… in briefOn 1 Jun 2001 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article Thismonth’s news in briefComet’spersonality pushElectricalretailer Comet has introduced a new training strategy, shifting the emphasis onto staff personalities and communication skills rather than building on theirpast work experiences.Comethas committed an average training spend of £1,000 to each of the recruited andexisting staff at its new Destination Stores, and introduced a two-tier careerdevelopment system, offering incentives to improve staff retention and jobsatisfaction.HRcontroller at Comet Ewan McCulloch said, “By employing people with massivepotential and personality, rather than focusing simply on people withelectrical retail experience, we feel we dramatically improve our customers’retail experience.”Fabto work togetherGenericand sector-specific awarding bodies have joined together to launch theFederation of Awarding Bodies, to be known as FAB. The body brings together 37NVQ awarding bodies including Edexcel, the Hospitality Awarding Body and theCITB to champion vocational training issues working with the NTO nationalcouncil and lobbying government. City & Guilds which originally invited allparties to form a united front, will be the secretariat.Maceymotivates ‘athletes’nWorld Championship silver medallist decathlete Dean Macey has been chosen as the team patron for the British”skills athletes” in the forthcoming World Skills competition. Maceywill meet and motivate the 31 team members, all aged under 22, and offerpersonal coaching. The competition will be held in Seoul in September, when 600competitors from 36 countries will showcase their technical skills in theirrespective trades. www.ukskills.org.ukGuideson developmentPreliminaryrecommendations on management and leadership development are due to bepublished this month by the government-backed Council for Excellence inManagement and Leadership. The consultation paper will look at how companiescan be more effective in monitoring management development and best practice.
This week’s training newsE-learning improves customer service at the Royal Insurance group Royal & SunAlliance is putting its staff through threecustomer relationship management programmes in a bid to improve their customerservice skills. This will involve 2,500 staff undertaking 35 hours ofe-learning this year in developing their IT and people skills. Katherine Plant,training manager at Royal & SunAlliance, said, “We are putting a newemphasis on relationship building and we are looking to build the skills of ourfront-line staff in this area.” www.royalsunalliance.com/Women’s Army training reviewed due to injuries The Ministry of Defence is considering adopting a new training system aftera report revealed that women in the Army were nearly three times more likely tobe medically discharged than men, due to training injuries. The Army MedicalDirectorate report shows that the number of women injured rose to 35 per 1,000between 1992 and 1996, but has since been cut to 23 per 1,000 over the pastfour years. www.mod.ukLSC feeds ‘bite-size’ courses to adult learners The Learning and Skills Council launched a nationwide programme of”bite-size” training courses last week to attract 1,500 new adultlearners to each of the 47 local offices across the UK. The courses, which willlast between one and three hours, will cover subjects such as computingcourses, juggling, lip-reading and basic reading. For further information, call0800 100900. www.lsc.gov.uk/bitesizecoursesToyota coaches senior staff in leadership Motor manufacturer Toyota has trained all of its 35 UK managers and 15advanced senior specialists in the value of effective leadership. Theprogramme, designed by the research organisation Roffey Park involves threedays of training at Toyota’s car manufacturing plant in Burnaston, Derbyshire,followed three months later with a follow-up fourth day. The programme coveredissues such as managing poor performance, delegation, team dynamics andinfluencing others. www.toyota.co.uk TrainingOn 12 Jun 2001 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article
Comments are closed. Previous Article Next Article Senior HR leaders were split over the wisdom of outsourcing of HR at lastweek’s Boardroom HR conference in Birmingham. Former group HR director of BP Nick Starritt said the oil giant’s deal withUS outsourcing provider Exult has boosted the effectiveness of HR throughtighter control of costs and by allowing senior HR staff to focus oninnovation. “It enabled the HR function to have our people work in service ofunprecedented business outcomes,” said Starritt. BP has cut its unit costper employee from $4,000 to $2,500, he said. Under the deal, HR was segmented into 18 processes including recruitment,training and compensation and benefits, which were standardised where possibleand focused more on adding value. Starritt said outsourcing allowed BP to exploit the capital of Exult neededto fund the development of service centres and Internet technology. This inturn had boosted the role of HR at board level. However, Vance Kearney, vice-president of HR at Oracle UK, argued thatoutsourcing of HR is a hindrance to the function gaining a boardroom seat. “How do you implement an HR database that can be aligned with a company’sfinancial system and other parts of a company if it is outsourced?” heasked. “By investing in a central HR database there is no need to outsource.Ultimately I do not buy outsourcing – what added value does it bring?” HR chiefs divided over outsourcingOn 9 Oct 2001 in Personnel Today Related posts:No related photos.
Related posts:No related photos. Comments are closed. Previous Article Next Article Thisweek’s case round-up Noequal pay claim Lawrence and Others v Regent Office Care Ltd and Others, 2002, All ER(D) 84, ECJThiscase limits the extent to which an employee can use a comparator from adifferent employer to establish an equal pay claim. Theemployees – female cleaning and catering staff – were originally employed byNorth Yorkshire County Council. Some had previously established that their workwas equal in value to that of men employed by the council in other serviceareas.Aftera compulsory tendering process, the cleaning and catering services werecontracted out to private companies, which paid the employees at lower ratesthan the council.Anumber of female employees brought proceedings against their new employers,claiming that Article 141 EC entitled them to claim equal pay with malecomparators who remained employed by the council. The Court of Appeal referred the case to theEuropean Court of Justice, which held that where the differences in pay ofworkers of different sex, performing equalwork or work of equal value cannot beattributed to a single source, this does not fall within the scope of Article141, because no singlebody is responsible for theinequality and can restoreequal treatment. Case round-upOn 29 Oct 2002 in Personnel Today
Comments are closed. Furthering the causeOn 1 Jul 2003 in Personnel Today Business is missing a trick by not exploiting further education colleges fortheir e-learning prowess, says Maggie Roy of the LSCE-learning represents an important option among the plethora of trainingchoices available today. The internet plays an integral role in life, so it isgood news that learners can access training opportunities through this medium.With this in mind, further education (FE) colleges have developed an extensiverange of e-learning initiatives, tailored to the needs of the workplace. FE colleges can play a crucial role in enabling businesses to make the mostof opportunities offered by e-learning. Dedicated business units mean thesecolleges are finely attuned to the skills needed in the workplace. Vocationalcourses are created in response to these needs, thereby addressing skillsshortages and creating a more qualified workforce. Despite the training opportunities on offer from FE colleges, includinge-learning options, businesses have been slow to exploit this resource. A large number of organisations choose to spend precious resources buying incommercial training packages when there are quality-assured training programmesavailable from FE colleges. This includes the cost of e-learning initiatives. First and foremost, theyoffer flexibility in an era when demands are increasingly being made onemployees’ time. As e-learning packages can be accessed 24-hours a day,learners can choose when they want to learn and at what pace, rather thancomplying with a classroom schedule. In addition, this level of accessibilitymeans training does not have to occur during working hours. For this reason, itrepresents a viable option to staff who find it difficult to marry trainingobjectives with their work commitments. Perhaps the greatest benefit which FE colleges can bring via e-learning andother media is an upsurge in skills among the workforce. These range from problem-solving and improved literacy, to gaining theability to communicate effectively. Not least are the IT skills whiche-learning cultivates, again an essential tool in the workplace. It is clear therefore, that the advent of e-learning has created manypositive results with enormous potential for the future. It is equally clear,however, that employers need to utilise FE colleges to a greater extent ifthese results are to be fully exploited. Maggie Roy is workforce development manager of the Learning and SkillsCouncil www.lsc.gov.uk Previous Article Next Article Related posts:No related photos.
Comments are closed. Related posts:No related photos. TheHome Farm Trust, a national charity for people with learning disabilities, hastaken on Jacqui Roynon as head of HR. She joins from cerebral palsy charityScope, where she worked as HR manager for six years. At Scope, she was responsiblefor develop-ing and delivering an HR strategy for five operating areas. Shealso has private sector experience from HR posts at Tesco, Cable & Wirelessand Gallileo.Whatwill be the duties in your new role?I’mresponsible for the overall organisational HR strategy for Home Farm Trust(HFT), including all aspects of resourcing, learning and reward, and health andsafety management.Whatdo you hope to achieve in your new role? HFTis in the midst of a massive change, and is undergoing major serviceredevelopment as part of its five-year strategic plan. As a member of theoperational management team, I hope to enable the organisation to develop andimplement people strategies to support these developments.Whichaspects of the job are you most looking forward to?Workingwith a group of individuals who are focused on, and dedicated to, improving thelives of people with learning disabilities.Whatis the strangest situation you have been in at work?Tobrighten up a dull training course, I was challenged to weave song lyrics fromthe Rocky Horror Show into a presentation without the tutor noticing. Isucceeded.Howdo you think the role of HR will change over the next five years?Asbasic HR systems and processes are increasingly automated and outsourced, Ibelieve the effective HR specialist of the future to be even more focused ondeveloping specific people strategies to deliver the overall business goals.Whois the ultimate guru?Thereis no one single person I would describe as the ultimate guru. I have beeninspired by a number of people in my life – mostly ordinary people in ordinarysituations, acting in extraordinary ways.Whatis your essential viewing?TheToday programme for my life at work, and Sponge Bob Square Pants for my life asa mum.Whatis the best thing about Human Resources?Thediversity and complexity of the subjects we get involved in, and the positiveimpact we can have.Andthe worst?Thedarker parts of human nature you sometimes have to deal with.Whatis the greatest risk you have ever taken?Abseilingdown a rock face in Devon.Whatis the essential tool in your job?Theability to ask the right questions at the right time and listen to the answer.Whatadvice would you give to people starting out in HR?Geta broad base of experience in different types of organisations and industrysectors before specialising.Doyou network?Yes– but I could (and should) do moreIfyou could do any job in the world, what would it be?ColinFirth’s personal assistant. Whowould play you in the film of your life and why?JulieWalters, because she is my favourite actress, and she might even be able tomake me seem cool.Roynon’sCV2003Head of HR, Home Farm Trust1997HR manager, Scope1995HR officer, Galileo1993HR officer, Mercury Communications1990Personnel planning officer, Tesco Stores Previous Article Next Article Top job Jacqui Roynon, head of HR, Home Farm TrustOn 11 Nov 2003 in Personnel Today
Related posts:No related photos. Previous Article Next Article RBS banks on new set of metrics to deliver resultsOn 18 Nov 2003 in Personnel Today Comments are closed. The Royal Bank of Scotland (RBS) has developed a new metrics system toidentify unmotivated staff and pinpoint specific measures to help improveemployee engagement. The company now has such a commitment to its human capital management (HCM)system that an entire HR data team has been formed solely to collate thefigures. RBS uses data from its joiner, annual employee opinion and leader surveys tobuild a picture of how engaged staff and managers are within the organisation. This is then overlapped with business data and put into context with thecompany’s ’employee proposition’, which highlights the key drivers for staff. The figures can then be used to analyse the performance and engagement ofspecific groups so that HR can then look at the things that motivate particulargroups of staff, such as men in their twenties. RBS group HR director Neil Roden told delegates at last week’s Employers’Law conference in London that it was also a good tool for measuring theeffectiveness of the firm’s £4m investment in people management. “We’re trying to create an employee offering that attracts and retainsthe best talent. Good HR should be able to diagnose business problems and thencreate solutions to people related problems,” he explained. He said the data has also proved there is a link between people drivers andbusiness performance, illustrating the fundamental role of HR within anorganisation. “It lets us tell line managers that if they can focus on one specificthing it will engage somebody and in turn improve their performance. It alsoprovides a rich source of data to benchmark RBS against other companies. “It means that I don’t think things about our people management – Idemonstrate them. We can use the system to demonstrate customer value or costand, best of all, the staff love it,” he added. By Ross Wigham
Related posts:No related photos. Previous Article Next Article e-HR news in briefOn 2 Dec 2003 in Personnel Today Comments are closed. e-HR news in briefThe Co-operative Group is implementing TempoSoft’s Workforce ManagementSolution as part of its Project Metro, which includes group-wide installationof the Oracle HRM, Payroll and Pensions system. The TempoSoft system will beused to help with time and attendance data capture processes for 62,000 staff,and to meet the requirements of the Working Time Directive. www.temposoft.comThe Parker Hannifin Corporation, a global manufacturer of motion and controltechnologies, is now able to deploy multi-lingual competency appraisals via itsintranet using RTIX’s onCore performance management software. The corporation,which manufactures precision-engineered solutions across a wide range ofmarkets, operates through subsidaries from Azerbaijan to Venezuela. Afterpiloting the software in the UK during December, it will roll out Dutch,French, German and Swedish versions by the end of April 2004. www.rtixsoftware.com
Related posts:No related photos. UK business costs are the smallest in EuropeOn 24 Feb 2004 in Personnel Today Comments are closed. Despite claims that the UK has a ‘rip-off’ economy, it actually has thelowest business costs in Europe and is well-placed worldwide, new researchreveals. The 2004 Competitive Alternatives study identified the UK as having thelowest cost structure among seven major European nations and 11 otherindustrialised countries. The UK was also found to be the most competitive country in Europe and thirdoverall behind Canada and Australia, according to the study by consultantsKPMG. Surprisingly, the UK outperformed the US, and was found to be competitiveacross all industry sectors, including aerospace, telecommunications andpharmaceuticals. Ian Barlow, senior London partner at KPMG, said the UK and France had bothgained ground on other countries since the last survey in 2002. “Being cost-competitive is one of the fundamentals in securing inwardinvestment. However, selecting the best site for a business operation requiresbalanced consideration of factors including talent and skills, together withacademic support,” he said. While the survey found significant cost differences between countries forestablishing manufacturing and corporate service operations, the UK scored wellin both. It was also found to have favourable research and effective income taxrates. By Ross Wigham Previous Article Next Article
e-HR news in briefWho’s installing what… Mercer pilots scheme to capitalise on travel downtimeMercer Human Resource Consulting has completed a successfulpilot of Microsoft-based mobile technology, which allows its workers to betteruse traditional travel downtime. Fifty consultants were issued withWindows-based pocket PCs, which provide access to e-mail and allow them torecord timesheets wherever they are. www.microsoft.comWBB Minerals opts for Intellect’s Workforce HR solutionCheshire-based WBB Minerals, part of the Belgian multinationalSibelco Group, is implementing Intellect’s Workforce HR and PersonnelManagement software as part of a national strategic initiative to improveproductivity. The system has been installed at the company’s headquarters andwill be deployed throughout regions during 2004. www.workforcehr.comNew products and services…Round-the-clock summary servicesintroduced by Books24x7ExecSummaries is a new service from Books24x7 (part ofSkillsoft), that offers 140 summaries of the best business books released overthe past four years. Produced by Soundview Executive Book Summaries, thesummaries are accessible online or in downloadable PDF or MP3 file formats, andare paid for via subscription based on the number of users and duration ofcontact. www.books24x7.com Previous Article Next Article Comments are closed. Related posts:No related photos. e-HR news in briefOn 1 Jun 2004 in Personnel Today