INDUSTRY NEWS
Industry news
Inefficient HR findings RESEARCH CONDUCTED with 681 senior managers and executives involved in HR, reveals that 18% think the organisations they work for are inefficient when it comes to how they store and apply HR data, with only 28% saying they are ‘highly efficient’ in this area. The findings are from Zegami, a company that has recently launched a new HR data visualisation service which provides in-depth analysis of a workforce. An issue facing many organisations is that of old legacy systems: 51% of respondents to the survey said the systems they use at work are over four years old; and 14% said they are more than seven years old. Samuel Conway, co-founder and CEO of Zegami, said that many employers “have a poor overview of their employees, which adversely affects how they utilise their workforce” adding that they “are waking up to their weaknesses in this area and investing heavily in new technology to address these issues, with organisations such as us.” Apprenticeship attitudes ACCORDING TO recent research conducted by global job search engine Jobrapido: l 62% of the UK workforce have aspirations to change their career path l 52% admit they would readily embark on an apprenticeship if it could support career change or move to a different industry sector, but l two thirds of those who wouldn’t embark on an apprenticeship believe they are too old and that the age limit is between 16–24. Rob Brouwer, chief executive officer of Jobrapido, comments: “There has been a big drive in recent years to encourage more apprenticeships in the UK and already great support from the government. Yet perception lags reality about the criteria and age of apprenticeships. This in turn is preventing more of the UK workface from capitalising on the opportunities to re-train, acquire new skills and gain confidence in the workplace. All of which lay the right foundation to build an entirely new career. “What is needed is an education drive from UK industry, the government, educational establishments and career advisers as to how anyone over the age of 16 can access and embark on an apprenticeship.”
System upgrade MOOREPAY, A leading payroll and human resources (HR) software and solutions provider for small to medium UK businesses, has launched a comprehensive upgrade of its software. Key firsts in this upgrade, which has been developed following extensive collaboration with some of Moorepay’s 10,000 UK customers, include: l introduction of faster payments, speeding up payroll processing time by up to two days l all-new user interface with guided support through all common payroll/ HR workflows l rebuilt on the latest Microsoft cloud AZURE platform, offering new levels of reliability and scalability l integration baked-in. The upgrade will allow businesses and their employees to access salary and benefits information through an easy-to-use self-serve platform that can be tailored to meet the specific needs of each individual and business and allow HR and line management teams to save time and achieve greater operational efficiency. The product comes with two dashboard formats, one that allows managers to see key times and deadlines for payroll processing as well as co-ordinate pay, benefit and HR processes for employees, and the other to provide a self-service ‘shop window’ for employees so they can see and manage their own pay and benefits (e.g. through booking holidays and tracking pay to viewing and selecting employee benefits). Anthony Vollmer, managing director, Moorepay, states: “We want to make people feel appreciated for the work they do, and one of the ways we can do that is by giving them a great experience when they access information as important to them as their pay, benefits and holidays. “All-in-all, this upgrade gives us some key firsts in the marketplace while retaining the flexibility and rich functionality we’re known for.” Poorly run small schemes THE ANNUAL defined contribution survey report (http://bit.ly/2kG9y7J), published by The Pensions Regulator (TPR), reveals that most small pension schemes fail to meet standards of governance and trusteeship, with only 4% of micro schemes (which have between 2 and 11 members) and 1% of small schemes (which have between 12 and 99 members) meeting all of the governance standards. Generally, the extent to which schemes meet governance standards increases with scheme size. The survey also shows that the trustees of 43% of small schemes have considered winding up. However, those schemes were more likely to meet the required standards than schemes of the same size that have not considered winding up. David Fairs, executive director for regulatory policy, analysis and advice at TPR, said: We need to reduce the number of poorly run schemes so that no saver’s retirement is put at risk by bad scheme governance. The statistics clearly show that those trustees … running small schemes to a comparatively higher standard are trying to do the right thing for their savers by winding up. They recognise that savers will generally get better value in a larger, better-run scheme which can benefit from economies of scale.”
| Professional in Payroll, Pensions and Reward | October 2019 | Issue 54 42
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