Can you really afford not to know about this?
Designed for managers and HR professionals alike, the following are just some of the crucial issues you will find covered in the latest edition, which is why reading the workpocket won’t just save you time and money – it could actually end up costing you if you don’t.
Are you sure your best people aren’t going anywhere?
With mobility on the rise, do you risk losing the talent you need to succeed? Replacing an existing employee costs an average of seven months’ salary every time you do this, so it would pay you to think about investing more in retaining the key people you already have.
Maybe you cannot afford pay increases, but what about your competitors?
While good pay is the most important factor in attracting and retaining staff, if uncertainty about future prospects is making you cautious about pay increases, there are other options.
Employees want to be trained, but what do you want?
Good training is crucial in sustaining loyalty and motivation, but with budgets stretched it is vital to maximise your investment by ensuring training supports the delivery of your strategic objectives and has a direct financial impact. The problem is that training is often neither as relevant to nor aligned with operational needs as it should be. |
Could redundancy lose you more than just people?
Rushed redundancies can easily backfire. It may be difficult to function efficiently or grow in the long-term without the people you have let go, and if motivation and morale within your remaining staff suffer, productivity can also dip and erode any savings you have made.
Having a strong Talent Management strategy will not only help you to better develop your people, it will also enable you to identify and capitalise on any ‘spare capacity’ to maintain or even improve productivity.
Are you compliant with all this legislation – and what if
you’re not?
The Agency Workers Regulations (AWR) will come into force in October 2011, so what do they involve, what do you need to do, and how can you make them work for your organisation? After 12 weeks on assignment in a particular role, most agency workers will qualify for the same pay and benefits as those directly engaged by the hirer. The AWR will therefore provide a useful opportunity to review the efficiency of your organisation and how agency workers can best enhance this.
While the main aim of the Equality Act 2010 was to harmonise a raft of existing legislation, it includes a number of new and stronger criteria, and you are potentially liable for the actions of a contractor or other third party. And the Bribery Act 2011 places the onus on firms to prove that they have put ‘adequate procedures’ in place to prevent bribery or improper inducement either in the UK or abroad, by direct employees or by contractors.
The new Pensions Act comes into effect in 2012. Virtually all employees (permanent and temporary) will need to be enrolled in a ‘qualifying workplace pension’. This can be either a qualifying occupational pension or the new National Employment Savings Trust (NEST) - a low administration fee option designed for lower paid workers, but which can be rolled out for all staff. |