Half of employees say employers discriminate against working mothers

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

People Power: The 5 Stages of the HR Lifecycle

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

Why you shouldn't ignore Glassdoor

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

HR Concerns in China during the Restructuring Process 

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

5 HR Solutions for Recognizing Employees That Won't Break the Bank

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.

  1. 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

Why HR Departments Should Be Embracing Big Data

When you hear the term Big Data you might associate it with certain functions of an organization, like marketing, product development or customer relationship management. You may not think about HR as part of this equation.

By definition, human resources is intrinsically tied to the personnel within an organization. From hiring, to training and administration, people are at the core of HR. So in a sector that requires a high degree of human interaction, businesses might ask, what does that have to do with Big Data?

It’s hard to deny that technology has transformed the way companies approach staffing, with more tools to help find the strongest candidate for a position, at the right time and in the most strategic way.

Here’s an example: millions of job-seekers turn to Monster to upload their resume and be considered for open positions. As you might imagine, this creates a massive volume of data. Employers come to us with a particular need for talent and using data analysis, we can tap into our database to pull out a tiered list of the strongest candidates. But organizations are also optimizing their internal processes to determine their needs on the long-term.

The Role of Analytics

So what role can big data play?

As Harvard University professor Gary King stated, “Big data is not about the data.” Ultimately, it’s about what is done with the data. This is where predictive analytics comes in.

In the past, companies might have used analytics for the staffing basics of who, when and why. We see the potential that mining big data can bring when it comes to how predictive analytics is changing the way businesses find and retain top talent. Businesses can use big data to be competitive in a wide range of ways:

Read the complete article here: http://www.huffingtonpost.ca/sheryl-boswell/human-resources-departments_b_7737238.html

Big Data and Mobile Apps Will Fundamentally Change How HR Does Its Job

ESTPORT, CT, Jul 21, 2015 (Marketwired via COMTEX) — Brian Sommer, a leading Human Capital Management and HR technology expert for 32 years, says that Big Data analytics, mobile applications and other fast-emerging technologies will fundamentally change how HR does its job.

Sommer’s predictions highlight the sixth edition of “Firing Line with Bill Kutik(R)”, the new web video series for the HR community, which debuts today on You Tube at http://bit.ly/KutikFiringLine.

“I think what’s really interesting at this time is that besides just the Cloud, things like Big Data analytics, in-memory database technology, all new kinds of mobile technology — all this is coming and it’s coming at the same time,” Sommer tells Kutik.

“And that creates kind of a competency of technology change hitting all at once…an opportunity for HR technology vendors as well as HR executives to take advantage of some very profound things that will change their processes. It’s going to change their technology. It’s probably going to change their perspective about what HR really should be doing going forward.”

Sommer also issues a call to action and a warning for HR execs who don’t stay abreast of these fast-developing innovations. “Those best HR executives I run into are the ones who play in traffic frequently, who invite a lot of vendors and stuff into their office and see a lot of demos,” Sommer said.

“They get to all the right shows, and they’re taking chances and experimenting with this stuff because they’re looking to see things that are transformed. So, if you don’t get out there and become cosmopolitan, you’re going to be road kill.”

To date, the monthly “Firing Line” series, which began in March, has received 10,000 views on YouTube.


Read the complete article at: http://www.marketwatch.com/story/big-data-and-mobile-apps-will-fundamentally-change-how-hr-does-its-job-leading-consultant-brian-sommer-tells-firing-line-with-bill-kutik-2015-07-21

HR’s three biggest performance management mistakes

Managing poor performance is an issue that is, unfortunately, commonplace for many HR professionals – and one that has the potential to wreak havoc if handled poorly.

Because of this, it can be tempting to avoid performance management altogether, out of fear that it could lead to a costly unfair dismissal allegation.

According to Julian Riekert, partner at Lander & Rogers, following proper procedures will ensure that performance management and termination are both possible and defensible.

Ninety per cent of dealing with performance issues successfully, Riekert said, is about being thoroughly prepared and having a plan of action which is both clear and simple.

“Employers need to have a clear and workable performance management policy and procedure, and which the employer must ensure it follows,” he said. “A performance management process can fail because employers do not follow their own process.”

However, he advised employers to be aware that following the correct processes does not automatically warrant protection from unfair dismissal claims.

“But we think it is time that employers started contesting these types of claims,” he continued. “When employers have done everything right and they have a strong case, they can certainly defend an unfair dismissal claim in the Fair Work Commission and win.”


Read the complete article here -> http://www.hcamag.com/hr-news/hrs-three-biggest-performance-management-mistakes-202881.aspx

Honest HR manager fired for following rules, lawsuit claims

A HR manager in the US has filed a lawsuit claiming she was fired for putting her own legal obligations before the wishes of her former employer.
Enriqueta Ramirez, former HR manager of Illinois tech company Valid, claims in a Will County court lawsuit she was fired for refusing to perjure herself.
Ramirez claims her staunch refusal to sign off on hiring a man who was not permitted to work in the United States led to her being fired by Valid.
Patch.com reports that the lawsuit details how Ramirez “conscientiously refused to sign Federal DHS form I-9 for an individual whom she was informed was not legally permitted to work in the United States.”
The result? A termination from the company for which she’d worked for 11 years, “in retaliation for her lawful refusal to commit perjury on the I-9.”
Form I-9 is used for verifying the identity and employment authorization of individuals hired for any employees who wish to be employed in the US.
All employers are obliged to ensure the proper completion of Form I-9 for each individual they hire for employment under US law, and all employees must evidence their employment authorization as part of the hiring process.
Ramirez refused to approve the new hire, who the lawsuit claims was being brought on by Valid to fill the position of a mechanic at the company.

Read the complete article here ->  http://www.hrmonline.co.nz/news/honest-hr-manager-fired-for-following-rules-lawsuit-claims-203500.aspx

Creating a culture of flexibility: The role of HR

Enabling a flexible workforce can result in real business benefits – from hiring and retention of team members to reducing environmental impact and facilities costs. But to do it right requires more than just a flexible work program, it requires a culture of flexibility that is integral to the business. And that means many different functions within the enterprise, working in concert.

In other blogs on this topic, we explore the roles of IT and Facilities in fostering that culture. Here, we’ll look at the responsibilities of human resources (HR).

Our culture of flexibility is supported by two main initiatives: First ourConnected Workplace program enables eligible team members to work remotely, at variable hours or in other flexible capacities that fulfill the needs of both their jobs and their lifestyles. Second is Conexus, our Employee Resource Group that enables mobile and remote team members to network more effectively and share best working practices.

Read the complete article here: https://powermore.dell.com/technology/creating-a-culture-of-flexibility-the-role-of-hr/