Category: Human Resources

Business, Career, Career Woman, CIPD, HR, Human Resources, People Management, Uncategorized, women in business

Stepping Up

by Natalie EllisLeave a Comment on Stepping Up

Hello!

It’s been a while since I’ve blogged about Steps Ahead so I wanted to give a bit of an update on my progress as SA Ambassador.

I’m taking my role really seriously and want all young people to have the opportunity to experience this programme.

Recently the CIPD released a Steps Ahead Video describing how the programme works as well as the relationship between mentor and mentee. The video is live on You Tube so do check it out in the link above.

Last week whilst I was on annual leave (work never stops for me and I wouldn’t have it any other way!) I visited the Job Centre Plus at Daventry, Northamptonshire to promote Steps Ahead. The team there were very welcoming and were pleased that we could bring the programme to their local community. The team also asked if I was able to host a workshop with the young people to encourage more onto the scheme as at the moment we have more mentors than mentees!

As a result of my involvement with Steps Ahead, I will be a guest speaker at the SA Mentoring summit in London on 7th June which is really exciting and I’m looking forward to speaking with other mentors to find out what experiences they have had with the programme.

There are a lot more things going on with the CIPD over the coming months so I am really looking forward to sharing it with you as soon as I am able to.

I hope you’re all having a fantastic week and as always feel free to share (sharing is caring!) and if you would like me to blog about any particular topics or ask me a question please add a comment and I will happily respond.

 

 

 

Business, Career, Career Woman, CIPD, Gender pay gap, HR, Human Resources, People Management, Uncategorized, women in business

Are we at risk of the discriminated becoming the discriminators?

by Natalie EllisLeave a Comment on Are we at risk of the discriminated becoming the discriminators?

GPG2

It has been a while since I have blogged as it has been an incredibly busy few weeks with employment law updates and various CIPD branch events so I do apologise for the lateness of my post, hopefully it is worth waiting for!

Whilst I have been attending these various events, there has been one trend at each one; money! Changes to the National Living Wage, Apprenticeship Levy, Zero hour contracts and the long awaited outcome of Lock v British Gas all aim to make an impact on employers over the coming months but there has been one topic that has drawn the crowds and has opinions divided; the gender pay gap.

 In the aftermath of International Women’s Day 2016, some say it is a big step for equality (wait for it…), others say it could damage reputations of businesses within industries where the majority employed are men, for example in my industry of manufacturing. Whatever your opinion, these changes are taking effect but businesses will not be required to publicly produce this information until 2018, that is if they choose to do it at all; whilst many may like to see this information, it will not be a legal requirement. Furthermore, given the legal enforcement of the data protection act, there will not be the sufficient evidence available to the public view in order to back up the statistics that employers produce.

GPG

The guidelines state that employers will be required to produce an annual report detailing the levels of pay for it’s male and female employers, they will then need to identify the mean and median numbers in hourly pay and any bonuses. They will also have to disclose the proportion of men to women who receive bonus payments. Whilst this is the main bulk of the report, there are many other elements that need to be included and considered such as sick pay, maternity pay and allowances.

With all of these changes happening, is it too much too soon, too little too late or is it that we are now at risk of highlighting the gaps so much that the discriminated are becoming the discriminators?

So, is this all a load of hot air or just an attempt to appease women with a tick box exercise, or do you think this is beneficial? I’d love to hear your thoughts so do leave me a comment or feel free to ask me any questions, thank you for reading!

 

Business, Career, Career Woman, CIPD, HR, Human Resources, People Management, Uncategorized, women in business

Is HR really out of touch?

by Natalie EllisLeave a Comment on Is HR really out of touch?

Smileys

In January’s issue of People Management it was revealed that only 48% of employees knew who HR was and that they had not seen anyone from the function in over 12 months.

I took to Twitter and spoke to many what seemed to be many disgruntled employees, it caused quite a debate! They could not see the purpose of the department or had encountered their HR Manager in not just weeks or months, but YEARS! Some even compared HR to “being on the same level as estate agents” calling them confusing as there are no clear divisions of service. This begs the question, has HR lost touch with its workforce?

HR professionals also voiced discomfort at the findings, stating that the very reason they are part of the profession is to support employees as well at the business, they agreed that more needed to be done to improve relationships and indeed their reputation within their businesses. I 100% agree, it is up to us as HR professionals to get out from behind the desk and get in touch with our people. Since the publication came to light, I myself have made some changes in my diary and also make a point of going around the building and speaking to my colleagues, it is important for HR to be visible as otherwise you’ll end up fading into the beige walls, adding zero value and losing touch with employees.

Is it acceptable that HR are seen as simply too busy with meetings, administrative duties and other commitments that they have forgotten those who they are employed to support? I personally do not think it is and I don’t believe it is the case overall. Many issues can be resolved simply by sitting down with line managers and supporting their requirements to effectively manage their employees. I also think that HR should speak directly to employees to gain a further understanding of company culture and what they need to keep them happy at work (and no, money isn’t always the answer!). A survey cannot replace a relationship, I don’t believe they are effective and I also don’t believe they provide the honest answers needed in these types of situations.

In order for companies to move forward or progress, they must do so with the employees of that business behind them, if they don’t then it’s only a matter of time before the cracks start to show and relationships break down which then creates a divided “them and us” culture and is incredibly difficult to recover from. As Sir Richard Branson said “take care of your employees and they will take care of your customers”. Here are some handy tips that can improve communication and visibility as a HR professional:

  1. Speak to people, pick up the phone and use emails less. Only use an email when required to clarify information
  2. Move around the building, schedule time to go and speak to people, ask them about their jobs and take an interest, we know what they do on paper but do we know what they actually encounter every day
  3. Have an open door policy; going into HR is daunting enough without the locked doors and secret squirrel approach, we’re not MI5! Open the doors and make employees feel welcome!
  4. Get out there! If you have regional sites, schedule some visits and learn about the employees, we recently had our Managing Director go out on a back to the floor style exercise and went out with one of our delivery agents, they get to see what it is really like!
  5. Create an employee forum to meet once a quarter, discuss concerns in an open, non-judgmental environment, this will assist in building trust with the employees and learn what changes could be implemented to make improvements

Only we can create a positive impression of our profession, go out there, speak to your people and be a different story from those within the PM survey.

A huge thank you to those who contributed to my blog post by giving me their views on this controversial topic, by speaking to you I am able to understand the perspectives of others to hopefully inspire HR departments and employees to work together to make improvements. It is up to all of us as we share the responsibilities of our working environments after all.

As always, please feel free to suggest any topics you’d like to see, comment below and I look forward to hearing your views

Business, Career, Career Woman, HR, Human Resources, Uncategorized, women in business

Brace your diaries for 2016 networking!

by Natalie EllisLeave a Comment on Brace your diaries for 2016 networking!

Pink Diary

There have been so many exciting developments over the past few weeks that I would really love to share with you all. 2016 is shaping up to be an exceptionally busy year already so I am frantically trying to get organised (once I have moved house and unpacked those boxes this weekend!).

You have probably heard the saying “it’s not what you know, it is who you know” and this couldn’t be more precise. Networking gives us opportunities to meet people from different industries and backgrounds, it can open doors, expand your knowledge and even present job opportunities just by getting yourself out there.

Maintaining a work life balance when you are passionate about your profession is something that can be difficult to manage so I have to be incredibly disciplined on my time management. Therefore I am starting my spring clean early to get ahead of the game! I have recently started networking locally so in this post, I wanted to demonstrate how important networking can enhance your professional profile as well as giving you connections to people with priceless knowledge.

Recently I was invited by Mike Willis to the Northants Business Club for an evening of networking and I can honestly say that I have never felt such a warm welcome! The club is made up of professionals from varying industries and backgrounds which provides the opportunity to learn, network and do business with other like-minded people. Some are business owners and others like me are from larger companies so it is a really good mix, I was very excited to finally meet Karen Teago from Gravitas HR (after years of speaking with her online!) and Simon Merriman from Solved HR so it was also nice to meet HR professionals who run their own businesses to see what their experiences are like when you go out on your own. I also met many other people including Philip Walding who lectures at Northampton University and likes to tie the taxman up in knots! They were all lovely and I look forward to doing business with them when I set up on my own in the future.

Overall I really enjoyed the evening and I am looking forward to becoming a member, Mike has done a wonderful job in forming the club and bringing so many people together. To find out more about the Northants Business Club please visit their website: www.thebusinessclubnorthants.co.uk

I am also looking to join the Northamptonshire CIPD committee in the spring. It involves helping the branch run events, discuss future trends and keeping up to date with the latest from the HR world. Assisting with your local branch holds a wealth of benefits, it will also help raise your professional profile as well as enhancing your Continuous Professional Development (CPD). You will also achieve wider knowledge of the CIPD, employment law and the future of HR. To find out more about your local branch or to become a CIPD member, please visit their website www.cipd.co.uk

If all that wasn’t enough, there are some very exciting things already in the diary for March, April and May so it looks like I am certainly going to be busy over the next few months. I will tell you more as soon as I am able to so watch this space!

Networking can be a daunting prospect but once you attend your first couple of events you’ll probably find it a lot more enjoyable than you think and always remember that if you are not out there raising your profile, no one else will be doing it for you! Here are my top tips if you are new to networking:

  1. Take your time! Find the right networking group for you, do your research on the content and discussion points. Many networking groups have their previous minutes/meeting details available on their website so you can see if the topics are of interest to you
  2. Get tweeting! Social networks are fantastic to view discussion points from like-minded professionals, Twitter is excellent for this and many groups and companies now have a Twitter page so quick short updates are great to get a snap shot into trends
  3. Bring your stuff! If you are face to face networking, everyone loves a freebie! I took a bunch of Forterra branded pens with me to the Northants Business Club and they went down a storm. Don’t forget your business cards or contact details, most people will also find you on Linked In after the event so do ensure your profile is up to date
  4. Get to know people, introduce yourself and more importantly be yourself. People are not always sold on a product or service, it is generally known that people enjoy doing business with people they know and trust so take your time when getting to know them. Regularly keep in touch to get the most from your relationships and you never know when your knowledge will come in handy for someone else!
  5. Take notes! When you ask for someone’s card after having a great conversation, take notes on their business card after they walk away or immediately after the event. This will help you to be more specific in your follow-up with them
  6. Don’t try too hard to meet too many people. Focus on making a small group of solid connections, meet a few people and ensure you create a memorable dialogue and establish lasting relationships
  7. Join in! Get stuck in and don’t be afraid to get involved. Wait for a natural break in group conversations to introduce yourself as others will enjoy meeting someone new

I hope this has helped some of you to get motivated and get networking, make 2016 your year!

Thank you for reading and keep the comments coming! Sharing is caring so please share with your colleagues, friends or connections if you feel it could help them. Last but by no means least, if there is something you’d like to see featured on the blog, please leave me a comment below!

Business, Career, Career Woman, HR, Human Resources, Uncategorized, women in business

Steps Ahead of the rest!

by Natalie Ellis2 Comments on Steps Ahead of the rest!

Hello everyone,

I know it has been a while since I last wrote on my blog but now I am getting back into the swing of things! Moving home and juggling lots of exciting business ventures have kept me incredibly busy over the past few weeks.

At this time of year, we often spend time thinking of the perfect gift or the right cards to send so in the new year, why not make a resolution to help others? In this blog post I wanted to emphasise the importance of helping the next generation into employment and how we as HR professionals can make a huge difference.

I’ve worked in partnership with the CIPD Steps Ahead programme (in conjunction with Jobcentre Plus) for the past couple of years and from experience I have found that it can really change a young person’s life by supporting them into employment. As HR professionals, we have a lot to offer the next generation by utilising our support and mentoring skills, whether it is helping structure the right CV, assisting with interview skills or even just helping boost their confidence. This could make a significant impact on the skills gap shortages that has been so highly publicized in the media of recent years.

The scheme is aimed at job seekers who are between 18 – 24 years of age and has a success rate of 73% for those who have completed the programme. As a mentor I dedicate around one hour per week, per mentee (you can have up to three mentees at one time) and I tend to work remotely but as part of the scheme you can be paired up with local job seekers. It depends on your time and ability to commit to supporting them.

The responses and feedback I’ve received from the people that I have successfully helped into employment has been staggering, they are generally really motivated and want to build a solid foundation for their career. On the other hand, it is also great experience for anyone in HR to get involved in as it can take you out of your comfort zone and provide a rewarding experience which will be another string to add to your bow.

One of my successful mentees is Rick. He was a recent graduate, is incredibly clever but he lacked confidence to go for a role he really wanted. We worked together over a period of six weeks (as recommended by the programme). We started by identifying his chosen career path before building upon his existing CV to target those specific industries. Even this step seemed to boost his confidence significantly! I received a wonderful email from Rick this week, giving me vital insight into how the Steps Ahead programme has helped him into employment as well as the challenges he faced when starting to look for employment after university; I will be uploading Rick’s journey onto the blog to raise awareness of this fantastic programme so watch this space!

A common problem that I have encountered when speaking with my mentees is a lack of specific guidance they receive whilst they are still in education. They explained that there were not adequate support mechanisms in place to support the transition into the world of work. They advised that a professional career advisor is someone they would like to see regularly before they are due to leave college, graduate from university or leave school as they would then be able to understand how to correctly structure a CV, prepare for the world of work and assist with interview techniques. I feel that this is a strong enough case for more professional people to get involved with programmes like Steps Ahead in order to support the talent of the future otherwise we run the risk of further skills shortages in years to come.

My advice to young people would be; do not be afraid to go out there and seek the job you dream of, just as long as you have strong ambition, motivation, the drive to succeed and are prepared for some doors to close on you, you will make it. Many successful business leaders have had their ideas rejected countless times Richard Branson is a great example of this!
Preparation is key, if you have that big interview, an assessment center or even a telephone screening with a potential employer, make sure you are prepared – first impressions really do count. Here are some handy tips if you are looking to get back in to work or if you yourself are supporting someone to get their dream job:

1. Be professional – dress appropriately and avoid slang language and be careful with email addresses! This is a pet hate for employers and gives off an incredibly negative impression, use your first name and surname to set up a professional looking email address.

2. Check your CV. Some CV’s I have received in recent years (and I kid you not!) have been written in “text speak”, some have had emotion icons and some have even been multi-coloured, you may want to stand out but this will certainly not land you an interview so do be mindful on what you put on your CV and keep it simple

3. Create a profile on Linked In (think of it like a business Facebook) – Did you know that over 70% of jobs are not advertised? By using Linked In you can network with other like-minded professionals plus you can automatically upload your CV to the site, a lot of recruitment agencies use the site as well as companies to recruit directly so it could significantly increase your chances of landing that dream role!

4. Do your research! Ensure you have researched the company, understand their values and more importantly what they do! The amount of people I have interviewed over the years and they’ve not known what the company does is astounding and not really a points winner so do make sure you know what you’re talking about before you go in!

5. Make sure when you are being interviewed that you maintain eye contact and tell the story of the situations you have been in. Don’t let the phrase “competency based interview” scare you off, they just want to understand your experience and capability. Always use the STAR approach; Situation (describe the situation you were in) Task (what you needed to accomplish) Action (what YOU did, avoid using “we” as it is your overall contribution that interviewers are looking for) Result (what was the final outcome, what did you learn from the experience?)

6. If you are rejected from a role, make sure you obtain feedback so you can develop from the interview process, always remember that it may not be the right company at that point but it may certainly be in the future so by obtaining feedback you are ready for when that time comes!

More details tips and useful information can be found at Barclays Life Skills – this site is fantastic to help assist those with improving their professional profile or if you need to boost your confidence with job interviews: https://www.barclayslifeskills.com/

If you are interested in supporting this fantastic program whilst raising your own profile, please visit: http://www.cipd.co.uk/publicpolicy/steps-ahead-mentoring/default.aspx Alternatively if you would like to be mentored as part of the programme, please speak to your local Jobcentre Plus advisor who will put you in touch with a remote or local mentor.

I hope you have enjoyed this blog, thank you for reading it and I’d welcome any suggestions that you’d like to see in future posts, just leave me a comment below.