Publications

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  Good Practice in Assess-Train-Assess Approaches to Workforce Development

  Miller L, Stratton N, Hillage J, Jagger N, Silverman M | Apr 2005 | Department for Education and Skills

  The term 'Assess-Train-Assess' (ATA) refers to the approach to development in which there is an initial assessment of any skills gap, followed by training provision to meet the needs identified in that initial assessment. Lastly, there is a follow-up assessment to determine the extent to which the training need has been met. The Department for Skills and Education (DfES) gained funding through the 'Success for All' budget for research to explore good practice in ATA approaches to workforce development, in order to assist other providers who wished to adopt this model of provision.

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  Age Discrimination

  the Issues for Employers

  Hurstfield J, Akroyd K | Mar 2005 | Institute for Employment Studies

  This briefing, written in advance of the introduction of age discrimination legislation, provided an outline of the scope of the legislation on age discrimination and set out some of the key issues that employers should consider.

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  In the Know

  Reward and Performance Management of Knowledge Workers

  Suff P, Reilly P | Mar 2005 | Institute for Employment Studies

  This paper advises employers and HR practitioners about approaches to managing 'knowledge workers'. The author defines knowledge workers, discusses their importance, and discusses how best to manage them, covering potential issues and problems such as performance management, reward systems and work organisation.

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  360 Degree Feedback

  Beyond the Spin

  Silverman M, Kerrin M, Carter A | Mar 2005 | Institute for Employment Studies

  This report makes explicit the issues faced by organisations who are implementing 360-degree feedback for the first time, reviewing what they have gained since implementation, or considering its use within a different context (such as appraisal). The report examines evidence in favour of 360-degree feedback from employees' behavioural change and improved performance, to organisational effectiveness and added value. Recommendations are provided for future practice, based on the findings, to increase the impact of 360-degree feedback in different contexts.

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  New Reward II

  Issues in Developing a Modern Remuneration System

  Reilly P (ed.) | Mar 2005 | Institute for Employment Studies

  This report is the second volume of research papers on reward issues produced by IES. It deals with flexible benefits and total reward, non-financial recognition, market-determined pay and variable pay.

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  The Changing Role of Recruitment Intermediaries

  Wolfe H, Hartley V | Mar 2005 | Institute for Employment Studies

  This research explores the role of recruitment intermediaries and some of the factors that are affecting them, alongside the changes in the recruitment market. Intermediaries face threats to business: the growth of e-recruitment and shared services in organisations, for example.

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  Reporting on Human Capital Management

  Hartley V, Robey D | Mar 2005 | Institute for Employment Studies

  During the year post-Kingsmill (2004), there were considerable developments in the area of human capital reporting. This report tracks these changes, and aims to provide HR professionals and others, with an overview of the developments in reporting requirements related to human capital, so that they will be better prepared to draft human capital reports within statutory reporting requirements.

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  Gender Segregation in Apprenticeships

  Miller L, Pollard E, Neathey F, Hill D, Ritchie H | Mar 2005 | Equal Opportunities Commission

  This research focuses on apprenticeships. Previously called 'modern apprenticeships' (MAs), these are currently the main vocational training route into work for young people in Britain. The aim of the research was to investigate what the national Learning and Skills Council and its local arms (LLSCs) have done to address gender segregation in MAs. A further aim was to consider the actions taken by partner organisations that work with LLSCs, such as training providers, employers, the Connexions service and Education Business Partnerships (EBPs). This publication is no longer available.

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  Employee Assistance Programmes

  Newton L, Hayday S, Barkworth R | Mar 2005 | Institute for Employment Studies

  This paper identifies why organisations chose to offer Employee Assistance Programmes (EAPs), as well as what provision is available, and how organisations decide on a certain provider and service. It looks at how effectively organisations monitor employee usage and satisfaction. The paper guides employers in what to bear in mind when considering providing an EAP, as well as suggestions for evaluating existing EAPs.

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  Stress Audits

  What you Need to Know

  Newton L, Hayday S, Silverman M | Mar 2005 | Institute for Employment Studies

  This review addresses current issues involved in measuring workplace stress. It begins by discussing what a stress audit is and what information it produces. Other issues, such as the validity and reliability of stress audits, the potential benefits and pitfalls of assessing stress, what products are available, the implications of conducting stress audits and what next steps to take after conducting one, are also addressed.