Women are the largest untapped reservoir of talent in the world. Hillary Clinton (1947–)
In this issue you’ll find several articles (pages 37–42) covering various aspects of the wide topic of talent management Editor’s comment
retention of talented professionals and the role technology plays. In ‘The philosophy of hiring talent’, Lisa Gillespie discusses motivational issues in the recruitment of talent, advising that “the starting point is to play to human nature”. (Though this might in part explain why some employers seek ‘jedi’ and ‘ninja’ in their job advertisements (page 22), I wonder who would apply.) And, finally, I imagine many if not everyone will relate to Penny’s predicament in the ‘Confessions’ article (page 48).
which I hope will resonate. Whatever your role and duties, I believe you’ll find something of worth and relevance in them.
In ‘A change of heart’, Jeremy Campbell argues that payroll and human resources departments must undergo a fundamental shift in the way they operate, from being a largely administrative function to a transformative one. In ‘HR agenda or wish list’, Sandra Walker urges use of software to create a better understanding of the strengths and weaknesses of your human resource and how these can be improved. In ‘Tapping into Talent’, Kavitha Sivasubramaniam discusses
Mike Nicholas MCIPP AMBCS Editor
I’m in the middle of a lovely break between contracts, but I’ve been busier than ever. I recently took over as chair of the Lincolnshire County Amateur Dramatic and Operatic Society, and we had Chair’s message
about what we are going to bring to the ‘show’; and we have to make sure we fully explain how we are going to make a difference and what key attributes we are going to bring to the role. Another way of showcasing our attributes, whether as an individual, as a team or company, is making a nomination for our Annual Excellence Awards. You’ll notice in this edition we’re focussing on talent management, and there are some great tips on writing a nomination. You’ve got until 10 August to get your nominations in, so look at what you’ve achieved, both personally and in your team, and tell us all about it. You never know, you might be standing on stage at our fabulous awards ceremony receiving an award from our after dinner speaker for the occasion, Alistair McGowan.
our first rehearsal this week for our production of the Rogers and Hammerstein classic, The King and I, which is on at the Lincoln New Theatre Royal in September. Things are looking great, the cast are settling into their roles nicely, and we look set to have a fabulous show – it’s all very exciting and gives me an opportunity to use my business skills for a fun cause. Being present throughout the auditions reminded me of the similar process we enter in our day-to-day business world, where we see potential candidates for job roles and go through the interview process (which I’ve done myself recently when applying for new contracts). As the interviewer we have to look beyond the obvious and see the potential in what the individual can bring to the ‘production’ or to the ‘role’. As the interviewee, we have to think
Eira Hammond ChFCIPPdip Chair, CIPP
CEO’s message
So, year-end nearly done and dusted? P60 certificates all done and issued? It’s that time of the year when the CIPP board have conducted a review of our strategy; looking at our lines of business, with a
We are pleased to say that all strategic objectives were achieved, and this has been reflected in the take up of all these offerings by our members. It’s also worth a reminder that as a not-for profit membership organisation, every penny (and pound) is reinvested in keeping our qualifications and training offerings in excellent shape and in ensuring our membership offering has benefits in enhancing your career. For example, we have introduced 50% off our payroll and HR legislation update course to all paid members and to those who take up membership. In next month’s editorial I’ll set out our planned strategy for this new financial year and there will be further enhancements to your membership package later this year. So watch this space!
focus on how we can continually improve our service offerings to the full membership base. This is something we carry out on an annual basis and with some detailed preparation and input from the CIPP management team. This time last year, we identified several key strategic areas. Firstly, to ensure a clear payroll, pensions and reward career path through our qualifications portfolio. We also identified the need to provide world class training provision. This includes a unique review process, where in terms of accurate content, our payroll and HR legislation update course is no older than seven days. Digital was also high on our agenda as we looked to provide more online content, in training and qualifications. And finally, a fresh-look prospectus was in planning.
Ken Pullar FCIPP Chief executive officer, CIPP
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| Professional in Payroll, Pensions and Reward |
Issue 41 | June 2018
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