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The Apprentice

Watching Alan Sugar point the finger of destiny at a young protégé has become a beloved annual ritual for British TV audiences, and it’s been argued that Donald Trump would never have had the platform to run for President without the exposure he gained on the US Apprentice.

So when we use the word “apprentice” many people picture a brash young man or woman who spends twelve weeks singing their own praises before landing a lucrative job with a celebrity millionaire.

Kay Harriman, Hilton’s HR Director, and Kathryn Porter, the Director of Youth Strategy, have outlined ambitious and admirable plans to engage one million young people by the end of 2019, offering them an introduction to the hospitality workplace geared towards them becoming employable – and employed – in a thriving global operation. Hospitality is Britain’s sixth largest industry, and the chance to build a career with a supportive employer that has almost 600 properties in 85 countries around the world is something to shout about.

The Hilton apprenticeship puts the emphasis on personal development, and it’s not unusual for young people to progress quickly into team management. Hard and soft skills, technical ability and good personal qualities, are identified and maximised. People learn, grow and thrive.

Staff development is optimised with Jane software, with training needs flagged up from information gathered in appraisals, business plans, departmental reviews or by assigning an employee to an activity with a specific skill requirement. Employees can also log their own training requirement as a self-service request using the HR Portal, and scheduled training courses are monitored and updated to form an audited record of their progress. Jane also offers you a costing breakdown that gives you a clear picture of training […]

Back To School

But do they deserve £1.5 million a month? One Lincolnshire school employee was almost given that very pleasant surprise earlier this year when their outsourced payroll service delivered a string of errors. If overpaying some people to the tune of a lottery win is embarrassing, failing to pay others at all is shockingly negligent. With Britain’s teachers putting in typical working weeks of 55-65 hours, the idea of dedicated professionals somehow being forgotten on payday doesn’t bear thinking about.

So how can it be happening?

In April 2015 Lincolnshire County Council awarded a £70 million contract to a single HR and finance systems provider. The contract holder, an outsource giant with a global turnover in excess of £3 billion, seemed to have ample experience and resource for the task. But a succession of business-critical failures led to them marking the first anniversary of the partnership by issuing the Council with a £1.2 million service credit.

Such a costly embarrassment in year one should have provided the motivation to get things right, but years two and three don’t seem to have gone much better. Thousands of employees whose hard work keeps the lights on and the engines running for the county’s public services can’t be sure they’ll be paid accurately, if at all.

 

When an interactive HR system encourages people to take responsibility for their careers and have confidence in their professional development, just watch how quickly they begin to feel more valued.

When HR and payroll software meets every legislative standard and smooths the path towards accurate administration from recruitment to retirement, just watch your productivity rise and your staff turnover fall

When your system automates complex processes and allows you to run monthly, fortnightly and weekly payrolls with guaranteed […]

Part of the Team

The World of Learning conference is an annual highlight, not only for education professionals but for anyone with an interest in staff development. Among the themes of this year’s event at the NEC, one stood out:

An alarming number of people quit new jobs within the first week, and many more decide very quickly that their new company isn’t a long-term option. To quote the CIPD:
“Even when people stay for a year or more, it is often the case that their decision to leave sooner rather than later is taken in the first weeks of employment”

Sometimes people just don’t fit. It’s nobody’s fault, and the sooner a square peg is prised out of a round hole, the better it is for all concerned. But how many people walk away from something that could have developed into a rewarding personal and professional experience simply because they weren’t made to feel welcome?

Without a tailored induction, new employees can find themselves in a position where they never fully understand the business they’re working for or their role within it. They may never fully integrate into their team or the wider company, they may never reach the level of creativity or productivity they’re capable of, and as frustration mounts they may well put down their tools, switch off their computer and walk out of the door, never to return.

What are we hoping to gain from an employee induction? The best HR and training practitioners we’ve worked with all say the same thing.

That’s a lot easier to accomplish when the hiring process is seamless and transparently fair, and employee onboarding is swift. Jane’s recruitment software actively supports more efficient onboarding. To take one example, new employee records […]

Nobody’s Fault, Somebody’s Responsibility

Sometimes the quirks of a different language can give us a fresh take on our problems.

In Portugal, the phrase “to feed the donkey sponge cake” (alimentar um burro a pão-de-ló) refers to an elaborate treatment being given to a person who doesn’t need it.

In Finland, “to let a frog out of your mouth” (päästää sammakko suusta) is to say something inappropriate, a pitfall that we’re all familiar with.

In Poland, “not my circus, not my monkeys” (nie mój cyrk, nie moje małpy) is an inventive way of telling someone “this is your problem, not mine.”

And that brings us to an important point about service providers; their definition of service.

At Jane Systems we understand the challenges faced by the education sector, and we don’t like to see the hard work of students and teachers go unrewarded. This week’s news that IT systems problems have delayed the degree results of students at Blackburn College’s University Centre is painful. At a time when they should be striding forward into the job market, 800 young people are standing still. We haven’t worked with Blackburn College but we do know they have a hard-earned reputation for professionalism and commitment to their students. We also know that systems problems are sometimes nobody’s fault. But that doesn’t make their impact any less challenging.

The Jane Self-Service Portal has transformed the working lives of education sector clients by giving each individual responsibility for maintaining their own HR record, while management retain oversight and control. It’s efficient and inclusive, and by sharing responsibility it gives people ownership of their career development. You’ll notice that the word “responsibility” keeps coming up here. We like that word. We believe taking responsibility makes all of us better […]

By |August 8th, 2017|Education, Partnership|Comments Off on Nobody’s Fault, Somebody’s Responsibility|