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The ‘why, ‘what’ and ‘how’ of training in change management

OpinionWritten by John Berry on 22nd August 2017.05 min read

Some use the term ‘entertrainment’ to describe how trainers deliver an enjoyable event without actually imparting knowledge. It's often that way in the training of change management as trainers make the mistake of assuming that change is led by a great leader rather than managed by a great manager with leadership skills. Here's how to avoid training being nothing but a distant memory - and a plastic folder full of slides.

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Strategic HRM: People, Culture and the Bottom Line

White PaperWritten by John Berry on 5th May 2017. Revised 28th July 2017.11 min read

Strategic HRM (Human Resource Management) is about changing people to align them with your business strategy. The managers of the firm create an ecosystem, an environment, in which their people work. All firms employ people, therefore all firms have a people ecosystem. This paper considers how the people ecosystem can be managed to the best advantage of the firm and how optimising the people ecosystem leads to improved bottom line result.

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Due Diligence Drives People Strategy

OpinionWritten by John Berry on 1st May 2017. Revised 28th July 2017.7 min read

One popular outcome for directors of a profitable firm in a buoyant market is to go for a buy out – selling the firm as a going concern. The buyer will use any identified risks as argument to reduce the offer price. And here's how.

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The Importance of Employee Commitment

Audio VisualWritten by John Berry on 4th May 2017. Revised 27th July 2017.1 min read

Managers often crave staff engagement. But commitment is a lot more straight forward and potential much easier to use.

This video contrasts employee engagement and commitment, arguing that commitment is fundamental to management. It goes on to suggest that commitment can be achieved though managers giving development opportunities to staff.

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The fallacy of the disciplinary procedure

OpinionWritten by John Berry on 5th May 2017. Revised 27th July 2017.5 min read

Many firms use a single corrective action procedure for all instances where they wish to tackle specific issues in an employee covering behaviour, capability and sickness. This single procedure is generally referred to as the disciplinary procedure. ACAS, the employment advisory service, supports this single procedure approach.

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No redundancy procedure? Build one now!

OpinionWritten by John Berry on 3rd May 2017. Revised 27th July 2017.4 min read

Redundancy occurs when a firm finds that it has a ‘diminished need for work of a particular kind’. When a firm decides that it does indeed have need of less labour, it must follow its own published procedures in making staff redundant and these procedures must be fair and lawful. But if you don't have a redundancy procedure, you will trip!

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