Content Master in IT Training magazine's 2010 survey

28-August-2010-PRESS RELEASE From Content Master

Content Master, part of CM Group reported as UK’s fourth largest creator of bespoke eLearning courses for clients in ‘IT Training’ magazine's 2010 survey.
CM Group - Bristol, UK

The company increased its bespoke eLearning course creation revenues by over 11% at a time when much of the training industry was feeling the squeeze.

Content Master is the division of CM Group which specialises in the creation of bespoke eLearning courses for clients in a whole range of topic areas including IT, legal and compliance, management skills, sales training, financial services and job skills and procedures. Courseware clients include organisations as diverse as Microsoft, Orange and Amazon.

Commenting on the results of the survey, CM Group Managing Director Tim Buff said; "Despite the recession we were able to achieve a good level of sales. We have been consciously using technology within Content Master to consistently drive down the cost of courses for our clients, whilst maintaining quality and increasing delivery speeds. We've been able to do this largely because of the Luminosity product suite which we use internally, as well as selling to those clients who want to create some, or all of their courses themselves. But even when the combined effect of recession and this reduction in prices is taken into account we were very pleased to see a good level of growth in the year-on-year figures."

More information about CM Group

CM Group specialises in advanced information and learning methodologies and technologies. With three operating divisions, the Company is one of the UK's largest creators of bespoke eLearning for clients via its Content Master division. Content Master is a Microsoft Premier Vendor for its work with the leading US software company.

Through the CM Luminosity division it supplies organisations of all types with the "Luminosity" collaborative rapid eLearning software development and delivery platform, the most functionally rich, yet easiest to use system of its kind on the market. CM Consulting is a Microsoft Gold Partner and offers a range of consulting and software development services to clients. With offices in the UK and USA, CM Group is ideally placed to help clients with the full range of business and technical issues they face in harnessing the latest technologies and Luminosity is the ideal basis for an eLearning development and delivery strategy.

Making the most of staff appraisals

It is important to hold regular staff appraisals even if you have just one employee.

They do not have to be intimidating or formal affairs, but they do have to be clear and well thought-out. Ideally, staff should be appraised every six months.

From your point of view, you can use appraisals to tell your staff how you think they are doing. If you are pleased with their performance you can use the opportunity to reinforce their behaviour through encouragement and reward.

If you are not satisfied with their performance you can use the opportunity to help them understand where there is room for improvement and suggest ways in which they might accomplish this improvement.

Be specific. No one likes being told, 'Well, I just think you need to get your act together generally.'

From the employee's point of view an appraisal provides an opportunity to discuss their future with your organization and to raise any issues that might concern them.

It also allows them to vent any frustrations they might be feeling.

Don't be frightened to give them the space to let off some steam. Listen sincerely and objectively to what they say and note any points you think are valid for future action.

Source: Cannon Moorcroft

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Coaching highlighted to enhance organizational performance at conference

23rd August 2010 Press Release from the CIPD

CIPD conference highlights coaching as a way to enhance organisation performance
CIPD Coaching Conference, 28 September, London

A major challenge for organisations today is to align their coaching initiatives with the strategy of the business, in order to improve performance and deliver results. This complex challenge can only be achieved through a carefully implemented coaching programme and a thorough evaluation process, a practical issue tackled at the latest Chartered Institute of Personnel and Development (CIPD) Coaching Conference, where the Real World Coaching Evaluation guide will also be launched.

The conference provides an in-depth insight into coaching within organisations. It demonstrates how to use coaching as a tool to motivate and retain employees, how to position and embed coaching within organisations and the importance of measuring and evaluating coaching activity.

Speakers include:
• Pamela Major, Head of Coaching, Foreign and Commonwealth Office
• Liz McCann, Head of Coaching, BBC
• Kylie Roberts & Rowena Paddon, Senior Managers & Head Coaches, Deloitte
• Lisa McCandless, People Development Manager, Premier Foods

This year's conference also offers a special afternoon workshop on - Coaching through conflict - giving practical tools and techniques for dealing with workplace conflict constructively.

John McGurk, CIPD Adviser Learning and Talent, says, "The CIPD Coaching Conference will provide the perfect platform to discuss the issues faced in the workplace today and just how effective coaching can be in developing and moulding talent. The 2010 CIPD Learning and Development survey showed that more than two-thirds of organisations questioned do not currently evaluate their coaching programmes. Without any sort of evaluation an organisation's coaching initiatives are left vulnerable to both financial and resourcing pressures, which could be particularly dangerous in tough economic times."

Source: CIPD

Looking for Coaching for your organization?

Increasingly more and more people are seeking one to one coaching at different stages in their careers. Some people use coaching to help them address challenges in their work. Others because they feel they are not accomplishing all they are capable of, or wish to feel more confident in their work role.

jml Training & Consultancy are an Organisational Member of The Association for Coaching

Gráinne Suter of jml Training & Consultancy is a Member of The International Coach Federation.

For More information Click Here:

Promoting equality through transparency

"Equality Act 2010: The public sector Equality Duty: Promoting equality through transparency. A consultation"

19th August 2010 - The Equality Act 2010 received Royal Assent in April 2010. An important part of the Act is the public sector Equality Duty, which has a key role in ensuring that fairness is at the heart of public bodies’ work and that public services meet the needs of different groups. The Act also gives ministers the power to impose specific duties, which are legal requirements designed to help public bodies meet their obligations under the public sector Equality Duty.

This consultation seeks your views on our proposals for draft regulations for the specific duties and the list of public bodies that will be subject to the general and specific duties.

This consultation will be of interest to:
•public bodies;
•those monitoring the performance of public bodies;
•others who perform public functions; and
•organisations that are interested in how public services can eliminate discrimination, advance equality and foster good relations.
Comments from other interested parties are also welcome.

More information at http://www.equalities.gov.uk/news/specific_duties_consultation.aspx


Equal Opportunities and Diversity in the Workplace - More information at http://www.jml-training.com/equal_opportunities.htm

Training is imperative for businesses

The HR Review had an article posted on the 13th August by Ross George, entitled "Training ‘imperative’ for businesses"

Providing a good standard of workplace training is crucial for all companies regardless of their size, but is not without its potential pitfalls, according to a small business expert.

Former IBA start-up business adviser of the year Sylvia Constantine claimed training is as important to owners and managers as it is to lower-level staff and added that it can provide numerous benefits to both workers and firms.

"Every business will get some benefit from having a highly trained and skilled workforce," she explained. "I always believe that training is an absolute imperative to all businesses."

However, Ms Constantine acknowledged that small to medium-sized enterprises suffer more than larger rivals when highly-trained members of staff decide to leave for pastures new and admitted employee retention is a "very real concern".

Earlier this year, the former Labour government introduced legislation aimed at enshrining workers' legal right to take time out of their job to embark on supplementary training courses."

Looking for training for your organisation? We offer in house training packages to organisations in the Private and Public sector. Visit http://www.jml-training.com/Training_courses.htm and if the course you require is not there, please contact us and we will see if we can help your specific requirements.

Management behaviour key to successful returns to work

CIPD - The Chartered Institute of Personnel and Development have just issued a News Releas - "Management behaviour key to successful returns to work for long-term sick, says new guidance from BOHRF, the CIPD, Healthy Working Lives and the HSE"

New guidance launched today aimed at helping managers support people returning to work after long-term sickness can play a key role in preventing workers with health problems fall out of employment altogether.

The guidance, produced by the British Occupational Health Research Foundation (BOHRF), the Chartered Institute of Personnel and Development (CIPD), Healthy Working Lives and the Health and Safety Executive highlights the key behaviours needed by managers to support timely and lasting returns to work.

The guidance, Manager Support for Return to Work Following Long Term Sickness Absence, is particularly timely following the introduction of the government's new 'fitnote', which is designed to encourage GPs to recommend that more people with health problems return to work early as part of their rehabilitation.

Ben Willmott, senior public policy adviser, CIPD, said: "Line managers play a crucial role in deciding whether returning to work is part of an individual's recovery and rehabilitation or the catalyst to further breakdown and deterioration.

"Evidence shows that the longer people are off sick the less likely they are to make a successful return to work; with employees only having a fifty per cent chance of going back to work after six months of absence."

Steve Bell, strategic director, Scottish Centre for Healthy Working Lives, added: "This guidance can help equip line managers with the right skills so they have the confidence to encourage people to come back to work sooner rather than later and then support their rehabilitation effectively.

"In many cases where this does not happen people will be left to deteriorate at home, sometimes for months at a time, feeling increasingly alienated from the workplace. This can lead to long-term incapacity and unemployment."

The guidance is based on research involving employees, line managers, HR, health and safety and occupational health practitioners. The research was conducted by a team of psychologists from Goldsmiths, University of London, Loughborough University and Affinity Health at Work. It has led to the development of a competency framework to help employers equip their managers with the necessary skills and a questionnaire designed to measure the relevant behaviours for managers.

These include:
• Staying in touch regularly with the individual while they are off sick
• Reassuring them that their job is safe
• Preventing them from rushing back to work before they are ready
• Providing a phased return to work
• Helping them adjust to the workplace at a gradual pace
• Asking the individual's permission to keep the team informed on their condition
• Encouraging colleagues to support the individual's rehabilitation
• Holding regular meetings to discuss the individual's condition and the possible impact on their work

Looking for training for your managers? Visit our website Here

Equality and Human Rights Commission response to the government announcement that the default retirement age will be abolished

29th July 2010 - Government acknowledge that keeping older Britains in the workforce has benefits all round

Baroness Margaret Prosser, Deputy Chair of the Equality and Human Rights Commission, said:

"We believe today’s announcement abolishing the default retirement age will make it easier for businesses planning their workforce.

“It will simplify retirement planning from what is, at the moment, quite a bureaucratic process. Employers will now only need to assess the fitness and capability of their workforce, something responsible businesses will already be doing, giving everyone a level playing field.

“We have been working for some time to open up more employment opportunities for older Britons and to ensure that they can continue working while they are willing and able.

“At a time when Britain faces its toughest economic climate for decades it makes good business sense to keep people in the workforce for longer; decreasing welfare costs and increasing spending power.

“Older workers have been telling us for some time now that radical change is what is needed to keep them in the workforce. At the same time, employers have been telling us that it makes good business sense for them to be able to recruit and retain older workers.

“We are glad that the Government has listened and acknowledged what we have long known; that keeping older Britains in the workforce has benefits all round.”

In January 2010, the Commission launched Older Workers, Employment Preferences, Barriers and Solutions by Deborah Smeaton, Sandra Sandra Vegeris and Melahat Sahin-Dikmen and Working Better: The over 50s, the new work generation. These reports looked into the work aspirations of older workers and included a set of proposals for fundamental changes to employment policies for older workers and to address the challenges of an ageing workforce.

In July 2009 the Commission used its legal powers to intervene in the ‘Heyday’ case; a judicial review of the Employment Equality (Age) Regulations 2006. See our Press release on the case.

In July 2010 the Commission funded and represented Mr Leslie Seldon’s claim in the Court of Appeal. Mr Seldon was a partner in law firm who challenged his forced retirement at the age of 65.

The Commission is a statutory body established under the Equality Act 2006, which took over the responsibilities of Commission for Racial Equality, Disability Rights Commission and Equal Opportunities Commission. It is the independent advocate for equality and human rights in Britain. It aims to reduce inequality, eliminate discrimination, strengthen good relations between people, and promote and protect human rights. The Commission enforces equality legislation on age, disability, gender, race, religion or belief, sexual orientation or transgender status, and encourages compliance with the Human Rights Act. It also gives advice and guidance to businesses, the voluntary and public sectors, and to individuals.

Source: Equality and Human Rights Commission

Looking for Equal Opportunities Training for your organisation? Visit http://www.jml-training.com/promoting_equal_opportunities.htm

Professional bodies team up with Equality Commission to promote diversity

Professional bodies team up with Equality and Human Rights Commission to promote diversity - July 2010.

In July, the Commission launched the report Equally Professional: Like minds on different journeys. It sets out the process by which the members of Equally Professional (20 professional bodies from a range of disciplines) work to promote equality and diversity in, through and beyond their organisations. The publication records the collaborative projects members of the Equally Professional network have been involved in, and showcases examples of their diversity practice.

It will be mailed to 290 or so professional bodies not connected to the network, encouraging them to join the growing number of professional bodies committing to improving their diversity practice via participation in the Professional Associations Research Network (PARN) Diversity Special Interest Group.

Andy Friedman, Director of PARN, said: 'Professional bodies particularly appreciate the opportunity to learn from each other, ask difficult questions among their peers and benchmark themselves against similar organisations. This is the process that underpins the success of the Equally Professional network and the Diversity Special Interest Group around which the Commission's engagement with the professions is built.'

The Commission facilitates a network of professional bodies called 'Equally Professional', committed to promoting equality and diversity in and through their memberships, and thereby widening access to opportunity. The network believes that, to deliver the highest professional standards in a diverse society, professional bodies must reflect that same diversity in their membership.

The network also recognises that as the British demographic changes, the future of the professions depends on their ability to attract and retain entrants from all sections of the community. It seeks to inspire and equip the professions so that they in turn will inspire and equip people from under-represented groups to join them.

Source: Equality and Human Rights Commission

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