During the 15months since the Lord Davies Report in 2011 the percentage of female non-executives on FTSE 100 boards increased from 15.6% to 22.4% while the percentage of female executives is still abysmal at 6.6%! While it appears that companies are finding it relatively easy to outsource to bridge the female gap in non-executive board positions, the ability to find and nurture female talent up through top management to executive positions appears to be lacking.
Unfair treatment of employees returning from maternity leave
Inflexible working hours not allowing for child-minding responsibilities
Unequal pay and bonuses for equal work performance across genders
These age old sex discrimination issues and more are still not being dealt with by HR policies. This is crippling UK businesses in their ability to feed high achieving female employees up the management pipe-line, leading to poor gender diversity in the top management positions.
What is the point of change management? You see a way you can improve the company services/products/profits, and you make the change, simple? Or is it?
Change can have negative emotional repercussions, on both employees and customers, no matter how well intended the changes are. This is why it is important for HR policy to be involved with change, and why change needs to be managed carefully.
The following information can be used as a checklist to help ensure your policies and procedures for change management makes the most out of the changes you implement for your company, and overcomes the negative emotional hurdles on the way to success.
Before beginning a change to the company, whatever it is, small or large, it is important to work out the Who, When, Where, How, Why and What about it. The plan doesn’t have to be concrete, it is much better to have a plan that needs reviewing then to have no plan to refer back to. Your Human Resources Policy should stipulate that a plan is needed for all changes that are to be implemented.
Staff Appraisals are a great tool for problem solving and gives the perfect opportunity to give constructive feedback & staff praise as deserved/required. Is your HR policy set up to make your staff appraisals effective and if so are you using staff reviews to their full potential?
Companies often know that annual staff appraisals should be done but the actual time and resources to do so often mean they are put on the back burner. The resulting staff review may become a hurried tick box exercise (at the umpteenth request), or never even done. This means that the vital one-on-one employer-employee communication of this exercise – providing positive work incentive, advice for improvement and an opportunity to bring forward any unheard work issues – is lost! There is little doubt that continued appraisal abuse like this will lead to reduced staff morale and productivity.
You may have completed the required right to work checks when you first took on a new employee, and thought that’s where your duty ended for avoiding prosecution for hiring illegal workers. Did you realise that in some cases further checks must to be performed on an ongoing basis? Does your HR policy ensure your company covers the necessaries to avoid heavy fines and, or prosecution?
Immigration, Asylum and Nationality Act 2006: You are breaking the law if you employ a person who does not have the right to work in the UK. Under Section 15: An employer not completing the necessary checks can be charged a civil penalty of up to £10,000 for each illegal worker they have hired. Under section 21: An employer knowingly employing an illegal worker can face criminal prosecution leading to the possibility of up to 2 years imprisonment and, or an unlimited fine!
This factsheet can be used while preparing your business for events countrywide or local, to aid you as a check list for impact assessment. Use it for plan and action to reduce negative effects and to enhance the positive effects to ensure your business is at its fittest for success throughout!
Communicate with employees (as simple as a quick email) to find out if anyone is a volunteer or intends to have tickets for the event
Collate information on holiday requests for the event period (including how long and when) to confirm if there may be any times where staff shortage may be an issue
The technical storage or access is strictly necessary for the legitimate purpose of enabling the use of a specific service explicitly requested by the subscriber or user, or for the sole purpose of carrying out the transmission of a communication over an electronic communications network.
The technical storage or access is necessary for the legitimate purpose of storing preferences that are not requested by the subscriber or user.
The technical storage or access that is used exclusively for statistical purposes.The technical storage or access that is used exclusively for anonymous statistical purposes. Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you.
The technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes.