Reflecting on over a year of remote training, and where businesses must go from here

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nikolas Kairinos

Purpose The study aims to explore how businesses across the UK have adapted to over a year of remote training, and where there is room for improvement as long-term hybrid working plans are put in place. The study also uncovers what digital tools businesses have relied on to deliver learning and development initiatives during remote working, and their effects on employee engagement and experience. Design/methodology/approach An independent body of research was commissioned among 750 UK business leaders and 1,235 UK adults in full-time employment. Findings The research found that while the majority of businesses were able to leverage digital solutions during extended periods of remote work, significant numbers found it difficult to train and develop employees remotely, with many employees dissatisfied with the outcomes. Originality/value The research offers some valuable insights for business leaders looking to improve their training schemes as workplaces settle into new patterns of working.

2019 ◽  
Vol 18 (2) ◽  
pp. 47-51
Author(s):  
Peter Hogg

Purpose While the use of artificial intelligence (AI) in the workplace is on the rise, few understand how it will affect our jobs. Will it be a hindrance? A threat? Or the solution to the current productivity dilemma? As with any new, and largely untested, technology, AI brings both challenges and opportunities that we need to be conscious of. Design/methodology/approach The current and potential future implementation of AI technologies at Schneider Electric is assessed. Findings In HR, it is our responsibility to help navigate business leaders towards making the best business decision, often with the use of technology. AI, like analytics before it, has huge potential. Originality/value What we know for sure, is that the development of human talent has become one of the top priorities for global CEOs. With severe talent shortages in the UK, finding the right candidates for the job and investing in their professional development and well-being to keep them for longer look like no-brainers.


2016 ◽  
Vol 6 (4) ◽  
pp. 401-416 ◽  
Author(s):  
Arti Saraswat

Purpose The UK government is actively promoting higher apprenticeships and degree apprenticeships and this agenda has been gaining momentum amongst the various providers of apprenticeships. The purpose of this paper is to draw on an exploratory study on English further education (FE) colleges and highlight some of the key drivers of delivery, and possible challenges that can be faced by the providers in any expansion of this provision. Staff perceptions on the new apprenticeship standards are also presented in the paper. Design/methodology/approach This paper draws on a qualitative exploratory study with ten FE colleges in England. As part of the study, 19 in-depth semi-structured interviews were conducted with college staff and managers. Findings Higher apprenticeships have the potential to offer work-focussed alternatives to the conventional full-time degree models of higher education, however, the paper sheds light on a number of factors can limit the uptake of higher and degree apprenticeships. Practical implications The paper presents some practical challenges in developing higher apprenticeships and outlines some successful instances of higher apprenticeships which will be useful for those involved in the design and delivery of apprenticeships at FE colleges as well as at other providers. Originality/value This paper draws on research with FE colleges and will be of particular significance to FE colleges and universities that may consider delivering higher apprenticeships. The paper presents insights into institutional experiences and decision-making associated with higher and degree apprenticeships and, in doing so, the paper offers valuable contributions to the body of knowledge in this under-researched area.


2020 ◽  
Vol 49 (9) ◽  
pp. 1845-1858
Author(s):  
Chih-Chieh Wang ◽  
Hui-Hsien Hsieh ◽  
Yau-De Wang

PurposePrevious studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about the mechanisms by which abusive supervision negatively relates to employees' work engagement and job satisfaction. Drawing on conservation of resources theory, this study examines employee silence as a mediating mechanism linking abusive supervision to employees' work engagement and job satisfaction.Design/methodology/approachSurvey data were collected from a sample of 233 full-time employees of a large hotel service company in Taiwan. Structural equation modeling analyses were conducted to test the hypotheses.FindingsThe results showed that abusive supervision has a positive association with employee silence. Moreover, the results showed that employee silence mediates the negative associations of abusive supervision with employees' work engagement and job satisfaction.Practical implicationsThe results suggest that organizational managers should provide supervisors with leadership interventions to prevent the occurrence of abusive supervision. Furthermore, organizational managers should provide employees with opportunities to voice their concerns through the use of organizational communication and participation, which can reduce employee silence and subsequently foster employee engagement and satisfaction at work.Originality/valueThis study advances our understanding of how abusive supervision results in poor work motivation and attitudes among employees. This contributes to the literature by identifying employee silence as a suitable mediating mechanism linking the negative associations of abusive supervision with employees' work engagement and job satisfaction.


Author(s):  
Zain Sikafi

Purpose This research was commissioned by Mynurva in October 2018. The independent, nationally representative survey was conducted among more than 2,000 UK adults to uncover the number of full-time workers who suffer from mental health problems, how many of them seek help for their issues, and the main barriers that hold them back from doing so. Design/methodology/approach A nationally representative sample of 2,003 adults in employment were surveyed about their mental health. Via an online survey, employees responding that they had experienced mental health problems were asked to respond further to a series of statements. Contingency tables were then produced, revealing what percentage of respondents agreed or disagreed with each statement that was presented to them. Findings Almost a third (32 per cent) of full-time employees have suffered from mental health problems in the workplace. More than one in three workers suffering from mental health symptoms have never sought any professional help, and at 42 per cent, male workers were more likely than female workers (32 per cent) not to seek help. In total, 44 per cent have never disclosed their issues to a manager at work. Of those struggling with their mental health, the authors found that 55 per cent of workers fear admitting their problems to a manager would hinder their chances of a promotion. A majority (59 per cent) also believe that if their mental health problems became common knowledge in the office, then it would negatively affect their relationships with colleagues. This figure rises to 71 per cent among workers of age 18-34. Confidentiality was cited as a key obstacle for employees, with 58 per cent worrying that their mental health problems would not remain confidential if they were to discuss them in the workplace. There was a significant rise among millennials, 68 per cent of which shared these sentiments. Originality/value The authors commissioned Opinium to conduct independent research in the UK.


2005 ◽  
Vol 13 (1) ◽  
pp. 24-25

PurposeTo study the effects of the introduction of part‐time working on managing a police force.Design/methodology/approachThis case study involved in‐depth, semi‐structured interviews with part‐time officers in an English police force, their full‐time colleagues and managers.FindingsThe author illustrates practical problems which police managers face in ensuring they have staff in adequate numbers and experience to carry out the duties required of an organization which has to operate 24 hours‐a‐day, seven days‐a‐week and which has no way of knowing in advance what demands will be placed on it at any given time. The study focuses attention on the dilemma of legislation designed to improve the status of part‐time workers generally, and people's expectation of “family friendly” employment, with the traditional “command and control” needs of an organization such as a police force.Practical implicationsImplications for human resource management are identified, as the conflicting needs and views of manager and part‐time employees are explored. These conflicts are particularly difficult for HR to reconcile as part‐time and reduced‐hours working continues its expansion.Originality/valueProvides some useful information on part‐time working at a police station in the UK.


Blood ◽  
2008 ◽  
Vol 112 (11) ◽  
pp. 4671-4671
Author(s):  
Louise M Arnold ◽  
Jill Stephenson ◽  
Richard Kelly ◽  
David Buchanan ◽  
Gareth Jones ◽  
...  

Abstract Paroxysmal Nocturnal Hemoglobinuria (PNH) is an acquired clonal stem cell disease, characterised by intravascular hemolysis, bone marrow failure and lifethreatening thromboses. The median survival is 10–15 years, with the average age of presentation being in the 30’s. Symptoms include hemoglobinuria, fatigue, anemia, venous and arterial thromboses, recurrent pain, renal impairment, erectile dysfunction and pulmonary hypertension. The care of a patient with PNH is complex and challenging, as many experience chronic symptoms with periods of acute exacerbations. Historically the management of PNH included bone marrow transplant, blood transfusion and administration of additional supportive therapies, all necessitating regular visits to the hospital. Eculizumab, a monoclonal antibody that binds to the C5 complement component inhibiting the activity of terminal complement and thus preventing the destruction of red blood cells has dramatically altered the management of hemolytic PNH. Clinical trials of eculizumab demonstrated the resolution of the majority of symptoms and complications of PNH and resulted in its approval in the UK in June 2007. Eculizumab is administered as a 30 minute intravenous infusion every 14 days, and under the terms of its current EU licence, must be administered by a healthcare professional. In view of the rarity of PNH there are relatively few specialist Centres for the disease resulting in, patients travelling long distances for review and treatment. In view of the dramatic improvement in symptoms on eculizumab many patients are able to return to a near normal lifestyle. In the UK, Leeds Teaching Hospitals with Healthcare at Home have developed a home infusion programme that ensures safe administration of eculizumab in the patient’s home at a time convenient to them, leading to enhanced treatment-associated convenience for patients and their families. Patients then only attend the PNH Centre every 3 months to ensure appropriate monitoring and patient education. A recent survey of patients reports a reduction in treatment-associated burden for PNH patients and their families when receiving infusions at home. 46 patients responded to the survey with just over half receiving eculizumab. Of the 21 patients at the time receiving home infusions 19 found this more convenient than the hospital. Home treatment allows flexibility and for some, the return to full-time employment, with the associated financial benefits and improvement in psychological well-being. Of the 21 patients on home care 7 stated there ability to work was transformed with a further 10 having great improvement. Whilst the purpose of the survey was not to address financial burden, the home infusion programme has anecdotally reduced the financial burden on the patient and their family by eliminating the need for time off work, allowing return to full-time employment, and eliminating the cost of travel to and from the hospital for treatments. No patients reporting negative impact, including effect on social life and family relationships, whilst 15 experienced improvement or complete transformation in both areas. The patients reported confidence in the homecare programme, knowing that a very close working relationship existed between the expert hospital and homecare teams. This innovative programme of medication delivery by a dedicated home nursing team allows patients who have previously struggled to cope with their illness to lead a near normal life with an associated enhancement in quality of life. Patients are able to carry on with activities of daily life, including work, recreational activities and holidays, whilst at the same time ensuring compliance with treatment and therefore allowing maximum therapeutic benefit.


1979 ◽  
Vol 51 (1) ◽  
pp. 37-41 ◽  
Author(s):  
Peter E. Sheptak ◽  
Peter J. Jannetta

✓ Total removal of huge acoustic neurinomas was carried out in 23 patients by means of a two-stage suboccipital transmeatal approach with microsurgical technique. There was no operative mortality. Good results were obtained in 18 (78%) of the patients who have returned to normal activities or full-time employment. Five patients (22%) have residual preoperative neurological deficits causing a reduced level of activity. All of these, except one, are able to care for themselves. None of the patients has had any further significant neurological deficit caused by the operative procedures. Anatomical integrity of the facial nerve was maintained in 17 patients (74%). Surgical technique, operative morbidity, and results are thoroughly discussed. The potential advantages of this technique are stressed.


2014 ◽  
Vol 22 (4) ◽  
pp. 4-7

Purpose – This paper aims to observe that strong policies on employee engagement helped the UK and international payment-systems provider VocaLink to introduce organizational change smoothly and win Investors in People (IiP) gold for its human resource (HR) practices. Design/methodology/approach – This paper describes the company’s HR policies and the advantages they bring. Findings – The authors explain that to achieve Investors in People gold, the company should exceed the benchmark for a number of assessment categories including: business and people strategies, leadership and management strategies and effectiveness, involvement and empowerment, reward strategies, performance measurement and continuous improvement. Practical implications – It is revealed that the company has strong induction programs, listens to feedback and puts a lot of energy into ensuring that leadership across the business is organized in a way that both deliver the corporate message and develop teams. Social implications – This paper contends that by offering a great place to work where people can grow and develop, VocaLink can recruit and retain great staff. Originality/value – This paper describes an organization where people are enthusiastic about the potential of the business and the opportunity it offers to further improve processes and relationships.


2014 ◽  
Vol 15 (3) ◽  
pp. 308-322 ◽  
Author(s):  
Umar-Farook Aziz ◽  
Kamil Omoteso

Purpose – The purpose of this paper is to examine the factors that are perceived as important for the statutory audit function to restore confidence in the financial statements, its value relevance and decision usefulness in the aftermath of the financial crisis. Design/methodology/approach – This research used a structured questionnaire to collect data from practising accountants, auditors and accounting academics within the UK. A factor analysis was undertaken to examine the potential inter-correlations that could exist between different factors obtained from the literature. The analysis reduced these variables into the more important factors which were subsequently modelled in a logistic regression analysis. Findings – The paper identified, as critical factors for enhancing statutory audits, “a continuously updated accounting curriculum”, “expansion of the auditor's role”, “frequent meetings between regulators and auditors”, “mandatory rotation of auditors”, “limiting the provision of non-audit services”, “knowledge requirements from disciplines other than accounting” and “encouraging joint audits”. It is hoped that addressing these issues might improve confidence in the audit profession, thereby reinforcing its value relevance. Research limitations/implications – The study's findings imply that professional accountancy bodies, accounting educators and accounting firms will need to incorporate the key factors identified in this study into their curriculum and training schemes. However, the generalisability of these findings might be limited as the research data were primarily obtained from UK accountants alone. Originality/value – This study extends the frontiers of knowledge on critical factors that could reinforce users’ confidence in the statutory audit function and have implications for policy and practice.


2016 ◽  
Vol 43 (8) ◽  
pp. 841-855 ◽  
Author(s):  
Elisabeth Sinnewe ◽  
Michael Kortt ◽  
Todd Steen

Purpose – The purpose of this paper is to estimate the association between religious affiliation and the rate of return to human capital for German men and women. Design/methodology/approach – This paper employs data from the 1997, 2003, 2007 and 2011 waves of the German Socio-Economic Panel for German men and women in full-time employment between the age of 25 and 54. The association between religious affiliation and wages was estimated using a conventional human capital model. Findings – This paper finds that Catholic men (women) received a wage premium of 4 per cent (3 per cent) relative to their Protestant counterparts, even after controlling for an extensive range of demographic, economic and social characteristics. Originality/value – The study contributes to the literature by providing – to the best of the authors’ knowledge – the first results on the wage premium received by Catholic men and women in the German labour market.


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