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Two in five ‘happy to work past 65’ says survey

RetireesMany British retirees would rather continue working past the age of 65 says a new survey conducted by Prudential. Two in five (40%) employees planning to retire this year would be happy to work past 65 if they had the chance, said the Class of 2012 survey.

The survey looked at the finances and expectations of those planning to retire in 2012, and reveals that 48% of men and 32% of women would be happy to continue working past the standard retirement age.

Two-thirds (68%) of respondents cited the main reason to stay in the workforce past 65 as the desire to remain physically healthy and mentally active. More than half (54%) claimed that they enjoy working.

Vince Smith-Hughes, retirement expert at Prudential, said: “There is a new retirement reality taking shape across the UK, with thousands of people actively choosing to work past the traditional retirement age. The fact that so many of this year’s retirees would keep working on a part-time basis is a strong indication that, for many, working is as much about staying young at heart as it is about funding retirement.”

Despite this, only 13% would choose to continue to work full-time with their current employer. Nearly half (49%) of respondents who wanted to work past 65 would prefer to work part-time, either with their current employer or in a new role, in order to strike a better work-life balance.

Those planning to retire this year from the east of England were the most keen to stay part of the workforce, at 54% of respondents. Half (49%) of Londoners and 45% of employees in the southeast would also like to continue to work. Just 29% of Scots planning to retire this year would be happy to work past 65 if given the choice, along with 30% of respondents in Wales, Yorkshire and Humberside, and only 21% of those in the north-east.

Smith-Hughes added: “Gradual retirement is an increasing trend among pensioners, whether this means remaining in the same job on a flexible basis or even setting up their own business. Those retiring at 65 will face an average of 19 years in retirement which makes the financial and social benefits of working for longer an even bigger draw for a new generation of industrious retirees.”

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You’re in demand: Latest HR jobs for June

HR jobsLooking for an exciting new HR job? Check out these attractive vacancies currently live on our site. We feature great roles this June ranging from an HR Advisor vacancy in a large telecoms business, to a fantastic HR Manager opportunity in Munich, Germany. And these are just a taster from a really extensive range of HR job opportunities.

Human Resources Advisor – Telecoms

There’s an urgent requirement for an Human Resources Advisor to work for a blue chip mobile telecoms company. The successful applicant will join a team in the South East on a contract basis.

The HR Advisor / Human Resources Advisor will be involved in partnering with low to middle management across the business to support consistent implementation of people related policies across the business.
The role also involves coordinating processes and emerging issues in the areas of: case management;
employee and leader development; organisational development and change and talent management.

The company is seeking someone with experience of working in a HR Advisor role for large telecoms or blue chip technology companies, ideally with a Bachelors degree in HR and/or working towards a HR certification
It will help to have xperience with HR systems and applications – SAP preferred.
Flexible with occasional travel

HR Advisor (Projects) – Midlands

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Employers plan greater flexibility during the Olympics says CIPD

Olympics by LocogOver half of UK employers are adapting their working practices during the Olympics so that staff can watch key events at work. This is the finding of new data released recently by the Chartered Institute of Personnel and Development (CIPD). Almost three in ten employers say they will try and accommodate requests from employees to work from home, 17% will extend flexible working opportunities, while 13% will actively encourage staff to work from home.

The CIPD research found that many employers are also making preparations to allow staff to watch key events in the workplace. Almost a third (31%) of employers will make TVs available in the workplace and 11% will allow employees to view events online on their work computer.

Its annual CIPD/Hays Resourcing and Talent Planning survey, finds many employers are planning to allow this greater flexibility for staff so they can avoid transport disruption and minimize lateness.

The survey findings are released as the CIPD launches new Guidance on Sporting Events and Absence Management which highlights the range of options employers can consider to minimise disruption to the business and help employees make the most of the Olympics and other sporting events such as the European Football Championships.

Introducing the guidance Rebecca Clake, Research Adviser at CIPD, says: “There are a range of options available to employers to enable them to balance the requirements of the business with the interests and needs of employees.

“Options such as flexi-time and home working can enable employees in parts of the country likely to face travel disruption as a result of the Olympics to spend their time working rather than stuck in traffic jams or adding to the pressure likely to be faced by our public transport system.

“Of course some employers, for example, those providing public transport, will face additional demands during the Olympics and will have to manage their workforces carefully to ensure there are sufficient staff to deliver services. Our survey shows 35% of public sector employers are planning to restrict leave during the Olympics to cope with this challenge.
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UK businesses fail to plan against loss of key staff

recruitment consultantOnly one in ten organisations have contingency plans in place to ensure their business continues to run smoothly if a number of key employees leave or are absent unexpectedly.

The findings of the report, commissioned by Vodafone, revealed that although one in five employees are reported to be actively considering a job move in the next twelve months, only 29% of UK managers say employee defection to another firm is a significant concern. This compares to 59% who cite IT systems failure and 36% who list damage to facilities through fire or flood as key concerns.

Worryingly, when it comes to business continuity planning, UK businesses are much better prepared for technology and environmental risks than they are for the risk of losing talent.

This is the key finding Vodafone’s report, ‘What if …? Exploring attitudes towards risk’, based on interviews with UK senior managers. This is despite the growing need to attract and retain the best talent and the relatively high probability of talent leaving or becoming unavailable for work.

While respondents accept that talent risks such as employee defection or illness are more probable than environmental risks, for example, only 10% of those surveyed say they have robust plans in place to respond to talent loss. In comparison, 37% say they that they have such plans in place for the loss of key facilities through fire, flood or similar events.

“This research shows that businesses should place a greater emphasis on identifying and managing talent risk as part of a business continuity management strategy. This is not only best practice but it will contribute to business excellence – essential in such a tough economic climate.” added Kelly.

Smaller business are the least prepared, with only two-fifths of organisations with up to 10 employees having continuity plans in place today.

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