HR Advice

13 02 2023

Demand for skilled workers to push up salaries

Matthew Chilcott Blog, General, Payrol, Performance Management #outsourcedhumanresources, #payroll, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott of Consensus HR comments: “With the current strikes taking place, when writing this blog, is it hardly surprising that Demand for skilled workers to push up salaries ? This latest article from The Times discusses that it is predicted that private sector employers will get a 5% increase in 2023, compared to the public section getting 2%. Has your business started to look at what your pay review for the year and what you can afford? Has your business carried out any salary reviews within your area of business to see what the current rate of pay is? Whether this be high, median or low in relation to your competitors? In order to keep top talent, pay is one of the main drivers along with all the other areas of HR such as training and develoment, reward, culture etc.”

NEWS ARTICLE:- Demand for skilled workers to push up salaries

Demand for skilled workers is likely to push up salaries this year. A poll from the Chartered Institute of Personnel and Development (CIPD) shows that more than half of British businesses expect to increase salaries to “stay competitive.” The CIPD’s quarterly employment report shows that, on average, employers expect pay to increase by 5% in 2023. While it is predicted that private sector workers will get a 5% rise, public sector workers are expected to receive an increase of 2%. Although seven in ten firms want to hire new staff in the next three months, almost 60% said the workers they were looking for are proving hard to find. To address this, half of businesses have sought to improve the skills of existing staff, while a third have chosen to increase employees’ duties. Some 43% have increased the pay they are offering to lure applicants. Jon Boys, the institute’s senior labour economist, said: “Skills and labour remain scarce in the face of a labour market that continues to be surprisingly buoyant, given the economic backdrop of rising inflation and the associated cost of living crisis.”

The Financial Times

The Daily Mail

The Guardian

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Young workers' safety highlighted during National Apprentice Week

13 02 2023

The Importance of Human Resources in Business

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Law, General, Handbook, Health & Safety, Investigations, Newsletter, Payrol, Performance Management, Recruitment, Redundancy, Rewards & Benefits, Training & Development #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Importance of Human Resources in Business – Human resources (HR) is a vital function within any successful business. Its primary purpose is to attract, retain, and develop talent, which is crucial for growth and competitiveness in today’s ever-evolving business environment. In this article, we’ll delve into the significance of HR in business and examine the many roles it plays in driving organisational performance.

To begin with, HR is responsible for attracting and retaining top talent. In today’s job market, with increased competition and a limited pool of available employees, it’s essential for companies to stand out and appeal to the best candidates. HR plays a crucial role in this regard by creating effective recruitment strategies that attract top talent to the organisation. This may involve utilising a variety of methods, including career fairs, social media, and employee referral programs, to reach potential candidates and showcase the company’s values, culture, and opportunities.

Once the top talent is on board, HR must then ensure that they are properly trained, developed, and integrated into the company culture. The success of a business is directly tied to the performance of its employees, and HR must make sure that employees have the necessary skills, knowledge, and support to excel in their roles. HR can do this by providing job training and development programs, implementing performance management systems, and conducting employee engagement surveys. These initiatives not only help employees perform better but also increase their job satisfaction, motivation, and overall engagement.

In addition to talent acquisition and development, HR also plays a critical role in ensuring that the company operates within the legal and ethical framework. This includes compliance with labour laws and regulations, as well as addressing workplace conflicts and disputes. HR must also be proactive in promoting a culture of diversity, equity, and inclusion, and ensure that the company operates in a manner that aligns with its values and ethical principles.

One of the significant benefits of having a strong HR function is that it helps to create and maintain a positive and productive workplace culture. A healthy work environment fosters employee engagement and motivation, leading to higher levels of productivity and overall performance. HR plays a key role in shaping and maintaining the company culture by creating a welcoming and inclusive work environment, promoting open communication, and recognizing and rewarding employees for their contributions. By doing so, HR helps to reduce employee turnover and increase employee satisfaction, leading to improved business results.

Another crucial role that HR plays in business is employee relations. This involves managing employee benefits and compensation, addressing employee concerns, and resolving disputes. HR must ensure that employees are paid fairly and receive adequate benefits, such as health insurance and retirement plans. They must also be knowledgeable about the company’s policies and procedures and be able to communicate them effectively to employees. Additionally, HR must be available to listen to employee concerns and provide guidance and support when necessary. By fostering a positive and productive work environment, HR helps employees feel valued and appreciated, leading to higher levels of employee engagement and satisfaction.

Finally, HR is responsible for supporting the overall strategic objectives of the organisation. This involves aligning HR initiatives and policies with the company’s goals and objectives and working with other departments to ensure that the company operates as effectively and efficiently as possible. For example, HR may work with the marketing department to develop and implement employee branding and recruitment initiatives that align with the company’s marketing strategy. Additionally, HR may partner with the finance department to develop and implement compensation and benefits programs that support the company’s financial objectives.

In conclusion, the importance of HR in business cannot be overstated. From attracting and retaining top talent, to creating a positive workplace culture, and supporting the overall strategic objectives of the organisation, HR plays a critical role in driving organisational performance and success. Companies that invest in their HR function will reap the rewards of improved employee engagement, higher productivity, and a more effective and efficient business operation. Investing in HR programs and initiatives, such as leadership development, diversity and inclusion, and employee engagement, will ensure that the organisation remains competitive in today’s fast-paced business environment and attracts and retains the best talent.

In addition to the tangible benefits of a strong HR function, there are also intangible benefits that are equally important. A company with a positive workplace culture and engaged employees is more likely to have a good reputation, which can lead to increased brand recognition and a positive image in the eyes of customers and stakeholders. This, in turn, can lead to increased customer loyalty and a more stable customer base, which is critical for long-term success.

It’s also worth mentioning that HR is not just about managing employees, but it’s also about managing the company’s most significant asset: its people. By providing support, guidance, and development opportunities, HR helps employees reach their full potential and contribute to the success of the organisation. Additionally, by fostering a positive and inclusive workplace culture, HR can help to create a workplace that employees are proud to be a part of, which in turn leads to higher levels of employee satisfaction, motivation, and performance.

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09 02 2023

Inquiry uncovers years of sexual harassment at transport union

Matthew Chilcott Blog, Employment Law, General #equalityact2010, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “It would seem every day I come into work at the moment there is an article on an area of the Equality Act 2010 and the past two days, sexual harassment. Companies need to ensure that all members of their team are given the relevant development in Equaity within the workplace as everyone must now understand that actions of the past are rightfully now not accepted. Many businesses will be rightfully having to pay out unlimited financial penalties for such behaviours.”

Inquiry uncovers years of sexual harassment at transport union

An inquiry has concluded that women working at the TSSA transport union were subjected to sexual harassment and coercive and manipulative behaviour over many years. The report, led by Baroness Helena Kennedy KC, has urged sweeping changes to restore the union’s reputation and protect that of the broader trade union movement, and called for a tight-knit group of four senior figures to leave the organisation, saying they had “enabled [sexist] behaviours through wilful blindness, power hoarding and poor practices.” Kennedy wrote: “There appears to be a failing in leadership and a failing in culture. [The TSSA’s] finances, I understand, are in a poor state and its membership has declined. I conclude that the internal leadership at the TSSA is not fit for purpose.” The TSSA said it accepted all the report’s recommendations.

Financial Times

Daily Mail

The Guardian

The Human Times

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08 02 2023

McDonald’s pledges to better protect workers in the UK

Matthew Chilcott Employment Law, General #equalityact2010, #mcdonalds, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This is a very interesting article concerning a well know employer – McDonald’s pledges to better protect workers in the UK. I always thought that McDonalds were a great employer offering employees a range of benefits and recognised development, but this article seems to state differently, especially when it comes to Equalities and Human Rights. This is yet another example of where business owners and members of the team / managers are not ensuring that all areas of the employment Rights Act 2010 are covered. It is fine to say that the wellbeing of our people is our absolute priority but how are. you demonstrating this? No employee should go to work to not be respected or treated equal. I refer to our previous blog that discusses the Equaity Act 2010 and what all members of the team must adhere too or face severe possible consequences such as unlimited penalties from day one of employment. We help companies with their HR Policies and Procedures whilst ensuring these are actually used and demonstrated within the workplace.”

NEWS ARTICLE: McDonald’s pledges to better protect workers in the UK

McDonald’s has signed a legally binding agreement with the UK’s Equalities and Human Rights Commission which requires the company to deal with what is thought to be more than 1,000 complaints from staff about workplace behaviour. The UK’s Bakers, Food and Allied Workers Union (BFAWU) has previously raised the alarm over a “toxic culture” in McDonald’s restaurants. Ian Hodson, national president of the BFAWU, said: “It’s shameful that one of the richest corporations on the planet doesn’t take sexual harassment seriously until we raise it . . . I pay tribute to all our members who have spoken out on this issue and encourage McDonald’s to work with us in ending sexual harassment.” The agreement commits the group to a number of measures to better protect workers in the UK, including communicating a “zero tolerance” approach to sexual harassment, providing anti-harassment training for employees, and improving policies to better respond to complaints. Alistair Macrow, chief executive of McDonald’s in the UK and Ireland, said the company already has a “strong track record” in this area but wants to further improve it. He added: “As one of the UK’s leading employers, the safety and wellbeing of our people is our absolute priority. It is hugely important to me that everyone in our organisation feels safe, respected and included at all times – this is core to the values of our business.”

ITV News

The Guardian

The Independent

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08 02 2023

National Pizza Day – 9 Feb. 2023

Matthew Chilcott Blog, General #nationalpizzaday, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: -“What is your favourite topping for National Pizza Day – 9 Feb. 2023 ? One of mine is Pepperoni which comes in at 66% of the top ten pizza toppings and it is so interesting to read the history of the Pizza and how it came over to the UK after the 2^nd World War!!” Whoever thought there was so much about a Pizza?

Full details can be found on the link below.

HISTORY OF NATIONAL PIZZA DAY – National Pizza Day – 9 Feb. 2023

It’s hard to imagine that before World War II, pizza was little known outside of Italy or

Italian immigrant communities. This cheesy disc went from a niche cultural meal to the star of the show anywhere it turns up! Let’s hear it for pizza!

Though flatbreads with toppings were consumed by ancient Egyptians, Romans, and Greeks, the modern birthplace of the pizza is southwestern Italy’s Campania region, home to Naples. Founded around 600 BC as a Greek settlement, Naples in the 1700s and early 1800s was a thriving waterfront city. Technically an independent kingdom, it was notorious for its throngs of working poor, or lazzaroni. These Neapolitans required inexpensive food that could be consumed quickly. Pizza — flatbreads with toppings that can be eaten for every meal — fulfilled this need. These early pizzas featured tasty toppings such as tomatoes, cheese, oil, anchovies, and garlic. More well off Italian authors judged Naples’ innovation, often calling their eating habits disgusting.

In 1861, Italy finally unified, and King Umberto I and Queen Margherita visited Naples in 1889. Legend says that the traveling pair became bored with their steady diet of French cuisine and asked for an assortment of pizzas from the city’s Pizzeria Brandi, founded in 1760. The variety the queen enjoyed the most was called pizza mozzarella, a pie topped with the soft white cheese, red tomatoes, and green basil — much resembling the Italian flag. Since then, this particular choice of toppings has been dubbed the Margherita pizza.

However, even with the Queen’s love for the dish, pizza would remain little known in Italy beyond Naples’ borders until the 1940s. Across the sea, immigrants to the United States from Naples were replicating their flatbreads in New York and other American cities. They were coming for factory jobs, but accidentally made a culinary statement. Relatively quickly, the flavours and aromas of pizza began to intrigue non-Neapolitans and non-Italians alike.

For futher information and to find out what are the favourite toppings, click here.

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07 02 2023

Employers group joins criticism of apprenticeship levy

Matthew Chilcott Blog, General, Training & Development #apprentices, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Following our previous blog in relation to National Apprenticeship Week, it is interesting to read this article ‘Employers group joins criticism of apprenticeship levy ‘ and the comments that have been made in relation to the complex funding system and the fact that £600 m was returned to the Treasury last year. I must admit I have, having worked with the system and wished to have an Apprentice; it is extremely complex. It defeats the whole objectives of what the scheme is set up for, to provide structured, professional experience and development in the workplace whilst gaining valuable work / profession skills. Employers must also, though ensure they develop the Apprentice and not just use them for mundane tasks such as filing and making the tea and encourage them with support to gain the skills the profession needs!”

NEWS ARTICLE: Employers group joins criticism of apprenticeship levy

The Association of Employment and Learning Providers has claimed the apprenticeship levy funding system is too complex and must be reformed. The group, which represents businesses that deliver apprenticeships, employability support and vocational training, wants the Government to simplify the system and to provide more support to encourage young people and smaller employers to use it. Jane Hickie, its chief executive, said it would “lobby the government to have a minimum level of funding for apprenticeships, which we reckon would be about £5,000”. She said this particularly affected the hospitality and retail sectors, where the funding bands were insufficient to achieve a high enough standard. It comes after the Co-operative Group revealed that more than £600m was returned to the Treasury last year because businesses were unable to meet the restrictive requirements for drawing on the money they had paid in. Alongside the British Retail Consortium, UKHospitality, techUK and the Recruitment and Employment Confederation, it is calling for an overhaul of the levy.

The Times

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06 02 2023

National Apprenticeship Week

Matthew Chilcott Blog, General, Training & Development #apprentices, #apprenticeshipweek, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This week is National Apprenticeship Week. Apprenticeships are a fantastic way of getting new employees on board with them completing a structure program relevant to the skills they need. When working for a major water company, I played a part within a team in the writing of the new criteria for Apprenticeships within this industry with the Skills council which was then introduced to great success. Apprenticeships allow the employee the opportunity to demonstrate their competence within the workplace whilst receiving the development out in the field. There are many providers out there who will manage the process for you and the assessment for a set fee with some funding generally available from the Government and would highly recommend you consider.”

National Apprenticeship Week (NAW) 2023 is the 16th annual celebration of apprenticeships.

The week brings together businesses and apprentices across the country to shine a light on the positive impact that apprenticeships make to individuals, businesses and the wider economy.

Skills for life

The theme for National Apprenticeship Week 2023 is ‘Skills for Life’. The week will reflect on how apprenticeships can help individuals to develop the skills and knowledge required for a rewarding career and help businesses to develop a talented workforce that is equipped with skills for the future.

The National Apprenticeship Week website has more information and a toolkit to help you plan and promote your activities.

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03 02 2023

UK plots rethink on foreign student working hours

Matthew Chilcott Blog, General, Recruitment #outsourcedhumanresources, #students, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This is a very interesting article and appeals to me due to my early career days working and managing a team within the hospitality service. We had many students, both foreign and UK that wanted to gain experience, especially customer service and working within the public domain and the restrictions helped to ensure that their studies did not suffer but could work more hours during the holiday period. They were a total asset to the business, who without we probably would not have survived. My concern with this plan would be that some employers would take advantage and it would lead to what the legislation aimed to prevent, and student visas being used as backdoor routes to UK jobs. It will be interesting, should this go ahead what the overall outcome is, but of course it would take a few years to fully analyse and by then the doors are open and it becomes common practice.”

NEWS ARTICLE: UK plots rethink on foreign student working hours

Foreign students in the UK could be allowed to work longer hours under plans to boost the economy, with ministers looking at ways to encourage students to take more part-time jobs to tackle shortages in certain sectors. Britain’s 680,000 overseas students are limited to 20 hours of paid work a week during term time to prevent student visas from being used as backdoor routes to UK jobs, but officials are contemplating raising the cap to 30 hours or removing it entirely. The plan comes at a time when there are 1.3m vacancies in the UK, almost half a million more than before the pandemic. Work and Pensions Secretary Mel Stride is leading a review that will assess ways of tempting some of the UK’s 9m economically inactive people back to work and encourage those already in employment to do more hours. Students could be targeted to fill vacancies in hospitality and retail.

The Times

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Presenteeism remains an entrenched feature of business culture.

03 02 2023

Young people seek to make friends

Matthew Chilcott Blog, General #Hertfordshire, #outsourcedHR, #outsourcedhumanresources, #stevenage, #uniform, #uniformstandards, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott, Owner of Consensus HR comments:” The BBC have recently written this article which is very interesting in relation to the major change that has happened to the workforce in relation to going to work and the office. Many articles are now being written about employees who do not wish to return to the workplace, but do they have a choice? We are finding after talking to our clients and other businesses where this is applicable some have found it very easy through consulting with the team about the benefit of returning to the workplace such as team moral, better office facilities and team meetings amongst many other things whilst ensuring an adequate Risk Assessment takes place and a correct Policy is in place to return as normal and as it was prior to the pandemic, whilst others through consultation and talking have found a balance, working in the office, three days a week and from home / hybrid, two days a week. The last three years have shown us, that as long as the team are managed correctly, given the right tools for the job, and a Risk Assessment / Lone Working needs met they can basically do the job anywhere whilst ensuring that the 121 / team contact continues as needed and it is really up to the business and team to decide on the most productive way forward for the team member and business. Although this is not possible in all sectors such as care, hospitals, catering etc.

NEWS ARTICLE: – Young people seek to make friends as firms shift to remote-working

The workplace has traditionally been an environment to make friendships and connections, but many young people are lacking such opportunities as employers shift to hybrid-, distributed- or remote-working models. Experts say that, overall, social circles have shrunk in the wake of the pandemic – and in some cases, were never established at all. “Many people, Gen Z specifically, who are entering the workforce, haven’t necessarily had the experience of being able to make friends in the typical way, and are starting a new job for the first time where they don’t know anyone,” explains Miriam Kirmayer, a clinical psychologist and friendship expert practicing in Montréal, Canada. Because Gen Z has not had the “experience of making new friends at work that they really can draw on and leverage to keep them feeling socially connected,” young people are fundamentally changing their approaches to how they connect, and what those connections look like, Kirmayer says. These shifts also have changed the entire traditional idea that work functions as a “hub of friendship and social connection,” she adds.

BBC

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03 02 2023

HSBC staff go casual

Matthew Chilcott Blog, General #HSBC, #outsourcedhumanresources, #uniformstandards, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Uniform standards seem to be a strong topic at the moment with many well know companies changing their styles to be more practical, casual and a new company culture and this article from the BBC in relation to HSBC discusses how they are changing to menopause friendly garments and ethnic wear to name a few. We previously wrote about this in January and how a family law firm had changed it dress code for the office and how it unveiled an updated dress code which it is claimed is more reminiscent of celebrity club Annabel’s than the mood at traditional law firms. What are your views on company workwear? Do you have one?

NEWS ARTICLE: HSBC staff go casual

HSBC has announced a shift to more casual uniforms for 4,000 branch staff, including jumpsuits and “menopause-friendly” garments for women, ethnic-wear, including tunics and hijabs, and chinos and jeans. The bank said the uniform redesign mirrored the “more casual new look of the banks’ branches.” The BBCnotes that HSBC is to close 114 more UK branches from April, with about 100 jobs disappearing. HSBC UK’s director of distribution, Jackie Uhi, said: “Our branch colleagues are the public face of the bank, so what they wear does not only need to reflect the brand, it needs to look good, be practical, comfortable and hard-wearing, while taking into account specific human needs like those who are pregnant or going through the menopause.” The bank said the fit, style and material of the new outfits had been designed to provide “maximum comfort” when people were experiencing menopause symptoms.

BBC

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03 02 2023

World Cancer Day – 4th February 2023

Matthew Chilcott Blog, General #cancer, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, hr outsourcing, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Did you know that this Saturday the 4^th February 2023 is World Cancer Day? This is something I did not know and this interesting article from the Health & Safety Executive (HSE) explains how it is estimated that 12,000 people die from work related lung diseases which are linked to exposure during their working lifes, including cancer! The HSE has along with all other areas of Health & Safety, some great tools for businesses to use to ensure their teams duty of care is at the forefront at all times.”

HSE ARTICLE: – World Cancer Day – a reminder of the risks to lungs from work activities

Saturday 4 February is World Cancer Day, the international awareness day to help educate people and encourage them to work together to reduce preventable cancer deaths.

If you work with certain dusts, gases, fumes and vapours in the workplace, it’s important that you understand the risks and protect workers’ health by using effective control measures. Employers have a legal responsibility to protect their workers’ from ill health.

The HSE website has guidance for a range of workplaces to prevent work-related lung diseases.

Sectors featured include:

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31 01 2023

Automatic enrolment pension thresholds 2023/24

Matthew Chilcott Blog, General, Payrol, Rewards & Benefits #autoenrolment, #outsourcedhumanresources, #pensions, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “At least this is one confirmed fact that will help business owners when having to pay their employee’s pension contributions and should help those employers who do not meet the current £10,000 threshold but have a number of the team on part-time flexible hours.”

PRESS ARTICLE: Automatic enrolment pension thresholds will remain the same for 2023/24

The government has confirmed auto-enrolment thresholds will be held at their current levels for the next year. Laura Trott, under-secretary of state for pensions, said the decision was taken to “ensure the continued stability of the policy in light of the impact of Covid-19 and prevailing economic factors.” The 2023-24 annual thresholds mean the automatic enrolment earnings trigger will remain at £10,000 and the lower earnings limit of the qualifying earnings band will remain at £6,240 with the upper earnings band staying at £50,270.

FT Adviser

The Times

The Human Times

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