first_imgRelated posts:No related photos. This week’s lettersHR should embrace the chance to have Union Learning RepsI think your recent News Barometer question – will union learningrepresentatives (ULRs) lead to clashes over training? – is wide of the mark(News, 25 February). Any open-minded HR professional should look upon ULRs as an attempt toprovide additional resources which could enhance the success of their business.As the training officer of a large manufacturing company, I am workingclosely with ULRs in improving the basic skills of our employees. Indeed, Ifind it useful when putting forward new programmes and initiatives through theunions – it seems to get a better response than if they had been proposed bymanagement. HR should embrace this new initiative. I would suggest that interestedparties visit the TUC learning services website at www.learningservices.org.uk, andAmicus at www.aeeu.org.uk – the unionwhich is taking the lead on learning – where they will find more details on therole of ULRs. It is not a threat to our jobs, but an opportunity to provide a muchimproved service to our customers. David Grainger via e-mail Partnership is still high on HR agendaHas partnership really slipped down the HR agenda as Personnel Todaysuggests in its interesting comment on the review of the 1999 EmploymentRelations Act (Editorial comment, 4 March)? I would suggest that it is in fact increasingly becoming a widely acceptedpart of HR practice. The TUC Partnership Institute is continuing to expand rapidly, as more andmore employers and trade unions are entering into partnership agreements andseeking our help in doing so. The Employment Relations Minister is himself very supportive of partnershipworking, as evidenced by the further expansion of the Partnership Fund. Partnership working does require commitment from both sides, but theevidence is that, especially where there have been long traditions ofbargaining, it pays enormous dividends to both employers and unions in terms ofthe success of the enterprise and the protection of the staff. Professor William Brown Chair of the advisory board, TUC Partnership Institute BskyB director lives on a different planetKeeping my weekly Personnel Today in a pile at the end of my desk, as youdo, I gradually became more and more incensed by your front-page articlesregarding BSkyB and its attitude towards union recognition (News, 18 Februaryand 4 March). I feel I must let off steam. What planet does the former group HR directorCraig McCoy think he is on? Here, in a nutshell, is a classic case of someonebringing their profession into disrepute. He goes wading in trying a one-man ‘clobber the unions’ campaign andtramples all over his staff. In the quote from his letter, he suggests that:union recognition leads to a drop off in productivity (where does he get this‘fact’ from?) and hence the company will have to dump the workforce if theyvote for recognition. I am sure his ‘it’s your own fault we are sacking you’attitude proved a real morale booster for his staff. He – and a few more like him – are at the core of what is desperately wrongwithin the business HR community. I just hope a new generation of HRstrategists will lead us forward, leaving behind the outdated attitudes andcultures that McCoy’s type of management supports. David Barry Senior personnel officer, Legrand Electric Cipd support letters pack a weak punchThere were four letters last week on the debate about the value the CIPDoffers (Letters, 18 March). These included an institute employee, an academic, a branch chairperson anda new HR practitioner. The first three defended the value of the institute andits research, while the other wondered what she received for her subscriptionfee. At last someone – Ralph Tribe – has spoken up for those members who are moreinterested in providing added value to their companies, than navel gazing aboutthe CIPD’s role. Bill McAllister MCIPD, Personnel manager, Aberdeen Comments are closed. Previous Article Next Article LettersOn 25 Mar 2003 in Personnel Todaylast_img read more