The government has released a report this week championing the necessity for greater support in getting over 50s into the workplace.

The report, compiled by Dr Ros Altmann CBE over the last eight months, outlines why action is needed, addressing issues of demographic change and increasing life expectancy, as well as recommending methods that should be taken by government, business and the media to increase employability in the older generation.

Dr Altmann said:

“The need to retain, retrain and recruit workers over 50 is becoming increasingly important as the population changes and people live longer.

“I have set out to challenge outdated stereotypes, unconscious bias and age discrimination, which all contribute to preventing older people from staying in or returning to work.

“There are many ways we can tackle this – which I have addressed in my report – including apprenticeships for those over 50, flexible working and better training for line-managers. Acting upon my recommendations will bring benefits to us all.”

Visit www.hrreview.co.uk for more Information.

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Do you understand how risk transfers in an Agile contract?

The common thread throughout this series of articles has been the requirement for a fundamentally different approach to be taken to contracting for the use of Agile. It requires both parties to adopt acollaborative approach, which involves a change of culture. Already accepted at a technical level, it is the commercial relationship that now has the greatest need for attention. In this final article we consider how the contract needs to deal with the issue of risk transfer and contractual governance.

Contracts are generally drawn up for the parties by lawyers, whether in-house counsel or externally. Lawyers are a trained to identify the risk in a transaction or project, and then to remove, reduce or mitigate it. In the original article we identified why lawyers therefore represent one of the greatest barriers to the adoption of Agile as a methodology for large, high-profile or high risk projects.

Visit www.computerworlduk.com for more Information.

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Amongst all the hype around agile, there is also some concern about the most appropriate agile methodology, especially in the specialized IT and software development outsourcing arenas.Frameworks like SCRUM and SAFe vie for superiority as companies seek to find the right fit for their needs.

Head of Operations at BoxUK, Rob Rees, said: “Agile is about people. Of course, there’s a place for specifications, requirements, milestones and all that stuff but if you get a bunch of people working together with different approaches to the same problem, you get a bunch of people that try to solve each other’s problems.”

He added: “They’re invested and feel a sense of ownership and shared understanding and, ultimately, what you get is a result that is generally achieved more quickly, almost always solves a real problem – sometimes even meeting all customer requirements – and a result that doesn’t come as a big surprise to the customer. There’s no ‘ta-dah’ moment.”

The variety of agile methodologies or frameworks in place can make choosing the right one for the project needs feel like pot-luck, however.

Visit www.nearshoreamericas.com for more Information.

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There are a number of areas that need to be addressed if an agile project is to deliver the expected results within the available budget. First and foremost, a decision needs to be made at the start of a project as to whether agile is in fact the right way to deliver it.

With all the talk of the benefits around agile, it can be easy to lose sight of the fact that there are still situations where traditional development is a valid choice. For example, where there is a clear and static definition of the requirements and how the organisation wants to deliver them, agile is unlikely to be the best option.

Visit www.techradar.com for more Information.

 

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Today (October 1) marks the start of pensions auto-enrolment for the largest employers in the UK. Under the new scheme, businesses must automatically enrol qualifying workers into a workplace pensions scheme and make contributions of at least 1% of annual salary. This includes agency workers who must be enrolled by their agency if they meet the qualification criteria.

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September 2012 Index Highlights:

  • The Monster Employment Index UK registers one per cent growth in September, continuing the rebound noted in August. The findings reflect recent ONS (Office of National Statistics) figures showing UK employment is at a four-year high
  • Public Sector, defence, community charts the highest annual online recruitment growth rate at 43 per cent, beating the previous historical high recorded in August, largely due to an increase in part-time and volunteer positions
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Top American universities are embarking on an unprecedented recruitment drive in Britain to capitalise on opposition to rising tuition fees on this side of the Atlantic, it has emerged.

Rising numbers of institutions – including many belonging to the elite Ivy League – are marketing themselves to bright school-leavers on the back of a near tripling of the cost of a degree in Britain.

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Programming languages & database skills top the list of the top 10 skills most in demand from financial services employers and recruiters, finds a survey of searches conducted on job site eFinancialCareers between June and August.

The most sought-after programming language is C, while risk skills comes in second place overall. The full top 10 comes below:

  • Programming languages & databases
  • Risk
  • Accounting
  • Business analyst
  • Audit
  • Compliance & regulatory
  • Equities
  • Project manager
  • Sales
  • Quantitative
Comments eFinancialCareers global managing director James Bennett: “In today’s environment, banks need to restructure and control costs in order to compete.  Technology is at the heart of global competitiveness and has become a deciding factor in the long term future of every bank.”

“IT job postings are the largest sectors on eFinancialCareers, and the shift to program and algorithmic means that the future of finance is increasingly reliant on technology and risk control.”

http://www.recruiter.co.uk/news/2012/09/programming-tops-most-searched-for-financial-skills-on-efinancialcareers/
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22,500 HR Jobs Created In Last Year

  • The number of HR professionals employed in the UK has risen 20% since 2011
  • HR sector recovers from the 28% drop in employment between 2009 and 2011
  • Demand for change management drives a 45% rise in interim HR vacancies over the last year
  • Average rate for an interim HR change manager now £600 per day

Over 22,500 human resources (HR) jobs have been created in the last year as businesses emerged from the worst of the economic downturn, according to analysis of ONS data carried out by Ortus the specialist HR recruiter[i].

The economic downturn had a significant impact on HR professionals with the number of those employed in managerial or directorial roles in the sector falling by nearly 44,000 (28%) between Q2 2009 and Q2 2011. The recovery in permanent HR employment is matched by a rise in demand for senior interim HR staff among businesses wanting to grow and implement change despite uncertainty surrounding the economy. The number of interim vacancies in the HR sector between January and September has risen 45% compared to the same period last year[ii].

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Older does not necessarily mean wiser when it comes to applying for jobs in the computer age: younger job-seekers are stealing a big advantage with their digital CVs.

Yet it is not difficult to build up a succinct and effective digital CV – it just takes a little thought, research and time.

“Your CV is a sales opportunity,” says Mark Moreau, commercial director at True North Human Capital. “The objective is to grab the reader’s attention at the earliest opportunity. Young people are digital savvy, they get that.”

True North, an executive search and talent and resource consultancy, finds those over 40 often let themselves down when applying for posts.

Mr Moreau says the inability to write a CV that will attract potential employers is not limited to any particular sector: many job seekers from all areas of business aged over 40 have CVs not fit for purpose and are missing out on positions. He says their CVs are too long, use too much CV jargon and are often not structured in a way that is relevant to the role for which they are applying.

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