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HR Part Time research findings from Oakleaf Partnership
- 1. PART TIME HR
- 2. 2 1 2 Over 25% of the UK workforce now work in some part time capacity 46% of employees want to! The most searched internet “job term” 5 Over 6 million women in the UK work or want to work part time April 2015 – New shared parental leave policies June 2014 – Anyone can request flexible working6 3 4 SOME CONTEXT - WHERE ARE WE NOW? 7 72% of CIPD membership is female which infers that a greater % of the HR population would want to work part time if they could
- 3. 3 Working Arrangements Part Time Job Share Compressed Hours Term Time Hours Home Working Reasons For Flexible Working Childcare Other HOW AND WHY IS IT WORKING?
- 4. 4 EXPERIENCES TO DATE Positives High Levels of Productivity High Engagement Levels Hard Working Value For Money Other Barriers Lack of Continuity Lack of Commitment Lack of Visibility Lower Productivity Cost Other
- 5. 5 HR Department with Part Time Employees HR Department without Part Time Employees Would Hire Externally Do Hire Externally 80% 20% 48%98% Current Part Time Employees in HR Hiring for Part Time Externally Why? THE HR FUNCTION & PART TIME WORKING
- 6. 6 01 Must adapt our thinking or we risk losing top talent – flexible working is a key retention tool 02 Global skills shortage will only get worse 03 It’s the No 1 support mechanism for women in the workplace 57% of HRD’s quote gender diversity strategies as ineffective 47%of female workers are happy with workplace flexibility Flexible work schedules are viewed as a benefit and they should be a default for all levels of staff SOME CEB STATISTICS: WHY DO WE NEED TO IMPROVE? What’s the benefit?
- 7. 7 25% of women view flexible working as the most effective tool for career development today: The business (Heads of Function) currently view it as the 5th most effective tool after coaching, mentoring, networking and maternity leave!! Male leaders underestimate the importance of flexible / part time working – only 15% view it as the key initiative. PERCEPTIONS….
- 8. 8 Shout about what we do! We (HR people) are doing more than both external or internal people realise Success stories Highlight more case studies of successful experiences Highlight flexibility Highlight flexibility when advertising vacancies – “only 6.2% of quality job vacancies mention flexibility” (Timewise 2015) Partnering programme Job share partnering programme – matching candidate skills to present job share alternatives for full time roles 1 2 3 4 WHERE DO WE GO FROM HERE?
- 9. 9 WHAT DO YOU WANT TO DO? Convert a cynic in your organisation to the benefits of part time workers in either HR or the business Make your next hire a flexible one / consider a job share? Be our next successful part time case study
- 10. 10 Is HR just too nervous about letting its own clients down and should you have more courage to also consider external part time / flexible hires? Are there some roles in HR that just can’t be done flexibly or worked less than full time? Does it work for strategic and senior roles with significant people management scope / stakeholder management? How familiar are you all with the business case for flexible working? What support do you give people who work flexibly where you work? 1 2 3 4 5 What training do you give people who manage those who work flexibly? SOME QUESTIONS TO ANSWER?
- 11. THANK YOU