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How do UK firms compare with the EU on HR practices?

JL training (HR for line managers)Thanks to a far-reaching survey across hundreds of organisations certified as ‘Britain’s Top Employers’ by the CRF Institute, it’s possible to see the challenges facing UK companies when it comes to HR activities.

The CRF Institute awards Top Employer status to organisations where HR teams are making the employee experience as rewarding as it can be. Companies are scoreed on five key areas and then the data is independently audited – pay and pensions; non-monetary benefits such flexible working and childcare; training and development; career development; and culture management.

Looking at key performance data it’s been possible to find out how employees of the UK’s top companies compare with their EU counterparts. The CRF Institute has also provided data on the performance of the top 5 companies in Britain’s Top Employers. So what were the findings? :
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Employers warned to work harder at staff retention or good people will walk

Sales professionalsKeeping employees happy in their day to day roles is no longer enough to stop them from walking out the door, warns a new survey from recruitment firm, Brook Street.

The Brook Street survey found that while two-thirds (58%) of employees said that they were satisfied in their current jobs, less than 40% of workers see themselves working with the same employer in 12 months.

“Businesses in the UK have struggled with continuous skills shortages across several sectors and many organisations are having to look to their competitors to find the people they need,” Erika Bannerman, sales and marketing of Brook Street said. This means better offers coming in from elsewhere are hard to ignore.

The research of more than 1,000 workers found that the majority of employees (63%) are more likely to leave their current employer because of a better offer elsewhere rather than a lack of opportunity or general dissatisfaction in their current job.
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Sainsbury’s staff net £23 million from share schemes

Sainsbury's Sharesave schemeSainsbury’s staff share scheme is being hailed a success with news that over 11,000 Sainsbury’s colleagues will benefit from the company’s success as two Sharesave schemes mature. This means that the biggest savers in the three year plan are set to net over £2,000 each, which is also tax-free. HR teams, benefits professionals and Corporate Social Responsibility departments will be impressed with this high profile success, which shows Sainsbury’s in a particularly good light as an employer.

With a share price of £3.42 when the three-year and five-year schemes matured, Sainsbury’s colleagues saw an average 21% increase on their original savings across over 11,000 saving contracts. The value of shares subject to the maturity over the last seven years is over £162 million.

Sainsbury’s Chief Executive Justin King, said: “For over 30 years we have given colleagues right across our business the opportunity to share in our success through Sharesave. It’s great news that over 11,000 colleagues have been able to share in a £23 million payout from our Sharesave schemes this year. This is part of the wider benefits package we offer to reward our colleagues for the vital role they play day in, day out in delivering great service to our customers.
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How to look good online with LinkedIn’s new profile features

linkedinBy Heidi Nicholson

2012 proved to be a year of change for LinkedIn. The interface that veteran users were well-accustomed to started to morph into something sleeker and more user-friendly but in some ways, more maddening for members.

It’s certainly much easier to build your profile on LinkedIn in 2013, and with it progress your career in HR. Adding new entries and sections is less fiddly than it used to be. However, HR professionals of all people need to remember that LinkedIn is merely a platform, and no judge of quality.

I recently revamped our “Good Linked, Weak LinkedIn” eBook and even the “weak” profile is considered “Expert” by the measures that LinkedIn applies. I can tell you now that the content of the weak profile would not help the person concerned achieve any of his career or business aims.

I heaved a sigh of relief when the requirement to have three recommendations to have a complete profile was dropped. Many people didn’t like the system of “open references” that LinkedIn imposed, and being told that their profile would never be complete without the magic three recommendations was a deterrent to even being part of the LinkedIn community for some people.
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