There is a real lack of diversity in many organisations, which is a serious issue. We need to take action to fix the root cause of this, not just the symptoms.
There was some great blogging, tweeting, storifying, and illustrating at CIPD14 and I’ve attempted to capture some of them in one place.
The CIDP14 event: Leaders in Learning: exploring new tools and skills in people development, starting with Ignite presentations from Andy Lancaster (CIPD), Niall Gavin (FirstGroup), Paul Taylor (NHS Employers), and Perry Timms (PTHR).
CIPD14 session from Aimee O’Malley and Steph Fastre of Google UK on their approach to learning, and how people data informs that approach.
CIPD14 session on overcoming the barriers to effective leadership, with case studies from Alex Lewis (BAE Systems), Sarah James (Crime Reduction Initiatives), and Jamie Ryan (Millers Oils)
CIPD14 – Katerina Rudiger (CIPD), Claire Maydew (M&S/Movement to Work), and Mike Thompson (Barclays) on some key initiatives to help young people to find employment.
CIPD14 – Jill Miller (CIPD), Jane Middlemiss (ILG), Keith Jackson (JRI Orthopaedics) on Maintaining drive and enthusiasm during change and innovation in SMEs
CIPD14 – Chris Last (Civil Service HR UK) on ‘Advancing the profession – how Civil Service HR is a role model for change’. Summary; focus on people and their professional advancement, drive continuous improvement, and work hard to develop the relationship with the business.
Live blog of the opening keynote at CIPD14 – Are we all entrepreneurs now? People strategies for the five-minute competitive advantage – Rita Gunther McGrath
Performance Management is really important but no amount of process will make the right conversations happen. Managers need to be equipped to have great conversations with people. These role-plays present a scenario that managers need to be able to handle.
There are a myriad of articles, blog posts and research reports suggesting that performance management is broken. Something that is of vital importance to people and organisations is often done quite badly. There is a need to do something and to do it well but no amount of process will make it work well.
The CIPD is changing. This is a live-blog of Peter Cheese’s keynote at the CIPD Northern Area Partnership in York, June 2014, where he talked about the future for HR and the CIPD.