I have spent this week at the Employee Benefits Summit in Spain, networking with leading reward and benefits managers as well as learning from leading experts and suppliers across a variety of reward disciplines.
This annual event allows many of us – employers, sponsors and the Employee Benefits team – to delve into the important new currents influencing our industry.
This year, more than any other, I can see the rise of important themes that are likely to play out for years to come; themes that will impact both compensation and benefits.
Topping the list is pay – both high pay and low pay. To date, we in HR have allowed too many other people to drive the pay agenda – politicians, the European Union and the media, to name but a few.
It is time for HR, especially reward managers, to step up and take responsibility for pay. After all, this falls into our remit. Our Summit found that the calls on HR to take this on are becoming louder.
Read: Large pay ratios can demotivate staff
Wellbeing strategies are also moving rapidly into the business strategy camp. They appear to be dusting off their nice, comfy, it-is-just-occupational-health mantle and stepping up to become a board issue, not least because in a service- and knowledge-based economy your people are an asset and you want your asset to be fine and well.
Read: ATS Euromaster invests in engagement
Read: Yorkshire Water engages staff in wellbeing strategy
We are also seeing a shift in how flexible working is being discussed. It is not just for mothers anymore – it is a core wellbeing policy, as a stress beater and as a way to attract and retain staff. There are also strong studies out there linking improved productivity to a shift in attitude to flexible working policies.
Underlying many of these shifts is the impact that Generation Y is having on the workplace. Employers can no longer simply roll out ideas that were popular five, 10, 20 or even 30 years ago and expect their new talent pools to get excited. We are now moving into a new world order.
Read: Generation Y drives global mobility
I find these underlying currents of change exciting and challenging – and a key reason why I find reward such a fun area in which to work.
Debi O’Donovan
Editor
Employee Benefits
Twitter: @DebiODonovan
Dear Mrs. O’Donovan,
REF.: ACCOMODATION IN SEVILLE FOR YOUR EMPLOYEES WHO HAS TOWORK THERE AND COME FROM OTHER COUNTRIES.
My name is Martine Van den Hautte, belgian with residence in Spain. I have read your article about the Employees Benefits Summit and I think I can offer you a “benefit” to the employees of Airbus.
I would like to inform you that I am the owner of six beautiful and very comfortable rooms in two different appartments. Recently refurbished on a high level, ideal for long term accomodation. Haven’t been occupied yet.
One is located on the avenue going straight away to the factory of Sevilla – San Pablo.
As I have been traveling myself, with reservations and afterwards deceptions, these rooms have been thought to offer to the persons a total comfort, large rooms, A/C and large TV in each room. Study table and wardrobe. The appartment has large living room, with TV and the kitchen is brandnew al full-equipped. Terrace of 200 m. with tables and sunbeds.
I have been trying to contact the right person in Seville to offer these “benefit” rooms for the employees, but nobody can say with whom I have to speak to offer this product or where to write or call to may offer these rooms, that I am sure would meet the approval of the persons who would live their meanwhile working in one of the Sevilla factories.
I am speaking of a real European level.
I thank you to have taken the time and effort to read this message and hope I can be useful to the employees who have to come to SEVILLE TO WORK. Cleaning is foreseen.
I speak myself English, french, dutch, german and perfect spanish, in order to be at the disposal of your employees, if necessary.
Best regards
Martine Van den Hautte
Tel.: 00 34 67 67 43 000