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Deconstructing software roles: understanding the jobs of an industry

OpinionWritten by John Berry on 25th December 2017.7 min read

Software Practitioner

The job that a software professional does is linked to where on the lifecycle they work and how much of that lifecycle they embrace. It also depends on how much of the technology they cover – user interface or full-stack. And salaries go with those definitions. Here's the structure of the industry.

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Select apprentices for their career decisiveness

OpinionWritten by John Berry on 25th October 2017.6 min read

Trainer Trainee

Hiring an apprentice can be more daunting that hiring an experienced worker. Get it wrong and you’ve the management costs and hassle to correct your mistake. But get it right and you’ve have engaged a future high performer. But on what basis do you select your apprentice? The career decisiveness of a young person predicts how well he or she will perform in a job after apprenticeship.

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Increasing productivity though people and technology

Audio VisualWritten by John Berry on 11th December 2017.

Girl using ATM

French workers generate the same wealth as British workers but in a 32-hour week rather than the British 36-hour week. Managers are generally under pressure to improve their firms. So there's no question about whether or not managers should invest. It's just a question of where - in people or machines?

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There really is no need for dead man's shoes

White PaperWritten by John Berry on 14th November 2017.6 min read

Relaxed manager

There’s a very basic problem in SMEs concerning staff succession and promotion. It’s that there’s apparently nowhere to go – everyone is in a job and no one is about to move over to allow ‘promotion’ of those below. It’s ‘dead man’s shoes’. But it doesn't have to be so. Here's why not.

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Why some people are developable and others not

OpinionWritten by John Berry on 1st December 2017.6 min read

Investigation

If everyone would strive, achievements would drive outcomes. If managers could get everyone striving for growth, their organisations would grow. Achievement and growth are key to sustainable business so it’s in everyone’s interest to strive. Here's how to achieve it.

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Conducting high quality grievance and disciplinary investigations

OpinionWritten by John Berry on 23rd August 2017.3 min read

Investigation

Investigations are an essential part of company procedures. Investigations start with a broad investigation question and end with a report to management about events. Good investigation centres on high quality information-gathering and highly effective methods of reducing this information to a few pages of A4 for the chair to digest. It’s a simple concept but a task requiring high skill and knowledge. Here's how.

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