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Are UK employers embracing graphology?

Barnard Collier says:

The rote nonsense (purloined from Wiki)that graphology is a pseudo-science was put to rest long ago for smart and critical people in business, law, and the military. Most ranking law enforcement agencies in the USA, UK, and many other nations use graphology as a significant guide to personality and the results are remarkablt successful. Graphology is important in intelligence realms. Numbers of significant companies use graphology as the trusted second opinion for hiring, from entry level to the C-suites. Sports teams worldwide are using graphology to select the most promising players from long rosters. There is much more, but that More...

Are UK employers embracing graphology?

I wander says:

Check the academic literature. No evidence supporting the validity if grapholigical tests for employment purposes. If I am not mistaken, it is illegal in the U.S.

Are UK employers embracing graphology?

Alexander Kjerulf says:

It's worth pointing out that there is zero scientific backing for graphology. This link has an thorough overview: http://www.quackwatch.org/01QuackeryRelatedTopics/Tests/grapho.html

The 'seat' is already yours

Eugenio Pirri says:

Thank you Denis for your comments and I'm pleased you agree. Time to sit in the chair and get it done! Best

The 'seat' is already yours

Eugenio Pirri says:

Thank you Denis for your comments and I'm pleased you agree. Time to sit in the chair and get it done! Best

Can the real NHS please stand up?

Stephen Moreton says:

It's refreshing to see some positive perspective around the NHS. As an occasional reader of Roy Lilley's blog (nhsManagers.net), it's easy to end up with the feeling that all is in abject chaos... From 'good to great' corresponds with Tuckman's stages, from 'norm to perform'. What make the difference between these 2 stages? According to Hastings (1986), a high performing NHS would have the following: - People inspired by leadership - a commitment to quality - People maintaining communication and momentum when apart - A culture of continuous improvement - Creativity So an HR strategy that considered what might be More...

DMG Media head of talent: Choose 'mindsets' over 'values'

Pip Clarke says:

Thought-provoking article. Mindsets may be key to culture, but only impact once they are translated into behaviours. Working out how to create value with a changed mindset requires you to make the link between your attitude and how you behave in the day to day. Behavioural change can then deliver real cultural change. Pip Clarke a&dc

The 'seat' is already yours

Denis Sullivan says:

This is an article I wish I had written - 10 years ago! I couldn't agree more with Mr. Pirri's analysis. As a career HR executive, consultant and educator in the US, I have had the good fortune to work with and for some of most esteemed practitioners of their day - all of whom were too busy making an organizational difference to sit down. The "seat at the table" trope may have been of value when it was first coined in the '90's - in an effort to spur a reexamination of HR's "strategic" value. But it has long More...

Don't believe the hype of employee engagement

Peter Hinkson says:

Well said David, What works, works. Who can refute the observation that when employees are "engaged" they display the characteristic by delivering more. Even if it is just picking up litter to make the place look tidy. When they are not disillusioned it is easier for them to feel proud about what they do and where they work. Perhaps we should stop trying to measure too tightly something that is not easily quantifiable. The statistical validity of the measure will always fall down under scrutiny. Engagement is not the output that can be measured. It is the existence of engagement More...

Is graduate talent out there?

Simon Nutt says:

The article above references that the research conducted the previous year was by "BPP". Please correct this, as it was by Pearson College and Ashridge Business School (http://www.hrmagazine.co.uk/hro/news/1078073/students-robbed-skills-succeed-bcc)

Last chance to vote for the HR Most Influential Readers' Choice

Sandrine Couturier says:

Eugenio's positivity and enthusiasm for the implementation of new projects are contagious. This inspirational leader is also pationate by people wellbeing... That is the reason why it is so enjoyable to work with him!

An army of office workers brings economic growth

Peter Copping says:

It's not long hours but Efficiency and Effectiveness that matter.

Companies must refocus on recruitment following recession, says FedEx HR manager

PETER COPPING says:

We livving in a service economy. And you won't find many willing hands rushing to apply (unless you pay over the top) Make do with less by actually doing more with less. But judging by the increase in the demand for part timers firms are just taking on temps.

Low productivity holding back wages, says CIPD

Peter Copping says:

But there is a market out there where candidates are hard to find by businesses who are seeking workers (KPMG research) (and they only wants the good stuff) so buyers of Labour will have to pay more to get staff , and the reluctant firms losing those staff have to do something to replace them and hang on to those they have managed to keep. Organisations have done little to invest in productivity (remember 70% are in the service sector) and HR does not really see 'engagement' as having anything to do with productivity. It's too late especially as the More...

Low productivity holding back wages, says CIPD

Matt Stevens says:

Totally agree that unless we are talking about high commission based jobs, money will only provide a short/medium term spike in productivity. The way that organisations demonstrate that they value their staff will largely determine happiness, attendance and productivity - staff mentoring is one method that has been proven to be a successful way to engage and stimulate staff productivity.

Low productivity holding back wages, says CIPD

Steve Skinner says:

Absolutely right that it can be easy to spend up to a pay increase. Absolutely right that there are lots of other factors that contribute to an employee's overall work experience. However it can be demotivating if/when pay increases are restricted severely or even non-existent while the cost of living increases exponentially.

Low productivity holding back wages, says CIPD

Jackie Price says:

There are many other ways to make people feel valued that have a bigger impact on their overall wellbeing. I agree a pay increase has a short term high but we soon spend up to that new level and its no longer seen as an incentive. Healthy work interventions last longer have a better ROI. Nutrition, physio, massage at work all have the added benefit of being available to everyone and if scheduled regularly can help to bring about employee engagement and loyalty, more so than just selective salary increases.

Low productivity holding back wages, says CIPD

Steve Skinner says:

I can't prove or disprove it but could the reverse be true with low wages holding back productivity? Money is, of course, a short term motivator but it can also be perceived as how much an employee is valued.

Interview with Tim Martin, founder of pub chain Wetherspoon

Steve Putman says:

When are management in the Full House in Hemel Hempstead going to put up signs in the toilets saying "Now Please Wash Your Hands"... 9 out of 10 toilet users walk out without using the hand washing facilities available. Disgusting. Will Wetherspoons be the first named pub to be involved in an outbreak of Ebola?

Mediation and mindfulness

Tania Coke says:

Roger - thanks for the link. I think the mediator's work is a great way to explore the relationship between being and doing (cf action and contemplation).

In this issue: August 2014
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Balancing act – Have we finally reachd a tipping point around flexible working practices?

 

Bedding down – Inside the Dorchester Collection

 

High voltage – Is the future of fleet electric?

 

Cream of the crop – Barriers to effective talent management

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