First Capital Bank Limited (FCA.zw) listed on the Zimbabwe Stock Exchange under the Banking sector has released it’s 2016 abridged results.For more information about First Capital Bank Limited (FCA.zw) reports, abridged reports, interim earnings results and earnings presentations, visit the First Capital Bank Limited (FCA.zw) company page on AfricanFinancials.Document: First Capital Bank Limited (FCA.zw) 2016 abridged results.Company ProfileFirst Capital Bank Limited (formerly Barclays Bank of Zimbabwe) was founded in 1912 and is an iconic institution in the local banking sector; operating across the full spectrum of retail and business banking, and corporate and investment banking with 38 branches nationwide. In addition to mainstream financial products, First Capital Bank offers motor, home, travel, business and personal insurance services. After more than a century operating under its parent company, Barclays plc has sold its majority stake in Barclays Bank of Zimbabwe to FMB Capital Holdings, the Mauritius based holding company, that has banking operations in Botswana, Malawi, Mozambique and Zambia. FMB Capital Holdings is listed on the Malawi Stock Exchange. First Capital Bank Limited is listed on the Zimbabwe Stock Exchange
Find out which players Andy Farrell has picked for the new tournament Can’t get to the shops? You can download the digital edition of Rugby World straight to your tablet or subscribe to the print edition to get the magazine delivered to your door.Follow Rugby World on Facebook, Instagram and Twitter. Round OneFriday 13 Nov, Ireland 32-9 Wales Related: James Lowe scores in Ireland’s win over WalesRound TwoSaturday 21 Nov, England 18-7 Ireland Related: Jonny May scores first-half braceRound ThreeSunday 29 Nov, Ireland 23-10 Georgia Related: Ireland fail to impress as Georgia register first points Finals WeekendSaturday 5 Dec, Ireland 31-16 Scotland Related: Ireland finish third in Autumn Nations CupHead here for the full Autumn Nations Cup fixtures list. Coach and captain: Andy Farrell talks to Johnny Sexton (Getty Images) Ireland Autumn Nations Cup Squad 2020Andy Farrell enjoyed a mixed first campaign as Ireland head coach, finishing third in the Six Nations after three wins and two defeats, and they then finished third in the Autumn Nations Cup.Ireland Team to Play Scotland – Saturday 5 DecemberJacob Stockdale; Hugo Keenan, Bundee Aki, Robbie Henshaw, Keith Earls; Jonathan Sexton (capt), Conor Murray; Cian Healy, Rob Herring, Andrew Porter; Iain Henderson, James Ryan; CJ Stander, Peter O’Mahony, Caelan Doris.Replacements: Ronán Kelleher, Eric O’Sullivan, John Ryan, Quinn Roux, Josh van der Flier, Jamison Gibson-Park, Ross Byrne, Chris Farrell.Ireland Team to Play Georgia – Sunday 29 NovemberJacob Stockdale; Hugo Keenan, Chris Farrell, Stuart McCloskey, Keith Earls; Billy Burns, Conor Murray; Finlay Bealham, Rob Herring, Andrew Porter, Iain Henderson James Ryan (captain), Tadhg Beirne, Will Connors, CJ Stander.Replacements: Dave Heffernan, Cian Healy, John Ryan, Quinn Roux, Peter O’Mahony, Kieran Marmion, Ross Byrne, Shane Daly.Ireland Team to Play England – Saturday 21 NovemberHugo Keenan; Keith Earls, Chris Farrell, Bundee Aki, James Lowe; Ross Byrne, Jamison Gibson Park; Cian Healy, Ronan Kelleher, Andrew Porter, Quinn Roux, James Ryan (captain), CJ Stander, Peter O’Mahony, Caelan Doris.Replacements: Rob Herring, Ed Byrne, Finlay Bealham, Iain Henderson, Will Connors, Conor Murray, Billy Burns, Jacob Stockdale.Ireland Team to Play Wales – Friday 13 NovemberHugo Keenan; Andrew Conway, Chris Farrell, Robbie Henshaw, James Lowe; Johnny Sexton (captain), Jamison Gibson Park; Cian Healy, Ronan Kelleher, Andrew Porter, Quinn Roux, James Ryan, Peter O’Mahony, Josh van der Flier, Caelan Doris.Replacements: Dave Heffernan, Ed Byrne, Finlay Bealham, Tadhg Beirne, Will Connors, Conor Murray, Billy Burns, Keith Earls.Ireland Autumn Nations Cup Squad 2020ForwardsFinlay BealhamTadhg BeirneEd ByrneWill ConnorsUltan DillaneCaelan DorisCian HealyDave HeffernanIain HendersonRob HerringRonan KelleherPeter O’MahonyAndrew PorterQuinn RouxJohn RyanJames RyanCJ StanderJosh van der FlierBacks Bundee AkiBilly BurnsRoss ByrneAndrew ConwayShane DalyKeith EarlsChris FarrellJamison Gibson ParkRobbie HenshawHugo KeenanJames LoweKieran MarmionStuart McCloskeyConor MurrayJohnny SextonJacob StockdaleIreland Autumn Nations Cup Fixtures 2020Dates, kick-off times and TV details for Ireland’s four Autumn Nations Cup matches… LATEST RUGBY WORLD MAGAZINE SUBSCRIPTION DEALS
Bishop Diocesan Springfield, IL Rector Shreveport, LA Rector Belleville, IL Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Rector and Chaplain Eugene, OR Rector (FT or PT) Indian River, MI This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Submit an Event Listing Virtual Episcopal Latino Ministry Competency Course Online Course Aug. 9-13 Missioner for Disaster Resilience Sacramento, CA Course Director Jerusalem, Israel Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Curate (Associate & Priest-in-Charge) Traverse City, MI Featured Events Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Health & Healthcare Posted Apr 12, 2012 Assistant/Associate Priest Scottsdale, AZ Director of Administration & Finance Atlanta, GA Submit a Press Release Assistant/Associate Rector Washington, DC Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET Rector Smithfield, NC New Berrigan Book With Episcopal Roots Cascade Books Rector Collierville, TN The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Press Release Service Cathedral Dean Boise, ID Submit a Job Listing Episcopal Relief & Development, Associate Priest for Pastoral Care New York, NY Associate Rector Columbus, GA Rector Hopkinsville, KY An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Priest-in-Charge Lebanon, OH An Evening with Aliya Cycon Playing the Oud Lancaster, PA (and streaming online) July 3 @ 7 p.m. ET The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group Associate Rector for Family Ministries Anchorage, AK AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Rector Albany, NY Tags Rector Bath, NC Canon for Family Ministry Jackson, MS Rector Martinsville, VA Featured Jobs & Calls Family Ministry Coordinator Baton Rouge, LA Rector Pittsburgh, PA Episcopal Relief & Development to offer webinar on Netsforlife® Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York Assistant/Associate Rector Morristown, NJ [Episcopal Relief & Development] In commemoration of World Malaria Day, Episcopal Relief & Development invites you to join us for a special webinar on April 17 to share the work and accomplishments of NetsforLife®.Learn about NetsforLife®’s innovative approach, the significant impacts in the field, and the gains made in malaria control. You’ll hear from Episcopal Relief & Development staff including Robert Radtke, Samuel Asiedu Agyei, and Abagail Nelson. This is your opportunity to learn more about this program and how you can be part of sustaining these gains made in communities throughout sub-Saharan Africa.Since 2006, NetsforLife® has been a leader in malaria prevention by distributing over 7.7 million nets and reaching over 37 million people in 17 countries in sub-Saharan Africa, resulting in less sickness, fewer deaths and stronger communities. The program combats malaria by educating community members about proper net use and maintenance, training community agents to deliver life-saving nets, and providing ongoing monitoring and evaluation of net use.Please Call in and Join us! Click here to register.Date: Tuesday, April 17, 2012 Time: 6:00 PM Eastern. Registrants will receive call in information via email. Thank you for signing up. Space is limited so please register early. TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Rector Washington, DC Episcopal Church releases new prayer book translations into Spanish and French, solicits feedback Episcopal Church Office of Public Affairs Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest Youth Minister Lorton, VA Director of Music Morristown, NJ Curate Diocese of Nebraska Rector Tampa, FL Rector/Priest in Charge (PT) Lisbon, ME Rector Knoxville, TN Priest Associate or Director of Adult Ministries Greenville, SC
You have entered an incorrect email address! Please enter your email address here By Elliot Lasson, Professor of the Practice and Graduate Program Director, University of Maryland, Baltimore County and first published on theconversation.com.Back in the day, most teens had some sort of job lined up for the summer. For some, it was an extension of an after-school job they held during the year. For others, it was a seasonal type of job such as working at a drugstore or as a lifeguard in a pool.Recently, however, that seems to be no longer the case.While the presence of teenagers in the summer workforce in July 1978 was at 72 percent, the Bureau of Labor Statistics’ Current Population Survey reported a July 2016 teen labor force participation rate of 43 percent. A recent report by the Pew Research Center analyzed the average summer employment rate for 16- to 19-year-olds in June, July and August 2017 and found that only 35 percent of teens have a summer job.So, what has happened? Speaking as a scholar who studies generational workforce changes, I can say that there isn’t just one answer but several.Are today’s teens lazier?A 2017 Bureau of Labor Statistics white paper provides some reasons that might account for the downward trend in teen employment, including increased summer school attendance, increased parental emphasis on education and competition from other demographic sectors.One common stereotype is that teens have become lazier. In addition, it’s a ubiquitous observation that teens are tethered to technology and have higher obesity rates than in the past. Both of those contribute to the stereotype. However, 2016 data on “NEETs,” young people who are “Neither in Education, Employment, or Training,” put their number at just 7 percent. The relatively stable and low NEET percentage runs contrary to the idea that today’s teens are lazier.The role of the gig economyOne explanation is that it’s difficult to track employment in today’s gig economy. For example, a teenager may be working building a website for her aunt’s small business and managing the Instagram account for 10 hours a week. Yet, she will fly below the Bureau of Labor Statistics’ radar and is not likely to be counted as employed.A second explanation may be a function of changes in the national economy and workforce. For example, there is the “Amazon effect.” While in the past, jobs selling T-shirts at the mall or boardwalk were quite common, more people are buying their “stuff” online. As a result, retailers and small shops can likely get by with their existing workforce. So, those jobs are not in abundant supply.Furthermore, Christopher L. Smith of the Federal Reserve has conducted research that found lesser-educated immigrants are taking on jobs that were traditionally teen-occupied summer jobs. Interestingly, there is also competition from older workers who either remain in the workforce longer or are willing to take “bridge” jobs. In 2015, the percentage of participation in the labor force for those 55 and older was 39 percent, compared to 34 percent for those ages 16 to 19.In some cases, more young people have been interested in nonpaying educational, experiential or social justice programs. Additionally, there is an ongoing interest in “camps” that combine a focus on certain skills like coding and writing with some physical activity.Higher education questsOther high schoolers may be taking summer courses to better position themselves for college. This is likely more of a factor in the middle- to upper-class families for whom a college-bound trajectory is more automatic, yet is perceived as highly competitive by helicopter parents who are often hyper-involved in facilitating the college goal in high school and as far back as daycare.In addition, there are now clearinghouses for travel opportunities and social justice missions which have become more popular among not only college students but also high schoolers. Having one or more of these on a college application is deemed by teens and parents to possibly be the necessary edge to get into an elite college. In fact, according to Andy Challenger, vice president of Challenger, Gray, and Christmas, a national firm that follows workplace trends, parents are not exactly pushing their kids out the door. “Their parents aren’t forcing them to get a job,” Challenger said. “Parents are saying there are other things you can do over the summer that will create value for you – and you don’t have to go flip burgers.”Finally, there are problems regarding how employers view young workers in general. According to a survey by the National Association of Colleges and Employers, 89.4 percent of recent graduates rated themselves as proficient in their work ethic and professionalism. Yet, only 42.5 percent of employers shared that view. Please enter your comment! Free webinar for job seekers on best interview answers, hosted by Goodwill June 11 Support conservation and fish with NEW Florida specialty license plate TAGSSummer Jobstheconversation.com Previous articleRealtors endorse two Apopka candidates in upcoming electionsNext articleApopka Burglary Report Denise Connell RELATED ARTICLESMORE FROM AUTHOR LEAVE A REPLY Cancel reply The Anatomy of Fear Share on Facebook Tweet on Twitter Save my name, email, and website in this browser for the next time I comment. Please enter your name here
RSF_en Help by sharing this information News Despite having press cards issued by the Egyptian authorities, Associated Press Television News cameraman Haridi Hussein and his assistant, Haitham Badry, were arrested while filming clashes between protesters and police. They were released the next morning. Organisation January 26, 2011 – Updated on January 20, 2016 Associated Press Television News cameraman and his assistant arrested
Sonia Aylmer with Brooklyn ColbertELEVEN year old Brooklyn Colbert was the apple of his Limerick parents’ eyes, but their whole worlds crumbled when Brooklyn was stabbed and beaten to death by his half uncle, Paddy Dillon, in 2019.Brooklyn’s mother, Sonia Aylmer, said Section 252 of the Children’s Act 2001, which had prevented her from naming her beloved murdered son for the past eight months, served to only compound her grief.Sign up for the weekly Limerick Post newsletter Sign Up Despite a change in the law last week, allowing children to be named in such circumstances, reporting restrictions in Brooklyn’s case had remained in place until they were lifted this morning at the Central Criminal Court, following an application by RTE.“It was like I lost Brooklyn all over again, not being able to speak his name. In fact, it was like he never existed. Why should Brooklyn be hidden from the world? There was so much in my little boy, why should he not be remembered?” Ms Aylmer said.Patrick Dillon whose photograph is being published for the first time in relation to the case, admitted stabbing Brooklyn 27 times, and striking him with a hammer.Dillon, (28), from Moyross, Limerick, was sentenced last February to the mandatory term of life in prison after he pleaded guilty to murder.Ms Aylmer said it was “difficult enough” attending last February’s sentencing hearing, and reading out a victim impact statement, however she added, learning she would not be able to identify Brooklyn after Dillon was jailed, was hard to swallow: “That was a big shock and a big disappointment and since that day I was fighting to change that law.”Ms Aylmer said she felt the court gagging order which prevented her speaking publicly about her “beautiful boy”, served only to protect Patrick Dillon.She said, in her opinion, the order did nothing to protect her dead son: “It put a lot of anger in me, and I felt disappointment in the justice system. I felt no support and I felt everything was going in Paddy Dillon’s favour, and that he was the only one being protected.”“It caused me a lot of stress.”“When I left the court I wasn’t able to say Brooklyn’s name, or even speak about him. I felt like I had to hide my face as if I had done something wrong, as if I committed a crime.”Ms Aylmer had campaigned for the amendment to the Children’s Act along with other parents who lost their children in similar circumstances: “There’s lots of parents like me, that are dealing with the same thing, and that were not able to speak about their children, it’s heartbreaking.”—Brooklyn—“Brooklyn was a very placid child, very fun-loving and he would get into mischief but he was funny, everyone that met him instantly liked him, he just had that aura about him”.Mother and son shared an incredibly close bond, together they joined a boxing club, participated in the annual Great Limerick Run, enjoyed movie nights in, and attended keep fit classes together: “We had a beautiful relationship. Brooklyn was also a very good friend, a good neighbour, protective and kind.”“He really left a lasting impression on everyone he met. He was just full of fun and full of love, full of laughs, you’d always have a belly-laugh everyday with him.”Ms Aylmer said she wanted to speak publicly about Brooklyn in order to “keep his memory alive”.“I am his voice, and as long as I am alive there is a part of him alive. I want to carry on his legacy, helping people in my situation.”When she is ready to do so, she plans to organise a support group for families going through and who will go suffer similar loss.Her “first Christmas without Brooklyn was terribly hard and I had no one to reach out to” but she later found solace in meeting Kathleen Chada, whose husband Sanjeev murdered their two sons Eoghan (10), Ruairi (5), on July 29, 2013.“That’s why it’s very important for other parents to know there is help out there, and that’s why it’s so important our stories are not anonymised.”She praised Support After Homicide, a national voluntary group which also wrote to the Minister for Justice, Helen McEntee, to push for the amendment to Section 252 of the Children’s Act, allowing the identification of children murdered in the State.“God forbid this happens to someone else, I’d like to be bale to talk other parents through what they are going to be facing.“Her son’s murder two and half years ago is obviously still “very, very hard” to comprehend.“Somedays I tell myself he is in his Dad’s house or his Nana’s house, because it makes it that bit easier.”Speaking about Brooklyn publicly is “a huge relief”, she said.“This interview is for Brooklyn. He liked helping people and he loved to see people happy, and he would love that I would be helping people in his memory, he’d be really happy about that.”— Killer Patrick Dillon —Ms Aylmer said she has been left with so many unanswered questions as to why her half brother murdered her “beautiful boy”.She described her half-brother Patrick Dillon as “evil”.“Brooklyn never made people angry or upset people, so that’s why I am so confused as to why this happened him. I don’t know how anybody could do anything wrong to a child but to do something to someone whose so loveable and who’s in your life for so long was evil,” she said.“He always made Paddy laugh, and he would have been there for him. They were an uncle and nephew, they had a (good) relationship, so I can’t get my head around this.”She said Brooklyn and herself “went for meals and drives” with Dillon, and he would “come over and play the PlayStation with Brooklyn, they’d be slagging one another about soccer teams”.Ms Aylmer revealed that 24 hours prior to murdering Brooklyn, Dillon spent the entire day with them.“He was with us the night before, all day he was with us, we went for a meal and we dropped him home about midnight and he asked could Brooklyn help him clean out a shed (the following day).”“Brooklyn went over and had met members of my family a few minutes before he went into this house where this happened, and there was no fear in Brooklyn then and he was happy out, eating sweets, and I just still can’t get my head around it.”Dillon, with an address at Dalgaish Park, Moyross, struck Brooklyn with a hammer and stabbed him 27 times in the torso, arms and neck in a relative’s house on November 3, 2019.During his sentencing hearing, Mr Justice Michael White said Dillon was guilty of a “horrific breach of trust” and an “unspeakable violent crime”.Dillon himself raised the alarm, walking into Henry Street garda station and informing gardai, “I’ve killed my nephew”.He told gardai a voice in his head told him to stab Brooklyn.In a victim impact statement, Brooklyn’s father Wayne Colbert, remarked “other innocent children are safer with the perpetrator of this horrific crime behind bars”.Dillon wrote a letter of apology, however in response to this, Ms Aylmer says she does not believe it: “I don’t feel like he has any remorse, I don’t know why or how anyone could do something so evil, I’ll never be able to understand it.” Billy Lee names strong Limerick side to take on Wicklow in crucial Division 3 clash WhatsApp Print Limerick’s National Camogie League double header to be streamed live WATCH: “Everyone is fighting so hard to get on” – Pat Ryan on competitive camogie squads Roisin Upton excited by “hockey talent coming through” in Limerick Linkedin LimerickNews“It was like I lost Brooklyn all over again, it was like he never existed” — Mother of Brooklyn Colbert murdered by half uncle Paddy Dillon says legal restrictions on naming son compounded her griefBy David Raleigh – May 10, 2021 1949 Advertisement Twitter TAGSBrooklyn ColbertKeeping Limerick PostedlimerickLimerick Post Email Previous articleRTE and Virgin Media to share Six Nations coverageNext articleLifelong Learning Festival Returns with an Array of Fun Learning Events for All David Raleigh Limerick Ladies National Football League opener to be streamed live Facebook Donal Ryan names Limerick Ladies Football team for League opener RELATED ARTICLESMORE FROM AUTHOR
Twitter Previous articleTackling homelessness a government priorityNext articleBreakdown of Donegal County Councils budget spending released News Highland WhatsApp Pinterest By News Highland – May 20, 2014 Further drop in people receiving PUP in Donegal News Google+ Pinterest Facebook RELATED ARTICLESMORE FROM AUTHOR Gardai continue to investigate Kilmacrennan fire Main Evening News, Sport and Obituaries Tuesday May 25th 75 positive cases of Covid confirmed in North The Chair of the Labour Parliamentary Party says it would be “cowardice” for the party to “run away from Government”.Nominations to succeed Eamon Gilmore, who resigned as leader on Monday, opened last night.A new leader of the party is to be announced on July 4th.Public Expenditure Minister Brendan Howlin will make a decision on whether he is to challenge for leadership by tomorrow, with Minister Joan Burton due to declare her intentions later today. Facebook Process to replace Eamon Gilmore as Labour leader begins today 365 additional cases of Covid-19 in Republic WhatsApp Man arrested on suspicion of drugs and criminal property offences in Derry Twitter Google+
Twitter Facebook Twitter Pinterest Pinterest DL Debate – 24/05/21 Facebook Arranmore progress and potential flagged as population grows Previous articleInishowen councillors want to use old Cockhill Bridge for local accessNext articleSlaughtneil start defence of Derry title against Magherfelt News Highland News, Sport and Obituaries on Monday May 24th Important message for people attending LUH’s INR clinic Loganair’s new Derry – Liverpool air service takes off from CODA Donegal beach waters shine in latest EPA report WhatsApp Nearly three quarters of Ireland’s bathing waters are of excellent quality, according to a new report, though some urban beaches are failing to make the grade.The Bathing Water Quality in Ireland 2017 report from the Environmental Protection Agency found 132 of the 142 identified bathing waters (93%) meet strict EU standards. These include both coastal and inland bathing waters used by the public.Most of the county’s beaches were deemed excellent in the latest report with some E. coli levels appearing to be more variable in 2016 and 2017 than in previous years.The EPA says that most Donegal waters continue to be of extremely high quality with few pollution sources or events identified.Both Lisfannon and Portnablagh were deemed ‘good’ just missing out on excellent rating due Enterococci counts.Rathmullan has shown more variable water quality since 2016 when compared to earlier years particularly for E. coli and also falls into the good category.Both Dooey and Maherroarty beaches were new in 2015 and await sufficient samples for fullclassification. Indications are that Excellent quality is likely to be achieved.Lady’s Bay Buncrana was deemed sufficient. According to the EPA, the beach appears to exhibit some low level pollution possibly arising from storm overflow discharges.Here’s a full breakdown of how Donegal fared: Homepage BannerNews Google+ WhatsApp RELATED ARTICLESMORE FROM AUTHOR Google+ By News Highland – May 16, 2018 Nine til Noon Show – Listen back to Monday’s Programme
Comments are closed. Making the decision to outsource HR is just the first hurdlea company faces and many companies which have taken this route live to regretit. Keith Rodgers examines the most common reasons for doomed partnerships andoffers advice on avoiding the riskIf you have any lingering doubts about the merits of outsourcing, listen toGeoffrey Moore, management guru and author of Crossing the Chasm. CEOs, heargues, should be concentrating on their ‘core’ activities – those that reallybuild competitive edge and add shareholder value. Everything else is ‘context’– tasks that should be carried out as efficiently as possible, because theydon’t need to be differentiated. Third-party service providers can provide manyof these services at a cost-effective price thanks in part to advances intechnology, says Moore – so bring in the outsourcers. For the HR function, this kind of message is becoming a little repetitive.Long encouraged to rid themselves of transactional tasks and focus on strategy,the temptation to hand over responsibility to a more efficient third party ishigh. Inevitably, there are both business and emotional factors – oftenrelating to issues about control – that cause companies to think hard aboutgoing down the outsourcing route, but on paper the arguments are convincing. Somuch of the HR transactional workload depends on economies of scale –particularly in areas such as web self-service and call centre support – thatthe logic of handing those tasks over to a larger, specialist organisationseems unassailable. In practice, however, many organisations that have taken the HR outsourcingroute have lived to regret it. While the theory stacks up, the realities are alittle more mundane. Managing the service provider can be a daunting task,particularly for a function that’s traditionally internally – rather thanexternally – focused. Building a business case for a service that may stretch years into thefuture is far from simple, given the complexities and variables offast-changing businesses. Handling the knock-on implications for the rest ofthe organisation, which often come to the surface only after the agreement isstruck, is a challenge. Dealing with the practicalities of the transition is a major test. Yes, HRoutsourcing holds forth the promise of both cost-reduction and improved servicelevels – but firms need to overcome a number of major challenges to convertthat promise into reality. Culture clash – building an effective relationship According to a survey of 120 organisations published this spring by ReedManaged Services, ‘cultural dissonance’ with outsourced agencies was by far thebiggest reason for problems in HR outsourcing. Comments from respondents rangedfrom complaints that agency staff didn’t seem interested in the business, toconcerns that the ‘lack of match with the culture and systems of theorganisation roused suspicion in employees’. Put simply, if the service provider fails to understand the client’sbusiness goals and the way it operates, the relationship is likely to comeunstuck. The difference lies between an outsourcer that offers legally basedadvice to a client about a specific problem, and a provider that tackles theissue in the context of the client’s working practices and business risks. But in an industry where major deals can take six to 12 months to negotiate,there are plenty of opportunities to establish the service provider’sunderstanding of the business well before contract stage. This is not just a cosmetic exercise. The provider will need to analyse theclient’s existing business processes in some depth, both to establish what kindof cost savings can be generated and to validate the client’s claims about itsexisting performance levels, which will form the basis for the Service LevelAgreement. If the service provider hasn’t looked closely at the organisation, thepotential problems won’t just be cultural – the metrics that underpin theagreement could well prove faulty. What many organisations fail to take into account, however, is thatresponsibility for the strength of the relationship lies with both parties.Outsourcing HR processes will inevitably change existing business practiceswithin the client organisation, and cultural clashes can stem from otherdepartments that resist changes to the way that services are delivered. Every provider stresses that client project champions will play a criticalrole here – not just in the HR department itself, but at board level where theknock-on repercussions of the outsourcing agreement will need to be tackled. “To make it work requires a cultural shift on behalf of theclient,” says Malcolm Howard, chief sales officer at e-peopleserve.”If the rest of the board is not behind it, it won’t work. It requires adifferent method of working within most organisations.” Much depends, too, on the personal relationship that develops between the twoindividuals who manage the outsourcing relationship day-to-day – the serviceprovider’s account manager and client’s supplier manager. For million-pound contracts that affect an organisation’s entire HR service,it is unfortunate that so much pins on the chemistry between these twoindividuals and their willingness to solve problems pragmatically rather thanpoint to small print in the contract. That, however, is the only way to build abusiness relationship. “Once you get to the stage of involving the legalprofession, you’re half way to failure,” says John Ainsby, instructor forQA, which provides training services in managing outsourcing. “These big deals do require a high level of trust – the documentationand the contract is critical, but they won’t save you if you don’t trust oneanother,” says Penny de Valk, group director for Ceridian Centrefile.”It’s so different to the classic vendor/customer relationship – you havesuch a mutual interest.” The contractual details Striking an effective Service Level Agreement is a difficult balancing actfor the client and a potential source of future conflict. On the one hand, thecustomer needs to pin down the service provider to deliver againstclearly-defined goals; on the other, it requires flexibility within thecontract to cater for future, as yet unforeseen changes to its own business. “There’s often a tension between cost-effectiveness and quality,”says Ceridian Centrefile’s de Valk. Organisations need to establish from theoutset what their priorities are. An organisation which demands 99 per centeffectiveness in recruitment, for example, may find that it can cater for areduced level of service in terms of the speed with which vacancies are filledin return for a lower price. Many of these issues only become apparent as the relationship beds down, andsuppliers often propose a contract review period after the service has gonelive. Ceridian, for example, keeps the relationship flexible for the first 180days, then goes through a formal reappraisal process, continuing to adjust theagreement where necessary. “What are you trying to achieve – you have tokeep going back to that,” says deValk. “Is the SLA still supportingthe business? Are we measuring the right stuff – is it the ‘doable’ things orthe things that will deliver value?” This ability to handle change works both ways. Andrew Buggy, businessdevelopment manager of integrated HR solutions at Capita Business Services,advises clients to ensure the service provider is capable of adapting to changingbusiness requirements, either with their own resources or through a backfillagreement with another suitable service provider. In particular, outsourcersneed to be able to make changes quickly – they can be very small iss- ues,”but they can really irritate”, he says. While many clients look for punitive measures to reinforce the agreement,QA’s Ainsby discourages clients from imposing penalty clauses unless thecontract also provides for bonuses where performance exceeds expectation. Thesedon’t have to be financial – they can be service credits committing toadditional work. Finally, although it’s an uncomfortable area of negotiation at the start ofa business partnership, contract discussions should also include the exitstrategy. Sue Wotruba, principal consultant at Penna Change Consulting, haspersonal experience of how difficult a process that can be in her previous roleat an outsourcing service provider. “Once you’ve got reliant on anoutsourcer, it’s quite a lot of work to bring things back in-house withoutlosing the levels of service.” This is particularly true if staff have been transferred to the serviceprovider and need to be brought back, throwing forward a host of contractualand career development issues. “Like any change project, it takes time –you’re ultimately trying to retain service levels while dealing with thecomplexity of what it involves.” Exit issues that should be ironed out inadvance include questions of intellectual property rights, particularly ininstances where the client and outsourcing provider have worked together on ITdevelopment. The business case If SLA negotiations are all about managing service expectations at theoutset, the decision to go down the outsourcing route requires a comprehensiveunderstanding of the provider’s economic model. The key point to bear in mindis that the service provider makes its money through economies of scale andeffective pro-cesses, particularly through HR self-service and the use of largecall centres located in cheaper geographical regions. Only when thoseefficiencies can be brought to bear on the client site can the real financialbenefits kick in. According to Penna’s Wotruba, while organisations can make immediateheadcount savings, it can be up to three years before the real cost savingscome through. “You’ve got to invest in technology and/or process redesignto have good levels of service,” she argues. Buggy of Capita warns thatorganisations shouldn’t over-simplify how cost savings can be achieved – forexample, by overestimating the importance of installing HR self-service systemsin a company where a large number of staff have no desktop access. Service providers offer a range of different options from fixed-pricedcontracts to billing per employee or per transaction. Malcolm Howard, chiefsales officer at e-peopleserve, suggests that many HR departments will benervous of a transaction-based pricing structure, particularly in instanceswhere they have not thoroughly documented their business processes and have noclear understanding of how many transactions actually occur. E-peopleservetypically builds a mixed pricing structure, incorporating a price per employeeserved and a price per service (depending on business volumes), while factoringin the size of the client organisation. The knock-on impact While the decision to outsource any business activity is usually taken atboard level, there’s a tendency for the focus to fall at a departmental level –it is an HR outsourcing agreement, so the challenges are HR’s. In reality,however, the impact of the decision to outsource individual HR activities – orthe whole function – will be far reaching. The roots of potential failure liein decisions taken at a tactical level without regard for the bigger picture. These issues arise at the technical, process and – as outlined above –cultural levels. Technically, if outsourcing is carried out piecemeal, integrationproblems will emerge further down the line – a decision to pass over payroll,for example, should not be taken without regard to interfaces required to otherHR systems that may be managed by different providers further down the line. Likewise, from a process perspective, if parts of the compensation processare passed to third parties, the interaction to performance management systemsneeds to be fully understood. Howard at e-peopleserve argues HR needs to understand the scope of theservices it is handing over and expect at least two-thirds of the HR functionand its associated workload to transfer to the service provider. “The realbenefit is in integration, not standalone silos. If you start fragmentingthings, you end up with too many hand-offs. If people are not prepared to bebold, I guarantee they will never be happy.” The transition period The real test of a relationship in any service contract comes when thetalking stops and the execution starts – and HR outsourcing is no exception. Insome respects, the impact of change can be even higher than the outsourcing ofother functions because of the sensitivity of HR’s role, and the changemanagement process is critical. As Howard warns, organisations underestimatethe impact at their peril: “If you think you can turn on self-service e-HRwithout significant transition, you will be in a mess,” he says. Key to the transition process are the client’s employees, who haveexperience and knowledge that the service provider simply can’t replicate atthe outset of the contract. Whether key members of staff move to the serviceprovider or stay as a client employee, it is essential they remain part of thepicture. Building plans to retain staff – from career development opportunitiesto loyalty bonuses – is essential if the transition is to go smoothly. As Ceridian’s de Valk says: “Outsourcing looks like a threat to manyemployees – but it’s not, because it specialises in what they do. We work atmaking it beneficial for employees to share their knowledge.” Howardpoints out that in instances where staff are given the option to move to theprovider or stay at the client’s, many have chosen to keep the environment theyknow. As a result, the client finds itself paying high service costs on top ofits HR payroll. In particular, he argues, the HR leadership has to make themove to the outsourcing provider. It is during the transition period that the finer details of the outsourcingagreement, and ability of the two organisations to work round problems, will betested. From a contractual point of view, QA’s Ainsby recommends that clientsdon’t even sign the final version of the SLA until the transition of servicesto the outsourcer has taken place. Above all, client organisations need to be realistic that transition willbring major challenges. “It will be bumpy, certainly for the firstyear,” says de Valk. “If the provider says it will be smooth, besuspicious.” Managing Outsourcing:Managing the Working Life Cycle, published by ReedManaged Services, cost £150. Telephone 020 7616 2311 or www.reed.co.uk/client The perils of partnershipOn 26 Mar 2002 in Personnel Today Previous Article Next Article Related posts:No related photos.
Lauren McKarus was asked to withdraw her candidacy when the realisation was made that visiting students are not currently eligible to vote in or run for positions in OUSU electoral campaigns.It appears that McKarus was only allowed to run for the position of International Student Officer in the first place because Cooper did not realise that she was a visiting student. This is despite the fact that the process of submitting a nomination form involved McKarus presenting her Bod card, an enlarged copy of her Bod card and her manifesto to Cooper, all of which clearly stated that she was a visiting student.McKarus explained, “All [the documents] were accepted by the Returning Officer, Nick Cooper. I was told by him that I was officially a candidate and in the running for International Student’s Officer.“Since then, I have made copies of my manifesto and have distributed them around all of Oxford. I was also involved in the central hustings held at Corpus Christi on Wednesday 13 November (at which Nick Cooper was present) and told the Oxford students that I am a visiting student and presented my manifesto in the time allotted.”However, upon noticing on Monday that she had not received a voter code, as had none of her visiting student friends, McKarus emailed Cooper to discover why. In return, she received a “very apologetic email” which stated that a far greater issue than voter codes was coming to light, and asked her to withdraw her candidacy.As McKarus said in an email to Cherwell, “Not only are visiting students not allowed to vote (hence no codes) but we are also not allowed to run in OUSU elections. In his e-mail he [Cooper] admitted that it was an oversight on his part claiming that he didn’t even think to check if I was an actual student of Oxford because no visiting student has ever tried to run before. After being informed of this, I was asked to withdraw my candidacy.”McKarus has since refused to do so, and her case will be discussed in a Junior Tribunal which will meet to decide her eligibility. She said, “I refused to withdraw my candidacy because I did not believe that I would be honouring the very reasons for which I ran if I backed down for not being considered a “real student” of Oxford and did not stand by my manifesto in that I want to represent ALL international students. “The greater issue here is the lack of University wide representation of visiting students and hopefully this is only the beginning and will spark a change in the involvement and representation of visiting students at Oxford.”Officers at visiting student programmes at Oxford have said that they were unaware that OUSU’s claim to represent “all Oxford students” did not extend to visiting students.Nick Cooper told Cherwell, “We have, to our knowledge, never had a visiting student nominate themselves for election, and although it is indeed on Lauren’s Bod card, it is sometimes possible to miss things when you aren’t explicitly looking for them, which is what happened here.“Our definition of ‘student’ comes from the university’s, and this excludes visiting students because they are not matriculated. I have a duty to make sure the election is properly conducted, and both called a meeting of Junior Tribunal and apologised to Lauren accordingly as soon as I became aware of this problem.“Junior Tribunal will decide whether to remove Lauren from the ballot paper as this is beyond what I am permitted to do at this stage. This restriction will be made clear in next year’s Nominations Pack for candidates, as eligibility for running and voting is subject to the University’s definition of ‘student’.”McKarus, who is originally from Sarah Lawrence College in New York, is studying Politics, Philosophy and Linguistics at Wadham College for this academic year. She decided to stand for the role of International Students Officer two weeks before the election nominees were announced.