Tag Archives: Commercial Trends
Originally presented at the Tenth International Personal Construct Congress, Berlin, 1999, and subsequently developed in his work on constructivist theory in relation to service provision organisations at Leicester University, England, John Fisher's model of personal change - The Transition Curve - is an excellent analysis of how individuals deal with personal change.
This model is an extremely useful reference for individuals dealing with personal change and for managers and organisations.
The model can help you understand the different stages and the emotions you and your team colleagues may go through during a period of change.
Google has expanded far beyond its original claim to fame as a search engine. Alphabet owns Google, as well as many other companies.
However, Google itself owns companies. The reach of this technology giant is so vast it is hard to imagine an area of modern life it has not touched.
Google owns more than 200 companies, including those involved in robotics, mapping, video broadcasting, telecommunications and advertising. Google is growing through acquisitions, but it is also increasing revenues in each of the companies it owns. In cases where an acquisition cannot grow revenues, Google tends to sell that company.
We have selected four companies to highlight based on their ability to produce consistent revenues. Each of these companies has a history of attracting customers and monetizing their services. All figures are current as of December 11, 2017.
1. Google Maps
You can look up any location in the world using Google Maps. The views are aerial for the most part, but Google also provides street-level views of many cities. Google Maps is embedded in real estate sites, as well as sites for businesses that want to make sure you can find them. And that's how Google Maps makes money.
The quarterly Labour Market Outlook (LMO) provides a set of forward-looking labour market indicators highlighting employers’ recruitment, redundancy and pay intentions.
The survey is based on responses from 2,066 employers. The survey also considers the extent of hard-to-fill vacancies and how employers are attempting to tackle skill and labour shortages, including through the employment of EU nationals and the recruitment of disadvantaged or under-represented groups in the labour market.
The report examines the interrelation between migrant worker employment, skills investment and employment practices among UK employers, a significant but often under-reported part of the migration debate. Additionally, this report considers employer attitudes towards the various policy options that the UK Government may be considering to help control the number of migrant workers from the EU through its proposed changes to immigration policy that are due to be unveiled in its forthcoming
Employment: According to the report, the demand for labour in Q1 2018 will remain robust. This quarter’s net employment balance – which measures the difference between the proportion of employers who expect to increase staff levels and those who expect to decrease staff levels in the first quarter of 2018 – has decreased to +16 from +18 over the past three months. This is consistent with official labour market data, which show that the number of vacancies in the UK economy remains well above historical average levels.
The Chartered Institute of Management Accountants (CIMA) produce a range of 'Topic Gateways' which are intended as a refresher or introduction to topics of interest to their members and others involved in the practical application of finance within organisations.
This Topic Gateway explains the concept of benchmarking.
In this 'Thoughts on Leadership' video, Paul Bridle talks more about technology and how it impacts on the world of work.
2017 was an interesting year for employment law with Brexit, the gender pay gap, sexual harassment and the gig economy dominating the headlines and we can expect 2018 to continue in the same vein.
ELAS employment law consultant Enrique Garcia takes a look at the areas to watch in the year ahead.
The GIG Economy: The future of the gig economy remains in the air as we await further clarification from the Supreme Court. EAT decisions against Uber and Pimlico Plumbers have been appealed to the Supreme Court and the eagerly anticipated rulings will have far reaching implications. Other cases against Deliveroo and City Sprint, among others, are still making their way through the tribunals and this could yet be the tip of the iceberg.
Employment status has long been the greyest area of employment law – is someone self-employed or are they really an employee or a worker? The Central Arbitration Committee (CAC)’s recent ruling that Deliveroo riders are self-employed has thrown more confusion into the arena, although it’s worth noting that this is not a binding authority. We await with interest the Tribunal ruling in the claim brought by 45 Deliveroo couriers to see how it compares to the CAC decision.
Gender Pay Gap Reporting: The first gender pay gap reports are due to be published in April 2018 for the payroll period including the snapshot date of 6 April 2017. Information on any bonuses paid also needs to be published at the same time for the 12 month period ending April 2017. All companies which employ 250 or more are required to publish this information. There is no obligation for companies to explain the gender pay gap, nor any duty to address it if a company is complying with the Equality Act however, as we saw when the BBC published the salaries of its top earners, there can be huge fallout and potential reputational damage where a large gap is shown with no explanation. Furthermore, the best candidates may not be attracted to working for companies with a big gender pay gap if they feel that their gender will adversely impact their career prospects. (more…)