AddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter The operator said that through this new platform, “users will be able to place a bet at the best bookmaker price without having to understand exchange betting”. “I have been blown away by BetConnect’s success since launch and am very proud of Subscribe to the iGaming newsletter Betting exchange operator BetConnect has launched a new platform that will allow players to bet with “all major bookmakers” in Great Britain through their BetConnect account. Sports betting 10th June 2021 | By Daniel O’Boyle “Whilst our look and feel has become more aligned to a modern sportsbook look, our underlying ethos and core proposition remains very different. What we have created is a unique proposition in the market that is pushing the boundaries and challenging the status quo, but at the same time can be easily understood.” “We believe the industry needs to be opened-up and far more transparent for everyday punters and professional gamblers like,” BetConnect founder and chief executive Daniel Schreiber said. “Our new platform is built to deliver this, ensuring the proposition is accessible and far easier to use for the mass market whilst also enabling pros to get their bets matched. Topics: Sports betting Tech & innovation Online sports betting Product & technology Sportsbook Product “We have made huge strides and grown incredibly quickly in our first two years, but to scale and have a wide-ranging impact for all punters we needed to build on our core foundation by simplifying the platform so that it’s accessible to all. This marks an exciting new phase for BetConnect and we look forward to bringing transparency, choice and fairness to more and more punters in the years ahead.” what the team has built as we launch our latest platform,” Schreiber added. Regions: UK & Ireland The operator also said it planned on offering a number of new markets later this year, including esports in the second half of the year. Tags: BetConnect Since its launch in 2018, BetConnect has obtained 20,000 customers, and has seen more than £240m worth of bets matched. BetConnect launches new platform to allow bets with “all major bookmakers” Email Address
Tah’s and Wallaby hooker happy to stay with the ARUHard working hooker, Tatafu Polota-Nau has re-signed with the Australian Rugby Union for a further two years. The popular 25-year-old is the latest in an ever-growing list of top players , including Berrick barnes and fellow Tah’ Drew Mitchell, who have recommitted to Australian Rugby and the Qantas Wallabies for the period beyond this year’s Rugby World Cup.The retention of Polota Nau is another boost for the future, with the robust hooker considered a player of huge potential who has the ability to dominate the international stage as a leader amongst the new generation of players who have been developed in the Wallabies environment over the past three seasons. hoping for more tests in the gold jersey, he said, “I love playing for the Wallabies and hopefully my form will continue to allow me to do that for at least another two years,” Polota-Nau said. “Once I knew I was staying in Australia, my preference was always to remain at NSW and thankfully I’ve been able to do that.”Qantas Wallabies coach Robbie Deans acknowledged that Polota-Nau was a key signing. “Tatafu is an x-factor player. He’s one of those players who has a massive influence, both on a game, but also on the people he is around,” Deans said. “His promise was always evident. The exciting thing, from a Wallabies – and I’m sure a Waratahs – perspective, is that he is really grabbing the reins now. You only have to look at the impact he has had on the Waratahs start to the new Super Rugby campaign, after winning their Player’s Player award last year. Not only is he playing well, he’s offering leadership to the rest of the group. That is a sign of the complete package he is becoming.”’Taf’ during a Waratahs junior coaching dayDeans felt that ‘Taf’ was a player that always had more to offer off the field too, “He’s offered the same with the Wallabies. Even when he couldn’t play last year due to the issue around his ankle, he was happy to pitch in and help out as a coach, offering guidance to the younger hookers in the squad, both during the June Tests but then again when he joined us at the end of the Spring Tour.” Despite damaging his left posterior cruciate ligament in Friday night’s match for the Waratahs, Polota-Nau said he won’t change his ‘wrecking-ball’ approach on field – even with the World Cup looming in September. “There’s no point holding back when you’re on the field, you have to give it everything you can, even with a World Cup this year,” Polota-Nau said. “My main focus at the moment is Super Rugby and helping the Waratahs have a big season, I’ll continue to prepare week in and week out as normal. As far as the injury goes, it’s much better that it’s the PCL rather than the ACL [anterior cruciate ligament]. It’s going to be a day-to-day proposition and so the bye couldn’t have come at a better time.”Polota-Nau is a cult figure in Sydney’s western suburbs where his work both within the team but also at an administrative level with the Parramatta Rugby Club has received wide acclaim. SYDNEY, AUSTRALIA – FEBRUARY 23: Tatafu Polota-Nau of the Waratahs takes part in a junior coaching clinci at Beauchamp Park on February 23, 2009 in Sydney, Australia. (Photo by Ezra Shaw/Getty Images) LATEST RUGBY WORLD MAGAZINE SUBSCRIPTION DEALS Born in Sydney but of Tongan family roots, which has enabled him to connect with the city’s sizeable Pacific Island community, Polota-Nau joined a rare club when he made his debut for Australia prior to playing Super Rugby, against England at Twickenham in 2005.A consistent presence in the Qantas Wallabies since that time, Polota-Nau begins 2011 with 25 Tests to his name, while having represented the Waratahs on 69 occasions in Super Rugby.
ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/38010/nok-sung-hun-iroje-khm-architects Clipboard Nok Sung Hun / IROJE KHM ArchitectsSave this projectSaveNok Sung Hun / IROJE KHM Architects ArchDaily CopyHouses•Bundang-gu, South Korea Nok Sung Hun / IROJE KHM Architects Save this picture!© JongOh Kim+ 30 Share ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/38010/nok-sung-hun-iroje-khm-architects Clipboard Projects South Korea Photographs: JongOh KimText description provided by the architects. Because of contact with the nature and city, this site is the place where enjoy the sweet smell of the nature and pleasant sound of the nature and the convenience of the city. Save this picture!© JongOh KimRecommended ProductsMetallicsStudcoWall Stop Ends – EzyCapWindowsC.R. LaurenceCRL-U.S. Aluminum Unit-Glaze SystemWindowsVEKAWindows – SOFTLINE 82 ADMetallicsKriskadecorMetal Fabric – Outdoor CladdingThis house is consisted of two masses, one is main house and the other is guesthouse which is to be the representative image of this house. Save this picture!© JongOh KimThe cozy outdoor space between the two masses and dynamic space of main garden interact through the open framed wall which function as picturesque frame and landscape formative element. Save this picture!© JongOh KimSeveral open framed walls made of zinc-plate and wood panel make the dramatic inner space of this house with the character of that walls, semi-closed or semi-opened… Save this picture!© JongOh KimAs using the same materials inside and outside of the house, we got the spreading space with vague border between in and outside of this house. Save this picture!© JongOh KimMountains by the rear-side and the context of surrounding condition of the site made the form of this house to the various composition of inclined metal roofs which are spread dynamic and horizontally. Save this picture!© JongOh KimThe name of this house, NOKsSUNGHUN, means ‘The house to think the future of life with hearing the sound of nature’.Project gallerySee allShow lessVenezuela Pavillion for Shanghai World Expo 2010ArticlesArchitectes d’Aujourd’hui: Young Practices in France, a debate in ColumbiaArticles Share “COPY” Houses CopyAbout this officeIROJE KHM ArchitectsOfficeFollowProductsGlassSteel#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesDabasHousesBundang-gu3D ModelingSouth KoreaPublished on October 18, 2009Cite: “Nok Sung Hun / IROJE KHM Architects ” 18 Oct 2009. ArchDaily. Accessed 12 Jun 2021.
Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/ printThe Equestrian team’s combination of young and old talent gives them a strong team heading into the spring. Photo courtesy GoFrogsFresh off a 2017-2018campaign that saw TCU equestrian (9-9) improve by three wins over the seasonbefore, the Horned Frogs are looking to continue the upward trajectory of theprogram.The team has a mix of young and veteran talent and will rely on their chemistry to succeed in the later half of the spring season. Competing as one of 14 teams in the National Collegiate Equestrian Association, TCU is looking for its first winning season since the 2010-2011 season. The Horned Frog’s six-gamefall schedule saw the team finish 3-3, including a 1-1 record in the Big 12Conference. TCU picked up dominatingwins over Delaware State and non-NCEA team Texas Tech, as well as earning a tightBig 12 win against No. 8 ranked Oklahoma State. Losses against Big 12 foeBaylor, SMU and No. 3 Texas A&M rounded out the fall slate. TCU has won three exhibition meets since the spring portion of the season began, with victories over West Texas A&M, Sweet Briar College and Lynchburg College. The Frogs lost their most recent meet to South Carolina 13-5, dropping their official record to 3-4 on the year. “We look to get better each and every week,” equestrian program director Haley Schoolfield said. “There are so many things you cannot control in our sport, but we can control how we ride and perform. If we work to improve with each practice, the results should improve week to week and compound for the team to peak during the postseason.”WesternFor Western events, the Horned Frogs have a solid group of returning athletes. A bright spot in Horsemanship, junior Jamie Cook returns coming off All-Big 12 Horsemanship and Ariat NCEA All-America Honorable Mention honors. In 37 career meets, Cook is 19-16-2 with three Most Outstanding Player (MOP) wins. Sophomore Anna Adams earned All-Big 12 reigning honors in her first season at TCU. In 19 meets as a first-year, Adams went 10-7-2 with 3 MOP wins. In five fall meets, Adams went 2-3 with one MOP.HunterSeatWhile Western returns several veteran leaders with decorated seasons already behind them, the Hunter Seat roster is stocked full of first-years and less experienced returning riders. The group will need sophomores like Alex Beneson and Janelle Henningsen to build off solid starts to their TCU careers. Beneson saw significant action in her first season, competing in 15 meets in Equitation of Fences and 12 meets in Equitation on the Flat. Her 8-6-1 record in Equitation of Fences was significantly better than a 4-8 mark in Equitation on the Flat, but the experience in both events is sure to help this young group. Henningsen only competed in two Equitation on the Flat events as a first-year, recording one win, but in five events last fall she had a 3-0-2 record and set a career-best on Tag of 89. First-yearsThe Horned Frogs roster features 12 first-year riders including a few who have been immediate contributors. “All of ourfreshmen are outstanding, and the entire class is driven and determined,” Schoolfieldsaid. “Izzy Baxter is a standout as she competes in both hunter seat events(Flat and Fences). Natalia DeVencenty is another standout who competes in Horsemanship.Each of these athletes have bright futures at TCU.”Schoolfield also saidthat the team’s leaders have done a good job of setting the tone for the Frogs’culture and chemistry.Senior Marah Huston, one of those veteran leaders, echoed the importance of her job helping the newcomers. Senior leader Marah Huston competes at the West Texas A&M meet. (Photo from gofrogs.com)“We havealways had powerful and confident captains on this team that I have looked upto,” Huston said. “My goal was to be nothing less than that. We have so manyfreshmen this year, so as leaders you want to be able to leave a mark on themso that they are able to lead with the same values that we have been taught.” Linkedin Twitter Facebook The Equestrian team’s combination of young and old talent gives them a strong team heading into the spring. Photo courtesy GoFrogs Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/ ReddIt Linkedin A COVID-19 Charles Schwab Challenge + posts Women’s golf heads to Oklahoma for chance at first Big 12 title Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/ Branson is a junior journalism major from Fort Worth, Texas. He enjoys writing about all sports and plans to go to law school after graduation. World Oceans Day shines spotlight on marine plastic pollution ReddIt TCU places second in the National Student Advertising Competition, the highest in school history Twitter Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/ Facebook Equestrian earns last seed in NCEA team bracket Iqbal leads women’s golf to fourth-place finish at Big 12 Tournament Previous articleFirst-year commuter students’ experiences at TCUNext articleListen: The Podell and Pickell Show with Desmond Bane Branson Nelson RELATED ARTICLESMORE FROM AUTHOR Branson Nelson Welcome TCU Class of 2025
$212.6 Million Worldwide Ultraviolet Germicidal Irradiation Industry to 2027 – Impact of COVID-19 on…
Twitter Pinterest By Digital AIM Web Support – April 6, 2021 Facebook WhatsApp Local NewsBusiness Facebook Twitter WhatsApp DUBLIN–(BUSINESS WIRE)–Feb 24, 2021– The “Ultraviolet Germicidal Irradiation – Global Market Trajectory & Analytics” report has been added to ResearchAndMarkets.com’s offering. The publisher brings years of research experience to the 7th edition of this report. The 131-page report presents concise insights into how the pandemic has impacted production and the buy side for 2020 and 2021. A short-term phased recovery by key geography is also addressed. Global Ultraviolet Germicidal Irradiation Market to Reach $401.2 Million by 2027 Amid the COVID-19 crisis, the global market for Ultraviolet Germicidal Irradiation estimated at US$212.6 Million in the year 2020, is projected to reach a revised size of US$401.2 Million by 2027, growing at a CAGR of 9.5% over the period 2020-2027. Air Disinfectant, one of the segments analyzed in the report, is projected to record 9.6% CAGR and reach US$346.4 Million by the end of the analysis period. After an early analysis of the business implications of the pandemic and its induced economic crisis, growth in the Surface Disinfectant segment is readjusted to a revised 8.9% CAGR for the next 7-year period. The U.S. Market is Estimated at $63 Million, While China is Forecast to Grow at 8.9% CAGR The Ultraviolet Germicidal Irradiation market in the U.S. is estimated at US$63 Million in the year 2020. China, the world’s second largest economy, is forecast to reach a projected market size of US$69.5 Million by the year 2027 trailing a CAGR of 8.9% over the analysis period 2020 to 2027. Among the other noteworthy geographic markets are Japan and Canada, each forecast to grow at 8.8% and 7.7% respectively over the 2020-2027 period. Within Europe, Germany is forecast to grow at approximately 7.7% CAGR. Competitors identified in this market include, among others:American UltravioletAtlantic Ultraviolet CorporationGeneral Electric CompanyHalma plcRoyal Philips Electronics N. V.UltraViolet Devices, Inc. Key Topics Covered: I. INTRODUCTION, METHODOLOGY & REPORT SCOPE II. EXECUTIVE SUMMARY 1. MARKET OVERVIEWGlobal Competitor Market SharesUltraviolet Germicidal Irradiation Competitor Market Share Scenario Worldwide (in %): 2019 & 2025Impact of Covid-19 and a Looming Global Recession 2. FOCUS ON SELECT PLAYERS 3. MARKET TRENDS & DRIVERS 4. GLOBAL MARKET PERSPECTIVE III. MARKET ANALYSIS IV. COMPETITIONTotal Companies Profiled: 47 For more information about this report visit https://www.researchandmarkets.com/r/sdyutp View source version on businesswire.com:https://www.businesswire.com/news/home/20210224005735/en/ CONTACT: ResearchAndMarkets.com Laura Wood, Senior Press Manager [email protected] For E.S.T Office Hours Call 1-917-300-0470 For U.S./CAN Toll Free Call 1-800-526-8630 For GMT Office Hours Call +353-1-416-8900 KEYWORD: INDUSTRY KEYWORD: CHEMICALS/PLASTICS HEALTH INFECTIOUS DISEASES MANUFACTURING OTHER HEALTH OTHER MANUFACTURING SOURCE: Research and Markets Copyright Business Wire 2021. PUB: 02/24/2021 10:52 AM/DISC: 02/24/2021 10:52 AM http://www.businesswire.com/news/home/20210224005735/en $212.6 Million Worldwide Ultraviolet Germicidal Irradiation Industry to 2027 – Impact of COVID-19 on the Market – ResearchAndMarkets.com Pinterest TAGS Previous articleGIRLS HIGH SCHOOL SOCCER: Big second half helps Lady Panthers stay unbeatenNext articleA shot in the arm: EU vaccine program struggles to speed up Digital AIM Web Support
ITHACA, N.Y. – As the negotiation process for a new teachers’ contract in the Ithaca City School District is set to begin, many students stood alongside teachers last week at a rally calling for higher compensation for teachers in the district.Students for Democratic Schooling, a student-led organization dedicated to increasing student involvement in school district issues, helped organize the rally Thursday, Dec. 20. About 40 students and 20 teachers gathered outside the Ithaca City School District Board of Education office building for the demonstration. They formed two lines extending from the back of Ithaca High School to the entrance of the Board of Education building. David Isley leads the teachers’ rally Dec. 20 outside of the Board of Education office building. (J.T. Stone/The Ithaca Voice) David Isley leads the teachers’ rally Dec. 20 outside of the Board of Education office building. (J.T. Stone/The Ithaca Voice)David Isley, a German teacher at DeWitt Middle School who led the rally, described the setup as “forming a tunnel of support” to wish the negotiation team for the Ithaca Teachers Association success in negotiating higher wages and benefits in their new contract.Some teachers wore blue while others brought home-made signs to support the cause. Many teachers agreed that the district’s salary schedule made it difficult to recruit employees. “I think the big thing is trying to make our district competitive with other districts,” said William Asklar, an English teacher at Ithaca High School. “It’s hard to hire and retain new staff when you can make twice as much at a nearby district, or $10,000 more, or whatever it might be, and I think it’s starting to affect the quality of the educators in this district because there are people leaving the district to seek out more lucrative options.”The financial plan for the new teachers’ contract was discussed at the Nov. 13 board of education meeting.Superintendent Luvelle Brown rebutted allegations that teachers’ pay would be cut under a new contract. Commenting on the November meeting by email, he said, “In that meeting, I (we) were very clear about our intentions with regards to our wishes for compensation packages for all of our bargaining units. The notion that we would not offer pay increases coupled with raising healthcare contributions is not true. To the contrary, we are proposing significant pay increases. We will be sharing more details transparently and publicly in the near future regarding our wishes to fairly and sustainably compensate teachers and all other employees.” J.T. Stone Tagged: ithaca city school district, Ithaca Teachers Association, luvelle brown, rally, teachers The Ithaca City School District ranked near the bottom 100 districts in New York in terms of median teacher salaries, with a median teachers’ salary of $53,319, according to SeeThroughNY, a site that acquires data from the state comptroller’s office and is updated at least once a year. Neighboring districts also ranked low on the list, including the Trumansburg CSD, with a median salary of $54,315, Newfield CSD, ($47, 950), and Dryden CSD ($52,663). Lansing CSD, on the other hand, ranked higher with a median salary of $62,389.Due to Ithaca’s high cost of living, many teachers cannot afford to live in the City of Ithaca and must make daily commutes to work, which is a leading reason some teachers say they want to have higher salaries in their new contract.“Big picture for people living out of town is that they have to contend with costs associated with their lengthy daily commute (gas and routine maintenance), as well as time away from family. I estimated that if you live in Auburn or Binghamton, which many teachers do, you will end up driving 16,000 to 18,000 miles a school year, and the cost of gas alone would probably be well over $2,000 a year,” said Armin Heurich, a librarian at IHS.Ithaca students and staff stood in solidarity to support higher wages for teachers. (J.T. Stone/The Ithaca Voice)Students who attended the rally said their support for the ITA was about more than just compensation.“My mom was a teacher in Ukraine and she’s actually currently regaining her master’s degree here so that she can get back into teaching elementary school, and I thought this would be a good way to support her cause and who she really is. Also, it’s just a matter of respect to other teachers and people older than us and their problems. That’s really important to me,” said Renat Urazgildiiev, a sophomore at IHS. Mira Driskell, a member of Students for Democratic Schooling, said they heard about the rally from a teacher at IHS. They then decided to promote it to the student body by making flyers, using social media and asking clubs at IHS to spread the word. Members of Students for Democratic Schooling. From left, Mira Driskell, Anthony Fine, Hannah MacLean, Sophia Patt, Isaiah Gutman, and Ezra Baptist. (Provided by Vaynu Kadiyali)“I think all of us had this sense that we wanted to help our community somehow, and we knew this was a problem from talking to our teachers in the past,” said Isaiah Gutman, another member of SDS.Gutman said the two long-term goals of the new organization are to foster a better relationship between teachers and students and to “get a better relationship within students in developing a collective voice.” Members of SDS also stressed the importance of getting students involved in district issues. Though the student organization did not organize the rally from the beginning, Gutman said they played a central role by encouraging students to attend the rally, as they said no one else was reaching out to students about participating. Gutman added that one of SDS’s future initiatives will be to raise awareness for teachers’ aides and non-teacher workers who are paid less than teachers in the district. Your education news is made possible with support from: J.T. Stone is a contributor for The Ithaca Voice and a 2020 graduate of Ithaca High School. Questions? Story tips? Email him at [email protected] More by J.T. Stone
Jennifer Smith(GORDON, Wis.) — A Minnesota-based company will donate $25,000 in reward money to Jayme Closs, the Wisconsin 13-year-old who escaped from her abductor’s home earlier this month.Turkey processor Jennie-O, a subsidiary of Austin, Minnesota-based Hormel Foods, had initially offered the reward money in exchange for information leading to the teenager’s return, but now it plans to give the money directly to Jayme, according to a statement released Wednesday.Jayme escaped and was discovered on Jan. 10, after spending nearly three months in captivity with a man who allegedly kidnapped her from her home in October and killed her parents, Denise and James Closs, authorities said. She was found in Gordon, Wisconsin, about 70 miles north of her hometown of Barron.Jennie-O Turkey Store President Steve Lykken said the young girl’s parents were longtime employees of the Jennie-O location in their hometown. Jennie-O and the FBI had contributed a total of $50,000 for information about the teen’s location.“Here in Barron our Jennie-O family is dealing with a very tragic situation. While we are still mourning the loss of longtime family members Jim and Denise, we are so thankful for Jayme’s brave escape and that she is back in Barron,” Lykken said Wednesday. “The company has expressed its wishes to donate the $25,000 to Jayme. Our hope is that a trust fund can be used for Jayme’s needs today and in the future.”He said the firm is working with law enforcement to donate its share of the reward fund.Jake Patterson, 21, of Gordon, was arrested and charged with kidnapping Jayme and killing her parents, officials said.Patterson allegedly gunned down the young girl’s parents at their home on Oct. 15 and fled with the girl in the trunk of his car before police arrived. Jayme said she managed to escape when Patterson left his home and ordered her to stay under a bed until he returned, according to a criminal complaint.Officers with the Barron County Sheriff’s Department referred to Jayme as “the hero in this case” on Wednesday.“On behalf of the Barron County Sheriff’s Department and all the law enforcement agencies that assisted in this case, we would like to thank Jennie-O for their support and assistance during this case,” Barron County Sheriff Chris Fitzgerald said in a statement. “We also agree that Jayme is the hero in this case and happy they have chosen her to receive the company’s reward contribution.”“The partnerships created during this case will not only help Jayme and her family in the future but will continue to make us all stronger, led by the idea that we will never give up hope,” he added.Patterson allegedly confessed to investigators that he targeted Jayme after seeing her board her school bus; he didn’t know her, but decided “that was the girl he was going to take,” according to a criminal complaint.He made his first appearance in court last week, but he did not enter a plea. Patterson’s next court date is scheduled for Feb. 6. Copyright © 2019, ABC Radio. All rights reserved.
Previous Article Next Article Employees who claim they only go to work to pay the bills are living ashallow existence, claimed the director of futures of the Industrial Society ata seminar in London last week. At The Great Debate – Pleasure or Pain, Industrial Society head of futuresRichard Reeves told the 100 delegates that work is an essential part of aperson’s identity. Reeves said, “Our work is central to how we feel aboutourselves, so anybody who says ‘I work to live’, seems to be living a prettyshallow life. The debate was chaired by former employment minister Tessa Jowell, and sheexplained that when she was at the DTI she preferred the idea of timesovereignty to work-life balance or family-friendly policies. Currently minister for culture, media and sport, she said, “A debateabout quality of work and the introduction of measures to define quality ofwork can be a government policy as opposed to one which is driven by themarket. “We need to develop ways of looking at the quality of work – in termsof opportunities for life-long learning, time sovereignty, freedom fromdiscrimination and safety.” Guardian columnist Madeleine Bunting disputed whether work should be centralto people’s lives. She said, “A full rich human life is made of many partsand the idea of you just selling your soul to one particular skill that youhave seems to me a terrible waste.” Work to live or live to work?On 31 Jul 2001 in Personnel Today Comments are closed. Related posts:No related photos.
Previous Article Next Article Comments are closed. Personnel Today Awards 2001 updateOn 2 Oct 2001 in Personnel Today Short listed teams for the Rebus HR Award for Best HR Strategy in line withbusiness Teams shortlisted for this award have taken seriously the need for HR to repositionitself to add value to the business or organisation it serves. Central to theirrecognition is the department’s business strategy, how it was devised andimplemented, who was involved and the results to dateBarclaysBarclays Banking HR teamWhat they did Developed and implemented a programme of interventions to transform thecapability of its people to achieve the business’s strategic goals. The goalwas for Barclays to become the undisputed leader in business banking in the UK.To achieve this it needed to transform the existing business in terms of newproducts and customer segments, as well as investing in technology and thesales force and developing new channels. As a result, a people strategy wasneeded which focused on building leadership within the business, convincingeveryone of the need to change, investing in skills development and introducinga wide range of performance management tools for managers to link performanceand reward more closely. The training budget was increased by 40 per cent andan intranet-based self-development toolkit can now be accessed via desktop PCs.Why they did it In an increasingly competitive market Barclays’ business goal was to doubleeconomic value every four years. Its brand promise was to help its customersachieve their ambitions. Steve Wiggins, head of HR for the Business BankingCentre, says that in order to achieve this the bank had to first make it happenfor its people. “The most significant enabler of a business transformationprogramme of this scale is the leadership capability of the organisation. Weneeded to develop leaders who could create a challenging and attractive visionof the future and demonstrate the skills, and behaviours required to achieve itand the culture we were looking for.” Benefits and achievements Barclays has achieved a 12 per cent increase in operating profit on the backof strong revenue growth. Excellent customer satisfaction has been recordedwith the bank coming number one in independent research in all the key measures.Results from an employee survey show that the transformation of leadership hasled to improvements in 13 of the 16 measures used. Business Banking is alsoahead of the company average in 10 of the 16 measures. The teamNumber in team 6 people heads, each with their own teamsStaff responsible for 105,000HR director Mark WellsOMD Terry BowdenHead of HR Julia WiffenHR adviser Tash SamadpourHead of HR Rachel YatesHead of HR Nigel FretwellAsdaThe People TeamWhat they didAsda’s people team devised a strategy to deliver people able to”sell and serve with personality” and offer craft skills in-store tooffer the best possible service to customers and improve the business’sprofits. The people strategy is based on recruiting, training, motivating andretaining high quality staff. Its priorities were to recruit the right calibrepeople with the appropriate personality to serve customers in the fast-pacedretail environment, to be able to train key skills as effectively as possiblein order to meet business priorities, and to offer employees a motivationalworking environment free from the traditional retailing commands and controlstyle. Consequently, among other things, 2,500 colleagues have been trained ina skill such as butchery or floristry at the Asda Academy, all new managerstrain in one of the eight stores of learning, and morale is regularly assessedthrough “We’re listening surveys”.Why they did itAsda implemented the strategy in order to gain a competitiveedge. David Smith, people director for Asda, says in retail it is necessary togain a competitive edge through people strategies that align to businessperformance delivery on a daily basis. “We like to think about moments ofservice. The shopper can decide not to come back because of one bad serviceinteraction. Our objective is to deliver service with real personalityalways,” he says.Paul Mckinlay, head of people development for Asda, added thatthe strategy was also aimed at tackling the problem of retention, which hastraditionally been a problem in the retail sector.Benefits and achievementsAsda claims it is the number two food retailer in the UK marketby share of sales behind Tesco and was voted the fifth best employer and bestlarge employer in the Sunday Times survey of the top 50 UK employers. It claimsto be the friendliest superstore food retailer in perception data with itscompetition – achieved by recruiting principally on personality, looking forpeople who enjoy interacting with customers. Morale indices are rising year onyear with 90 per cent of employees reported to enjoy working at Asda, and 86per cent feeling properly trained. The teamNumber in team 50Staff responsible for 9,000People director David Smith with Retail people director Caroline MassinghamHead of resourcing Jan ShawRemuneration & benefits manager Kerry EllisHead of people development Paul McKinlayAstronOrganisational Development teamWhat they didThe mission was to take three small traditional printingbusinesses with a turnover of £13m and turn them into a £100m showcaseorganisation providing design, document management, print management,warehousing and logistics to a wide range of blue-chip companies. Organisational design was focused arounddeveloping market-targeted teams responsible for everything from sales tocustomer service, purchasing, inventory management and invoicing. Hierarchieschange with each new project so that the most senior member of one team canalso be the most junior member of another. All staff are encouraged to maximisetheir potential and anyone in the organisation can attend courses led bycollege lecturers. Industrial relations negotiations have been dropped infavour of industry wage increases and the reward strategy has been adapted tosuit individuals. Kathy Woodward, group operations and HR director, says,”On every site in the country at 8.30am representatives from across thebusiness meet and table anything that impacts either internally or externalcustomer service. These actions drop into databases that form the core of ourdevelopment strategies – process improvement, people improvement.”Why they did it”To deliver our business development plan we decided toadopt a radical approach to our human resources strategy” says Woodward.”Instead of a dedicated human resources department, it was decided thateach employee would become an HR officer. “Our focus would be on everyonebeing a critic, a coach, communicator and champion and that our businessprocesses would focus on delivery, innovation, value and control to ourcustomers.”Benefits and achievementsThe business has grown from £13m to £100m, with increasedprofits to match. Astron’s customer base includes British Airways, Bupa andScottishPower. “We have developed leading edge e-commerce systems, we haveintegrated mergers, and kept our people motivated and having fun,” saysWoodward.Judge’s commentJohn McCarthy, European partner,William M MercerBarclays The team has demonstrated a direct impact on businessperformance through their efforts and appear to have strong support frombusiness management, employees and Unifi, the employees’ representative.AstronFrom the start there was a desire to create a new businessmodel. To support this the team has an HR strategy that is completelyintegrated with the business. The results show in the business performance.AsdaThe team at Asda has an HR strategy that is right at the heartof the competitive proposition that the company brings to its customers.Pinderfields and PontefractHospitals NHS (recommended)Although not shortlisted, Personnel Today is pleased to givethis team a special mention. This is one of the more difficult strategies toexecute, which must be true for every part of the NHS, and as all of us arepotential beneficiaries, deserves encouragement and support. RebusHR is a leading HR andpayroll solutions provider, offering solutions to businesses of all sizes. Itsclients include more than 70 of The Times Top 100 companies. RebusHR developslong-term partnerships with its clients, some of which have been using itsservices for more than 30 years Related posts:No related photos.
Comments are closed. This week’s e-HR news in briefB&Q opts for blended learning Leading DIY retailer B&Q is trying out a new approach to managementtraining using bite-sized pieces of blended learning provided by Futuremedia.Knowledge Bursts are five-minute modules being used to complement face-to-faceelements in B&Q’s new blended Management Academy training programme. www.futuremedia.co.ukBT looks to change HR strategy BT is deploying PeopleSoft’s Enterprise Human Capital Management (HCM)system across the organisation to manage its worldwide workforce. It is part ofthe telecommunications company’s bid to bring fundamental changes to its HR andIT strategy. www.peoplesoft.com Previous Article Next Article e-HR news in brief…On 13 Jul 2004 in Personnel Today Related posts:No related photos.