Skills shortages hit two-thirds of London businesses
Two-thirds of London businesses expect skills shortages over the next six months, with 58% already recruiting overseas workers to fill gaps. Most foreign hires bring degree-level skills, though employers also cite employability gaps among UK graduates in areas like teamworking and communication.
Startling gap between HR and business
A survey of 96 organizations reveals a significant disconnect between HR professionals and business leaders on recruitment priorities. While 72% of HR staff prioritize filling vacancies quickly, only 28% of business managers view this as important. The findings suggest HR departments focus on staffing speed rather than hiring quality candidates aligned with business objectives.
What’s in a name?
A survey of 250 HR professionals found that 77% view renaming the HR function as a distraction from real issues. While strategy remains a key focus, half of respondents spend less than 30% of their time on strategic work, suggesting the need for meaningful operational changes over name changes.
HR: The easy solution to staff development?
Despite two-fifths of organizations reporting ineffective line manager support for staff development, HR can bridge this gap by providing formal procedures, clear business alignment, and comprehensive training that moves beyond box-ticking exercises to genuine performance and development impact.
Age discrimination cases put on hold
Age discrimination cases involving forced retirement have been put on hold pending the European Court of Justice’s decision on the Heyday case, expected in 2009. Employees dismissed on retirement grounds can now lodge complaints that will be stayed until the ruling, potentially prompting employers to reconsider mandatory retirement policies.
Engagement is not enough
Engagement alone isn’t sufficient for business success. Employee involvement—where workers understand the vision, own the outcomes, and take action—drives measurable results, with involved workforces showing significantly better profitability and stock performance than merely engaged employees.
Serving up performance management
Effective performance management drives staff motivation and retention by connecting individual roles to organizational goals, ultimately improving customer satisfaction. When employees understand how their performance impacts the business, service quality improves and customer loyalty increases.
Are you in touch with your clients?
HR business partners must dedicate time to face-to-face conversations with clients beyond discussing specific business issues. Understanding clients as individuals—including external pressures and personal factors—enables HRBPs to provide more effective strategic support and influence.
HR tip: References for redundant employees
Providing overly positive references for redundant employees can expose your organization to legal liability. Employers must give honest, accurate references to potential employers; omitting negative performance details could result in lawsuits from the hiring company.
Growing businesses fail to support staff
Staff at growing businesses report inadequate support and preparation from senior management, with nearly two-thirds claiming they lack sufficient guidance and training to lead growth initiatives, according to a new Forum Corporation survey.
Childless should have flexible working rights too, says TUC
The Trades Union Congress is calling for flexible working rights to extend to all employees, not just parents with school-age children. TUC general secretary Brendan Barber argues that every worker deserves the right to better balance work and personal life, regardless of family status or responsibilities.
Crucifix wearer accuses BA of discrimination
A British Airways employee suspended for wearing a small cross at work is accusing the airline of religious discrimination. Nadia Eweida was put on unpaid leave after refusing to conceal the cross and claims the airline’s hostility toward Christianity persisted even after policy changes.
Estranged by change?
Poorly managed change can devastate employee morale and engagement. Research shows 71% of workers experience reduced morale during transitions, while 64% question job security. HR leaders can mitigate these risks through strategic planning, line manager coaching, and transparent communication.
Office parties: Are you headed for crisis?
Planning an office party requires balancing employee enjoyment, legal compliance, and religious sensitivity. HR experts recommend avoiding mandatory attendance, scheduling flexibly, and creating a relaxed environment where participation is voluntary to minimize complaints and maintain positive workplace relations.
Bosses go on hiring spree despite ‘credit crunch’ gloom
Despite credit crunch concerns, 86% of employers plan to hire staff this autumn. The CIPD/KPMG survey shows strong recruitment intentions in private services, though public sector hiring remains cautious, with nearly half of employers expecting recruitment difficulties.
Succession planning: Where are your future leaders?
Succession planning requires balancing transparency with realistic expectations. An open promotion process, clear skills requirements at each level, and business-backed roles help organisations develop future leaders while retaining talented employees who understand career prospects and avoid unfulfilled promises.
How to retain and develop graduates
Retaining high-calibre graduates requires clear development pathways, meaningful work, and demonstrated career progress. Graduate loss rates vary significantly, with many leaving when they feel stalled or failing to advance after achieving professional qualifications. Success depends on making training valuable, providing early responsibility, and ensuring graduates see genuine prospects for growth within your organisation.
Ask the expert: Changing working patterns
When part-time employees refuse to change their working hours due to childcare responsibilities, employers may need to treat this as a redundancy situation if the morning role is no longer fully required. Formal redundancy procedures, including objective selection criteria and alternative employment offers, provide a structured approach and potential statutory redundancy payments.
Compensation for worker sacked for being ‘too young’
A 20-year-old woman has won a landmark age discrimination case after being fired for being “too young” to work as a membership secretary at a London club. She was awarded approximately £2,000 in compensation for injury to feelings and unpaid notice, marking the first tribunal ruling that age discrimination laws protect young workers as well as older employees.
UK ‘lacking entrepreneurial ambition’
A study of 700,000 people reveals the UK lags behind countries like the US, New Zealand, and Iceland in entrepreneurial ambition. Only seven in 1,000 UK adults aspire to grow high-expectation businesses, compared to 15 per 1,000 in the US, with competitive salaries from large corporations cited as a key deterrent.
