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Latest comments
virginia kaye says:
I have been involved with training and recruitment from the 70 's to now and found this a very interesting and inspiring article . It puts in very simple terms the changes that have been made within the Recruitment and Human Resources Sectors throughout the years. Well done an excellent article . There is still a long war to go for organisations within the U.K to get up to speed with the lead generation or call centre coaching that they havein the states. As I was originally trained by an American company ( Rank Xerox ) it is easier for More...
Chris Channer says:
If you read my blog post "coaching is a team sport" at www.ipsoinsights.com I offer a solution to this that avoids using internal coaches,who in my experiance aren't particularly effective because people are worried about things they say getting back to line managers. @chrischanner1
Ryan says:
If the root-cause of poor performance is misalignment of values (people do not share company's vision) then how about start at the root of the problem ~establish company DNA, build competency model/talent profile and benchmark accordingly, build in accountability by monitoring KPI's that are crucial to delivering upon brand promise and share knowledge among staff to continually invent new best practices that can be delivered to organization through continual learning initiatives. Bottom line: you don't need guys like the one who wrote this article creeping around your company all the time. Fix the problem once and for all and never More...
Helena Moore says:
I've seen this emerging amongst a community with the skills and geek power to make this a reality - graphic designers… loved it then and excited to see this evolving and growing ….I feel it offers far more to go on than a flat CV or application. In a world where very often we crave personality and individuality to provide business with differentiation, to then force people to complete a standard form isn’t a good start. Interesting also to see the software to help us mere mortals put such profiles together increasingly emerging. In a tough job market this sort More...
Merilyn says:
I agree with Jane that the corporate culture is a turn off. It seems that all large (and some small) organisations have "clique" culture, favouritism, and game players. Bluffing doesn't come near to it. So called management skills go out of the window when the head of HR is sleeping with the Director.
Keith Busfield says:
Isn't it a shame that the whole tone of the article and ministerial comment is how people will be "mandated" to do work placements, otherwise their benefits will be slashed... Surely, the key benefit of work placements is that it gives job seekers actual real recent experience of the work place and helps them to achieve success in finding a job in a difficult job market. Am I missing something? Surely the objective is to reduce unemployment or is it just going to be used as a "stick" to reduce the national benefits bill?
Male says:
For the most part I'd like to say 'Yes' - it might not always occur to some of us to bring it up. I don't bring it up because I don't see it as an issue - I tend to see walking skillsets rather than people/genders/etc (when looking for new employees, anyway) [::not the only thing I look at, but the first thing]. Guys are possibly less likely to 'think' about things, maybe? I wouldn't take it too hard, and hopefully they make up for it in other areas. Side note: interesting research http://worldclassperformance.com/2011/01/do-you-work-with-a-psychopath/
Claire Morley-Jones says:
This research certainly does not bear out what we see on a daily basis from 85% or more of our client base. Whilst Unfair Dismissal claims may indeed not stop people from recruiting (given that you can only grow a business by doing so), they are certainly the first consideration as soon as you need to have any form of conversation that involves improvement. Many of our clients call us as soon as they realise that there is any form of issue with someone, whether that is high sickness, poor performance, bullying or even just their performance review and the More...
Mary Fenwick says:
Thank you for that food for thought. I am the only woman director on one of my boards. It's not an issue in that particular case, perhaps because the board is so diverse in other ways (skin colour, cultural background and sexual orientation). It does get wearing though if I feel, as a woman, that I am the only one raising diversity issues. Do men care too?
Elaine says:
I have just spent two days at our local job centre interviewing for 20 production operative roles. Several candidates thought it acceptable to tell us they were only there because their benefits would be stopped if they didn't apply. Needless to say they were not offered a position. We have then taken a number on a job trial basis and the same has happened. I was so excited to be able to offer employment to so many only to be disheartened by this attitude. In his defence the JCP manager was disappointed but sees this all the time and is More...
Chris Channer says:
Gladeana: like your article, I would appreciate your views on where coaching is going. I think we are in danger of falling into the trap that consultancy has, where people are reluctant to trust them because there are so many poor consultancy services out there. Coaching is now in a similar position. I keep coming across people who have been coached and didn't rate the experience, when I ask if their coach was qualified they don't know. For every good, qualified practicing coach out there it seems there are a dozen unqualified, in experienced ones. What do you think the More...
C France says:
Interesting to compare this extension with the evidence. See JDPortes blog. http://is.gd/w4Z2ym Not surprising that 45% don't even attend. But only miss out on a few days benefits. How about "Worthwhile Work Placement Scheme" targetted at those that are trying to get jobs.
Male says:
"Never get into a fight with a woman, they tend not to bluff". Bluffing is much more a part of male instinct, I'm not surprised that women are frustrated by it in a work context. Though from the other side, it always seems to be men who have to understand women - and we've been failing in that effort for quite some time. I'm not pretending to offer solutions, rather 'food for thought'
Dr Michael Reddy says:
Jon, there's no blue water between us in fact. I used "management" in this piece in the sense that an HR mag's readers would understand it. I could have confused everyone by talking about "leadership" and would have if I were writing for someone else. In that context I endorse everything you say.
Jon Winter says:
I'm intrigued by the concept. I also believe that a lot of IT Professionals would jump at the idea (I've managed IT projects and teams for many years now) but before it can take off, organisations will have to be a bit freer with their information. For the IT professionals in my organisation to demonstrate their successes they will have to link to some apps, code, or products which are classed as the intellectual property of the company and this would not be tolerated. If a simple way is found around this, then as a recruiter I would be pleased More...
Tatiana says:
It is great to see some positive news on the jobs market finally. It is time that the 'doom and gloom' ended and we looked to the future and realised that there are companies still hiring. To celebrate Great British jobs sign up to www.proudtobehiring.com which is free and aims to change the news agenda for the better!
Lesley Clarke says:
I was looking forward to reading this article but it appears to be missing most of the feature.
Wendy Kerr says:
Hi Jane, Thanks for your comment - I agree, it does happen everywhere throughout the organisation. Women opt out at all levels preferring to create their own workplace and enjoying the freedom and flexibility this brings.
Jane from IN OUR COATS says:
These results certainly ring true to me and I would venture that it's not only going on at the top. I think many women who might not have even glipsed the glass ceiling in terms of their income make the same decision.
Geraint Jones says:
I can readily see the benefits of this idea for both employer and employee. However, I think that the issue is going to hinge on the level of compensation offered. An employee who basically feels that he's done nothing wrong, is working well but is nevertheless prepared to go as he's uncomfortable staying where he's not wanted is unlikely to want to leave without a substantial payout - probably a lot more that the employer would want to pay. An employee in this position may stand a good chance of winning his case in an Industrial Tribunal but may be More...
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