0:08
an offer flute of energy and you are
0:12
willing to invest it in your work it
0:15
means that people are vigorous they're
0:18
dedicated to their work and they are
0:20
able to focus in their work what I know
0:28
is that working gateman is something
0:29
that both their employers organizations
0:32
and the employee themselves can
0:33
stimulate organizations what they can do
0:38
is to create jobs that are not stressful
0:41
that are affordable that people can deal
0:44
the demands of this job but the most
0:46
important is that they provide them
0:48
resources and with resources we mean
0:50
aspects of people that help people to do
0:52
their work in a more efficient way that
0:55
are less affected to make it less
0:58
negatively affected by their work and
0:59
that they can learn from this aspect
1:02
examples are autonomy feedback about
1:05
your performance developmental
1:07
possibilities social support and that
1:10
kind of pieces these are resources that
1:11
help people to be engaged in their work
1:13
you don't need to wait for them you can
1:15
also send flow do it yourself or partly
1:19
do it yourself not completely by
1:21
generating resources by asking for
1:24
feedback if you don't get it all by
1:26
asking for social support if they don't
1:29
come to help you when they are having a
1:31
very busy day at work so you can craft
1:34
resources or you can get them
1:37
[Music]
1:40
and what we've concluded is that the
1:43
employment relationship is essentially
1:45
broken fragmented and disjointed and by
1:49
that we mean it is broken because the
1:51
capacity for large sections of the where
1:53
clause to have a say about matters that
1:56
affect them are shallow it's fragmented
1:59
because there are key elements of the
2:01
employment relationships with just
2:02
contract status employee voice the role
2:05
of Technology which changes the
2:07
relationship between individuals and
2:09
their employing organization and you can
2:11
see this in the gig economy you can see
2:13
with the rise of technology shaping the
2:15
relationship between work and employment
2:21
so we started off by saying what exactly
2:25
is the gig economy and what do the
2:26
numbers look like I think it's confusing
2:28
because a lot of people talk about the
2:29
gig economy now and I think the gig
2:31
economy tends to refer more to the kind
2:33
of material instantiation of digital
2:37
working so it's conducted via an app but
2:40
of course it actually involves people in
2:43
face-to-face transactions so it's
2:45
something that we see locally so we see
2:47
it every day to see it on the streets we
2:48
see uber we see delivery and people tend
2:51
to think that's the gig economy but it's
2:53
much bigger than that
2:54
[Music]
2:58
a significant in that it adds to ongoing
3:02
trend towards non-standard employment
3:04
and also precarious work and it builds
3:07
on this kind of like context of
3:10
austerity which is congenial to
3:13
exploitation and it also kind of builds
3:17
on trends based on in formalization de
3:20
neutralization of risk and casualization
3:23
of labour
3:25
[Music]
3:28
with the extent which the HR function
3:31
adds value through its day-to-day
3:33
support role for line management core
3:35
day-to-day work of the function has
3:37
often been dismissed or written off it's
3:39
not particularly adding value and we've
3:41
challenged that through our research so
3:43
that too much of the day-to-day activity
3:45
that the function does in a strongly
3:47
enabling and supporting role is about
3:50
enhancing organizational performance and
3:54
that is phenomenally strategic so the
3:57
idea that being strategic is something
3:59
that doesn't involve being engaged with
4:01
line managers in the way they manage
4:03
their people on a day-to-day basis we'd
4:05
really like to call that into question
4:09
[Music]
4:11
what I'd really like to say is that
4:13
we're in a really important time at the
4:15
moment as far as the HR profession is
4:17
concerned we've got a strong and
4:19
powerful professional body that's really
4:22
beginning to find its ethical voice in
4:24
ensuring that good management happens in
4:27
the workplace that good work exists that
4:29
employees are managed fairly and we're
4:31
looking forward to the CIPD
4:33
championing and being at the forefront
4:34
of ensuring that the HR function takes
4:37
its place in making sure good work
4:39
happens and people are managed well in
4:41
organizations
4:47
what we've been doing recently is
4:49
working through the all-party
4:51
parliamentary group and particularly
4:53
with the support of Philip Connelly
4:54
Disability Rights UK to get a lot of
4:57
these recommendations embedded into
5:00
practice all with the view to looking at
5:02
the recommendations within the report
5:05
and saying to what extent can these be
5:07
embedded in elements of current
5:09
government policy
5:10
[Music]
5:15
so what the Disability Rights UK people
5:17
are particularly good at is the
5:18
campaigning element and of course if
5:20
you're there with the academic support
5:23
that provides a degree of academic
5:25
credibility to the arguments that is
5:27
making so we can you know talk through
5:29
the evidence we can talk about the
5:30
research in terms of what works and what
5:33
doesn't work so I think that actually
5:35
makes for quite a potent force within
5:36
the meetings because you've got that
5:38
element of campaigning as well as having
5:40
that degree of academic credibility
5:42
backed by the research as well
5:49
this has been such an exciting and
5:51
stimulating day I've heard some really
5:54
good talks by a whole range of people
5:56
from different countries and about
5:58
different topics the priorities for me
6:01
have been disability coaching and
6:04
mentoring and how we analyze and report
6:09
on the work that we do in HR in order to
6:12
take business performance forwards in a
6:15
productive and creative way and in
6:18
particular I've enjoyed hearing the
6:20
discussions between leading-edge
6:22
practitioners and researchers tackling
6:26
similar issues but looking at things
6:28
from a different perspective and I'm
6:29
really hoping that they'll come back to
6:32
this conference next year to report
6:34
progress about that as well it's been a
6:37
great day I've really enjoyed it
6:39
[Music]