IES experts are available for comment and interviews. Their knowledge and views are supported by independent research and extensive experience.
IES experts are available for comment and interviews. Their knowledge and views are supported by independent research and extensive experience. Contact the Press Office at 01273 763414 or via the email below.
In a collection of articles addressing today’s pressing issues for organisations, IES's team of researchers and consultants have offered their reflections on how leaders and HR practitioners can successfully navigate the imminent challenges.
Wendy Hirsh, author of IES's new guide that offers concise, accessible advice on talent and succession management, recommends a ‘best fit’ approach rather than pushing generic ‘procedures’.
Our Perspectives on HR report for 2015 urges employers to consider how more established ways of managing change can be replaced by evolving fluid approaches.
recent IES publications
Our full calendar of events for members is now available, with an engaging schedule of Masterclasses and Workshops. Details for one-off events including the HR Directors’ Retreat, HR Leaders’ Provocation, and the annual conference, will be confirmed soon, so keep an eye on your inbox for those.
Our latest HR leaders’ retreat on creating and sustaining high-performing organisations began by Penny Tamkin (IES) reviewing the research on highperformance organisations. This précised a mass of research from the last 30 years exploring the relationship between people and organisational performance through the lens of asking ‘if there was a link, what would we expect to see’.
We are very excited about the imminent launch the of next year’s events programme. The schedule will include a range of workshops and masterclasses exploring some perennial areas of interest and some new topics.
IES’s Knowledge Knibbles are bite-sized learning sessions of 90 minutes, run in your organisation for groups of up to twenty staff. This popular offering has covered a range of issues for members this year. Some relate to the current business context of managing and responding to change, building organisational and personal resilience, etc. Others focus more on the HR function – its service delivery model, relationships with line management and customers and the role of the business partner. A third cluster relates specific HR work areas – workforce planning and learning and development especially.
Following the success of the Performance Management action learning set (ALS), and the current Strategic Workforce Planning ALS, we are now planning two further sets for you to get involved in.
