first_img Previous Article Next Article Comments are closed. This week’s lettersLetter of the week Praising your bid to release talent As a personnel manager living in an area where unemployment is so low it isvirtually zero, you can imagine that recruitment and retention of staff is adaily issue. Talking to my opposite numbers in similar organisations in the area, it isobvious we are all fighting the same battle. None of us feel the answer lies inpoaching each other’s staff, as this does not resolve the real issue, which isa lack of people available for work. I fully support your move to get the Government to put systems and practicesin place to enable refugees and asylum-seekers to enter the workforce muchearlier. I also feel that if the British people can see they are not having tosupport these people there will be less animosity towards them and the lengthof time bureaucracy takes to reach a long-term decision about their future. Congratulations Personnel Today. Keep up the good work. Christine Sargeant Personnel manager Fesa UK Refugee skills audit is key task It is important to ensure that employers do not shy away from employingrefugees when they might well be the answer to their organisation’s skillsgaps. That is why a skills and qualifications audit of refugee and asylum-seekersis so important and is a vital task for councils to take on across the regions.There is no doubt that employers are currently put off by the complicationsof immigration law and other red tape, when there may well be a genuinebusiness case for employing refugees and asylum-seekers. Socpo applauds Personnel Today’s campaign and supports the development ofregional skills databases and employment co-ordination for refugees. Keith Handley Socpo president and programme change director City of Bradford MetropolitanDistrict Council Undervalued UK staff moving on I read your article Desperate bid for staff worsens war for talent withinterest (News, 19 June). I think the point that many UK employers are missing when it comes toskilled workers is one of personnel management. The average UK manager is moreconcerned with his own ego, than the morale of his staff. I am an independent contractor who left the UK about two years ago. Thereasons were: – The cost of getting to and from work and stress involved with the currentstate of public transport – Lack of jobs in my local area (North West) – Poor treatment by management – Inland Revenue bully-boy tactics – Quality of life – IR35 The UK produces some of the finest skilled workers in the world. However,most – like me – find that they are undervalued, and that the culture of”jealousy” eventually drives them away. I have heard several government ministers recently deny a mass exodus ofskilled people. This is ridiculous – if you go to any major European or NorthAmerican city, you will find large communities of British ex-pats. Andrew Cowan Via e-mail Why is three the magic number? I am very confused. I am a generalist personnel officer with two years’experience, but when I apply for jobs I am told that I need to have threeyears’ experience. What is this talismanic transition that happens at three years? I was a linemanager and a project manager before moving into HR – why doesn’t that count? What makes it even more intriguing is to read of the appointments of HRdirectors who have no background in HR. It seems we use one set of rules forthe top end of the profession and quite a different set at the other. Name and address supplied Culture of stress needs taming At the risk of offending the workforce, trade unions and generalpractitioners may I make a public appeal for the regulation of the mostprolific growth area in industry today – stress. If stress were a publiccompany the shares would be worth a fortune! Seriously, the point is not to be unsympathetic in cases of genuine hardshipbut to be critical of a culture which encourages employees to disappear forweeks, aided and abetted by their GPs, at the first sign of trouble. Nigel Bannister Hampshireiams, LettersOn 24 Jul 2001 in Personnel Today Related posts:No related photos.last_img read more