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Tag Archives: Growth



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
consultation paper.

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.

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Q. What is Project Management?

A. Project management is the science (and art) of organizing the components of a project, whether the project is the development of a new product, the launch of a new service, a marketing campaign, or a wedding.

A project isn’t something that’s part of normal business operations. It’s typically created once, it’s temporary, and it’s specific. As one expert notes, “It has a beginning and an end.” A project consumes resources (whether people, cash, materials, or time), and it has funding limits.

Project Management Basics: No matter what the type of project, project management typically follows the same pattern:

  1. Definition
  2. Planning
  3. Execution
  4. Control
  5. Closure

1.Defining the Project

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Selling to customers overseas could make a big difference to any small business - taking your turnover to new heights.

But it can be daunting to get started. There's a lot to learn - from researching your overseas customers and competitors to understanding customs rules, legislation and tax.

This toolkit is produced by Donut in association with TNT, one of the world’s largest delivery companies and logistics experts.

It is packed with real-world tips from UK small businesses who have made a success of selling overseas.

SELLING TO CUSTOMERS OVERSEAS

 


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Change is a common thread that runs through all businesses regardless of size, industry and age.

Our world is changing fast and, as such, organisations must change quickly too and be agile in the marketplace they operate in. Organisations that handle change well thrive, while those that do not may struggle to survive. The concept of "change management" is a familiar one in most businesses today.

But how businesses manage change (and how successful they are at it) varies enormously depending on the nature of the business, the change and the people involved. And a key part of this depends on how far people within it understand the change process.

One of the cornerstone models for understanding organisational change was developed by Kurt Lewin back in the 1940s and still holds true to some extent today. His model is known as Unfreeze – Change – Refreeze, which refers to a three-stage process of change.

However, some 70 years on, the model may appear dated to today's agile organisation because, by its very nature, 'refreezing' isn't appropriate as change is an everyday event and the 'refreezing' of processes and mindsets goes against their culture and business model

 LEWIN'S CHANGE MANAGEMENT MODEL


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There are plenty of legendary bad business decisions: Blockbuster passing up the chance to buy Netflix and Kodak sitting on the digital camera just two that spring to mind.

But there are also some legendary smart moves: "I'll have the merchandising rights in exchange for a smaller pay packet," said a certain George Lucas.

What separates good companies from great companies, and good leaders from great leaders is decision-making.

And there are four key decisions that you need to nail if you want to see your business grow.

  1. Decide… on the right people to work with

No company can work towards growth without good employees. Google's recruitment processes and incentives, for instance, are geared towards attracting and retaining the best available talent. Hammocks, arcade games and free ice-cream may not be your thing, but just like Google, your staff are vital to your company's growth, and just like Google, you want the best available talent.

To find the best-fit candidates, you need a process; you don't want to make up your recruitment drive as you go along. But that process doesn't need to be protracted; but it does need to consider the values and behaviours you are looking for needs to be considered – not just the skills and knowledge. (more…)


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In the introduction to the joint CBI / Pertemps Employment Trends Survey, Neil Carberry Managing Director, People & Infrastructure CBI says

The UK stands at the beginning of a new era – not just in terms of Brexit, but even more importantly in how we adapt to, and prosper from, new technologies that are reshaping how we live.

There can be no doubt that work will change, and with that change there is the possibility to create a higher skill, more competitive, more prosperous nation. We face an opportunity, not just a threat.

People will be at the heart of meeting that challenge. On skills, new technology and how we manage our workplaces there is much to do, as this survey sets out. We are delighted to have been able to work with Pertemps again this year to bring it to you. The positive base we start from shines out clearly from the data – high employment rates are likely to persist and employee relations are good. 

The highlights of the report include:

Businesses believe they can continue to generate jobs growth
• Over half (51%) of respondent businesses are looking to grow their workforces over the next 12 months
• Confidence is highest among small and  medium-sized employers, with a positive balance of +58% expecting to add jobs in the coming year
• Growth is expected across all job types, with positive balance scores for permanent (+35%), temporary (+12%), graduate (+18%), and apprenticeship positions (+42%).

Businesses are walking a difficult line on pay
• Half of respondents (52%) aim to raise pay for their employees in line with (or above) inflation in the coming year and only 3% are planning to freeze pay
• Over half of businesses (55%) are now affected by the national living wage, with actions to cope with the costs among those affected ranging from raising prices (21%) to increasing investment in training (32%) to boost the value added by employees
• Looking four years ahead, a quarter (25%) of respondents affected are expecting to restructure their business models while nearly a third (30%) intend to increase automation.

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Most businesses need to grow and develop or they stagnate and die.

This checklist gives you some ideas on what you might need to do to review your opportunities for business growth including:

 

Researching Your Competitor:  To begin making opportunities and growing your business, it’s important to undertake some preliminary research.  This research will help you to identify the standards to assess your progress.

Assessing your finances: Many businesses fail to grow because of poor financial management. Often, the business plan that was used to help launch the business is left on the shelf to gather dust.

Reviewing your production and/or service levels: By conducting a separate review of each product or service within your business - you will be able to assess how effefficiently your business is operating, the level of value you are delivering to your customers and finally, the costs of any production and/or service issues.

Exploring your human resources: Performing a separate cost and performance analysis for each staff member (or department) is a great way to assess your human resource efforts. Using key performance indicators (KPIs), performance reviews and appraisals will help you to drive business growth via increased motivation and accountability.

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