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A third of execs feel like quitting in first 3 months, says survey

Depression by RLHyde flickrHR departments need to work more closely with newly-recruited executives to ensure they are ‘onboarded’ successfully, says a new piece of research from executive search company Harvey Nash.

The survey found that more than one in three new executives (39%) find their start so bad they considered walking away from the organisation within the first three months. One in five executives feel they do not fit in well with the business once on board, as a result of incomplete and inaccurate information about the role and organisation at the recruitment stage.

Executives say they could be 50% more productive if they were properly set up and introduced to systems when they first arrive. The idea of ‘hitting the ground running’ is often out of the question, because HR and the wider organization have not made the right arrangements for the new executive to do their job properly from day one.

The research, ‘Onboard and upwards: How an executive’s first 90 days make or break the ones that follow’, was conducted among over 280 senior executives from FTSE 350 and large non-FTSE companies in the UK, and some NHS and public sector organisations, who had all joined their organisation within the last year. It also found that organisations are not using the insights from any psychometric and structured assessments completed during recruitment to set executives up for success in their new roles or help them integrate well with the business.
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Understanding auto-enrolment and pension reforms

pensionPensions have been an increasingly important part of an employee’s package in recent years but with not enough people preparing for their retirement, legislation has been introduced to ensure that more workers in the UK are provided with a pension scheme. Unlike some of the other pieces of legislation that has been introduced in the past, the new reforms are significant and will mean wholesale changes for nearly every employer.

Once the new rules take effect, every employer will be required to ascertain which of their employees are classed as ‘eligible jobholders’ and enrol them into a qualifying pension scheme. Once enrolled, the employer will have a duty to inform the employee of their new membership as well as make contributions on their behalf.

An eligible jobholder has been defined as an individual who ordinarily works in the UK, even if they are not a UK national. The length of their intended stay in the UK is also not a factor in ascertaining eligibility. To qualify under the rules, the individual must be between the ages of 22 and retirement age and earning more than a defined amount. The final sum has yet to be agreed but has been provisionally set at £7,475. This figure includes adoption, maternity and paternity pay, overtime, sick pay, bonuses, overtime and commission.

Some workers who do not qualify as eligible jobholders under the auto-enrolment rules can ask to join the scheme but will not receive the benefit of employer contributions. The employer is obliged to comply with this request if made. Other workers have the right to opt-in to a scheme as well as receive employer contributions once they join.

The new legislation is likely to cause a large amount of work for most businesses to ensure they become compliant but the Pension Regulator has announced that there will be stiff penalties for any firm actively encouraging their employees to either opt out or providing them with an incentive to do so. This applies to candidates applying for vacancies as well as existing employees.

Although auto-enrolment is a key part of the reform, employees may opt out of the scheme if they wish to do so. There is a one month cooling off period at the original inception and if membership is cancelled during this time, any contributions made during this period must be refunded in full. The pension scheme must also refund the relevant contributions back to the employer as well. The employee may exit the scheme at any time but if they opt to leave after the one month period has expired, there may be no obligation to provide a refund of contributions.
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How to break into a career in Human Resources

Cabin Crew Manager

Human resources is a business-strategy aligned function of corporations, designed to assist the organisation in achieving its goals through effective recruitment, development and retention of staff. A good HR function can help a company gain competitive advantage in the market through these practices. In more recent times the function has increased to take on additional areas such as well-being, safeguarding, internal communications, community involvement and corporate social responsibility amongst other areas.

It remains a valuable area for aspiring professionals to move into and to have a rewarding and challenging career. Jobs within HR tend to be very transferable and many roles have acreditations attached that facilitate this. The roles within HR can be generalist or focused into specialist areas, particularly as an individual’s career and experience develops.

A starting role will generally operate at the administrative side of HR. This might involve preparing and sending out contracts, administrative paperwork, internal forms, pay reviews and other activities. Employee databases are kept updated and the team will work closely with other functions such as payroll.

HR administrators will also typically deal with administrative processes for new starters, such as paperwork and induction processes. They will deal with leavers, sickness, disciplinary issues, bonus and pay reviews, maternity, development and other HR areas in similar ways. They will probably be expected to work within an SLA, responding to queries within established timeframes and following strict procedures for administrative records, paper trails and database updating.

As the HR practitioner develops, they will likely start advising managerial staff on staffing issues, disciplinaries, grievances and more. Trade Union involvement may be a factor, along with changes to HR legislation, involvement with internal communications programmes, internal change programmes and more.

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