Lighting the way ahead

Dulewicz, Victor; Taylor, Bernard
January 2010
People Management;1/14/2010, p24
The article focuses on the expertise and behaviours needed by non-executive directors (Neds) in order to carry out their duties, not only in financial institutions, but also in other organisations. It suggests that the selection of Neds should become more rigorous and they should also receive ongoing training to update their knowledge and expertise. It emphasizes the need for Neds to devote more time to their duties on any one board.


Related Articles

  • Custom Needs Assessment for Strategic HR Training: The Los Angeles County Experience. Gorman, Phil; McDonald, Bruce; Moore, Richard; Glassman, Alan; Takeuchi, Lu; Henry, Michael J. // Public Personnel Management;Winter2003, Vol. 32 Issue 4, p475 

    Like many focal governments, Los Angeles County has been re-shaped profoundly in recent years by a series of external forces such as economic down,urns and technological advances. At the same time. the value of strategic human resources management has been increasingly recognized by...

  • Take On the Talent Crisis. Garff, Marissa // T+D;Feb2012, Vol. 66 Issue 2, p21 

    The article reports on a study concerning employee skill development, titled the "Accenture Skills Gap Study," released by the global management consultancy Accenture. According to the report, workers are interested in developing additional knowledge and skills but often do not have the support...

  • SElecting the right representative to get the right answers. Thompson, Robert // Fort Worth Business Press;1/16/2004, Vol. 17 Issue 3, p16 

    Offers ideas on hiring or recruiting a solutionist kind of employee. Definition of a solutionist; Qualities that can lead to the right individual for the position; Importance of communication skills for prospective employees.

  • WHY FIRMS NEED 20:20 VISION WHEN SELECTING TALENT. Woodruffe, Charles // People Management;5/4/2006, Vol. 12 Issue 9, p48 

    The article reflects on the way organizations select their people. The concerns of organizations regarding the selection of talents can be answered by a focused research on future competencies. In the selection of people, an organization should address the requirements of the future and focus on...

  • Turn sales reps into super trainers. Warner, K. C. // Pharmaceutical Representative;Apr2006, Vol. 36 Issue 4, p25 

    The article focuses on sales training of sales representatives to become superior trainers. Training sales representatives is seemed to be a simple procedure. The goals for training a trainer begins with the identification of the competencies which are encompassed by broad categories including...

  • Competency modeling and the water industry: A good fit. Mctigue, Nancy; Mansfield, Richard // Journal: American Water Works Association;Aug2011, Vol. 103 Issue 8, p40 

    The article focuses on various issues related to competency modeling in the U.S. water industry. It says that the use of competency models could prove to be helpful in attracting, training, and retaining water industry personnel. Meanwhile, it defines a competency model, as well as explores how...

  • Assessment centres: the best talent scout. Vanovermeire, Caroline // Lawyer;1/15/2007, Vol. 21 Issue 2, p47 

    The article focuses on the importance of assessment and development centers in retaining for the best talents in law firms. These centers are the most effective way of identifying what a firm's talent looks like now and what it will represent in the future. Firms should set enough investment in...

  • ASSESSING THE DEVELOPMENT CENTRE IMPACT ON THE EMPLOYEE COMPETENCE DEVELOPMENT. Mindášová, Dominika; Špakovská, Kateřina; Rolčíková, Markéta // Proceedings of the International Multidisciplinary Scientific Ge;2014, Vol. 3, p563 

    The paper presents result of the project that investigated the Development Centre (DC) impact on employee training. The project implementations concerned employees of specific IT companies. The DC training and education is based on the Assessment Centre methodology, and the Competence Model. The...

  • Who's Left in the Labor Pool? Flynn, Gillian // Workforce (10928332);Oct99, Vol. 78 Issue 10, p34 

    Discusses a human resource strategy to handle unemployable people. Approach in recruiting and hiring; Training of employees; Preparation for disappointments concerning some employees. INSET: Are You Liable For Ex-convict Employees?.


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics