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Tag Archives: Values



Many leaders recognise the value of a SWOT analysis for their companies. Understanding a business' Strengths, Weaknesses, Opportunities and Threats gives leaders a new perspective on what the organisation does well, where its challenges lie and which avenues to pursue.

However, few people realise that a personal SWOT analysis can do the same for an individual in pursuit of his or her career goals.

The SWOT analysis was first devised as a business tool in the 1960s by business icons Edmund P. Learned, C. Roland Christensen, Kenneth Andrews and William D. Guth.

In 1982, Heinz Weihrich took it one step further, constructing a 2-by-2 matrix to plot out the answers to the four key questions for easy comparison. Strengths and Weaknesses were across the top, and Opportunities and Threats in the bottom row. This remains the most common and effective way to conduct the analysis.

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It is vital that when recruiting new members of staff you follow an agreed process that meets all current legal requirements.

This example Recruitment & Selection Policy needs to be viewed alongside any current employment law and your own internal policies and procedures.

To download this resource: Click Here

 


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Young people demand a career that will help others according to new research commissioned to launch Tomorrow’s Engineers Week.

The findings show 90% of 9-18 year olds want a career that tackles social issues with almost half wanting to help animals (47%), two-fifths want to save peoples lives (37%) and a third want to help tackle homelessness (29%).

While two-thirds (65%) of Generation Z claim money is the most important thing to look for in a career, 43% want to be part of something to be proud of and 37% want a career that offers excitement.

Dr. Thilo Pfau, Senior Lecturer in Bio-Engineering at The Royal Veterinary College, commented: "I believe it is important to think of engineering as an exciting area that extends into every area of life.

“For me personally, it has given me a career which allows me to combine my interest in computers, patterns and algorithms with my passion for animals. I use engineering to help veterinarians diagnose and treat problems that restrict the quality of life of many animals.”

Among the 9-18 year olds questioned by researchers, only a few (10%) were actively considering a career in engineering but two-thirds (67%) would consider a career in engineering if it allowed them to help the world, the environment or save peoples’ lives.

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The critical first step in designing and leading successful large-scale change is to fully understand the dynamics and performance of the enterprise.

It’s simply impossible to prescribe the appropriate remedy without first diagnosing the nature and intensity of an organisation’s problems.

Is your organisation's performance as good as it could be? What could be changed to improve things and why would this help? Does the key lie in the work itself? Or with the people doing it? Should you reorganise the corporate structure? Or try to change the prevailing culture?  And why does one organisation seem to thrive on a certain corporate structure or type of work, while another struggles?

The answer lies in understanding the key causes or drivers of performance and the relationship between them.

The Congruence Model, first developed by David A Nadler and M L Tushman in the early 1980s, provides a way of doing just this.  It's a powerful tool for finding out what's going wrong with a team or organisation, and for thinking about how you can fix it.

To find out more about the model and how it can be applied Click Here


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Most employers fully appreciate that the success of an organisation can hinge on its staff.

But, finding and keeping the right number of employees with the necessary abilities and attitudes requires skills which can sometimes be undervalued, overlooked or simply rushed.

This guide, produced by ACAS, is aimed at employers looking to handle recruitment themselves - whether they are the owner of a small firm, the head of a department in a larger organisation, part of a human resources team, or a line manager/supervisor.

It will also help no matter if the involvement is in some or all of the recruitment process.

To download this guide, click on the following link: ACAS Recruiting Staff


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Companies often complain about the unrealistic expectations of millennial workers, but heeding their call to action can improve the work environment for everyone.

The writers of this McKinsey report believe that it's time for leaders of organisations to stop debating the millennial problem, hoping that this supposedly exotic flock of sheep will get with the program.

Instead, they should see how questions and challenges from their youngest employees can spark action to help their companies change for the better.

To read the report in full Click Here


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A business leadership team needs a balance of "how" and "why" types says leadership expert Simon Sinek.

The idea being that if, as the senior leader, you recruit members to your business leadership team who are too similar to you, you will clash and / or the tasks that you both find challenging won't get done.

It's not always so easy to find this kind of person to join your team — that's partly because it's not so easy to know what individuals can bring to the table.

Simon Sinek has spent a lot of time thinking about this problem. Sinek is a leadership expert and bestselling author; in his book, "Start With Why," he addresses this dilemma head-on.

Most people, Sinek says, are either "why" types or "how" types — and the best business teams are a balance of both.

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