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European Workers Eager to Make Up For Lost Career Opportunities

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Workday, Inc. (NASDAQ: WDAY), a leader in enterprise cloud applications for finance and human resources, today released the initial findings of its European Survey “The Employee Outlook: Understanding Employee Sentiment and Priorities Across Europe” that reveals European workers are worried about the impact the pandemic is having on their careers. For some, the abrupt shift to home working means they have lost vital opportunities to gain new responsibilities and skills.

Workday partnered with Yonder Consulting (formerly Populus), a research and strategy consultancy, to conduct the quantitative study across Europe. Yonder surveyed more than 17,000 workers who were below director level and employed by organisations with more than 250 employees in nine European markets.

Key highlights of the survey include:

●  Employees remain positive about leadership through uncertain times, with leaders in the Netherlands, Germany, Switzerland, and the UK viewed most favourably by employees

●  Almost half of employees (44%) in the UK, Spain, and Italy report they have missed opportunities to gain new responsibilities and skills

●  Just over a quarter of employees (26%) believe they have lost opportunities to develop their career, including 47% of 18-34 year-olds who are concerned about the impact the pandemic has had on their workplace opportunities

The research also revealed 25% of employees will look to change jobs in the next twelve months, hoping to find better career development, a more interesting role, and improved salary. Only 12% say their desire to change jobs has been driven by their employer’s response to the COVID-19 pandemic, however.

Despite pandemic pressures, 30% of employees still believe they will receive a pay rise in the next year, though those from Spain and Italy are least hopeful with only 23% and 18% respectively believing they will be in line for a salary increase. This compares to Sweden where over half of respondents (52%) believe their salary will increase. A competitive salary is the most motivating factor when searching for a new role across all markets, with 54% saying they would not be willing to reduce their salary for more flexible working conditions.

Workday is helping HR leaders across the world to navigate the return to the workplace and lead in this dynamic environment. This includes the ability to evaluate the readiness of the workforce and workplace for reopening based on employee sentiment and eligibility. In addition, organisations can use Workday to personalise the employee experience and provide career development suggestions for every employee, based on knowledge of a worker’s skills and career interests, as well as the skills that are critical to the organisation.

Employees Positive About Leaders

To benchmark employees’ perceptions of the overall performance of their current leaders, the research team conducted a factor analysis. Using the collected data from 13 agreement statements, they were able to unite these different attributes into one metric – The Leadership Index Score. This score acts as a measure of how an employee feels towards the performance of the leadership team within the organisation they currently work for. A score below 100 means that leaders in particular markets are performing below average and a score above 100 means that those leaders are performing above average.   

The Leadership Index Score showed leaders in the Netherlands, Germany, Switzerland and the UK were viewed most favourably by employees.

Country The Leadership Index Score
Netherlands 108
Germany 106
Switzerland 103
UK 103
Spain 99
Belgium 97
Sweden 97
Italy 95
France 93

In countries where leadership performance was above average (Germany, Switzerland, the Netherlands, UK) employees were more likely to understand the role they will play in the future of the organisation (65%, 64%, 63% and 62% respectively). Leaders in the UK and the Netherlands were rated the most empathetic by their employees (64% and 65% respectively), while leaders in the Netherlands (55%), Switzerland (54%) and Germany (53%) were considered the best at managing change.

Confidence in Leadership

Around half of leaders are perceived to have managed 2020 well by prioritising employee health and safety (59%) and showing empathy (55%). Almost half of employees (49%) believe their company’s leadership has dealt with change well.

Most employees feel communication from leaders has stayed the same or increased during 2020, particularly those working in the UK (85%) and Italy (88%).

The research paints a largely positive picture of how organisations across Europe have adjusted to the dramatic shift in working patterns necessitated by the pandemic. Despite nearly half of employees (46%) reporting they rarely, if ever, worked from home before 2020, over half claim to be less stressed (53%) and more productive (56%) working from home in 2020.

Motivation

Almost half of employees have found it challenging to motivate themselves recently. This seems to be driven by factors including:

●  Lack of contact and interaction with colleagues (27%)

●  People missing colleagues (21%)

●  The pandemic making work seem less important (23%)

Those living in the Netherlands are most likely to feel satisfied, productive, and motivated. They also report lower levels of tiredness, along with their German counterparts.

Tools and Training

Although 84% of employees report they can access the information they need and 67% believe they have been provided with enough support while working from home, 66% were given no training in how to work from home effectively.

Comment on the News

“While it’s reassuring to see that many business leaders have successfully managed through the unforeseen changes of the pandemic, the real impact will be seen in the way that organisations support employees in the transition to some form of normality as we emerge from lockdown,” said Carolyn Horne, president, EMEA, Workday. “Critically, this should include support for employee development through skills training and the creation of new opportunities, such as virtual learning and internal mobility, which will not only contribute to an organisation’s continued success, but support employee wellbeing.”

Additional Information

Between the 28th October – 18th November 2020 Yonder conducted an online survey with 17,054 employees who were below Director level and worked at an organisation with 250+ employees in nine European markets. The nine countries were chosen as they represented a good geographic spread across Europe, captured the five biggest European economies and were all accessible using an online survey methodology. Yonder is a member of the British Polling Council and abides by its rules. Further information is available at https://yonderconsulting.com/.

Methodology

The size of the online panels in each country was sufficient to allow a robust sample of employees working in organisations with 250+ employees. A sample size of 2,000 respondents in each market was the target for fieldwork as it provides a robust base from which to conduct analysis. The margin of error on a 2,000 sample size is +/- 2.2% at a 95% confidence level, which means that if the survey was conducted 100 times again, 95 times out of 100 it is expected that the results would alter by a maximum of +/- 2.2%. Reaching employees via an online methodology in Switzerland is more difficult as there are fewer people signed up to online panels. It was therefore agreed to compromise and use a smaller base size. A total of 1,004 respondents were achieved in Switzerland. It should be noted that the smaller base size of 1,004 in Switzerland creates a margin of error +/- 3.1% at a 95% confidence level.

About Workday

Workday is a leading provider of enterprise cloud applications for finance and human resource, helping customers adapt and thrive in a changing world. Workday applications for financial management, human resources, planning, spend management, and analytics have been adopted by thousands of organisations around the world and across industries—from medium-sized businesses to more than 45 percent of the Fortune 500. For more information about Workday, visit workday.com.

Forward-Looking Statements

This press release contains forward-looking statements including, among other things, statements regarding Workday’s plans, beliefs, and expectations. These forward-looking statements are based only on currently available information and our current beliefs, expectations, and assumptions. Because forward-looking statements relate to the future, they are subject to inherent risks, uncertainties, assumptions, and changes in circumstances that are difficult to predict and many of which are outside of our control. If the risks materialise, assumptions prove incorrect, or we experience unexpected changes in circumstances, actual results could differ materially from the results implied by these forward-looking statements, and therefore you should not rely on any forward-looking statements. Risks include, but are not limited to, risks described in our filings with the Securities and Exchange Commission (“SEC”), including our Form 10-Q for the fiscal quarter ended April 30, 2021, and our future reports that we may file with the SEC from time to time, which could cause actual results to vary from expectations. Workday assumes no obligation to, and does not currently intend to, update any such forward-looking statements after the date of this release.

Any unreleased services, features, or functions referenced in this document, our website, or other press releases or public statements that are not currently available are subject to change at Workday’s discretion and may not be delivered as planned or at all. Customers who purchase Workday services should make their purchase decisions based upon services, features, and functions that are currently available.

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Source: http://hrnews.co.uk/european-workers-eager-to-make-up-for-lost-career-opportunities/

HRTech

GE Power elevates Pramath Nath to CHRO – APAC & Japan, Steam Power

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GE Power, the US-based multinational energy tech company, has promoted Pamath Nath to the position of chief human resources officer – Asia Pacific & Japan, Steam Power. Nath was earlier leading HR and CSR for South Asia, Steam Power at the Company.

Nath, who comes with 24 years of experience in managing diverse facets of business transformation and human resources (HR), started his career with East India Hotels, as HR manager, in 2004. That is when he had joined The Oberoi, Bangalore, which had a 400+headcount. He had introduced various employee-engagement initiatives, managed grievance handling in a highly unionised work environment and taken care of staffing pan India. Almost two years later, he joined Reliance Retail as HR manager. In his brief eight-month stint, being the first employee of the start-up retail venture of Reliance in Karnataka, he was instrumental in driving the hiring of over 500 employees across levels in apparels, lifestyle, stores operations, EPC, food verticals as well as support functions.

In 2006, he moved on to Hewlett-Packard as the centre HR head. After playing business partner and HR generalist for a centre of 3000 + employees for almost three years, he was promoted to the role of HR business partner for Asia, Pacific & Japan. By the time he left HP after a successful six-year long tenure, he was global talent manager.
His next stop was KPMG, where he joined as director – human resources in 2013 and went on to become executive director in four years. His stint with KPMG lasted six years and eight months.

It was in 2019 that he joined GE Power as HR & CSR leader – South Asia, Steam Power.
In less than a year and a half, he has been elevated to CHRO – APAC and Japan. He is already working with the business leaders across 15 nations, even while he continues to handle the CSR and Facilities for India.

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Source: https://www.hrkatha.com/people/movement/ge-power-elevates-pramath-nath-to-chro-apac-japan-steam-power/

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TresVista announces Rs 10L for family of deceased employee

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While most companies are offering financial aid, medical insurance and vaccination to all their employees and their families, TresVista is offering aid to even the employees who lose their spouse or parent to COVID. Yes, the Company is offering a lumpsum amount of Rs 3 lakhs to a married employee who loses his/her spouse or an unmarried employee who loses a parent to COVID-19. On the demise of a serving employee, TresVista is offering an amount of Rs 10 lakhs or the equivalent of the employee’s gross annual salary, whichever is higher, to the nominated family member.

The Company, which provides high-end outsourced support to corporates, asset managers, and entrepreneurs, has reiterated its commitment to employee well-being by announcing a host of employee support initiatives.

Sudeep Mishra, co-founder & managing director, TresVista, said, “We feel privileged to be in a position to help our employees and fast-track financial help to those in distress, which is the goal of the Covid related aid package.”

Employees can obtain salary advances and interest-free loans from the specially-allocated company corpus in case of medical emergencies for themselves and their families. While the Group’s current medical insurance policy includes COVID-19 coverage for all employees, the firm has increased the sum assured by 50 to 100 per cent across designations.

Earlier, the Company had announced measures including caregiver’s leaves, bonuses, vaccination reimbursements, and more. Also, TresVista has been organising vaccination drives in Mumbai, Pune, Delhi, Kolkata, and Bangalore for its employees, immediate family members, and any other people living with them.

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Source: https://www.hrkatha.com/employee-benefits-welfare/tresvista-announces-rs-10l-for-family-of-deceased-employee/

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HRTech

Amazon’s robo to ensure safety at the workplace

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Amazon is gearing up to introduce robo employees at its fulfilment centres across the globe, to make the workplace safer. With the robots in place, employees will not have to reach up to shelves or bend down to pick up items. The new workstation system called ‘Ernie’, uses a robotic arm to lift things off mobile shelves and deliver them to the staff. That means, the employees do not have to take any risks and can remain in a safe and comfortable position while Ernie does the reaching, bending, lifting and stretching for them.

The robotic arm, which is still being tested out, does not increase the speed of the work, but only ensures the safety of the employees at the facilities. Amazon is already testing another robo, Bert, which autonomously navigates through fulfilment centres and is equipped with advanced safety, perception and navigation technology developed inhouse by Amazon. Bert is Amazons’ first Autonomous Mobile Robot, or AMR, which it is hoped will make work faster and more efficient. If the tests prove fruitful and successful, employees can get Bert to carry items from one corner of the facility to another and cover a larger area.

With time and advanced features, Bert may even be able to lift heavy items or carts to transport items through the fulfilment centres and reduce the burden and strain on the employees.

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Source: https://www.hrkatha.com/news/tools-technology/amazons-robo-to-ensure-safety-at-the-workplace/

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HRTech

Rs 10 lakh + salary till retirement to families of deceased staff: Vedanta

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Vedanta, the diversified natural resources company, has announced that in case an employee or business partner loses his/her life to COVID, the surviving family will receive the last-drawn salary till what would have been the deceased employee’s date of retirement. This is over and above the ex-gratia amount of Rs 10 lakh that the mining conglomerate will pay to the families of each of the deceased employees. That is not all, Vedanta has also increased the medical insurance cover 1.5 times the existing amount.

The Company has spent about Rs 12.6 crore to obtain vaccines in bulk for the inoculation of its employees, business partners and their family members / dependents.

The COVID Kawach Insurance being offered to all the business partners, includes term life and hospitalisation and an ex-gratia amount of Rs 10 lakhs to the family members of the deceased business partner employee. Mediclaim Insurance coverage will also be extended till the notional date of retirement of the deceased employee. Financial support will be given for the education of two children of the deceased till they graduate.

Vedanta recently made headlines when it revealed its plans to invest about Rs 100 crore for the implementation of Vedanta Spark, an initiative to build technological capabilities in collaboration with startups.

The initiative has already attracted over 1,350 registrations from across 19 countries with more than 250 overseas startups.

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Source: https://www.hrkatha.com/employee-benefits-welfare/rs-10-lakh-salary-till-retirement-to-families-of-deceased-staff-vedanta/

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