Almost half (49%) of mothers believe employers discriminate against working mums, according to research from specialist jobsite Workingmums.co.uk.
In the website’s annual survey, only one in eight (12%) respondents said that employers do notdiscriminate against working mothers.
Almost three-fifths (58%) of working mums said flexible working was the most important factor for their career progression, up from 52% last year. Nearly four in 10 (38%) of those on maternity leave would not return to their jobs if a request for flexible working was not granted. But despite this, 46% of those on maternity leave had not yet discussed flexible working with their manager.
Gillian Nissim, founder of Workingmums.co.uk, said the results show how important it is employers consider how to make flexible working work for them.
“There are some jobs in which it is easier to offer certain forms of flexibility, but our work in highlighting best practice shows that there is room for a lot of creative thinking on how to make work culture more family-friendly,” she said. “Some have argued that it is too expensive for businesses to move to more agile working patterns, but the survey demonstrates the costs of not doing so in the loss of skilled staff.”
Read the complete article at: http://www.hrmagazine.co.uk/article-details/working-mothers-facing-workplace-discrimination
Like many other areas of life and business, human resources has a unique lifecycle; however, instead of focusing on the biological aspects of development, the HR lifecycle involves the stages employees go through and the role HR takes on during those stages.
The typical employee experiences five different stages during their employment: Recruitment, education, motivation, evaluation and celebration. Each stage has its own challenges, opportunities and benefits. For example, if your small business is experiencing excessive employee turnover, it is likely that the “motivation” stage of the HR lifecycle needs attention; or, if an employee’s skills are not improving, you will want to address the “evaluation” stage.
If there is a breakdown at any stage of the cycle, you need to take the necessary steps to correct the problem so both your employees and your business continue to grow. Here’s a look at each stage in more depth:
Stage 1: Recruitment
Growing your business starts with hiring the right people. Hiring decisions play a critical role in turnover, productivity and growth. In order to succeed in the recruitment phase of the HR lifecycle, your human resources department needs to:
- Create a strategic staffing plan that includes understanding positions that need to be filled, what will be expected of an employee, a strategy for attracting the best of the best, and other hiring concerns;
- Analyze compensation and benefits packages to see if they’re competitive enough to attract the top talent; and
- Develop an interviewing protocol, which may include written tests and multiple interview requirements, as well as a focus on active listening.
Read the complete article at: http://www.securityinfowatch.com/article/12104863/the-5-stages-of-the-hr-lifecycle
Whether it is books or hotels, televisions or restaurants, consumers often seek the opinions of others before committing to purchase. Recent research suggests that job applicants display similar behavioural traits; also relying on online channels such as Glassdoor for trusted information to make employment decisions. Glassdoor allows employees and former employees to anonymously review companies and their management as well as detail salary and interview information.
My recent study is the first significant academic research in to Glassdoor in the UK and suggests that the site isregarded by users as more trustworthy than traditional information sources such as employer-produced collateral or career guidance professionals.
The research clearly shows that Glassdoor is considered trustworthy – 68% of respondents stated that they considered Glassdoor to be either entirely or somewhat trustworthy, second only to word of mouth informationfrom family, friends, and colleagues/ex-colleagues. That this relatively new information source is considered more trustworthy than traditional information sources is of importance to HR professionals, who need to understand the significance of this when shaping their employer brand.
Users appear to be aware of Glassdoor’s potential weaknesses. Respondents overwhelmingly listed two pitfalls: the perceived negative bias of the reviewers and the perceived lack of verification of reviews. Common traits affecting trust, such as ability, benevolence and integrity, were viewed as absent from Glassdoor but this did not impact participants’ trust in the site. In short, users are aware of the site’s limitations but trust and value the reviews anyway.
Read the complete article here: http://www.hrmagazine.co.uk/article-details/why-you-shouldnt-ignore-glassdoor
Except where the investor chooses to sell the company, a restructuring will mostly mean that employees will need to be laid off. The way employees are terminated, and the liabilities that the company has to incur, will differ depending on the situation. It goes without saying that companies would have to pay any outstanding salaries and social security contributions. Investors should be aware that under certain circumstances, not paying employees their salaries for more than three months constitutes a crime, and may lead to fines and even prison sentences for the executives involved. Instances where employees or local governments exert pressure by less formal means are not unheard of. The employer and employee can end the relationship by mutual agreement, which is the most advisable. In such a case both parties can work out a compensation arrangement for the employee’s temporary loss of livelihood. -
Read the complete article at: http://www.china-briefing.com/news/2015/09/03/hr-concerns-during-the-restructuring-process.html
All right, so you want to do some employee recognition and make sure people who work hard get properly rewarded — that’s a great idea. Most employees want to know that their efforts on your behalf are noticed, and few things are more depressing than the belief that the company doesn’t care about them. Even better, knowing recognition is possible can help other employees work harder — and the end result will be a major gain for the company.
Still, what kind of employee recognition can a small employer offer without fracturing your budget? After all, money isn’t always a good motivator – the most expensive rewards may not be the best ones. Let’s take a look at some of the more affordable HR solutions you could use to recognize your employees.
- Newsletter Recognition
If you have a company newsletter, a section highlighting special efforts people have made can be an outstanding way of making sure everyone knows how well they’ve been contributing to the team. Try to avoid things like “Employee of the Month” or “Best of…” segments, though — this kind of recognition can feel temporary at best. Instead, honestly talk about their actions and what the results were — especially if they work remotely, since employees who aren’t in the office all the time often need to be managed in different ways.
Read the remaining items on this list at: http://www.huffingtonpost.com/margaret-jacoby/5-hr-solutions-for-recognizing_b_8067430.html?ir=India&adsSiteOverride=in