Industry news
Communicating EVPs RESEARCH BY Aon, a leading global professional services firm, shows there has been a significant increase in the number of employers communicating an employee value proposition (EVP) to staff. Of employers that have an EVP, 77% (an increase of 9% from last year) are now explaining it to employees. The report – The UK Benefits & Trends 2020 Survey (https://aon.io/2RgBUm7) – also shows alongside this an increase in companies that say their EVP has a positive impact on employee engagement (up from 65% to 77%), retention (up from 63% to 76%), and recruitment (up from 70% to 78%). In terms of benefits strategies, 91% of employers have employee engagement as one of their top five most important objectives. This was followed by retention (71%) and employee choice (62%). However, just 6% of employers say that they are very successful in meeting benefits strategy objectives, although 58% feel they are somewhat successful. Jeff Fox, principal at Aon, explained: “The concept of an EVP is becoming the new normal and many more employers are developing clear branding and messaging around the whole ‘employee experience’. Employee benefits are just a part of that overall experience so developing a joined-up approach with values, culture, policies and benefits is vital in creating a successful EVP.”
Costa Coffee and Ceridian Dayforce success
COSTA COFFEE, a large and fast-growing coffee shop chain with over 2,600 locations in the UK, has successfully implemented Ceridian’s Dayforce within nine months. The Dayforce platform brings together human resources, payroll, recruiting, and workforce management functionality for Costa Coffee’s 18,000 employees. Andrew Ratcliffe, head of people shared services at Costa Coffee. commented: “Ceridian understood our unique staffing challenges and customised Dayforce to support our business needs while meeting our target date. We believe this partnership will position Costa Coffee with the infrastructure to help us achieve our goals today and into the future.” David Ossip, chairman and chief executive officer, Ceridian said: “Costa Coffee’s leadership team can now leverage the full breadth of the Dayforce platform to drive performance and profitability as they scale over the coming years.” ● Childcare responsibilities – Under ordinary circumstances, homeworkers should have childcare provisions in place. But during the coronavirus public health crisis, line managers should have sensible and understanding conversations with parents and carers of young children – particularly those working full-time – about what is and isn’t possible for them to achieve. Jane van Zyl, chief executive of Working Families, said: “We hope our guide will help employers recognise the far-reaching benefits of flexible working – including increased productivity and engagement from staff – and that they will continue to embed flexible working into their business long after the coronavirus has run its course.”
Off-shoring to India WITH THE aim of cutting some costs by as much as 70%, Essex County Council (ECC) is set to off-shore IT work for its schools to India as part of a contract with Fujitsu UK (https://bit.ly/3dZ6IBD). The contract provides for a fully hosted, managed service for systems and services including payroll and human
resources. Fujitsu India would access personal data retained within the UK. Although off-shoring of elements of the development and support work to the Fujitsu Global Delivery Centre would significantly reduce costs, any savings would depend on whether the work is suitable for off-shoring.
Guide for managing homeworkers
● Availability – Agree specific times when remote workers can be contacted or are available for meetings. This not only helps colleagues know when they can connect, but helps remote workers take reasonable breaks away from their work without feeling guilty or fearful that they will be accused of shirking. Some remote workers are happy to be contacted on non-working days if arranged in advance and for specific occasions when their input may be needed. ● Objectives – With tasks and expectations clearly defined, remote workers have the freedom to manage their time and workload within those objectives. Meanwhile you can concentrate on objectives and outcomes, rather than being concerned about when or how your employees are working.
WORKING FAMILIES, the UK’s work-life balance charity, has released a guide for employers on managing homeworkers (https://bit.ly/2UKbKdz). It shows managers how to get the best out of their remote staff, offering a step-by- step plan for training and development, communication, remote working team protocols, and setting objectives. Top tips include the following: ● Don’t overuse email – Email can be overused, and clogged inboxes can be a source of stress for any employee. The problem can be magnified for part-time workers, who may have to plough through two- or three-days’ worth of emails at a time. Guard against needless copying in, and have realistic expectations about response times.
| Professional in Payroll, Pensions and Reward | May 2020 | Issue 60 36
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