The Contingent Army Employers Failing to Up-Skill Vital Workforce

The Contingent Army Employers Failing to Up-Skill Vital Workforce As the influence of technology continually transforms the way we live and work, the workforce and the skills needed from it are changing too. The rise of increasingly diverse and fluid ways of working â€" often enabled by technology â€" has allowed the contingent workforce to flourish. From contractors to freelancers to volunteers, today this cohort of workers is 1.5 million strong  and a substantial segment of the UK’s workforce, relied on by 84% of employers. And it’s only set to grow in size â€" with new research from City Guilds Group finding that 35% of UK organizations who use contingent workers Anticipate that they’ll use them even more over the next three to five years. Yet, despite the significance of these workers to the country’s economy, non-permanent employees are often overlooked when it comes to workplace learning and development. And, with upskilling and reskilling widely considered to be vital for keeping up with the pace of change, it’s a worrying trend. Neglecting the contingent workforce could, therefore, present a major risk: leaving people and businesses behind, lacking the skills they need to compete and succeed in the future. If employers are looking to future-proof, they need to invest in upskilling their entire workforce. Deprived of training benefits Contingent workers are often hired on a temporary basis â€"  and sometimes in pressing circumstances â€"  meaning that some employers overlook them entirely when it comes to learning and development opportunities. Indeed, City Guilds Group’s study found that one in five UK employers doesn’t carry out any training with contingent workers. Lack of training isn’t the only issue at hand â€"  the quality of learning opportunities these workers receive isn’t always up to scratch either. A quarter of UK employers deem the training for contingent workers to be ineffective, and this sentiment is echoed by employees themselves: crucially, a quarter of contingent workers around the world believe their current training has no impact on their performance at work. Unfortunately, if employers consider quality training for short-term employees as a waste of investment or something for which there simply isn’t time, then they are thinking too short-term. After all, failure to train up staff could lead to poorer performance from these workers and therefore of the business too â€" and not just in the near future. The effects of a poor employee experience coupled with limited development opportunities can have a long-lasting impact; while there is every chance the business will need their services in the future, people with in-demand skills will choose to go where they are most valued. Mismatch of strategies To ensure they’re getting the most out of staff, whether permanent, part-time or freelance, employers should think about how to maximize their potential from day one and the valuable contribution they can bring to the business. When it comes to contingent workers, who often need to be very focused and efficient with their time, employees need to think carefully about creating the right conditions for them to learn. Whether it’s onboarding or ongoing upskilling, employers should consider how the content is accessed, presented, and delivered, in order to be as effective as possible. Although the most common method of training for contingent workers in the UK is on-the-job (19%), our research revealed that it’s clear this workforce could benefit from alternative forms of LD. A fifth (20%) of British businesses said that improved delivery platforms would be most effective at improving take up of LD amongst contingent workers. Additionally, 18% of employers thought self-guided/self-service learning would help and 17% believe a better blend of on and offline learning would increase take-up. As well as working out the most effective methods for delivering LD programs, employers should think strategically about the topics they teach too. Understandably, compliance is often first on the agenda when it comes to training temporary workers, however, learning about organizational culture should also be a priority. By teaching about the values and norms of an organization when they join, these workers will quickly learn how the organization works and where they fit in. The future of business As UK Plc navigates a period of great socioeconomic uncertainty, having a skilled workforce in place is essential to ensure that businesses are prepared for the future. Now more than ever, employers must consider their long-term strategy and assess how they can best equip their vital contingent workforce with the skills they â€" both  the individual employees and the businesses as a whole  â€" need to succeed. About the author:  John Yates, Group Director for Corporate Learning, City Guilds Group.

Diversity In Your Workplace

Diversity In Your Workplace When you hear the word, diversity, what is the first thing that comes to your mind? Race? Ethnicity? Gender? Age? These are usually the most popular terms that come to many peoples mind,s and diversity certainly includes these things. However, diversity is more than these categories that most of us are familiar with. The changing demographics of the United States as well as the rise of emerging markets on the international stage has led to great changes in the workplace as we know it. Chances are, diversity is part of the mission, or seen as an integral part of the values of the company that you work in. Perhaps you received diversity training in your workplace. Perhaps your company pries itself on being a promoter of diversity. And thus in the workplace, diversity has become almost a required aspect of business.  But, what exactly is diversity? Merriam-Webster defines as, the condition of having or being composed of different elements. Thus we take diversity to essentially mean difference. And difference is often vetted as an important thing in the current status quo of the workplace. However, something that I learned from my graduate program in Multicultural and Organizational communication is that diversity as we know it is both poorly implemented, and doesnt always yield desirable results. In my Spring quarter earlier this year, I took a Diversity and Teams class and it was very surprising to find out that in most aspects of diversity, where teams were concerned, diversity was only useful to a point. Of course what was being measured was important in each case. But as I recall in much of the literature, homogeneity of teams in the workplace was only just surpassed by slight diversity in teams. Revealing that some diversity in teams is a good thing but too much would often have negative results. This, however was mostly the case where productivity and team performance were being measured. Where satisfaction was being measured, diverse teams tended to be more satisfied than homogeneous teams. I think diversity must be discussed with respect to the aspect of diversity. Where race ethnicity, and gender are often discussed, there are also legal and historical issues that must be considered. This is also true with gender. One aspect of diversity that people often fail to pay attention to, however, is functional diversity. How teams and corporations bring together people and how the different departments work together as well as how the different people within those departments function. Because the reality is functional diversity is both very important for productivity and satisfaction. What does diversity in your workplace look like? I, personally believe that a lot of companies fall short in their implementation of diversity, and diversity training and programs. I think many companies aspirations and their day-to-day activities are often contrary when it comes to diversity. In our modern world, it is very important to understand the many forms of diversity that people are made up of both in their identity, as well as in their working capabilities. And it would do companies good to ponder how they want diversity implemented in their workplace and who would benefit from it. Here are a few suggestions in the form of questions for reviewing diversity in your workplace: Review your current mission statement and policies. What does it say about diversity? And can you tie diversity  initiatives  to a specific daily, weekly, monthly or quarterly activity? Do employees know the importance of diversity in their workplace? Can they point to specific areas on their task performance that require diversity knowledge? How does your company compare to its competitors in terms of diversity? Does your company reflect the industry in demographic diversity? If not, how can your company improve its diversity representations? Is diversity only something that involves top-down requirements or are there bottom-up and lateral initiatives? How can your company benefit from a more diverse workplace? Diversity has always been the workplace. How we define diversity will be very important for defining how we deal with it in the workplace. If difference is a good thing, then it needs to be reflected positively for business. But without the proper initiatives in place, diversity becomes yet another meaningless term in the workplace. Diversity in the workplace. What does it mean to you?

The Ultimate Gift Ideas for All Types of Dads Out There

The Ultimate Gift Ideas for All Types of Dads Out There A father is a paramount and inseparable part of a person’s life. He was probably the one who bought you your first bike, played catch with you on the weekends, and the one you turn to for safety and security. Since dad definitely played a part in giving you the gift of life, it’s only natural if you want to appreciate him from time to time, or at least once a year on Father’s Day. In the United States, Father’s Day is celebrated every third Sunday of June. Purchasing a gift for someone can be one of the most difficult things to do, especially when it’s for someone as important as Dad. Millions of things usually run through one’s mind in such situations, like how much you can afford to spend for the gift, when you should make the purchase, and where you can shop for them. But the most important question of them all is: What kind of gift should you get for Dad? To answer this question, you need to identify what kind of person your Dad is. Below is a comprehensive list of Dad personalities and the gifts best suited for each of them. Classic Dads If your dad sits at the kitchen table every morning eating eggs and bacon, he is most likely a classic kind of dad. This type of dad typically loves his morning coffee, either black or with cream and sugar. You guessed it rightâ€"a coffee maker can be the perfect gift for a classic dad. Starting from a single serve brewer to an espresso machine, the choice is all yours!   So which one type of coffee maker should you get him? You probably know the answer better than we do! Wed recommend browsing YouTube or  something like CoffeeChannel  to get some ideas. Health Freak Dads Some dads are naturally conscious of their fitness. Some have offsprings who worry over the increasing size of their beer belly. If your dad fits into one of these categories, fitness appliances may be a great gift for them to start a healthier lifestyle. Think FitBit and juicer for a proper exercise and nutritious diet. You can expect to spend around $60 for an entry-level FitBit and $30 to $300 for an electric juicer. Practical Dads Probably one of the most common types of dads out there, practical dads are the ones who will tell you that they don’t want any gifts for Father’s Day. These dads are also the ones who will keep you racking your brain endlessly in search for a gift. Fortunately, aside from practical, these dads are typically very responsible. Play to this side of him by presenting him with a plant that is easy to care for yet has a functional use, such as an aloe vera plant. You only need to water them daily and when it is ripe, it can be consumed or applied topically to encourage hair growth, something that your dad may or may not need. Business Dads Is your dad still going to the office or having business meetings every day? Gifts such as tie clips or cufflinks may be appropriate and useful for them. If you would like to go that extra mile, a monogrammed handkerchief sounds like a great idea, as well. Bearded Dads Shaving is something nearly all dads do, no matter their personality. As they will be doing it for a long, long time, getting them a premium shaving kit with a sleek and durable electric shaver can make them happy. Plus, you can be extra sure that your gift won’t end up collecting dust on the corner of the closet. Sensitive Dads There is an increasing number of these types of dads recently. Besides, there are studies that say men tend to get more emotional as they get older. For these dads, a simple yet meaningful gift is the best present. A bouquet of fresh flowers or a handmade gift can warm the cockles of their hearts and make them feel all fuzzy and pleased with you. Gamer Dads Believe it or not, this type of dads does exist. A game is something a little bit personal, so don’t get a gamer dad a game. Instead, get him a console or gaming equipment like a virtual reality headset. Oculus Rift is one of the best VR Headsets out there right now. It will set you back about $500, but it will be so worth it! Tech-Savvy Dads Still along the lines of technology, tech-savvy dads aren’t necessarily gamers. Their concerns lie elsewhere, such as in gadgets and electronic home improvement. A smart home assistant like Google Home can be the perfect gift for tech-savvy dads. It can be hooked up to any type of appliances such as his smartphone and the home entertainment and security system. Homebody Dads Truth be told, aren’t we all a little lazy to get out of the house? If Dad loves to watch football games at home in the comfort of his pajamas, don’t scold him. It’s one of his guilty pleasures! Instead, get him fluffy and comfy slippers to complement his outfit. You will his favorite child in no time. Outdoorsy Dads Hiking, camping, or fishing may be his favorite past-time activities. Depending on your dad’s specific hobby, you can get a specialized equipment for him to use. Or you can give him the one tool that can be used for any outdoor activities: a utility knife. Nowadays, utility knives come in a sleek and neat packaging, such as the Leatherman Skeletool. It’s a stainless steel multi-purpose tool you can get for only $54.99. Dapper Dads For dads who still fuss over their appearance, fashion and grooming kits are the correct path to go down on. Nice watches and perfumes can level up your dad’s style, while hair pomade and facial products can keep him looking properly manicured. If this is who your dad is, why not? Foodie Dads Many men discover their passion later in lifeâ€"after fathering a child, for example. To support his hobby, you can get him a cookbook or cooking appliances. What about an outdoor BBQ set? He can practice on his cooking skills, plus you get to enjoy a delicious Sunday roast with your family. After all, what can be more American than a barbecue? Can’t find your dad on the list above? Don’t worry! The key is to identify the thing he likes to do most. After that, the only thing you have to do is to pick a gift that supports that hobby. Still doesn’t sound like your dad? Why don’t you go and spend some quality time with him on Father’s Day? Sometimes, a father’s only wish is to have a relationship with their children. After all the things he had done for you, that’s the very least you can do for him. For more ideas on and tips on a range of topics, check out Roses Only.

UK Lessons on Bridging the Gender Pay Gap

UK Lessons on Bridging the Gender Pay Gap There have been countless studies, media reports and even employment tribunals challenging the pay difference between men and women doing the same jobs and  its a worldwide problem. The Nordic countries have the smallest global gender gap index, but African and Middle Eastern countries, trail a long way behind them. Rwanda is the one exception as it boasts the sixth smallest gender gap, sitting just below Ireland. Now something is being done about it forcing companies to be transparent about what they pay their employees. From April 2017 new gender pay reporting regulations come into force in the UK, joining other countries in the world. President Barack Obama tried to introduce something similar in America during his time in office but the nearest thing that he got to introducing is  the Employer Information Report EEO-1, which is a tool to collect data from employers starting in March 2018. The Executive Order from President Obama goes back to 2014 and stipulates that every year, most federal contractors and other private employers (with at least 100 employees) will tally and report summary pay data for their employees by sex, race, and ethnicity. But, companies in America do not have to disclose the gender pay gap. The reporting outlined by the EEO-1 form above is required and summary pay data is collected and analyzed across many categories by the American Community Survey and the Current Population Survey, both of which are sponsored by the Census Bureau. Kate Nielson, State Policy Analyst at American Association of University Women, says the American regulations dont go far enough in bridging the gender pay gap. I applaud the UK for bringing more transparency to the issue of the gender pay gap. Sunlight is the best disinfectant. Many companies want to do the right thing, they are just unaware that there is a problem, so shining a light on the issue and revealing the data is an excellent way to make progress toward women bringing home a fair paycheck that they deserve. So what are the new gender pay gap reporting regulations in the UK and are you ready for it? According to a survey carried out by XpertHR  many of you are not prepared for it at all. What do you need to know: The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017  is a new law which affects all private and voluntary sector companies with 250 employers or more. It requires them to publish statutory calculations every year showing how large the pay gap is between their male and female employees. What do you need to do to comply with the new law? Check out the guidelines about who is classed as an employee because their specific rules dont just assume Gather your information first and take plenty of time working them out this will help you in the long run Prove that your calculations are correct by providing a written statement confirming it by a director or chief executive or another senior person. If your company does have a gender pay gap explain why  and show who you aim to close it. Do the calculations for 6 specific categories there are six calculations to carry out, and the results must be published on the employers website and a government website within 12 months. Working  out the pay calculations for the 6 categories Your mean gender pay   this is the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. Your median gender pay this is the difference between the median the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. Your mean gender bonus pay this is the difference between the mean bonus pay paid to male relevant employees and that of female relevant employees. Your median gender bonus pay   this is the difference between the median bonus pay paid to male relevant employees and that of female relevant employees. Your proportion of men and women getting a bonus payment   this is the proportions of male and female relevant employees paid bonus pay. Your proportion of men and women in each quartile band   this is the proportions of male and female relevant employees in the lower, lower middle, upper middle and upper quartile pay band. What happens with this information? This has to be published. Try and do it on your own website or intranet as soon as possible so its accessible to everyone in the company but eventually it will have to be published on a designated UK government website details of which will be available nearer to April 2017. You can get more information on what to do and how to do it on the ACAS website. What are the penalties for not doing it? Well there are no penalties as such but remember it is the law.  If you dont comply then it would amount to an unlawful act falling within the existing enforcement powers of the Equality and Human Rights  Commission which are set out in the Equality Act 2006. As well as it being an unlawful act, by not complying you risk harming your companys good name and reputation. You are also less likely to be considered as an employer to potential candidates who will happily go to rival firms who have been open about its gender pay and will have complied with the regulations. Mary Hope, from Career Success, says: Transparency is a good thing for candidates and employees. Where there is a clear equality of pay and esteem it will make organisations attractive to discerning employees. But often the differences might be masking some subtle and legitimate reasoning which statistics can hide. Clever organisations will obfuscate the picture. It will very probably lead to wage inflation as organisations outbid each other in the competition for talent. So whilst publicly ‘outing’ firms who have gender pay gaps might appear a way forward.. it may also be subject to the law of unintended consequences.

How to survive your first term at university as a final year student - Debut

How to survive your first term at university as a final year student - Debut This post was written by an external contributor. Here, Susannah Keogh gives you the playbook for the first term of final year. The last two years of university have flown by and before you know it, September’s rolled around again â€" but this time, you’re a final year student with all the stress that entails. After the fun of fresher’s week, the hard work starts, and it can intimidate even the most organised, most academic of students. Final year is different from your other years at university, and this presents its own challenge. It’s not just the heightened workload, it’s the pressure of applying for jobs and masters courses alongside trying to make the most of your last year as a student. Follow these tips though, and you won’t just be surviving your first term, you’ll be thriving. Be realistic It’s important to set realistic aims at the start of the year â€" that way, you’ll be more likely to actually stick to them. If you’re the kind of person who never ever in the history of your university career has made it to a 9am lecture (yep, my hand is straight up here) then it’s probably slightly unrealistic to say you’re going to go to every single one this year. Remember that you’re only human, so cut yourself some slack. Setting realistic goals will make you feel more accomplished when you do stick to them. Actually talk to your tutors Wait what? You’re seriously suggesting going to see a lecturer in our free time?! Yep, you got it. I honestly couldn’t have come out of final year with a 2:1 if I hadn’t emailed, nagged and been that annoying person popping up at my tutor’s and lecturer’s office hours every week. Whilst at first I found talking to lecturers whose subject I quite honestly, did not understand at all, pretty intimidating, I reminded myself that this is their job. They are paid to teach you, and that includes helping you if you’re struggling. Trust me, trying completing an essay on the positionality of gender in the context of philosophical anthropology (just writing the title is giving me the shudders) without talking once to your lecturer. It’s an impossible task. So just open your mouth, and talk to them. They’re almost definitely not as a scary as you think. Use a calendar Ah, the humble calendar. For most of us millennials, the idea of using a calendar is probably alien. We’re used to having Facebook remind us about a plan, or just being reliant on our brains to remember. Seriously, you’ll struggle to thrive in your first term of final year if you don’t write down all your deadlines. And I’m not just talking about coursework deadlines. The deadline for your dissertation literature review, for that research proposal, a presentation in front of your class…and that’s not mentioning all those cover letters and applications for jobs or Masters courses. Just buy a calendar and use it, that’s all I’m saying. Schedule some leisure time All work and play makes Jack a dull boy. This. Is. So. TRUE. It’s so, so easy to become a hermit stuck in the library day after day, night after night (there’s showers and vending machines â€" why would you ever need to leave?) but you’ll probably be much more productive if you take a chill pill now and again. If you’re planning a long day in the library, then arrange to meet a friend for coffee or lunch to break it up a bit. Say to yourself that if you work really hard all week, you can go for drinks with friends on a Friday night. Whilst it’s easy to get caught up in a vicious circle of stressing about work and cancelling plans, I actually found that I was less productive when I just stayed in all day, every day with only my work for company. Connect with Debut on Facebook, Twitter, and LinkedIn for more careers insights.

What else should I be doing...are you sorry you asked

What else should I be doing...are you sorry you asked As the eternal job seekers that  we all  are  now, there are certain activities that will provide  us with some knowledge and experience that will enable  us to better compete in todays job search. All of them are important for different reasons.   I frequently hear people say they are doing everything they know how to do to look for a job and what that means is they are just looking at the job boards.   How sad.   These same full time job seekers are spending a lot of time doing this too, sometimes 20+ hours a week.    Consider all these things listed belowmost are written about in more detail in past posts here.   If there are other worthwhile activities, please let me know Job Finding Activities Role play for interviews Attend seminars and workshops Create Marketing Plan Explore new career opportunities Read newspaper/publications Set up networking meetings Use local One-Stop Contact your college/university Contact people in target jobs On-line networking (LinkedIn, etc) Create interviewing preparation folder Draft Thank You letters and Cover letters Attend Job Club Watch the news Check all job posting boards, creating alerts (use indeed.com, etc) Conduct Internet research on companies Volunteer with organizations Arrange Informational interviews with peers Contact search firms, contract houses, agencies Look for new companies to add to target list, research materials, industry information Attend Job fairs Attend Networking events Apply for jobs online Blog or comment on blogs Attend Professional association meetings and volunteer Participate in church or religious groups Basically, what I am hoping is that you will carve time into your week to be pro-active in finding opportunities, rather than re-acting to the slim and dismal opportunities posted on the internet.   Get creative and get out of your house.   You will never find a job there, unless your house is filled with Hiring Managers.

Expert Resume Writing Service: The Ultimate Checklist For Hiring One

Expert Resume Writing Service: The Ultimate Checklist For Hiring OneExpert resume writing service is sought by many people in today's globalized world. As you know, the world is an ever changing place. What you think of as normal may not be considered as such by tomorrow's generation. This is why this service has become a standard for experts and professionals to advertise their business to a prospective employer.Your professional profile helps you get noticed by potential employers. You may feel that your resume is the best one in the world but if no one notices it, then it does not do you any good. On the other hand, if you make your resume look like a masterpiece, then you get noticed and you have a great chance of getting hired.Resume writing services are the tools for improving your CV-copy. If you have no knowledge of the English language or no experience in writing resumes then a resume writing service can help you a lot. In fact, one of the first things you should do when you hire a professional is to take his or her resume as a sample. By taking the sample, you can get to know how your own resume will look like. That way, you can tweak your resume according to the needs of the job interview.If you have not had any knowledge of English yet, it will be quite difficult for you to write a good resume. This is because English is a different language from most. It is important for you to find someone who is able to get you started writing in English.Another reason why a resume writing service is an effective tool for potential employers is that most companies ask candidates to submit their resumes by sending it in an email. If you are not a computer savvy person, this process can be frustrating. You have to send in your resume by mail. However, you can hire someone who knows the best ways to send resumes. In addition, this process also involves sending in your resume by snail mail. Some companies actually ask you to fax the resume to them. Once again, if you are not computer savvy, this would mean sending a document through a messenger service instead of sending it in an email. Sending in your resume through a messenger service also means you are going to spend more time looking for your resume than actually making use of it.A resume writing service can help you streamline the entire process of hiring a professional. First, they will ask you to send in your resume for review. Then, they will send it out to various companies so that you can compare the resumes of your competitors.Once you have been reviewed by the experts, they will then provide you with the best expert resume writing service you can find. You can also save money on hiring such a service since they are cheaper than hiring a number of freelance writers to create a resume for you.