James Griffiths FCIPD

Discover how Duncan & Toplis is leading the way towards sustainability in the accountancy sector! 🌿 Learn about the strategic climate action initiatives here: https://okt.to/Arhvid 🌍 #Sustainability #NetZero #Accountancy #WeAreDuncanToplis

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What are you views on John Lewis & Partners new approach to recruitment where all job interview questions for all roles are available on its website, in a move to make candidates feel more comfortable during the application process. But how concerned should we be with candidates outsourcing their answers? Does it create less authenticity? Certainly the 'Big Four' stipulate that applicant should not use AI to assist with an application. Is AI or knowing all questions in advance of the interview an area of concern or a 'storm in a tea cup'? #jobapplications #AI #recruitment

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I’ve just stumbled across this great resource from CIPD which I’m sure some of you will find useful. If you’d like to understand exactly what succession planning involves, the link between succession planning and talent management programmes, and the role of people professionals in the process click the link below to access a wealth of information. https://lnkd.in/eDUAyfkv #SuccessionPlanning #TalentManagement #BusinessSuccess

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New Government, new rules. Is your business ready for the plethora of changes to employment law that could come, as outlined in Labour’s manifesto? We’ve summarised the position in our latest blog to raise awareness and to help buisness owners to be prepared for everything, from paid carers’ leave to fairer zero hours contracts. Once we know which changes will be enshrined into law, we can help you to navigate, understand and implement any updates to contracts, policies, training and awareness that may be required. We’re with you 💪 #hr #change #employmentlaw Candid HR Ltd https://lnkd.in/eKhvVdwt

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It's more important than ever for organisations to have a strong #FinancialWellbeing strategy, and this webinar from MHR will explain why. For starters: ➡️ Employees are five times more likely to take sick leave under financial stress ➡️ 78% of employees would leave their current employer for one that values financial wellbeing Learn more and discover the possibilities financial wellbeing strategy can have on your organisation available from 31st July, 2pm 👇

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Yet another pragmatic example of how an interim executive can augment your executive team and provide leadership, delivery & outcomes through a period of turbulence and change.

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How can UK reward professionals manage the impact of last month's Autumn Budget? Read this CIPD article for some ideas https://lnkd.in/ew8_CxCT

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https://lnkd.in/eQkNf495 UK 🇬🇧 this is a training session on how to better digest your news, led by the Financial Times Tim Harford you'll feel much better for having listened.

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In a recent blog, we looked at the benefits of mindfulness for employees. This months we explore the advantages of leadership strategies that encourage effective mindful approaches. If you need help with mindful leadership strategies, or any other HR support, please contact us at [email protected]. #InvictusHR #HRConsultant #Mindful #Employment #Leadership

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TODAY'S BUDGET - the HR and reward challenges What should HR directors be thinking about following the budget? Their lower paid workforce!   The combination of National Living Wage and NIC increases will push up employment costs. Exactly how much depends on the profile of the workforce as the largest rise in employer costs is for employing lower paid workers. And, the headline numbers don’t factor in the need to adjust differentials between those employees on the NLW and those immediately above it.   Differentials are always a sensitive issue. HR directors and their reward leaders will need to look at differentials quickly with the intent of adjusting them in the upcoming pay round given NLW kicks in April 2025. In our experience and based on the NLW at £12.21 per hour, tackling differentials should affect anyone earning less than £15 per hour. This is a significant part of the workforce for retail and hospitality employers, for example.   Will low paid workers feel the benefit of these additional employer costs? Probably not. OBR estimates three quarters of the employer NIC increase will be felt by employees even if they don’t show up in payslips. Why? Many employers will have little choice but to restructure lower paid work and reduce jobs or reduce other employment costs, for example, employer pension contributions. Another issue for HR directors and reward leaders to think about.   HR directors and their reward colleagues have a fine line to draw. Low paid work is a valuable entry point to the labour market and it should be paid properly – we all have a social responsibility for lower paid workers. Low paid work can also get priced out of the market because we all have a responsibility for managing costs too.   In short, National Living Wage and NICs pull in different directions. HR directors and reward leaders must manage that tension. If you want to get in front of these tensions, we at FJ Advisory are here to offer advice and some critical friendship. Contact us on www.fjltd.com or Mike Falvey or Christopher Johnson or here at LinkedIn

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A bit of a passion of mine! So critical to business success! Thanks for the chat, Chris Ashmore and to Business Essentials Daily Podcast 🎧 Listen now at bit.ly/be-daily for hosting me!! #HRleadership #businessstrategy #thrivingworkplace #shiloconsulting

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When power is the focus it f**ks leadership…. and performance! Leadership and Performance….two of my favourite topics and wow…what a show we had yesterday on the BBC at the General Election debate 🫣 Embarrassingly / worryingly our two leading parties gave a performance, but maybe not one the electorate is looking for. Leadership was thin on the ground between the two MPs Rayner and Mourdant, exemplified by the comment … ‘Well that was dignified’ spot on Carla Denyer! Power does funny things to people. And we see this play out over and over in politics, and in our workplaces. When power becomes the focus not leadership, and it shapes decision making, things frequently go south. It was notable that those who had less at stake acted with greater leadership and poise. Stephen Flynn was the most composed, compassionate and articulate imo. By the end of the debate Rayner’s internal fury oozed. It’s hard to know whether it was self directed or with Mourdant, or both. Either way….both of them were a million miles from stateswomanly and hard to find credible, or intelligible between the finger pointing and interruptions. I imagine there was a rush to hide handbags back stage as us at home sat back agog 🤣👜🍿 When power is the focus, people lose sight of leadership and performance…and all the wrong behaviours come to the fore…where was the integrity? Anyway that was my take. What are other people’s thoughts on power vs leadership? What did you see? #power #leadership #performance

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CIPD HR Leaders and Policy Forum roundtable - Exploring New Deal for Working People … A great session today at The Royal Institute discussing and debating some of the future changes to employment legislation that are proposed by our new government Whilst we still await a lot of detail on what these changes will look like in practice, it was good to start to think about the impact for businesses and us as HR Professionals and have the opportunity to input to a response. It will be interesting to see how these proposed changes evolve over the next 12 months ! #cipd #employmentlaw #publicpolicy

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At our Great Minds CHRO Gathering, we had the privilege of hearing from a dynamic panel featuring Professor Emma Parry, Jag Dhanji, Chartered FCIPD, Katie Obi and Sarah Mason FCIPD. Their discussion, CHRO Insights: Shaping Work, Human-Centricity, and AI, touched on a critical point that continues to shape HR conversations today: While getting the technology right is essential, we must not lose sight of key questions such as ‘what is the problem we are trying to solve?’ & ‘what is the solution?’ (it may not require a technology solution!) In their short Vox Pop from the gathering, they highlight that as we integrate AI into our organizations, it’s human skills - like empathy, communication, and leadership - that remain crucial. Equally important is change management, ensuring that we navigate technological transformations in a way that keeps people at the heart of it all. Technology alone won't drive success; it’s the people behind it, guiding its application and ensuring its alignment with human-centric strategies, that make the difference. Watch their insights and reflect - how are you balancing technological advancement with the human element in your HR strategy? #CHROLeadership #AIandHR #HumanCentricAI #ChangeManagement Derek McKay, Aoife Ní Dhonnchadha, Sadiq Merali (FCA), Michelle Stansfield FCIPD

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New podcast: Building a Resilient Assessment Strategy for the Future In the second episode of the Ommati Interview Series, I was delighted to speak to Jon Hull, Head of Recruitment at Notting Hill Genesis. As a seasoned talent acquisition leader, it was great to hear Jon's perspective on the challenges facing TA teams, the impact of AI and what buyers need from their assessment suppliers. Key takeaways include: - Assessing talent at scale remains a significant challenge - AI tools have empowered candidates, changing the recruitment landscape - Recruitment teams face increased pressure from higher application volumes - Ethical use of AI could enhance candidate experience. - Bias in automated assessments poses a serious risk - Future-proofing assessment tools is essential for long-term success - Flexibility in vendor relationships is crucial for adapting to change - Rethinking what we measure in assessments is critical to retain relevance A big thank you to Jon for his time and insights! If you’re a TA leader or involved in talent assessment, I’d love to hear your thoughts on building resilience into your assessment strategy. In the intro snippet below, you can hear Jon's insights on what to look for in an assessment provider. To watch the full episode, please follow the link in the comments... #TalentAssessment #AIRecruitment #TalentAcquisition #OmmatiPodcast

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Why recruit when you can resource? 💡 Our bespoke talent solutions grow with your business needs, offering outcome-focused resource management for maximum impact. Discover how we can transform your talent strategy: https://lnkd.in/ewNEdn5n #Resourcing not #Recruitment

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Even if managers or colleagues have good intentions, they may have unconscious biases, leading to stereotypical attitudes. For more guidance on how to support employees with a disability or HR advice on another matter, please contact us at [email protected]. #InvictusHR #HRConsultant #AbilityNotDisability #DisabilityAwareness #Employment

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