O N L I N E L E A R N I N G
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Case law continually produces changes to employees’ statutory holiday leave and pay entitlement, which are covered in this informative course, along with the various types of leave and the calculation of pay. Holiday pay and leave
activpayroll APPOINTSDAVIDDEACON GLOBAL PAYROLL and tax compliance specialist, activpayroll, has appointed David Deacon as chief people officer, bringing over thirty years of international HR experience to the team. The position of chief people officer is the first of its kind within activpayroll and has been designed to drive forward the global people strategy and build on the strong culture that already exists while keeping in line with strategic global expansion plans. David Deacon commented that “it’s a really exciting time to
be joining the team and I’m thrilled to have this opportunity”, adding “I look forward to contributing my own expertise to help activpayroll achieve its full potential over the coming months.” Alison Sellar OBE, chief executive officer of activpayroll, commented: “The invaluable experience and fresh outlook that David brings to the team is already evident and I know that he has an important part to play in the future of the company as we continue to drive our people strategy to be the best employer we possibly can be.”
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Personal development news
WORKFORCE ISSUES ANDTRENDS A RECENT survey conducted by PwC of 32,500 workers in nineteen countries looked at a range of workplace issues, some of which reflect the fact the pandemic has accelerated a number of workforce trends, including: ● 60% are worried that automation is putting many jobs at risk
● 48% believe traditional employment won’t be around in the future, and ● 39% think it is likely that their job will be obsolete within five years.
However, 40% of workers say their digital skills have improved through the prolonged period of lockdown, and claim they’ll continue to embrace training and skill development. Some 77% are ready to learn new skills or completely re-train; 74% see training as a matter of personal responsibility; and 80% are confident they can adapt to new technologies entering their workplace. In addition, 49% of respondents are focused on building entrepreneurial skills with an interest in setting up their own business. The survey found disparities in access to upskilling opportunities. While 46% of those with postgraduate degrees say their employer gives them many opportunities to improve their digital skills, just 28% with school-leaver qualifications say the same. Industries like retail or transport, which are most at risk of disruption, score just 25% and 20% respectively; while banking scores 42%. The survey also found that half the workforce report missing out on career opportunities or training due to prejudice: ● 50% say they’ve faced discrimination at work which led to them missing out on career advancement or training, and ● 13% report discrimination on the basis of class, with post-graduates and others with higher qualifications more likely to report prejudice. Bhushan Sethi, joint global leader of PwC’s People and Organization Practice, commented: “Government and business leaders need to work together to intensify efforts to ensure people in the most-at risk industries and groups get the opportunities they need. Automation and technological disruption are inevitable, but we can control whether its negative effects are managed or not.”
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| Professional in Payroll, Pensions and Reward |
Issue 71 | June 2021
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