UK businesses are under more pressure than ever. With restricted resource, more competition and quickly-shifting markets, a highly trained and adaptable workforce can be the key to success.
UK businesses are looking much more closely at what specific skills they need from employees, and aren’t necessarily finding it among the current employment pool.
The business community is currently crying out for more work-relevant educated staff. Leading individuals from the business community have spoken out to highlight the stubborn shortage of skills in the UK which are needed to remain competitive and fuel long-term growth.
I firmly believe that the most important element of a successful and profitable business is the people. The people make a brand, the people are the ones delivering excellent customer service, and it’s the people making sure that customers get exactly what they pay for. Needless to say that sourcing the right people has historically been a challenge for every business, and it never gets any easier.
More and more international assignments result from international business needs and when businesses need experienced leaders in new markets, they often turn to internal assignees. Similarly, when technical workers in a support centre need training, they may be sent to an established company site in a different country for a period of time, or when an employee is asked to relocate to meet a short-term business requirement, they may opt instead to commute so as not to uproot their family. As the realm of international business grows and changes, so does the variety of international assignments that support it. Twenty years ago, it was common for even the most global of companies to have just one or two international assignment types, today, a company may need four times as many.
Peter Sewell, Regional Director. Crown World Mobility, discusses popular assignment types, the business needs they serve and their key support and policy elements.
Prithvi Shergill, chief human resources officer at HCL Technologies, explains what is necessary to tackle future challenges.
In recent years, a growing number of savvy employers — large and small, multinational and local — have identified young people as their secret weapon in the war on talent. They recognise that investing in the talents of graduates, school-leavers, apprentices and young people looking for their first role after college can pay dividends. They are reaping the benefits of a diverse and multi-skilled workforce and meeting the challenging demands of the modern economy.
Recruitment advertising is as much about brand advertising as a 30-second TV commercial. So it makes sense to be consistent. A messy job advert suggests the organisation is itself disorganised and will deter really talented employees from ever applying.
Many organisations spend vast amounts of time and money on education and training programmes for their staff and yet there is still a feeling that the employment pool is not up to the job.
Over the last two decades the internet has transformed the way people buy – everything from low-value household commodities to high-value business services. The new web-savvy customers gather most of the information before they engage with sales representatives of the selected companies. As a result the power balance between the buyer and the seller has fundamentally changed. Steve Gilroy, CEO of Vistage, examines this fundamental market change.
The pace of technological change in recent years has meant that we are now able to pick up emails anytime, anywhere. Andrew Christodoulou, author for Wolters Kluwer’s Croner-i Human Resources online product looks at some recent research into emails and stress.