Written by John Berry on 26th May 2019. Revised 1st November 2020.
1 min read
- Discussing the various development interventions available
- Re-visiting how people learn and their reaction to various interventions
- Developing training interventions to meet planned needs
- Discussing how to evaluate the success of development interventions
Written by Sue Berry on 3rd May 2017. Revised 27th October 2020.
13 min read
Your staff are going to have a whole series of questions which you will need to address as you go through the redundancy process. We've pulled together some of the more important questions that you are going to be asked, and presented them for you here. They range from questions about contractors to simple things like whether companions can attend meetings.
Written by Sue Berry on 1st May 2017. Revised 27th October 2020.
11 min read
Staff are key to any business. Whilst they are the biggest asset, they also potentially represent the greatest risk to business continuity. By developing a plan that centres on the key risks it is possible to be prepared for circumstances which may disrupt the business. Includes an analysis of BCP during the Coronavirus pandemic.
Written by John Berry on 30th July 2020. Revised 27th October 2020.
8 min read
Many managers think that it’s simple to build an international concern. They believe that it’s simply a matter of offer, acceptance and a place to work. But great thought is needed to make it work. It's not coincidence that Mulberry, Hornby and Raspberry Pi are bringing it all back as they realise the real cost of managing operations abroad.
Written by Sue Berry on 30th July 2020. Revised 27th October 2020.
10 min read
Covid has changed the way that many work practices are conducted. Interviews have gone online. But we argue that the recruitment process can still be as robust as it was before lockdown. Managers must still take an evidence-based approach, seeking proof that favoured candidates will indeed perform as well. In this much, nothing has changed.
Written by John Berry on 6th May 2017. Revised 27th October 2020.
34 min read
In the 1980s, a fairly standard form of appraisal emerged that aimed to assess current performance, improve the individual's performance in the immediate future, set and review performance objectives and assess training and development needs. This paper considers development since then considering applicable research and theory. It concludes that despite methods allowing performance appraisal to become more complex, the themes from the 80s persist today.