Ok so you’ve made it through the doors of the building and you’re sat in reception waiting to start your first job in HR, and if you’re like me, you’ll be thinking, “what the heck am I thinking?” “why have they hired me?” or “can I actually do this job?”. Thoughts to that effect were the exact ones that I had on my first day at Entertainment UK.
If you find yourself in that position, always remember that they hired you for a reason.
Productivity has always been a big taking point whether it is an intention to boost it, identify is causes or if enough is being done to improve it by organisations. At the moment, the subject is pretty much overshadowed by GDPR, Brexit and the gender pay gap, but we shouldn’t forget about how important it is to ensure employees productivity doesn’t suffer in such uncertain times.
I think can all agree that being productive in today’s working environment is harder now than what it has ever been and with the conflicting information regarding how many hours a week we should work verses presenteeism, and not forgetting achieving that desirable work life balance, it’s no wonder that productivity is easily lost in translation.
There is an increasing pressure upon organisations to improve their workplace experiences, and whilst this is not a bad thing, it needs to be considered that smaller organisations may not be able to be as accommodating as larger ones.
We’ve polished off our Easter eggs and now it’s time to get some work done, that includes spring cleaning; so why not spring clean your social media?
This month’s read I cannot recommend highly enough; this book really helped me get into the swing of things on Twitter and has enabled me to make a positive contribution especially in places like HR Hour and Future Leaders. Samantha is incredibly talented and has a natural flair for making Twitter an engaging space full of development opportunity. In this book she shares her tips to help you get what you want out of Twitter and truly make an impact, no matter how big or small your aspirations may be.
With a positive profile being a desirable HR quality, now is the perfect time to get started and whilst the book may focus upon people starting their own businesses, this may certainly help those starting their own business but it can also benefit those who want to start a blog, take that next career step, or simply have a social media presence; this book has something for everyone.
It’s important to remember that investing in your personal profile is investing in yourself, so I hope you enjoy this month’s read and hope it helps you to develop yourselves further.
When I started my study journey all those years ago, I had no idea how much choice there would be when it came to CIPD qualifications. If you are thinking of starting your journey, or not sure on the next steps, then this post may help clear up the confusion that often comes when trying to decide your next development move.
If you are looking for a long and successful career within HR, then a CIPD qualification is an essential part of your CV, as some organisations seek them as a requirement for some roles, and with competition for HR positions increasing, employers like to see a candidate who is ambitious and motivated, especially one who shows initiative to develop their skills independently.
But with so many options, how do you possibly choose the right option for you? Having almost finished my qualifications, I wanted to share my experience to help others decide what CIPD qualification is the right route for them.
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?