Great brands require more than just a good product – it’s the full experience people have across the product, all interactions and their outcomes. Like consumer businesses aspire to be a lifestyle brand, I believe we are in the midst of creating workstyle brands that will change the way we communicate, collaborate and work – forever.
The ‘Blame Game’ is rife in the business world. Just stand by the coffee machine and listen for the “it’s not my fault”, “it’s not my job to speak to HR about this”, “I wouldn’t have done it that way if you hadn’t told me to” and so on.
The British economy is bouncing back. Yesterday (Tuesday) the International Monetary Fund (IMF) revised upwards its projections for UK GDP to 2.9% growth this year, retail sales in December were reported by the Office for National Statistics to be up 5.3% on a year ago, and the CBI’s quarterly Industrial Trends Survey for the three months to January 2014 showed growth in new manufacturing orders was the strongest since April 2011. With encouraging signs of a resurgence in Britain’s economic activity, what are the expectations for supply chain careers in the coming year?
There seems to be a new trend becoming more obvious to me.
I have been acting as adviser and consultant to fast-growing independent businesses since the mid 1980s. To date, the ages of the entrepreneurs running the businesses have been pretty evenly distributed with the youngest being around 25 and the oldest at around 75. The average age is usually around 40/50. But now there is a new trend emerging.
Due to a lack of good leaders in the UK, employees of all ages and across all income levels are feeling apathetic and detached from their work resulting in a loss of productivity, increase in sick days and poorer quality work.
This interview is a BBC Radio 4 recording as part of the Women’s Hour during 19th March 2014. The interview is between the presenter Jenni Murray, Helen O’Brien from Croner and Clare Bambra, Professor of Geography at Durham University and a specialist in public health policy. The subject of discussion was why women take more sick leave than men, following publication of official ONS statistics. The interview is seven minutes.
Over the past few years, education has gone through a period of transition. Set against a backdrop of rising tuition fees, a growing number of school leavers are thinking twice about the best way to gain qualifications and enter the jobs market.
According to a new report carried out by Oxford Economics, the average cost of taking on a new member of staff for companies in the UK is £30,614. This is based on three main aspects – logistics in bringing someone new on board, the recruitment process and absorption into the business, and the cost of lost output whilst a new recruit reaches their ‘optimum productivity level’.
It is unattainable to achieve a 50/50 gender mix in all senior management positions in UK businesses by 2020 because women innately want to be the primary care-giver.
For smaller firms, having a strong team is instrumental in driving growth, but they may find themselves in competition with larger corporations when it comes to attracting top talent. However, there are several steps that ambitious businesses can take to remain competitive in the job market and show candidates just how rewarding and exciting it can be to work for a fast growing company.
Frank looks at what office workers can learn from dogs about unconscious communication and collaboration. Based on a study conducted at the end of last year, this fun article looks at the similarities between how dogs and humans communicate, and what lessons we can learn from our canine companions.
Now more than ever, big data is at the forefront of conversations across a host of industries and sectors. Where marketers once led the way in exploiting data to fine-tune their strategies, those in recruitment and HR are seeing the value in adopting such approaches, with many using the data they have collected to help them improve an organisation’s recruitment function and to demonstrate the return on investment of recruitment activity. Something which in turn will benefit the wider business and its goals for success.