Management practices and SME performance

We examine the association between management practices and SME performance in Britain over the period 2011 -201 5, using a unique dataset which links survey data on management practices with firm performance data from the UK’s official business register. We find that SMEs are less likely to use formal management practices than larger firms . However, such practices appear to have demonstrable benefits for those SMEs who use them, being positively associated with firm survival, growth and productivity. Our results add further weight to policy initiatives which seek to encourage SMEs to improve their management skills and capabilities

Human Resource Management Diffusion and Productivity Imbalances

In this study, we explore spatial variance in management practices and assess its potential contribution to regional imbalances in productivity. The research builds on a growing body of evidence which indicates that differences in management practices can account for a substantial share of cross-country differences in total factor productivity, and which identifies an important role for management practices in explaining differences in productivity between firms in the UK. We contribute to this literature by studying regional variation in HRM and related management practices using workplace-level (i.e. plant-level) data in Britain, taken from the Workplace Employment Relations Survey (WERS). We use these data to map spatial variance in HRM intensity in Britain. We then seek to account for that variance and, in doing so, establish whether regional variance in HRM can help to account for regional variance in productivity. This analysis is complemented by a comparative investigation of equivalent data for France, where levels of productivity and HRM are both higher and less dispersed

New Model Unions: Options for the 21st Century

The purpose of this short paper is threefold. First we discuss the underlying properties of the dominant organisational model for trade unions in Britain. Second, we look at options for changing this organisational model. Third, we conclude by looking at what this might imply for the future operation and organisation of trade unions and their engagement with their members

Gifford-McMahon refrigerator with split cold head

Leybold-Heraeus Co. have developed, built and successfully tested a Gifford-McMahon cryocooler with splitted cold head for cooling a cryopump. The refrigerating part of the cold head and the gas flow control device have been separated (splitted cold head) and the distance between them is bridged by only two thin lines for carrying the working gas. Due to this separation the size of the refrigerating part is virtually defined only by the size of the displacers whilst the gas flow control device can be of any desired design. It has been shown that dimensioning of the connecting lines and the corresponding losses became less critical with increasing size of the expander, but additional cooling in proportion to the refrigerating capacity is required