Archive 2002

Personnel Today: 12 November 2002
'Assessing True Potential'
The Lexus programme is featured along with other examples of how assessment and development is moving away from being a pure HR function to a broader business tool, enabling organisations to realise the true potential of their workforce, while making development more focused and results based.
Personnel Today

Personnel Today: 1 September 2002
'Never a cross word'
This article tackles the confusion that can arise from the buzzwords and phrases that pervade training and personnel, further complicated by the challenge of addressing global audiences. It includes review of some UK and US HR phrases and jargon and what should we be aware of beyond the spoken/written word.

'Language is very often an inadequate descriptor of experience. You need other things - like the context in terms of non-verbal behaviour - to make sense of it and understand what the person may mean by that word,' says Tony Dunk, Principal of cda Performance Programmes.
Personnel Today

Personnel Today: 11 June 2002
'Ahead of the game'
An article developing, in more detail, the themes on succession planning. 'Succession planning is a process that needs to be regularly updated, perhaps even every month. Most organisations will panic and do succession planning behind closed doors - it¹s white smoke coming out of the chimney,' states cda's Caroline Dunk. 'You need to have a clear set of succession criteria for the process - all jobs above a certain level will be solved by this process, or a certain number of moves a year. You need very clear criteria from the beginning.'
Personnel Today

Personnel Today: 11 June 2002
'Follow the leaders'
Taking leadership culture to all levels of an organisation not only requires a recognition of the difference between the roles of manager and leader, but a firm commitment to a company-wide programme of change. 'After implementing change at the top of the organisation, many companies focus their next development effort on frontline staff. That can leave middle management untrained and out in the cold,' warns Tony Dunk, head of cda Performance Programmes.
Personnel Today

Personnel Today: 4th June 2002
'Seeking direction'
Examines the increasing demand from businesses for executive coaching as a means of changing behaviour and improving the performance of senior executives and high flyers. Tony Dunk, Principal of cda Performance Programmes, points out that coaching programmes are particularly valuable at times of upheaval, such as transition to a new role. 'For example, in can be extremely helpful in the case of managers who, having gained promotion through their operational brilliance, feel insecure in their new environment.'
Personnel Today

Personnel Today-Boardroom HR Supplement: 4 June 2002
'Five steps to signing up an effective manager'
Succession planning is an urgent businesses issue which many companies fail to address 'Succession planning needs to be an ongoing process and not a one-off reaction to a panic', stresses Caroline Dunk, head of cda Organisational Consulting. ³It is also important to make sure key talent is not simply headhunted. 'Succession planning is an area that is consistently done badly. It has been handled as a standalone process, a one-off by the board that has no link into other HR or competency processes. Often it is not integrated, accurate or strategic.'
Personnel Today

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