Hot HR Review of 2011

It's hard to believe that it's nearly Christmas and another year is fast approaching. I thought I would take this opportunity to share some of the highlights from Hot HR from over the last 12 months.

This has been an exciting year for Hot HR,  we have seen fantastic growth and we now have 1,240 members!

The statistics -  show that the peak months for people joining the group in 2011 were May with 131 new members, November with 166 and 168 in September.

Our members  - are all UK based HR professionals or people that have HR qualifications, a HR background or work in areas directly connected to HR.

In the group 37% of the group are HR Managers; 12% are based in London; 71% work in a HR function and 33% are in the HR industry.

Hot HR Ethos - these statistics really support the ethos behind the group, which is to become one of the UK’s leading HR networking groups by providing HR professionals with the information they require by sharing experiences, communicating directly with others and asking advice from leading specialists. It is important to Hot HR that the group remains a committed group to the HR profession with UK based dedicated HR professional members only. It is essential that the content and quality of the group is not diluted in any way and for this reason we are not numbers driven.

What happened in 2011.......

The first Hot HR Employment Law update in association with Ward Hadaway  took place in Leeds. This will extend into 2012, with all updates being available via Hot HR.

Strategic partners - this year we welcomed relationships with strategic partners including:

-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
-Jenny Cooper from Key Steps Coaching for Stress Management

The Hot Spot - we also saw start of the Hot Spot, with articles written by members of Hot HR, inclusing Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape, Alison Mulholland from nef and Karl Whittle, a HR Programme Director.

Thank you  - to all the group members for making Hot HR such a great group and to everyone who has contributed throughout the year. I hope that you have found the group useful and informative and that this will continue and grow in 2012.

The Future - there will be some exciting developments to the group in 2012, which will continue to make Hot HR an up to date and useful group for the HR community.

If you would like to join the group or recommend it to any HR professionals you may know please click here.   

All that remains is for me to wish you all a very merry festive season, all the best for the New Year and I hope to see you in Hot HR in 2012!

Hot HR Update 12th-16th December

Welcome to the Hot HR Update for this the last week, here's a roundup of the group activity:

Ward Hadaway Speed Read - W/C 12th December

1. Less favourable treatment due to marriage – what an employer should know

2. Determining reasonableness when dismissing after sickness

3.Auto-enrolment delay for small businesses

To read more from Ward Hadaway join Hot HR.

Discussions

*  With social media very much in the news at the moment, I've put together a Checklist of issues to consider which I'm happy to share. Let me know if you want a copy.                     

* Does anyone know of a good freelance training consultant that can help write 5 modular training guides for the professional services industry. I have not got the resources myself to write them but would look to outsource. Any recommendations would be welcome

* Does anyone have experience of annualised hours working well in large companies? Case studies appreciated.                     

Please share your thoughts and experiences by joining HotHR.

Training

Hot HR can exclusively offer free training on how to use LinkedIn to recruit successfully. If you are interested please click here andregister.

Join us

Hot HR is looking for additional Hot Spot writers and contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

Welcome to the Hot HR Update for this the last week, here's a roundup of the group activity:

Ward Hadaway Speed Read - W/C 5th December  

1. Sick-workers: clarification regarding the carry-over of holidays

2. Government issues response to consultation on Employment Tribunal reform

3.Gender pay gap narrows

 To read more from Ward Hadaway join Hot HR.

Discussions 

 *Would anyone be willing to share their Anti Bullying and Harassment Policy – I am doing a review of ours and would be interested in any feedback - happy to share the outcome.  

* Am not going to join the lawyer Scrooges who publish the usual "Beware dangers of Christmas  party" every year at this time, but ....

Please share your thoughts and experiences by joining HotHR.  

Training

Hot HR can exclusively offer free training on how to use LinkedIn to recruit successfully. If you are interested please click here andregister.

Hot HR is looking for additional Hot Spot writers and contributors and content partners, if you are interested please contact Alex via Hot HR.

 Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

 Not already a member, click here to join Hot HR.

Hot HR Update 28th November to 2nd December

Welcome to the Hot HR Update for this week, already December, it's hard to believe!

Here's a round up of this week's action in the group:

Ward Hadaway Speed Read - W/C 28th November

1. Unfair dismissal – an employer's duty to investigate the facts
2. Constructive dismissal – employer pays the price for costly mistake
3. Government review of sickness absence

To read more from Ward Hadaway join Hot HR.

Discussions
1. Could anyone advise on how capability policy can effectively be used within a small organisation (600+) to tackle long term sickness?

2. HR Forums

3. Adding value" to Christmas and reducing the cost of personal stress, part 2. How can we prepare to enjoy the holiday? Let me know how you get on, share your own tips.

Please share your thoughts and experiences by joining Hot HR.

Hot HR Hot Spot

This week I am pleased to welcome a new guest writer for the Hot Spot - Karl Whittle.

Karl has written an excellent article on 'Are we striving for HR MI perfection?'

Karl is a HR Programme Director with broad and successful experience in the management of transformation of process, people and technology programmes in UK and international businesses.

Are we striving for HR MI perfection? Click here to read and comment.

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 is looking for additional Hot Spot writers and contributers and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

 Not already a member, click here to join Hot HR.

Have a great weekend.

Hot HR Hot Spot - Are we striving for HR MI perfection? by Karl Whittle

I am pleased to welcome Karl Whittle as a guest writter for the Hot HR Hot Spot.

A bit about Karl:  

Karl is a HR Programme Director with broad and successful experience in the management of transformation of process, people and technology programmes in UK and international businesses. A hands-on problem solver with a high rate of achievement to resolve people and business challenges, drive transformation that delivers tangible results in diverse businesses. A proven and motivational team manager, engendering internal consensus and forging solid relationships with teams, senior stakeholders and strategic partners with a successful track record of delivering HR transformation and change programmes.

We hope you enjoy reading Karl's exciting article and blog.

Are we striving for HR MI perfection?

In today’s ever changing HR landscape are we investing sufficient time, thought and planning into how data can assist in making timely, effective and beneficial business decisions? Surely, long gone are the days where the extraction of data from our HR and Payroll systems are analysed and People decisions are made in isolation from the operational needs of a business?

However, no matter what surveys inform us about the importance of intelligently interrogating our People data and integrating this data to support business decisions it appears that we find ourselves in the “middle” ground of knowing and wanting to intelligently use our data, without providing ourselves with the “head-space” to fully understand how this data can be an ally. Should we be considering data as a valuable asset and not just a means to produce a collection of reports?

We have become proficient at reviewing and evolving our HR operating models so that we are able to adapt and change to support our business needs and demands; we are more knowledgeable and intelligent in sourcing and selecting ‘best of breed’ HR solutions to support and complement transformation programmes; but are we taking a ‘fit-for-purpose’ approach when it comes to accurately understanding data that we have in our business?

All too often I feel that we fall into a safety zone of analysing our People data in isolation, rather than reaching out and understanding what other data exists across our business. We wouldn’t bake a cake without all the ingredients, so why would we want to provide our business leaders with only part of the picture?  

Should we not be taking a step back and working with our business leaders and partners in not only understanding the People challenges, but how data across the whole of the organisation can be combined to provide a holistic picture. We need to ask ourselves; what do we need from our data, where does our data exist, and how can this valuable asset help drive more informed and quantifiable decisions? Therefore, the ‘data’ discussion needs to be at the forefront of our minds when HR helps drive positive change across a business, and not as an after thought.

The direct correlation of different data sources can provide us with a full picture that we can easily and intelligently interrogate, and then for this, to provide us with the platform to complete “what-if” (predictive) models. Let’s understand what our data is telling us and not be afraid ask the questions; if we take route A compared to route B what are the advantages, what are the disadvantages; what underlying risks do we have and what options do we have to build in contingency; what are the impacts to the top & bottom line? As we become ever more sophisticated in delivering HR services to our business we should in turn become more demanding of how to use our data assets.

We need to be in a position to answer more business and commercial orientated questions and in turn provide intelligent analysed options. HR MI should not just be about People data (attracting & retaining Talent) but how do we as HR professionals contribute at the top table and lead change.

To comment on this article join Hot HR.