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Our Solutions in Job Descriptions and Job Evaluation

Article Written by John Berry on 9th May 2017. Revised 10th January 2019. Reading time: 3 minutes.

Job design should be done in response to modelling of the operating model and the functions needed. Each job must have purpose and contribute to the intended business outcomes. Job contribution differs. Job evaluation assesses relative contribution. We help managers build jobs and evaluate them to yield due reward for the jobholder.

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The Role of Competency in Staff Development

Opinion Written by Sue Berry on 31st October 2017. Revised 10th January 2019. Reading time: 7 minutes.

This article explores effective staff development showcasing a simple but effective competency framework model that can be used by any firm of any size and complexity to explore their competence gap. To understand competence gap you need to know what competencies you have now, what you need for the future, and how you are going to develop your people to bridge the gap.

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Are leaders born or bred?

Opinion Written by John Berry on 24th February 2014. Revised 10th January 2019. Reading time: a minute.

Are leaders born or bred? It’s a persistent question. Some senior managers and policy makers believe absolutely that leaders are bred, that a leader must come from the right background. Others argue strongly that anyone can be made into a leader given the right training. So who’s right?

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Our Solutions in Organisational Development

Article Written by John Berry on 18th May 2017. Revised 10th January 2019. Reading time: 2 minutes.

So you want to effect change in your organisation’s fortunes? Organisational development is the management function in which managers plan activities to effect improvement in the firm. TimelessTime consultants have modelled, planned and managed change in many firms, large and small. Here are some of the issues.

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'Employing' contractors and agency workers

Opinion Written by John Berry on 6th July 2017. Revised 10th January 2019. Reading time: 7 minutes.

Companies exist because they are the most efficient way of an entrepreneur gaining the services of others. And yet many gain the services of those working in their own firms, as sole-traders (or self-employed) and via agencies. This blog aims to elaborate on the simple case of workers employed by a firm to provide a complete understanding of the possible relationships between entrepreneurs and their companies and workers.

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Training intervention and training transfer: Have trainers really grasped the importance?

White Paper Written by John Berry on 4th May 2012. Revised 10th January 2019. Reading time: 15 minutes.

How can we be sure that a given training intervention will indeed change the company system and give return on investment? Training has to be transferred from the learning environment of trainer and trainee to the work environment of manager and worker. The efficiency of transfer of training depends on a huge number of variables, each associated with the characteristics of the manager, trainee, trainer and the work environment.

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Our Solutions in Disciplinary Management

Article Written by John Berry on 8th May 2017. Revised 10th January 2019. Reading time: 3 minutes.

All managers have the right to discipline their staff. But disciplinary management is extra-ordinary, moving beyond normal day-to-day informal management procedures. Disciplining staff correctly, with managed risk, takes training and experience. Managers who don’t have the skills and knowledge required to conduct a risk-controlled disciplinary should seek expert help from firms like TimelessTime.

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