Search Results for: employment

What the budget meant for the workplace; experts have their say

What the budget meant for the workplace; experts have their say 0

by • Flexible working, News, Property, Technology

BudgetAs has been the case with recent UK Government Budget announcements, Chancellor Philip Hammond’s first Budget addressed a number of issues related to the workplace, technology and infrastructure. It was the first Budget delivered in the post Brexit era and this clearly informed many of the announcements made. While most of the headlines over the past 24 hours have related to the changes to the tax status of the self-employed as a way of raising around £2 billion, the announcements also covered a broad range of topics related to the workplace, HR, technology and property sectors and have drawn an immediate response from key figures in the sector. These include nearly half a billion pounds relief on the vexed question of business rates reforms, a new focus on technical qualifications and a greater investment in 5G and other forms of digital infrastructure. We’ll be having our own say about the implications of the Budget in the near future, but in the meantime, here’s a rundown of the key announcements and the reaction of industry experts.

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In a crowd of truths, we can discern and reclaim what it means to be human

In a crowd of truths, we can discern and reclaim what it means to be human 0

by • Comment, Facilities management, Technology, Workplace design

This is the second of two responses to an excellent article by Antony Slumbers, the first being this perspective from my mirrored room, in this instance offering that his views offer a far too presumptive picture of how technology will shape our work future. The paragraph headlines are from Antony’s original article. One person’s optimism is another’s pessimism. A decade ago the dream of liberated commute-free teleworking was, to many, the nightmare of enforced seclusion to the soundtrack of the dishwasher. The deployment of robots for the performance of menial tasks creating time and wealth for leisure is another’s horror at the loss of employment and resultant anomic fragmentation and decay. The fatally pointless optimism of Candide’s Dr Pangloss was agnostic in regard to every such outcome. It was positive only because there could be no alternative, and therefore no better alternative.

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Large scale NHS staff survey shows improvements in workplace experience

Large scale NHS staff survey shows improvements in workplace experience 0

by • Facilities management, News, Wellbeing, Workplace design

A survey of more than 423,000 NHS staff has shown their experience of the workplace is improving, despite the huge financial pressures and public demand on healthcare in the UK. Responding anonymously to the annual NHS Staff Survey, staff reported small but measurable improvements in 26 of the 32 key workplace categories, including having confidence to raise concerns about clinical practice, feeling supported by managers and recommending their workplace for employment or receiving care. The report is published by the national NHS Staff Survey Co-ordination Centre on behalf of NHS England and was carried out in October and November 2016.

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A collection of essays musing on the precarious and uncertain future of work

A collection of essays musing on the precarious and uncertain future of work 0

by • Flexible working, News, Technology

The Institute for Employment Studies (IES) has published its annual collection of articles addressing today’s pressing issues for organisations. In acknowledgement of current turbulent times, the team of researchers and consultants have pulled together existing research and their own insights from working with organisations, offering their reflections on how leaders and HR practitioners can successfully navigate the imminent challenges. The collection, Darkening Skies? IES Perspectives on HR 2017, reflects the current sense of uncertainty around what future awaits. The shift towards new and more precarious forms of work, made possible by the growth in digital platforms and solutions, is a recurring topic appearing in many of the articles.  They also explore the possible effects and mitigations of known issues such as the ageing workforce and its associated health implications; the growing need to support employee financial wellbeing; and the dangers of ignoring the employee voice.

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Digitisation of workplace boosts earning powers in creative and design sector

Digitisation of workplace boosts earning powers in creative and design sector 0

by • Flexible working, News, Technology, Workplace

Digitisation of workplace boasts earning powers in creative and design sector

The rise of the gig economy and social media platforms have pushed creative and design jobs up the salary ranks, according to the latest UK Job Market Report from Adzuna.co.uk. In January, average salaries in this sector saw an annual increase of 2.2 percent to £31,828, with its popularity being driven by factors such as the new digital age coupled with the expertise of graduates who step into the jobs market with a fresh outlook on social media channels such as Snapchat and Instagram, which are highly valuable to employees. Across the job market, the employment rate stands at 74.6 percent, the highest since comparable records began in 1971 according to the ONS. This has been helped by a record proportion of women in work, with so-called ‘returnships’ – a type of later-life work experience helping older people, predominantly women back into the workplace – boosting the figures. Immigration may have tailed off in the wake of Brexit, but this also previously helped stimulate the jobs market.

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Working significantly past the state retirement age is a threat to recruitment and retention, claims study

Working significantly past the state retirement age is a threat to recruitment and retention, claims study 0

by • News, Wellbeing

Rising numbers of employees working past traditional retirement ages is a potential threat to recruitment and retention, new research from employee benefits consultancy Portus claims. Its study of 103 HR executives and 1,043 employees claims 41 percent of HR managers believe they face looming problems in retaining and recruiting new staff if existing employees are unwilling to retire or can’t afford to. Employment data shows 1.19 million over-65s are still working – slightly down on the 1.202 million peak at the start of 2015 – but still nearly double the 635,000 over-65s in the workforce in 2006. Working past 65 is increasingly seen as an option by employees, the study claims. It found just 29 percent of employees have ruled out working past 65. Younger workers – who face higher state pension ages – are the most likely to work past 65 with just 23 percent of those aged 25 to 34 saying they will definitely stop work by 65.

London commercial property market letting down its small businesses

London commercial property market letting down its small businesses 0

by • News, Property

commercial property LondonSmall businesses are poorly served by London’s current commercial property market, claims a new report from the think tank Future of London. The Workspace That Works report calls for local government, developers and landlords to address the threats this poses to the capital’s economy. The report claims that SMEs make up 99 per cent of all businesses and 41 per cent of employment in the capital, in line with the rest of the UK, but London faces a number of unique structural challenges such as the growing number of offices being converted to residential use, high rents and a general lack of suitable development sites. The report highlights the growth of shared spaces as a key factor in providing dedicated space for niche firms with significantly reduced costs for small businesses and start-ups.

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New report sets out the workplace factors that are most fulfilling for older workers

New report sets out the workplace factors that are most fulfilling for older workers 0

by • News, Workplace

The Centre for Ageing Better at the Institute for Employment Studies has produced a new report which sets out the workplace and job-related factors that make employment fulfilling for older workers, offering insights into both the attitudes of older workers and the implications for employers. The report offers guidance on what employers can do to support older workers, asserting that understanding what they want is the first step in helping employers, policy-makers and others to create age-friendly workplace. The report is split into three sections covering older workers’ attitudes towards different aspects of work: work content – what older workers value about their job roles and tasks; work culture – outlines how older workers consider work fulfilling if certain behaviours, management styles and values are presented by employers; workplace adjustments – offers practical steps that employers can take to make their workplaces more age-friendly.

Millennials now less likely to give up job security, but still want flexible work

Millennials now less likely to give up job security, but still want flexible work 0

by • Flexible working, News, Wellbeing, Workplace

Millennials less likely to leave security of their jobs, but still want flexible work

Millennials are less likely to leave the security of their jobs this year as the events of 2016; terror attacks in Europe, Brexit, and a contentious US presidential election appear to have rattled their confidence. This is according to Deloitte’s sixth annual Millennial Survey of nearly 8,000 millennials from 30 countries, which found that the “loyalty gap” between those who saw themselves leaving their companies within two years and those who anticipated staying beyond five years has moved from 17 percentage points last year to seven points. The desire for security is also apparent in the finding that, while millennials perceive across-the-board advantages of working as freelancers or consultants, nearly two-thirds said they prefer full-time employment. Those in highly flexible organizations appear to be much more loyal to their employers and are two-and-a-half times more likely to believe that flexible working practices have a positive impact on financial performance than those in more restrictive organizations. Three-quarters of those offered flexible working opportunities say they trust colleagues to respect it, and 78 percent feel trusted by their line managers.

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Cautious London job market post-Brexit, as EU nationals consider options

Cautious London job market post-Brexit, as EU nationals consider options 0

by • Cities, News, Workplace

The more recent employment figures for London suggest that until the terms of Brexit are known and put in motion, the jobs market will remain cautious. This is according to the latest Morgan McKinley London Employment Monitor which found that despite an 81 percent increase in jobs available and an 83 percent increase in professionals seeking jobs; compared to a 115 percent increase in jobs this time last year, the 2017 spike was muted in comparison. The 83 percent increase in job seekers month-on-month is coupled with a 29 percent decrease, year-on-year. Contributing to the decrease is the trickling off of non-British EU nationals working in the City, who comprise up to 10 percent of its workforce. In a post-Brexit survey of professionals conducted by Morgan McKinley, these individuals reported either moving abroad, or considering leaving London because of Brexit.

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Gender pay gap for Millennials is closing, but for the wrong reasons

Gender pay gap for Millennials is closing, but for the wrong reasons 0

by • Flexible working, News, Workplace

Gender pay gap for Millennials is closing, but for the wrong reasons

Millennial men are earning less than Generation Y did in their earlier careers reflecting a shift towards young men doing low paid work traditionally carried out by women. In his Grigor McClelland lecture on 21st century inequality to Manchester Business School yesterday, Resolution Foundation Director Torsten Bell drew on upcoming research for the Foundation’s Intergenerational Commission on the labour market prospects for younger generations, which highlights the stark gender differences on inter-generational progress on pay. According to the data, Millennial men have earned less than Generation X men in every year between the ages of 22 and 30, resulting in a cumulative pay deficit during their 20s of £12,500. In contrast millennial women have experienced neither generational pay progress or decline. This has narrowed the gender pay gap for millennials, but for the wrong reasons, a shift towards lower-skilled jobs, often part-time, which have stunted the pay progress of young men.

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Employers urged to create age friendly workplaces to help retain older workers

Employers urged to create age friendly workplaces to help retain older workers 0

by • Flexible working, News, Wellbeing, Workplace

Employers urged create age friendly workplaces to help retain older workers

Employers should provide full and equal access to flexible working arrangements, occupational health support and appropriate workplace adaptations to help older workers to manage health conditions at work. This is according to a new report from the Centre for Ageing Better, Fulfilling work: what do older workers value about work and why? which identifies the characteristics of work that are important to people aged 50 and over, and explores actions employers can take to attract and retain them. Understanding what older workers want is the first step in helping employers, policy makers and others create age-friendly workplaces. By 2020, one in three workers will be over 50 but while the employment rate for all working age adults remains at a record high of nearly 75%, for people over 60, this falls to around 50%. and there are currently 12 million people heading towards an insufficient retirement income. Ageing Better commissioned the Institute of Employment Studies to carry out the study as to ways of helping people stay at work and the report finds that health is the most important factor affecting older workers’ decisions to continue in work, ahead of job satisfaction and job quality.

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