Browse all articles across people aspects of regulation and people development within UK financial services
I have, for many years, tried to encourage advisers try to become more holistic in their approach to giving financial advice. I think it’s fair to say that this doesn’t apply to all advisers.
For fear of stating the bloomin’ obvious, there are now fewer than six months to go before solo-regulated firms become subject to the Senior Managers and Certification Regime (SMCR). This should not come as a surprise to anyone reading this article; I sincerely hope not anyway!
Whenever I start a new contract, I am always prepared to be challenged. When I say a challenge, I’m referring not only to the task in hand, but also the people I will be working with.
Recent research (I always cringe when that’s the first words of an article) shows that we know what we always knew but we now have statistics to prove it.
If you were passing your manager’s office and they said “do you have a moment, I’ve got some feedback for you”, how would you feel? Not great eh? That’s probably because people’s experience of feedback is so poor.
In this short article, Paul examines what it takes to become a self-directed workplace learner and shares his personal experience of self-learning over the last twenty-five years.
Look through any LinkedIn news feed and you can read about someone’s struggles and how they managed to change their life or someone thanking another for ‘a great job /training course / product / suit fitting (I kid you not!)’ or how this learning / product / person can really change your life.
Assessments are critical components of corporate compliance programmes. They are used to evidence employee awareness and competence to internal stakeholders and regulators. They can also be used for pre-testing, personalising the training, and improving the training content over time.
We regularly deliver courses on “Notes & Minute Taking” (it’s one course, before grammar pedants weigh in but we deliver this one course regularly. We also tailor the standard course for customers, so it may be more than one course. Sorry.
In this article, Paul Archer from Archer Training shares with you why traditional training departments are expiring since they deliver training and development in a manner not suited to the future. He then gives you a blueprint that can help you find the solution to ensure you develop your people in this full employment world.
As companies become more mature about the use of digital learning for engaging employees, their priorities are shifting from visuals and animation to more fundamental features, such as personalisation, adaptive content and accessibility – in terms of catering for both devices/form factors and people of varying levels of disability.
No, it’s not another Shakespeare reference (keep up at the back or at least read some old columns of mine to make sure I’m not repeating myself) but, instead, a reference to the many self analysis questionnaires we use on our training. Of course, such things are useless.
