Related posts:No related photos. Previous Article Next Article PeopleOn 11 Dec 2001 in Personnel Today Barbara Harris, the new HR director at OSS group, has set herself ambitioustargets and isn’t afraid to acknowledge it as she sets up the HR departmentfrom scratch. “HR can save thousands of pounds a year by ensuring that recruitment iseffective and that employees are led and managed well,” she says. “I anticipate that through having HR support, the company’s profit nextyear will benefit by an additional 25 per cent – driving clear strategictargets, managing performance and non-performance, developing a culture of ‘cando’ thinking and pride.” OSS is a specialist waste management company which previously did not havean HR department. Harris will set up the HR function and be responsible forsupporting strategy, organisational design, culture change and building aframework of policies. The company has a workforce of 300 and she will be basedat the firm’s UK head office near Leeds. “I’m looking forward to seeing the firm achieve its aims and havingpeople queuing up to work for OSS. I also want the majority of employees sayingthat it’s a great place to work,” she adds. Harris joins from Cott Beverages, a Canadian soft drinks manufacturer whereshe was HR director with responsibility for the European arm of the business. “The thing I enjoy most about my work is I get the chance to help thebusiness exceed its expectations. I like to help make good managers excellentand enjoy the constant variety of consistent challenges,” she says. CV2001 HR director, OSS group1996 HR director, Cott Beverages1991 Personnel manager, Ben Shaws 1987 Personnel assistant, Jarvis Porter On the moveJane Amos has been appointedexecutive for operations and people development at the Staffordshire BuildingSociety. Prior to joining the company as HR controller four years ago, Amos waswith the Alliance & Leicester. She will have overall responsibility for HRand training as well as the quality of customer service provided by the society.Naomi Stanford has joined Marks & Spencer as head oforganisation design and capability. The newly created position will focus onskill requirements for the business. She joins from British Airways having beenthere four years as managing consultant specialising in organisation design anddevelopment. Previous jobs have been with the Xerox Corporation, PriceWaterhouse and Prudential in a variety of roles related to individual andorganisational learning.The Metropolitan Police has made Martin Tiplady HR director. Hemoves from group head of HR at The Berkeley Group to take over from deputyassistant commissioner Peter Clarke. Previously Tiplady has been HR director atWestminster Healthcare Holdings, personnel director for the Housing Corporationand assistant director of social services for the London Borough of Haringey.He will be the Met’s most senior personnel professional reporting directly toassistant commissioner Bernard Hogan-Howe. Comments are closed.
Comments are closed. Female Army recruits are more than twice as likely to suffer a traininginjury now that they are expected to reach the same levels of fitness as men. Research conducted by an Army occupational physician, Lt Col Ian Gemmell,shows that women are up to eight times more likely to be discharged from dutybecause they are injured through training. Although recruits from both sexes have trained together for many years, theArmy had traditionally operated a gender-fair policy, where female recruitswere not expected to attain the same levels of physical fitness as their malecounterparts. However, since 1998 the Army has had a gender-free programme, which meansthat the same physical tests are applied to all soldiers. The policy was introduced after it was discovered that some women wereunable to carry out certain duties after completing training. The research reveals that since the introduction of the new training policy,the number of discharged men remained below 1.5 per cent, but for women thefigures rose from 4.6 per cent to 11.1 per cent. “H&S guidance has been overlooked in the interests of meeting equalopportunity legislation,” said Gemmell. www.rsm.ac.uk Previous Article Next Article Related posts:No related photos. Army equality leads to female falloutOn 8 Jan 2002 in Personnel Today
Previous Article Next Article HR team acts to ease rail tragedyOn 21 May 2002 in Personnel Today Comments are closed. Rail operator WAGN’s HR team rallied to help staff and passengers affectedby the Potters Bar train crash within minutes of the tragedy. The 14-strong HR team responded to the news of the appalling accident, whichkilled seven people and injured 76, by holding a brief contingency planningmeeting to assess how best to use their resources. Half the team then rushed to the four local hospitals and police station toprovide support for victims and their families, including organising food,accommodation and transport. HR director at WAGN, Andy Meadows, co-ordinated the operation, whichincluded arranging counselling for passengers and staff. “It was a trying time but we had to get through it,” he said.”The team was superb and we did everything that we could.” Meadows, who has attended three funerals of crash victims over the lastweek, contacted senior HR colleagues in the rail industry who had handledsimilar incidents to check his contingency plan. “They were a tremendoushelp. You can prepare, but you must make sure that every angle has beencovered,” he said. He was extremely pleased with the actions of three of WAGN’s train staff atthe scene, who acted immediately to contact signalling staff to ensure othertrains were diverted from the area as well as looking after traumatisedpassengers. The HR team has been in regular communication with staff to keep morale highand inform them of the counselling hotline and other services. The team is now in conversation with managers to identify which of its 1,800staff are most in need of counselling. Meadows said the HR team will continue to support and be a contact for thoseinvolved. It has kept a log of all events, which will be used for a thoroughde-briefing session in a few weeks’ time. Related posts:No related photos.
The Metropolitan Police will continue its driveto recruit more officers from ethnic backgrounds by visiting some of London’smost culturally diverse areas. Weaver believes the initiative will help build trust in theforce and provide a visible police presence in areas where the Met waspreviously mistrusted. “It’s a two pronged initiative,” he said,”because it makes us more visible and transparent as a police force andalso helps us recruit people from those communities.” In the past year, 9.8 per cent of new recruits came from minority backgrounds and the service ishoping to extend this by sponsoring more cultural events. Inspector Mark Weaver, head of PAT recruitment toldPersonnel Today he was hoping to attract diverse recruits with a more targeted,local approach. Plain clothes PAT officers will be joined by uniformedpolice at a recruitment stand where they will distribute information andpostcards as well as chatting to local people about the Met. Comments are closed. “We’re proactively going out into the community toengage local people and hopefully breaking down some of the barriers thatprevent them from joining the police,” he said. The Queens Park visit follows a pilot held in Stratford andPAT will be visiting other areas including Ilford, Uxbridge, Hounslow andBrent. The Met’s Positive Action Team (PAT) will visit thecapital’s Queens Park district tomorrow as part of a rolling campaign whichwill see officers visiting two areas each week. Previous Article Next Article Police drive to boost ethnic numbersOn 25 Jun 2002 in Police, Personnel Today Related posts:No related photos.
Comments are closed. Related posts:No related photos. Sickness rate soars among NI policeOn 1 Nov 2002 in Police, Personnel Today Northern Ireland’s police service has seen sickness absence soar in the wakeof a surge in sectarian violence that has stretched its resources to the limit.HR director Joe Stewart, in an interview in September with OH’s sisternewspaper Personnel Today, said the service was experiencing high absenteeismrates and that nearly a third (30 per cent) of officers on sick leave hadsuffered an injury while on duty. The service now intends to launch a campaign to examine all cases ofsignificant absenteeism, if necessary redeploying officers from frontlineduties. A report, also published in September, by Tom Constantine, the man appointedas a watchdog to monitor police reform in Northern Ireland, highlighted thehigh levels of sick leave among officers as it struggled to deal with sectarianrioting and organised crime. Previous Article Next Article
Comments are closed. Mental health issues falling by the waysideOn 1 Oct 2003 in Personnel Today Previous Article Next Article Related posts:No related photos. The vast majority of line managers do not feel they have adequateinformation about how to manage people with mental health problems, accordingto a charity. Mind Out for Mental Health found 70 per cent of line managers polled wereworried about having inadequate information, and just 7 per cent believed theinformation they had was tailored to their needs. Only 9 per cent believed the information available to them was easilyapplied to a workplace setting, and 66 per cent of line managers describedthemselves as a ‘learner’ or ‘novice’ when it came to mental health issues. Twenty-four per cent thought their organisations had adequate policies in place,and only 2 per cent were confident they could manage a person with a mentalhealth condition well. The survey of managers and line managers also found that many were left inthe dark about their employees’ medical status, or how best to manage them. “I had to line manage someone with a bi-polar condition, although itwas only named in retrospect,” said one manager. “I’d had no previousexperience of this condition and learned much from the employee herself.” Another said: “There’s a cultural belief that people are to blame fortheir own mental illness, and that makes it very hard to own up to and seekhelp.”
“Massive open online courses (MOOCs) have gained tremendous popularity over the last couple of years. The New York Times dubbed 2012 -‘The Year of the MOOC,’ and it has since become one of the hottest topics in education. “Read full article Previous Article Next Article The Rise of the #T-MOOC (Twitter MOOC) – India HR Chat | India HR ChatShared from missc on 16 Apr 2015 in Personnel Today Related posts:No related photos. Comments are closed.
TagsPoliticsReal Estate and PoliticsRetail Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Half of U.S. states will be raising the minimum wage in 2021 (Getty Images; iStock)After a challenging year for retailers and restaurants, many will have to up their workers’ pay in 2021.Next year, half of U.S. states will raise their minimum wage, up from 21 states in 2020. Twenty of them — all but Connecticut, Florida, Nevada, Oregon and Virginia — will hike their hourly minimum on Friday, according to CNBC.Read moreButtigieg hints at ripping up urban highwaysCongress came through. Why is real estate not satisfied?Joe Biden taps Marcia Fudge, Ohio congresswoman, as HUD secretary President-elect Joe Biden has proposed raising the federal minimum wage to $15 an hour and eliminating the tipped wage, which is the base pay for employees who earn much of their compensation from gratuities. The federal tipped wage has been stuck at $2.13 for years. Additionally, Biden has said he would index the minimum wage to inflation.The federal minimum wage hasn’t been increased in more than a decade, though the House passed a bill to do so in 2019. Opponents say an increase would do more harm than good, while supporters say evidence from state and city minimum-wage increases suggest otherwise.“What we continue to hear on the ground is people have been looking to what are the early results from D.C. and other markets that implemented the $15 minimum wage,” Snagajob CEO Mathieu Stevenson told CNBC. “As people get more comfortable with the results and the impact it’s had on the economy, I think we’ll continue to see that at the state level.”Critics, however, note that raising minimum wages hurts small business owners and eliminates some jobs even as it lifts pay for others.New York state lawmakers raised the non-tipped minimum wage to $15 an hour for New York City businesses with 11 or more employees at the end of 2018, and the rest of city employers at the end of 2019. Tomorrow it will rise by $1, to $14 an hour, in Long Island and Westchester, and to $12.50 from $11.80 in the rest of the state.[CNBC] — Sasha Jones Share via Shortlink
Seismic, radio-echo, TWERLE balloon and oceanographic data of the Filchner-Ronne ice shelves are analysed. A large thin area in the central Ronne Ice Shelf is found to differ from the morphology of the Ross and Filchner ice shelves. This area is partly filled by basal saline ice, which can be attributed to regional regelation caused by oceanic circulation.
Present threats to Antarctic seabirds and seals when ashore include disturbance and habitat destruction (some directly caused by humans; most through the introduction of rabbits and other grazers; also seal damage to seabird habitats) and serious predation by introduced rats and cats at sub-Antarctic islands. In the marine environment threats are posed by pesticides (widespread but at low levels), pollution (mainly a potential problem associated with oil exploration), incidental takes (trivial now, except perhaps for some albatrosses) and competition with commercial fisheries, which is reviewed in detail. Even in areas where harvesting of fish may be exceeding sustainable yield, predator-prey interaction data are inadequate to assess the level, or significance, of the effect on predators. Present krill harvests are small but likely to increase, especially in favoured areas; species of potential vulnerability are noted. Existing legislation offers excellent protection for wildlife, but formally protected areas by no means cover the major breeding concentrations of seabirds and especially seals in all sectors and zones. There is a need for a comprehensive review, which in some areas will require extensive survey work. Programmes for the control and elimination of alien predators need proper planning and major support. Marine reserves may be of limited benefit to pelagic seals and seabirds, and further research in some key areas is needed. Realistic environmental impact assessments will require more detailed information on predator distribution and movements than is available now; appropriate surveys and research need starting. Sensitive management of marine fisheries is difficult with the present level of quantitative data on predator-prey interactions (though this is better than in many other pelagic systems). Difficulties in monitoring aspects of predator biology as indices of the state of prey stocks are reviewed.