by David Fitzgibbon | Jul 6, 2017 | Economy, General Interest, Jobs in Ireland
Half of all professionals move to Mid-West for career opportunities – new survey shows 93% of respondents happy with their relocation Seven out of ten have a quicker commute – with almost two-thirds under 20 minutes A better quality of life, career opportunities, shorter commutes, less traffic, and lower property prices and living costs – these are the main reasons why highly-skilled professionals say they have made the move to the Mid-West. The Mid-West Relocation Survey, which is being launched in Limerick this morning, reveals that the Mid-West is fast becoming a destination of choice for top talent. The survey was carried out by National Recruitment & HR Services Group Collins McNicholas, in conjunction with Limerick Chamber. Collins McNicholas opened a Limerick office to service the Mid-West region in February of this year. More than 93% of those surveyed said they were satisfied or very satisfied with their relocation. Almost three-quarters (72%) say they now have a better balance between their working and home lives. Some 70% now have a quicker commute to work since relocating to the Mid-West – with nine out of ten people having a commute that is less than 40 minutes. Some 61% now have a commute of less than 20 minutes. Interestingly while 45% of those who moved back were originally from the Mid-West region, some 42% relocated from outside of Ireland. When asked about the factors which influenced their move to the Mid-West, 88% cited a better quality of life while two-thirds referenced a reduced cost of living. The other main reasons given were: lower property prices, less traffic, career opportunities, beautiful scenery and a safer environment. Among the survey’s other key findings were: 74% did not find it difficult to find work in the Mid-West The Mid-West attracts highly-skilled professionals with 96% holding a third-level qualification 42% of those hold Post Grads with another having PhDs or doctorates Those relocated have a range of experience with 48% having 0-5 years experience with 22% having between 11-20 years experience Almost 40% are employed in the ICT sector in Mid-West 89% would recommend relocating to the Mid-West The survey was launched at an event at The Strand Hotel in Limerick this morning at 7.30am with speakers including Padraic White, Chairman of Collins McNicholas and former Managing Director of the IDA; Dr James Ring, CEO Limerick Chamber; Niall O’Callaghan, IDA Business & Relationship Manager, Mid-West Region and Dr Pat Daly, Director of Economic Development at Limerick City & County Council. David Fitzgibbon, Collins McNicholas, Mid-West Regional Manager, said: “There are many factors for this movement of talent towards the Mid-West including a dramatic increase in the jobs market over the last number of years as well as an employment rate that is below the national average. “The reasons we carried out this survey were to provide an insight into why an increasing number of highly-skilled professionals are relocating to the region and to discover how satisfied they are with life here. The findings clearly show that the Mid-West region is delivering on all fronts —from career opportunities to a positive lifestyle.” Dr James Ring, CEO of Limerick Chamber said that outside of Dublin, Limerick has the highest disposable income per capita in the country. “The cost of living —as well as the cost of property— in Limerick is lower than all of the country’s four cities. The result of this, combined with career options, means that outside of Dublin, Limerick has the highest disposable income per capita in the country. This survey proves what we already knew —that Limerick is an attractive place in which to find that work-life balance.” Niall O’Callaghan, IDA Mid-West Business & Relationship Development Manager, said: “The Mid-West Region is the fastest growing region nationally for Foreign Direct Investment (FDI) and is fast becoming a destination of choice for top talent. The availability of talent –‑ both graduates and experienced professionals — is one of the key factors for a multinational when considering a location to do business in. This survey demonstrates why you can have the ‘City job, Country life’ in the Mid-West.” Dr Pat Daly, Deputy Chief Executive & Director of Economic Development, Limerick City & County Council, said: “Limerick and the entire Mid-West is now one of the fastest growing investment and development locations in Ireland. Limerick City, the capital of the Mid-West, is at the heart of this positive change and is enjoying an unprecedented period of growth supported by a very active public/private sector partnership. This work is guided by Limerick Economic and Spatial Strategy 2030, which sets out an innovative programme to deliver a total of 12,000 jobs by 2030.” Read results of full survey...Read More
by Michelle Murphy | Jul 3, 2017 | General Interest, HR and Training
Question: I have been a manager of a software company for a number of years. I have successfully dealt with a number of issues, such as confronting people on their performance, etc. However, a more serious issue has arisen with one employee. We have gone through all the internal steps (including a series of warnings, etc) with this individual and the final conclusion is that we need to terminate their employment. I have never done this and the idea of having the conversation is making me feel uncomfortable. How do I approach this situation with confidence? Answer: This is a difficult situation for any manager. It’s never easy and can be stressful for all involved. It can be difficult to draw a line in the sand as emotions can run high. Some employees may have convinced themselves that they will never get terminated as they believe they have been trying to improve and that you may accept this extra effort. However, if performance has not improved dramatically or a situation has disimproved you have to deal with it. My feeling is that many companies wait too long to deliver the bad news, as managers feel they want to give the benefit of the doubt to the person. But often a false hope sets in on the part of the employee, so do not procrastinate. There are a number of steps I’d recommend: Gather all facts: Always document any problems and the company’s responses, such as discussions, verbal warnings, etc. Keep a log that includes dates, times and relevant details – it is not a crime to be specific and factual....Read More
by Michelle Murphy | Jun 26, 2017 | Career, Career and Interview Advice, General Interest
Q. I have moved into a senior position in the medtech company where I have worked for seven years. My new role sees me managing people I have worked alongside for many years. I am confident there should be no issues with the majority. However, I have already identified that I will have an issue with one person. While I have a good personal relationship with them, their work practices need a lot of improvement. I feel I need to confront them on a number of performance issues – such as their timekeeping and productivity. How do I do this without losing the personal relationship we have? A. A workplace promotion is to be commended, so you should feel empowered and confident about your capabilities to lead, and direct a team. As a manager you are expected to know and administer company policies and procedures in order to build your credibility with your team and other members of the management team. The rules cannot be bent for certain co-workers, so this must be made clear from the outset. You need to become an authentic role model to gain loyalty and respect from your new team. Set the parameters immediately through individual conversations in order to acknowledge the recent change. The relationship has changed on both sides, so it is just as awkward for them. If you have an emotional connection you will have a hard time setting those feelings aside when needed. Friendship shouldn’t influence decisions on performance, pay or dealing out assignments. Nip the situation in the bud. You might be tempted to put off the awkward chat...Read More
by Michelle Murphy | Jun 21, 2017 | Career, Career and Interview Advice, General Interest
Q: I am a senior manager in a telecommunications business and have decided to take the plunge and move careers. I am excited but a bit nervous. My last interview was 20 years ago, as I was headhunted for my current position. I am concerned that – as a person in my late 40s – I am going to stand out among the younger candidates for the role. Do you have any advice on how I should prepare? A: I agree that you could stand out at interviews, as employers might consider you too experienced or expensive – even a little out of touch. However, don’t lose sight of the things you do have that others might not – including excellent work experience, a valuable skill set, a strong network of contacts and a solid track record. The secret is to be prepared for all those issues that might be considered weaknesses and could be brought up during the interview process. You are experienced enough to know how to create a good business case for yourself and highlight how you can move your skill set. Demonstrate your willingness to learn, to keep growing and take risks. Many candidates I meet have the same fear about their age – but I always say age should never be a factor. Focus on your strengths around your work experience and qualifications. Ask yourself truthfully ‘What value can I bring to this new role’ and ‘Can I sell myself as an expert’? Will they think I have less energy? We all slow down as we age. However, in the workplace, sometimes the less-experienced person...Read More
by Michelle Murphy | Jun 15, 2017 | Career, Career and Interview Advice, General Interest
Question: I hold a senior role in a large software company and manage a team of 20 software developers. Managing a growing team can be a challenge but I enjoy it most of the time. However, I have a situation where two of my more senior team leaders do not get on. This has been obvious since the most recent hire joined the team. While neither has done anything that would cause me to discipline them, the morale of the team has definitely been affected by the tension between them. How do I resolve this? Answer: Conflict resolution is an issue a lot of managers have to face and it can be unsettling for everyone. You need to take the right approach as early as possible to ensure it doesn’t grow out of proportion. Conflict can cause a toxic environment within the workplace so you need to totally understand the situation and act responsibly. Management is not about popularity or avoiding a negative reputation but about ensuring you act in the best interest of the team and the organisation in an ethical manner. All managers and leaders must expect to have to deal with a conflict situation at some point so here are some pointers to consider. Timing is key Avoiding the situation or putting it off until another day will not wash. You need to take action where you have evidence that there is a situation, which is negatively impacting others – and that there is a pattern to it. Striking too early without proper information will lead to possible confrontation. But the other team members need to see that...Read More
by admin | Jun 9, 2017 | CIPD, Employment Law, General Interest, Industry
The long awaited General Data Protection Regulation is now set to be implemented on the 25th May 2018 across the European Union. The GDPR shall replace the existing Data Protection Directive 95/46/EC which has been in place since 1995 and will have a significant impact for all organisations doing business in Ireland and the EU. The aim of the aforementioned Regulation is to harmonise data protection across Europe and to make businesses more accountable for data privacy compliance. The GDPR will apply to both data controllers and data processors. The implementation of the GDPR introduces new elements and significant enhancements to European Data Protection law which will require detailed consideration by all organisations involved in processing personal data as there will be significant financial penalties for non-compliance. Some of the key changes introduced are as follows:- Consent There will be much stronger rules on consent. The GDPR will require a data subject’s consent to the processing of their personal data to be freely given, specific, informed and unambiguous. Reliance on silence, inactivity, or pre-ticked boxes will no longer be sufficient to constitute consent. It is also the case that data subjects will be permitted to withdraw their consent at any time. Broader Definition of Personal Data The definition of ‘personal data’ is now broadened to include online identifiers, location data, and IP addresses. Also, the term ‘sensitive personal data’ has been broadened to include genetic and biometric data. Reporting of Data Breaches The GDPR will bring in mandatory breach notifications. All breaches must be reported to the local data protection authority unless the breach is unlikely to...Read More
by Michelle Murphy | May 23, 2017 | Career, Career and Interview Advice, General Interest
I am a female in my late 50s and am enjoying my work at my job in the media sector. There are a lot of younger employees coming into the workplace with IT skills that are far superior to my own. While I am their manager, sometimes I feel like my lack of tech skills is putting me at a disadvantage. I wonder are there ways in which I can quietly upskill, without drawing too much attention to my own lack of knowledge to newer employees and bosses? It is important to be aware of the area you are working in, as many sectors change rapidly – information technology in particular. This requires employees not only to keep their skills updated, but also learn new ones. Upskilling is a personal endeavour, as everyone has unique interests and talents that align with certain skills. Tackle one skill or skill set at a time, instead of trying to build several skills in one go. Although many employers offer on-the-job training and the chance to take more formal qualifications, it’s still up to you to keep your skills sharp. This is particularly true for a manager or leader, as by keeping up to speed your team can see how committed you are to your role and the company will see you as a leader and expert. By refining and updating your expertise, you can ensure that you always stay relevant. It puts you in a more competitive position in your industry, makes you more valuable to your company, provides job security, and highlights your desire to learn and grow, illustrating a great...Read More
by Michelle Murphy | May 19, 2017 | Career, Career and Interview Advice, General Interest
Question: I am in middle management and have been passed over for promotion on three occasions. I am not in a position to leave the company but I desperately want to progress in my career and I feel that I am stuck in the role that I am in. Is there some way that I can approach my boss and find out where I am going wrong? Answer: I understand how frustrating it can be not to get a promotion. you are probably feeling a lot of emotions including disappointment, humiliation, resentment and, maybe, anger. It is impossible not to feel personally offended. However, it is important for our own sanity to understand why this has happened and, of course, leave you in a position to improve so you can go forward for future opportunities. It is important to organise that ‘dreaded discussion’ with your bosses promptly so you are getting fresh feedback. ask for specific things you could work on to improve your chances in the future. However, when you ask for suggestions, be ready to listen and be prepared ti make those changes. It Is Not Yours Because You Expect It Some employees feel entitled to be promoted because they have been in the organisation for a long time, but tenure is no longer a key consideration. Contribution will be the ultimate decision maker. Performance Is Not Everything Employees are often under the misconception that promotion decisions are based solely on performance in their role. Success in one area doesn’t always translate to another. You need to become familiar with the requirements and competencies needed. Could It Be Your Softer Skills?...Read More
by admin | May 18, 2017 | Accounting and Finance, General Interest, HR and Training, Payroll
I had the pleasure of attending the annual Irish Payroll Association (IPASS) conference on 11th May 2017 in Croke Park Dublin. IPASS is Ireland’s premier provider of Payroll and VAT training and certification. The conference included presentations from IPASS, the Revenue Commissioners and PWC. Here are some helpful key points that were discussed/highlighted on the day: 1. GDPR – General Data Protection Regulation – This issue is highly topical at the moment. The regulation will come into effect on the 25th May 2018. If you are a registered Data Processor or Data Controller you need to be ready to conform to the policy by this date. Please click this link for further information. This regulation will impact any information we hold on payroll, accounts, and any information on our database relating to clients, suppliers and candidates/temps. 2. New Revenue Website – During the first week in June 2017, the Revenue Commissioners will be launching a brand new website. Revenue have done research into how websites are generally used to ensure that their new look web pages are user friendly and easy to navigate. They have spent time removing jargon and converting technical speak into straight forward narrative. This should make registering employment, resolving tax queries etc. more simplistic. Revenue have acknowledged however that not everyone is IT literate and they will still need to be prepared to answer phone calls and postal correspondence. 3. Illness Benefit – There was a lot of discussion around the processing of illness benefit. The consensus is that the processing of this on behalf of Welfare and Revenue is problematic at employer and payroll processing level. Revenue...Read More
by admin | May 10, 2017 | General Interest, HR and Training, Work Life
Guest Blog: the following article was written by Michelle Hammond, Ph.D., University of Limerick. When did you first learn about leadership? Chances are you knew something about leadership long before entering the workplace by observing parents or teachers, taking on leadership experiences in school and sport, and even through planning activities with siblings or friends. Leadership happens everywhere and so we should not limit our opportunities to develop leadership to experiences and training programs at work. Although definitions vary, I consider leadership to be a relational process geared towards bringing people to achieve a common goal. Anytime you are relating to people and trying to work together to achieve something shared you’re engaged in leadership. Taking a whole-person approach involves considering connections across all areas, or domains, of our lives. There are at least three major benefits to considering a whole-person approach to leader development. First, we gain synergies by examining transferable skills across the connections we identify. I recently heard a great story of a leader who had been given feedback that she should work on being less emotionally reactive and defensive when her employees approach her with issues or setbacks. She noticed a connection in her “over-reaction” to her teenage sons and took the opportunity to practice being more composed both at work and at home. This practice both sped up her development and created improvements in her relationships at work and at home (i.e. it was both more efficient and effective). In addition to transferable skills, taking a multi-domain approach helps us to grow from the ways in which areas of our lives are different. These disconnections...Read More
