What’s the answer? Changing pay frequency
Changing pay frequency from weekly to monthly requires proper legal notice to employees. Employers can either consult staff and implement the change unilaterally, or request written consent and dismiss those who refuse. Best practice involves giving notice equal to employees’ longest contractual notice period, typically around 12 weeks.
HR Zone Briefing #258 – Why is HR always the first to go?
HR departments face unprecedented cuts across major companies like the BBC and HP. Industry experts suggest HR must adapt and demonstrate measurable value through business partnering to survive organizational restructuring and efficiency initiatives.
HR Business Partnering – What does it really mean?
HR Business Partners act as strategic consultants who help organizations maximize their people’s potential to drive business success. This represents a significant shift from traditional HR roles, requiring professionals to combine deep HR expertise with comprehensive business knowledge and change management capabilities.
Age: The new discrimination
The UK government is implementing age discrimination laws by October 2006, requiring employers to overhaul recruitment, pay, and retirement policies. Employers must remove age-related language from job adverts, use mixed-age interview panels, and ensure all employment decisions are based on merit rather than age.
HR Tip: Recouping training costs
You cannot deduct training costs from an existing employee’s final pay, as this would be an unlawful wage deduction. However, new employment contracts can include clauses requiring employees to repay training costs if they leave within a specified period, provided the amount is reasonable and clearly documented.
Member wire #111 – Inappropriate calendar; Member of the month
HR Zone Members Newswire covers workplace issues including whether displaying inappropriate calendars constitutes sexual harassment, payroll tips on reservist training, and highlights member Brendan Sweeney as Employee of the Month.
CSR and beyond: Banging the drum
Corporate social responsibility extends beyond basic ethical business practices to include community engagement. Businesses can combat discrimination and social exclusion through employment opportunities, training, and inclusive hiring practices, helping reduce alienation and extremism in marginalized communities.
How Did I Get Here? Head of HR at Macmillan Cancer Relief
Macmillan Cancer Relief’s Head of HR Tracey Huckfield discusses how strategic HR practices and strong people-focused policies drive success in the voluntary sector, where employees are the organization’s greatest asset rather than just a corporate slogan.
Diversity at Accenture: Daring to be different
Accenture’s Head of Diversity explains why workplace diversity matters beyond legal compliance. With new EU anti-discrimination legislation covering six key areas, employers must embed inclusive practices into organizational culture rather than simply meeting regulatory requirements. Effective diversity strategies drive business benefits, improve talent retention, and enhance employer reputation.
How to: Become a Change Agent
HR leaders can become genuine change agents by building credibility through excellence in their core function and leveraging their unique knowledge of people and organizational dynamics. Rather than trying to emulate business roles, HR professionals should demonstrate strategic value by delivering measurable results aligned with business objectives.
How to: Manage performance
Learn how to manage performance effectively through setting clear objectives, conducting regular appraisals, and supporting employee development. Discover key strategies including 360-degree feedback, honest discussions, and training plans that align individual goals with organizational objectives.
Editor’s Comment: Why is HR always the first to go?
Major companies including the BBC, Asda, and HP have recently cut HR departments, raising questions about why human resources is consistently the first function targeted during cost-cutting measures. Experts suggest HR struggles with an ambiguous identity, difficulty quantifying its value, and perceived lack of strategic contribution to business operations.
News in Brief: The week in HR
This week in HR: new research shows workers struggle to disconnect during holidays, flexible working practices help organizations attract talent and improve motivation, and Geoffrey Podger becomes the new chief executive of the Health and Safety Executive.
The Couch?! Life’s a Beach
Discover the Couch?! team’s humorous take on summer holiday mishaps, from flight delays and mosquitoes to sunburn and unexpected resort construction. They’re exploring why vacations don’t always live up to expectations and invite readers to share their own travel stories.
What’s the answer? Golden handshakes
Golden handshakes in the public sector are heavily regulated and subject to Audit Commission scrutiny, unlike private sector practices. Public bodies must justify non-contractual termination payments and consult the Audit Commission before making offers to ensure compliance with best value requirements.
HR Practitioner’s Diary: Playing safe?
An HR practitioner faces a difficult situation when a new finance employee reveals he has a gambling addiction and significant debts, raising security concerns. The advisor recommends restricting his access to financial systems and encouraging professional support rather than company loans.
CPD: The ‘why’ and ‘how’
Continuing Professional Development (CPD) helps HR professionals stay current with industry changes and advance their careers. It can be pursued through interim work, reading, seminars, and formal training, with progress tracked using CIPD-recognized templates and accreditation levels.
Opinion: Leadership – taking the brakes off
Effective leadership development in UK organizations remains problematic, with one in three HR professionals believing their programs are ineffective. The key gap lies not in teaching leadership styles, but in developing leadership judgment—the wisdom to choose the right approach for each situation.
Can self-coaching really help your bottom line?
Self-coaching helps employees find meaning and alignment between their personal mission and work, reducing dissatisfaction and absenteeism. By improving individual wellbeing and team harmony through self-awareness training, companies can boost productivity and their bottom line.
Review:The naked truth: A working woman’s manifesto on business
Margaret Heffernan’s manifesto exposes uncomfortable truths about women’s experiences in corporate leadership, drawing on interviews with female executives in the UK and US. The book argues that organizations valuing diverse contributions and employee values—not just financial metrics—create better workplaces where women can thrive without sacrificing their identity.
