Change management: Making it work. By Lucie Benson
HR professionals need practical skills to manage organizational change effectively, which is increasingly central to their role. Research shows only half of reorganizations meet their objectives, with success depending on senior management support, comprehensive planning, active HR involvement, and sustained employee communication throughout the change process.
Workers give up on retirement funds
A quarter of workers are not saving for retirement despite concerns about inadequate government pensions. Research shows 85% of employees doubt government support, yet many cannot afford to save or haven’t started.
Employers struggle to find skilled staff
Employers are struggling to fill positions with skilled workers, particularly in sales, administration, engineering, and manual trades, according to a Manpower survey of over 1,800 businesses. The research shows demand is highest for electricians, plumbers, engineers, and administrative staff, prompting employers to consider flexible hiring strategies including temporary workers and non-traditional candidates.
Workers with HIV still facing discrimination
HIV-positive workers continue facing workplace discrimination due to employer misconceptions about health impacts and time off, despite legal protections. The National Aids Trust has released guidance to help employers recruit fairly and comply with anti-discrimination laws.
Poor literacy spells disaster for job hunters
Poor literacy skills are costing job hunters opportunities, with over half of employers reporting spelling and grammar mistakes on applications, yet many prioritize dress code violations over basic writing competency.
Leaders lacking HR support
Over half of UK business leaders worry about performing their jobs but rarely turn to HR for support, according to research by Richard Events. While many leaders recognize they need skill development, especially in relationship building, only 2% would confide in HR—preferring family, managers, or personal coaches instead.
Spelling disaster. By Sarah Fletcher
Nearly half of employers claim spelling and grammar errors on CVs are less serious than behavioral issues like chewing gum or inappropriate dress, despite viewing poor writing as a significant problem. HR professionals debate whether businesses or schools bear responsibility for addressing this widespread issue in job applications.
Professional development: Should the employee decide? By Lucie Benson
Employee development plans work best when responsibility is shared between HR, line managers, and employees themselves. While HR should facilitate options and managers guide decisions, employees increasingly expect autonomy in choosing their own training and development paths.
Cartoon: Smokers protest
A cartoon depicting smokers staging a protest. The image humorously illustrates the tensions between smokers’ rights and public health regulations, capturing a moment of social commentary through visual satire.
Ask the expert: Probation problem
Employers can dismiss probationary employees with less than one year’s service by giving contractual notice without following full disciplinary procedures, unless the dismissal relates to protected grounds like pregnancy or discrimination.
Talent Management: Don’t dismiss, talk. By Louise Druce
Before dismissing underperforming employees, managers should engage in dialogue to understand root causes of underachievement. By identifying what motivates individuals and addressing underlying issues, companies can often retain valuable talent and improve performance rather than incurring costly replacement expenses.
Change management: Use your common sense!
Many UK organisations mishandle change management, often failing to consult staff, provide training, or consider employee impact. A consultant argues that blaming staff for “resisting change” is unfair when changes are poorly implemented and managed.
It’s about time…
HR departments waste time on administrative tasks and copying generic policies without tailoring them to their organization’s culture, argues consultant Denis Barnard. He contends that this approach undermines employee buy-in and distracts from HR’s core strategic purpose.
HR tip: Disciplinary and the police due to criminal damage
Employers should proceed with their own disciplinary process immediately when an employee commits criminal damage, regardless of police involvement. Follow your standard procedures, conduct a thorough investigation, and make disciplinary decisions based on available evidence rather than waiting for criminal charges to be resolved.
Can an employer give a bad reference? By Charles Price
Employers have no legal obligation to provide references but must take reasonable care to ensure they are accurate and not misleading. Bad references can expose employers to liability if they’re negligent or deliberately defame an employee’s character.
Q&A: Bullying and harassment in the workplace
Workplace harassment is unwanted conduct that violates dignity or creates a hostile environment, defined by its impact on the recipient rather than the perpetrator’s intent. Employers must investigate complaints seriously, address suspected bullying proactively, and enforce clear anti-harassment policies to protect all employees.
Colborn’s Corner: Leading staff to their deaths?
Construction industry deaths are rising, prompting unions to call for increased safety inspectors and reversing budget cuts. While health and safety policies are essential, inconsistent enforcement and overly broad regulations undermine their effectiveness; targeted inspections addressing real workplace hazards prove more valuable than blanket compliance measures.
Ask the expert: Discrimination?
Family status alone isn’t protected against discrimination in UK law, but requiring an employee to work 12 hours daily may violate Working Time Regulations regardless of personal circumstances. Legal experts advise the employee to confirm compliance with contract terms and raise a formal grievance if the employer takes action.
Improving performance and setting goals. By Annie Lawler
Clear goals and open communication are essential for improving employee performance and preventing underperformance. Setting specific expectations combined with visualization and reinforcement techniques helps employees understand what’s needed and stay motivated to achieve agreed objectives.
Court orders Home Office to re-employ sacked interpreters
An employment tribunal has ordered the Home Office to re-employ two interpreters it previously sacked after they complained about being hired to “do nothing” for 15 years. The judge criticized the department as “one of Britain’s least impressive managements” and awarded each woman £75,000 in compensation along with reinstatement.
