Search Results for: workforce

Retaining working mothers in the workforce is a top HR priority this year

Retaining working mothers in the workforce is a top HR priority this year

by • Flexible working, Legal news, News, Workplace

Nearly three quarters of employers in a recent poll say retaining female talent in the workforce is the most important issue in HR in 2017, as changes to childcare funding could impact on the recruitment and retention of working mothers. The research, which was carried out by My Family Care and recruitment firm Hydrogen, found that most employers thought that flexible working and supporting working parents and carers was important to them but strikingly, nearly three quarters (70 percent) rate the issue of retaining female talent after parental leave as the most important issue. However, 60 percent of HR professionals said their company provided no form of coaching or training support for their employees going through the parental transition. When it comes to the success of their family friendly initiatives, flexible working proved to be the most successful, followed by their Childcare Voucher Scheme and then enhanced maternity or Shared Parental pay.

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Report sets out costliest cities for mobile workforce of multinationals

Report sets out costliest cities for mobile workforce of multinationals 0

by • News

In a rapidly changing world, mobility has become a core component of companies’ global talent strategy and as a result, multinational organisations are carefully assessing the cost of packages for their international mobile workforce, claims a new report which sets out the costs of living in the world’s major cities. Mercer’s 23rd annual Cost of Living Survey finds that factors like instability of housing markets and inflation for goods and services contribute to the overall cost of doing business in today’s global environment. Mercer’s 2017 Cost of Living Survey finds Asian and European cities – particularly Hong Kong (2), Tokyo (3), Zurich (4), and Singapore (5) – top the list of most expensive cities for expatriates. The costliest city, driven by cost of goods and security, is Luanda (1), the capital of Angola. Other cities appearing in the top 10 of Mercer’s costliest cities for expatriates are Seoul (6), Geneva (7), Shanghai (8), New York City (9), and Bern (10). The world’s least expensive cities for expatriates, according to Mercer’s survey, are Tunis (209), Bishkek (208), and Skopje (206).

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We need to design for a multigenerational workforce

We need to design for a multigenerational workforce 0

by • Comment, Workplace design

Excitingly, the workforce is becoming increasingly diverse. However there’s more talk about millennials in the workplace than anyone else. In stark contrast to popular belief, the reality is that the British workforce is getting older on average which means that office design must now consider a new set of workplace requirements. The challenge for designers is to create inclusive environments that address the needs of highly skilled and experienced older workers, while still providing productive environments for all users, ensuring the entire multigenerational workforce is engaged, happy and productive. International bodies are already worried about the fiscal impact of an older workforce, in May the World Economic Forum (WEF) said that a looming fourfold rise in over-65s by 2050 is the financial equivalent of climate change. With people born today having a life expectancy of more than 100, WEF warned of more years in the office to provide financial security in later years, as well as a creeping retirement age heading towards 70. This ageing population and workforce will certainly need consideration when it comes to supporting their health and wellbeing.

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CIPD calls for range of measures for British workforce ahead of General Election

CIPD calls for range of measures for British workforce ahead of General Election 0

by • Flexible working, Legal news, News, Workplace

The next Government needs to put ‘good work’ at the heart of its thinking in order to improve the economy, boost individual welfare and prosperity – creating the conditions for good work in organisations across the country, says the CIPD ahead of the General Election. In its ‘Manifesto for Work’ the CIPD is calling for publication of pay ratios, additional rights for zero-hours workers and increased investment in adult skills. The manifesto’s package of aim to address the systemic problems in the UK economy by focusing on the positive influence the world of work can have on productivity and wellbeing. As well as an overhaul of the UK Corporate Governance Code, the CIPD is also calling on the next Government to protect and raise awareness of employment rights, make skills the centerpiece of their industrial strategy and take steps to improve gender diversity in the boardroom. It also calls for organisations to focus more on greater organisational transparency so that businesses are more accountable for incorporating the principles of good work across their organisations.

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Digital transformation and flexible workforce will help drive growth, say senior managers

Digital transformation and flexible workforce will help drive growth, say senior managers 0

by • Flexible working, News, Technology, Workplace

Implementing new technologies over the next 12 months is of primary importance for  senior managers, with nearly two-fifths of finance directors saying digital transformation is one of their greatest priorities. Against a backdrop of economic uncertainty, chief financial officers (CFOs) are focusing on increasing profitability (41 percent) and driving overall company growth (39 percent) in the year ahead, according to research from, Robert Half Management Resources which claims that CFOs and finance directors (FDs) will assume more responsibility for balancing traditional financial responsibilities with developing business strategy. The use of temporary and interim professionals also looks set to continue with a third of CFOs and FDs planning to use temporary staff for business transformation projects to either fill vacated positions or support active expansion. In the long-term, 31 percent of finance executives plan to actively add new permanent positions to implement the company’s digitisation and automation efforts over the next 12 months.

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UK cyber workforce grows 160 percent in five years, new report claims

UK cyber workforce grows 160 percent in five years, new report claims 0

by • News, Technology, Workplace

The UK ‘cyber workforce’ has grown by 160 percent in the five years to 2016, according to new Tech Partnership research. Around 58,000 people now work in cyber security, up from 22,000 in 2011, and they command an average salary of over £57,000 a year – 15 percent higher than tech specialists as a whole, and up 7 percent on last year. Just under half of the cyber workforce is employed in the digital industries, while banking accounts for one in five, and the public sector for 12 percent. The figures, derived from analysis of bespoke data from IT Jobs Watch and supporting information from the Office of National Statistics’ Quarterly Labour Force Survey, are published in the Tech Partnership’s most recent Fact Sheet, Cyber Security Specialists in the UK.

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Brexit impact on UK’s future workforce size could undermine productivity

Brexit impact on UK’s future workforce size could undermine productivity 0

by • Knowledge, Legal news, News, Technology, Workplace

With the UK facing at best, very slow growth, or even shrinkage, of the working population, future changes to migration levels into the UK due to Brexit could exacerbate the financial stresses and strains caused by the UK’s aging workforce. This is according to the Mercer Workforce Monitor™ which claims that companies will need to invest heavily in automation, sectors of society historically under-represented in the workforce and look at ways of increasing productivity. According to the analysis, since 2013, the levels of EU and non-EU born immigration into the UK workforce has filled a gap left by the aging of the nation’s UK-born workforce which sees more in this group leave the workforce – through retirement, emigration or death – than enter it. National growth is closely linked to workforce growth; so reducing its future size would create major headwinds for the UK economy and since another 3.4 million people will reach the age of 65 in 2030; unless the UK decides to make drastic changes to the funding of pensions, health and social care, this smaller working population will be required to proportionally spend more of their income to care for their older citizens.

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Global workforce fears it won’t adapt fast enough to the digital workplace

Global workforce fears it won’t adapt fast enough to the digital workplace 0

by • Facilities management, Flexible working, News, Technology, Workplace

Workers across the globe are excited by the potential for technology to enhance their work lives and create new career opportunities, but over a third (40 percent) fear that they won’t be able to keep up with the rate of change required by digital business, claims a new survey. Across Europe 77 percent of workers acknowledge that disruption and increased competition will require more people with digital skills in order to compete on a global scale; however, the level of encouragement employees believe they are currently receiving to drive change in the workplace varies greatly throughout the world. Only 64 percent of respondents in the US saying they feel empowered by their company culture to lead innovation, whereas 90 percent of employees in Mexico feel their workplaces encourages them to drive change. The BMC study of over 3,200 office workers in 12 countries worldwide found that 88 percent of office workers across the world strongly believe that employers must create an innovative culture to retain staff and enable them to be successful with increasingly digital roles and responsibilities.

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Wellbeing, culture and engagement are three main drivers for positive workforce

Wellbeing, culture and engagement are three main drivers for positive workforce 0

by • News, Wellbeing, Workplace

 

The three main drivers of positive employee experiences are wellbeing, culture and engagement claims the latest State of the Industry Survey by Virgin Pulse. The report goes on to suggest that organisations that invest in these three key areas will see a measurable impact on business performance and outcomes. For example, the results revealed that 78 percent of organisations view employee wellbeing as a critical component of their business strategy; and 74 percent of employers with strategic, holistic wellbeing programs saw improvements in employee satisfaction and 65 percent saw improvements in organisational culture. In fact, 95 percent of organisations view culture as important for driving business outcomes; while 80 percent of organisations plan to improve corporate culture in the coming year. Engagement investments also have a strong impact on business results.

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Over half of workforce feel physically sick due to workplace pressures

Over half of workforce feel physically sick due to workplace pressures 0

by • Flexible working, News, Wellbeing, Workplace

Over half of workforce feel physically sick due to workplace pressures

More than half of the workforce (53 percent) report that they have felt physically unwell due to a poor work-life balance, and a similar number (52 percent) go so far as to say that work makes them more unwell than anything in their personal lives, claims new research from Bupa UK. In addition to physical sickness, work stress is keeping half (51 percent) of employees awake at night. Two fifths (42 percent) even state it is ‘ruining their life’.The research revealed that people find workplace demands such as presenting at an important meeting (71 percent) or managing a project (65 percent) just as stressful as buying a first house (69 percent) or getting married (66 percent). The research indicated that there is a pressing business need for organisations to better understand and address the wellbeing needs of their employees, as it is impacting profitability.

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UK employers predict workforce growth in 2017 along with more inclusive hiring

UK employers predict workforce growth in 2017 along with more inclusive hiring 0

by • Knowledge, News, Workplace

Four in ten (41 percent) of firms across the UK will grow their workforce in 2017 but uncertainty about the UK’s future relationship with the EU has shaken overall business confidence in the labour market claims a new report. According to respondents to the 19th CBI/Pertemps Network Group Employment Trends Survey, for the fourth year running, growth in permanent job opportunities will outstrip temporary recruitment. But the balance of those expecting the UK to be a more attractive place to employ people in the next five years has flipped from +16 percent in the 2015 survey to -21 percent in this year’s results. In terms of engagement, over three quarters (76 percent) of respondents reported that a diverse and inclusive workforce is vital or important to the future success of their organisation. They report a range of benefits of inclusive workplace practices including increased skills (73 percent), attraction and retention of staff (60 percent) and engagement levels (46 percent).

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Creating the workforce of the future; the Barclays perspective

Creating the workforce of the future; the Barclays perspective 0

by • Company news, Workplace

barclays-eagle-logo

Apprenticeships are growing faster than ever in the UK.  This is fantastic to see.  Within our organisations we are making giant strides to re-carve and re-define talent whilst investing in the workforce of the future.  The topic of Apprenticeships remains top of the government agenda and top of the employability agenda and great things are starting to happen.  Yet, how much of the evolution of apprenticeships is understood by those who are seeking opportunities?  Has society evolved in such a way that would-be potential candidates are ‘switched-on’ to the fact that Apprenticeships is both a viable and powerful means to securing a long, sustainable, and credible career? What are we doing to define Apprenticeships to our audiences outside of our own organisations?  How are we marketing opportunities in a way that will ‘connect’ with our audience that will inspire them and others to invest in us?

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