Comments are closed. Previous Article Next Article Related posts:No related photos. While the people management issues of developing an e-business are critical,many companies neglect them. Claire McCartney examines how leading companieshave tackled…We are living in a business world that is characterised by constant change.We have witnessed the advance of mergers and acquisitions activity,globalisation, strategic alliances and, currently, a shift towards organisationalrestructuring and downsizing. Change has been accompanied and facilitated by a new technological age, inwhich organisations are increasingly reliant upon IT and the internet toadvance their business processes. Established organisations are realising thepotential that e-business offers them despite the dotcom downturn. Indeed, manycompanies are urgently implementing e-business initiatives so they may competein their markets and improve organisational performance and productivity. A new report by Roffey Park, exclusively released to Personnel Today, showsthat organisations entering the world of e-business have to contend with awhole array of new practices, ways of working and challenges. The humanimplications of buying into this change conversely seems to be the area that ismost often neglected by organisations. Organisations need to tackle the humanissues directly in order to create successful e-businesses. The role of HR iscritical within organisations adopting e-business, as change relies heavily onhuman transformation. E-business success is dependent upon effective recruitment and retention,implementation of wide-scale training and support, consistent and frequentinter-communication and by initiating culture change. There is no single, universally accepted definition of the term e-businessbecause it represents a newly emerging and constantly evolving area ofbusiness. However, throughout Roffey Park’s research, the term e-business isused in its broadest sense, referring to the integration of systems, processes,organisations, value chains and entire markets using internet-based and relatedtechnologies. The report, E-Business: What are the Human Implications of Transformation?features six case studies of companies that have developed varying approachesto integrating e-business into their organisation. It shows how the EmploymentService, Sainsbury’s and an anonymous financial organisation have createdseparate e-business initiatives, and how BT, Cable & Wireless and IBM transformedtheir entire organisations through its use. They faced HR challenges in five key areas: 1. Recruitment and retention For many of the organisations, the effective recruitment of new skillsrequired for changing business needs was a real issue that needed to be tackledduring the hype surrounding dotcom start-ups. One of the key challenges was theneed to entice people from attractive, smaller, innovative web companies.Although the subsequent loss of confidence and eventual demise of the dotcoms didmuch to enhance the attractiveness of traditional, secure organisations, firmsstill have to address a number of issues in this area, and need to think aboutother ways of winning the war for talent. Many of the featured organisations are seeking employees with relevantexperience and, equally importantly, with the right attitude and mindset to fitin with the emerging e-business culture. Employees have to be able to adapt toworking in a constantly changing environment, an uncertain market, and for companieswhere work roles often have blurred boundaries. The financial organisation’s e-business initiative not only offers a numberof different terms and conditions to its parent organisation in an attempt toattract the type of talent the business requires, but also to caterspecifically to the e-business environment. In particular, the e-businessinitiative offers employees with these skills benefits such as a £3,000development allowance and a company performance-related bonus if they remainwith the organisation for a specified period of time. Recruitment and performance measurement within the financial e-businessinitiative, is conducted against a defined set of behaviours linked to thebusiness environment. The recruitment team is looking for potential employeeswith appropriate experience and an attitude that fits with the company’sculture. Many of these behaviours interlink with the traditional side of thebusiness such as driving performance and building pride and passion, but theevolved organisation particularly emphasises the need for innovation and fun inaddition to hard work. Sainsbury’s to You, the chain’s home delivery grocery service, purposelyformed a team blending people with web and marketing skills with others who hadworked for Sainsbury’s in retail and in the supply chain, and understood thelogistics of the business. It recognised where the skill gaps were within thecompany and recruited externally. Sainsbury’s, for example, highlights theimportance of building a strong team with a combination of different skills andexperience to move the business forward. It also reinforces the necessity ofgetting the right ’employee mix’ for e-business. Succession planning is also important for e-business organisations –particularly for those that have a flatter structure where there is less roomfor individuals to progress within the business. This is particularly the casewithin the financial organisation where the step up to the executive tier isquite substantial. Staff retention and recruitment needs to be monitoredclosely and resource planning needs to be implemented. Instead of thinking twoweeks ahead, organisations need to focus upon what they will be needing in sixmonths time. BT was acutely aware that it needed to offer employees attractive andinnovative packages to win the war for talent. The organisation thereforefocused upon using technology to develop flexible working solutions and toensure a greater work-life balance for its employees. 2. Employee buy-in Employees have to buy into the concept, values and key objectives of the newbusiness to make it a success. The e-business organisation can only thrive witha motivated and loyal workforce who believe in the company and the quality ofits output and/or products. Once on board, employees are potentially the mosteffective champions of new products, services and technology across theorganisation. At Cable & Wireless, employees are bought into the project and motivatedby the promise of what e-business will mean to the company in the future. Theyare also motivated by being part of something new and exciting with greatpotential. Employees benefit by adding to their skills, gaining experience andworking in a setting where change is constant. Similarly at BT, employee buy-in is achieved by emphasising the benefitse-business provides for individuals as well as the business. Staff buy-in tonew ideas is gained by involving employees fully. Employees are involved in theadoption of new packages and services, or are introduced to them via thetesting of products on specific populations and then by word-of-mouth. Finally, at IBM, e-business information is distributed via frequentcommunication and buy-in is sought from ‘champion users’ or cross-representationfrom the user community. 3. Redundancy and boosting morale Transition to e-business and the unpredictable nature of the business meansredundancies are more common. This can be an extremely difficult period formany organisations that often have to lose effective and highly committedworkers. Constant change and the threat of redundancies in an e-businessenvironment can undermine staff confidence and make boosting staff morale apriority. HR plays an important role in confidence building throughout suchperiods. The key to boosting morale at Sainsbury’s to You centres around sharinginformation and celebrating successes. In such a busy business environment suchthings are quite easily overlooked, so the company seeks to ensure that managersreinforce these practices. Through periods of uncertainty and redundancy, HR, in conjunction withmanagers, should give the remaining employees incentives for the future. When the e-business initiative of the financial organisation went through asimilar situation, they tried to give employees what they termed as ‘goodstuff’ at the end of the process so those who stayed had something to lookforward to. Some of this ‘good stuff’ has actually been put in place, such asmaking Christmas Eve a day’s holiday for everyone and giving National Lotterytickets in Christmas cards – little things to make people feel better. 4. Communication Strong communication is another vital element for creating a successfule-business organisation. In a business environment that is characterised byuncertainty and constant change, effective communication has to be a constant.Organisational changes, whether large or small, have to be supported byconsistent and frequent communications. The HR team within the financial e-business initiative assesses theeffectiveness of internal communication to employees through an annual staffsurvey and feedback is gained on how it can be improved. At BT communication levels have also been developed – press announcementsare published simultaneously for everyone to see and the online news channelfor BT staff, BT Today News desk, is continuously updated. This effectivecommunication system enables the leadership team to get clear messages acrossto its audience. Cable & Wireless has learnt that communication is vital when anorganisation is undergoing so much change. In the past, it had been accused ofhaving ‘fuzzy communications’ and it has learned from that. The company now hasa communications department that has a good feel for what the business needs.The head of internal communications sits within the HR department, so the HRgroup is able to work with him through all the initiatives that are running. 5. Training and support HR must develop a comprehensive training and development programme tosupport all employees through the technological and cultural changes thataccompany the shift to e-business. Several of the case study organisations have provided employees withtechnological support to help them adapt to new working practices and acquirethe necessary skills to work in the new environment. BT ensured that employeeswere provided with booklets to guide employees through all new onlineprocesses. This was particularly useful for staff who lacked either the confidence or experienceto use the new system immediately. A development and training portal, the BTAcademy, was also launched to improve transition employee skills. Additionally, at IBM the collaborative computing team run a series ofnon-traditional events in an attempt to illustrate how people can make the bestuse of technology in the business environment. The events are designed toimprove ways of working and increase productivity and efficiency. Seminars andworkshops encompass technology, knowledge management, creativity andconsultancy. HR must also develop an effective cultural change programme to encouragesuch transformation. Cable & Wireless is engaged in development andtraining around cultural differences, culture change, managing change andmanaging cross-global boundaries. It has developed a comprehensive series ofinternal and external seminars and programmes to tackle such issues. It isencouraging for the organisation to note that this has been successful and thatthese types of behaviours and ‘global mindsets’ are starting to filterthroughout the entire organisation. Also at Cable & Wireless, but specifically within the HR department, aseries of programmes have been run this year around themes such as ‘the way wework’, and ‘the way we’re going to work’. Internal seminars have also beendeveloped on ‘what we want to see’ and ‘what we don’t want to see’ to reinforcethe key aspects of the new culture. Awareness sessions – lunch-and-learn, webcasts, and executive conferencecalls, for example – are available to all employees and are taken up by asignificant number of them. E-learning materials are also widely available onvarious topics. Sainsbury’s to You transitioned the skills of current employees byconducting training around working in teams and learning cross-functionally toeducate people on e-business and to bring them up to speed. The way ahead The research indicates there are a number of challenges involved in workingwithin an e-business environment. A recurring theme throughout all of the casestudies is the challenge of getting the ‘people bit right’. Human issuespermeate all of the key issues. The role of HR is crucially important within e-business organisations wheretransformation is so strongly dependant upon people skill transition. Effectiverecruitment and retention schemes need to be developed to secure talent andkeep staff motivated and loyal. HR needs to develop the right ’employee mix’for their businesses – blending employees with the right combination of skillsand experience. HR must also develop comprehensive training and development programmes tosupport employees through the technological and cultural changes that accompanythe shift to e-business and create strong communication channels throughout theorganisation. In particular, HR should follow the 10-point guide of workingwithin an e-business environment. E-Business: What are the Human Implications of Transformation? by ClaireMcCartney is available from Roffey Park priced £30.00. Contact Pauline Hinds on01293 851644 or by e-mail: [email protected] McCartney is a researcher at Roffey Park. Roffey Park is running a freee-business seminar on 25 September. For details contact Pauline Hinds as above.HR’s 10-point guide to sucessful e-business1. Create an attractive set ofbenefits and terms and conditions to secure talent with appropriate e-businessskills2. Create the right ’employee mix’ – a blend of people with thenew skills required and those with solid experience of the business3. Make sure both sets of people feel equally valued 4. Monitor staff retention and recruitment closely – instead ofthinking two weeks ahead, focus upon what you will need in six months time5. Gain employee buy-in to the new business by fully involvingstaff – once on board, employees will be your most effective champion of newproducts and services6. Celebrate successes no matter how small7. Boost employee morale in periods of uncertainty and downturn8. Communicate all changes whether large or small, good or bad9. Provide comprehensive training and support to help employeesadapt to the new business environment, including– Technological support– Culture change training10. Provide constant support to business leaders, managers andemployees working in an environment ofconstant and rapid change The human factorOn 17 Sep 2002 in Personnel Today
Appledore Lettings, on Fore Street in the attractive estuary town, is now part of Collyers and rebranding of the office fascia, marketing material and advertising boards with the Collyers’ distinctive purple and lime colours is now underway.With a portfolio of around 350 managed properties in and around the Barnstaple and Bideford areas of North Devon, Collyers has been letting property since 2011 and has a growing bank of loyal landlords and tenants.Collyers has retained two staff members in the Kingsbridge office – Nadine MacLennan, now promoted to branch manager and Corinne Mcdonnel-Purbrick.Collyers’ acquisition has expanded its portfolio to over 400 properties, across North Devon and the whole of South Hams. James Collyer said, “We were looking to expand and we chose South Hams over agencies in Bristol as we know the area well and like it, it’s very similar to North Devon with its beautiful scenery, coastline and attractive landscape and properties. We are pleased to have been able to keep Nadine and Corinne – they are both assets to the business with excellent customer and organisational skills, an existing rapport with local clients and a great deal of knowledge on the area and the properties within it.”James Collyer Appledore Lettings Collyers Collyers South Hams May 30, 2019The NegotiatorWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Home » News » Agencies & People » Collyers acquires Appledore Lettings previous nextAgencies & PeopleCollyers acquires Appledore LettingsCollyers, the Experts in Property estate and lettings agency with a duo of branches in North Devon, has moved into South Hams with the acquisition of a lettings agency in Kingsbridge.The Negotiator30th May 20190648 Views
View post tag: Explosive August 5, 2013 Share this article View post tag: US View post tag: Defence View post tag: Ordnance View post tag: Defense Training & Education View post tag: Exercise View post tag: Interoperability Israel, US Partner Up in Exercise Noble Melinda View post tag: Noble View post tag: Israel View post tag: Navy View post tag: Melinda Back to overview,Home naval-today Israel, US Partner Up in Exercise Noble Melinda The U.S. Navy participated in Exercise Noble Melinda, July 22 – Aug. 1, in the Mediterranean Sea near Haifa, Israel. The exercise was an annual training event that was not associated with, or a reaction to, any real-world events, the US Navy informed.Noble Melinda is an annual maritime exercise designed to increase interoperability by developing individual and collective maritime proficiencies of the U.S. and Israel, as well as to promote friendship, mutual understanding and cooperation.The annual bilateral exercise, now in its 11th year, focused on explosive ordnance disposal (EOD), diving and salvage operations, recompression chamber operations, and other underwater operations.“The exercise has provided valuable training opportunities for both sides, and we are very excited to be here,” said Lt. j.g. Steve Link. “We have been able to work together successfully through a variety of scenarios, and I hope we can continue such collaboration in the future.”Explosive Ordnance Disposal Mobile Unit 8 (EODMU-8), from Rota, Spain, is the U.S. 6th Fleet unit that participated in the exercise.U.S. 6th Fleet, headquartered in Naples, Italy, conducts a full range of maritime security operations and theater security cooperation missions in concert with coalition, joint, interagency, and other parties in order to advance security and stability in Europe and Africa.[mappress]Press Release, August 5, 2013; Image: Navy View post tag: News by topic View post tag: Naval View post tag: partner View post tag: Maritime View post tag: Disposal View post tag: up
BOARD OF ZONING APPEALS SHOULD APPROVE REQUEST FOR PROPOSED WESTSIDE RESTAURANT-BARFor several months successful businessman Kerry Chesser petitioned the Board of Zoning of Appeals to approve his re-zoning requests to locate an upscale Restaurant-Bar on West Franklin street.At the last Board Of Zoning Appeals meeting Mr. Chesser request for approval ended with a 3 to 3 tie with one member absent. Because of the tie vote a meeting of the Board was rescheduled for tomorrow afternoon at 4:00 pm at the Civic Center.Because Mr. Chesser’s project plans didn’t meet current City of Evansville parking requirements he agreed to tear down a large section of his vacant building located on West Franklin Street so he can comply with the City’s overzealous parking requirements. Opposition from a future competitor also forced Mr Chesser to scale down the floor plans of his proposed Restaurant-Bar. His scaled down plans for his Restaurant-Bar will allow more on-site parking spaces. Also a side agreement with an adjoining property owner will also add additional parking spaces for his project.Over the years West Franklin street has become to be known as the “Entrainment District.” of Evansville. Mr. Chessers Restaurant-Bar expansion is similar to the commercial expansion going on in the Haynie’s Corner area during the several years. We wonder if any special variances for parking were ever given to any of the new Restaurant or Bars located in the Haynie’s Corner area?It’s important to point out that the overwhelming majority of the Restaurant-Bars owners located on West Franklin street supports Mr. Chesser’s newly amended parking plans. Another good reason why the Zoning Appeals Board should approve Mr. Chesser’s request is because the Lamasco Neighborhood Association has also endorses his petition to open a new Restaurant-Bar on West Franklin street.Bottom line, Kerry Chesser is a highly respected businessman and over the years he has contributed many hundreds of thousands of dollars to those in need in our community. He also gets high marks for the way he operates his bars and restaurants by the people that lives in the area where his businesses are located .We strongly urge that the Zoning Appeals Board approve Mr. Chesser’s request to located his upscale Restaurant-Bars on West Franklin street because it will be a social, entertainment and economic asset to the West Franklin street area.It’s our opinion that the Board of Zoning Appeals should approve without delay Mr. Chessers plans to locate an upscale Restaurant-Bars on West Franklin street because it’s the right thing to do!FOOTNOTE: Please take time and go vote on todays ‘READERS POLL.” Todays poll question is: Do you feel that the Zoning Board of Appeals should approve the request to allow a new upscale Restaurant-Bar to be located on West Franklin street?FacebookTwitterCopy LinkEmail
Rank Hovis has launched a scholarship, open to all students working towards a baking qualification or taking bakery as part of a full-time course.The successful applicants will be given an all-expenses-paid personalised course to suit their interests, ambition and aspirations in the baking industry. The course will run over one to two weeks and can include any combination of learning activities, such as milling, test/development bakeries, plant production and craft production.Applicants will be asked to write in and explain how the award will benefit their career and what areas they would like to cover.For further information contact Rank Hovis technical sales manager Colin Lomax on 07831 099134.
This has been superseded by new advice,Further to the announcement that stocks of authorised flunixin injections for non-food horses are now available on the UK market (Meflosyl 5% Solution for Injection, Vm 42058/4085), the VMD is aware of vets’ concerns that demand may still exceed supply.Whilst purchase of an authorised medicinal product should be the vets’ first choice, the VMD has a number of options to address availability issues, should they arise.Stocks of flunixin solution for injection that were made available last year accompanied by a “Caution in Use” letter remain at wholesalers and the VMD will permit release of these in the event UK authorised product becomes unavailable (with a “Caution in Use” letter as previously permitted).Vets may also consider applying to import an alternative product via the Special Import Scheme if a supply issue is identified. Vets are reminded that use of the Cascade must be based on clinical need. Where authorised products are temporarily unavailable vets should consider the likely quantities needed and purchase appropriately.The VMD is working with wholesalers to monitor availability.As before, any existing product held at the veterinary level can continue to be used.
Celebrated French entrepreneur and fourth-generation baker Eric Kayser is to open a bakery and restaurant on London’s Baker Street this month. Hailed as one of France’s best bakers and particularly famous for his sourdough breads, Kayser’s bakery brand Maison Kayser will open in London on 13 January.Maison Kayser operates more than 100 bakeries in 21 countries, including 20 in Paris, 19 in Tokyo, five in New York, three in Singapore, and now one in London.The London site will open just over 20 years since Kayser opened his first bakery in Paris in 1996. It will seat 60 and host a takeaway bakery, sit-down restaurant and patisserie.Kayser said in a statement that the UK venture would be “a celebration of all things artisan”.Bread will be baked on-site throughout the day and everything available to eat on-site or to takeaway will embody the baker’s “rigorous approach” to food, said the firm.
Rooftop and utility-scale solar pushing coal generation out of daytime market in Australia FacebookTwitterLinkedInEmailPrint分享Renew Economy:One of the most common questions among people concerned about climate change and cleaning up the energy grid, is what small contribution they can make. Will adding rooftop solar make any difference at all?The answer is most certainly yes. The latest quarterly report from the Australian Energy Market Operator contains little doubt – the increase in rooftop solar, and in large-scale solar plants, is pushing coal out of the daytime market.According to the Quarterly Energy Dynamics report for the December quarter, the changes in generation sources for the main grid were quite marked.The biggest increase – and remember this is not average output, but the average increase in output – came from rooftop solar, which in 2019 posted a record installation rate of 2.13GW (for sub 100kW systems). Rooftop solar at its midday peak posted an average increase of more than 1.5GW over the quarter, showing the real impact on the generation mix.The coal generators most affected by the increase in solar output – both rooftop and large-scale – were Eraring in NSW, where output declined by an average 231MW, and Gladstone and Stanwell in Queensland, where the average middle of the day output declined by 246MW. Other coal generators might also have been affected, but their output was interrupted by so many outages – both planned and unplanned – it was hard to tell.In Queensland, the increased output of rooftop and large-scale solar has resulted in a changing pattern of charging by the state’s biggest pumped hydro facility at Wivenhoe, which is now under new ownership by the government owned CleanCo. Under its previous owner, CleanCo pumped mainly at night, supporting coal generation, but with CleanCo it is now doing most of its pumping during the day, soaking up the excess of cheap solar – the so-called solar duck curve – and helping prevent prices going negative.[Giles Parkinson]More: How rooftop and big solar are pushing coal out of daytime energy market
By Dialogo December 03, 2012 TEGUCIGALPA, Honduras – The 10.3-ton cache seized in Honduras Nov. 29 turned out to be pseudoephedrine, which is used to make synthetic drugs such as ecstasy, and not cocaine as it was originally thought, authorities said Dec. 1. “The toxicological tests showed positive that it was pseudoephedrine paste to produce ecstasy pills,” said the prosecutor’s office spokesman, Elvis Guzmán. The drugs were stashed in a 15-meter-long (49-foot-long) tunnel found on a farm in the department of Yoro, some 200 kilometers (124.3 miles) north of Tegucigalpa. At least 8 people were arrested in a series of raids that began over the weekend and resulted in the seizure of US$100 million in property. “On the property [the suspects] were installing a laboratory to process the narcotics and to supply the Mexican and Central American markets,” Guzmán added. Honduras, like other Central American countries, has become a key transit point for drugs moving from South America to the United States. [AFP (Honduras), 02/12/2012; El Heraldo (Honduras), 01/12/2012; La Prensa (Honduras), 01/12/2012; Emol (Chile), 02/12/2012]
This money is spread out between community clinics, schools, road maintenance and repair, and much more. (WBNG) — The census and the data it gathers plays a massive role in our communities and states. The information you send in helps determine a lot, including a good deal of cash. “It’s super easy and quick. I really encourage everyone to take pride when they fill out the census,” said Friedman. There are several ways to take part in the census. That it is a way for everyone to help their communities into the future. “All of the census field workers have been put on a two week delay that will be reevaluated. So the actual deadline of the census might shift into the future,” said Friedman. The key messages from census officials are that your answers won’t be used in the wrong ways: “There are four ways that people can respond to the census. They can do so online, by phone, by mail, or by having an interection with a census worker. The self reporting is what is preferred. So that means online, by phone, or by mail,” said Friedman. “The information that’s collected is not used to personally identify people,” says Friedman. Binghamton Mayor Rich David is asking that census deadlines be backed up due to the ongoing pandemic. “There’s $675 billion in federal funding. The census also determines how many representatives each area has. So it’s super important that everyone is counted,” says Chair of the Census Complete Count Committee Aviva Friedman. Though April 1st is not a set deadline, dates to gather information, especially in person, have been backed up and will be adjusted as the coronavirus situation warrants.