“No matter what kind of business you are in, having the right people determines success or failure” Jim Collins
Editor’s comment We’re currently experiencing what’s been labelled ‘The Great Resignation’ – a period where many employees are making the big decision to switch from one job to another. This can be difficult to manage within any
article on page 22 to hear from a panel of experts and discover perspectives from both a recruitment and a payroll angle, on pages 26 and 34, respectively. Wednesday 23 March 2022 was a big day for payroll surprises. The spring statement, delivered by Rishi Sunak, unveiled a range of measures which will impact the work of payroll teams both now, and in the future. Read our hot topic (page 46) and catch up on those all-important updates.
department, but particularly within the payroll department. Payroll professionals hold a unique set of skills and have very specialist knowledge, meaning that replacing a talented member of a payroll team is no mean feat. This issue of Professional focuses on attracting payroll professionals to roles and keeping them. A key factor in retention is ensuring high levels of engagement. Ensure you flick to the feature
Lora Murphy ACIPP (editor@cipp.org.uk) Editor
Attracting and retaining employees can be difficult, especially when there’s lots of competition in the marketplace, the employee doesn’t feel valued or they’re not the right fit for the organisation’s culture. Chair’s message
find it doesn’t suit them, or it isn’t what they thought it would be. Students complete university, and often decide they don’t want to start a role linked to their study or still aren’t sure which career they want to pursue. Whether an individual has chosen payroll or pensions as a career or moved from another field, it’s important they can see a route of study and progression. Succession planning creates a talent pipeline, preparing employees by providing them with the knowledge, skills, and abilities to progress. It reduces any potential disruption for an organisation during times of rapid change, increasing critical knowledge and ensuring business continuity and performance.
Recruiting the right employee is the first step, assessing the essential skills before those that are nice to have. Payroll and pension professionals can be difficult to find, so consider whether it’s possible to recruit an individual for their attitude and potential for development. This could be in the form of a trainee or apprentice, who’ll be eager to learn. As we never stop learning, individuals at all levels will be considering the potential for development and promotion when they’re applying for a position. An organisation’s culture can attract individuals, especially where it’s known within its industry or location as being an employer of choice. Many employees start their working life in one profession and
Liz Lay MSc FCIPPdip FHEA ACIPD (liz.lay@cipp.org.uk) Chair, CIPP
CEO’s message
The beginning of April saw hybrid working introduced to CIPP employees, which means office-based employees will now work from home two days a week and from the
my recent trips to London (where face-to-face meetings have resumed), life seems as busy as it was before the pandemic. We were able to host our trainers’ event in-person, which we normally hold annually. It was great to engage with our trainers who deliver training all over the country (and now also virtually), as we discussed several educational and practical topics relating to our training portfolio. A further reminder: we confirmed last month that we can celebrate our profession in-person for the Annual Conference and Excellence Awards at Celtic Manor Resort, Wales on 5 and 6 October 2022. You should have received your invite, and regular updates will be available within the Professional magazine. We look forward to seeing many of you there.
office for the remaining three. This mix of days will ensure face-to- face contact, interaction and in-person staff meetings but also allows employees to work flexibly, as they did during the pandemic when working from home. We’ve improved our technology options, so all employees have access to laptops, telephones and equipment as required. This will ensure members, students and all our customers continue to receive the same professional support and service regardless of where CIPP colleagues are based. It was ironic that as I was writing this piece (due to editorial deadlines), it was some two years ago that I discussed Covid-19 and the sudden change and impact it had on all of our work and personal lives. It’s been great to gradually restore some normality and on
Ken Pullar FCIPP (ken.pullar@cipp.org.uk) Chief executive officer, CIPP
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| Professional in Payroll, Pensions and Reward |
Issue 80 | May 2022
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