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The HRDirector Features

Defining the Benefit of Workforce Planning

Due to substantial cost increases over recent years many employers have been forced to review their Defined Benefit (DB) schemes. For most companies, the decision to close is the only pragmatic approach they can take - both to control risk and to plan ahead with known costs (i.e. rather than it purely being a cost cutting exercise). In our experience, the majority of companies, and in particular HR Directors, are keen to find a solution that does not however disadvantage long serving and loyal employees. The question is how to structure a Defined Contribution (DC) scheme that meets the needs of both the employees and company.

Article by: | Published: 9 September 2008

The HRDirector Features

Absenteeism and Presenteeism – A Plan of Action

Whether the proposed ‘well-notes’ become the norm or not, amongst the confusion one thing is clear– that both employees and employers have never been more concerned with the issue of employee health. And with the first ever review into the health of the working population revealing that ill health is costing Britain a staggering £100 billion every year, which is more than the annual budget of the NHS, employers have more incentive than ever before to promote a healthier working environment and ethos.

Article by: | Published: 3 September 2008

The HRDirector Features

HR Case Study: BASF Coatings Ltd

Due to the resources available to a global company, outsourcing is not something that they frequently need to consider. However, approximately six months ago BASF Coatings came across a service called Outsourced Reception, provided by Moneypenny, which appeared to offer real benefits.

Article by: | Published: 3 September 2008

The HRDirector Features

Leading people through mergers and acquisitions

When two organisations, employing hundreds or thousands of people, merge, a great deal of effort is given over to due diligence. Much time is devoted to poring over finances, integrating IT systems, telling the stock market about synergies and drawing up new structure charts. However, it may take some time to dawn on leaders that people change more slowly and in more complex ways than systems and processes.

Article by: | Published: 3 September 2008

The HRDirector Features

Split decision

At start-up, a company develops its personality by identifying the products and services it wants to offer, which will, hopefully, result in sales. Once the company’s identity is in place, it can begin to assert itself by focusing on creating a large customer base, selling to that customer base and making lots of money in the meantime. But problems often occur when a business decides to merge with or acquire a business which is not a good cultural fit.

Article by: | Published: 29 July 2008

The HRDirector Features

Strengths – The Heartbeat of Employee Engagement

Rarely has a topic received such overwhelming interest from HR practitioners and line managers as employee engagement. Organisations are queuing up to purchase ‘snake oil’ solutions to try to eek out additional discretionary effort and performance from employees.

Article by: | Published: 29 July 2008

The HRDirector Features

Pensions fit for purpose

The crisis in the UK pension system often leads to calls for employers to do more. This is because companies have in the past played a major part in retirement provision because it suited them to do so. But times have changed and so has the role that companies play in providing pensions. By Lee Jagger, partner and head of corporate pension advisory, KPMG.

Article by: | Published: 29 July 2008

The HRDirector Features

Time to engage…

Everyone likes to be recognised and thanked for a job well done or to be acknowledged for continued loyal service to an organisation. It makes people feel good about themselves, happy in the workplace and more motivated to continue working hard and improving.

Article by: | Published: 23 July 2008

The HRDirector Features

Thinking ahead?

The Government has estimated that around seven million people are not saving enough for their retirement and in order to tackle this problem and prevent future generations from retiring in poverty, the decision was taken to introduce automatic enrolment and the Personal Accounts scheme in 2012.

Article by: | Published: 27 June 2008