What's on the web

Human Resource Management International Digest

ISSN: 0967-0734

Article publication date: 25 April 2008

Citation

(2008), "What's on the web", Human Resource Management International Digest, Vol. 16 No. 3. https://doi.org/10.1108/hrmid.2008.04416cag.001

Publisher

:

Emerald Group Publishing Limited

Copyright © 2008, Emerald Group Publishing Limited


What's on the web

Article Type: What's on the web From: Human Resource Management International Digest, Volume 16, Issue 3.

Motivation and action

www.motivaction.co.uk

UK-based Motivaction provide advice to help companies design leadership, motivation and communication strategies. Looking at best practice, proven principles, practical experience and “world-class” thinking, they aim to work with leaders and their people to “translate business imperatives into action”.

Not as jargon-filled as it might be (though still with a little too much “leverage” anyone?) their site is quick to load and well-designed with good use of photography.

They focus largely on leadership issues: “Our approach is to help leaders to consider the outcomes they are seeking and think through the objective of the planned intervention before designing a programme to deliver their requirements.” Which makes a refreshing change.

They also work closely with an advisory board and a network of associates who are all practitioners from customer-facing organisations that understand and have first hand experience of the impact of successful programmes.

There is a good testimonials section on the site from a broad range of clients (including many “blue-chip” ones) and a really interesting rolling news section. The team-building activities have an unusual slant.

All in all this is a professional site and bodes well for anyone considering using Motivaction’s services.

Mixed message

www.towersperrin.com

Companies with higher levels of employee engagement outperform their competitors in terms of profitability, according to research, published in Personnel Today, from consultancy Towers Perrin. It seemed apposite therefore to look at the aforementioned company’s own web site.

This took a little longer to load than we expected but has a clean, professional look; hyperlinks both within and to the outside are also on the slow side.

There is some very good stuff on the site. The Global Workforce Study in particular looks interesting; it is the largest study of its kind and surveyed nearly 90,000 employees in 18 countries, focusing on what drives attraction, retention and engagement. There is much more useful information too most of it in quite accessible language. It is a shame therefore that they are a little unclear on their own function:

Towers Perrin is a professional services firm that helps organizations improve performance through effective people, risk and financial management…innovative solutions in the areas of human capital strategy, program design and management, and in…risk and capital management, reinsurance intermediary services and actuarial consulting.

Any wiser?

IES update

www.employment-studies.co.uk

The institute for employment studies (IES) embraces all aspects of public employment policy and HR practice and undertakes research and consultancy for a wide range of UK and international organisations and policy bodies.

They have a new web site with a regularly updated news section, a comprehensive publications database and much useful research including a useful section on employee engagement and the difference from employee commitment.

IES HR Network members are employers in both private and public sectors. IES research is widely disseminated as reports, articles and papers.

Anyone involved in HR at whatever level, should bookmark this site.

Keeping it simple

www.simply-communicate.com

Employee engagement is important because it affects everything from retention and productivity to profitability and safety. Some of the clearest explanations of the concept can be found on simply-communicate.com a site for corporate communication professionals working in internal communication. The site, which was launched in June 2006, offers hundreds of best practice articles in communication consultancy, live event production, and the use of video in business. A quick browse found any number of good things including advice on effective leadership, running focus groups and a particularly good piece on understanding cultural differences within multi-nationals and across national frontiers.

Well worth a visit you will want to come back.

Measuring engagement

www.people-metrics.com

PeopleMetrics is “a leading research firm, helping organizations engage their people” (both employees and customers) and uses strategic market research to help solve complex business problems. There is a comprehensive outline of their research methods on their site. Some of the industries they serve include healthcare, financial services, food and beverage, hospitality, technology and professional services. They offer both employee engagement and customer engagement services.

The site is quite easy to get around and scores on the clarity front. They offer an online reporting suite offers clients real-time access to survey data. You can apparently view a live demonstration but need to phone the company (in the USA) to be able to do so! They offer a quarterly newsletter (you have to subscribe) and a number of other ways to assess their competence and capabilities.

And finally …

Stories can help people learn, absorb, remember and share information and ideas. Stories motivate, persuade, inform and inspire. Compelling stories have far-reaching emotional impact and a far longer shelf-life than the dry, abstract, one-way methods of corporate communications that clutter businesses today. And stories can demonstrate what success looks and feels like, painting a clear picture of how we might need to change the way we think and do things.

It might sound quirky but www.the-storytellers.com is strangely compelling. They quote Philip Pullman: “Thou shalt not” is soon forgotten, but “once upon a time” will last forever.