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Description:

People Analytics podcast from Tucana Global, a leading HR analytics, employee insight, data visualisation and talent analytics conference organiser across Europe and worldwide. Tune in to hear from the most influential HR practitioners.

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Podcast Episode's:
Strategic Enterprise Analytics - Keeping HR Relevant
<div class="fl-module fl-module-rich-text fl-node-58e7837f84c61" data-node="58e7837f84c61" data-animation-delay="0.0"> <div class="fl-module-content fl-node-content"> <div class="fl-rich-text"> <h4>Episode 12:<br /> <strong>Strategic Enterprise Analytics - Keeping HR Relevant</strong></h4> </div> </div> </div> <div class="fl-module fl-module-rich-text fl-node-58e7837f84c99" data-node="58e7837f84c99" data-animation-delay="0.0"> <div class="fl-module-content fl-node-content"> <div class="fl-rich-text"> <p>As People Analytics is growing in data quality, capability and scope, so other departments are beginning to draw workforce data into their own analytics programmes.</p> <p>Similarly, technology is developing and further permeating business on all levels - from internal messaging to AI-driven insight to the Internet of Things.</p> <p>All of this is leading some more advanced organisations to begin combining analytics and technology across domains, blending the tools, expertise and initiatives to form a strategic Enterprise Analytics function.</p> <p>As departments like Marketing, Procurement and Finance are often further ahead in terms of analytics capability and sophistication, the challenge for HR is to step up and assert the importance and usefulness of workforce data in this new, integrated analytics approach.</p> </div> </div> </div> <div class="fl-module fl-module-rich-text fl-node-58e7837f84f37" data-node="58e7837f84f37" data-animation-delay="0.0"> <div class="fl-module-content fl-node-content"> <div class="fl-rich-text"> <p><strong>One of the most recognisable names in HR and Business Analytics, Bernard Marr discusses with Max Blumberg several topics around the outlook for HR and Enterprise Analytics:</strong></p> <ul> <li>The main trends in Enterprise Analytics, such as fog computing, data minimisation and analytics democratisation</li> <li>The application of AI in day-to-day business operations</li> <li>How companies apply Enterprise Analytics in practice</li> <li>How to maximise the value of data as a strategic asset</li> <li>The four pillars of value creation as they apply to HR and the people function.</li> </ul> </div> </div> </div>
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Workforce Planning for Rapid Growth/Downscaling
<p>If this is what your organisation is doing now, what will you need to do in 10 years’ time? If your strategy is to be operating at 50% or 500% of your current size, how can you know what people and skills you will need, and where?</p> <p>Strategic Workforce Planning is in many ways one of the most complex - and also most essential - fields of HR. Having an optimised workforce that is properly positioned and skilled to handle emerging and anticipated business challenges is of immeasurable benefit to the success of a business strategy. And of course, the converse is equally true.</p> <p>It is therefore a massive opportunity to demonstrate a real, practical and commercially-beneficial use for workforce data, which delivers exactly what the CEO needs from HR.</p> <p>One significan challenge in Workforce Planning is for rapid growth or downsizing, since it introduces a lot of unknowns into the equation. How do you anticipate the needs of your organisation when your whole operational structure has transformed entirely?</p> <p>Clearly, one company that has experienced - and continues to experience - such change is <strong>Facebook</strong>.</p> <p> </p> <p><strong>In a relatively technical discussion, this week's episode sees Max Blumberg discuss the intricacies of Workforce Planning and its place within the wider People Analytics function of one of the world's most successful enterprises.</strong></p> <ul> <li>Workforce Planning for high growth</li> <li>How Facebook structures its People Analytics function</li> <li>The concept of an "optimised workforce" for strategy execution</li> <li>Understanding the concept of 'critical workforce segments'</li> <li>Understanding internal/external talent supply and demand</li> <li>The role of deep statistics and optimisation in People Analytics</li> <li>Top tips for setting up advanced People Analytics</li> </ul>
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Building Global Enterprise Analytics at Nestlé
<div class="fl-module fl-module-rich-text fl-node-58d4edf873fb4" data-node="58d4edf873fb4" data-animation-delay="0.0"> <div class="fl-module-content fl-node-content"> <div class="fl-rich-text"> <h4>Episode 10:<br /> Building Global Enterprise Analytics at Nestlé</h4> </div> </div> </div> <div class="fl-module fl-module-rich-text fl-node-58d4edf873feb" data-node="58d4edf873feb" data-animation-delay="0.0"> <div class="fl-module-content fl-node-content"> <div class="fl-rich-text"> <p>This week's episode was recorded live at the People Analytics Forum 2016 in London last November.</p> <p> </p> <p>Being the world's biggest food company, with operations in more countries than the United Nations, Nestlé is never going to be the easiest organisation at which to oversee a global transformation of any kind.</p> <p>Jordan Pettman led a development team at company HQ to create People Analytics and Workforce Planning tools and methodologies. The success of this project led to the need for a global roll-out for over 300,000 people in 194 countries.</p> </div> </div> </div> <div class="fl-module fl-module-rich-text fl-node-58d4edf87427b" data-node="58d4edf87427b" data-animation-delay="0.0"> <div class="fl-module-content fl-node-content"> <div class="fl-rich-text"> <p><strong>Recorded on camera in the media lounge at People Analytics Forum 2016</strong>, Max Blumberg got an unmissable chance to speak in person with Jordan Pettman, and hear his own personal experiences of being at the helm of a project of jaw-dropping scale:</p> <ul> <li>Creating an enterprise analytics function when you're one of the world's largest companies</li> <li>Managing data privacy across regional boundaries</li> <li>Dealing with vastly different levels of people analytics maturity and appetite around the world</li> <li>Best practices for IT and people analytics collaboration</li> <li>And much, much more.</li> </ul> <p>Full video footage coming soon!</p> </div> </div> </div>
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People Analytics Podcast 009 - What Have HR Standards Ever Done For Us?
<p>Does your organisation have a standard set of definitions for all concepts, relationships and interventions related to your workforce? Does your employee data all fit neatly into pre-defined boxes, with all interconnectivity already clearly mapped out?</p> <p>No? Well, unsurprisingly, you're not alone.</p> <p>The goal of standardising HR can seem mirage-like at times, and one could be forgiven for wondering if attempts to impose a framework of logic and statistics on every aspect of Human Capital Management is futile at best.</p> <p>Nevertheless, most other areas of business operate in precisely this way. As we all know, dealing with humans is very different to dealing with materials and financials. But if the uncountable can be rendered countable, it would mean an immense operational - and consequently strategic - advantage. Effective real-world analytics of any kind relies on precisely this.</p> <p> </p> <p>For the opening episode of the second season of the People Analytics Podcast, Max Blumberg talks with John Boudreau, one of the most recognised names in HR globally.</p> <p>As Professor of Management at the University of Southern California, and Director of the Center for Effective Organizations, John's work has appeared regularly in the Harvard Business Review, among other similarly prestigious platforms, and his writing and teaching has influenced HR and Organisational Development around the world for decades.</p> <p> </p> <p>In a fascinating interview, they discuss:</p> <ul> <li>What HR standards really mean for a business<br /> <br /></li> <li>How HR practitioners and analysts can use HR standards to improve human capital effectiveness in their organisations<br /> <br /></li> <li>Linking people activity to organisational outcomes<br /> <br /></li> <li>How you can use supply chain concepts in the recruitment, development and retention of your people.</li> </ul> <p> </p> <p>For more information on People Analytics, visit <a href= "http://www.peopleanalyticsworld.com" target= "_blank">www.peopleanalyticsworld.com</a></p>
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Exploring the Links between Culture, Engagement & Business Performance | TPAP 008
<p>This week, Max Blumberg chats with Niall Cluley, former Global HR Director of Fitness First, about the critical link between culture and employee engagement, and how this ultimately impacts on business performance. Hear his thoughts on why it’s critical to get to grips with the links between engagement and performance, along with his approach and lessons learnt whilst at Fitness First.</p> <p>In this week’s podcast you’ll hear Niall and Max discuss:</p> <ul> <li>Why it is critical to get to grips with the links between behaviour and performance</li> <li>How HR teams approach this challenge</li> <li>A case study of the approach and lessons learnt at Fitness First</li> <li>HR and data – what the challenges and opportunities are</li> <li>5 tops tips for measuring and linking engagement to business performance</li> </ul>
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The People Analytics Journey at Cisco | TPAP 007
<p>Ian Bailie speaks about his personal journey in becoming a People Analytics leader at a global tech company, as well as the company’s journey in becoming a leader in this space, using analytics across the talent lifecycle.</p> <p>Cisco Systems is one of the most recognisable brands in the technology industry, and Ian plays a very senior role in ensuring they are able to capture the very best talent in a notoriously competitive industry. He talks with David Green about:</p> <ul> <li>Why People Analytics is important for HR and the business</li> <li>The journey so far at Cisco, and what’s on the horizon</li> <li>Some of the challenges that have been overcome</li> <li>How the People Analytics team is organised</li> <li>Advice for practitioners and organisations looking to get started</li> <li>What the next trends are likely to be in the People Analytics space</li> <li>A preview of Ian’s session at the upcoming People Analytics Forum in November.</li> </ul>
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Human Capital Frameworks | TPAP 006
<p>What if publicly-listed companies had to report their HR metrics like talent capability and training costs in the same way that they reported profit-to-earnings and material investment?</p> <p>It might sound unrealistic to some, but that view is not shared by the UK government, which has been working with the CIPD, CIMA and several other organisations on a project that aims to achieve precisely that.</p> <p>The ‘Valuing your Talent’ initiative was the brainchild of Dr. Anthony Hesketh, professor at Lancaster University, and Peter Cheese, head of the CIPD. Dr. Hesketh went on to write the seminal paper that gave birth to the movement, which is slowly gaining momentum among businesses and professional associations.</p> <p>Max Blumberg talks with Anthony Hesketh about this project, and also with Krysta Gough, who has been working with the CIPD, along with several others (Max included), to help design and implement this coming shake-up in how business views and measures its human capital.</p> <p>Key questions they will answer:</p> <ul> <li>Why is a human capital framework important, and who benefits?</li> <li>How did ‘Valuing Your Talent’ arise as a concept?</li> <li>What has been the response from industry so far?</li> <li>What kind of challenges/obstacles/resistance are being faced?</li> <li>Will we achieve standardisation when it comes to people metrics?</li> <li>Why should companies get involved with VyT? And how can they get involved?</li> </ul>
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Building Support for People Analytics | TPAP 005
<p>The challenges that HR faces in launching a sustainable People Analytics initiative, from gaining support among key partners and building influence around the organisation, to demonstrating value for them and proving the value of HR as a data-driven function of the business.</p> <p>A People Analytics project – like any project – that doesn’t have external and senior support is unlikely to get off the ground. It’s essential to identify the key partners and build trust and support around the organisation.</p> <p><a href="https://uk.linkedin.com/in/lindak3">Linda Kennedy</a> has worked in senior HR roles in several major organisations, including SIG plc and T-Mobile. She has successfully launched several such initiatives, and is well-versed in the politics and psychology of lobbying, building influence, and convincing others of the actual and potential value of data-driven HR.</p> <p>In this episode, she speaks with <a href= "https://uk.linkedin.com/in/maxblumberg">Max Blumberg</a> – himself a qualified psychologist – about:</p> <ul> <li>Identifying key partners</li> <li>How to get them onside</li> <li>The art and science of lobbying</li> <li>The role of technology in driving change</li> <li>Advice on how to become a more influential player in the organisation.</li> </ul>
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People Risk | TPAP 004
<p>In this week’s episode, Max Blumberg spoke with Andrew Woolnough (at the time, Value Proposition Director, Willis Towers Watson) about the concept of People Risk – what it means, what role HR needs to play, and why it is critically important for the finances of the business.</p> <p>Risk is a huge business issue, and considering the financial commitment that a company makes to Reward, Training, Recruitment and other People-related costs, the financial implications of analysing and controlling People Risk are immense.</p> <p>As an insurer, Willis have been working extensively in this area, and Andrew gives a behind-the-scenes look at what they are finding. He explains how a Risk- and data-savvy HR department can have a direct and significant impact on a company costs, which is a prime concern of the C-Suite.</p> <p><strong>Ideas covered this week:</strong></p> <ul> <li>What is People Risk?</li> <li>Who owns People Risk?</li> <li>Risk mapping: what stage is HR at?</li> <li>How does cross-functional collaboration enable better People Risk management?</li> <li>What do insurers look at when assessing People Risk?</li> <li>The new research currently taking place at Willis Towers Watson</li> <li>The role of Health & Safety, and how this is being redefined</li> <li>The link between General Insurance and Employee Benefits Insurance</li> <li>How to identify, analyse and mitigate People Risk at your organisation.</li> </ul> <p><strong>Andrew Woolnough</strong></p> <p>Value Proposition Director<br /> Willis Towers Watson<br /> (at time of recording)</p> <p><a href= "https://uk.linkedin.com/in/andrew-woolnough-a803b51a">https://uk.linkedin.com/in/andrew-woolnough-a803b51a</a></p>
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The Data-Driven CHRO: Leading Successful People Analytics | TPAP 003
<div>People Analytics presents one of the greatest opportunities HR has ever had to become a chief driving force in business, but HR has largely not realised this potential. Despite CEOs across the world saying publicly that they need an assertive and data-driven HR department, few HR leaders claim to be making significant progress in this area.<br /> <br /></div> <div>Mark Berry has built People Analytics functions at several companies, and has been recognised as one of the world’s top influencers in HR and in People Analytics. He was recognised an HR Trendsetter by HR Magazine, as well as receiving several other accolades over the last few years.<br /> <br /></div> <div>He talks with David Green about why HR is not delivering on it’s potential in analytics, how the internal dynamics of HR can hamper progress, and what skills and attitudes are needed in the CHRO to allow HR to fully grow into the data-driven organisation the that business desperately needs it to be.</div>
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How Much are your Leaders and Workforce Worth? | TPAP 002
<p>David Ulrich and Max Blumberg discuss the idea of quantifying the value that both leaders and employees bring to the business:</p> <ul> <li>What creates the value for a company?</li> <li>How do we define this value?</li> <li>Which are the companies that are doing the best work in this area?</li> <li>What are the metrics of successful leadership?</li> </ul> <p>They discuss Dave’s concept of the Leadership Capital Index, and how companies are now quantifying the aspects of good leadership.</p> <p>They discuss measuring the contribution of employees across the organisation towards business success in financial terms:</p> <ul> <li>What workforce metrics can be directly related to business success?</li> <li>How do we justify to investors the investment in developing leadership and people management?</li> <li>How do you convince investors of the value of people analytics?</li> </ul> <p>Dave Ulrich outlines three ways to value a firm, and raises the question: how able are you to measure these things? And how do you communicate these values to investors and shareholders?</p> <p>Finally, they discuss the challenge of focussing HR endeavours on business challenges, and putting HR investment into the context of business performance. They cover the cultural transformation required for HRDs to step up and speak on a level with the CFO and CMO in addressing the concerns of the CEO and investors.</p> <p><strong>Dave Ulrich</strong></p> <p><a href="http://daveulrich.com/">http://daveulrich.com/</a></p> <p><a href="mailto:dou@umich.edu">dou@umich.edu</a></p> <p>Read about his book, “The Leadership Capital Index: Realizing the Market Value of Leadership: <a href= "http://thinkers50.com/blog/realizing-the-market-value-of-leadership/"> http://thinkers50.com/blog/realizing-the-market-value-of-leadership/</a></p> <p><strong>Max Blumberg</strong></p> <p><a href="mailto:max@maxblumberg.com">max@maxblumberg.com</a></p> <p><a href= "https://uk.linkedin.com/in/maxblumberg">https://uk.linkedin.com/in/maxblumberg</a></p>
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The Value of Employee Engagement in the Age of Analytics | TPAP 001
<p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> Received wisdom tells us that an engaged workforce is more productive. But how do we quantify this ‘engagement’ in order to measure its effect on performance? How does a company know what to measure, when and how often to measure it, and what value to put on various indicators, in order to be able to analyse this information about the workforce?</p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> In order to demonstrate the ROI of Employee Engagement initiatives, it must be shown that there is a direct impact on business performance. Doing this may be easier said than done.</p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> Peter has worked in senior, global roles at two of the world’s largest companies. Here he shares his perspective with Max Blumberg on where the concept of engagement has come from, what it means in the age of big data and analytics, and how companies can get commercially-useful insight into their workforce that justifies investment in engagement and motivation.</p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;">  </p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> 4 key questions:</p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;">  </p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> 1. If people are important to organisations, why is the media so full of stories about companies removing performance reviews (like the Big 4)? Surely it makes sense to review one’s most important assets?<br /> <br /> 2. Why do companies spend so much on engagement/opinion surveys, but so few seem to act on them? <br /> <br /> 3. Are pulse surveys a fad, or something real that we should look forward to in the future?<br /> <br /> 4. Who really benefits more from a highly engaged workforce: the employees or the people that own the company?</p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;">  </p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> with</p> <h4 style= "box-sizing: border-box; font-family: Roboto; font-weight: bold; line-height: 1.1; color: #000000; margin-top: 10px; margin-bottom: 10px; font-size: 20px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; letter-spacing: normal; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> Peter Wilde</h4> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> Managing Director, <strong style= "box-sizing: border-box; font-weight: bold;">Employee Research<br style= "box-sizing: border-box; margin-bottom: 0px;" /></strong>Former Global Head of Employee Insight, <strong style= "box-sizing: border-box; font-weight: bold;">Unilever</strong><br style="box-sizing: border-box;" /> Former Global Head of Employee Research, <strong style= "box-sizing: border-box; font-weight: bold;">UBS<br style= "box-sizing: border-box; margin-bottom: 0px;" /></strong>Former Research Executive, <strong style= "box-sizing: border-box; font-weight: bold; margin-bottom: 0px;">Ipsos MORI</strong></p> <p style= "box-sizing: border-box; margin: 0px 0px 10px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> and</p> <h4 style= "box-sizing: border-box; font-family: Roboto; font-weight: bold; line-height: 1.1; color: #000000; margin-top: 10px; margin-bottom: 10px; font-size: 20px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; letter-spacing: normal; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> Max Blumberg</h4> <p style= "box-sizing: border-box; margin: 0px; color: #333333; font-family: Roboto; font-size: 16px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 300; letter-spacing: normal; line-height: 22.8571px; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; background-color: #ffffff;"> Research Fellow, <strong style= "box-sizing: border-box; font-weight: bold;">University of London</strong><br style="box-sizing: border-box;" /> Executive Advisor to <strong style= "box-sizing: border-box; font-weight: bold;">CIPD</strong><br style="box-sizing: border-box;" /> Founder, <strong style= "box-sizing: border-box; font-weight: bold; margin-bottom: 0px;">Blumberg Partnership</strong></p>
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