team will follow up on any discrepancies in a timely manner in order to comply with federal deadlines. Businesses appreciate the fact that the HR Consulting team also answers employees’ questions and audits the I-9’s and employee filing system.

Additionally, National PEO keeps businesses informed of changes to federal and state laws related to immigration. This comprehensive service means that businesses are relieved of unnecessary stress and they can focus on the duties that bring in profits instead of time consuming administrative tasks.

National PEO has the expertise and professional team members that can help any business run more efficiently and therefore, more profitably. They provide services ranging from employee handbooks to compensation analysis, Arizona Everify and beyond. Besides having extensive knowledge of laws and regulations, National PEO HR Consulting professionals can also assist businesses with such things as document translations or even Spanish speaking tutorials for staff and management. Whatever Human Resource need a business has, National PEO has a solution that will result in a higher profit margin.

National PEO works to help businesses have more time to spend doing profit-producing activities and less time in the back office working on administrative tasks. Their renowned HR Consulting services include a wide range of the basic to the unexpected. Small to mid-sized companies across Arizona and the nation have found National PEO is unmatched in its professionalism and extensive knowledge. Services offered range from employee handbooks to compensation analysis, and even Arizona Everify compliance requirement services. In essence, National PEO works with companies to fulfill Human Resource needs, remedy problems and provide solutions.

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