Publications

This paper outlines how managers can improve their effectiveness in developing others, and covers setting the climate, building a developmental relationship, feedback and focus, delivering development and active career development. It also demonstrates how these elements relate to each other. The paper outlines what managers should not do when developing others.

This second wave of longitudinal research with young people with special educational needs (SEN) records and tracks their progress as they moved from compulsory schooling to early adulthood. This study reports the experiences of young people two years after they completed statutory schooling.

Part 2 of the Disability Discrimination Act (DDA) 1995 was extended to cover organisations which conferred, renewed or extended a professional or trade qualification. If a provision, criterion or practice of a qualifications body placed a disabled person at a substantial disadvantage in getting or retaining a qualification, then the qualifications body would have a duty to make a 'reasonable adjustment' for a disabled person.

This report presents the key findings of research into the factors that influence postgraduates' choice of study at Sussex University, their study experiences and labour market outcomes. In Autumn 2003 the Institute for Employment Studies (IES) worked with the University of Sussex's Career Development and Employment Centre (CDEC) to conduct the research.

This paper is based on a study by IES that investigated the behaviour of managers who are good at developing other people in the workplace. This paper contains: characteristics of good and bad development support; situations where good developers make a difference; what motivates good developers of others; enablers and barriers to developign others; the impact of good and bad development support; a framework for managers as developers; some practical suggestions for managers; and information about the research.

Ufi Ltd was established in 1998 to fulfil its vision of a 'university for industry'. The delivery network was launched in Autumn 2000, with two main products: an independent national learning information and advice service, and a network of learning centres both operated as learndirect. This evaluation follows a strategic initial evaluation in 2002 and tracks the progress of individuals for up to two years from their initial contact with learndirect.

The Annual Small Business Survey 2003 was a telephone survey of over 8,000 small and medium-sized businesses in the UK. Its main purpose was to gauge the needs and concerns of small businesses and identify the barriers which prevented them from fulfilling their potential.

UK productivity has shown a relative decline since the late nineteenth century. This has caused policy makers to seek underlying causes and one of the most durable concerns has focused on skill levels in the UK. The most straightforward comparisons of qualification levels in the workforce for different countries demonstrate that the UK has lower skill levels than our competitor nations. This may therefore be a contributor to the productivity gap.

This guide is designed as an introduction to socio-economic research for the broader community of research users. It will be of use to research funders, research hosts, research evaluators and reviewers, legal professionals providing advice to researchers, employers and managers of researchers and those involved, both as teachers and as students, in research training, as well as the broad community of socio-economic researchers themselves.

This bibliography lists and details some of the literature which is useful to those looking at CSR practices. It is one of a set of three IES research papers about the topic.