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HR Information

Flexible working ‘could disrupt existing practices’

Flexible working could lead to employee dissatisfaction and administrative burdens if it is not managed properly, the Work Foundation has warned.

Informal flexible working arrangements already exist within many organisations and the new legislation could disrupt the established working patterns, potentially leading to "negative behaviours", says Work Foundation researcher Dr Zofia Bajorek.

The legal right to request flexible working arrangement from employers is to be extended to all employees from June 30th. It has hitherto been limited to employees with children aged 16 or under or a disabled child under 18, or those with a caring responsibility.

Various criteria need to be met before employees become eligible for flexible working – for example, they must have worked for their employer for 26 weeks continuously on the date the application is made.

If approved, the changes permanently alter the individual's contract of employment and employees have no automatic right to return to their previous work pattern. 

However, it is by no means certain that applications will be approved, as employers have the right to refuse requests on business grounds.

These include detrimental effects on meeting customer demands, the quality of work and performance; inability to reorganise work among existing staff or recruit additional staff; planned structural changes; and the burden of additional costs.

Dr Bajorek points out that a recent report by the Institute of Leadership Management, indicated that 94 per cent of organisations already offer some form of flexible work practice.

She argues that implementing flexible working needs to be done in such a way as to maintain the balance between the individual, organisation and employer.

Although there are some obvious benefits to employers who grant requests for flexible working, those on normal contracts may feel a sense of injustice if their workloads alter or tasks are allocated differently to accommodate other employees' requests.

Difficulties may also arise if employers have to deal with conflicting requests from different members of staff.

Dr Bajorek concludes that flexible working could add to a manager's workload and administration and, if managed poorly, could introduce a negative dynamic into workplaces.

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Microbiology

Chromosomal translocations reproduced in human cells

For the first time, scientists have reproduced tumour chromosomal translocations within cells associated with two types of cancer – a development that could lead to new therapeutic interventions.

Researchers at the Spanish National Cancer Research Centre (CNIO) and the Spanish National Cardiovascular Research Centre (CNIC) made the breakthrough. The chromosomal modifications they produced are genetically identical to those observed in leukaemia and other types of human cancer.

Modifications that lead to tumour development occur due to multiple changes in cell physiology and specifically in the cell genome. 

Exchanges of large DNA fragments occur between different chromosomes in leukaemia and other sarcomas. These are known as chromosomal translocations and are necessary for the generation and the progression of a number of neoplastic processes.

The team used RNA-Guided Endonuclease (RGEN) technology or CRISPR/Cas9 genome engineering technology in order to produce these translocations, reproducing them in human stem cells derived from blood and mesenchymal tissue that are identical to those observed in patients with acute myeloid leukaemia or Ewing's sarcoma.

"With this breakthrough it is possible to generate cell models with the same alterations as observed in tumour cells from patients, which will allow us to study their role in tumour development," says CNIO researcher Sandra Rodriguez-Perales. 

"In this way, it will be possible to experimentally recapitulate the necessary subsequent steps for normal cells to transform into cancer cells."

The RGEN tool was developed in 2013 for gene manipulation in eukaryotic cells, including human ones.

It is based on the design of a small RNA (RNAsg) that is complementary and specific to a 20 nucleotide DNA region.

RNAsg binds to the DNA double helix and acts as a signal for the Cas9 enzyme to make a cut on the edge of the marked DNA. This allows researchers to make cuts on the DNA double helix wherever it is necessary to do so.

Transferring the RGEN components into primary human cells enabled regions of the exchanged chromosomes in some tumours to be marked, thus generating cuts in those chromosomes.

The team claims that better understanding the process of chromosomal translocation will lead to the development of therapeutic interventions.

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HR Information

White paper links engagement and wellbeing

A new white paper reveals the business benefits of linking wellbeing to employee engagement, potentially giving HR directors new means of boosting performance levels.

The Evidence: Wellbeing and Employee Engagement, compiled by Engage for Success, finds that engaged employees are more attached to their organisations than those with low levels of wellbeing and the best companies in this regard outperform their competitors.

According to this comprehensive survey of literature on the topic, wellbeing and engagement can form a virtuous circle, whereby increasing levels of one can increase levels of the other.

The evidence suggests that committed and engaged employees deliver higher levels of customer service, boosting outcomes and sales performance.

Engaged employees are likely to be agile and resilient, as well as having fewer health problems. Consequently, they are likely to have a significant effect on business performance, with savings in terms of staff costs, productivity and performance.

Vanessa King, board member at non-profit Action for Happiness and a member of the Engage for Success wellbeing subgroup, said businesses often consider engagement and wellbeing separately and this is why they are not taken seriously, HR Magazine reports.

"Combining them builds a stronger case as they are both really impactful on UK PLC," she said. "The focus [around wellbeing] has tended to be on compliance and cure, not prevention and investment to drive performance. Are we at a tipping point now?"

Engage for success has drawn up a 12-point plan for introducing an engagement and wellbeing programme that can be used by organisations looking to improve their performance in this area.

The organisation says gaining the support of the chief executive officer in order to ensure initiatives get off the ground is a vital first step.

Dedicated teams could be established to deal with the issue, and an action plan drawn up once data has been gathered on engagement and wellbeing.

An effective communications strategy is also recommended, while leaders can act as role models for other employees and may require coaching to ensure they effectively promote engagement and wellbeing. 

Categories
Microbiology

Researchers uncover structure of neuronal receptor

Researchers have obtained an unprecedented view of a type of brain cell receptor that is implicated in a range of neurological disorders, including  Alzheimer's disease, Parkinson's disease, depression, schizophrenia, autism, and ischemic injuries associated with stroke.

The team of scientists from Cold Spring Harbor Laboratory say the atomic-level picture of  the intact NMDA (N-methyl, D-aspartate) could prove useful in the development of therapeutic compounds. Their work is published in the journal Science.

NMDA receptors play an essential role in communication between different neurons, integrating both chemical and electrical signals. Such communication forms the basis of memory, learning, and thought, and critically mediates brain development. Increased and decreased NDMA activity is associated with a range of neurological disorders.

A technique known as X-ray crystallography was used to determine the structure of the intact receptor. Numerous interactions between the sub-units of the receptor were identified and the researchers gained new insights into how the complex is regulated.

Protein purification methods were used to isolate the intact receptor, the structure of which was found to resemble a hot air balloon. The 'basket' of the balloon is the transmembrane domain, which forms an ion channel that allows electrical signals to propagate through the neuron

Ion channels act as a gate in a neuronal membrane. When they are closed, ions – electrically charged atoms – are unable to pass through and gather outside cells. When they open, ions travel in and out of cells, generating an electric current that travels through the neuron.

Currents cannot jump between neurons and rely on neurotransmitters, which are triggered by the electrical pulse, to travel the distance between neurons and bind to receptors, such as the NMDA receptor, on the surface of neighboring cells.

Neurotransmitters unlock the ion channels within the receptor and propel the electrical signal across another neuron and, ultimately, across the brain.

The 'balloon' section of NDMA is found outside the cell and binds to neurotransmitters. The structure of the multi-subunit receptor complex helps to explain some of the existing data about how NMDA receptors function.

The team were able to see how one domain on the exterior side of the receptor – the amino terminal domain – directly regulates the ion channel within the membrane and why this is specifically important for the activity of the NMDA receptor.

Categories
Microbiology

New evidence of genetic cause of schizophrenia

Scientists at the Columbia University Medical Center have shed new light on the genetic factors behind an individual's risk of developing schizophrenia.

According to the research, which is published in the latest edition of Neuron, the overall number and nature of mutations – rather than the presence of one single mutation – influence an individual's risk of developing the disease, as well as its severity.

The team sequenced the "exome"- the region of the human genome that codes for proteins – of 231 schizophrenia patients and their unaffected parents. They were able to use the data to demonstrate that collective damage across several genes gives rise to schizophrenia.

Previous research into the disorder has sought to identify individual genes that might act as triggers, but the availability of high throughput DNA sequencing technology has contributed towards a more holistic approach to schizophrenia.

Sequencing data was used to look for genetic differences and identify new loss-of-function mutations in cases of schizophrenia that had not been inherited from the patients' parents. Such mutations are less common, but they have a more severe effect on ordinary gene function.

An excess of loss-of-function mutations was found in a variety of genes across different chromosomes. 

The team also studied what types of mutations are commonly passed on to schizophrenia patients from their parents and found that many of these are "loss of function" types. These were found to occur more frequently in genes with a low tolerance for genetic variation. 

Deeper examinations of the sequencing data were conducted in order to determine the biological functions of the disrupted genes involved in schizophrenia. Two damaging mutations were observed in a gene known as SETD1A, suggesting it contributes significantly to the disease.

SETD1A is involved in a process called chromatin modification – a crucial cellular activity that packages DNA into a smaller volume so it can fit into cells and that regulates how genes are expressed.

The result fits with a body of evidence that damage to chromatin regulatory genes is a common feature of various psychiatric and neurodevelopmental disorders.

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HR Information

Confidence in senior leaders ‘at two-year low’

The confidence of employees in senior leaders has reached a two-year low, with many staff believing performance management systems are unfair.

This is according to the latest Chartered Institute of Personnel and Development (CIPD) / Halogen Employee Outlook survey, which recorded the views of over 2,500 employees.

Confidence in senior managers fell by five net percentage points, while trust in senior leaders and perceptions of consultation have fallen by four net percentage points each. This bucks the trend of Employee Outlook surveys, which have previously showed improvements in perceptions of senior managers.

Employees in the public sector have the most negative attitudes towards their senior managers – particularly striking in this instance is the 14 net percentage point decrease in confidence in senior leaders.

Almost a third of those surveyed said they believe performance management systems are unfair, while the same proportion thinks career progression in their organisation is unachievable.
One in five claim managers do not effectively communicate objectives and expectations. 

The CIPD is warning that managers who fail to step up and talk to their employees about development could risk losing valuable talent.

Many employees are on the lookout for new jobs, particularly in the voluntary sector, where 27 per cent of staff are seeking new employment opportunities. This figure is 20 per cent for the public sector and 22 per cent for the private sector.

Donna Ronayne, vice president of marketing and business development at Halogen Software, said: "With employee perceptions of the job market improving organisations need to be proactive about their retention strategies if they want to prevent their best talent from jumping ship. 

"This means ensuring your performance management processes are clear and consistent and used to align employees to the vision of the organisation."

Ms Ronayne added that processes need to be used to improve the relationship between management and employees by enabling managers to identify learning and development needs which will open up opportunities for career progression.

There was some positive news for employers, with employee job satisfaction levels increasing slightly on the spring 2013 figure.

Categories
Microbiology

Research sheds light on DNA editing process

An international team of scientists has made significant progress in understanding how enzymes 'edit' genes, which could enable genetic diseases to be corrected.

Researchers at the Universities of Bristol, Munster and the Lithuanian Institute of Biotechnology have studied the process through which enzymes known as CRISPR bind and alter the structure of DNA.

These enzymes were first identified in the 1980s as an immune defence used by bacteria against invading viruses. More recently, it has been shown that one type of CRISPR – Cas9 – can be used to edit the human genome.

CRISPR enzymes have been tailored to target a single pair of letters within the three billion base pairs that make up the DNA molecule. This has been likened to correcting one misspelt word in an encyclopedia of 23 volumes.

In order to accomplish this, the enzymes use a molecule of RNA, which is similar in structure to DNA. The enzymes are required to pull the DNA strands apart and insert the RNA to form a sequence-specific structure known as an R-loop.

Modified microscopes were used to test the R-loop model. DNA models were stretched in a magnetic field and by changing the altering force on the DNA, researchers were able to directly monitor R-loop formation events by individual CRISPR enzymes.

As a result of this technique, the scientists were able to uncover previously hidden steps in the process and to investigate the influence of the sequence of DNA bases.

Professor Mark Szczelkun, from Bristol University's School of Biochemistry, said it is particularly challenging to ensure only one specific area in a genome is targeted when using the genome-editing tools.

"Our single molecule assays have led to a greater understanding of the influence of DNA sequence on R-loop formation," he added.

"In the future this will help in the rational re-engineering of CRISPR enzymes to increase their accuracy and minimise off-target effects. This will be vital if we are to ultimately apply these tools to correct genetic diseases in patients."

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HR Information

Are HR staff ready for flexible working?

Flexible Working Regulations are set to be changed on June 30th 2014 and many HR departments may not be ready for the changes.

After 26 weeks' service, all employees will have the right to request flexible working, the Chartered Institute for Personnel and Development reports. 

At present, this right only applies to parents with children under 17 years, or 18 in the case of a disabled child, and certain carers.

Legal experts have said that some of the terms of the new legislation have not yet been fully communicated. It is important that organisations and HR departments are fully up to speed with the details of the reforms.

For example, staff will be restricted to making only one application a year, and employers will still have the right to refuse requests on business grounds.

In addition, a successful application for flexible working will result in a permanent change to an employee's terms and conditions, with no right to revert to their original terms in the future.

Esther Smith, an employment partner at TLT Solicitors, said employers should ensure their internal policies and procedures comply with the new provisions and additional training may be required.

"Whilst employers may be reluctant to advertise the extension of the right to request to the wider workforce, it may also be an opportunity to ensure that the staff know the limitations of the right, and therefore manage their expectations should they submit requests," she added. 

Vinita Arora, employment partner at DLA Piper, said employers will be given more flexibility as a result of the removal of statutory procedures – although there may be some confusion over the process.

In addition, some organisations could face discrimination claims if some requests are not seen as having been treated as fairly as others.

ACAS has issued a guide, called 'Handling requests to work in a reasonable manner', which Ms Smith recommends employers familiarise themselves with in advance of the act's implementation.

Categories
Microbiology

Scientists identify potential diabetes treatment

Scientists have discovered a molecule that slows the degradation of insulin in animals and has the potential to be used as a new treatment for diabetes.

The compound works by inhibiting insulin-degrading enzyme (IDE). Inhibiting IDE in mice elevates insulin levels and promotes insulin signaling in vivo. Researchers at Harvard University say this could be used to maintain higher insulin levels, improve glucose tolerance and therefore to treat diabetes.

Until now, scientists have been unable to regulate the degeneration of insulin and have relied on other methods to treat the disease, such as injecting insulin into diabetic patients.

DNA-templated synthesis, a method for creating new molecules that self-assemble according to an attached DNA sequence, was used to identify the molecule that inhibits IDE.

This system works by combining DNA "templates" – short segments of DNA – with the chemical building blocks of molecules, each of which has its own piece of DNA. When the segments are brought together, the building blocks combine and react, forming more complex molecules.

Sequencing the their DNA strands enables the identification of the resulting molecules.

Researchers incubated the DNA-linked compounds with IDE, hoping that some might bind to the enzyme.

Professor of Chemistry and Chemical Biology David Liu said they hypothesised IDE's activity could be modulated by molecules that were retained by IDE.

"In this case, right out of the library, we found quite a potent and selective inhibitor. Perhaps most important, this molecular had a good half-life in animals, so it could be used to answer the 60-year-old question of what happens when you slow down the natural degradation of insulin in the body," he added.

Experiments with mice showed the compound was able to regulate blood sugar levels. It was found that IDE degrades two other important glucose-regulating peptide hormones – glucagon and amylin – as well as insulin.

Professor Liu said it may be some time before the compound becomes available in pharmacies, as a number of tests and developments need to be made. However, he added that the experimental tools have been put in place for new therapies to be created.

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HR Information

Skills shortage ‘a major concern for organisations’

A new survey of global organisations by PwC has revealed a skills gap continues to be the main concern of employers looking to boost headcounts.

As the economic upturn continues, many companies are planning to hire more staff over the next 12 months. However, nearly two-thirds (63 per cent) of those surveyed believe they will not be able to find the people with the skills they need to fill vacant positions.

An overwhelming number of business leaders (93 per cent) believe they need to alter their strategy for attracting and retaining the best talent but three in five have made no progress on this goal.

The number of chief executive officers (CEOs) citing skills shortages as the main threat to business growth has risen by five percentage points since 2013, to 63 per cent. The job sector likely to be most affected by the skills shortage is the technology industry.

Michael Rendell, global HR consulting leader at PwC, said life-time careers are now a thing of the past and many businesses are now looking for "chameleon-like employees who apply their skills whenever and wherever they're needed".

"Businesses need to get out of the mindset that new skills equals new people. The most successful organisations will combine recruitment with developing their own people to be more adaptable to its changing plans."

Many organisations are responding to the skills shortage by looking to emerging markets for new talent. Multinational companies have already exploited the graduates and skilled young workers emerging from China and India and are now looking to countries such as Indonesia, Vietnam and the Philippines for new employees.

Companies are also seeking help from governments in order to help address the skills shortage. Two in five CEOs believe creating a skilled workforce should be among the top three government priorities, while half think regulation is harming their ability to attract the best candidates.  

Mr Rendell said CEOs should take advantage of HR analytics to predict the skills they require and plan for changes in supply and demand.