There are currently a number of theories dating back and developed from Plato, Aristotle, Confucius, Gandhi, Marx and Freud, that influence our current understanding of leadership but not one of these can accurately describe a true leader as there are a variety of approaches that affect our perception of a leader is entirely dependent upon situation.
Given that our take on leadership is situation based, we begin to identify that there is an individual approach that can adapt to the needs of various companies as they develop a future leader through a talent management cycle.
The first phase in talent management or in other companies, also known as succession planning defined as a strategic method to attract, retain and develop highly skilled individuals to serve your company is leadership consultancy. It is basically the process of identifying characteristics, traits and qualities or the exact criteria for the attributes that should make up your desired leader. This allows for creating the ideal model or framework for leadership that is aligned with your company goal, vision and mission.
The second phase is leadership audit where in the goal is to amass collective data about the existing effectiveness of your current leaders to gain insight on how they have had impact on your company, as well as identifying areas for improvement. This is used to measure effectiveness, performance, alignment, capability and value for money to be used as a comparative study against studies from other companies giving you a clearer insight in how you can improve the structure of you current leadership model.
The next phase is leadership assessments and benchmarking where the aim is to focus on capabilities of an individual, measuring the ability to lead with the help of their amassed knowledge, background experience, learned management skills and high performance behaviors, and on preferences of an individual where personal characteristics, traits, values and motivations influence their methodology on leadership. This again is collective data across you organization to be comparatively analyzed against successful organizations to help boost the success of your company taking it to the next level.
The next phase in leadership training and development is the use of assessment and development centers based on a theoretical model in helping your leaders through learning and accreditation. Based on solid research it aims to tackle the complex relationship between behaviors and performance such as negative effects of behavior and differentiation between behaviors and its impact on your organization. These also include but are not limited to, workshops and courses on leadership skills, development toolkits, coaching and development toolkits, top team development and leadership coaching focusing on skill development coaching, transitional coaching, career coaching, executive coaching and performance coaching. Participants are usually asked to spend time going through this training until they have received their accreditation. This of course maybe costly but is a necessary investment if you are serious about influencing a great change within your company.
The last phase is the most crucial to a future leader and given the utmost importance by a talent management team, performance management, because affecting change does not come naturally to some and usually involves a greater emotional aspect than an intellectual one. A leader’s efficiency is based on his ability to influence favorable outcome which is always going to be dependent on the performance of his department. The only way effective leadership is measured is through seeing his performance, the results. There are two organic key factors that can immensely influence performance, motivation and environment. Motivation is essential in driving results because it is an innate drive to improve one’s self. It is vital that the leader knows his employees on a personal so he can create an approach tailor fit for every individual personality so he can better gear them towards a goal. There are different forces that drive motivation in every person and it is a leader’s responsibility to use that as a tool for improvement. In the same way, it helps define the preferences in their working environment. An employee who feels comfortable with his office environment does not need coaxing to do better. He enjoys his job and the company of his co-workers as well. As a result there will be need for minimal supervision in driving results once positive reinforcement has been implemented. Prepare your future leaders today.
Kathryn Dawson writes articles about the importance of measuring effective leadership through performance and results. The quality of a leadership must be reflected in the standards they set for themselves, and once that is established, managing employee using integrated performance management and talent management software will deliver a significant return through direct or indirect operational efficiency benefits, where the potential of every employee is unlocked.
Just as the Health and Safety Executive releases statistics showing a fall in the number of recorded construction site injuries, the HSE received formal notification of six deaths in the space of five days, one of the worst periods of recent times.
The six site fatalities occurred between October 18 and October 22 in five separate incidents.
These latest tragedies confirm that construction is still one of Britain’s most dangerous industries – despite the recorded fall in the number of deaths and injuries.
Philip White, HSE’s Chief Inspector of Construction, said:
“While the fact that fewer people are being killed or seriously injured is encouraging, the construction industry retains its unwanted record of accounting for more fatal injuries than any other sector.
“As Britain moves out of recession and work starts up again, we must continue to focus on real health and safety, especially in construction where the risks are all too real all the time. The great tragedy is that so many of these deaths, injuries and illnesses are entirely preventable and can be tracked back to the same basic failings.”
The HSE construction data reveals that in Britain between April 2009 and March 2010 the number of major injuries – such as burns and amputations – fell 14 per cent to 2585 from 3307 in 2008/09 (rate of 266.7 per 100 000 in 2008/09 to 230.0 in 2009/10).
Work-related ill health remained at a similar level to 2008/09, with an estimated 82,000 cases at a prevalence rate of 3,700 per 100 000 employed in the previous 12 months. Falls from height remain the biggest cause of fatalities in construction, with the other main causes being struck by a moving/falling object, being struck by a moving vehicle and collapses.
Figures released in June showed that there were 42 fatal injuries to workers in construction in 2009/10, which compares with 52 deaths the previous year.
Marketing Manager
Connaught Compliance Health and Safety
The costs of non compliance are significant in human, financial and reputation terms, with severe fines and imprisonment now a reality. As the UK’s leading health and safety management consultancy, we undertake general health and safety risk assessments of the workplace or demised areas and will also undertake task or hazard specific risk assessments. More information can be found at: http://www.health-and-safety-management.co.uk
The practice of honoring achievement with service medals originated in the military during the era of George Washington. Today, organizations in all industries can distribute these prestigious brass awards to thank employees for their hard work.
When people think of service medals, they often times conjure up an image of military personnel. And while it is true that the practice of giving service medals to recipients who go above and beyond the call of duty started in the military, today, non-profit organizations and larger corporations can also make use of these prestigious recognition items. This article explores the history of service awards, their evolution over time, the various types available, and how organization in all industries can use service medals to thank their clients and employees and continue to motivate their workforce as well.
The practice of recognizing military personnel with service medals began in George Washington’s era. In fact, the Badge of Military Merit, awarded by Washington, was the very first military medal for combat; it was given to recognize any meritorious action during the American Civil War. Today, the Purple Heart is one of the most well-known dedication medals, and some would say it is the most highly regarded medal that one can earn. The Purple Heart is based of off Washington’s Badge of Military Merit and is given by the president to those who have been wounded or killed in the line of duty. In addition to the Purple Heart, there are many other prestigious medals awarded by the military.
While service medals are traditionally used as recognition items to honor service men and women who serve their country in the military, they have also extended to other industries. Like the military, schools, hospitals, and other non-profit organizations can use these prestigious awards to thank their employees for their service. One idea is to distribute these awards for an anniversary- or a certain amount of service. For example, maybe your organization chooses to distribute service medals to every employee who reaches a ten-year anniversary with your company. By distributing service medals in such a timely manner, they become a rite of passage and a sign of prestige.
Other ideas for distributing service medals include using them to thank clients for their business or to motivate employees to continue their hard work. Whether you work in the financial industry, the energy sector, or in the legal division, medals signify to employees just how much you appreciate them. Give these awards to lawyers to mark every legal victory, or reward them to a banker who receives a promotion. No matter how you choose to distribute custom medals, they will give a bestow a sense of prestige to both the recipient and to all who view the engraved award.
Unlike other types of awards, you can choose to customize service medals either with a hanging loop- so recipients can proudly wear the medals around their necks- or with a stand, so recipients can display them on their bookshelves or desktops. Either way you choose to personalize your sophisticated brass medals, you can imprint up to two lines of copy. That means that recipients will remember their accomplishment- and your organization or company- for years to come.
Julia Bee is a freelance writer who enjoys providing pertinent information about a variety of recognition awards. Visit Zenith Awards online to browse a large selection of service medals.
Nowadays, for running a successful business and avoiding certain tax issues, payroll processing has become a major requirement. No matter, if you are running a mid- sized or a big business organization, payroll acts as a vital factor essential to run and manage the overall employee remuneration records. Undoubtedly, maintaining such vital records in spread sheets often lead to a monetary mess up and give birth to several payment issues. If you are seeking to hire a renowned payroll services provider firm, use the internet connection to serve the purpose. You can find a number of reputed payroll companies, which cater to their clients by charging an affordable amount.
By installing a payroll software, you can enjoy the automatic uploading and updating of employee’s payment details such as monthly salary, tax percentage, TA/ DA deductions and awarded bonuses, etc. This valuable software proves effective in maintaining the organization’s payroll flow. Furthermore, running and checking of this software program is quite easily and no technical training is required for this. You can print and e-mail the payment statement of employees by mentioning their account numbers if you are arranging a huge organization. You need to put an account number in the payroll processing program and the lump- sum account report will be displayed in a few seconds.
With a wide scope of functions and activities, payroll software contributes in the growth of a particular organization. It demands less time and calculates accurate figures for generating employee master data. Moreover, the maintenance of this program does not require much. To make your online business successful and respond to the changing official requirements, you must equip your business with a proficient payroll program. You can choose multi- city payroll system and country wide payroll system for completing your business demands. To bring ultimate flexibility and enjoy limitless growth by saving taxes, it is recommended to purchase the top rate payroll program. By inspecting a little, you can appoint a payroll services provider company as per your budget for the same. Most of the companies provide technical support and free of cost update versions of payroll programs. Therefore, save you precious time and make your business quick by using a payroll system.
Looking for Payroll Processing? Payroll Software, Payroll Services offering you human resource management outsourcing and HR jobs India.
According to a recently released report from Hewitt Associates, a global human resources consulting and outsourcing firm, we can be thankful that most employers are “holding steady” on 2010′s salary increases and bonus payouts. In this survey released on November 19th, 555 large employers found that base salary increases for salaried exempt, salaried nonexempt, and nonunion hourly employees are expected to be 2.5% in 2010, slightly reduced from original projections of 2.5%.
Unlike this time last year, the majority of U.S. employers are maintaining their existing compensation budgets for 2010, making only minimal changes to salary increases and employee bonuses. Better yet, the number of companies expecting to freeze or reduce salaries has “declined dramatically” compared to last year, as companies look toward the New Year with cautious anticipation and prudent planning to control labor costs.
In a year where most employees considered job security of paramount importance, the survey reported that actual pay raises for workers in 2009 were 1.8% for salaried exempt, 1.4% for executives and 2.2% for union employees.
On another encouraging front, employers are no longer planning to freeze or reduce salaries next year. The recession resulted in nearly half (48%) of employers took those serious steps to preserve jobs and control costs over the past year. Yet only 17% are considering taking these measures in 2010.
“Many companies are still finalizing their 2010 compensation budgets, but the good news is that most don’t seem to be taking the same types of drastic cost-cutting measures we saw at this time last year,” said Ken Abosch, head of Hewitt’s North American Broad-Based Compensation Consulting practice.
“As organizations remain under enormous pressure to hold down fixed costs, we’ll continue to see an emphasis on variable pay approaches. These types of performance-based awards give companies more flexibility, allowing them to adjust payout amounts based on business and personal performance, without being tied to fixed costs associated with base salary increases.”
Hewitt survey has found that variable pay spending as a percentage of payroll has almost doubled over the past 15 years, rising from 6.4% in 1994 to 11.2% in 2009. Almost two-thirds (64%) of those employers link individual performance to variable pay.
It appears from a variety of corroborating reports from many compensation sources that 2010 will offer modest merit increases, increased use of variable pay, and a more stable employment picture for the 88-90% of people now employed. Given where we’ve been over the past year, in my book that’s plenty to be thankful for as we anticipate the new year.
Copyright 2009, Regan HR, Inc.
Becky Regan is the founder and President of Regan HR, Inc.,=> http://www.ReganHR.com a human resources consulting firm. A former Corporate Human Resources Director (10,000+ employees) with more than 25 years of HR work experience in many industries, her team works with private, public and non-profit clients. Becky is passionate about designing HR programs and compensation plans that build organizations.
If a job is worth doing it often takes a number of steps to get it right as well as a good measure of tenacity to keep on track and get the job done. No matter what the project you need to do, make a point of planning in detail before you begin. Planning a health and safety risk assessment is no different. Here are the steps to getting it spot on:
1. Can you avoid risk completely
First, you need to check whether the task you are assessing could avoid all elements of risk. For example window cleaners face the high risk of falling when using ladders to tackle first floor windows. This can however be avoided by using a long hosed cleaning attachment so that cleaners stay on the ground. This step is imperative. If you omit it you risk missing ways to make a job completely safe.
2. Look for ways to do a job with less risk
If you cannot eliminate risk totally you should identify ways of working that are less risky. As a window cleaner you may access higher windows using a cherry picker access van rather than a ladder. It will involve some ingenuity and must meet with health and safety guidelines. If a job involves carrying items how can you reduce the weight?
3. Put control systems in place
Get sound health and safety processes in place to ensure risk is minimised. Training must be carried out and systems should be regularly monitored to ensure they are working.
4. Use PPE
Personal protective equipment is a must. It needs to be enforced and people within the organisation must be educated about the need to wear it.
At NorthgateArinso we are specialists in offering health and safety advice including courses and training for all aspects of risk assessment.
The Article is written by http://www.northgatearinsoemployerservices.com providing Health And Safety and Human Resources Services.Visit http://www.northgatearinsoemployerservices.com for more information on http://www.northgatearinsoemployerservices.com Products & Services
Internet usage has seen a surge in recent times with users making use of the internet for a majority of their daily tasks. Major organizations too are availing of the internet’s facilities to connect with their target audience for a more effective reach. The Government of United States too has taken a step in reaching out to the citizens through the internet to be able to provide better services. Quiet often people have ideas that can be implemented for their own success as well as the success of society. At time implementation becomes difficult as people don’t have the means to make it a reality. This is where government grants come in the picture. The government provides several grants such as personal grants which will help people make their dreams into reality. If you aim to start out with your own boutique, store or any other start-up business then you can apply for a small business grant and see your dream materialize. One of the primary demands in today’s time is education. Most people skip out on higher education due to lack of funds. With the various facilities like Pell Grants people need not give up on their dreams of receiving higher education.
Most of us have dreams of achieving something with our own efforts and education is one of our primary goals in life. Several people go through life without higher education, not due to a lack of desire but most likely due to lack of adequate funds. Higher Education can go a long way in ensuring a person’s overall success in life. The Government of United States recognizes the demand for proper education and has made available several Government grants such as Pell Grants which aid deserving users who want to pursue higher education. Applying for this grant through the internet is extremely easy with just a simple form to be filled for your application.
Starting a business can be a daunting task and requires several laborious steps to be considered before the dream becoming a reality. One of the major hurdles that people face while considering their business is the finance required to make the dream into reality. The Government has made provisions such as Small business grants for those who want to start their dream venture and require financial assistance. These grants also have special provisions for minorities as well as women who want to start their own business.
Live your dreams by appling business grants for women, home repair grants and Personal Government grants
If you are an employer of staff – from two to two thousand – the worldwide recession may mean you are considering making some of them redundant. However, advice from experts in the human resource field suggests this may not be the best option. Some of them fear employers are getting rid of staff without thinking of the consequences, reminding them that employees are often key to the success of a business, so that the cost of getting rid of staff is greater than the savings that will be made. They quote Peter Drucker, management guru, who said: “Layoffs should be a last resort…discarding skills and knowledge is a short-sighted strategy.”
Jens Butler, of Ovum, a business advisory firm, says, “What’s needed is long-term vision.” Certainly up to two thirds of the costs of running a business can be spent on employment, but staff are an investment that is hard to re-make. Staff members often have knowledge of the business that has been hard-won over years of experience. When good times return – as they will – that experience will need to be regained by new employees – a costly and difficult task. As well, there is the need to pay redundancies, where these exist – and the added cost of advertising, selecting and re-hiring staff later. And a cost that is difficult to quantify is the affect of staff cuts on the morale of those who remain. It’s difficult to put your best foot forward if you are constantly looking about for a knife in your back.
Current thinking is that this recession will not last as long as some have predicted, meaning it is best to hold on to the very real talent that your staff members provide.
What can managers and employers do meantime, in order to hang on to their staff? Some tips provided by the experts include the following.
- Suggest staff take unpaid vacations – they may even enjoy them.
- Remove bonuses for senior positions – they don’t really need them.
- Consider instituting shorter hours on a rolling basis – four-day weeks are proving popular in some places.
- Give away recruiting for now – if a staff member leaves voluntarily, is it possible to leave the position unfilled?
- Put off capital expenditure – it can be made when the economy recovers, but a staff member lost is usually lost forever.
- Cut back temporarily on pension and insurance schemes.
- Focus on expansion and diversification, thinking laterally.
Not all these measures will apply to every firm, but putting even a few into practice can enable substantial savings that will allow the retention of those people whose understanding, ideas and vital networks continue to bring life to a business.
As well, communication between employer and staff becomes very important when the threat of redundancy looms. Human resource experts stress that workers must be kept informed – on a daily basis, if necessary – about how the company is faring economically. “Then they are given the opportunity to help with their own survival,” says one business advisor, “and it can be surprising how many ways they can find to do things a little better – more cost effectively – than they could in the past.”
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The Safety Train, a company which operates an e-learning training portal aimed at covering all aspects of health & safety training, has been granted an NCFE bespoke quality licence – making it one of the UK’s first e-learning providers to be accredited in this way.
“The NCFE licence accredits our course content,” said Jonathan Blythe, The Safety Train’s Business Development Director. “At present, we’re not aware of any other e-learning provider that has this accredited status.”
Jonathan went on to explain, “The Safety Train grew from a need to provide distance learning in health and safety-related subjects – principally because it was proving difficult to arrange classroom-based courses to suit the diaries of a large number of delegates who were based throughout the UK.”
“Our answer was to form The Safety Train and provide the training via e-learning materials dealing with social care, office health and safety and personal development. These e-learning materials are delivered via streaming video over the web and/or via mobile phone apps – and they offer a low cost to competency.
“Learning Light, a company which focuses on promoting the use of e- learning and learning technologies, advised us to apply for NCFE accreditation because they were certain that the high quality of our courses’ content would meet the NCFE’s accreditation criteria – which proved to be the case.”
NCFE advisor Helen Gregory, who assesses The Safety Train – in terms of how it produces content for its video-delivered courses; how its learning materials interact with learners, and how it measures the learning outcomes – commented: “I was impressed with the enthusiasm together with professionalism of the team from The Safety Train.
“There is no doubt about the commitment of this team towards the NCFE Investing in Quality licence. There is a clear drive to get the course right and I look forward to working with The Safety Train further.”
Learning Light’s Operations Director, David Patterson, commented: “The Safety Train getting accreditation from NCFE illustrates how the training industry is waking up to the potential and power of e-learning. After many years, face-to-face trainers – whom NCFE has been dealing with for about 150 years – are coming to view e-learning not as a threat to their jobs but as a technology to be embraced and exploited.”
End
Notes for Editors
About the NCFE
Based in Newcastle upon Tyne, NCFE is a national awarding body. Awarding bodies design and award qualifications which recognise the skills, knowledge and understanding achieved by a learner at a particular level and in a particular subject. It is a registered educational charity and a company limited by guarantee. Its charitable aim is ‘to promote and advance the education and training of young persons and adults’.
NCFE is recognised as an awarding body by the qualification regulators for England, Wales and Northern Ireland. The regulators are the Office of the Qualifications and Examinations Regulator (Ofqual) in England, the Department for Children, Education, Lifelong Learning and Skills (DCELLS) in Wales and the Council for Curriculum, Examinations and Assessment (CCEA) in Northern Ireland
NCFE can trace its record of working with colleges and other providers back to its founding organisation, the Northern Union of Mechanics’ Institutes (NUMI), established in 1848. From 1920, the Northern Counties Technical Examinations Council (NCTEC or ‘Northern Counties’ as it became known) supplanted NUMI and, supported by nine Northern Local Education Authorities, provided examinations for technical colleges, schools and other centres for over 60 years until 1981.
In 1981, the Northern Advisory Council for Further Education (NACFE), which was established in 1947 to co-ordinate further education provision throughout the nine LEAs, merged with the NCTEC to become the Northern Council for Further Education. When the further education sector was incorporated (made independent of the government) in the early 1990s, the company felt the old name was incompatible with its new national focus and has since then been identified simply as NCFE with the letters no longer being an acronym.
NCFE’s IIQ licence is designed to give formal recognition to organisations’ bespoke programmes. The licence is based on six Quality Statements which provide a quality assurance framework for the development, delivery and evaluation of your learning activities. For more information on our Accreditation Services, please see the IIQ pages on our website or contact Rob Kindness from our IIQ team on 0191 239 8083.
About The Safety Train
The Safety Train, http://www.thesafetytrain.co.uk/ operates an e-learning training portal aimed at covering all aspects of health & safety training. It offers a range of social care training, personal development training and office safety training covering: fire, first aid, food, general care and the various provisions of the mental capacity act. Single user prices begin at £20.
About Learning Light Ltd
Sheffield-based Learning Light is a centre of excellence in the use of e-learning and learning technologies in the workplace. Its knowledge base contains over 400 papers offering insights and advice on how to use e-learning & learning technologies.
Learning Light, which operates http://www.e-learningcentre.co.uk one of the leading resources on e-learning in the UK, works closely with the Universities of Leeds and Sheffield and has undertaken a Systematic Literature Review of the available papers on the effective use of e-learning in conjunction with the University of Sheffield.
Learning Light occupies a unique space in the e-learning and learning technology sector networking with:
* Suppliers of e-learning and learning technologies to support the growth of the sector
* Buyers seeking out learning technology solutions to improve the effectiveness of their business or organisation
* Leading organisations worldwide who provide it with market knowledge from around the globe
It:
* Provides unbiased and impartial advice to both suppliers and buyers
* Hosts events and workshops that provide the platforms to impart and gain knowledge by encouraging collaboration and sharing of best practice
* Acts as a conduit between suppliers and buyers to forge successful business partnerships
* Provides market intelligence and benchmarking information gained from its many contacts and networking partners
* Provides access to research materials from leading learning technology professionals
Further information from:
David Patterson/ Gill Broadhead, Learning Light, +44 (0)114 223 2442
Bob Little, Bob Little Press & PR, +44 (0)1727 860405
Bob Little is a writer, commentator, broadcaster and publicist. He is Senior Partner at Bob Little Press & PR, a business-to-business PR specialist that tells the truth as you want it told.
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