\nWith an ever-increasing number of businesses moving away from traditional HR functions, we\u2019ve taken a dive into the ways businesses are choosing to align their\u00a0<\/span> On average, people now switch jobs every\u00a0<\/span> According to Accenture research, a huge\u00a0<\/span> Whilst pool tables and free-fruit Fridays might have been enough to keep your teams bragging about your extensive benefits offering ten years ago, our People Teams are now more involved in speaking with employees and finding out exactly what it is that they feel constitutes a\u00a0real\u00a0benefit of working for their company. 25 days holiday? You\u00a0might\u00a0have had us hooked in 1995; but with four-day weeks, unmonitored flexitime, and the option to take\u00a0<\/span> Flexible working arrangements are becoming more and more the norm and we have seen a huge increase in the number of larger businesses who are bringing in health and wellbeing professionals as part of their full-time internal teams. Companies are focussing their efforts on supporting their employees in health and fitness outside of work, by enlisting the help of health insurance providers who offer more than just your standard health insurance. On-site gyms and fitness classes are just some of the ways <\/span> If we\u2019re talking about protecting the long-term interests of a business, then securing employee retention through well-being initiatives is a mighty admirable way of the HR function doing its bit to contribute.<\/span>\n<\/p>\n Internal Talent Acquisition Teams are on the rise and the government is bringing in new workplace training initiatives almost yearly. Hiring Managers are now\u00a0<\/span> If there is any doubt at all that HR Departments have changed over the years, the stark contrast between the process and compliance-driven teams of the 80s and 90s and the\u00a0people-focused teams of today should serve as a solid reminder that humans are no longer seen as\u00a0resources \u2013 but as\u00a0people.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":" HR Department vs. People Team: Just a Fancy New Name? With an ever-increasing number of businesses moving away from traditional HR functions, we\u2019ve taken a dive into the ways businesses are choosing to align their\u00a0\u2026<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[58],"tags":[92,115,116],"sector":[],"class_list":["post-1200","post","type-post","status-publish","format-standard","hentry","category-human-resources","tag-human-resources","tag-human-resources-recruitment","tag-people"],"acf":[],"yoast_head":"\n
\nHR Teams<\/span>
\n<\/span>
\n\u00a0(or \u201cPeople Teams\u201d as they are now more fondly known) with the strategic direction of the company\u00a0and\u00a0how this has made our\u00a0People People\u00a0more valuable than ever.<\/span>\n<\/p>\n
\n 1. Gone are the days of people working for one company for 40 years – People are more in charge of their careers than\u00a0ever before.<\/span>
\n<\/b><\/p>\n
\n 4.4 years<\/span>
\n<\/span>
\n\u00a0with\u00a0<\/span>
\n43% of millennials<\/span>
\n<\/span>
\n\u00a0saying that they plan to leave their jobs within the next two years. So what does this mean for businesses? Our\u00a0<\/span>
\nPeople Teams\u00a0<\/b>
\n<\/span>
\nnow have to be more competitive than ever when it comes to\u00a0<\/span>
\nTalent Acquisition and Employer Branding<\/span>
\n<\/span>
\n, working closely with hiring managers to ensure they are hiring for longevity, rather than the jobs available right here and now. Smashing out a job \u201cadvert\u201d is no longer enough to attract the best talent in the market. Great content, a strong online presence and really understanding the unique selling points (USPs) of the business they\u2019re hiring into are now absolutely paramount to\u00a0hiring the right people for the future of the company.<\/span>\n<\/p>\n
\n 2. Employees\u2019 main considerations when choosing which company to work for are rapidly changing.<\/span>
\n<\/b><\/p>\n
\n 83% of millennials<\/span>
\n<\/span>
\n\u00a0say that they would leave a business whose values no longer matched their own, highlighting\u00a0that salary is becoming less important to younger generations, with Generation Z (those born 1996 \u2013 2012) ranking their relationship with their work teams a top concern when it comes to working. What we\u2019re trying to say here is that culture and inclusion are rising in value. Accenture research shows that working cultures where employees are treated as equals are six times more productive \u2013 and whose shoulders do inclusion and diversity fall on? You\u2019ve got it, the\u00a0People Team. HR is no longer a\u00a0support\u00a0function for the business, but a driving force when it comes to all things culture.<\/span>\n<\/p>\n
\n 3.\u00a0Free food, unlimited holiday, and shared parental leave are some of the more recent perks introduced across businesses aiming to increase their benefits offerings.<\/span>
\n<\/b><\/p>\n
\n as <\/span>
\n <\/i>
\n much holiday as you want,\u00a0whenever you want, now becoming the way to employees\u2019 hearts, the\u00a0heart of the business \u2013 or the People Team \u2013 have got more of a fight on their hands than\u00a0ever\u00a0to make their benefits packages a true winner.<\/span>\n<\/p>\n
\n 4. Employee wellbeing has really taken a step forward in recent years in terms of its importance within the workplace and how much time and investment is put behind it.<\/span>
\n<\/b><\/p>\n
\n People Teams<\/span>
\n<\/span>
\nare injecting positivity into the workplace, with two-hour lunch breaks to boot \u2013 and the increase in Mental Health First Aiders shows a real nod to the need for a focus on mental wellbeing, as well as just good physical health.<\/span>\n<\/p>\n
\n 5.\u00a0Talent Planning is more than just recruitment. Talent Planning means looking at recruitment, training,\u00a0and\u00a0retention, as well as succession planning and the whole strategy surrounding it.<\/span>
\n<\/b><\/p>\n
\n more\u00a0likely to consider a candidate\u2019s potential for higher-level roles<\/span>
\n<\/span>
\n\u00a0when interviewing them, rather than just the role they\u2019re recruiting for at the time. It\u2019s the People Team\u2019s role to ensure that the Hiring Managers\u2019 expectations and hiring decisions are in keeping with the ongoing plans for the wider business.<\/span>\n<\/p>\n
\n Where does your HR Department stand?<\/span>
\n<\/b><\/p>\n