Content provider Immediate Network Ltd signs up for Dinamiks, the online employee performance management tool
Posted by Internet Business Press in Dinamiks, Employee performance management, Imediate Network, Uncategorized on March 27, 2012
March 27th, 2012 – Dinamiks Ltd, Chichester. Media content creator and provider Immediate Network Ltd has bought an annual licence to use Dinamiks, the online employee performance management tool from Dinamiks Ltd.
Guildford-based Immediate Network will use Dinamiks to set objectives for employees and monitor their performance against these, says managing director John Blauth, adding, “This will be good for the business because it will bring us greater efficiency and deliver extra clarity as to how we set priorities and manage projects to completion.”
Blauth was motivated to bring Dinamiks to Immediate Network “because small business MDs are often less than excellent at being strategic people managers – and I’m no exception.
“Immediate Network is first-class at delivering content and communications for our clients, but we could not claim that our staff management is as good as it should be,” he says. ” That will change and a structured employee performance and objectives tool like Dinamiks will help.”
Blauth chose the tool “after online research indicated it would do what we want and do it cost-effectively” – and plans to take a hands on approach, with his operations director, to its rollout. “The principle underlying Dinamiks is brilliant,” he says.
About Immediate Network
Founded by journalist Blauth in 2000 as a contract publisher, Immediate Network provides written content to the aerospace, automotive, engineering, scientific and media sectors. Services include content for e-newsletters, customer magazines, brochures, press releases, websites, social media and exhibition material. The company also provides clients with press and sector digests. More at http://www.inluk.com
Dinamiks at a glance
Available 24/7 via secure web access; reduces costs and inefficiencies; develops and motivates staff; aligns employees’ objectives with the business goals; helps deliver up-to-the-minute appraisals and saves a huge amount of time in the appraisals process; helps in the setting up of competency frameworks; shows where training or coaching and/or other development is required; helps with compliance [including Bribery Act 2010 issues] and employment law; identifies the stars and poor performers.
Dinamiks also provides for a personal development plan for recording progress against planned development targets. More at: http://www.ikdevelopments.com
…ends…
Note to the press. For further information please contact:
Shirley Barnes, Client Relationship Director, Dinamiks Ltd
Tel (+44) (0)1243 538835 shirley.barnes@ikdevelopments.com
Or Paul Whitehead, Western Associates PR
(+44) (0)1403 711177 paul@western-pr.com
The World Birthday Connection – launching worldwide February 29th, 2012, at www.wobycafe.com
Posted by Internet Business Press in The World Birthday Connection, Uncategorized, WobeyCafe.com, WobyCafe on February 27, 2012
February 27th, 2012. Chertsey, Surrey, UK. A new social networking website – WobyCafe [www.wobycafe.com] – is launched by The World Birthday Connection on February 29th 2012 and aims to connect those who share the same birthday wherever they are in the world.
The launch kicks off with a “leaperthon”* party in London on February 29th for those born on that leap year date. Membership of WobyCafe is free and the website can be viewed by members and non members alike, although members have privileges.
WobyCafe says the leaperthon will set a world record for the number of people born on a leap year attending a party. “Up to 50 have been invited and so far there is no world record for such an event – so we will set a record,” says WobyCafe spokesman Ian Lynch.
Originally the brainchild of a British musician, trombonist Allan Tidbury, WobyCafe points out that 19 million people globally share the same birthday every day, including 37,000 in London and 87,000 in Tokyo alone.
“Whether you are rich or poor, western or eastern, north or south, WobyCafe gives you the chance to say Happy Birthday to the world, to join in with other revellers and get curious about people from all walks of life,” says Tidbury. “You don’t have to be alone on your birthday or feel you can’t share it some more. www.wobycafe.com gives you the chance to connect with lots of people – from all walks of life around the globe – and celebrate.”
WobyCafe.com – the new place to social network and meet people who were born on the same day, starting this leap year — 29-02-12
More about www.wobycafe.com
Woby is short for World Birthday and WobyCafe stands for one World, one People, one Day, every Day. It is a website for connecting, sharing, watching, learning and having fun when celebrating your birthday.
“We live in a world of difference; different cultures, different countries, different languages, different genders and different viewpoints,” says Tidbury. “And yet, despite all our differences, we all have the common bond of our sharing a birth on this amazing planet.
“It’s a people’s project, where our intention is for people to be an active part of something that, in its own small way, can hopefully make a difference for a better world, break down barriers and allow all of us to have fun celebrating 365/366 days a year.”
History of the WobyCafe project
In 1977, Allan Tidbury and his brother Nick were clearing up after a Friday night in their parents’ pub in New Haw, England, following a birthday party celebration. Allan told his brother, “Imagine what the atmosphere would have been like if there had been lots of people all born on the same day celebrating their birthday together tonight.” Nick said “what a great idea”, and the brothers imagined how that might work. Like a lot of great ideas conceived on the fly, the idea soon slipped
into their subconscious, half forgotten.
Fourteen years later, the two brothers, who by now were both professional musicians, were touring in Switzerland and across the rest of Europe. Taking a much-needed break from their busy schedule, Nick remembered Allan’s original idea and the two began to make notes on how they could gather people together for a party, all of who would have been born on the same day.
In between gigs, they explored possibilities for how they could make this happen. Back in England, they met Rosemary Dodd, daughter of the cartoonist Maurice (co-creator of the Perishers comic strip) – www.toonhound.com/perishers.htm – and together they worked on designs that would one day contribute to the WobyCafe project.
So, the idea began to take shape – but it really needed the internet to be able to happen on a broad scale. In January 2011 Allan discussed the idea with a friend, Ian Lynch, public speaker, toastmaster and member of The Happiness Project, which runs courses on “happiness”. Ian said, “Allan you have to do this – it’s an idea whose time has come.”
The two shook hands on it and over the next 12 months a global team began to take shape, and on February 29th 2012, The World Birthday Connection becomes a reality.
Allan says, “WobyCafe is a project for a happier, more connected world. It’s a party for life, for the life of all of us.”
Web: www.wobycafe.com
For more information contact leila.wyatt@wobycafe.com
*Says Allan Tidbury, “The leaperthon aims to connect as many ‘Leapers’ – those born on the 29th – as we can from around the world, to create a wave that spreads from Kiribati, an island nation in the Pacific Ocean, and New Zealand, to American Samoa, for a full two days of celebration. Taking into account the international date line, everyone’s birthday is actually celebrated over two days due to the date line – e.g. Fly from New Zealand to the Cook Islands and you can live your birthday again.”
Allan is an international trombonist who has performed extensively around the world at various levels, from pubs to international festivals, including Montreux Jazz Festival. He still plays in various bands, including the SkaSouls. http://www.theskasouls.com http://www.youtube.com/watch?v=IylC6zLjhHg – and will perform at the leaperthon with The Fabulous Allstars.
…ends
Note to the media: for more information please contact
Leila Wyatt, WobyCafe, on leila.wyatt@wobycafe.com or +44 (0)1932 560308
Or Paul Whitehead, Western Associates PR on paul@western-pr.com Or +44 (0)1403) 711177
It’s that time of the year, so – seven boxes to tick for employee performance appraisals, from Dinamiks Ltd
Posted by Internet Business Press in Uncategorized, Dinamiks, Employee performance management, Seven boxes to tick for employee performance appraisals on February 3, 2012
February 3rd 2012. Chichester, UK. The first quarter of any year is a common time to roll out, or start to plan, employee performance appraisals. If they are paper based, these appraisals will be a time-consuming and laborious task, says Dinamiks Ltd, which provides an on-line solution and is extending its free trial offer from the usual seven to 21 days, valid if booked by March 31st 2012.
“Employee performance appraisal and management can improve business performance by a typical 10-20 per cent,” says Shirley Barnes, Client Relationship Director, Dinamiks Ltd – developer of Dinamiks, the online employee performance management solution.
“In cases where over-manning or poor performance hasn’t been properly identified and analysed, the figure can be above 30 per cent.”
Barnes recommends employers tick some boxes in order to optimise appraisals – which, she adds, can easily be run on a continuous or regular basis when an online solution is used.
Boxes to tick include (i) Key competency or competencies – the things staff are good at e.g. time management and working well to deadlines (ii) Skillset per employee – from administrative and computer skills to leadership abilities (iii) Ability of staff to meet business goals and company objectives (iv) Ability of staff to work well in a team (v) Are training or coaching? (vi) Compliance. Does each employee conform to the company’s values and to any external standards? (vii) Are personal development plans required for recording progress against planned development targets?
“Two questions to ask are whether or not the company uses an offline computer-based or online system” says Barnes, “and, if not, does it want to take appraisals and employee performance management to a new level?”
Dinamiks is used by SMEs across the UK and three continents for their annual and more regular appraisals, and for employee performance management. It is also used by companies with a global reach for appraising and managing remote teams and individuals – allowing them to ensure that staff performance – including the ability to stick to targets and meet goals on time, is closely monitored. More at http://www.ikdevelopments.com
Dinamiks at a glance
Available 24/7 via secure web access; reduces costs and inefficiencies; develops and motivates staff; aligns employees’ objectives with the business goals; helps deliver up-to-the-minute appraisals and saves a huge amount of time in the appraisals process; helps in the setting up of competency frameworks; shows where training or coaching and/or other development is required; helps with compliance [including Bribery Act 2010 issues] and employment law; identifies the stars and poor performers.
Dinamiks also provides for a personal development plan for recording progress against planned development targets.
…ends…
Note to the press. For further information please contact:
Shirley Barnes, Client Relationship Director, Dinamiks Ltd
Tel (+44) (0)1243 538835 shirley.barnes@ikdevelopments.com
Or Paul Whitehead, Western Associates PR, (+44) (0)1403 711177
paul@western-pr.com
Intellectual Property rights, questions answered, at free workshop
Posted by Internet Business Press in Centre For Sustainable Design, CfSD on November 25, 2011
Intellectual Property for Eco-innovators, 14th December 2011
Red Lion Hotel, Basingstoke, Hampshire – RG21 7LX
Organised by: The Centre for Sustainable Design
Strategic partners: Intellectual Property Office
Supported by Sustainable Business Partnership
Background
The majority of eco-innovative firms own or create intellectual property (IP) in the form of trademarks, copyright, patents, database rights or registered/unregistered designs. In developing innovative environmental products and technologies, many smaller businesses are not fully aware of the opportunities to protect and exploit their IP. Knowledge of the range of protection and licensing options should complement each eco-innovator?s approach to competing effectively.
Customers and collaborators often seek clarity over the position on IP and around 10-20% of small- and medium- sized enterprises (SMEs) may be involved in litigation related to Intellectual Property Rights (IPR). Many SMEs therefore have questions, such as:
*Why would you apply for different types of IP protection? Is UK registration sufficient?
*Where do you check to clear use of a new business or product name?
*What is the cost/benefit of registering a trade mark?
*What is the difference in protection between a Patent, UK Design Right (automatic and free) and UK Registered Design?
*Would a contractor own the copyright to commissioned work, if copyright is not assigned to the commissioning company?
*How should confidentiality be agreed?
*what forms of disclosure would invalidate a later patent application?
*How can the value of IP be assessed?
*Where do you apply for each type of IP protection, how do you apply and what does it cost? Where can I get further advice?
This Intellectual Property Workshop will tackle such questions through a series of practical scenarios, discussion and guidance from the Intellectual Property Office. This is based on a successful Intellectual Property Office workshop that has been delivered to SMEs, Business Link and UKTI advisors and a variety of professional bodies for more than 10 years.
Target Audiences
The workshop is aimed at eco-innovative companies with less than 250 employees based in the South East of England that produce low carbon, resource and water efficient products or technologies. Attendees from all roles with a basic to intermediate level of IP expertise are welcome.
Benefits of attending
*Gaining a good understanding of trade marks, patents, copyright, designs and confidentiality ? your questions answered
*Networking
*Access to a full suite of support materials from the Intellectual Property Office
Agenda
13:00 Registration and Networking
13:30 Introduction and Overview
Martin Charter, Director, The Centre for Sustainable Design, University for the Creative Arts
13:45 Intellectual Property – How IP can impact a businesses?
Commercial Development. Trade Marks, Copyright and Designs.
David Hopkins, Events Manager, Intellectual Property
Office
15:30 Tea/Coffee and Networking
15:50 Intellectual Property – How IP can impact a businesses?
Commercial development
Patents, Confidentiality and Licensing In/Out
David Hopkins, Events Manager, Intellectual Property Office
16:30 Discussion & Q&A
17:00 Close
Fees and Registration
There is no charge for this event. Please download the Registration
Form:
http://cfsd.org.uk/sids/suscin-events/ipo-workshop-booking-form.doc
Map & Directions
Please refer to the Map at redlionhotelbasingstoke.com/location/
SUSCIN
For information on free business support related to sustainable
products, services and technologies see cfsd.org.uk/sids or suscin.org.uk
Our Funders
SUSCIN has been funded by South East England Development Agency (SEEDA) and European Regional Development Fund
(ERDF) as part of the South East ERDF Competitiveness Programme 2007-2013.
…ends…
Posted by: http://www.western-pr.com
The Centre for Sustainable Design announces fully revamped website – second major redesign since launch in 1995
Posted by Internet Business Press in Centre For Sustainable Design, CfSD on August 9, 2011
T: 01403 711177 E: paul@western-pr.com
Case study: Developing staff – and the business – at The Interiors Group, with Dinamiks, an online approach to employee performance management
Posted by Internet Business Press in Dinamiks on July 29, 2011
The Interiors Group provides high quality office interior fit out and refurbishment solutions. The firm works closely with architects, interior designers, property agents and other parties to achieve the desired result.
Key point and main goal: the group takes full responsibility for every project in order to deliver the best possible working environment.
The Interiors Group is based in the UK and has recently launched its United Arab Emirates operation, in Abu Dhabi.
A completed project
The driver for change
The Interiors Group sees staff as an asset and, in the words of the group’s Financial Director Mark Pilkington, “it is important that they are given the tools to work effectively, in order for the group to deliver the best possible service.”
For many years those tools comprised a paper based employee performance appraisal system. “Paper has its limitations and so one thing the board has been keen to do is to implement more automated systems,” says Pilkington. “We believe the objective setting/review/appraisal process is an important one, both from the company and the employee point of view.
“Automation was seen as the way forward because it provides speed as well as flexibility within a framework, and a foundation upon which additional tools – such as competencies and brand values – could be added by the supplier.”
Pilkington adds that The Interiors Group has always measured competencies and was looking for a competency measurement and analysis tool to be added to the automated employee performance management system that was selected.
The group selected the new, web-based Dinamiks – developed by Chichester-based Dinamiks Ltd – as its system of choice in early 2010.
“We chose Dinamiks because it met all our criteria – a web-based system that automated much of the review/appraisal process,” says Pilkington. “We also wanted (i) something that would be easy to learn and use and (ii) a system through which employees could see and monitor their progress.”
“Dinamiks doesn’t just focus on the ‘what are you going to get done during your employment with us,’ but also gives staff the chance to highlight areas for personal development and training, which is important to us as a company.”
“As a business, we are growing very rapidly and it is important that staff, including line managers, are not swallowed up by paper and procedures. Automation would move us away from those issues.”
Gaining buy-in to the new approach
New initiatives in any type of organisation can meet with acceptance or opposition, or a mix of the two. At The Interiors Group, buy-in to the use of Dinamiks was helped by two factors, as Pilkington explains. “All members of staff could see that everyone else was involved – yes, even the CEO. That sort of transparent view of involvement from the top down really facilitates buy-in. Secondly, being web-based helped to overcome any lingering fears or reluctance. We are all familiar with the web, going online and logging in where we have to. With Dinamiks being just a part of that experience, buy-in was greatly simplified.”
There was an added and significant advantage to the web-based approach – “it wouldn’t tie up our own servers and IT department’s time. No installation or desktop rollout, or hardware or software clashes, were involved,” Pilkington points out.
The group began using Dinamiks in February 2010, with the aim of having all objectives for the new financial year in place by the end of March 2010. “This was achieved, I’m pleased to say. We envisage using the system on an ongoing basis. Why? Because, it will enable us to build up a history for each employee and monitor progress year on year. Also, it seems to work for all concerned.”
First-hand view of progress
At The Interiors Group, Mark Pilkington is responsible for HR issues and it was in that capacity – and that of board director, as FD – that he assumed the role of overseeing the introduction and ongoing use of Dinamiks. He therefore has a first-hand view of how staff and the CEO took to it.
“There will always be some resistance to change in any organisation. It seems to be human nature. We carefully managed the implementation process in order to gradually introduce the system and its benefits. We started by telling staff what we were planning and why. Then, once the initial data had been uploaded, I started with the CEO and then worked my way round the line managers. They were shown how to use the system and how it relates to the company as a whole.”
“Training took very little time, which is both a compliment to the system’s designers and to our people, who ‘bought in’ with minimal fuss, once they knew the benefits to them and the business.”
Everybody in the group – even the non-exec chairman – uses Dinamiks.
“The board has set company goals on an annual basis for many, many years,” says Pilkington. “Using Dinamiks hasn’t changed that, but it has helped us, as a board, communicate those goals to all staff and show staff how they can help us achieve the goals. Staff are encouraged to regularly revisit Dinamiks and input progress notes, which they are doing.”
Return on Investment
It’s early days yet to give a figure for ROI. The group is currently holding interim reviews, six months after the initial ‘go-live’, and, once completed, this should give the first marker in the success of the system. “However, short term I can say that Dinamiks has undoubtedly saved us time and, therefore, money,” he adds. “And it’s meeting our, and especially my, expectations.”
Summary of benefits
In Mark Pilkington’s words…
- Easy-to-use, with minimal training required.
- Being web-based, no installation of software is involved – which means that Dinamiks doesn’t use internal IT resources, such as server space, or support. Also, web-based means that staff, including me, can access it any time and anywhere where there is a web connection. We are not restricted to using it while at work. That gives it great flexibility.
- The system gives me a wide range of performance, behaviour and attitude measurement options, enabling me to fine-tune it to Interior Groups’ specific needs. This saves time and allows us to focus on what we want to achieve more quickly.
- Dinamiks allows the board to communicate the company goals to staff more effectively.
- Dinamiks overcomes the drawback of paper-based appraisals. And it helps to show that performance measurement is an objective, not subjective, action. That is important in situations where some individuals might take things more personally than they ought to, as can happen during face-to-face, paper-based appraisals.
- It enables staff to work more effectively. These are early days yet but because Dinamiks is saving us time – and also helping us to be more effective while at work – crucially it is also saving The Interiors Group money.
- Futureproofs the way we manage staff performance.
Quality of support
“So far, support has been very good. They have been quick to respond to any queries and, more importantly, are also open to suggestions for further development of Dinamiks in areas like assessment of skills and knowledge” – Mark Pilkington, Financial Director, The Interiors Group
Finally…a testimonial
“Dinamiks is a useful, easy-to-use and learn system that will help us develop staff, and therefore the company, over the coming years” – Mark Pilkington, Financial Director, The Interiors Group.
More at: www.interiorsgroup.co.uk
…ends…
Dinamiks Ltd announces new Job Roles module for its online employee performance management tool
Posted by Internet Business Press in Dinamiks on July 25, 2011
July 25th 2011. Dinamiks Ltd has announced that the new Job Roles module for its online employee performance management tool, Dinamiks, went live on July 7th.
Job Roles allows the Dinamiks administrator to add specific competencies to a job role, which helps with talent management and compliance requirements. “Specifically, Job Roles allows for all employees to have all mandatory competencies within their appraisal, and non-mandatory competencies in individuals’ appraisals for their specific job role,” says Shirley Barnes, Client Relationship Director, Dinamiks Limited.
Administrators can identify the competency or competencies required for a specific role and then develop the person who is in that job role. “In many cases, the job role will represent what the employer organisation wants the employee to develop into,” says Barnes.
Customer Customisation
The new Customer Customisation feature enables the Dinamiks administrator to schedule reminders either weekly or monthly, customise the login page with the user company’s own logo, and customise the automated emails with his or here own support contact details.
Dinamiks at a glance
Available 24/7 via secure web access, Dinamiks reduces costs and inefficiencies, develops and motivates staff, aligns employees with business goals, helps deliver up to the minute appraisals, improves HR processes, shows where training or coaching is required – and helps with compliance and employment law across sectors.
More about Dinamiks at http://www.ikdevelopments.com Email shirley.barnes@ikdevelopments.com
…ends…
Note to the press.
For further information please contact:
Shirley Barnes, Client Relationship Director, Dinamiks Ltd Tel (+44) (0)1243 538835 shirley.barnes@ikdevelopments.com
Or Paul Whitehead, Western Associates PR, (+44) (0)1403 711177 paul@western-pr.com
The Centre for Sustainable Design – CfSD – to provide training for the new ISO 14006 eco design standard
Posted by Internet Business Press in Centre For Sustainable Design, CfSD on July 22, 2011
July 22nd 2011 The Centre for Sustainable Design [CfSD] in Farnham, Surrey [UK] has announced it is to provide training for ISO 14006, a new guidance standard designed to facilitate eco design. ISO 14006 was published on July 8th 2011, some two months ahead of schedule, and is expected by CfSD to be used by corporates and SMEs alike.
CfSD director Martin Charter, who was global convener of the ISO working group responsible for the standard and intimately involved with forming its content, says it will “provide practical guidance on how to manage eco design within existing management systems, speeding up opportunities to design, develop and produce profitable products with lower environmental impact.”
He adds, “With ISO 14006, manufacturers carrying out eco design can realise benefits in cost reduction, improved stakeholder and supply chain relationships, and improve image, employee motivation and innovation while maintaining the integrity of their EMS.
“But these benefits arise from changes in critical strategic planning and operational activities and can only be realised if they are anticipated, recognised and recorded as part of the overall corporate goals, objectives and targets.”
It is in these areas that CfSD will provide training, effective immediately.
Says Charter, “The standard is intimately linked to ISO 14001 and will help organisations establish a systematic and structured approach to the incorporation and implementation of eco design activities within an environmental management system such as ISO 14001:2004.
“ISO 14006 is a guidance standard, not a certification standard. It is intended to be applicable to all organisations, regardless of type, size and product provided, but is aimed primarily at those that have an environmental management system, such as ISO 14001:2004, in place.
“It will also be useful if combined with a quality management system in line with ISO 9001, and may be useful for those organisations that have no formalised environmental or quality management system but which are interested in reducing the adverse environmental impacts of their products.”
Charter adds that a guidance standard was needed “because no existing standard specifically covers and relates to the differing areas of knowledge and competencies required for the management of eco design within organisations.”
Enquiries about ISO 14006 training at CfSD should be directed to mcharter@ucreative.ac.uk More information at: http://www.cfsd.org.uk/training
About CfSD
The Centre for Sustainable Design (CfSD) was established in 1995 at University for the Creative Arts www.ucreative.ac.uk The centre provides a range of services focused on “product sustainability” and “sustainable innovation” issues: research, training, consultancy and events. CfSD organises the “Sustainable Innovation” series of international conferences, now in its 16th year – see:
http://www.cfsd.org.uk/events/tspd16
More information about The Centre for Sustainable Design:
http://www.cfsd.org.uk
CfSD
…ends…
Note to the press: for further information please contact:
Martin Charter, Director, The Centre for Sustainable Design, University for the Creative Arts T: +44 (0)1252-892772 E: mcharter@ucreative.ac.uk
Or Paul Whitehead, Western Associates PR, T: +44 (0)1403 711177
http://www.western-pr.com E: paul@western-pr.com
