6% dividend yields! This is how I’d spend £5k on UK shares for 2021 Our 6 ‘Best Buys Now’ Shares Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. Enter Your Email Address “This Stock Could Be Like Buying Amazon in 1997” Image source: Getty Images. Royston Wild has no position in any of the shares mentioned. The Motley Fool UK has recommended ASOS and boohoo group. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. Click here to claim your copy now — and we’ll tell you the name of this Top US Share… free of charge! I’m sure you’ll agree that’s quite the statement from Motley Fool Co-Founder Tom Gardner.But since our US analyst team first recommended shares in this unique tech stock back in 2016, the value has soared.What’s more, we firmly believe there’s still plenty of upside in its future. In fact, even throughout the current coronavirus crisis, its performance has been beating Wall St expectations.And right now, we’re giving you a chance to discover exactly what has got our analysts all fired up about this niche industry phenomenon, in our FREE special report, A Top US Share From The Motley Fool. See all posts by Royston Wild UK share markets have enjoyed a terrific recovery over the past month. There’s a long way to go, but hopefully these recent price gains herald the beginning of the new bull market.Irrespective of whether or not the world economy’s about to turn the corner, though, now’s a great time to buy UK shares. Plenty of quality stocks continue to trade at dirt-cheap prices today. Here are some dividend heroes I’d happily buy for my own Stocks and Shares ISA.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…The gold standardGold prices fell at their worst pace for four years in November. They slumped 6% in value as news of a Covid-19 vaccine boosted appetites for riskier assets like stocks and Bitcoin and damaged demand for safe-havens like gold.You’d be mistaken for thinking that gold — which hit record peaks above $2,000 per ounce in August before slumping more recently — has shot its bolt. I personally believe there’s plenty of reasons why bullion prices could rocket again, from a prolonged recovery from Covid-19, a lumpy economic rebound, and a severe Brexit-related hangover, to further rounds of money printing from the Federal Reserve and other major central banks.For this reason I reckon Centamin could be a great UK share to buy for 2021. I think this FTSE 250 stock’s a particularly great buy at current prices too. Today it trades on a price-to-earnings (P/E) ratio of 13 times for 2021 and carries a meaty 6% dividend yield.Centamin isn’t just a great bet for the near term though. Yesterday the gold digger announced ambitious plans to produce 450,000-500,000 ounces of gold per year at all-in costs below $900 an ounce by 2024. It plans to slash annual costs by $100m at its Egyptian operations by then too. This is a share I’d happily buy for my ISA today and hold for years.Another top UK share for BIG dividendsThe prospect of a bumpy time for the UK economy in 2021 casts a pall over the domestic retail sector. It’s not something that many with sophisticated internet operations or online-only models need to worry too much about though. The boost that Covid-19 has given to e-commerce means that plenty of retail-focused UK shares like ASOS and Boohoo should still enjoy decent profit growth next year.I consider both these companies to be hot buys today. But their low dividend yields don’t necessarily make them attractive stocks for dividend investors. Personally speaking I’d rather purchase shares in Urban Logistics REIT. Its yields for the financials years ending March 2021 and 2022 clock in at a terrific 4.6% and 6.2% respectively.Urban Logistics owns and operates distribution hubs all over the country, putting it in the box seat to enjoy terrific profits growth as e-commerce clicks through the gears. And the AIM share remains active on the acquisition front to drive earnings expansion as well (it acquired a total of 20 properties in the six months to September alone). This is a top UK share for both growth and income investors, in my opinion. Simply click below to discover how you can take advantage of this. I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement. Royston Wild | Friday, 4th December, 2020
Anglican Communion secretary general ‘excited’ by his new peace role in Nigeria Course Director Jerusalem, Israel Advocacy Peace & Justice, Submit a Press Release Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Missioner for Disaster Resilience Sacramento, CA Press Release Service Featured Events Submit an Event Listing Rector (FT or PT) Indian River, MI [Anglican Communion News Service] The secretary general of the Anglican Communion, Josiah Idowu-Fearon, has spoken of his excitement at being appointed to lead a peace commission in the northern Nigeria state of Kaduna. The state, where dowu-Fearon previously served as bishop, has been wracked by violence between rival groups for decades.He insisted that he would be able to fulfil his new role alongside his responsibilities with the Anglican Communion. And he added that he had the backing of the archbishop of Canterbury and also his successor as bishop in Kaduna in his new position.Read the full article here. Family Ministry Coordinator Baton Rouge, LA Rector Smithfield, NC Rector Bath, NC Curate (Associate & Priest-in-Charge) Traverse City, MI Africa, This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Rector and Chaplain Eugene, OR Rector Belleville, IL Assistant/Associate Rector Washington, DC Anglican Communion Assistant/Associate Rector Morristown, NJ Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group Director of Administration & Finance Atlanta, GA An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Director of Music Morristown, NJ Featured Jobs & Calls Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group Rector Tampa, FL Rector Martinsville, VA Cathedral Dean Boise, ID Rector Collierville, TN Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York Associate Rector Columbus, GA Bishop Diocesan Springfield, IL Rector Shreveport, LA Youth Minister Lorton, VA Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Priest Associate or Director of Adult Ministries Greenville, SC Rector Albany, NY In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Submit a Job Listing Rector Hopkinsville, KY Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Canon for Family Ministry Jackson, MS Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Rector Pittsburgh, PA Associate Rector for Family Ministries Anchorage, AK New Berrigan Book With Episcopal Roots Cascade Books Rector Knoxville, TN AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Curate Diocese of Nebraska Rector Washington, DC Associate Priest for Pastoral Care New York, NY Assistant/Associate Priest Scottsdale, AZ TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Posted Dec 1, 2017 Priest-in-Charge Lebanon, OH Rector/Priest in Charge (PT) Lisbon, ME Tags
Organisation RSF_en RSF at the Belarusian border: “The terrorist is the one who jails journalists and intimidates the public” BelarusEurope – Central Asia to go further News BelarusEurope – Central Asia May 28, 2021 Find out more Follow the news on Belarus February 27, 2009 – Updated on January 20, 2016 Officials in Khimki try to prevent residents seeing letter drafted by journalist who was beaten nearly to death News Help by sharing this information June 2, 2021 Find out more All copies of the 18 February issue of the Moscow-based biweekly Novaya Gazeta that were to have sold in the Moscow satellite town of Khimki were bought up by the local authorities prior to distribution so that the only way for Khimki residents to be able to read its content was to go the newspaper’s website.The issue included an open letter from a number of Khimki residents to President Dmitri Medvedev, and to the federal agency for the control of natural resources, Rosprirodnadzor, opposing the construction of a motorway through Khimki forest. It was the finished version of the letter Mikhail Beketov, the editor of the Khimki-based local newspaper Khimkinskaya Pravda, had been drafting in November when he was the target of a brutal attack that left him in a coma, Novaya Gazeta revealed.“Buying up all the copies of a newspaper is both ridiculous and arbitrary, and is just one more example of the Khimki local government’s misdeeds,” Reporters Without Borders said. “There is an urgent need for the competent authorities to examine the way the town and its resources are being managed. More serious consideration should also be given to the possibility that local officials were involved in the attack on Beketov.”This is not the first time that the local authorities have obstructed the dissemination of media reports in Khimki. When TV Tsentr, whose signal is received by satellite in Khimki, dedicated its “Moment of Truth” programme on 12 and 13 January to the situation in Khimki and the attack on Beketov, reception was blacked out in Khimki.Beketov also opposed a real estate project being promoted by Khimki mayor Victor Strelchenko and, prior to the attack, had been about to publish information about the business activities of members of the mayor’s family. Strelchenko is seeking another term in the 1 March local elections. “We welcome opening of criminal investigation in Lithuania in response to our complaint against Lukashenko” RSF says May 27, 2021 Find out more News Receive email alerts News Russian media boss drops the pretence and defends Belarus crackdown
Twitter Further drop in people receiving PUP in Donegal News Facebook Facebook WhatsApp Pinterest Google+ Twitter By News Highland – January 8, 2013 Man arrested on suspicion of drugs and criminal property offences in Derry Google+ Pinterest A regional breakdown of the live register figures for December show a month on month increase in those signing on in Donegal but a drop when compared to December 2011.The figures show there were 20,902 people signing on last month up 326 on November.There were 694 fewer people singing on in Donegal in December 2012 compared to December of 2011. Many attribute the reduction to emigration or people re-entering the education system.Around the county, there were 2,662 signing on in the Finn Valley area, an increase of 31 on November – In the Ballyshannon area, a fall of 48 was recorded.The number signing on in Inishowen stood at 4,418 – that figures is up 35 on December 2011.There were small decreases recorded in Donegal Town, Dunfanaghy Dungloe and Killybegs.While in the Letterkenny area – 5,970 people signined on last month, up 75 in a year. Almost 21,000 people were signing on in Donegal last month WhatsApp RELATED ARTICLESMORE FROM AUTHOR Previous article18 year old charged with the murder of his father in TyroneNext article“Don’t be bullied into accepting Revenue’s property valuations” – Cutliffe News Highland 365 additional cases of Covid-19 in Republic Main Evening News, Sport and Obituaries Tuesday May 25th 75 positive cases of Covid confirmed in North Gardai continue to investigate Kilmacrennan fire
Employment law timetableOn 1 Apr 2003 in Personnel Today This month’s employment law timetable Spring 2003 The Government is expected to introduce the equal pay questionnaire on whichit has consulted. 6 April 2003 The right for employees with a child under the age of six, 18 in respect ofa disabled child and subject to qualifying requirements to request to workflexibly and for employers to consider that request seriously will come intoforce. A statutory procedure for progressing an application will be introduced.22 May 2003 The Government’s consultation on options regarding the review of theEmployment Relations Act 1999 closes. Summer 2003 The Government is expected to issue a consultation document and draftregulations on the implementation of the directive which will establishprocedures for information and consultation in undertakings with 50 or moreemployees. Nicola Whitlock, social policy manager, EFSP in association withEversheds Comments are closed. Previous Article Next Article Related posts:No related photos.
Inside the best place to work in BritainOn 8 Jul 2003 in Personnel Today MicrosoftUK was this year named the best company to work for in the UK. But its people,profits and culture director believes there is still room for improvement, Simon Kent reportsWhatis it that has earned Microsoft the number one place in The Sunday Times’ listof 100 Best Companies to Work for 2003? Walking around the purpose-built campusat Thames Valley Park in Reading, it is easy to jump to conclusions. There areextensive on-site facilities ranging from a well-being centre to personalbanking. The working environment has been carefully styled – from the mainatrium, scattered with easy chairs, sofas and tables, to the Anarchy Room, tothe numerous and infinitely flexible presentation areas. There are a choice ofcaf‚s and employees can even adjourn to the lakeside gazebo in the companygrounds if they wish.Workanywhere policyThroughoutthe campus, flat-screen televisions constantly play news and music, keepingworkers in touch with the world outside work. X-Box games consoles are free forstaff to use, giving them the chance to unwind while experiencing a key companyproduct. Regularly updated message boards supporting Microsoft’s workphilosophy or echoing current external marketing campaigns adorn the walls.Microsoftemployees have generous desk space, and their computers and phones link to awireless network enabling them to work anywhere in the grounds – even at thegazebo. And if they’d prefer to work from home, occasionally or on a regularbasis, that’s fine too, because each home boasts a wireless network too,enabling staff to log on without needing to construct a complete home office.Perhapsit comes down to the fact that Microsoft treats its workers as adults. It letsits staff decide when and where they work best. They have free, constant accessto the resources they need during the working day – be it paper, photocopyingor refreshments – without needing to fill out any forms or seek permission. Givenfreedom and autonomy at this level, employees in Microsoft UK do not sit backand count their blessings, but understand they are here to work hard. And theyare paying back their employer handsomely for good working conditions –delivering higher revenue per head than operations in any other country. Putsimply, Microsoft UK works hard to attract highly-skilled people who will loveworking for Microsoft. In turn, those employees attract other highly-skilledpeople who also love working for Microsoft. It is a virtuous circle – but likeeverything else, it had to start somewhere.Thatstarting point is Steve Harvey, director of people, profits and culture. Hismaster plan was hatched seven years ago, as a result of his perception ofMicrosoft’s position within the sector at that time, and the pressures that itwould face in the future. “Myphilosophy is based on the view that there are not enough smart people to goaround, and that situation is only going to get worse,” he says.”Eventually we will reach the stage where the industry will be populatedwith corporate freelancers who will work when and wherever they feel like it.Therefore, you need to create a place where people want to work.”Tosome extent, Harvey seems more proud of the company’s achievement in the 2002list when the company came first in the IT sector: “We wanted to becomethe IT employer of choice and five years ago – particularly with the dotcomboom – we were probably one of the unexciting places to work.”Staffturnover stands at 5 per centAllthat has changed. Harvey is particularly pleased that 89 per cent of employeeslove working at Microsoft while 93 per cent feel pride in the company and agreethat Microsoft ‘makes a positive difference to the world we live in’. That’salmost 10 per cent above the second highest scorer in this category,pharmaceuticals giant Eli Lilly & Co at 84.3 per cent. “Whatwe are trying to do is get our current employees to say that they wouldn’t wantto work anywhere else,” explains Harvey, “If they say that, they willwork as evangelists for the company and attract people with the same mentality.”Althoughtwo-thirds of Microsoft’s 1,600 employees earn more than £40K, the company isnot the highest paying in its sector – indeed, some people take pay cuts tojoin. An employee share ownership scheme covering 95 per cent of the workforceprovides an effective incentive, as well as added financial reward. Staffturnover currently stands at 5 per cent and annual sales have grownsignificantly, rising by more than £1bn this year to £17.62bn.Harveygains satisfaction from the external adjudication afforded by The Sunday Timesand the opportunity to benchmark his employees’ attitudes against othercompanies, but the overall picture is one he was already aware of throughMicrosoft’s own measures and analysis – not least the annual employee survey,which was voluntarily completed by 93 per cent of the workforce last year. “Thereare benchmarks used across the company,” says Harvey. “Financialbenchmarks, revenue levels – the whole model is based around realising annualgrowth.”Thereappears to be no distinction between the measures used and studied by the HRfunction and those used across the rest of the company. Oneof Harvey’s key measurements is revenue per head, a figure that directly linksthe performance of each employee to the performance of the whole company. Thecompany constantly reviews the data it generates to assess areas for revenuegrowth, market penetration and overall structure of the company and theindustry in which it operates. This data is as much the concern of HR as anyother manager in the company. Harveyconsciously avoids the compartmentalisation of people management from the restof the business – a fact borne out by his own job title. “Thewhole philosophy is around creating a long-term people strategy,” he says.”It’s not just an HR strategy, it’s not purely about people, it’s aboutthe overall strategy of the company.” Harvey doesn’t drive this strategy,it is created by the board of directors and realised through the work of everymanager. Itis difficult to discuss specific HR initiatives or policies because theorganisation is constantly responding to the demands of its own customers andsector, rather than addressing general employment practice. Thefocus is on creating an environment “where great people can do their bestwork”, and that means being pro-active, ensuring terms and conditions,benefits and rewards that attract and retain the people they need. Thesefeatures are usually far ahead of any legislative minimum.DedicatedHR managers exist in Microsoft at a ratio of roughly 1 to every 100 workers.However, with all admin and support functions outsourced to specialistsuppliers, these people rarely discuss pure HR issues. According to Harvey,listening to an HR manager speak is indistinguishable from listening to anyother manager. “Ican get quite emotional sometimes when I hear the HR people discussing businessproblems. They are out there supporting workers at the front end, where theyare needed,” he says. “They’re constantly asking what the businessstrategy is, where the business is going and what we need to do to help peopleget there.” SatisfiedcustomersItfalls to Harvey and his team to ensure that strategy is implemented – the ideabeing that if great people are put in great jobs, led by great managers andleaders, then satisfied customers, growth, results and rewards will naturallyfollow.Crucialto achieving this base has been the company’s use of the Strength ProfilingSystem, created in consultation with Gallop. This approach was inspired byBuckingham and Coffman’s book, First, Break All the Rules. The system is basedon the idea that people do not change. You can apply as many developmentresources as you wish to create well-rounded individuals, but ultimately, theywill never excel in areas where they are not naturally gifted.”No-oneenjoys doing something they’re not good at,” says Harvey. “Wheneveryou receive 360-degree feedback it doesn’t focus on what you’re good at, itsuggests areas you might try and improve.”Playingto their strengthsStrength-profilingstates that everyone has a few areas in which they excel and these strengths,already manifested in a child of 10, do not alter in adulthood. Therefore,ensuring workers play to their strengths results in happier staff andsignificant productivity gains for the company.”Itis recognised that on average, only 20 per cent of employees say that when theyare at work they do what they are best at,” says Harvey, “If youcould move that percentage to 30 or 40 per cent within your company, imaginehow much overall performance would improve.”Whilethe approach appears to make perfect sense, getting staff to buy into themindset has not been all plain sailing”Morethan one manager asked me to stop this initiative because they had gotindividuals who wanted to change their job,” he says. “These peoplewere no longer happy because their jobs didn’t match their strengths. Butthat’s the whole point – if they aren’t happy with what they are doing, theywill leave the company.”Insome cases, individuals simply haven’t liked their identified strengths.Aspirational salespeople, for example, have sometimes found their actualstrength lies in backroom disciplines. While initially dispiriting, Harveymaintains that in the long run these employees found more satisfaction inplaying to their strengths rather than attempting to follow a perceivedstructure of progress.Moreover,the process of identifying these strengths – a discussion around 12 criticalquestions – has given the company a new vocabulary with which to tackleprojects and assemble effective teams. “You need to have that discussion,because you need to get the base of the organisational pyramid right,”says Harvey. “People need to understand what’s expected of them, and havethe tools and equipment to achieve that aim. Strength-profiling helps us to dothat.”Naturally,Microsoft is still subject to the same pressures and challenges which allemployers face, and it seeks to tackle these issues in the usual ways. There isa great awareness of the difficulty of finding effective people managers. Whenthey are identified, there are both internal and external training anddevelopment resources available – structured courses, coaching, mentoring – toget them skilled up and to monitor their performance within the company.Diversityis a priority”Wespend a huge amount of effort managing our stars – the top five per cent of thecompany,” says Harvey. “If we didn’t do that, then poor performerswould survive at the top, and our employees are bright enough to see that anddecide to go somewhere else. “We do some work at the bottom, to make surewe have the right managers, but the focus on star performers is a big part ofthe business.” Thatsaid, Harvey believes the company can do a better job at developing andsupporting the company’s managers in the future. “We don’t have a way ofmeasuring who is an effective manager and why,” he says, “I’d like todo more on that.”Diversityin recruitment is also a big priority for the firm. With 40 per cent of hirescoming through referrals, Harvey likes the fact that current employees bring inlike-minded staff, but he is aware it means those individuals replicate themajority of Microsoft employees – white men in their mid-thirties. Tacklingthis is not just a matter of ensuring good practice exists in recruitment, andthat flexible working is available to fit in with any lifestyle, but thecompany also recognises the need to promote diversity at the level of highereducation.Accordingto Harvey, Microsoft’s people philosophy has meant creating the optimum workingenvironment for high- performing individuals on an intellectual, emotional andphysical level. While this sounds daunting, he believes any organisation canachieve similar results.”Peoplehave said we can only do this because we’re Microsoft, but I believe in thisapproach passionately. There have been risks along the way,” he adds, notleast the creation of a new HR team dedicated to realising Harvey’s vision.”You can’t spend your whole career waiting for corporate approval to acton something you believe in.” Related posts:No related photos. Comments are closed. Previous Article Next Article
View post tag: contracts View post tag: ships View post tag: usa View post tag: million View post tag: $77 View post tag: Administration Share this article View post tag: Reserve View post tag: Defense View post tag: Maritime View post tag: crew View post tag: Navy View post tag: fleet February 17, 2011 USA: Maritime Administration Awards Contracts Worth $77 Million to Crew and Maintain National Defense Reserve Fleet Ships The U.S. Maritime Administration has awarded contracts totaling $77 million to three companies to operate 10 National Defense Reserve Fleet ships through July 27, 2015.The contracts were awarded to Ocean Duchess Inc. of Houston, Texas for $16,618,430; Keystone Ocean Shipping of Bala Cynwyd, Pa. for $30,212,588; and Interocean American Shipping Corporation of Moorestown, N.J. for $30,533,710. These companies are responsible for maintaining the ships in good mechanical condition and ensuring crews are available for their operation when needed.Eight of the ships are reserve-status cargo ships, part of the Department of Transportation’s Ready Reserve Force, and two ships are used to assist Missile Defense Agency operations. Ready Reserve Force ships have been activated 91 times since 2002.“Missions in Haiti, Iraq, and Afghanistan, as well as rescue efforts following Hurricanes Katrina and Rita, show the need for a prepared and ready-to-act fleet of ships,” said Maritime Administrator David T. Matsuda. “We rely on the U.S. merchant mariners for the day-to-day operation of these reserve duty and special-mission ships.”The money was awarded to the companies which offered the best value to the government and was funded through Department of Defense funding and implemented by Marad under the Ready Reserve Force program.[mappress]Source: Marad, February 17, 2011 Back to overview,Home naval-today USA: Maritime Administration Awards Contracts Worth $77 Million to Crew and Maintain National Defense Reserve Fleet Ships View post tag: Maintain View post tag: Naval View post tag: awards View post tag: National