In any economic situation employee development and skills building remain an essential requirement for success. But how can we avoid the inevitable reduction in the training budget being viewed by staff negatively. Does reducing the training budget always mean that lower quality training opportunities are on offer?

In today’s economic climate of huge savings having to be sourced from public sector and the knock on effect that has on the private sector, can any organisation afford to ignore the benefits of e-learning in their training and development strategy?

E-learning has been embraced by thousands of companies in the UK, all hoping to create a blend of options available to staff. Most organisations that are experiencing huge success with e-learning are those who have deployed it as part of the wider business strategy.

October 1st is almost here, and with it comes the implementation of most of the key features of the Equality Act 2010.

As you will have gathered from my previous blogs, this is probably the single most important piece of equality legislation we have ever seen, consolidating nine separate pieces of anti-discrimination legislation into a single Act.

This consolidation process means that much of the existing law stays the same. There are, however, some key changes that widen the scope of discrimination and strengthen the law significantly. Other areas have been extended, whilst completely new concepts such as discrimination arising from disability have been introduced.