Member Since: 20th Jul 2004
Sandra is and independent HR with twenty years experience in HR management. Sandra provides HR, employment law and auto enrolment support to small businesses across the UK and is passionate about delivering a high quality service on the phone, by email and on site.
Independent HR consultant SJ Beale HR Consult Ltd
6th Feb 2014
This ties in quite nicely with an article in Personnel Today http://www.personneltoday.com/hr/four-areas-grow-hr-career-2014/ which states that HR professionals with data analysis will be in big demand for 2014.
It depends if you like number crunching or not.....
26th Mar 2013
I would agree with this research. I have been doing some mentoring with young people through the CIPD Steps Ahead Mentoring programme as well as taking part in CV/interview building workshops with a local enterprise partnership to help young people identify their skills (which they struggle with). It is important that they identify what skills they have gained from hobbies, sport, volunteering and Saturday jobs for example as it helps them pad out their CV which can be quite sparse given their age.
I have also been able to give them an insight into what recruiters are expecting at interview as I do lots of recruiting, advising them they need to do lots of preparation - on the company, on the possible questions and tests, what to wear etc. There are a lot of initiatives being organised across the UK to help young people get on the career ladder so hopefully all these will ultimately make a difference to youth unemployment.
7th Mar 2013
A well written article. I think a lot of employers are burying their heads in the sand about this subject. I went to a pensions seminar in the autumn and not one employer turned up despite the event being free. Many small to medium sized businesses are going to be affected by this from January 2014 so I am now offering pension auto enrolment consultancy to help them through what they may see as a complicated process.
10th Oct 2012
You could always try mediation by an independent mediator to try and resolve the situation.
20th Mar 2012
Thanks. You have given me some material to write a blog on HR jargon part 2.
30th Mar 2006
Some HR professionals are able to climb the career ladder without obtaining the CIPD qualification, but most roles call for this qualification. For me personally I have increased my salary potential by gaining the qualification by the exam route then continuing on with cpd to gain FCIPD qualification all within a relatively short space of time.
The qualification gives you credibility but needs to be gained alongside relevant work experience.
2nd Aug 2005
When I was a child I wanted to be a teacher but somehow that didn't happen.
After an early career as personal assistant to senior managers I moved sideways into HR as I could see a rewarding, well paid career ahead once I had got my qualifications and experience. I think a lot of people have just drifted into HR and not many probably set out with it as a firm career choice.
My goal of achieving a more interesting career has certainly been the case and it is more rewarding now that I am working for myself. As I offer training as part of my consultancy services perhaps I have partly achieved my young ambitions.
10th May 2005
I thought the Apprentice was a highly watchable programme and for the most part I agreed with Alan Sugar's decisions.
The business world is a dog eat dog environment and that is, I am sure, why Alan Sugar has become so successful - really it's the survival of the fittest. Within the commercial world some hard decisions need to be taken and whether it's procedures or people that are ousted then sobeit, although of course the dismissal of people needs to be done fairly in line with the legislation.
I have heard that there are plans to do another series and we shall have to see whether that lives up to this first innovative one. Wednesday nights shall certainly be lacking from now on.
16th Feb 2005
In response to your comments I would reply that up to April 2005 the employee does not pay NI but does pay Income Tax on the value of the vouchers.
From April 2005 up to £50 worth of vouchers per week are both tax-free and NI-free (vouchers over £50 per week are subject to full Income Tax and NI).
The employer does not pay NI on the employee’s benefit of childcare vouchers, but after April 2005 this is restricted to £50 per week of vouchers.
I hope this clarifies things for you.