Hello and welcome to this week's Hot HR weekly digest and blog.
There have been some really fantastic discussions happening within the group over the last week. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.
Here is a round up of this week's discussions and exciting news from within the group:
Ward Hadaway Speed Read:
1. ECJ considers issue of retirement age
2. Conspiracy theories and belief discrimination
3. The relevance of the 'effective date of termination'?
To find out more connect to Hot HR
Discussions:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):
1. Can anybody shed some light on how to approach a situation where a long
time employee has just gone missing (AWOL). We have made numerous
attemps to contact him. Could we terminate employment?
2. Zero Hour Contracts
3. I saw this discussion on another group and thought it could be answered in
HotHR- "Does Human Resources represent the company or the employees?"
What are your thoughts?
If you would like to comment on any of these discussions please join Hot HR.
Hot HR Content Members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!
Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.
Hot Spot:
This week we welcomed another exciting new writer for the Hot Spot - Alison Mulholland from nef. Alison wrote a great article on 'Being a HR manager doesn’t make me a better parent (but being a parent makes me a better HR manager)'
We now have 3 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw and Alison Mulholland from nef.
Thank you to Michael, Tim and Alison for their contributions. Please feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.
Friday 26 August 2011
Hot HR Hot Spot - HR Careers by Michael Rabone
Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall considers the wider appeal of HR as a career option and looks at the various routes into HR-related roles.
I recently completed an e-survey relating to HR careers and it got me thinking – how did I end up here? I’ve come to the conclusion that I’m not alone in the fact that I didn’t have a grand plan to break into the world of human resources, mainly because I had no idea what the HR role or function was about!
As a result, I’m intrigued to establish how other HOT HR members have found their way into a HR career and their general perspective on HR as a career in general.
Having to make such an important career choice whilst studying for A-levels proved surprisingly difficult and it soon dawned on me that I’d made the wrong decision signing up for an IT degree. After providing a vague explanation outlining that I’d like to do something that involved business and people management, I recognise that I owe a great deal to the University lecturer that gave me a gentle nudge in the right direction; something that I have since established is a vital part of the role of an effective leader.
I feel that the profile of HR as a career option is growing and that it is important for us as professionals to demonstrate that we are business-savvy and able to add value to the organisation. I appreciate that the impact of the HR team can be limited in some situations, be it through resources, knowledge or the general perception of the HR function as a whole; however, we all have the potential to make a difference and to find ways to influence business improvements through effective people management.
I also like the fact that there are so many different routes into HR careers; looking around the office we have a personnel management graduate, a marketing graduate, an individual with 26 years of payroll and personnel experience and a recently appointed HR trainee with a masters degree and so much drive to succeed in the industry that he turned up at a hospitality careers event, shook my hand and said, ‘my name is Benjamin and I want a career in HR!’ Needless to say, this young man has a bright future ahead of him and was fortunate enough to be given the chance to meet with Chris Grayling to discuss youth unemployment and work placement programmes, having been part of a work placement programme himself.
A career in HR has proven rewarding, fascinating and varied; I have quickly learnt that people have an outstanding ability to surprise you, in every sense. The most important aspect is the satisfaction that comes with doing the right thing, looking after individual interests and supporting the development of those that show potential to do more in the future. I also like the fact that a role in HR demands an important range of personal qualities such as integrity, honesty and credibility and the need to role model such behaviours is vital if the influencing aspect of the role is to be achieved.
I appreciate that there are also many barriers to overcome, especially amongst organisations that have had limited exposure to the benefits of an effective HR function, whether cultural or due to business growth. With varied demands such as legislative change, compliance and the fact that the employment relationship can be enhanced or diminished so easily, it is great to know that there is so much potential to play a part in the overall success of a business.
There is also the consideration of CIPD accreditation and the significance that some employers put on this particular requirement; as a CIPD member I am aware of the benefits of professional development and accreditation; I also recognise that there is a great possibility the right person for a role could be easily overlooked if a specific request for CIPD accredited applicants is made at the recruitment stage.
Taking all of the above into account, I’d be delighted to hear how HOT HR members have developed their HR career, how much significance CIPD accreditation has and the perception of HR for those starting out and thinking about people management as a possible career. Feel free to post your comments after this article!
Tuesday 23 August 2011
Hot HR Hot Spot - Being a HR manager doesn’t make me a better parent (but being a parent makes me a better HR manager)
Great news - this week we have another addition to our Hot Spot writers - Alison Mulholland from nef.
Alison has worked in HR for the last 12 years, 7 of which were looking after recruitment at Shelter but has also worked in Education and Retail HR departments. She holds a post-graduate qualification in HR from the University of East London and is qualified in psychometric testing. Her previous roles have seen her take on a variety of HR challenges such as how to interview 40 applicants in one day, how to engage with staff that work in 80 different locations and, most nerve-wracking of all, standing in front of a group of 17 year olds giving a talk on how to succeed in HR.
Alison's role at nef sees her involved in all aspects of HR including recruitment, employee relations and training. She is very passionate about HR making a real difference to organisations and enjoys working alongside the professional and friendly staff at nef.
Being a HR manager doesn’t make me a better parent (but being a parent makes me a better HR manager)
I was listening to radio four the other day and heard a fascinating show with two child psychologists. While I didn’t agree with everything they had to say – they were a bit sniffy about someone who seemed to over praise their child and if that’s the worst thing you’re doing as a parent or even a manager then you’re probably doing okay – one of them did say something that really struck a chord with me. She was asked how much her job had influenced her parenting style and she said that it hadn’t made her a better parent but had made her aware of issues parents faced and infinitely more flexible in her approach. It really made me think – how has being a parent affected the way I have done things?
My 4-year-old son is, in most ways, nothing like a challenging employee. For one thing, I can’t use ‘the naughty step’ on a member of staff (however tempting) or apply a well timed nose rub. But in some ways the techniques that have surprisingly worked with him have proved even more successful when dealing with the ‘grownups’. The single most effective phrase that I have applied at home is “what do you think will work?” Some of the ideas he’s come up with have not been what I might ideally go with, but then I can choose to try it out – turns out we could fit in a game of Lego Star Wars before nursery if we agreed a time limit. Or, I can use it as a starting point for a discussion: - “that’s interesting, – how about I come up with an idea and between us we can see what might work best?”. It’s made me realise/remember what a difference for everyone having ownership of a task can make. When managers now come to me instead of saying, “what you should do is XYZ”, I’m applying my new found empowerment strategy to great effect. Of course sometimes you have to lay down the law (whether that’s bedtime or working time regulations) and part of my learning curve is knowing when to be a little more ‘hard core’. But so far so good.
Other seemingly unrelated tasks have also taught me a lot about ‘doing HR’. In my traveling days I cooked pies and chickens in a supermarket for the hot food counter and learnt more about juggling tasks then any time management course could ever teach me. It also taught me about marketing. When pies where marked “surprise pies” they sold ten times as quickly as those just marked as meat – I guess everyone likes to take a chance every now and then!
So over to you – how have you learnt new tactics in a surprising way?
Thursday 18 August 2011
Hot HR Update 15-19 August
Hello and welcome to this week's Hot HR weekly digest and blog.
Here is a round up of this week's discussions and exciting news from within the group:
Speed Read:
1. ECJ considers issue of retirement age
2. Conspiracy theories and belief discrimination
3. The relevance of the 'effective date of termination'?
To find out more connect to Hot HR
Discussion:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):
1. Advice Needed - Constructive Dismissal?
2. Hi Hot HR - asking for views on how much detail you would go into with regard to the reasoning behind a rejection of an appeal against dismissal in the decision letter
Hot HR Content Members:• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.
Hot Spot:
This week Tim Rawson, HR Manager for Travel Jigsaw joined the Hot Spot writers for Hot HR. Tim wrote an interesting article on 'Can we stop trying to 'define' HR?'
We now have 2 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein and Tim Rawson HR Manager from Travel Jigsaw, with a third contributor going live next week!
If you would like join the exciting Hot Spot writers please contact me via Hot HR.
Here is a round up of this week's discussions and exciting news from within the group:
Speed Read:
1. ECJ considers issue of retirement age
2. Conspiracy theories and belief discrimination
3. The relevance of the 'effective date of termination'?
To find out more connect to Hot HR
Discussion:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):
1. Advice Needed - Constructive Dismissal?
2. Hi Hot HR - asking for views on how much detail you would go into with regard to the reasoning behind a rejection of an appeal against dismissal in the decision letter
Hot HR Content Members:• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.
Hot Spot:
This week Tim Rawson, HR Manager for Travel Jigsaw joined the Hot Spot writers for Hot HR. Tim wrote an interesting article on 'Can we stop trying to 'define' HR?'
We now have 2 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein and Tim Rawson HR Manager from Travel Jigsaw, with a third contributor going live next week!
If you would like join the exciting Hot Spot writers please contact me via Hot HR.
Hot HR Hot Spot - Can we stop trying to ‘define’ HR?
This week we have an exciting new Hot Spot writer for Hot HR. Please welcome Tim Rawson, HR Manager for Travel Jigsaw, one of the world’s leading car rental brokers, serving over 1 million customers per year, via 40 websites in 20+ languages. Travel Jigsaw have 500 employees, all based in city centre Manchester.
A little bit about Tim - "I began my HR career by transitioning from management to HR in Selfridges in 2008. Here I started in recruitment before becoming a generalist. In 2010 I moved to worked for 2ergo, a world-leading mobile software company, as HR Executive, reporting to the board. I then joined Travel Jigsaw in December 2010 as a stand-alone HR Manager. I’m part CIPD qualified and am hopefully a good example of why you don’t need a degree to get a management job! My main interests in the world of HR are commercial HR solutions, reward and organisational design."
Can we stop trying to ‘define’ HR?
It's nearly midnight. I'm writing this sentence because the writer's worst enemy is the blank page. I’m to write a blog for HotHR. I’ve never done it before, so where to start?
Well, there are no end of blogs treating HR as if it were the subject of a PhD thesis. And there are loads of blogs trying to be 'cool', talking about rock music and funky office furniture, but for me, they don’t get close to tackling what I do in HR. One thing runs throughout most of these blogs (and this one too, if I’m honest). Introspection. HR talking about HR. What are we? What’s our value? How do we gain influence?
My view is that it’ll never get defined conclusively, but that’s the best reason to stop discussing it and just pick a goal, and to hell with the inward-looking stuff which can get in the way of delivery.
The best HR lesson I learned was in my first GCSE Business Studies class, before I'd even heard of HR. The teacher told us, “Rule number one. Businesses exist for one reason; to make money”. It’s crude. It doesn’t even begin to explain the complexities of everyday business, but it’s true.
Businesses aren’t here to provide us with the best products on the market, or to give us cheap deals, or to satisfy our need for services, or to wow us with their superior customer service ability. Why? Because if it’s not profitable, they don’t do it.
Apply the same principle to HR. I’m not here to reduce absence, to improve recruitment, to ensure policies are up to date, to ensure 100% completion on return-to-work interviews and appraisals. I’m not here to fix everyone’s problems.
No. They are not my goals, as such. As an HR professional, I have one job:
To ensure maximum profit from the team.
That’s it. How you deliver it is up to you and the company you work for. Do we do those things listed above too? Are they a vehicle to achieving that goal? Sometimes, but only when it’s in the business interest. Process, policy, and the dreaded ‘form-filling’ is only right if you can justify it to your MD in the elevator.
Unfortunately, we in HR too often lose sight of that. We too often define ourselves as the peace-makers, the go-betweens, the process guy, the policy lady. We're not the business-solution. It’s been said before, but we too often think we’re the only part of the organisation which doesn’t have to contribute to the bottom line.
So, my question is: is there a better way to measure HR-value than ‘profit per employee’? I’ve thought about it, but I can’t think of one.
Now, I know the above really applies most to the private sector, but that’s my background. I’d love to hear the views of others on this. And I promise: No more blogs on ‘the definition of HR’!
A little bit about Tim - "I began my HR career by transitioning from management to HR in Selfridges in 2008. Here I started in recruitment before becoming a generalist. In 2010 I moved to worked for 2ergo, a world-leading mobile software company, as HR Executive, reporting to the board. I then joined Travel Jigsaw in December 2010 as a stand-alone HR Manager. I’m part CIPD qualified and am hopefully a good example of why you don’t need a degree to get a management job! My main interests in the world of HR are commercial HR solutions, reward and organisational design."
Can we stop trying to ‘define’ HR?
It's nearly midnight. I'm writing this sentence because the writer's worst enemy is the blank page. I’m to write a blog for HotHR. I’ve never done it before, so where to start?
Well, there are no end of blogs treating HR as if it were the subject of a PhD thesis. And there are loads of blogs trying to be 'cool', talking about rock music and funky office furniture, but for me, they don’t get close to tackling what I do in HR. One thing runs throughout most of these blogs (and this one too, if I’m honest). Introspection. HR talking about HR. What are we? What’s our value? How do we gain influence?
My view is that it’ll never get defined conclusively, but that’s the best reason to stop discussing it and just pick a goal, and to hell with the inward-looking stuff which can get in the way of delivery.
The best HR lesson I learned was in my first GCSE Business Studies class, before I'd even heard of HR. The teacher told us, “Rule number one. Businesses exist for one reason; to make money”. It’s crude. It doesn’t even begin to explain the complexities of everyday business, but it’s true.
Businesses aren’t here to provide us with the best products on the market, or to give us cheap deals, or to satisfy our need for services, or to wow us with their superior customer service ability. Why? Because if it’s not profitable, they don’t do it.
Apply the same principle to HR. I’m not here to reduce absence, to improve recruitment, to ensure policies are up to date, to ensure 100% completion on return-to-work interviews and appraisals. I’m not here to fix everyone’s problems.
No. They are not my goals, as such. As an HR professional, I have one job:
To ensure maximum profit from the team.
That’s it. How you deliver it is up to you and the company you work for. Do we do those things listed above too? Are they a vehicle to achieving that goal? Sometimes, but only when it’s in the business interest. Process, policy, and the dreaded ‘form-filling’ is only right if you can justify it to your MD in the elevator.
Unfortunately, we in HR too often lose sight of that. We too often define ourselves as the peace-makers, the go-betweens, the process guy, the policy lady. We're not the business-solution. It’s been said before, but we too often think we’re the only part of the organisation which doesn’t have to contribute to the bottom line.
So, my question is: is there a better way to measure HR-value than ‘profit per employee’? I’ve thought about it, but I can’t think of one.
Now, I know the above really applies most to the private sector, but that’s my background. I’d love to hear the views of others on this. And I promise: No more blogs on ‘the definition of HR’!
Friday 12 August 2011
Hot HR Update 8-12 August
Hello and welcome to this week's Hot HR weekly digest and blog.
After a fantastic week last week where we welcomed our 700th member we are continuing to welcome new members from the HR community. Please continue to recommend this group to any HR professionals you know.
With lots of great discussions happening within the group, here is a round up of this week's discussions and exciting news:
Content Members:
This week we have seen two new additions to the content member portfolio adding value and expertise to the group.
Please welcome David Taylor from Data Protection Consultancy and Mark Terry from Edenred (Employee Benefits) to the group.
David’s expertise in his field means that he is well equipped to offer the group advice on all aspects of data protection that affect HR and business at all levels.
Mark can offer the group advice on all aspects of employee benefits, rewards and incentives that HR may get involved with.
Please feel free to ask David and Mark any questions via Hot HR. They will be posting information and contributing to discussions and updates within the group.
Hot HR Content Members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.
Employment Law Speed Read From Ward Hadaway:
1. Race discrimination or an issue of entitlement?
2. AWR's 2010 supply teacher guidance reached
3. Equal terms and equal pay
To find out more connect to Hot HR
Discussion:
Employees’ misuse of social media. What should employers be doing to avoid damage to their reputations and employment relationships?
Questions posted - can you help?
Watch this space for exciting new Hot Spot articles coming soon.
If you would like to contribute, write an article or write a regular Hot Spot for Hot HR please contact me via Hot HR.
After a fantastic week last week where we welcomed our 700th member we are continuing to welcome new members from the HR community. Please continue to recommend this group to any HR professionals you know.
With lots of great discussions happening within the group, here is a round up of this week's discussions and exciting news:
Content Members:
This week we have seen two new additions to the content member portfolio adding value and expertise to the group.
Please welcome David Taylor from Data Protection Consultancy and Mark Terry from Edenred (Employee Benefits) to the group.
David’s expertise in his field means that he is well equipped to offer the group advice on all aspects of data protection that affect HR and business at all levels.
Mark can offer the group advice on all aspects of employee benefits, rewards and incentives that HR may get involved with.
Please feel free to ask David and Mark any questions via Hot HR. They will be posting information and contributing to discussions and updates within the group.
Hot HR Content Members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.
Employment Law Speed Read From Ward Hadaway:
1. Race discrimination or an issue of entitlement?
2. AWR's 2010 supply teacher guidance reached
3. Equal terms and equal pay
To find out more connect to Hot HR
Discussion:
Employees’ misuse of social media. What should employers be doing to avoid damage to their reputations and employment relationships?
Questions posted - can you help?
- Whistleblowing Hotlines - recommendations needed!
- Consultant Psychiatrist London Region - can anybody recommend an employer friendly one to prepare a psychiatric report in relation to an employee with a mental illness for an ET claim?
- How much detail would you go into with regard to the reasoning behind a rejection of an appeal against dismissal in the decision letter?
Watch this space for exciting new Hot Spot articles coming soon.
If you would like to contribute, write an article or write a regular Hot Spot for Hot HR please contact me via Hot HR.
Friday 5 August 2011
Hot HR Update 1-5 August 2011
Hello and welcome to this week's Hot HR weekly digest and blog.
Here is a round up of this week's discussions and exciting news from within the group:
Fantastic news, this week we welcome our 700th member!!! The group is growing and developping and is really starting to take off and we are seeing lots of useful and interesting discussions and questions being posted. Thank you to everyone for their contributions and I hope you continue to enjoy Hot HR.
Speed Read:
1. EAT affirm the position in regard to affirmation
2. Entitlement to redundancy payments
3. What was the true agreement between the parties
To find out more connect to Hot HR
Discussion:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):
1. Member Zoe Hawlins posted this discussion 'Help with my CPD? Complimentary coaching for people looking to accelerate or develop their career in some way' and had a fantastic response.
2. Do any of you have experience of identifying roles in your organisation that may need CRB checks?
3. Take part in this survey by content member Andy Whittle from Genesys training. 'Are you responsible for policy writing, policy updates or communicating policy matters on behalf of your organisation?'
4. A great discussions started on 'Measuring Absence - Bradford score or time lost?' Some excellent responses were posted.
Hot Spot:
Another fantastic Hot Spot article from Michael Rabone on Developing a Safety Culture.
Other news:
Please add a bit about yourself to the section - INTRODUCE YOURSELF HERE (The who's who of HOT HR). This is highlighted in Manager's Choice
Hot HR Content Members:
•Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
•Stephen Hart owner of Edenchanges training
•Andy Whittle from Genesys Training
Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.
If you would like to ask our strategic partners any questions please join Hot HR and if you would like to become a strategic partner or write an article for our Hot Spot along with Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall please contact me.
Here is a round up of this week's discussions and exciting news from within the group:
Fantastic news, this week we welcome our 700th member!!! The group is growing and developping and is really starting to take off and we are seeing lots of useful and interesting discussions and questions being posted. Thank you to everyone for their contributions and I hope you continue to enjoy Hot HR.
Speed Read:
1. EAT affirm the position in regard to affirmation
2. Entitlement to redundancy payments
3. What was the true agreement between the parties
To find out more connect to Hot HR
Discussion:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):
1. Member Zoe Hawlins posted this discussion 'Help with my CPD? Complimentary coaching for people looking to accelerate or develop their career in some way' and had a fantastic response.
2. Do any of you have experience of identifying roles in your organisation that may need CRB checks?
3. Take part in this survey by content member Andy Whittle from Genesys training. 'Are you responsible for policy writing, policy updates or communicating policy matters on behalf of your organisation?'
4. A great discussions started on 'Measuring Absence - Bradford score or time lost?' Some excellent responses were posted.
Hot Spot:
Another fantastic Hot Spot article from Michael Rabone on Developing a Safety Culture.
Other news:
Please add a bit about yourself to the section - INTRODUCE YOURSELF HERE (The who's who of HOT HR). This is highlighted in Manager's Choice
Hot HR Content Members:
•Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
•Stephen Hart owner of Edenchanges training
•Andy Whittle from Genesys Training
Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.
If you would like to ask our strategic partners any questions please join Hot HR and if you would like to become a strategic partner or write an article for our Hot Spot along with Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall please contact me.
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