HR Solutions Limited
Changes to employment award limits – 1st February 2013
The Employment Rights (Increase of Limits) Order 2012 brought changes from 1st February 2013 to the limit set for the amount of compensatory award payable for most cases of unfair dismissal. The limit has increased from £72,300 to £74,200.
In The Telegraph this week, career coach Jeremy I’Anson writes about the importance of Graduates having work experience to enhance their chances of finding a job. Competition for graduate jobs is huge and it’s no surprise that L’Anson points out research that shows graduates have a far greater chance of getting a job if they have had some work experience – especially if they are applying for a job with the same employer that they had that work experience with.
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Looking ahead to 2013
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Today I’m really delighted to introduce Sean Conrad a Senior Product Analyst at Halogen Software, a Certified Human Capital Strategist, and a frequent writer on the topic of employee performance management.
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2013 will see consultation take place on the governments parental leave reforms, which will see both parents able to share up to a year’s leave to look after their new-born children. This along with plans to legislate during the same year, on an extension to the right to request flexible working to all employees, shows a growing emphasis on family friendliness being a key feature of an employer of choice; an organisation where performance is valued first, over the hours that employees work.
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Over the last month, we have seen the launch of the new Engage for Success website http://www.engageforsuccess.org/ . The initiative is driven by a number of key CEOs supported by vital contributions from across industry sectors, as well as a range of task and community groups; their key objective being to encourage businesses to unlock potential within employees and thus create growth for organisations and Britain as a whole.
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Equal pay claims can be brought by ex–employees for up to six years.
Following a recent ruling, it is now clear that if you are faced with an equal value claim by existing employees, you will need to consider whether any employees who have left in the previous six years might be able to bring a similar claim via the High Court.
Is it me, or does the technology that is meant to save us time, often invade our time?
It’s great, for example, that we have instant messaging with email, Skype messaging, Twitter etc. but I often find that I get distracted by technology. I can be working on a project, such as writing this blog and then an email alert pops up at the bottom of my screen and I’m whisked off to another task because the first few words of the alert interested me enough to make me click on it! I know… I know … I need to have some self-discipline.
Back in the 1950s academics including Likert (1959) were reporting that “Performance Review interviews as a rule are seriously deflating to employee’s sense of importance and self-worth.” Many years later and still many employees question the value of the appraisal discussion. In 2010, for example, Duncan Brown chaired the annual CIPD Performance Management conference and likewise he found that delegates questioned the “practice and quality of performance management in their organisations.”
I have worked in organisations myself where I have been tasked with ‘reviewing the performance appraisal system’ which I have done with great diligence, only to find a year later that people are still not motivated by it and view it as the ‘annual ritual.’
The end of the year is almost here, and in some companies this is the time when they review the performance of their employees and think about what they want them to focus on next year to make sure that business objectives can be met.
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