The Future of HR Summit and Exhibition
With the employment rates at 73.6% (Office for National Statistics), the highest since records began, Human Resources (HR) professionals are facing unprecedented workloads. The Government has introduced new legislation, from Shared Parental Leave to the 2015 Pensions Scheme Act, spanning the whole working life of employees in both the public and private sectors. It is the responsibility of HR to navigate these changing laws, implementing them in a way that benefits both employees and the business as a whole. In addition to this, the 2014 Office for National Statistics Economic Review found that the burgeoning job market has led to retention issues in both the public and private sectors, making hiring and retaining high quality employees a difficult task. Advancements in technology are helping to lighten the heavy workloads that HR professionals face, but changing practise, intelligent pre-emptive problem solving and improved training are essential to meet the growing challenges of an evolving workforce.
Join us for The Future of HR Summit and Exhibition, where high level speakers from the public and private sectors will be presenting their views on how to satisfy the changing demands of people management. Topics covered will include implementing new government legislation, solving retention problems in the public and private sector, and how specialist software can streamline HR practise.
Please register interest below and we will keep you updated
|Professor Kirk Chang||Professor of Organisational Behaviour, University of Salford|
|Dr David Beech||Lecturer in People Management, University of Salford|
|Paul Wallace||Director of Employment Relations and Reward, NHS Employers|
|Laura Harrison||Director of People and Strategy, CIPD|
|Richard Godfrey||Assistant Director, Peterborough Borough Council|
|Professor Rona Beattie||Professor of Human Resource Development, Glasgow Caledonian University|
|Jonathan Lord||Lecturer in Human Resource Management and Employment Law, University of Salford|
|Jason Barnes||General Manager - Local Government & Higher Education, Xerox UK|
|Valerie Ellis||Head of Consultancy, Capital People|
Implementing recent changes to government employment law poses a challenge for HR professionals. Equal pay transparency, clause c.78 of the 2010 Equality Act, will come into action for companies with over 250 employees in early 2016. The current gender pay gap, according to 2014 Office for National Statistics data, is 19.1% for full and part time workers. Equal pay transparency will identify companies where this gap is present, exposing them to legal action such as that mounted against Birmingham City Council in 2012. The court ruling entitled council workers to back pay amounting to £1.2 billion, much of which the council has still been unable to pay. It is recommended by the Equality and Human Rights Commission that HR departments protect their company from this threat by conducting an Equal Pay Audit. This would allow companies to identify any significant pay gaps and implement an equal pay action plan to address any issues identified.
Both the 2015 Pensions Scheme Act and 2015 Shared Parental Leave Scheme will also create additional issues for HR departments. With regards to new pension legislation, people management company Essential HR suggests that 90% of the extra workload created will be in business process, administration and payroll. The CIPD 2013 Pensions automatic enrolment: the lessons for small and medium-sized employers report highlights the challenges that the new scheme will pose for HR professionals in SMEs. Choosing a qualifying scheme and managing additional administrative workload will be particularly difficult in smaller businesses, along with fielding the additional 3% per employee cost to payroll that the scheme represents. Similarly, the 2015 Shared Parental Leave scheme will create challenges for HR departments, with nearly 50% of respondents to the 2015 XpertHR benchmarking survey saying that the introduction of the scheme had created a significant administrative workload for them.
It is not only new government legislation that has created challenges for HR professionals, government cuts and a burgeoning job market have made staff retention more difficult. The 2014 Office for National Statistics Economic Review reported that 650,000 workers changed jobs every quarter in the UK during the previous year. This can be partly attributed to austerity cuts in the public sector, research by Warwick Business School in February 2015 found that austerity has led to a reduced commitment on the part of public sector workers towards their organisation. According to researcher Tina Kiefer, professor of organisational behaviour, these cuts led to an increase in what employees perceive as “broken promises” relating to promotion, training opportunities and fair treatment at work. Matthew Whittaker, chief economist at the Resolution Foundation, stated that public sector recruitment and retention “could prove to be one of the key challenges facing the government in the next five years.”
The professional services network PricewaterhouseCoopers highlights economic recovery has also made retention an issue for private sector companies. They suggest that recruiting and retaining the very best people is no longer “an optional extra”, as this is the critical difference between long term sustainability and short term failure. Employee retention is strongly tied to how valued an individual feels, according to 2014 TINYpulse study The Effects of Employee Recognition. Out of 4,500 employees surveyed in 500 companies, 79% responded that they “don’t feel strongly valued for the work they put in”. A 2014 survey by company BambooHR found that 80% of respondents considered it a deal breaker if their boss did not empower them, suggesting that this is a key issue in employee retention. People management company Cezanne suggests HR has a responsibility to address this issue, stating that rather than assuming people with high technical abilities will be good managers, they should “provide coaching and development opportunities to help newly appointed and existing managers improve their practise in this important area.”
In an attempt to lighten the increasing workload these challenges have created for their HR department, many companies are turning to talent management software. A 2015 Towers Watson Survey found that of EMEA businesses, 88% will be looking to spend the same amount or more on HR technologies compared to last year. Out of all the survey participants, 61% are considering adding a mobile platform to their HR services. Josh Bersin, principal and founder of Bersin by Deloitte, claims that, “The next generation of HR technology will make employees’ life easier. For example, it will allow managers to define work goals easily and quickly, and let staff give feedback to their boss, and take training when they need it.” According to the 2013 Managing Talent Through Technology report, new mobile apps are proving to be this next generation. One Australian company mentioned in the report redesigned its HR system as an app and in the first two weeks 20,000 people had begun to use it.
Online HR systems leave companies vulnerable to attack, however, as hackers target the systems to access sensitive and valuable information. In April 2015, the US government’s Office of Personnel Management (OPM) suffered a massive data breach, affecting over 4 million people. Humayun Zafar, assistant professor of Information Security and Assurance at Kennesaw State University says that HR staff should “be trained not to fall for social engineering and their workstations should be given extra protection.” He believes that this would not only help HR professionals to defend against attack, but also other employees, as it would encourage HR staff to communicate in a way that is distinct from the language of phishing calls and emails.
Delegates attending The Future of HR Summit and Exhibition will learn about the arguments surrounding HR’s role in implementing new employment law, how to meet the challenge of retaining employees in a competitive job market, and how technology can be used to lighten workloads.
Registration, Refreshments and Exhibition
Opening Remarks from Chair
Professor Kirk Chang, Professor of Organisational Behaviour, University of Salford
Laura Harrison, Director of People and Strategy, CIPD
‘Profession for the Future’
Rona Beattie, Professor of Human Resource Development, Glasgow Caledonian University
'People Security in the Digital Age'
Refreshments and Networking Break
Valerie Ellis, Head of Consultancy, Capital People
Valerie is the Head of Consultancy at Capital, whose role involves developing the teams and revenue in line with the firm’s strategy and targets. Valerie is a human resources and HSE professional with extensive experience in large multi-national and local indigenous fast-growth organisations.
Jonathan Lord, Lecturer in Human Resource Management and Employment Law, University of Salford
‘UK Employment Tribunals: From Calculator to Computer’
A critical review of employment tribunals and how they have evolved into an important dispute resolution service.
Paul Wallace, Director of Employment Relations and Reward, NHS Employers
Paul Wallace joined NHS Employers in May 2015. His previous role was Group Head of Reward in the Ministry of Justice, where he was responsible for the development of all aspects of pay and reward strategy.
Jonathan Brassington, Director, Public Sector, XCD
‘Cloud-computing: the future is now. How the cloud can transform what you do’
Lunch and Networking
Jason Barnes, General Manager - Local Government & Higher Education, Xerox UK
To develop and implement the UK Large Enterprise sales strategy for both Public Sector and the Corporate business sectors. Leading and managing a national sales force to deliver a multimillion £ business, which includes providing Managed Print Services, Production & Office hardware and software solutions.
Dr David Beech, Lecturer in People Management, University of Salford
David Beech is an organisational psychologist and a chartered member of the CIPD. David joined Salford Business School as a Lecturer in People Management following teaching roles at Ashridge Business School, IAE Lyon Business School, and La Rochelle Business School and executive education roles at Ashridge Business School, Cranfield School of Management, EMLyon Business School, and Cambridge Leadership Development.
Conference Close from Chair
Professor Kirk Chang, Professor of Organisational Behaviour, University of Salford
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- The impact of new employment law
- Implementing pay equality
- How companies can prepare for transparent pay equality
- The challenges of implementing the Pension Act
- How Shared Parental Leave can increase workload
- The role of HR in managing the public sector staffing cuts
- The challenge of staff retention
- How to retain star workers
- Encouraging better management
- Using online training to close staff skills gaps
- Innovations in HR software
- Using digital resources to streamline HR practise
Who should attend?
1st Shift HR Representative, Applications Specialist, Director Human Resources, Benefits Administrator, Benefits Counsellor, HR Consultant, Human Resources, HR Director, Benefits Specialist, Chief Human Resources Officer, Client Facing Human Resources Specialist, Contract Recruiter, District Human Resources Manager, Employee and Labour Relations Consultant, Employee Benefits Account Manager, Employee Benefits Law Specialist, Employee Relations Associate Counsel, Employee Relations Manager, Executive Recruiter, HR Administrative Assistant, Human Resources Analyst, Human Resources and Safety Coordinator, Human Resources Assistant, Human Resources Associate, Human Resources Clerk, Human Resources Compensation Coordinator, Human Resources Coordinator, Human Resources Director, Human Resources Generalist, Human Resources Manager, Human Resources Manager, Human Resources Officer, Human Resources Payroll and Benefits Specialist, Human Resources Team Leader, Job Posting Specialist, Manager of Career and Employee Relations, Recruiter, Recruiting and Sourcing Coordinator, Recruiting Interviewer, Recruiting Manager, Recruitment and Assessment Specialist, Recruitment and Social Media Coordinator, Safety Compliance and Recruitment Specialist, Senior HR Specialist, Talent Acquisition Consultant, Talent Acquisition Manager, Training Coordinator