Essay Example on IES: 50 Years of Improving Work for Education, Government & More

Introduction

The Institute of Employment Studies (IES) is a center for research and evidence based consultancy. It offer insights on HR topics and public employment policy issues including HR planning and development, the operation of labor markets, and practical experience in training and employment policy (IES, 2018). IES has operated for more than 50 years in both local and international market to improve work in educational foundations and institutions, government departments, professional associations, employer bodies, and consultancy with employers themselves. Providing evidence based management and HR services had sustained and developed the company's reputation and impact, which has increased its competitive advantage as it strive to develop its brand (IES, 2018). This project help us understand how IES' competitors are positioned in the market and how they communicate about who they are and what they do. It is also to help us understand where its strongest areas of HR Consultancy and research work have been.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

The Output for Research Institutes and Consultancy Organization

Research institutes and consultants have scant attention to of competitive advantage in the consultancy market. Most consultancy organizations operate without management yet they are subject to uncertainty of where consumers buy their products and services instead of using competitors or internal capabilities (Willis Towers Watson, 2017). Customer rejection in favor of another company is a common aspect even for IES. However, there is an explicit competition among companies due to the issue of fragmentation or professionalization. Most competition is based on the relative failure to reduce institutional uncertainties, relationship and product through the pursuit of professionalism such as influential professional association and codified knowledge base.

Companies in the consulting sector uses a broader discourse of professionalism to increase their competitive advantage. This is a characteristic of corporate professionals who pursue secure legitimacy through professionalism. Most companies reduce product, institutional, and relationship uncertainty through developing distinct relationships and alliances with customers, which is assessed in terms of "added value" (Brown, 2010). This strategy provides new patterns of how management consultancy organizations develop credibility and legitimacy. Therefore, organizations strive to be seen as experts and capable of delivering added value to customers. For example, GovAgency1 have weaknesses in the abilities and skills in consulting, which has made it difficult to develop an expert image (Brown, 2010). The lack of expert status in such companies favor IES because they are unsuitable in their jobs. The only way, IES competitors can survive in the market is when they provide an added value (Willis Towers Watson, 2017). Lack of expertise and status in consulting external clients increase risks that make their services to lack credibility and not to be valued.

HR Consultancy & Research Projects IES has undertaken

IES perspective is to ensure a healthy does for realism regarding AI at work. Since most companies are fed up with the hype on HR and marketing literature, it predicts the impact of new technology on HR activities in the next decad (OECD, 2018). This include operational efficiencies, improving transactions and enhancing the role of data based analytics in impacting HR businesses and policies positively.

Performance management is a critical aspect that is based on HR functions, training and coaching. The HR profession needs forward-thinking and philanthropic quicker businessmen who can determine employee performance and financial wellbeing. IES is more concerned about the extent of debt and financial issues faced by UK workers. UK has faced a scale of real pay-cut during Brexit, which has never been experienced for many years (CIPD, 2018). IES advice employers to consider address low pay and reduce pay gaps in the pay progression work and growth of IES job assessment. IES continue to rebalance legislations aimed reduce the extent of pay by covering ethnicity and disability by linking employer practice and government policy (IES, 2018).

In the shifting and uncertain business environment, which affect both employees and employers, IES consider the aspect of change that impact team levels and personal attributes that assist teams to improve and change. IES urge companies to embrace agile through reality check processes. Agile is considered innovation relative to new things aimed to increase competitive advantage and revenue (OECD, 2018). Change wellbeing, AI, performance, reward, development, learning and engagement should be considered by the HR professionals in UK companies.

Bibliography

Bevan S (2018), 'The productivity puzzle: are we looking in the right place?', Institute for Employment Studies [Online]. Available at: https://www.employmentstudies.co.uk/news/productivity-puzzle-are-we-looking-right-place

Brown D (2010), Performance Management: Can the practice ever deliver the policy?, Institute for Employment Studies

CIPD (2018), Preparing for Brexit through workforce planning, Chartered Institute of Personnel and Development

IES (2018), Money Advice Service What Works Fund: IES project final evaluation report, Institute for Employment Studies

OECD (2018), 'Inequality', Organisation for Economic Co-operation and Development [Online]. Available at: http://www.oecd.org/social/inequality.htm

Willis Towers Watson (2017), Global Benefits Attitudes Survey, Willis Towers Watson