Joao Bocas says:
This is not a surprise, high demands a work with less resources, less support and less time to look after ones' health. Professional need to adopt strategies used by Sports people, getting the right balance between performance, recovery and rest. Our Corporate Athlete programme helps busy professionals to maintain peak performance, teaches the principles of sport and prevents burnout by using effective strategies. Ask us how it works. firstname.lastname@example.org Healthy Regards Joao-Sports13
Geraldine Hunt says:
Outright ban or full access? It doesn't have to be a choice between the two. We find a lot of our customers are using their web filter to log but not block and find that when employees know this logging is in place behaviour, in terms of time wasted on no-work related social networking improves. Using this approach the full range of social media sites and websites are available for employees to use - for work purposes. If an IT admin or more commonly a HR person sees (from the WebTitan usage report) that x employee is spending 3 hours More...
I was invited for an interview at Qinetiq in Pendine on Feb 4th. No response after 2 weeks, so I emailed HR to find out if any decisions had been made. No reply (apart fromt he usual automated response). Waited another week and sent another email (cc'ing one of the other email addresses that was on the email that they originally sent, inviting me to interview. No reply. Tried telephoning HR lady, answer phone. Now, nearly 4 weeks later, I have given up. BTW, no offer to reimburse my travelling expenses (~ 80 miles). Been unmployed for 8 months, so More...
Simon Hartley says:
Bankers. So talented they have saddled the nation with one of worst economic recessions in history
Peter Copping says:
If you want a 'talented' banker, pay the price set by the market. You won't get one for peanuts. My guess is that shareholder support this. Markets have no morals and shareholders believe that prices indicate quality. Of course they will find ways of disguising payments to avoid regulation. Notice, I haven't mentioned the'desirable qualifications'
Simon Hartley says:
RBS,Lloyds Group and the like are all failing companies at the present point in time reporting significant financial losses coupled with no returns to ordinary shareholders.These banks should not be paying any bonus's to its top senior staff until such a time that they are back in profit and paying dividends to ordinary shareholders.
Danny Kitchener says:
.. just reward them for "true" success not failure! Fair?
John Knights & Greg Young says:
The natural response to fix a culture ruined due to ego, greed and corruption is talk about the need for reinstating values. The problem is that it does not happen just by the CEO announcing 5 new "core" values. The essence of culture is in behaviours and this is where we must start the change. Katie Jacobs states that "Changing behaviours throughout a company, when the big banks have thousands of staff all over the world, is a tall order". This is true but it is also the ONLY way forward. This article demonstrates there are a lot of people More...
Rob Sharpe says:
An interesting articel. I'd ahve been even more impressed if it ahd included an analysis of how much time is typically spent on fleet management by fleet managers or those who ahve the task added on to their role.
Kevin Young, general manager EMEA, Skillsoft says:
It is great to see the HR sector recognise the important part engagement plays in the overall success of a business. Businesses invest thousands of pounds in staff every year, but the question still remains; are employees ever really that engaged or does everything go in one ear and out the other? Research published late last year by the Engage for Success task force confirms what we have known for a long time – the key to long term business success is to engage employees and make them feel a valued and vital asset. If staff feel undervalued and are More...
Shanly Group says:
Flexible working practices can be a good recruitment and retention incentive in the right environment. It is more difficult to manage in a smaller to medium business when you only have a single or a couple of employees doing specific roles or you are customer facing. There isn't always the flexibility for employees to come in when it is convenient for them as other employees may depend on them being there in order to complete their tasks. I feel a Company should be able to be as flexible to working hours according to their needs and have the right to More...
Charone Connell says:
Professor John Adair will be leading the second face-to-face event in Manchester on Friday 8 March. To find out more and book one of the last remaining places go to http://www.i-l-m.com/events/11682.aspx
Roy Berrington says:
I would totally agree with the last comment, you can train staff to identify individuals who may be suffering a mental health issue and i would also agree that The take up of Employee Assistance programs by these individuals is still very low. However we have found Qualified psychotherapists available 24/7 is a good way of dealing with the problem by a professional in an early stage. The employee can access qualified help at a time convenient to them. No more worrying if you are going to be judged by a co-worker or boss just pick up a phone and More...
Penelope Tobin says:
Nothing could be truer! But there's a problem. "Most leaders are the victim of the freedom not to struggle. You have to be completely merciless with yourself." [Keith Jarrett]. How many leaders are brave enough to go put themselves through the challenge of a change process? To put it another'jazz' way..."You know why I don't play ballads any more? Because I like to play ballads so much." [Miles Davis]
Nigel Rayment says:
Spot on, Jan - nice examples. Whether organisationally or individually, there is an infinite amount of learning to be had from working with others. Unfortunately, we have come to a cultural belief that learning is something which belongs in schools, colleges and seminar rooms.
James K says:
I entirely agree. Crudely culture change is like ‘pissing in the wind’. You are the expert not me, but my perception is that it all comes down to the people. I don’t know what branch of psychology or anthropology I should be quoting but if most people somewhere are of a certain disposition / mind set and they are unlikely to fundamentally change because someone tells them to. Whenever I advise clients on the their long term business strategy I always start by asking them what their personal goals and ambitions are, because imho it is much easier to adapt More...
Jess Tilley says:
Totally agree that there's a big opportunity for businesses to use data to make better people decisions and HR professionals using data well build a lot of credibility. However, data along isn't enough - it's how you use it that matters. http://www.itstalentstupid.com/index.php/data-ain%E2%80%99t-enough/
Graham Precey says:
Great article Jan. Paying charities for their IP and insights which then leads to product and service innovation from corporates to solve society's inequalities with scale which then achieves the charities own objectives is a great strategy. What's needed to do this more effectively? Charities need to be better at packaging up and pricing theirIP and corporates need o be more en with their gaps in performance and knowledge and stop trying to solve everything on a 12 month time horizon! Some of these re big systemic issues wher collaboration is required.....
No mention of inclusion for people with disabilities; an oversight?
its more to do with the fact that DMGT buy companies for a song , asset strip and flog on.
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