Comments are closed. This week’s news in brief.Sack for failing testB&Q has defendedits recruitment process after an employee was appointed and then sacked afterhe failed a psychometric test. Matthew Brearley, director of retail HR atB&Q, said the Bournemouth store that employed 18-year-old Carl Filer hadnot followed the firm’s recruitment procedures and had taken him on before hehad taken the test, which he subsequently failed. www.diy.comWeb firms ignore HRWeb-based companiesare not paying enough attention to important HR issues such as recruitment,training and people management, according to a report by PricewaterhouseCoopers.Realism not pessimism – addressing the challenges of e-markets states there isa widespread lack of commitment to key HR issues among e-businesses,potentially leading to serious failures in operating efficiency. www.pwcglobal.comWorking Time opt-outNearly a quarter ofworkers have opted out of the Working Time regulations, illustrating a lack ofcommitment to the initiative at Government level, a new study claims. Thereport by Blick UK criticises the Government for including the opt-out clausein the legislation. www.blick.co.ukIT firm cuts 3,000 jobsComputer giantHewlett-Packard is to cut 3,000 jobs due to the US consumer and commercialdownturn. The firm warned its profits would be between 2 and 4 per cent lowerthan expected in the three months to 30 April.Intel gets flexibleA three-month pilotscheme at IT company Intel to introduce flexible working practices found thatemployees experienced increased job satisfaction and improved their ability tomeet deadlines. The scheme, which involved 70 employees in the IT department,was introduced in October 2000 to monitor the effectiveness of flexible workingpractices. … in briefOn 24 Apr 2001 in Personnel Today Previous Article Next Article Related posts:No related photos.
Comments are closed. Previous Article Next Article How can I tell if promotion is likely?On 25 Sep 2001 in Personnel Today Ihave several interesting sounding job interviews lined up and wonder if youhave any ideas for questions I should ask them which would help me decide whichof them is likely to provide the best opportunity for promotion.LouiseWhite, consultant, EJ Human Resources, writes:Althoughyou want to indicate you are ambitious, be careful as the employer has a job tofill and may well be wary employing someone who is chomping at the bit to getpromotion. Itis important to ask about the structures in place for career development andthe training on offer. Ask the interviewer about their own career path withinthe company, whether jobs are advertised internally and the long-termdevelopment opportunities for the role. It may also be prudent to ask whetheryour superior is new to their role. If they are, this could impact on yourchances for promotion in the near futurePeterWilford, consultant, Chiumento, writes:Soundingout promotional prospects is a bit of a two-edged sword in interviews; fine ifthe organisation concerned is recruiting a talent bank for the future, not sogood if the immediate job is attractive but has little prospect for furtheradvancement.Asan employee you have certain demands which employers have to recognise, one ofwhich is what is the company doing about self-development for its employees.You should ask the following questions: – What opportunities are there to learnand grow? Who will I talk to about my progress? Is there someone in the workplacewho will encourage my development and in what way? How do you see my careerprogressing within the organisation? How do you feel about supporting mydevelopment needs? Are cross divisional/country/company moves possible? Youshould also ask yourself: – What do I really want from the job? Will I be happyin the organisation?Finally,find out what happened to the previous two or three incumbents. If they movedon outside the company within a year of joining, danger bells should start toring, however if they moved on to bigger and better roles within theorganisation, then it could be one of the roles used to nurture new talent.Rememberthat the percentage of people leaving employers because this area is not beingtackled seriously enough is now extremely high – employers have to ensure thatpersonal development is high on their agendaMargaretMalpas, joint managing director, Malpas Flexible Learning, writes:Whynot ask things like: “What development opportunities have been givento staff in the department recently?” or “How do you identifyand develop people who are keen expand their skills and abilities?”or” What growth is the organisation experiencing and what knock-on isthis having for staff who show some aptitude for extraresponsibility?” Related posts:No related photos. read more