Liz Redway

There is so much new and additional understanding of the concept and of its applications in the world of people and organisation development. This session is where learning takes place.

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This CIPD comment does acknowledge the need to take on board the needs of older workers but with their numbers increasing and the numbers of new workers decreasing this is one thing employers cannot afford to ignore. They need to address the haemorrhaging of much needed talent not just for themselves but for all the alternative avenues they might consider after their professional services career. Teaching, charities, mental health, you name it, they have so much to offer. Victoria Tomlinson FRSA at NextUp has taken this issue by the scruff of the neck and, focusing initially on professional services is running with it. Firms sign up for courses offering a forum to support older employees in realising that there are far more possibilities either within their current firm or in other settings, than they realised. The energy levels displayed are heart warming as the blinders are taken off. If you are a lawyer or accountant or in a big corporate take a look at the NextUp website https://www.next-up.com/ #olderworkers #outofthebox #possibilities Jon Boyle ⭐ Henry Rose Lee ⭐ Inter-Generational Diversity Specialist ⭐ Thushara Collins Farah Malik Philip Mendonça Helen Bunker Caroline Bradford Donald Davies David Radburn Anthony Mutton FAICD https://lnkd.in/e6dNAcDz

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Our experienced HR Consultants and HR Advisers can facilitate sessions on a broad range of topics including leadership styles and mindfulness. If you need help with mindful leadership strategies, or any other HR support, please contact us at [email protected]. #InvictusHR #HRConsultant #Mindful #Employment #Leadership

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Facing challenges with difficult employees? Our course on 'Dealing With Difficult Employees' provides insights into the psychology behind difficult behaviours and practical strategies for managing them. Ensure your business remains productive and compliant. Learn more at https://lnkd.in/eY7hnP89 #HRAdvice #HRSupport #HRConsultancy #HRConsultant #EmploymentLaw #SpecialisedHR #EthicalHR #PurposeDrivenHR #AwardWinningHR #TrustedHRPartner #EmployeeEngagement #EmployeeRelations #HRPolicies #LearningAndDevelopment #Recruitment #CompensationAndBenefits #ProfessionalDevelopment #OrganisationalChange #HRAdministration

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In 2022 fewer than half of organisations had provided their employees with any training in the previous year (according to the Department for Education). This could be an opportunity to gain an advantage over many of your competitors 👀 There are many ways in which training can be provided, from an internal programme to bringing in an outside specialist, residential courses and eLearning; and each has their pros and cons. For training to be truly effective, it is important for you to reinforce the training in the right way once it has been completed. Here are five of our top tips for best practice.   ⓵ Gain feedback from your employees Most training providers will automatically ask for feedback for their own purposes, but you should be interested in how the training went too. Not least so you know if it provided you with value for money; but also, to assess if the employee feels any follow-up training is required or you detect any telling gaps in their knowledge.   ⓶ Put the training into practice For the training to take hold, it is essential that your staff have the opportunity to put it into practice as soon as possible. It is the action of doing it in real life that will make it stick. So make sure training is chosen pragmatically with a realistic chance of it being acted upon in the days and weeks afterwards in the natural routine of your employees’ workflow.  ⓷ Link the training to career progression Many employees value training as an important part of their career development and feeling of self-worth. For you, it should make them more productive and valuable to your business. So, for their own motivation, it is important that they see the link to more responsibility, respect and improved remuneration over time too.   ⓸ Ask the employee to present on the training A powerful way to extract further value from employee training is to ask them to present on what they learnt after they have completed it. As well as giving them an extra motivation to pay attention, it will also give them a chance to improve their presentation skills and share new knowledge gained with you or the rest of your team. ⓹ Never stop training Many organisations embrace a value of life-long learning, and for good reason. It is a way to ensure continuous improvement and engagement, and can apply to everyone from top to bottom. So when an employee or team completes one training course, instil a mindset of “What next?” to ensure they keep building – both themselves and the skills and capabilities within your business.   Training, learning and development, call it what you will, is a core part of HR. If you would like to review how you offer training to employees, call us as we can discuss e-learning, bespoke workshops delivered in house through to full programs delivered over 12 months or more!

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On #worldmentalhealthday, it's great to see the pioneering work of The TCM Group | Putting People First™️ being recognised. We have been shortlisted for #HRConsultancy of the year at the HR Excellence Awards. Huge thanks to HR magazine, to the judges and best of luck to the fabulous array of finalists. Read more 👇👇🏽👇🏼👇🏻 Being a finalist for such a prestigious award is a recognition of the support we provide to organisations to create and sustain a #purposedriven, #personcentred and #valuesbased culture - a #transformationalculture. To build a #happy, #healthy, #harmonious and #highperforming workplace, it sometimes means (often means) letting go of the bad habits that so many #HR teams and #managers have adopted (blame, polarisation, retribution, rigidity, confrontation, complexity, fear etc). It also means rejecting the broken and damaging policies and processes of the past (#grievance, #discipline, #capability, #performance etc). After all, we can't drag our people to the gates of hell when things go wrong, or when they disagree, and then wonder why their #mentalhealth is being adversely affected. It's a simple case of cause and effect. It's also taking its toll on our managers and on those who work in HR. These bad habits and broken policies are toxic and destructive - they have no place in the modern workplace. It's time for a #ResolutionRevolution! Some people call our work progressive. Others call it disruptive. I call it essential. Maybe the universe is telling us something, as we have also been shortlisted as #HRConsultancy of the year at the Personnel Today awards and at the Business Culture Awards & Business Culture Connected It's a very positive and welcome reinforcement of something I've been saying for a great many years - the future of #HumanResources is #PeopleandCulture My People and Culture #OperatingModel is based on 4 pillars: #people #culture #strategy #justice TCM is #TransformingWork by #PuttingPeopleFirst #work #business #leadership

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I am delighted to be speaking as a guest at Breathe's "Understanding Mental Health in HR and Employment Law" webinar on 27th June at 11am. Join me and Tessa Robinson alongside Team Breathe for an insightful discussion around all things mental health at work, what part employment has to play and where HR is in all of this! Book your space using the comments below and we look forward to seeing you there! #hr #business #webinar #hrconsultant

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🚀New Week - New Opportunity…. If you’re thinking about HR consulting in 2024/25 - come along tomorrow after work … 7.30pm BST … I’ll share my top tips for making the transition and how you can do it successfully . https://lnkd.in/eWrfEpSG #leapintoconsulting

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We are committed to empowering L&D leaders and managers to engage in strategic-level conversations with stakeholders, speak the business language fluently, and effectively align their initiatives with organisational priorities. That's why we've crafted a comprehensive 3-month programme focusing on essential business alignment topics: Commercial Awareness Finance for L&D Building a Business Case Strategic Thinking L&D Strategy Demonstrating Impact This programme is perfect for L&D leaders and managers keen to deepen their business understanding, prepare for meaningful conversations. Kicking off this November, see details below and link in comments. #BusinessAlignment #CLO #LearningLeadership

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It’s always interesting what comes out of the Listening Partnerships with Rebecca Daniel (ICF PCC, EMCC Snr Practitioner, ESIA) and Sarah Bramall PCC, Senior Prac EMCC, and last week was no different. I posted recently about aligning my services and pricing with my values, but realised I missed out a big one: comfort! Comfort is a massive deal for me - not just in business, but in life. I’m all about pyjama days, fluffy slippers, and prioritising comfort over fashion (though I’m sure I could have both if I dedicated some time to it). I’ve dealt with eczema for years, and leaving clinical nursing where I was often dehydrated, constantly handwashing, and eating erratically, did wonders for my skin. But since the birth of my kids, I’ve developed psoriasis, and that brings a whole new level of discomfort. I’ve thrown emollients, steroids, vitamins and all sorts of weird and wonderful things at it over the past six years and it has been frustrating. But last Friday was the final straw: I realised I needed to change something significantly when showering made me cry. I was in so much pain and I needed to take back some control. I made a drastic decision and decided to reset. I decided to cut out some of the things reported to be linked to flare-ups: caffeine, added sugar, and alcohol. Just for a week. It was harder than I expected. I don’t drink much alcohol, but cutting out 3–4 cups of sweet coffee a day hit me like a tonne of bricks: headaches, muscle pain, exhaustion. My body screamed for caffeine, and I felt ridiculous. How did I let myself get so dependent on something that my body rebelled without it? I’d be lying if I said I don’t feel a bit embarrassed! Here’s the thing though – as you all probably guessed, my psoriasis improved drastically in just five days. So now I need to work out my priorities: keep up the caffeine or slowly reintroduce it and see what happens? I’ll work it out, but what struck me was that constant cycle of frustration and discomfort led me to just keep adding things to my body and lifestyle in a hope that the combination would make things better; sometimes all we need is to just go back to basics. My body craved comfort, fought back when I removed what I thought was comforting it, but is now healing and feeling so much better. What tells you you’re missing something vital? How do you reset to focus on getting to the source of the problem? ________________________________________ 👋 I’m Kat, and I’m here to help. Together, we can use language and communication to cut through the noise and find your voice in a world that looks different after loss. Book a call to find out more: https://lnkd.in/eda4vjhj 🌐 lostwordscoaching.com 📧 [email protected]

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Is your HR department operating at peak efficiency, yet struggling to become a true strategic partner? Many organisations face this challenge. At Barrow and Parker HR Consultancy, we believe HR transformation is key to unlocking significant value for the entire business. Based on an article by the RBL Group, here are some key considerations for a successful transformation: 💡 Effective HR transformation goes beyond piecemeal improvements. It requires a thorough view that optimises all elements contributing to HR's value creation. 💡 HR strategy should be deeply rooted in understanding your organisation's unique business needs and capabilities. Structure should then be designed to empower this strategy. 💡 Equipping your HR team with the necessary skills and knowledge is crucial. This empowers them to transition from transactional tasks to strategic partnerships. 💡 Business capabilities bridge the gap between overall strategy and specific HR activities. By focusing on building these capabilities, HR actions become truly impactful. What are some of the biggest obstacles you see on your HR transformation journey? How have you overcome these?   #HRTranformation #StrategicHR #HR

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🍂 How Will the Autumn Budget Impact Your Business? 🍂 Rachel Reeves has made history as the first female Chancellor to deliver the Autumn Budget in Parliament, unveiling measures that could directly impact SME employers. 🏛️ Here’s a quick breakdown of the key points you need to know 👇 #HRsupport #autumnbudget #getready

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Navigating HR Challenges in SMEs: Essential Tips for Business Owners and People Managers❗ As an SME business owner or People Manager, navigating the complex landscape of HR can be challenging, especially with the ever-evolving UK employment laws. Here are some essential tips to help you stay compliant and foster a positive work environment: 👉 Stay Updated on Employment Law: UK employment law updates generally happen annually in April. Ensure your policies and procedures are up to daet and compliant. Ignorance isn’t a defense, so staying informed is crucial. 👉 Implement Clear Policies and Procedures: That cover everything from disciplinary to grievance handling. Ensure these documents are accessible and communicated to all employees. ACAS have a few free policy templates to get yuo started. For more comprehensive range of policies, feel free to contact us. 👉 Focus on Employee Well-being: Promote a healthy work-life balance and provide support for mental health and well-being. Happy employees are more productive and loyal. 👉 Conduct Regular Training: Offer training sessions for managers on key HR topics such as diversity and inclusion, harassment prevention, and performance management. This not only keeps everyone informed but also mitigates risks. Please contact us for information on the online training courses we provide for Managers. 👉 Utilise HR Tools and Technology: Leverage HR software and tools to streamline processes such as payroll, attendance tracking, and performance reviews. This can save time and reduce administrative burdens. 👉 Seek Expert HR Advice: Don’t hesitate to seek professional HR advice to address complex issues or to ensure your practices are in line with legal requirements. At Human Touch HR Solutions, we specialise in helping SMEs navigate the intricacies of HR and employment law. With over 25 years of experience, we provide a comprehensive suite of services including HR toolkits, policy writing, HR document library, training videos, and professional HR advice. Our goal is to empower your business to handle HR challenges with confidence and precision and all at an affordable price. For more information on how we can support your HR needs, visit https://lnkd.in/exSYTUjJ or contact me directly at [email protected]. #HR #SME #PeopleManagement #EmploymentLaw #HumanResources #BusinessTips #HumanTouchHRSolutions

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ACAS sees surge in Disability Discrimination Claims. I was delighted to be able to contribute to an article in HR magazine magazine about the increase in disability discrimination cases to ACAS. This rise reflects changes in society and attitudes towards disclosing disabilities. It is so important that employers and HR departments keep up with these changes manage disability well. The rise in claims reflects increased awareness and higher expectations about disability, especially mental health and neurodiversity. More people are declaring their disabilities and there is a greater expectation that their needs should be met.  This trend is shown in self-referrals to secondary mental health, learning disabilities and autism services during 22-23. 6.3% of people in England were in contact with these NHS services, compared to 5.0% in 2020-21. (Mental Health Bulletin, 2022-23 Annual report - NHS England Digital) Disability is a complex issue, and there is no one-size-fits-all solution for individual situations. It is essential to develop the knowledge, skills and understanding to support disabled staff and avoid disputes.  Employers can help prevent disputes by ensuring staff have disability awareness training and that managers have the knowledge they need to suggest workable Reasonable Adjustments. They should build inclusion into their business by implementing clear policies, starting disabled staff networks, appointing disability champions, and conducting regular audits to identify potential issues. HR can help managers and staff by encouraging early reporting and addressing issues promptly. HR teams should be well-trained in disability awareness and legal frameworks. Internal mediation can help resolve conflicts sensitively. Providing support systems for complainants, transparency, and a timely dispute resolution process are also crucial.

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Embracing change is essential for growth. At Yellowchair Coaching, we believe in turning challenges into opportunities. Our bespoke coaching sessions are designed to help you navigate change with confidence and resilience. Choose from: 💫 Leadership & Executive Coaching 💫 Career Coaching 💫 Resilience Coaching 💫 Performance Coaching 💫 Individual and Team Coaching 🔗 Discover more about how we can help you: https://lnkd.in/gANn7ky #Leadership #Coaching #ChangeManagement #PersonalGrowth

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DID YOU KNOW: You can read our current issue of Hr NETWORK Magazine which is just out and covers the topic of #professionaldevelopment and all our back issues on our dedicated back issues page. Recent topics include: #neurodiversity, #leadership, #menopause and much much more. VISIT OUR BACK ISSUES PAGE: https://lnkd.in/dJ-y-RQ

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📢 Budget 2024: Key HR Takeaways 📢 Today's budget announcement has important implications for HR teams and organisations alike. Key areas of interest include wage support, training incentives, and mental health funding – all of which affect our strategies for employee engagement, retention, and development. Here’s what HR professionals should focus on: 💷 Wage Growth & Support: Evaluate wage adjustments to stay competitive, especially with new funding in key industries. 📈 Upskilling & Training Incentives: Take advantage of grants and incentives to expand skill development programs and support a future-ready workforce. 💚 Mental Health Investments: Leverage increased mental health funding to enhance employee wellness initiatives, fostering a healthier, more resilient workforce. Now's the time to align budgets with these priorities and maximise the support available for our people and businesses! #HR #Budget2024 #PeopleFirst #WorkforceDevelopment https://lnkd.in/e5FEqGcA

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