SCS encourages UK organisations to prepare for impact of new pension rules

Thu, 22 Mar 2012 16:06:15 GMT

Payroll specialist SCS has warned that UK enterprises could face significant rising costs if they fail to plan adequately for the introduction of the DWP’s latest legislation on workplace pensions.

From October the Auto-Enrolment scheme will see all eligible workers automatically signed up to their employer’s pension scheme. Designed to address a situation where many workers fail to take up valuable pension benefits because they do not make an application to join their employer’s scheme, experts are concerned that the implementation of the legislation could ultimately prove expensive if organisations do not take steps to implement strategies that reduce the cost and impact of the rule changes.

“This is a crucial time for organisations affected by the Auto-Enrolment legislation. Organisations that panic and throw themselves into the numerous one-size-fits-all schemes run by pension and payroll providers - and operations that leave it too late to have much choice in the matter - run the risk of presiding over escalating long term costs, based on increased manual intervention,” said SCS Managing Director Tim Markham.

“The time for action on this issue is now no matter what size of organisation. Organisations that connect with trusted expert partners, plan their response carefully and implement it in good time will not only retain control of the situation, but also stand to minimise both the costs and the operational impact of the scheme.” Auto enrolment begins for larger organisations in late 2012, after which point these organisations will be compelled to automatically sign all employees, aged 22 and over earning
more than £7,475 a year, into to a workplace pension scheme. All organisations with more than 800 employees will have to implement the changes by the end of 2013, with all remaining organisations subject to the legislation, by the end of 2016.

A number of pension providers have entered the market to offer completely outsourced plans for employers struggling to cope with the changes, but such arrangements are widely acknowledged to be the most expensive option.

SCS’ conviction that a planned approach to the legislation can deliver multiple benefits is based on its experience helping a range of organisations prepare for its introduction. Unique in that it is in a position to create bespoke payroll solutions for these organisations, the company has the capability to tailor its core tools, taking account of each organisation’s unique requirements.
Some of these organisations have chosen to review their Payroll and Human Resources solutions during this period and SCS has been able to assist them in implementing new and innovative solutions.
With over 30 years’ experience in HR and Payroll solutions, SCS has helped a range of organisations take away the stress associated with preparing for new legislation. The company serves as a trusted advisor, helping to guide enterprises through the potential
minefields while attempting to identify areas for improvement and introducing efficiencies.
Markham added: “You could continue to struggle with the enormous burden placed on your shoulders by the new legislation or you could take this opportunity to try a better way of managing your HR and Payroll solutions. Which way do you want to go?”

“This is a no-brainer: organisations need to review their Human Resources and Payroll operations carefully, assessing exactly how they will be affected by the legislation’s introduction and begin planning their strategic response to it as a matter of some urgency.
The alternative simply isn’t viable.”

BongoMagic software aims to breathe life into online recruitment

Thu, 15 Dec 2011 11:51:21 GMT

Developers of relationship and referral marketing software BongoMagic, have warned that the majority of online recruitment providers are failing to harness the power of social media networks and changing consumer behaviour online, missing high quality candidates, particularly passive candidates and limiting the reach of recruitment campaigns as a result.

“Traditional online recruitment has become a static commodity unable to respond quickly to new and productive online trends. They compete for the same candidates, are less price competitive due to increased search engine advertising costs and completely fail at targeting the passive jobseeker that make up around 75% of the UK working population.

“We believe that a change is necessary, a change which encourages the entire industry to embrace the value and potential of social communication,” said Dave Young, Founder and CTO of Larosco, developers of BongoMagic.

Having integrated BongoMagic into its operations across the Banking and Finance, Oil and Gas, Engineering and Public sectors, leading recruitment agency RZ Group believes the entire sector could benefit from implementing the latest technologies and social platforms.

“Using a social recommendation tool allows us to reach a very wide audience and at the same time reward those who have helped us to fill a position with the correct candidate,” explained Andy Barton, Director at RZ Group.
Enabling users to improve the effectiveness of recruitment campaigns and manage the candidate acquisition process efficiently, the social recommendation software serves to harness the power of digital channels and changing consumer behaviour to enhance online recruitment. Expanding the target audience past the first degree of separation, the tool reaches passive candidates through other people’s social networks.

“BongoMagic was developed to help support the recruitment process using an online recommendation system to virally communicate jobs to social network audiences. By tracking the entire recommendation process, BongoMagic provides recruiters with visibility over their candidate acquisition strategy and for the first time effectively use multiple digital advertising channels,” Young explained.

RZ Group’s Barton added: “The campaigns do not take long to set up and each and every one can be tailored to ensure you get the right message out at the right time. Additionally, everything can be measured so we can continue to tweak campaigns to make them more and more successful.

“We use Bongomagic to compliment the work of our consultants [...] At the same time it helps us to achieve our business goals and reach the right candidates for our clients in a very efficient and effective way,”

Acting as an electronic ‘word of mouth’ referral system, the platform-independent software utilises existing contact databases to extend the reach of campaigns across all social networks. Empowering consultants to implement a more dynamic and proactive campaign, BongoMagic can be fully integrated and used across the full range of Internet enabled devices including tablet, smartphones, iPhones, Windows and iOS operated devices.

AEGON UK appoints Gill Scott as HR Director

Fri, 06 Aug 2010 11:49:15 GMT

AEGON UK today announces the appointment of Gill Scott as HR Director.
Gill, previously AEGON UK’s Head of HR - Life and Pensions, has been a key member of the HR Leadership team at AEGON UK since 2005. A graduate of Edinburgh’s Napier University, Gill joined Scottish Equitable in 1991 and since then has held a series of management roles across the business including customer services, training & development, change management and Employee Benefits. She joined the HR leadership team in 2005. As Head of HR – Life and Pensions she has led a number of organisational change programmes

Gill will take up her new role with immediate effect.

AEGON chief executive Otto Thoresen says,

“With almost twenty years experience within this business Gill brings an impressive breadth of knowledge to the HR Director role. Gill will be a valuable addition to our executive team and I’m looking forward to working closely with her in the months ahead as we develop our plans to restructure and refocus the UK business.”

AEGON UK HR Director Gill Scott says,

“AEGON’s new strategy and focus on two core markets will bring both challenges and opportunities for our people. The right HR and people approach will be key to the long term success of AEGON in the UK and will be my main focus as we enter a significant period of change in the organisation”

- ENDS-

For further information and photography:

Lesley McPherson, Head of Media Relations, 0131 549 3782

Notes to editors

As HR Director Gill succeeds Sandy Begbie, who left AEGON in January 2010. Her appointment follows a thorough search process, which considered a range of external and internal candidates.
On June 22, AEGON announced its intention to refocus and restructure its UK business on two core markets of “At Retirement” and “Workplace Savings” and achieve a 25% reduction in costs by end 2011.
In the UK AEGON offers pensions, life insurance, asset management and financial advice to around two million customers. AEGON UK has assets under administration of £53.6 billion and employs approximately 4,500 staff.
AEGON is an international provider of life insurance, pensions and investments with approximately 28,000 employees world wide and 40 million customers in the Americas, Europe and Asia. AEGON's revenue generating investments totaled EUR 388 billion at 31 March 2010

Hays Sales reveals business development paving the way to successful sales growth

Mon, 10 Aug 2009 15:41:15 GMT

Hays Sales has revealed that the recession has underscored a shift in emphasis toward business development, as organisations seek to increase sales and grow market share.

"The demand for business development managers has remained buoyant, particularly in the service sector, in industries such as IT and utilities, but there are also opportunities in the facilities management side of construction," commented Kevin Dunbar, National Sales Director at Hays Sales.

A track record of business development is a highly prized asset in the current marketplace and this is reflected in the salaries and benefits on offer for the right individual. The need to develop and win new business, over and above the management of an existing client base, has led to a steady demand for sales professionals who can make a real difference to their company's bottom line.

"Organisations are looking for experienced business development managers, with the skills to bring in new clients and generate much-needed cash," continued Dunbar.

For those looking for business development jobs, it is imperative that CVs are tailored to each role and include all relevant competencies. "Individuals need to draw out the experience they have, make it specific to the role in question and demonstrate that they have the skills to meet the organisation's requirements. Quantifying achievements is very important, as employers want to see evidence of revenue streams," Dunbar explained. "Employers are looking for a blend of strong commercial and interpersonal skills and are seeking evidence of how individuals handled themselves in certain situations and how capable they are of interacting with colleagues to achieve desired outcomes."

One of the fundamental issues for employers is to attract the right calibre of candidate for their business development jobs, given that many jobseekers are cautious to move in the current market. With job security the most important consideration for employees, organisations need to find innovative recruitment solutions and delivering a strong sales message is a key lynchpin to a successful recruitment strategy. Establishing a thorough recruitment process is central to this and will also have a positive 'knock on' effect to reduce staff turnover. The use of online advertising has become a focal element behind any successful recruitment strategy. "There are a whole host of solutions, including bespoke campaign sites, SMS messaging and video content, to promote both the organisation and its roles," stated Dunbar.

The sales industry continues to be blighted by high levels of staff turnover, particularly in the utilities sector, which serves to reinforce the need to focus on employee retention. Although investment in training and development is an important way of engaging with any workforce the current climate has not facilitated this, as companies struggle to generate sales.

"Training tends to take a back seat during a recession and is one of the first areas to be affected by spending cuts. That said, jobseekers place great value on career development and so employers need to strike the right balance if they are to retain their best sales teams," concluded Dunbar.

About Hays Sales:
Hays Sales is part of Hays plc, specialising in a range of sales jobs from telesales jobs to sales director jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As of 30 June 2008, the Group employed 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

Top Articles Tagged with hr

SCS encourages UK organisations to prepare for impact of new pension rules

BongoMagic software aims to breathe life into online recruitment

AEGON UK appoints Gill Scott as HR Director

Hays Sales reveals business development paving the way to successful sales growth