The CIPD has urged the Chancellor to focus on delivering a “Budget for Productivity” when he delivers his 2014 Budget on 19 March. The employment body has today put forward a package of proposals which call for labour market inclusion and the development of more productive, inclusive, and engaging workplaces. It is calling for a fundamental review of UK skills policy, together with a new focus on the workplace, the nature of jobs for the future, and how skills are being utilised. This, the CIPD argues, is critical if the necessary leap in productivity is to be delivered to boost real wages. A recent CIPD report  found that already weak UK productivity has worsened as a result of a slow-down in job turnover during the recession and an extraordinary run of hiring that has preceded the recent return to growth. (more…)

The number one priority of business leaders worldwide this year is how best to develop, engage, manage, and retain existing talent. This worker-centric approach means that employee engagement and better management will take centre stage as the way to improve competitiveness, win new customers and raise productivity. According to new research from The Conference Board and UK partner CMI (Chartered Management Institute), CEOs will concentrate on creating a strong internal talent pipeline rather than seeking to recruit externally, with nine out of the top 10 global Human Capital strategies focused on current employees, including providing training and development, raising employee engagement and increasing efforts to retain critical talent. Other closely linked priorities identified in the CEO Challenge 2014 are customer relationships, innovation, operational excellence, and corporate brand and reputation. (more…)

The image of the cosy Personnel Manager, part mentor part counsellor, has little in common with the reality of the modern Human Resources professional, steering the organisation through the upheavals of a prolonged recession and engaged in strategic thinking, such as big data. In many ways the professionalisation of HR, which (unlike FM) has achieved Chartered Status, is an encouraging sign that organisations understand the importance of their most important assets – the people. However, the rise of the HR professional has also created barriers between them and line managers. A lack of openness and slow response to queries from HR is driving line managers to Google the answers rather than wait for their increasingly preoccupied HR colleagues to respond. (more…)