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The development of competence‐based assessment in the UK has been strongly influenced by the introduction, in the 1980s, of National Vocational Qualifications (NVQs) and Scottish Vocational Qualifications. The introduction of these qualifications has raised the profile of competence‐based assessment and, arguably, its credibility. But it is responsible for creating some misconceptions. Attempts to centralise and prescribe criteria and processes have stifled innovation and have restricted the wider application of and involvement in competence‐based assessment, particularly at the higher levels. This article describes the background of competence‐based assessment and NVQs and identifies some of the misconceptions which exist in this area. Taking the Association of Accounting Technicians as a case study, the article aims to correct these misconceptions and demonstrate the real potential of competence‐based assessment in vocational and professional contexts.

Replicating Ulrich's model, this study aims to investigate empirically the HR role performance of a case organisation. Despite the popularity of the model, both theoretical discussions and empirical research that build on the model are scarce.

The present study investigates HR professionals' and line managers' perceptions of HR roles in a regional full‐service bank based on a combination of interviews and a questionnaire survey distributed to the HR executive and line managers.

The case study evidence reported suggests that not only are all four roles strongly represented, they are also equally shared between the HR executive and line managers.

This study is limited by the usual problem of a wider application of findings provided by a small‐scale single‐case study. The generalisability of the findings would be improved by conducting more comparable cases within the field.

HR professionals are struggling to make top executives and colleagues recognise the value of their operations and initiatives. It is therefore increasingly important to demonstrate the value of the HR function, and a first step towards demonstrating its value is to define and clarify the roles and role expectations of the HR function in the organisation. This study demonstrates how an organisation can get a clear picture of the roles that are performed or perceived as performed by the HR function by using Ulrich's relatively simple model, and thereby create a good basis for further discussion and clarification.

The aim of this article is to illustrate how employers have used more innovative “localised” strategies to address what appears to be “globalised” problems of attracting and retaining high calibre applicants with the appropriate “work ready” skills.

A series of interviews were held with HR managers, line managers from the various functional areas who directly supervise graduates, as well as at least one graduate participating in each of the development programmes.

The findings indicated that SMEs might struggle to meet graduate expectations on pay, but they appeared to provide effective mentoring and succession planning. This may further add weight to the argument that employers, especially SMEs, will use different strategies and have different priorities in comparison to larger global organisations. Overall, the paper concludes that sector is an important differentiating factor in terms of recruiting, developing and retaining graduates.

Several of the HRD strategies appeared to work well. There were problems with recruitment in some sectors, with innovative solutions developed, often using placement opportunities. Development opportunities were seen by some employers and graduates as a trade off for pay, while other issues such as travel to work and company culture were also a concern.

This paper is one of the first to research the issue of how organisations may use localised HR strategies in terms of graduate employability to get the most from local labour markets.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

In this fourth paper in a series on emergent drug trends in the UK (2006 ketamine, 2009 MDMA powder/crystal, 2010 mephedrone), the authors consider how the pharmacological landscape has changed since substituted cathinones (including mephedrone) were controlled in April 2010 and in particular assess the prevalence of mephedrone in the general night time economy (NTE) and its relationship to the use of established illegal drugs.

Surveys were conducted with a convenience sample of 207 adults stopped at random in four town and city centres on Friday nights in Lancashire in November 2010.

Of the adults surveyed, one in ten reported having taken mephedrone within the past year and one in 20 within the past month. Those who used mephedrone were also significantly more likely to report using ecstasy pills, cocaine and amphetamines. Regarding the next generation of “legal highs”, no clear substitute for mephedrone had emerged; instead, there was uncertainty, confusion and a degree of disinterest. In this vacuum, “Bubble” has emerged and evolved as a generic term in the north west of England to refer to any unidentified white powders which are synthetic stimulants.

Despite an emotional investment by advocates and opponents alike in mephedrone being an ecstasy‐type substitute, research now points towards more amphetamine‐type characteristics at a time when national prevalence of amphetamines is at an historic low. The emergence of unidentified white powders sold as “Bubble” in the North West of England is a graphic illustration of the unknown content, effect and risk of current (by contrast with previous) “legal highs”, and the resultant challenges for health service providers and criminal justice agencies. Bubble may be indicative of the enduring popularity but increasingly indiscriminate use of cheap stimulants.

For this cohort of NTE customers, the paper's analyses indicate that mephedrone was added to existing polydrug repertoires, rather than significantly displacing use of established illegal drugs or acting as a gateway for initiation into drug use.