This week’s HR Hour was all about the gender pay gap and how can HR effectively “fix” it?
It’s no secret that women are paid less than men, even when roles are consistent and irrespective of pay or skill level, the gap remains obvious. It’s important to highlight that Gender Pay Gap reporting is not just about equal pay as suggested; it presents a complex and challenging problem in which organisation figureheads shrug their shoulders and say “well how do we get around this then?”. In some cases has only emphasised the historical hurdles women have had to overcome in order to be seen equally.
Whilst Gender Pay Gap reporting is designed to highlight the difference in pay; is there anything actually being done to close the gap?
This weeks’ HR Hour on Twitter was certainly an interesting one!
The first question this week was “we often hear ‘people are our most important asset’ and similar statements. But is that essence really true in todays workplace?”. As you can imagine, this caused quite a discussion.
People should be the most important asset but it often gets forgotten, it is usually centred around the objectives/results with little regard on how they are achieved. A lot of people agreed with this, but the general consensus was that we generally need to be better with people related stuff.
@CIProjectsUK said “Organisations that live & breathe this ethos are the ones striving in today’s world – it’s all about people! You can launch whatever marketing campaign, implement whatever “efficient” process or introduce a shiny system – but without happy & valued people you have nothing”.
It is easy to state that employees are a company’s greatest asset but we have all witnessed, and continue to witness companies that claim to have their people at the heart of their business, but in reality do not actually treat their employees well. To actually practice what you preach, is easier said than done.
After an incredible start to this years’ Six Nations this weekend, I thought that this month’s read was incredibly apt, given that it is all about what the New Zealand All Blacks team can teach us about leadership and sustaining success.
This unique and inspiring book was recommended to me at the CIPD MAP conference last year by Matthew Crawford who spoke at the conference about the future of work from an educational (and children’s!) perspective.
This book will suit everyone, for those looking for a “how to” approach, techniques for professional standards, and practical lessons for effective leadership. It also encourages the development of leadership qualities such as accountability and ownership.
For too long HR and Management have relied on the good old framework known as the annual appraisal; a tool that was designed for good by our HR ancestors but is being likened to household chores, unfulfilling, stressful and not fit for purpose.
I got rid of them completely in a previous role, I found them too rigid, impersonal and artificial. I simply used check in meetings with my team to create an open and ongoing dialogue. There’s absolutely no point waiting all year for my team to tell me that they needed support, the moment has gone by then and demotivation sets in quickly!
This week’s HR Hour widely debated if there is a place in the current world of work; most participants said absolutely not.
In some cases it seems that it is a framework which is highly misunderstood and is used as a tick box exercise, form is completed, sent back to HR and nothing of value is done with it. I maintain that a tool like this can only be beneficial if it is clearly defined and that managers have a thorough understanding on how it should be used, without this, you might as well forget it. It can also be used as an opportunity not to have regular communication with employees, using it as something to hide behind “save it for your appraisal” is a phrase we’ve all overheard in our HR careers.
Last year I blogged about how important the relationship between HR and Marketing is and more recently a few people have asked me “how do I do it?” so I thought a quick blog about the benefits of creating a personal brand.
You often hear the phrase “people don’t buy a product, they buy from people they like” and this may be true, but the future outlook on not only job applications but also upon our abilities to network effectively are changing due to the influence of social media.
Love it or hate it, we tend to have a very marmite view when it comes to social media, but it is widely known that as the world of work evolves, social media is now an essential business tool and it can make or break a brand.
Branding is a mix of how you present yourself, what information you can offer other professionals, learning and understanding how others see you. It is important to be aware of how you are viewed as it can mean all the difference when going for that dream role or if you want to be taken more seriously.