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TimelessTimeHR
Registrace 23. 07. 2012
TimelessTime HR is the repository for audio-visual publications from TimelessTime Ltd, a management consulting firm specialising in business strategy, organisational development and human resource management.
Working with you and your managers TimelessTime maximises the contribution managers' people make to their firms. Its consultants optimise the way managers, staff and contractors are organised…and ensure a committed, competent, engaged and healthy workforce.
This channel contains a plethora of AV resources on how to implement various HR and OD practices. Many are from radio interviews.one example comments on pay and benefits and on how to construct a pay and benefits structure in a firm. Another discusses how to use science to excel in recruitment and selection. For other information see www.timelesstime.co.uk/.
Working with you and your managers TimelessTime maximises the contribution managers' people make to their firms. Its consultants optimise the way managers, staff and contractors are organised…and ensure a committed, competent, engaged and healthy workforce.
This channel contains a plethora of AV resources on how to implement various HR and OD practices. Many are from radio interviews.one example comments on pay and benefits and on how to construct a pay and benefits structure in a firm. Another discusses how to use science to excel in recruitment and selection. For other information see www.timelesstime.co.uk/.
Timeless SUPPORT 2021
TimelessTime has been providing support to clients for over 10 years on the themes of human resource management and organisational development. In that time, we have advised thousands of managers on a wide variety of subjects - some straightforward and some very complex.
“What allows us to do this?”, I hear you ask.
TimelessTime consultants have all been managers, running teams locally and worldwide for many years. We’ve experienced all manner of management problems. Emotionally, we’ve been where our client is. We’ve navigated our way through the same problems. We understand and we have the tools and experience to help.
Some examples of support calls include:
• Transfers of employees between firms in takeovers and mergers,
• Making foreign and expatriate staff redundant,
• Managing long-term sickness absence,
• Setting up loans to cover employee hardship,
• Managing the process when employees leave to join competitors,
• Dealing with over and underpayments of salary,
• Management of employee grievances, and
• Management of disciplinaries.
This is a tiny sample. Our support is varied and extensive. Some issues take a quick call to support the manger. In other cases several phone calls, many email exchanges and supply of template documents are needed. In each case the manager gets the tools and the knowledge needed to resolve the situation.
“What allows us to do this?”, I hear you ask.
TimelessTime consultants have all been managers, running teams locally and worldwide for many years. We’ve experienced all manner of management problems. Emotionally, we’ve been where our client is. We’ve navigated our way through the same problems. We understand and we have the tools and experience to help.
Some examples of support calls include:
• Transfers of employees between firms in takeovers and mergers,
• Making foreign and expatriate staff redundant,
• Managing long-term sickness absence,
• Setting up loans to cover employee hardship,
• Managing the process when employees leave to join competitors,
• Dealing with over and underpayments of salary,
• Management of employee grievances, and
• Management of disciplinaries.
This is a tiny sample. Our support is varied and extensive. Some issues take a quick call to support the manger. In other cases several phone calls, many email exchanges and supply of template documents are needed. In each case the manager gets the tools and the knowledge needed to resolve the situation.
zhlédnutí: 46
Video
The Science of Incentives
zhlédnutí 182Před 3 lety
Considering the science behind incentives. Should a manager offer increased commission to expect increased performance. Does the science support such ideas - or is money not a motivator. And just what should a manager do? What does the science say? A series of blogs for 2021, designed to be consumed as podcasts, but using a single overview slide. Each is on a single management topic or everyday...
Follow the management science
zhlédnutí 57Před 3 lety
Ignore unfounded beliefs and out-of-context best practice: follow the management science! A series of blogs for 2021, designed to be consumed as podcasts, but using a single overview slide. Each is on a single management topic or everyday event. Each takes less than three minutes to consume.
About TimelessTime
zhlédnutí 40Před 3 lety
Working with you and your managers… to maximise the contribution your people make to your firm. Optimising the way your managers, staff and contractors are organised… and ensuring a committed, competent, engaged and healthy workforce. Marginal improvement in how you manage your staff and contractors marginally improves your essential business outcomes of turnover, profit, safety and quality. Sm...
Methods of Job Evaluation
zhlédnutí 30KPřed 3 lety
Job evaluation is the heart of the process by which managers determine how much they will pay one employee compared to another. Pay is a source of justice (or mostly injustice) within a firm. Staff evaluate their effort/reward ratio and compare it with the perceived effort/reward of their colleagues. Feelings of injustice and lack of fairness arise where one employee perceives that one person's...
Author John Berry discusses how his book helps managers get good at the profession.
zhlédnutí 24Před 3 lety
Many proclaim the value of leaders. Many revere entrepreneurs, as if that’s all that’s needed. And yet someone - the manager - must embrace leadership and be entrepreneurial while building and running the firm to meet stakeholder expectations. The manager configures the firm, hires the people, organises the people and the technology, motivates, develops and rewards the people, looks after their...
Employee Engagement in Practice
zhlédnutí 583Před 4 lety
Slide 1 - Title In this lecture, I’m focussing on the actions of managers who have accepted responsibility for the people in their company, organisation, group or team. I'm focussing on what those managers need to do in practice to win job engagement in their employees. Those managers are typically supported by specialist consultants in human resource management, particularly in larger firms. H...
About leadership
zhlédnutí 48Před 4 lety
So, just what is leadership? Leadership is where one person, the leader, persuades another person, the follower, to accept the leader’s point of view. It’s just that. I’ll repeat that, because this definition is so important. Leadership is where one person, the leader, persuades another person, the follower, to accept the leader’s point of view. One person persuades another. And the follower be...
Winning staff commitment and job engagement 2019
zhlédnutí 148Před 5 lety
In this video we develop the basic idea of commitment - the voluntary binding of an employee to their firm. Commitment is to be won by the manager and we discuss some of the ways this can be done. We go on to discuss engagement with the employee's job. Commitment and engagement are different and we illustrate the actions needed on the part of the manager to maximise engagement and with that per...
Building a Purpose Statement
zhlédnutí 30Před 5 lety
Job descriptions are so often a list of things to be done, tasks. And so often, there is no overarching statement about how the jobholder's effort contributes to the organisation. Key in correcting this is the writing of a job purpose statement. The job purpose statement goes right at the top of the job description and sets out why the job exists - what its purpose is. Arguably, the manager sho...
Building Job Accountability statements
zhlédnutí 43Před 5 lety
Typically a job description contains a list of jobs or tasks. This is wrong. There is no task list long enough to describe the average job. The only way to proceed is to define what the jobholder is responsible for achieving. This is a list of accountabilities. Things for which the jobholder is responsible for and upon which the jobholder will be measured. This video discusses how a manager sho...
Building Job Scope and Key Metrics statements
zhlédnutí 30Před 5 lety
In building job descriptions, many managers just list tasks. This tells the jobholder little about the extent of their job. Typically also in job evaluation where a job is sized and the size determines the salary, scope and metrics of the job are key. Scope and metrics attract points and are added to responsibilities and other quantifiable element. Typical job scope might be the territories in ...
Establishing the manager employee relationship
zhlédnutí 366Před 5 lety
In this video we start by developing a model for how it is that the firm comes about and how the firm grows. This approach establishes clearly the various contracts between the firm and its suppliers, workers and employees. We then build two core models - the feed-forward model of management and the feed-back model of management. We show how those models are used by the manager to deliver desir...
Determining the right developmental tool for each person and goal
zhlédnutí 271Před 5 lety
In this video we discus practical training and development and focus on an evaluation of the various developmental and training tools available to the manager. initially we focus on self-directed learning, traditional classroom training, simulated work tools, computer based training and effective illustration. In the video we give three very different examples of L&D tools, illustrating that wh...
Planning & implementing organisational up skilling
zhlédnutí 857Před 5 lety
This webinar/video is about how a manager might go about developing everyone in his or her organisation together. It starts by suggesting that such pan-organisation development depends on the use of a statement of what's to be done - the competency framework. And will illustrate an example of a framework for a 50-person organisation. For more videos in our 18-webinar series covering hiring, man...
Setting out the process of development talent management and succession
zhlédnutí 34KPřed 5 lety
Setting out the process of development talent management and succession
Understanding what makes people developable
zhlédnutí 92Před 5 lety
Understanding what makes people developable
Making the business case for investment in people
zhlédnutí 51Před 5 lety
Making the business case for investment in people
Introduction to growing and developing your people
zhlédnutí 300Před 5 lety
Introduction to growing and developing your people
A concise leadership model for managing day to day
zhlédnutí 77Před 5 lety
A concise leadership model for managing day to day
Motivating and setting objectives to drive performance
zhlédnutí 113Před 5 lety
Motivating and setting objectives to drive performance
Fostering innovation and changing culture
zhlédnutí 44Před 5 lety
Fostering innovation and changing culture
Winning staff commitment and job engagement
zhlédnutí 50Před 5 lety
Winning staff commitment and job engagement
Closing the deal making sure the best join
zhlédnutí 17Před 5 lety
Closing the deal making sure the best join
Developing selection criteria specifying the ideal candidate
zhlédnutí 167Před 5 lety
Developing selection criteria specifying the ideal candidate
Setting foundations designing the right jobs
zhlédnutí 31Před 5 lety
Setting foundations designing the right jobs
Designing decision tools selecting the best
zhlédnutí 36Před 5 lety
Designing decision tools selecting the best
A new approach for recruitment & selection age
zhlédnutí 179Před 5 lety
A new approach for recruitment & selection age
Setting reward practicalities of pay and benefits
zhlédnutí 53Před 5 lety
Setting reward practicalities of pay and benefits
Brief and comprehensive, thanks for sharing the knowledge
good
Big thanks, it is very useful.
Excellent detail information till now i can see thanks
Succinct!
The axes are the wrong way around compared to all other examples I’ve seen
Thanks, good discussion
I don't understand the rank order
thanks a lot for simplifying this
Excellent, wonderful job, Thanks for sharing!
Superb presentation
Video and audio not matching! Sad
Fantastic job. Thank you for sharing the info with us
Thank you for the video, I think you mixed Box 2 with Box 4. Box 4 should (Average Performer). Box 2 should be the (Inconsistent Performer).
Very nice 😍💋 💝💖♥️❤️
To bad, all this, as wonderful as it sounds leaves out a rare thing called politics where the Exceptionally Talented Narcissist gets promoted
Very layman explanation on the 9 box I've seen by far. Thank you!
Learned 9 box n 4 box execution in brief. I am CIPD student and Mam you ve explained nicely.
"I recommend this guide: *chag.best/wakeupcalm/mpX* So grateful it exists in 2020."
Excellent elaboration