Welcome to People Vision's First Newsletter for 2008.

I assume you have all settled into the New Year and Christmas seems like a distant memory! This month's article is on:-

"Workforce Planning"

Your company can be riding on the crest of a wave: successful current projects on the go and a healthy list of future contracts lined up. But you also need to have a similarly strong pool of future employees on the books or you could find standards dropping, costs rising and your pipeline of new people drying up.

As your company grows it should be seamlessly recruiting people that immediately improve your service offering. Workforce planning at its best is about understanding what your business is aiming to achieve and creating a people plan aligned to that goal. This will ensure you get the right talent through the door at the right time and at the right price. We’re not talking reams of paperwork here, just a simple spreadsheet incorporating each division of the business, a headcount and expected costs – set to a 1-3 year plan.

In my opinion the most significant by-product of workforce planning is that the human resource department becomes actively involved in the strategy of the company. You need to sit down with Executive Directors and other senior members to find out about future projects, future recruitment requirements and indeed any cuts that may be in the mix. By keeping a dialogue open your workforce plan becomes a constantly evolving business tool that will improve recruitment immeasurably. But don’t forget, it needs to be reviewed every 3-6 months and, most significantly, it has to be aligned to the core business goals.
It’s all too easy to fall into a reactive approach to recruitment if you do not have the right system in place. But a long-term plan for the future of the workforce can seriously reduce this problem. It will have noticeable benefits, not least with the dealings with your recruitment agency. If you can approach an agency with a schedule of works for the next 1-3 years and a comprehensive outline of the type of skills you will need you have a substantial negotiating tool with which to cut a more agreeable deal.

But I believe the most interesting part of implementing a workforce plan is that you will be able to look at your current workforce and pinpoint people suitable for promotion. With a properly aligned workforce plan you will be able to look at your schedule of projects over the next few years and be in a great position to nurture your existing talent. This obviously has a positive impact on your budgets and, again, puts the human resource team at the core of the business.

Some of my clients think this is a waste of time, but if you know how much business you intend to deliver over the next three years you can easily calculate projected headcount. Naturally with the help of the invaluable finance guru!

Workforce planning is a strategic piece of action that allows the HR team to really benefit the whole business. It will help middle managers to understand how the company will shape over the next few years and therefore see the opportunities within their own teams. It will also reduce recruitment cost through better negotiations. And that gives you more budget for learning & development!

Employment Law Update

Consultation Regulations  

·         From April 2008 the Information and Consultation Regulations 2004, will apply to employers with at least 50 employees.  The Regulations require an employer to negotiate with representatives of employees to put in place an Information and Consultation Agreement where:-

-           there is no valid pre-existing (PEA) and at least 10% of employees request negotiations; or

-           there is a valid PEA but at least 40% or more of employees request
                  negotiations; or,

-           there is a valid PEA but there has been a request of 10 to 40% of                              employees for negotiations and a majority of those voting and more
                  than 40% of the workforce has approved the request in a ballot.

·         Employers are entitled (but not obliged) pro-actively to trigger negotiations under the Regulations. 

·         Failure to negotiate within the Regulations' tight timescales leads to application of the formal default Standard Information and Consultation Provisions – these are more onerous than PEAs and negotiated agreements.                             

Clare Wheeler                                           
Associate                                                  
Penningtons Solicitors    

                                                                             

Specialist advice should be obtained before taking, or refraining from taking, action based on comments in this paper, which is only intended as a brief note.  If you require specific advice on any employment related matter, please contact a member of the Penningtons employment team. 

"Is finding talent from minority ethnic groups a problem
for your company"? 

One of our partner organisations, Reconnect Africa,
www.reconnectafrica.com has been of vital support in connecting
leading employers with professionals of African origin in the UK. 
ReConnect Africa offers a number of recruitment services for UK recruiters interested in reaching the thousands of resident graduates and mid-career professionals of African origin that subscribe to the website and to its monthly online magazine. Contact editor@reconnectafrica.com

"Different Learning Experiences from PVHR"

Whether it is sailing or cooking take some time away from the workplace to enjoy a fresh perspective, to focus and build confidence in your team.

Team events have a positive effect on many areas in the workplace including confidence, inspiration, motivation and effectiveness of the team.

Cookery can be used to provide a platform for developing a team experience that will be both rewarding and fun. If you think this kind of experience would help your team to succeed contact  alyson.pellowe@pvhr.com

"Green HR!"

We thought it was important to bring the green agenda to our newsletters because according to research the average worker can throw away one quarter of a tonne of materials per year! Implementing environmental policy can enhance your company in many ways but especially by saving money.

There is a Sunday Times award for the Best Green Companies where they want to celebrate and recognise businesses that are taking serious steps to reduce their environmental impact. If you would like to register please go to the link below.

Best Green Company

The People Vision Team

Sian Hughes - Sian is an employment law specialist who gives very pragmatic advice and has dealt with some complex cases including sexual harassment for a fast food manufacturer as well as some tough dismissals in an IT company.

People Vision Recruitment

New vision for HR recruitment
 

Need help recruiting the right candidates? Why not give us a call and we can help. To date we have filled roles ranging from 27K to 250K pa.

Please check our web site www.pvhrcareers.com
or
 Call Keith Corbin - 0870 241 6383

Read the article about us here

Useful Books

An easy to use guide for job seekers and job changers. It explains the different types of interview and interviewer and takes you through the interview process.
There is advice on negotiating the best offer and what to consider before starting a new job and what to do on arrival. It has great advice for moving up the career ladder.

"This book gives you the tools to get out there and achieve success" Alyson Pellowe

This is a collaboration between 2 of the UK's top communicators. It tackles the nuts and bolts of communicating at work with loads of practical tips for all those who face the difficult challenge of making themselves heard in today's multi-delivery-channel business world.

"An excellent and honest approach to workplace communication" Alyson Pellowe

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