John Thorburn says:
I wouldn't get too carried away with any belief that the Armed Forces are a shining example of good management. They are not, and you can take that from someone with 25 years experience. In the branch of the Army where I was employed, I worked for more people who fit this description than those who don't. Just like 'civvy street' there's a breed of men & women who will let nothing stop them in the pursuit of 'their career'. They will spend as little time as possible learning anything about their role and will step on anyone if it More...
Peter Hall says:
An interesting and informative article. I would add Diversity Practitioners as well as having an HR background it is important to gain and include business/policy experience. This helps in creating strategies which support and deliver overarching business objectives. Peter MacDonald-Hall
Hassan Ibrahim says:
I was one of the people who was sceptical about Lorol achieving what they set to do. But boy I have been proved wrong and I am happily singing the tune, that is LOROL. Recently installed MD looks like his from that breed that can spearhead for more success. I wish everyone more success.
Simon White, Protravel says:
Cary Cooper is right to say that organisations and employees have a “joint responsibility to promote a healthier, happier lifestyle.” Flexible working is certainly one element that employers can offer, but there also needs to be more of an active appreciation in the workplace of the importance of downtime for employees. Since the economic downturn, we have seen increasing demand from employers looking to reward their staff with holidays and leisure activities or experiences. This stems from a recognition that many employees have had to cut down on such non-essential expenditure and that they are often being asked to work More...
Stefan Sosnowski says:
Right to work and sponsor management has for some time been worthy of inclusion at the highest level - it's not just the fines it's the reputational damage, loss of key workers and the business risk is massive if a company gets it wrong. Only real article I've seen on this subject and a good simple one to boot. As a Company we offer a solution to this precise problem reducing the stress levels of the Authorising Officers and the board.
Vashishtha Kumar says:
...........its true that Diversity is in demand and it have to be first workout before try to adopt it. Nice article......cheers
Peter Prowse says:
The Davies Report remains optimistic but if you lose talent like Kate Swann at WH Smiths this reduces the statistics on MDs and Boards immediately. Recently our Bradford School of Management student found evidence that women with potential are not developed in organisations for the Board level appointments and guess what? They leave for competitors. Do we ever learn in the UK that not developing talent reduces and frustrates talented potential Executives?
Andrew Lambert says:
This ‘slow-down’ has been quite predictable. First, there is the ‘low-hanging fruit’ syndrome. Following the stimulus of the Davies report etc, those boards with a propensity to respond positively to gender diversity pressures have duly reacted. Mostly this is no more than 1 or possibly 2 women appointees. Second, the more fundamental issue of addressing the talent feed of senior female executives is largely unresolved. Until that is addressed the pool of suitably experienced candidates will remain shallow. However, there are also other less obvious constraints. Genuine diversity is not just about gender. The tendency to opt for narrow ‘types’ More...
Belinda Kent-Lemon says:
Absolutely agree and I am getting increasingly concerned by the number of our flexible working clients at Occam HR who are ostensibly working a 4 day week, being paid 80% of their full time salary but actually working in excess of 40 hours a week and sometimes paying for full time childcare too.
Robert Purse says:
I think that this initiative is both welcome and timely. It is welcome because the reality is that many HR professionals remain just that – Career HR Professionals – with little business/commercial understanding. The oft heard complaint is, “Accountants follow a comparable career path, so how come they are better qualified to secure a seat on the Board?” Simple really, accountancy ensures a sound understanding of the commercial realities of running a business. Sadly, the professional training of HR people rarely involves getting precisely that understanding. HR is not, of course, alone; there are many professional engineers and other technical More...
Phillipa Butson says:
A skills shortage is not just the responsibility of the government, schools or employers. All parents/guardians should be acting as positive role models and encouraging their children to have a strong work ethic. Most employers will forgive a lack of skill if the young person can demonstrate enthusiasm and a willingness to learn.
Tom Toher says:
Ageism is the curse of the whole of the media industry and it does not just effect women. The whole of the media industry, not just broadcast, is obsessed with youth. Loyalty, experience and knowledge have no premium and are not valued. If I were an employment lawyer I'd be making a fortune exploiting this institutionalised discrimination.
Creating Chapters says:
Are these few comments representative? what is needed is for the whole social system to get involved. Instead of dismissing the intentions, we need people to tangibly contribute to the social groups, not-for-profit organisations, charities and trusts that need public support.
Gordon Geko says:
Can you honestly blame anyone for not joining banks? Its all sell sell sell by people who are not educated, skilled or interested in the role. There are so many Directors, Chief Executives who pick up a fortune for little work. Be a plumber or electricain, more money and job satifaction !!
Adam Bright says:
Great to see a firm taking such a keen interest in employee wellbeing. With high absenteeism in the UK for a variety of reasons, tackling this via a wellbeing programme is sure to bring great results and improved effectiveness out of the employees. Adam - Personal Touch Fitness
Richard Gill says:
The City’s banks should come together for once to tackle this question, because the sectors reputation on campus really does matters to graduates. Individual CEO egos and corporate brands need to be managed and positive action is needed to promote "Banking" as a career of choice for all our top students regardless of their background. If not the City and the UK economy will be the long term losers. The CEO of Lloyds could start by giving his next talk at perhaps a less well know university or Business School. The City is not just for the Oxbridge elite. CEO’s More...
Lee Grant, Youforce says:
While security will always be a hot topic, the cloud is an on-coming high-speed train which shows no sign of slowing down; so we should all enjoy the ride. The Cloud has proven itself as an invaluable business tool for things like file and document sharing as well as CRM. Instead of letting the security implications surrounding The Cloud worry HR Directors (there is after all no evidence that the Cloud is any less secure than on-premise solutions) and slow down their drive towards next generation HR, HR departments need to focus on how they too can benefit from the More...
In answer to your very sensible question Karen - probably lots of words from government spokespersons and government sponsored initiatives that will cost a fortune and be so bound up in red tape that employers won't go near them with a barge pole! Next question?
Karen Mancini says:
And what will be done.....?????
Ian Buckingham says:
The economic collapse caused by some of the leading FS brands was a couple of decades in the making. The implosion has persisted for five years at least and yet only now are we seeing names like those quoted above coming to the fore to "criticise". I published Brand Engagement in 07 and Brand Champions in 2011. The former warns of the dangers of the gap between the brand promised in £multi-million advertising and that delivered via disengaged employees. I illustrated the impact of culture, values and behaviour on brand performance with reference to positive and negative case studies and More...
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