Facebook TCU rowing program strengthens after facing COVID-19 setbacks Linkedin Jack Wallace printTCU struggled defensively on Sunday, allowing all 11 shots on target, as well as three goals. Photo by Jack WallaceNo. 17 TCU soccer could not extend their historic win streak to seven on Sunday as they fell 3-1 at home to Washington in their first-ever meeting.The Frogs surrendered back-to-back goals within five minutes of each other to go down 2-0 at the 37th minute, marking the first time TCU had trailed at home all season and their first time to trail in any match since losing 2-0 to Florida State to open the season.“I’m not certain of that,” head coach Eric Bell said on the positives of the match. “After watching tape and seeing with my goggles that I use during the game weren’t too positive. So we have to look at things and figure some things out and move forward.”The Frogs outshot Washington 9-5 in the first half, but all five of Washington’s shots were on-target, with TCU only posting four on goal.The second half didn’t fare much better for the Frogs, as the Huskies managed another six shots, again all on-target.Messiah Bright was TCU’s lone goalscorer against Washington, preventing a shutout. Photo by Jack WallaceTCU was able to slip a goal in the 56th minute by Messiah Bright, her fifth of the year, assisted by both Tayla Christensen and Yazmeen Ryan. This was Ryan’s fifth assist on the year.The Huskies would go on to score just moments later in the 58th minute, sealing the victory for Washington.TCU’s three goals allowed were the most in in any home match since their 3-0 loss to West Virginia on Oct. 21, 2016.Schedule congestion was another tough factor for the Frogs, as they had their fifth match in the last 15 days. A week of rest before their road trip to Arizona will be critical.“Well, hopefully we get the rest up and get some people that are a little nicked up and get them healthy and ready to roll on Saturday night,” Bell said.The Frogs will kickoff against Arizona in Tucson at 8 p.m. on Saturday, Sept. 21. ReddIt Jack is a junior journalism major and studio art minor from Atlanta, Georgia. He enjoys everything sports and co-runs the Blanket Coverage podcast as well as photographs for TCU360. ReddIt + posts 2021 NFL Mock Draft (Part 1) Special Twitter Another series win lands TCU Baseball in the top 5, earns Sikes conference award Jack Wallacehttps://www.tcu360.com/author/jack-wallace/ Jack Wallacehttps://www.tcu360.com/author/jack-wallace/ Previous articleVolleyball bounces back with dominant sweep of MiamiNext articleFootball handles Purdue easily, cruise to 34-13 win Jack Wallace RELATED ARTICLESMORE FROM AUTHOR Facebook 2020/21 NFL Exit Interviews – NFC East 2020/21 NFL Exit Interviews – NFC West Jack Wallacehttps://www.tcu360.com/author/jack-wallace/ Linkedin Jack Wallacehttps://www.tcu360.com/author/jack-wallace/ TCU baseball finds their biggest fan just by saying hello Twitter TCU News Now 4/28/2021
Therole and responsibility of the HR policy manager can vary widely betweencompanies and industry sectors, according to organisational size and the kindof legislation governing that sector. Forthis reason, the creation and management of HR policy is not always theresponsibility of one individual. Sometimes it is generated through the work ofindividual managers – people with responsibility for health and safety matters,equality and so on. However,even within this structure there is usually one person whose job it is toensure policies set down for the management of employees are legally andpractically sound. Policies must not contradict or compromise each other,should not be restrictive for line managers and must be communicatedeffectively to the people who need to use them on a day-to-day basis.”HRpolicy managers do differ between organisations,” says Deborah Moon,corporate personnel policy manager at Medway Council in Kent. Moonreports directly to the assistant director of HR, keying into the strategicneeds of the organisation as well as the practical demands of managingemployees. “Therole I have is to lead on the corporate approach to employment matters. Thismeans creating an overall framework and giving a general direction which can beimplemented in each of our HR service areas,” she says.AtTesco, a number of policy managers are employed on a part-time basis in aconsultative role, providing recommendations project by project so seniormanagers can make informed decisions on policy within their department. “Thepolicy manager’s job is to keep abreast of the law and then to makerecommendations over and above that as to what our own policy should be,”says Catherine Glickman, involvement director at Tesco.HRpolicy managers need to be technically proficient in terms of understanding theimplications of employment law, have a good practical understanding of howpeople management works within their organisation and full knowledge of thecommunication techniques available to deliver this information to the linemanagers. Glickmanidentifies three core skills for success in the role: the ability to influencepeople, the ability to “take complex topics and make them simple andpractical for the people who need to work with those issues”, and theability to network. Thisfinal skill means being well connected – both within the organisation and tothe outside world – able to address employment issues before they arise. Inthis way, HR can be proactive in creating policy rather than simply reacting toproblems as they happen.”Alot of the things you do are unseen,” says Moon. “Very often yourwork keeps the organisation out of employment tribunals and that’s not alwaysrecognised. “There’san emphasis on developmental issues such as equality initiatives and so on, butinsufficient recognition for the things you do which stop tribunals fromoccurring.”Thereare no specific qualifications required, but it is clear that policy managersneed a good knowledge of employment law and must have operational experience toappreciate the relationship between policy and practice. Policymanagers may also require specific knowledge and skills according to thecurrent activities of the organisation. Theinitial creation of Medway Council resulted in Deborah Moon concentrating onharmonisation issues, including an extensive programme to restructure pay andconditions.AlisonBorley, HR policy manager at financial services company Marlborough Stirling,has been more involved with international employment policy as the organisationhas grown through a number of acquisitions. “There’sa lot of up-front work to be done which means working with the relevant peoplein the workplace to identify the best way to integrate policies,” shesays. “Ingeneral we try to use as many of our existing policies as possible and tailorthem where appropriate.”Withthe potential to work with managers and employees across all areas of anorganisation, together with the challenging task of bridging the gap betweentheory and best operational practice, HR policy managers can see their nextstep forward to be into HR directorship. “Thereare a number of routes you can take, but it does open the door to a departmenthead role. This role means you absorb a lot of information about employment lawand wider employment issues,” says Borley. AtMarlborough Stirling, for example, Borley has helped introduce new policiesaddressing stress in the workplace – a move inspired to promote a happierworkforce rather than responding to legislative demands.”Itis a good stepping stone if you want to go on to be a head of department,”agrees Moon. “It gives you an in-depth understanding of a large number ofHR areas. “Iknow some people miss the daily interface between managers and staff, which therole doesn’t have, but if you’re aspiring to be a director it helps to give youa good all-round experience.”Borleysays, “I like being able to see the wider picture. It’s interesting tolook at a piece of legislation and see how we can implement it within thecompany. It’s the creation of practical policies which makes the job soenjoyable.”Borleyoriginally worked in Marlborough Stirling’s life, pensions and investmentsectors, having worked for a dedicated employee relations team in anotherfinancial services company. She has a degree in French and Italian and is CIPDqualified. Shebegan her career in a generalist HR role. “You need to have operationalexperience and a broad understanding of the function,” she explains.”You have to appreciate the practicalities of people management and theeffective use of internal communications.”Borleyworks in an HR team of 20, delivering services to 900 staff. Recently theinternal communications function was brought into the HR remit, a move intendedto improve the dissemination of policy information. “Internalcommunications used to come under the marketing department,” she notes. “However,the only material they were dealing with came from us. Effective HR policy is asmuch a matter of good communications as it is creating the policy in the firstplace.” Comments are closed. HR specialisms: HR policy managerOn 30 Oct 2001 in Personnel Today Previous Article Next Article Related posts:No related photos.
Manchester United’s new £59.7m signing Angel di Maria left former club Real Madrid on a somewhat bitter note and now his father has slammed the Spanish giants for the way they treated his son.Di Maria was considered to be one of Madrid’s best players in 2013/14 as they won the Champions League and Copa del Rey and yet he was never given any confirmation that his place at the Estadio Santiago Bernabeu was safe.Things got worse for the midfielder when direct rivals for his position in the starting XI were signed in the shape of Toni Kroos and James Rodriguez.In the end di Maria could take no more of what he deemed a lack of respect from Los Blancos and put in a transfer request, something the Red Devils took advantage of with a British record bid.“Angel was never appreciated. It was like they didn’t want him in the club and showed him no affection,” di Maria senior was quoted by the Daily Star.“My son is tired of always fighting, demonstrating and showing everything. “Real Madrid loses a key, dominant player who at any time can make a play and win the game.”Di Maria is expected to make his United debut on Saturday when the 13-time Premier League champions take on Burnley, still looking for their first win of the season.It has been a tough start to life at Old Trafford for new manager Louis van Gaal and the Dutchman will be hoping the introduction of the 26-year-old will help improve the side’s fortunes.
“That thought crossed my mind at one point,” he said in the Dodgers’ clubhouse this spring. “I battled it for a couple years in San Diego. My third year in San Diego, I kind of accepted being that utility guy. But I never accepted that I would never be an everyday guy. Absolutely not.”Forsythe readily admits the chafing was not helped by “the stubbornness and the immaturity you have as a young guy.” But he was helped by a pair of veteran bench players in San Diego – Will Venable and Chris Denorfia.“You don’t want to hear it, but if you get a guy you can trust, a guy who does it the right way and tells you, ‘Hey, I’m not telling you what you’re going to be. I’m just telling you where you’re at right now,’” he said. “If you’re a utility guy, you’re a utility guy. But you also had to have that kind of ‘screw-you’ attitude.”Forsythe’s opportunity to play every day finally came in 2015 when Rays second baseman Nick Franklin suffered an oblique injury in spring training.Forsythe made himself at home as an everyday second baseman. He led the Rays in batting average (.281), on-base percentage (.359) and slugging percentage (.444) while hitting 17 home runs. It was more of the same in 2016 including a career-high 20 home runs. The everyday role allowed Forsythe to be the player he always thought he was and become a more aggressive hitter, making slight adjustments in his swing including a more pronounced leg kick.“When I was in San Diego, the biggest thing was my role there was a utility guy, so I was kind of in between swings at times,” Forsythe said. “When I was doing the utility role … I tried to have as simple a swing as I could. Just get the bat to the ball.“Then once I moved to Tampa and that consistent playing time became a thing, that’s when I was able to incorporate, ‘OK, I can get back to the swing I want’ – which is probably stupid to think at a younger age. … It was more of an approach-type thing that showed in my swing a little bit. It wasn’t as aggressive as I wanted it to be. Once I got to Tampa, we didn’t remake the swing. There were just a couple key points. The swing was there. It was just kind of a mindset change that I had thought when I had that consistent playing time and it paid off.”Indeed. In four seasons as a role player, Forsythe had a .235 batting average, a .343 slugging percentage and hit a home run every 61 plate appearances. In his two seasons as the Rays’ everyday second baseman, he hit .273 with a .444 slugging percentage and a home run every 32 plate appearances.“He’s always controlled the strike zone,” said Dodgers manager Dave Roberts, who was on the Padres’ coaching staff during Forsythe’s time in San Diego. “The difference I’ve seen … is a conscious effort to be a little more aggressive early in counts. I think his DNA is to run counts, but there’s still a lot to be said for being aggressive early in counts, not to concede a first-pitch fastball. I think you’ve seen him a little bit more aggressive early in counts and I think that’s a good thing for Logan.” GLENDALE, Ariz. — Even as Logan Forsythe accepted his role as a utility player, there was an everyday player yearning to break free.For his first four seasons in the big leagues – three with the San Diego Padres and the first of his three with the Tampa Bay Rays – Forsythe never knew when or where he would play.He spent as much time on the bench as in the game, not starting more than 76 times in a season during that apprenticeship and playing all over the field. He started at five positions for the Padres in 2013 and played six for the Rays in 2014.It could have been the parameters that defined Forsythe’s big-league career. Newsroom GuidelinesNews TipsContact UsReport an Error