Time is running out for people to enter the CIPD North of England HR&D Awards

Awards which recognise the best in HR and development will take place in June

Sue O'Donovan of Nigel Wright Recruitment, presents the Innovation in Social Media or Technology Award to Gareth Whalley of LSL Property Services
Sue O'Donovan of Nigel Wright Recruitment, presents the Innovation in Social Media or Technology Award to Gareth Whalley of LSL Property Services

Time is running out for people to enter awards that reward the best examples of HR and development being done in the North East.

Entries for the CIPD North East of England HR&D Awards, which are being run in association with The Journal and associate sponsor Nigel Wright, close next Friday, with the event taking place in June.

The awards feature 10 categories, including HR&D Technology Award, which recognises organisations that have used technology to enhance their practices, and the Rewards & Benefits Award for bodies that can point to how incentives have enhanced business performance

Elouise Leonard Cross, chair of CIPD’s North East branch, said: “Technology continues to play an increasingly pivotal role in the workplace, both what people do and how they do it.

“Social Media continues to be a technology trend for organisations, being used to recruit, engage and develop staff or possibly to raise the profile and reputation of a business to support attraction. Using technology solutions to increase accessibility of services to staff and offer blended learning and tools to allow virtual collaboration between people are just some of the ways businesses are embracing the changing world of work.

“We are excited too to be launching the Rewards & Benefits category.

“This has been developed in response to the growing number of HR&D professionals working within reward and benefits specialism. To maintain competitive advantage employers need to create reward systems that can adapt to changing contexts, are fair, transparent, and able to reflect individual and collective achievements and benefits packages that are viewed as valuable to staff at multiple levels and phases in their working lives.

“This category is looking for examples of how organisations have carefully shaped a rewards and benefits package to create something that meet the needs of both the organisation and employees.”

Details of how to enter this year’s awards will be published each Thursday in The Journal until April 23, the day before closing date for entries.

To enter, log on to www.thejournal.co.uk/cipdawards . Alternatively contact Lesley Hampson, events manager on 0191 201 6435 or email lesley.hampson@trinitymirror.com.

A word from associate sponsors Nigel Wright

In every industry, technology continues to have a huge impact on work. HR teams today must consider the influence of different technologies across a multitude of areas including recruitment, employee feedback, employee behaviour, employment brand, employee wellbeing as well as training and development.

As a recruitment business, we are all too aware of the impact new technology has had on talent acquisition. Social networking, for example, is the fastest growing online behaviour and job seekers now rely on social networking more so than ever. The HR teams at the forefront of ‘best practise’ in social media and technology regularly ask themselves questions such as ‘how do I use Linkedin and Facebook to expand the pool of available candidates?’

Certainly, within the context of recruitment, social media now plays an integral part in many companies hiring strategies. Yet, the HR&D technology category recognises much more than simply social media recruitment practises.

HR teams can demonstrate excellence in best practise through a variety of other strategic HR areas. It could be utilising blogs, wikis, and other collaborative technology to deliver engagement initiatives, company communications, training and development and HR policies; creating interactive online support channels, reducing enquiries or empowering managers to manage teams more effectively. Investing in efficient systems can also be an excellent way for organisations to identify key data and metrics and add real value to the bottom line.

Advances in new technologies are also having an impact on how learning and development strategies are conceived and many organisations are adopting eLearning and virtual classrooms as efficient ways to train and develop employees. These are just some examples of how HR improving the efficiency of HR service delivery, while providing consistency across the business.

There is no doubt that technology has the power to bring together the collective talent of employees, fuel innovation and deliver organisational transformation. For it to succeed however, HR must essentially lead a cultural revolution in the organisation by winning the hearts and minds of people at all levels of the business. The HR teams that are most successful at this are the ones that can provide a return on investment, as well as facilitating collaboration, innovation and learning.

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