CIPD recently published their Manifesto for Work, which argues for better working lives for all – “for the benefit of individuals, organisations, economies and society as a whole”. The manifesto reasons that we need a more inclusive, diverse workforce to make the most of everyone’s potential.
The manifesto does not fail to address the uncertainty businesses in the UK are currently facing, politically, economically and socially. Whilst we’re all more than aware facing unprecedented challenges with regards to productivity, competition and results, how should the workplace look in order to best respond to these trials?
More importantly how can we, as employers and HR professionals, work to enact this? I have detailed three key takeaways that are good food for thought for HR professionals.
Focus on: people
Your people are the life blood of an organisation. This is a drum HR professionals have been banging for years, but now more than ever it is crucial that we listen to it. The focus on ‘good work’ is repeated throughout the manifesto and underpins their key idea: we need to focus on workers, their rights, their inclusion, and their skills. As the workplace evolves before our eyes and disruptive technologies displace, create and ultimately change many jobs, we need secure positioning from the government and a large scale corporate commitment to ensure that people are being put first.
Not only is this good for individuals, but for our economy as a whole. Inclusion, diversity and skilled workforces make for stronger organisations that are able to be agile in today’s changing economy. HR professionals should continue to push people development policies within their organisations to ensure that they are not left behind by a drastically evolving landscape.
Focus on: technology
The CIPD points out that ‘since 2008 productivity growth has been close to zero, and as a result real wage growth has also been zero’. They argue that this could be blamed on the fact that although ‘a minority’ of companies are taking advantage of available digital technologies, the vast majority are not.
ADP has argued that companies need to act quickly to improve technology for a long time. Our recent study, the Workforce View in Europe 2017, found that 23% of workers feel frustrated by their organisation’s outdated technology. It is crucial that HR thinks about technology and doesn’t just leave it to IT: how can we streamline processes for recruitment? How can people’s technological skills be advanced? Are employees being given the necessary tools to work at their best?
Focus on: rights
As the gig economy continues to rear its head, alongside zero-hours contracts, attention has been drawn to the rights of workers. The CIPD argues, though, that full-time, traditional workers are not always receiving the best deal either.
While this is something that should be looked at from a governmental point of view, there is no reason to suggest HR professionals should not be looking into their own policies on gig workers, freelancers, part-time staff, contracted workers and traditional workers. If your organisation is seeing a larger number leaving to go freelance, look at your flexible working options. And make sure that all your workers and employees feel encouraged and protected by your organisation – helping to build loyalty, retention and engagement.
Key takeaways
I welcome the CIPD’s suggestion to enable more effective dissemination and implementation of good employment practices, and believe that HR needs to continue to make its voice heard on good people management, and the benefit it can have on organisations as a whole.
However, while the CIPD’s manifesto may or may not be taken into account by the next government, as HR professionals we are able to work within our own departments to ensure that we keep people, their rights, and their skills and technology top of mind. As 2017 progresses, and we look forward to 2018, let’s make it a time for excellence in people management.
