The UK employment market received conflicting news this week. Levels of pay are rising at the fastest rate since 2007 but unemployment has edged up slightly. At the same time, employers claim they still can’t recruit the talent they need, yet UK productivity is stagnant at best and employee engagement levels remain stubbornly low.
It all adds up to a complex and at times confusing picture. The spotlight is yet again firmly on HR as it seeks more innovative solutions to business needs. At the forefront of its priorities is the prevention of a talent exodus.
Here are our suggestions:-
Address performance management issues : A recent report published by Change Associates suggests that the loss of talent in UK organisations is the result of poor performance management practices, highlighting the need for ‘meaningful information via the right channels at the right time delivered to the right people’. Technology has a key role to play in supporting HR in making this change, with the introduction of effective leadership in performance management also a top priority.
Focus on transparency : The lack of transparency among some UK employers was revealed this week as UK companies with over 250 workers are to be forced to declare their pay differences between men and women. At present, the UK has the sixth highest gender pay gap in Europe. In a crowded online recruitment market, data driven social recruiting supported by sophisticated HR software enables employers to promote a transparent brand message.
Address the skills gap : Career development opportunities consistently rank highly in candidate surveys but the UK still lags behind on learning and development. The CIPD recently stressed the need to address the country's ‘weak skills strategy’ in order to achieve sustainable success. With over 60% of all private sector workers in the UK employed by SMEs, recommendations were made for the provision of affordable support and advice for small businesses in order to improve their ‘people management and skills development capability’. An effective adult skills budget is also essential.
Wider flexible working : One year on from its introduction, over one third of British employees claim their bosses still don’t offer flexible working to their staff. Flexible working leads to more productive employees and cost savings to businesses. Cloud-based HR technology enables organisations to take advantage of flexible working options but it seems a cultural shift is still needed to convince UK employers of its value.
Introduce meaningful conversations : Improved levels of engagement will help to resolve the issues faced by HR but carrying out yet another employee satisfaction survey isn’t the answer. Writing in Forbes magazine, Liz Ryan encourages businesses to invite ‘your team to ‘sit down with a cup of coffee’ to discover how they really feel about employee engagement in the workplace. This echoes one of the key findings in the Change Associates report which identifies a need for frequent meaningful conversations with staff.
Move away from the traditional workplace model : Getting the balance right between HR management, engagement and paperwork is a challenge. A move away from the traditional workplace model supported by cloud based HR technology helps to achieve this balance. Sophisticated HR software means that mobile workforces are more easily managed and information on talent acquisition strategies and employee performance more easily shared. Automating key procedures by introducing digital workflows and onboarding processes to reduce administrative workloads enables HR to focus on talent acquisition and retention.
Prevent a talent exodus with cloud based HR software used by some of the world’s leading organisations. Talk to Advorto today.
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