first_imgRelated posts:No related photos. Comments are closed. Previous Article Next Article LettersOn 18 Apr 2001 in Personnel Today Thisweek’s lettersLetterof the Week: Parental rights can only hurt business Ihave been torturing myself by reading about the Parents at Work Green Paper onbalancing the needs of business and employees who are parents. Apparentlythe Government believes competitiveness and productivity (presumably on theemployers’ side) can be improved by giving rights to working parents andvirtually no options to employers.Itis not just industry that is suffering. In an increasingly competitiveenvironment, where local authorities are being encouraged to externaliseservices in the quest for Best Value, it is difficult to see a future for anyemployer, be they public or private sector.Inproposing a right for both mothers and fathers to work reduced hours during andafter maternity leave, the Government clearly believes that this will aidcompetitiveness, raise productivity and enable us to serve our customersbetter. Thereality is that we won’t be able to compete with less scrupulous companies andthe only productivity measure will be how fast we can make people redundant. Exactlyhow this will benefit the employee or the customer, who may well be out of workas a result, is difficult to imagine.Presumablythe proposed guidance on what would constitute harm to the business will bebacked up by sanctions that will produce yet more work for tribunals and thelegal profession. What was it someone once said about killing the golden goose?EricLucasVia e-mailAblend of old and new is the answerIread your “Industry shuns online training” piece with interest (News,3 April). Iappreciate that a significant number of HR professionals feel more comfortableemploying traditional training methods rather than embracing technology as adelivery method.However,as a player in the industry our experience of online learning take-up has beenpositive. In addition, analysts have an opposing view to that expressed in theCIPD report: IDC found a threefold increase in the use of e-learning in Europefrom 2000 to 2001, with predictions that the market will grow fivefold by 2004.What’smore, the rapid emergence of new online training suppliers is testament to thesurge in demand for online learning.Manymore individuals and enterprises now understand the benefits of online training.However,it is clear that some courses demand a classroom element and those companiesthat continue to succeed in the training marketplace will be those who providea blended approach to learning. DavidWimpressExecutive chairman, KnowledgePoolNoshake-up? You must be jokingSoPaul Turner, the CIPD’s new vice-president of training and development, saysthat side of the institute “doesn’t need shaking up” (Feature, 3April). Personally,I think it needs to be completely demolished and rebuilt from the ground up. MaybePaul Turner and I operate in parallel universes, but we can’t both be right. Soif he isn’t there to shake it up, what is he there for? I’m not sure – in twopages of interview I haven’t managed to find anything of substance. Isthis a role model and is Lloyds TSB an exemplar, or is this just anotherclassic case of senior HR people just talking a “good job”?PaulKearnsSenior partner, Personnel WorksSlogancertainly sticks in the mindReadingthe article in Guru on the use of the initial letters K, C, U and F (notnecessarily in that order) I’m reminded of the time at school when our artteacher asked the class to design safety posters for entry in a competition. Imaginethe hilarity caused by Eddie’s poster, which stressed the need to be carefularound agricultural premises with the slogan “Farm utensils can kill”(naturally the initial letters were large and in a different colour).Idon’t know whether it was entered in the competition, but, as I still rememberthe slogan, perhaps it should have been.RichardGreenEmployee development officer, Bath & North East Somerset Council Graduatescannot access vacanciesInthe study, Graduates lack job satisfaction (News, 5 December 2000) ProfessorAndrew Oswald indicated that graduate employees register the lowest level ofjob satisfaction. He believes this stems from a lack of graduate-level jobs anda tendency for them to idealise the jobs market. Butdemand for good graduates exceeds suitable candidates, as revealed by the largenumber of employers attending immediate vacancy careers fairs in London andManchester last summer. Recentgraduates face an uphill battle accessing objective information about vacanciesand the criteria that determines job satisfaction. The lure of big bonuses andhigh starting salaries often overshadows criteria fundamental to futurehappiness – company culture, what a job involves and the skills required.Better-informedjobseekers make more content employees. KarenNealeGTI Specialist Publisherlast_img