Scott Walker says:
Why should anyone believe what the finance and banking sectors say about the future of Scotland? These are the same people who's short sited, I'm alight Jack approach to casino economics led to a crash that left the poorest and most vulnerable people in the Scotland and the rest of the UK paying for through benefit cuts and wage freezes. Finance like every other sector in the economy will adapt whatever the people of Scotland decide in September. We should not pay heed to the fear laden prophesies of doom from the same people who led the UK blindly to More...
syed sobhan says:
I cannot agree more with the comment that the perception of HR is still very negative overall. I currently work as Management Trainee, HRM in the food and beverages arm of Kazi Farms group, which is the largest agro based firm in Bangladesh. I have found a similar tone that resonates throughout the organization, and that is HR is all about salary and bill processing, policy making and less about T&D and OD. Although we have a great corporate HR team that works best for the organization, colleagues, especially from the sales team need a lot of convincing that HR More...
Ian Morley says:
I am an HR professional who studied for an MBA approximately 10 years ago. There were around 120 people on the course and just one other person aside from myself who had any experience in HR. The vast majority of people had no respect for the function - some going as far to say "I hate HR" - and did not see it as adding much value to the business agenda. I hate to say it but at times I do tend to agree with them. Having worked in many companies as a freelance consultant during the years since my More...
John Ludike says:
Providing they all pass foundation literacy skills tests & assessment in language, maths, business acumen, PC, Technology , life skills etc. Many of them just not adept in business context and requires significant "bridging" assistance in many of above areas.
Derek Mowbray says:
Great article, Steven. It puzzles me that engagement scores for under performing organisations seem to nearly always be high - depends, of course, on the type of engagement. But I also wonder what the scores are for those in the 10% per annum being gradually managed out of the organisation. The impact of a culture of fear should produce abysmal scores on a social engagement scale, and demonstrate just how far apart mediocre performing organisations are from their potential if they adopted a positive working culture.
Keith Appleyard says:
I find that school-leavers are not ready for the most basic skill of time-keeping. My own daughter (now an Oxford Graduate & Chartered Accountant) got into the habit of going into Sixth Form late - why - because their teacher couldn't be bothered to get to work by 08:30. He would arrive on the bus that dropped him off at the school gates at 8:40, so his class never started until 8:50, so the students saw no reason to arrive on time. I formally complained about the teachers' time-keeping, and never got a response. My daughter then got into trouble More...
Keith Appleyard says:
There's plenty of focus on top-down bullying in the workplace, but my worst experience of bullying was from a (female) subordinate. They get away with it because for a man to retaliate leaves you open to charges of bullying. I was so glad to get away after enduring her daily for 6 months.
David Willett says:
A recent NASUWT survey showed that 84% of teachers felt demoralised and de-professionalised and that over 50% of teachers had seriously considered leaving the profession in the previous 12 months. On top of that ask yourself how many of these teachers have ever worked in business or industry and had relevant experience that qualifies them to prepare students for the world of work? Let’s not forget and also factor that teachers are struggling to achieve even their core activity of teaching numeracy and literacy. Last year only around 55% of young people aged 16 achieved 5 GCSE's at grade C More...
Great ideas and something for us to ponder on. STEM is a big issue currently and we will require multiple stakeholders - schools, universities, governments, corporates to come together and address this.
Alan Watson says:
Largely agree with the key points made here and would go further to say that HR needs to get hung up less on the HR label and all that it stands for. It needs to re-evaluate its general knowledge of how business is done so that it can enter into management discussions with a degree of understanding of what the functions do. That way the functions will start to respect it more and opportunities for strategic input at functional level will come. Until this education starts at all levels of HR, then HR will always struggle on the "business" sharp More...
Carolyn McCarty says:
Eugenio is a tenured HR Professional with an enthusiasm for change, progress and a solid team spirit that makes him unique. He ability to listen, strategize ideas and then most importantly implement them is note worthy.
Brian Kent says:
'Kingsmill' and 'Cheese' - the makings of a 'sandwich'
Robert Purse says:
First, I would like to point out that whilst I am an HR professional I have also held appointments as COO and General Manager that involved full P&L responsibility. Second, in any organisation - particularly in a knowledge-based economy - people are the key asset. An organisation's Human Capital Management should be of major interest to current and potential stakeholders.
Richard Hargreaves says:
Hi Ignacio Many thanks for the article - an interesting read. For our annual conference this October we are also using the analogy of the WW1 and asking the question: Are we any better now in business than the military (on both sides) was 100 years ago? We explore issues such as strategic planning, project management, motivation and importantly, as you mention, decision making with insufficient data. This all comes under the umbrella of "managing, directing and leading" as a model for leadership. Let me know if you are interested in joining us - http://www.crforum.co.uk/events/view/99.html Thanks Richard
Nick Miller says:
As someone who has both a recruitment business and an advanced technology business that is hiring skilled workers I have to say that a companies ability to hire is as good as the recruitment process it has in place. In a bid to reduce reliance on recruitment agencies companies have set up internal monopolies charged with hiring the people they need. Because this becomes the prism through which employers see their skills markets they believe that because they cannot find good candidates the candidates do not exist. Only by finding the finite ends of their skills markets can they measure More...
Ben Morton says:
It's good to see some science to prove / suggest this is the case. The Armed Forces have been selecting and developing their leaders in this way for centuries.
maddie miller says:
Hi, I would definitely recommend a / private medical insurance /a because it really does make a difference! Less time waiting for operations and treatment, higher quality specialists and the service is also much better! It is worth getting in my opinion
arnould jean gabriel says:
Eugenio develop a full concept of people care and focus on developing people; he create new training program for each level of the company in order to prepare people to grow. by developping a new annual interview based on people development he offer to each one the opportunity to exprim their development needs for future promotion.
Jo Thresher, Jelf Employee Benefits says:
Employers will need to be even more creative when it comes to employee engagement with a virtual staff. Employers know that employee benefits are a great way to help employees feel valued, and communicating them is key. This will be even more of a challenge when staff aren’t in the same space. Some of the most valued benefits are the most complicated: financial benefits - including pensions – which need careful communication. We are finding that employees increasingly value one-to-one communication and advice in the office, and we don’t want to see a two-tier approach for office-based and virtual staff. More...
Gordon Johnson MBE CEng says:
On what basis are bonuses paid, what formula and who decides. The same with free and reduced shares for Directors. If it is associated with risk, What price would be put on a serviceman who on taking the Queens shilling who puts is life on the line. Has any one who defends us all received £1m? Who decides any wrong doing, it smells it is disgusting, not British.
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