Personnel and human resources Books

Book SynopsisThis Handbook of Research Methods in Careers serves as a comprehensive guide to the methodologies that researchers use in career scholarship. Presenting detailed overviews of methodologies, contributors offer numerous actionable best practices, realistic previews, and cautionary tales based on their vast collective experience of research in the discipline.Chapters showcase diverse and interdisciplinary approaches to studying careers across the spectrum of quantitative, qualitative, and mixed methods. Providing an in-depth illustration of established methods and current trends in careers research, this Handbook brings together top international authors to discuss the opportunities and limitations of both design and analysis choices. Offering cutting-edge methods from established and emerging experts, this Handbook is crucial reading for scholars at all levels who are currently studying, or wish to study, careers. It will also be useful for institutions coordinating large research projects on careers, as well as consultants and organizational psychologists providing research support for employee development.Trade Review‘Comprised of fifteen erudite articles organized into three major sections, Handbook of Research Methods in Careers must be considered an unreservedly recommended and core addition to personal, professional, corporate, college and university library Human Resources & Personnel Management reference collections and supplemental studies curriculums.’ -- James A Cox, Midwest Book Review'The Handbook of Research Methods in Careers is a marvel! Editors Wendy Murphy and Jennifer Tosti-Kharas have cleverly organized insights from leading scholars in the careers field to provide a road-map for conducting meaningful research. Each chapter highlights key research issues ranging from how to conduct in-depth interviews to text mining to measuring career constructs. This first-of-its-kind Handbook offers actionable advice on how to avoid errors, details best practices, and discusses innovations in studying careers. The Handbook of Research Methods in Careers is a thought-provoking volume that new and experienced scholars will return to again and again for its comprehensive coverage and realistic recommendations on how to conduct high-quality research.' -- Sherry E. Sullivan, Bowling Green State University, US'The careers field encompasses a broad scholarly territory, spanning many disciplines in the social sciences. The methodologies employed in this literature cover a correspondingly broad landscape, from large-scale multi-country surveys to the closely-analyzed accounts of individual narratives and using techniques both quantitative and qualitative, cross-sectional and longitudinal. This book will be a valuable resource for careers scholars. It tells stories about doing career research, it instructs the reader in a wide range of career research methodologies, and it encourages researchers both recently-arrived in the field and long-established to try approaches that are new to them. Like all good accounts, its authors talk about both their successes and their failures, providing wonderful examples of research from which we can all learn. The careers field has been waiting for a book about research methods for a long time, so it is good to see that it has at last arrived.' -- Hugh Gunz, University of Toronto, CanadaTable of ContentsContents: Introduction to the Handbook of Research Methods in Careers 1 Wendy Murphy and Jennifer Tosti-Kharas 1 Mapping methods in careers research: a review and future research agenda 9 Jos Akkermans, Colin I.S.G. Lee, Sanne Nijs, Aimilia Mylona, and Janneke K. Oostrom PART I MEASUREMENT AND DESIGN 2 Constructs in careers research: an overview of the multiple constructs and challenges in the careers domain 34 Yehuda Baruch 3 The 5C Group: developing and sustaining a cross-cultural team 55 Jon P. Briscoe, Michael Dickmann, Douglas T. Hall, Emma Parry, and Wolfgang Mayrhofer 4 Managing a mega-project to explore and enhance careers: insights from Global Entrepreneurial Talent Management 3 73 Alison Pearce, Brian Harney, Mark Bailey, Katarzyna Dziewanowska, Janine Bosak, Peter Pease, Brenda Stalker, Dimitra Skoumpopoulou, Paul Doyle, Samuel Clegg, Alireza Shokri, Suzanne Crane, Susan O’Donnell, Rose Quan, Ilsang Ko, Katarina K. Mihelič, Robert Kaše, Matej Černe, Julie Brückner, John McMackin, Szu-Hsin Wu, Jose Aldo Valencia Hernandez, and Huan Sun 5 Career decision making 103 Gregory Hennessy and Jeffrey Yip 6 Designing and studying mentoring programs: review and discussion 120 Rajashi Ghosh and Ague Manongsong PART II QUANTITATIVE METHODS 7 Text mining in career studies: generating insights from unstructured textual data 139 Open Access Chapter Vladimer B. Kobayashi, Stefan T. Mol, Jarno Vrolijk and Gábor Kismihók 8 Only time will tell: conducting longitudinal research on careers 164 Shoshana R. Dobrow and Hannah Weisman 9 The role of social networks in contemporary careers 191 Jessica R. Methot and Scott E. Seibert 10 Multilevel modeling for careers research 210 Bert Schreurs, Joeri Hofmans and Bart Wille PART III QUALITATIVE AND MIXED METHODS 11 Engaging grounded theory research to study careers: attending to the relational tensions 236 Kerry Roberts Gibson and Danna Greenberg 12 Using in-depth interviews in careers research 255 Suzanne C. de Janasz and A. Julie Katz 13 Careers, identities and institutions: the promise of narrative analysis 267 Holly Slay Ferraro 14 Qualitative and quantitative examination of metaphorical language use in career-life preparedness 283 Allison Creed and Susan Nacey 15 Mixed methods in careers research: contradictory paradigms or desired approach? 299 Jelena Zikic and Viktoriya Voloshyna Index

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Book SynopsisThe revised and fully updated second edition of this textbook illustrates the multi-layered knowledge accumulated in the field of international human resource management, developing understanding of the strategic management of people in organizations in a global context. It integrates comparative approaches to human resource management, extending beyond traditional coverage of the field to provide a broader overview of contemporary cultural, institutional and organizational challenges. Featuring cutting-edge insights into the field, this book is a crucial resource for advanced undergraduate and postgraduate courses in international human resource management and global talent management. It will also benefit instructors of courses in human resource management who wish to introduce an international perspective in their teaching.Key features include: Updated extensive coverage of key international human resource management issues Original case studies that draw attention to key aspects of international human resource management and offer students practical perspectives on the field Teaching materials and chapter slides to support classroom learning. Table of ContentsContents: Preface 1. Globalization and human resource management 2. Cultural context of IHRM 3. Institutional context of IHRM 4. Organizational context of IHRM 5. The global HR department 6. Transfer of HRM practices across national boundaries 7. HRM in international joint ventures, mergers and acquisitions, and collaborative alliances 8. Global staffing 9. Global human resource development 10. Global performance management and compensation 11. International mobility and global careers 12. International employment relations 13. Global corporate social responsibility 14. Postscript – Global HR in a post COVID-19 world Index

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Book SynopsisAnswering pressing questions regarding employee selection and mobbing culture in the workplace, Andrew R. Timming explores the unique intersection of the biological sciences and human resource management. With a rich set of theoretical and empirical chapters, the author shines an innovative light on the fields of human resource management, organizational behavior and evolutionary psychology, engaging with the nature vs. nurture debate as well as offering a ground-breaking explanation for workplace bullying, unconscious bias, and employee selection decision-making. At times poignant and controversial, the book illustrates the dark side of human nature, with a unique focus on our primordial instincts. An excellent exploration into an emerging area, this Footprint will be ideal for human resource management and organizational behavior academics, as well as those interested in applied evolutionary, social, organizational, and experimental psychology.Trade Review‘Exceptional and impressively well organized and presented, Human Resource Management and Evolutionary Psychology is unreservedly recommended for corporate and academic libraries,Human Resource Management and Contemporary Psychology collections and supplemental studies lists.’ -- Midwest Book ReviewTable of ContentsContents: 1. The Evolutionary Psychology of Human Resource Management 2. Understanding The Evolutionary Bases Of Workplace Mobbing Behavior: A Bio-Psycho-Social Model 3. Skin Tone As A Cue To Employability: Sociology Against Evolutionary Psychology 4. Gender Fluidity At Work: Is Sexual Dimorphism An Advantage In The Labor Market? 5. The Effect Of Facial (A)Symmetry On Employment Chances: Smarter, Healthier, Sexier, More Productive? 6. Unconscious Bias And The Future Of HRM Decision-Making References Index

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Book SynopsisIn an increasingly volatile, uncertain, complex and ambiguous world, achieving sustainable competitive advantage has never been more important, or more difficult. However, the key challenge for CEOs, senior executives and HR professionals is how to unlock the potential of their people, building a culture that allows employees to perform to the best of their abilities and effectively attract, engage, develop and retain the staff needed for sustainable business success. Building an Outstanding Workforce is a must-have guide for all professionals looking to leverage the potential of their people and maximise value for all stakeholders. Including evolutionary psychology, neuroscience and personality psychology, this book takes an evidence-based approach to people management. With practical guidance, expert advice and case studies from companies including Alibaba, Barclays Banking Group, Patagonia, Tata Group and Qantas, Building an Outstanding Workforce covers all the key issues including how to tailor people management to address the motivations of different generations, the impact of emergent technology on the workforce, the shift in the skills employees now need to learn and develop and how to handle the new challenges of remote and flexible working and the gig economy. There is also essential coverage of strategic workforce planning, people risk, people analytics, human capital reporting, the employer brand and employee value proposition and the benefits of embracing diversity and inclusion, well-being and other aspects of corporate and social responsibility. It presents a new people-focused framework for people management that redefines the structure, roles and responsibilities of human resource management and addresses the problems of role ambiguity and conflict associated with HR to deliver people management that everyone needs and deserves.Trade Review"Takes us on a comprehensive and engaging journey through what it takes to run a successful organization when the surrounding context is changing fast. The narrative combines deep insight from experienced business leaders, consultants and academics together with case studies from a range of employers. An essential guide for all current and aspiring leaders of people." * Chris Cummings, Chief Executive, The Investment Association *"Wow! Building an Outstanding Workforce does an incredibly thorough and thoughtful job of defining the workforce of the future. This book is a treasure because it summarizes so much information in useful ways, but then goes beyond to offer creative options for the workforce of the future. A neo-classic." * Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan, and Partner, The RBL Group *"A tour de force of the workplace psychology literature as it applies to the problems and issues in business at the moment." * Professor Sir Cary Cooper, CBE, The 50th Anniversary Professor of Organizational Psychology and Health at the ALLIANCE Manchester Business School *"An excellent synthesis of the broad evidence base for what drives effective people management. A great resource for Human Resources professionals and for anyone in the world of work." * Rupert McNeil, Government Chief People Officer (United Kingdom) *"Despite a vast body of evidence on how to unlock human potential, most companies still struggle with basic talent management issues. This book digests some of the key insights from this field to provide a practical guide for leaders interested in building a high-performing organization." * Tomas Chamorro-Premuzic, Professor of Business Psychology, UCL and Columbia University *"A deeply insightful book on the building blocks of people management that truly drive company performance. It offers a new framework for people management that hands back the responsibility for creating an outstanding workforce to the leadership of the company. Exactly where it belongs. This is a powerful book for leaders and people professionals." * Hein J M Knaapen, Chief HR Officer, ING Bank *"Businesses that are able to acquire an inspire top talent are able to do extraordinary things, winning and growing market share on a sustainable and profitable basis. Building an Outstanding Workforce delivers the evidence base that demonstrates the importance of the thoughtful leadership which is required to achieve this." * Symon Drake-Brockman, Chief Executive, Pemberton Asset Management Group *"As we accelerate into the realities of the fourth industrial revolution, this book distils important research, concepts and aspects of organizational & economic transformation, technology and the future of work into an excellent series of frameworks for understanding the impacts, the scenarios that could evolve and guidance for how to navigate them. A truly excellent and comprehensive business companion for those that need to know the big picture now!" * Graham Kellen, Chief Digital Officer, Schroders Asset Management *"Building an Outstanding Workforce has comprehensively captured various aspects of people management in different cultural contexts. A must-read for any leader who is deeply committed towards raising the bar on people management." * Nupur Singh Mallick, CHRO, Tata Group *"Takes an impressively broad yet comprehensive view of people management and workforce building across multiple academic fields and practical professional roles. The rich experience of the authors allows them to insightfully investigate issues and cases across different cultural and social contexts. As such this book will be very useful for business leaders, senior organizational development professionals and researchers in China, Asia and beyond." * Ming Guo, Managing Director, EAL Consulting Shanghai *"An accessible, concise, impressive book that covers a critical business area. This is a resource I would recommend to all those who believe tomorrow's workforce is the key to commercial success and who want an overview of the subject presented with clarity, focus and purpose." * Baroness Virginia Bottomley, Chair, Board Practice, Odgers Berndtson *"Creating the skills and capabilities of the future is absolutely critical to surviving and thriving in this digitally disrupted world. Building an Outstanding Workforce provides a roadmap for HR and Learning professionals to enable and accelerate transformations." * Bill Pelster, Former Chief Learning Officer, Deloitte and creator of Deloitte University *"If you want to create a higher performance work culture, while treating people with dignity, respect and developing your talent, this book is for you." * Jonathan Passmore, Professor of Coaching & Behavioural Change and Director of Henley Centre for Coaching & Behavioural Change, Henley Business School *"A giant of a business book. Brilliantly researched and supported with great case studies, it provides an-depth analysis of how and why traditional approaches to organizational design need to change. Drawing on the latest business psychology insights and applying them in reality, this book delivers on its ambitious agenda." * Lucy Adams, CEO of Disruptive HR and author of 'HR Disrupted' and 'The HR Change Toolkit' *"Weaves together the perfect tapestry of current workforce research, classical business theory, technology advances, and the role of human nature and the brain. This highly useful book proves that when it comes to designing a future-proof 21st century organization, the more things change, the more they stay the same. A leader must-read." * Alexandra Levit, Author of Humanity Works *"In Building an Outstanding Workforce, the title speaks for itself because the book is a comprehensive guide to help readers do just that. A must-read for any business professional!" * Jacob Morgan, Author of The Future of Work and Founder of the Future of Work University *"This book is engaging, comprehensive and will prove relevant to those interested in the aetiology of behaviours and people management per se. A well needed source indeed." * Dr Michelle Hunter-Hill, Senior Lecturer, Human Resource Management and International Business, University of Roehampton Business School *"A thoughtful and engaging book that will appeal to both business leaders and managers and those aspiring to these positions. It is structured clearly and provides an informative insight into achieving organisational objectives through a better understanding of people at both the individual and group level." * Laurie J. Mullins, Author of Organisational Behaviour in the Workplace 12th ed. *Table of Contents Chapter - 00: Introduction; Section - ONE: People; Chapter - 01: Evolutionary psychology and neuroscience; Chapter - 02: Personality psychology and intelligence; Chapter - 03: Bias, stereotypes, group culture and decision making; Chapter - 04: Motivation; Chapter - 05: Leadership; Section - TWO: Environment; Chapter - 06: Organizations; Chapter - 07: Technology and the future of work; Chapter - 08: Demographics; Chapter - 09: Culture; Chapter - 10: Social responsibility; Section - THREE: Workforce planning; Chapter - 11: Planning and people risk; Chapter - 12: Human capital metrics and reporting; Chapter - 13: People analytics; Chapter - 14: Employee engagement and employee experience; Chapter - 15: Wellbeing; Chapter - 16: The future of people development; Section - FOUR: The future of professional people management; Chapter - 17: People functions; Chapter - 18: Professional people management; Chapter - 19: People - Creating an Outstanding Workforce

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Book SynopsisIn a disrupted and technology-enabled world of work, HR professionals' ability to attract, recruit and retain people with digital skills can be the difference between business success and failure. Digital Talent equips HR with the tools they need to assess what these critical skills are, how to attract the people who have them, keep these people engaged, productive and performing to the best of their abilities. It also provides crucial guidance on how to continuously develop employees, including leaders, to ensure that the organization has the skills it needs both for today and the future. This book provides advice on how to create new processes that are fit for purpose in the age of digital transformation, build inclusion when digital culture is becoming more prominent and use digital abilities effectively to maximise productivity while maintaining employee wellbeing. Digital Talent is the book on talent that HR , talent acquisition professionals and business leaders need to make sure that their people, and the business as a whole, stay ahead of the competition.Trade Review"In a year that combined a continuation of the COVID-19 pandemic and a reset of the employee experience dubbed 'The Great Resignation' this book is an in-depth analysis of how the world of talent acquisition has to adapt at pace to attract, engage and retain digital talent. Meticulously researched with real life case studies, this book is a must-read for every HR leader tasked with transforming their organization's talent offering." * Charu Malhotra, Head of Global Talent Marketing, PA Consulting *"Few in the staffing industry have the experience, access and authority to be able to write a book like this. Digital Talent covers topical urgencies like diversity & inclusion, digital leadership, shift to remote, evolution of HR technology and the changing relationship we have with work. We are fortunate that Mervyn Dinnen and Matt Alder - two veterans of the industry who each independently have forged unique paths as analysts and commentators - can collaborate so successfully in pulling together the trends which are shaping the world of work today. An essential read." * Hung Lee, Curator, Recruiting Brainfood *"This book is a gem - summarizing a wide range of data into a highly readable and useful book. Matt & Mervyn have provided the HR and talent acquisition profession with an outstanding overview of the challenges and opportunities that define this century as well as insight into how to adapt. Highly recommended." * Kevin Wheeler, Founder, The Future of Talent Institute *"Digital Talent covers an incredible range of areas in a consistently accessible and rich way. Any organization or practitioner interested in navigating through the fog of hype around the implications of an ever-increasing digital focus will find this book invaluable, both as a gateway and a guide. Whether it is busting myths about millennials or looking at the changing nature of the functions driving progress, there is a wealth smartly positioned thinking and provocation in its pages." * David D’Souza, Membership Director, CIPD *"I am absolutely delighted that our Institute's research has helped with the research for Digital Talent. There has never been a more important time for modern leaders to embrace digital transformation and people centric technology in connecting their people to purpose, to accomplishment and to one another." * Robert Ordever, Managing Director, OC Tanner Europe *"Digital Talent makes a well-researched and eloquent case for businesses to radically change their thinking around talent acquisition, performance enablement and leadership. It covers all aspects of the talent journey and creates a compelling vision for the transformation of the future workplace. This book is an urgent wake-up call for HR and business leaders everywhere." * Lucinda Carney, CEO & Founder, Actus Software *"Yet another barnstorming book from Mervyn and Matt this time about digital talent. The book is a blend of insight, good ideas and practical solutions to a challenge most organizations are struggling with: how do we attract, hire and retain the digital capability we need to be successful? This really is a must-read for all those dealing with this business critical issue." * Kevin Green, Chief People Officer, First Bus PLC and best-selling author of Competitive People Strategy *Table of Contents Chapter - 00: Introduction; Chapter - 01: Digital skills for a digital transformation; Chapter - 02: Talent acquisition; Chapter - 03: The digital talent experience; Chapter - 04: New thinking around talent management; Chapter - 05: Leadership in the digital age; Chapter - 06: Diversity and inclusion; Chapter - 07: Work Tech; Chapter - 08: The new future of work; Chapter - 09: Conclusion;

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Book SynopsisHIGHLY COMMENDED: Business Book Awards 2020 - HR & Management Category Deliver learning in the flow of work to optimize your L&D activities, improving performance of individuals and the overall business. Learning and Development (L&D) professionals are uniquely placed in an organization to improve both individual employee performance as well as the overall performance of the business. To maximise the impact of learning, activities must be aligned with the goals of the organization and delivered in the flow of work so that performance improvement is continuous. The course can no longer be the default learning option and creative workplace solutions are now vital. Driving Performance through Learning shows L&D professionals how to identify business needs and leverage learning that drives performance improvement to enable an organization to achieve its objectives. Beginning with an exploration of the fast-changing organizational learning landscape Driving Performance through Learning covers everything from how to diagnose needs through performance consulting conversations, using data and metrics and tracking impact to designing agile solutions by leveraging technology, facilitating social collaboration and vibrant learning communities. There is also expert guidance on curating content, embedding coaching, valuing mistakes and adopting a more self-directed learning approach. This book also defines the key characteristics of the new learning organization and the emerging roles of the future-focussed L&D team and whether these new responsibilities should be developed in-house or outsourced. This is an essential handbook for all L&D professionals seeking to transform workplace learning and drive organizational performance.Trade Review"In a world of fast-changing work, Andy shows how L&D can strategically align and integrate learning into work to drive performance." * Mark Reilly, Head of Learning Content Design, Global Learning & Development, McDonald’s Global Franchising Limited *"Few practitioners have walked the talk like Andy. Consequently, this book is bursting with ideas which challenge all in L&D to consider what we're doing to lead learning." * Michelle Parry-Slater, Learning and Development Director, Kairos Modern Learning *"This book is hugely helpful thanks to the focus on learning making a real impact on performance. I'd recommend it for anyone looking to redefine their organization's learning approach." * Gemma Critchley, Head of Technology and Innovation for Learning, Aviva *"Meticulously researched, this book is packed full of useful checklists and tips that will make it the go-to guide for both new and experienced learning professionals dedicated to making an impact in the changing world of work." * Laura Overton, Award winning learning industry analyst and founder of Towards Maturity *"Andy has crafted the way we mesh learning and performance in one supercharged effort. You don't have to be in L&D to gain from this excellent book. But if you are, this is you on turbo!" * Perry Timms, Founder and Chief Energy Officer, People and Transformational HR *"This important book details the case for change in learning and development. A must-read for anybody in learning needing a sense-check of where we are, where we're headed and what this means to them." * David James, Chief Learning Officer, Looop Learning *"If you are a learning practitioner and deeply care about being a 'value creator', then this book is a must-read." * Barbara Thompson, Learning Strategist and Architect, GP Strategies *"Andy sets out a bold and ambitious manifesto for the L&D profession. This is a book that encourages us to build the future today. It is both practical and inspirational." * Dr. Paul Taylor-Pitt, Assistant Director, Organisational Development, NHS Employers *"A great manual for anyone seeking to transform their function in order to drive business performance in the modern world. If you're an L&D practitioner grappling with what's required for the next iteration of corporate learning then read this book!" * Stuart Evans, Head of Leadership & Learning, Rolls Royce *"Driving Performance through Learning is not only a book, but an inspiration. This book gives insight and guidance for changing the face of your L&D function." * Martin Baker, CEO, Charity Learning Consortium *Table of Contents Section - ONE: Understanding emerging landscapes; Chapter - 01: Redefining workplace learning; Section - TWO: Laying essential foundations; Chapter - 02: Diagnosing needs; Chapter - 03: Tracking impact; Chapter - 04: Designing responsively; Section - THREE: Transforming learning approaches; Chapter - 05: Leveraging digital; Chapter - 06: Facilitating communities; Chapter - 07: Curating content; Chapter - 08: Supporting self-direction; Chapter - 09: Embedding coaching; Chapter - 10: Valuing mistakes; Section - FOUR: Redefining the L&D function; Chapter - 11: Transforming roles; Chapter - 12: Transforming mindsets

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Book SynopsisArtificial intelligence is creating huge opportunities for workplace learning and employee development. However, it can be difficult for L&D professionals to assess what difference AI can make in their organization and where it is best implemented. Artificial Intelligence for Learning is the practical guide L&D practitioners need to understand what AI is and how to use it to improve all aspects of learning in the workplace. It includes specific guidance on how AI can provide content curation and personalization to improve learner engagement, how it can be implemented to improve the efficiency of evaluation, assessment and reporting and how chatbots can provide learner support to a global workforce. Artificial Intelligence for Learning debunks the myths and cuts through the hype around AI allowing L&D practitioners to feel confident in their ability to critically assess where artificial intelligence can make a measurable difference and where it is worth investing in. There is also critical discussion of how AI is an aid to learning and development, not a replacement as well as how it can be used to boost the effectiveness of workplace learning, reduce drop off rates in online learning and improve ROI. With real-world examples from companies who have effectively implemented AI and seen the benefits as well as case studies from organizations including Netflix, British Airways and the NHS, this book is essential reading for all L&D practitioners needing to understand AI and what it means in practice.Trade Review"The world of workplace learning will be dominated by AI within a few years. Artificial Intelligence for Learning plots a clear and concise path through what is the biggest opportunity the industry has had for many years." * Paul McElvaney, CEO of Learning Pool *"Donald Clark has been at the leading edge of technology in learning for over 30 years. His take on tech is always informed by his detailed knowledge of learning theory. This book on AI is no exception - it's bold, thorough, bang up to date, well-researched, evidence-based and practical." * Kirstie Donnelly MBE, CEO of City & Guilds Group *Table of Contents Section - PART ONE: Introduction; Section - 01: Homo technus; Section - 02: What is AI?; Section - PART TWO: Teaching; Section - 03: Robot teacher fallacy; Section - 04: Teaching; Section - PART THREE: Chatbots; Section - 05: AI is the new UI; Section - 06: Chatbots; Section - 07: Building chatbots; Section - PART FOUR: Learning; Section - 08: Content creation; Section - 09: Video; Section - 10: Push learning; Section - 11: Adaptive learning; Section - 12: Learning organizations; Section - 13: Assessment; Section - PART FIVE: Data; Section - 14: Data analytics; Section - 15: Sentiment analysis; Section - PART SIX: Future; Section - 16: Future skills; Section - 17: Ethics and bias; Section - 18: Employment; Section - 19: The final frontier; Section - 20: Where next?; Section - 21: Index

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Book SynopsisSHORTLISTED: Business Book Awards 2022 - People, Culture & Management category Company culture is the foundation of business success. Strong culture drives an average of four times more revenue growth, 12% more productivity and half the employee turnover rate. Driven by global health, economic and environmental emergencies and rising social justice and employee activism, organizations are urgently seeking a new cultural model which will enable them to thrive. Transformational Culture provides a blueprint for a fair, just, inclusive, sustainable, and high performing organization. With a foreword from Dave Ulrich and expert analysis of the benefits of a people-focused and values lead organization, it provides 8 transformational enablers to deliver individual, team and business success. Guidance is also included on how to tackle toxic cultures and behaviours, how to shift the dial from retributive to restorative justice, and how to develop humane and human HR and management systems. The book offers practical guidance for HR professionals and business leaders on how to redefine their culture and to embed a unique, practical framework to assist with the resolution of concerns, complaints, and conflicts at work. Tried and tested toolkits and templates plus case studies from organizations who have successfully implemented this approach including London Ambulance Service, Aviva, The FT and British Retail Consortium are contained within Transformational Culture making this an invaluable guide for anyone wishing to put their people and their values first.Trade Review"Provides the guidance to leaders, managers, and HR professionals on the importance of putting purpose, values and people first. David delivers a blueprint for creating an inclusive, sustainable, and high performing culture." * Omar Ali, Financial Services Leader, EY *"Clear, straightforward, no grand claims - just simple tools, clear examples of those that have taken the challenge and succeeded, and acknowledgement that whilst it is hard work, it will bring great value." * Patricia Grealish, Interim Chief People Officer at NHS Blood and Transplant *"The understanding offered by this powerful analysis of organizational culture offers a clear route to transforming work organizations for the future so that those who work in them thrive, the lives of the people they serve are enhanced and the planet they are part of is protected." * Professor Michael West CBE, Senior Visiting Fellow, The King’s Fund, Professor of Organizational Psychology, Lancaster University Emeritus Professor, Aston University *"A step-by-step guide to creating a business case and framework for a people centred organization. By utilizing some very honest and thought-provoking case studies, this toolkit is designed to support those with all levels of experience in change management or cultural transformation." * Juli Oliver-Smith FCIPD, PG Cert Psychology of Organisational Development and Change *"David's deep experience and practical advice is an invaluable tool in helping you to achieve the productive and engaging culture you need in order to achieve your goals and be the organization you want to be." * David MacLeod OBE, Co-Chair of Engage for Success Movement, Co-Author of ‘MacLeod Report’ on Employee Engagement Honorary Professor, Nottingham Business School *"Anyone using this book as a guide should see a genuine transformation and a way to navigate their aspiration to maximize the potential of all their employees. Highly recommended." * Jill Scott, CEO, Inclusion Solutions Ltd *"This comprehensive book uses accessible and understandable tools and case studies to challenge our thinking and provoke us to action. It is as professionally challenging as it is enjoyable. It has captured the current passion and enthusiasm of many leaders and HR professionals to use the past year as a catalyst for real sustainable change." * Dean Royles, President of HPMA and strategic HR consultant *"Written with leaders and HR professionals in mind, this book provides a solid framework and practical playbook for helping organizations to shift their culture, into one that is not only transformational in nature but fair, just, inclusive high performing and sustainable." * Victoria Leach, Head of People & Culture, North-East Lincolnshire Council *"David has set the tone straight away; 'Develop a people centred organization for improved performance'... why .... because people are any organization's most valuable asset! Without them you don't have an organization. A truly educational and inspiring book throughout, which I would recommend to any leader or HR practitioner to read cover to cover!" * Lisa Seagroatt, Assoc CIPD, Founder and Managing Director, HR Fit for Purpose *"Provides a blueprint for leaders and organizations to journey towards something better. Liddle expertly outlines a different, more balanced way of working and offers a pragmatic and well thought-through framework for making progress. An essential read for anyone who believes workplaces can build performance whilst nurturing enhanced fairness, justice and learning." * David D’Souza, Membership Director at CIPD *"This book is nothing short of amazing. I have found it truly relevant for the current time and particularly useful for the work I undertake as an HR professional. David, I salute you for a job well done." * Akua Richardson, Director, People First Initiatives Ltd *"Transformational Culture strikes a great balance between providing theory that underpins its key messages and the practical examples that will help to make changes to how an organization works. For me, the added value of what David says is that it makes for better run and more successful organizations, and he absolutely demonstrates why." * Graham Boyack, Director at Scottish Mediation *"David has produced another gem of a book which should be compulsory reading for all leaders, managers and HR professionals alike. David makes a compelling case of the power of transforming cultures to be kinder, more compassionate and to achieve a win/win approach for everyone. It is a book I will return to time and again." * Pam Williams, HR Director & Leadership Coach *"Transformational Culture is the brainchild of David Liddle whose phenomenal, diverse career leaves you with that comfortable feeling you can trust what you read. All the blood, sweat and tears articulating how a leader can get organizational culture on point has been absorbed by the author and he is handing over all this wisdom on a plate in guise of this shiny book ready to dip into time and time again." * Mandy Wardrop, Senior lecturer and HR programme leader *"The next time I encounter yet another excuse for not addressing racism, injustice or fairness by an employer, I will whip out David Liddle's Transformational Culture. I DARE every leader, manager, lawyer and HR person to read this book. He transforms outdated, rigid and harmful disciplinary processes based on retributive justice towards what this weary world needs: restorative justice: focused on learning and collective organizational safety." * Animah Kosai, Founder Speak Up Collective and Counsel *"In this interesting and highly relevant book, David Liddle has clearly illustrated what good and bad culture looks like, described the different factors that influence culture as well as explained the problems we face in trying to solve modern problems with traditional ways of thinking. More than that though, David has pointed the way and helped us establish a route to a more just, more human and more productive way of doing things." * Jonathan Goodger, Employee Relations Manager, Global pharmaceutical company *Table of Contents Section - PART ONE: The Case for Change; Chapter - 01: The transformational culture and why it matters; Chapter - 02: Shift happens - from retribution to transformation – How to harness the power of restorative justice; Chapter - 03: The Transformational Culture Model – A blueprint for a fair, just, inclusive, sustainable and high-performing organization; Chapter - 04: The 7Cs of a transformational culture; Chapter - 05: The Resolution Framework – A fresh approach for resolving concerns, conduct, complaints and conflicts at work; Chapter - 06: A very uncivil war – The toxic culture (and what to do about it); Chapter - 07: Aligning people, purpose, values and behaviour; Chapter - 08: Putting the human into human resources – The emergence of a modern people and culture function; Chapter - 09: Engage leadership – Leadership, management and the transformational culture; Chapter - 10: Wellbeing, engagement and inclusion – The key to great employee experience and world-class customer experience; Section - PART TWO: The Transformational Culture Playbook; Chapter - 11: Transformational Toolkit 1; Chapter - 12: Transformational Toolkit 2; Chapter - 13: Transformational Toolkit 3; Chapter - 14: Transformational Toolkit 4; Chapter - 15: Transformational Toolkit 5; Chapter - 16: Transformational Toolkit 6; Chapter - 17: Transformational Toolkit 7; Chapter - 18: Transformational Toolkit 8; Chapter - 19: Conclusion and calls to action; Chapter - 20: Overview of the models that underpin a transformational culture;

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Book SynopsisEffectively and ethically leveraging people data to deliver real business value is what sets the best HR leaders and teams apart. Excellence in People Analytics provides business and human resources leaders with everything they need to know about creating value from people analytics. Written by two leading experts in the field, this practical guide outlines how to create sustainable business value with people analytics and develop a data-driven culture in HR. Most importantly, it allows HR professionals and business executives to translate their data into tangible actions to improve business performance, whilst navigating the rapidly evolving world of work. Full of practical tools and advice assembled around the Insight222 Nine Dimensions in People Analytics® model, this book demonstrates how to use people data to increase profits, improve staff retention and workplace productivity as well as develop individual employee experience. Featuring case studies from leading companies including Microsoft, HSBC, Syngenta, Capital One, Novartis, Bosch, Uber, Santander Brasil and American Eagle Outfitters®, Excellence in People Analytics is essential reading for all HR professionals needing to unlock the potential in their people data and gain competitive advantage.Trade Review"In this book, cutting-edge practitioners share insights that you can start putting into action right away."" * Adam Grant, #1 New York Times bestselling author of THINK AGAIN and host of the TED podcast, WorkLife *"Exceptional and the standard for people analytics" * Dave Ulrich, Rensis Likert Professor, School of Business, University of Michigan Partner, The RBL Group *"A superb book with practical case studies applicable to every HR professional and business leader in the use of data analytics towards better decision making."" * Low Peck Kem, Chief Human Resources Officer, Public Service Division, Prime Minister’s Office, Singapore *"Filled with topical case studies that can support any people analytics and HR team in their pursuit of creating enterprise value." * Loren I. Shuster, Chief People Officer & Head of Corporate Affairs, The LEGO Group *"HR is closer to the business than ever, and this book shows how people analytics is a business activity that drives substantial value." * Katarina Berg, Chief Human Resources Officer, Spotify *"There is a need for companies to become more human in our increasingly digital age. I have found, as a CHRO, that analytics provides equal benefit to both employees and the business, and Excellence in People Analytics dovetails these two very well. Using analytics is clearly one of the most valuable tools for becoming more human, enabling personalization and consumerisation of the employee experience." * Leena Nair Chief Human Resources Officer, Unilever *"People analytics provides business executives with another lever to improve their strategy and operations. Jonathan and David have a deep understanding of this topic and its impact on people and performance. Their work with companies across the globe is now captured in this book, providing insight with a collection of terrific case studies and practical advice. It is an outstanding guide for executives wishing to create value using people analytics." * John Boudreau, Professor Emeritus, Marshall School of Business, University of Southern California *"Excellence in People Analytics is a delightful journey of discovery through the field of people analytics with 30 vivid case studies and practical models. Businesses have recognized that workforce data can unleash the potential of talent and create value for the company. Yet people analytics is one of the biggest capability gaps for organizations. This book inspires me and is a great guide to implement people analytics beyond the 'buzz' term." * Rosa Lee, Executive Vice President of Bosch China & Corporate HR, Head of Asia-Pacific *"Excellence in People Analytics will equip HR leaders and practitioners with the structures and use cases they need to keep up with technology and learn new skills. I have little doubt that this book will define HR's contribution to the workplace of the future." * Bernard Marr, Bestselling author of Data Strategy and Data-Driven HR, futurist and strategic advisor *"Brilliantly insightful, yet practically impactful. This is a foundational book in the field of people analytics that emphasizes a business-first approach for elevating human performance. The nine dimensions for success are complemented with powerful cases that will empower any practitioner to apply these concepts." * Michael J. Arena, VP Talent & Development, AWS and author of Adaptive Space *Table of Contents Section - PART ONE: The case for people analytics; Chapter - 00: Introduction; Chapter - 000: The business value of people analytics; Section - PART TWO: Nine Dimensions for Excellence in People Analytics; Chapter - 01: Governance; Chapter - 02: Methodology; Chapter - 03: Stakeholder Management; Chapter - 04: Skills; Chapter - 05: Technology; Chapter - 06: Data; Chapter - 07: Workforce Experiences; Chapter - 08: Business Outcomes; Chapter - 09: Culture; Section - PART THREE: The next steps for people analytics; Chapter - 10: Transforming people analytics; Chapter - 11: Epilogue - the future of people analytics; Chapter - 12: Concluding remarks; Chapter - 13: Glossary; Chapter - 14: Index

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Book SynopsisWe are living in an uncertain world that is rapidly changing with an overload of information and a continual rise of technologies. Automation, the gig economy, digital platforms and other innovations are changing the fundamental nature of work and are having a significant impact on the workforce, workplace and the HR function. Digital HR Strategy is crucial reading for all HR practitioners and leaders wanting to ensure that their organization adapts to this changing and increasingly competitive environment by creating a strategic approach for sustainable transformation which goes beyond conventional digital HR propositions. Featuring case studies from organizations including Airbnb and PepsiCo, it covers areas such as the importance of cultural change and creating a human-centric employee experience, leveraging value propositions, and harnessing data insights and analytics to improve performance. Digital HR Strategy also explores frameworks, strategies and opportunities for wellbeing initiatives, upskilling and reskilling workforces to respond to and establishing a culture of collaboration and innovation. Featuring tips, tools, and key questions to consider, it is an indispensable resource for all HR practitioners and leaders looking to build, develop and execute a digital HR strategy in order to achieve and sustain competitive advantage in this fast-changing digital age.Trade Review"Soumya has done a masterful job weaving together the emerging digital agenda for business and HR. This is an outstanding compendium of thinking and action." * Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan, Partner, The RBL Group *"A comprehensive and useful book that shows any organization how to understand the vast impact of digital business on all aspects of work, organizations, and HR." * Josh Bersin, Global Industry Analyst *"I thoroughly enjoyed his book and will be using it as a basis of how to embrace the digital reality of today and the future." * Steve Browne, SHRM-SCP, Vice President of Human Resources, LaRosa's, Inc., author of HR on Purpose *"Any business leader, learner or HR professional with an interest in the ways digital transformation intersects with human capabilities will benefit from this compelling book." * Ester Martinez, CEO and Editor-in-Chief, People Matters *"Work, workers and workplaces are all evolving from the analogue world to the digital. The HR function will need to lead the transformation, but to do that it needs to transform itself. Digital HR Strategy outlines the possibilities." * Abhijit Bhaduri, Digital transformation coach, author of The Digital Tsunami, host of the podcast Dreamers & Unicorns by PeopleStrong *"Digital is a wonderful opportunity for HR to make a difference - to the business, to the workforce and to the function itself. I am sure that this book will be read and read again by HR leaders seeking to make a difference in their organizations." * David Green, writer, speaker and consultant on people analytics and the future of work, and Executive Director at Insight222 *"Soumya is a thought-leader in HR technology - this is a first-rate book." * Gautam Ghosh, HR Thought Leader and Influencer, Ex Director, Talent Branding, Flipkart *"A welcome guide to HR's long-needed transformation to become a strategic engine for success through humans. He asks the right questions and proposes an excellent blend of ideas, methods and tools." * Frode Hvaring, Chair, Digital Leadership Lab, Geneva Business School *"Delivers a blueprint for implementing new principles of digital HRM in practice and offers a great opportunity to completely rethink the HR function." * Kai Reinhardt, Professor for Business Administration, Organizational Behavior and HR, HTW Berlin *"The area of digital transformation is fraught with misconceptions and failed attempts to apply a 20th century mindset to modern organizations. Soumya attempts to unravel this and provides a useful guidebook for HR practitioners and organization builders." * Andrew Spence, Workforce Strategist, Glass Bead Consulting *"In his book Soumyasanto guides us through the basic as well as more advanced elements of digital HR. HR and business leaders can learn a lot from his structured approach." * Tom Haak, Director HR Trend Institute *"A must-read as we enter this new digital age in organizational design and human experience." * Marc Coleman, Founder & CEO UNLEASH *"Soumyasanto is perhaps one of the industry's most thorough and well-researched thinkers advancing the HR discipline. His extraordinarily comprehensive book is the best preparation to navigate your own digital transformation." * Jeff Wellstead, VP of People Operations, ONI *"Gives amazing clarity and guidance on how to design your digital HR strategy that is sustainable in this VUCA world." * Bala Asirvatham, Founder and Managing Partner, FutureXeed *"Soumyasanto's book is a very important and timely publication on how to drive digital HR transformation and equip HR leaders and practitioners to prepare organization for the future." * Mihaly Nagy, Founder & CEO, The HR Congress *Table of Contents Chapter - 00: Introduction; Section - ONE: Revolution; Chapter - 01: Growing the digital economy alongside disruptions; Chapter - 02: The need for transformation and having the right mindset; Chapter - 03: The game changers - culture, data and strategy; Chapter - 04: Creating value propositions that are fit for purpose; Section - TWO: Survival; Chapter - 05: The demand for the human-centric experience; Chapter - 06: Evolving the future of work, jobs and the workforce; Chapter - 07: Ongoing augmentation, reskilling and collaboration; Section - THREE: Sustainability; Chapter - 08: Recreating the organization as a living organism; Chapter - 09: Driven by innovation and led by people; Chapter - 10: A sustainable evolution and a fairer society; Chapter - 11: Conclusion; Chapter - 12: Index

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Book SynopsisLearning and Development (L&D) programmes are too often based on fads, the latest trends or learning designers' personal preferences without critical evaluation. Evidence-Informed Learning Design allows learning professionals to move away from this type of approach by showing them how to assess and apply relevant scientific literature, learning science research and proven learning techniques to design their training in a way that will make a measurable difference to employee performance and overall business success. Packed with tips, tools and examples, Evidence-Informed Learning Design enables L&D and training professionals to save both time and money by ensuring that efforts are focused on designing learning that's proven to be effective. Covering techniques like interleaving and self-directed and self-regulated learning, as well as debunking myths and fallacies in the field, it covers how best to test, measure and reinforce learning in both online, offline and face-to-face scenarios. To ensure that employees develop the skills the business needs to succeed and that the L&D function is recognised as adding true organizational value, this book is essential reading for anyone responsible for designing learning.Trade Review"If you are interested in education, teaching, training design, assessment or performance improvement in almost any setting - buy this book. You will not be disappointed." * Richard Clark, Emeritus Professor of Educational Psychology, University of Southern California, Emeritus CEO of Atlantic Training Inc. and Expert Knowledge Solutions LLC *"A clear roadmap for finding, judging, and applying proven evidence-informed methods to transform training outcomes." * Patti Shank, PhD, instructional design expert and author, Manage Memory for Deeper Learning *"Brutally honest about the fallacies and myths that hinder practice, it is also refreshingly strong on contemporary research and recommendations. Read it and do it!" * Donald Clark - LearnTech Entrepreneur, Professor, Speaker & Blogger *"A solid foundation for making training work. A must-read for all learning professionals." * Jeroen J. G. van Merriënboer, Professor of Learning and Instruction in the School of Health Professions Education, Maastricht University, The Netherlands *"A great service to learning design and a clear guide to the necessity, barriers, and core elements of evidence-informed learning." * Clark Quinn, consultant and author of Engaging Learning, Designing mLearning, and Revolutionize Learning & Development *"Opens our eyes to the truth and complexity of effective learning design. Everyone in workplace learning should read, study, and keep this book close at hand." * Will Thalheimer, PhD, Work-Learning Research, Inc. *Table of Contents Section - ONE: What is evidence-based learning design?; Section - TWO: Learning and development design in organizations; Section - THREE: Fads and fallacies; Section - FOUR: Tools and techniques; Section - FIVE: Self directed learning

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Book SynopsisSystemic Coaching and Constellations offers a refreshingly uncomplicated path into a potentially complex subject, demonstrating how to understand and manage intricate relationship systems as part of a powerful coaching agenda. This book provides a comprehensive introduction to the principles that sustain systems, how to map and explore them through constellations, as well as a step-by-step guide to integrating these principles and practices into coaching. Featuring a variety of case studies from around the world to illustrate different facilitation styles and approaches, it also contains practical exercises which can be used in a variety of contexts, including one-to-one coaching, group coaching, leadership development coaching and managing conflict in teams. This updated third edition of Systemic Coaching and Constellations contains a new chapter on systemic supervision, new material on team coaching, systemic questions and resourcing constellations as well as new and refreshed case studies and updates to wider research and thinking. Whether used in an initial selection meeting or to underpin all coaching conversations and interventions, it remains an indispensable resource for coaches of all levels of experience and in all remits looking to transform their practice, as well as for those studying coaching as part of a degree or coaching qualification.Trade Review"I was lucky enough to be coached by John Whittington at two critical times in my career. Helping me understand and find my place in the constellations around me from both an organizational and personal perspective allowed me to make critical decisions. As a result, I felt able to move forward with confidence, in a different direction to one I might have taken had I been loyal to old patterns. If you haven't already done so, I highly recommend you take up the invitation in this book to map your own system. John's clarity on the importance of respectful endings also has particular romance and I have used the learnings several times myself and with others, with resolving, positive impact. This is an invaluable book that is both a piece of thought leadership and a very practical guide." * Helen Hyde, Former Personnel Director, Waitrose, and Board Director, The John Lewis Partnership *"The fact that this book is now in its third edition is a testament to its value to coaches interested in systemic and embodied enquiry. John Whittington communicates with incisive simplicity the theory, methods and core practices of constellations, and helps make this powerful approach accessible and inviting . He also locates constellations within the broader panoply of systemic approaches to organizational coaching. I particularly welcome, in this edition, his greater focus on the centrality of belonging; of the origins of many patterns of relating taht come up at work, in our own family systems; and of the imperative of coaches doing our own inner work on 'self-as-instrument' of client outcomes. As an enriching companion-piece to support and explain experiential work with constellations, I highly recommend this book." * Ty Francis, PhD Coach, facilitator, filmmaker and author *"What I find particularly useful about this book is John Whittington's focus on the cycle of joining, belonging and leaving organizational systems. We spend so much energy as leaders, as members of organizational systems and as other kinds of professionals on the start. The recruitment, the incentives and the whole 'hoopla' of moving towards and into an organization. In fact, as John points out, it is attending respectfully to endings and leavings where both the dignity of the individual and the integrity of the field of the organizational system can be built and maintained. Since first working with this methodology some years ago I've continued to find the combination of the philosophy behind constellations and the very practical application of them in my development and the teams I lead very clarifying." * Sarah Weir, Chief Executive, Design Council, UK *"Working with constellations has impacted all aspects of my life. The process is visual and immediately actionable. Leading a creative business is about making things, being productive, constructive. For me this comes down to priorities, alignment of the system and allocation of time and energy - these are finite - and I have not experienced a more effective way to orient myself than this approach. The way I and my co-founders planned the business, went to market, talked with people, the way we executed. Everything became clearer and more aligned. Things changed at the level of the system. Ten years later and on another continent, the methodology described in this book is one that has resourced and clarified me, not just as a leader of an international business but as a human being." * Ben Wolstenholme, Founder and CEO, Madefire, San Francisco *"The simple, practical application of systemic constellations described in this book belies their hidden depths. They are immediately accessible while repaying much study and reflection; they are based on universal observable truths yet express the uniqueness of every human soul. With his gentle provocativeness, John Whittington engages us int his world of paradoxes, guides us through the jungle of uncertainty and delivers us safely into understanding. The genius of this book lies in John's ability to invite coaches and leaders from multiple contexts to see things differently. This third edition of a much-loved book charts the further development of John's thinking, confidence and voice. He is a thought-leader who is a delight to listen to and a joy to read." * Alison Hardingham, Coach, trainer, author and business psychologist *"I've recommended the previous editions of this book to many coaches I train because it's full of practical ways of working with the unspoken. This edition also goes further into the underlying thinking behind constellations which has some of its root in TA: acknowledging and working 'what is', transgenerational messages and loyalties, and co-created exchange systems with their out-of-awareness dynamics. I recommend this edition because it freshly emphasizes the importance of working with phenomenology, the human need to belong and organizational leaders' responsibility to take a systemic stance. It will be a benefit to all coaches who are curious about what clients will reveal to themselves when they are willing to work in the field of invisible dynamics, deeper than the social level of the coaching conversation." * Rosemary Napper, Coach, Training and Supervising Transactional Analyst *Table of Contents Chapter - 00: Acknowledgements; Section - PART ONE: Outside in, inside out; Chapter - 01: Outside in; Chapter - 02: Ingredients; Chapter - 03: Inside out; Section - PART TWO: Principles; Chapter - 04: Belonging; Chapter - 05: Conscience, guilt and innocence; Chapter - 06: The universal language of systems; Chapter - 07: The time is now; Section - PART THREE: Practices; Chapter - 08: Map making; Chapter - 09: Living maps; Section - PART FOUR: Tabletop to workshop; Chapter - 10: One to one: principles and practices in action; Chapter - 11: One to many: systemic team coaching; Chapter - 12: Sticky moments; Chapter - 13: Extending your practice: further practices and applications; Chapter - 14: Systemic supervision; Section - PART FIVE: Familiar themes; Chapter - 15: Human being; Chapter - 16: The F word; Chapter - 17: Appendix: Resources and further reading; Chapter - 18: Meet the team; Chapter - 19: Postscript: Outside in, inside out; Chapter - 20: FAQs: Answers to frequently asked questions; Chapter - 21: Index;

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Book SynopsisSHORTLISTED: Business Book Awards 2021 - HR & Management Category The potential benefits of personalization on a workforce are huge. We curate music and online streaming content to suit our own tastes and we place more value on lottery numbers we have chosen ourselves, rather than a random selection from a lucky dip. When job roles are also personalized, employees are more interested, engaged and motivated at work. The responsibility for enabling this personalization lies with HR and people professionals and a key approach to doing this is via job crafting. Personalization at Work is a practical guide explaining what job crafting is, why it's important, what the benefits are and more broadly how a personalized approach can be brought to all aspects of HR including recruitment, learning and development, performance management, diversity and inclusion and reward. Full of practical advice and case studies from companies who have already seen the benefits of a personalized approach including Virgin Money, Widerøe airlines, Logitech, Google and Connect Health, Personalization at Work is essential reading for all HR professionals wanting to improve staff engagement, retention, productivity and the overall people experience. With expert guidance on how to encourage job crafting and a personalized approach to work for employees through everything from job titles, role descriptions and benefits packages through to working patterns, flexibility and work environment, this is a book that HR and people professionals can't afford to be without.Trade Review"Personalization at Work through job crafting is a unique and innovative book. For too long we have heard HR professionals say 'our most valuable resource is our human resource', but that should translate into helping employees personalize their work to enable them to get good balance in their lives-but hasn't in the past. This is a must read for those concerned about enabling their people to thrive" * Professor Sir Cary Cooper, ALLIANCE Manchester Business School, University of Manchester *"The world of work is in a more dissatisfied place than in any previous generation. Job crafting represents a massive opportunity for any of us to achieve a personalization revolution in our work. Finally, this could be the way to make our jobs more rewarding and joyful than ever before." * Bruce Daisley, author of The Joy of Work and VP - Europe, Twitter. *"It's unusual to land a job that was designed for you, but it's possible to tailor that job into one that suits you. Job crafting is a skill that every employee needs and every manager should value, and this is the first book to bring the research and practice together in an engaging and accessible way for HR professionals." * Adam Grant, New York Times bestselling author of 'Originals' and 'Give and Take', and host of the chart-topping TED podcast WorkLife *"Personalization at Work is a valuable asset to Human Resource Managers, workplace leaders, organisational scholars, and, most importantly, to anyone who wants to have a thriving career. Rob Baker provides us with a compelling reason to personalise our work and helps us to more clearly understand the factors that prevent us from doing so." * Professor Lea Waters (PhD), Organisational Psychologist, Positive Psychology Expert and author of 'The Strength Switch' *"Rob Baker has written an important, progressive and practical book. I recommend it to anyone aspiring to working lives that are both more productive and more fulfilling." * Matthew Taylor, Chief Executive, RSA *"Job crafting is a validated process for enhancing the meaningfulness of work, and evidence is strong that performance increases markedly when job crafting is implemented. Rob Baker has written the best book yet on what job crafting entails, how to implement it, and what results can be expected. This is a must-read book for anyone interested in helping employees and organizations flourish." * Professor Kim Cameron, William Russell Professor of Management & Organizations, Ross School of Business *"This is an important and fascinating account of a key issue in contemporary workplaces - how to customise our jobs so that they meet our changing needs. Drawing on dated principles of scientific management, many jobs are inflexible and adopt a 'one size fits all' approach. Baker presents a compelling argument as to why this is no longer fit for purpose and takes us through how to explore, experiment with, encourage and embed job crafting in ways that meet individual and organisational needs. Resulting in improved engagement, well-being and performance, job crafting is widely relevant and explored in depth in this book." * Professor Carol Atkinson, Professor of HRM, Centre for Decent Work and Productivity, Manchester Metropolitan University Business School *"This book makes a compelling case for the need to personalize HR and management practices to enhance employee wellbeing and performance. It is a much needed antidote to the naive assumption that universal solutions can be found in the world of work or beyond. People are unique, so it's our task to find the right unique approach for dealing with them and unlocking their potential." * Professor Tomas Chamorro-Premuzic, Professor of Business Psychology, UCL and Columbia and Chief Talent Scientist, manpowergroup *"Our work has never defined us more than it does today and the future of work has never been more uncertain. Rather than striving to work for the best companies, maybe it's time we strived to be the best employees. This book will help you do just that. Job and skills crafting is part of our future that many of us have yet to concentrate on." * Gethin Nadin, Director of Wellbeing, Benefex, Author of 'A World of Good: Lessons from Around the World in Improving the Employee Experience' *"In Personalization at Work, Rob Baker has created a handbook for success and wellbeing in the modern workplace. The message is clear: the future of work is personal. This is THE definitive guide to job crafting and the many benefits it can bring to you and your business." * Mark Gilroy, Managing Director, TMS Development International Ltd *"Rob Baker has put forth something that all organizations have been longing for - a way to stay relevant, viable and attractive to both employees and the marketplace. I agree with him that job crafting and personalization is needed in today's workplace and the workplace of the future. I will be using the concepts from this book as an essential part of my on-going HR/Business library." * Steve Browne, SHRM-SCP, VP of Human Resources LaRosa’s, Inc., Author of 'HR on Purpose' *"Rob Baker has given me, and the profession I've come to love working in (HR), a huge step into the true future of work. Not the hype we get presented via media soundbites, but in the personalization of work and need to bring job crafting into people's working lives [...] It's not that the future of work is human - it already is that. The future of work is personalization." * Perry Timms, Founder and Chief Energy Officer, People and Transformational HR Ltd, Author of 'Transformational HR' *"This book is compellling, informative and thought provoking. It is very timely as the next generation of employees are more demanding of meaning and purpose and job crafting is a key part of the solution to providing a more rewarding experience for all of us. Many of us will be working later in life than our predecessors so this book is a must read to ensure we do that in as enjoyable and productive a way as possible. As a concept it is a win-win all round." * Roisin Currie, People and Retail Director, Greggs plc. *Table of Contents Section - ONE: Explore; Section - 01: Why personalization matters; Section - 02: Why personalization is missing from our work; Section - 03: An introduction to job crafting; Section - 04: The benefits of and evidence for job crafting; Section - TWO: Experiment; Section - 05: Different forms of job crafting; Section - 06: Setting job crafting goals; Section - THREE: Encourage; Section - 07: Exercises and activities to encourage job crafting; Section - 08: Supporting the HR agenda through job crafting; Section - FOUR: Embed; Section - 09: A personalized people experience for now and the future; Section - 10: Index

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Book SynopsisSHORTLISTED: Business Book Awards 2021 - HR & Management Category The potential benefits of personalization on a workforce are huge. We curate music and online streaming content to suit our own tastes and we place more value on lottery numbers we have chosen ourselves, rather than a random selection from a lucky dip. When job roles are also personalized, employees are more interested, engaged and motivated at work. The responsibility for enabling this personalization lies with HR and people professionals and a key approach to doing this is via job crafting. Personalization at Work is a practical guide explaining what job crafting is, why it's important, what the benefits are and more broadly how a personalized approach can be brought to all aspects of HR including recruitment, learning and development, performance management, diversity and inclusion and reward. Full of practical advice and case studies from companies who have already seen the benefits of a personalized approach including Virgin Money, Widerøe airlines, Logitech, Google and Connect Health, Personalization at Work is essential reading for all HR professionals wanting to improve staff engagement, retention, productivity and the overall people experience. With expert guidance on how to encourage job crafting and a personalized approach to work for employees through everything from job titles, role descriptions and benefits packages through to working patterns, flexibility and work environment, this is a book that HR and people professionals can't afford to be without.Trade Review"Personalization at Work through job crafting is a unique and innovative book. For too long we have heard HR professionals say 'our most valuable resource is our human resource', but that should translate into helping employees personalize their work to enable them to get good balance in their lives-but hasn't in the past. This is a must read for those concerned about enabling their people to thrive" * Professor Sir Cary Cooper, ALLIANCE Manchester Business School, University of Manchester *"The world of work is in a more dissatisfied place than in any previous generation. Job crafting represents a massive opportunity for any of us to achieve a personalization revolution in our work. Finally, this could be the way to make our jobs more rewarding and joyful than ever before." * Bruce Daisley, author of The Joy of Work and VP - Europe, Twitter. *"It's unusual to land a job that was designed for you, but it's possible to tailor that job into one that suits you. Job crafting is a skill that every employee needs and every manager should value, and this is the first book to bring the research and practice together in an engaging and accessible way for HR professionals." * Adam Grant, New York Times bestselling author of 'Originals' and 'Give and Take', and host of the chart-topping TED podcast WorkLife *"Personalization at Work is a valuable asset to Human Resource Managers, workplace leaders, organisational scholars, and, most importantly, to anyone who wants to have a thriving career. Rob Baker provides us with a compelling reason to personalise our work and helps us to more clearly understand the factors that prevent us from doing so." * Professor Lea Waters (PhD), Organisational Psychologist, Positive Psychology Expert and author of 'The Strength Switch' *"Rob Baker has written an important, progressive and practical book. I recommend it to anyone aspiring to working lives that are both more productive and more fulfilling." * Matthew Taylor, Chief Executive, RSA *"Job crafting is a validated process for enhancing the meaningfulness of work, and evidence is strong that performance increases markedly when job crafting is implemented. Rob Baker has written the best book yet on what job crafting entails, how to implement it, and what results can be expected. This is a must-read book for anyone interested in helping employees and organizations flourish." * Professor Kim Cameron, William Russell Professor of Management & Organizations, Ross School of Business *"This is an important and fascinating account of a key issue in contemporary workplaces - how to customise our jobs so that they meet our changing needs. Drawing on dated principles of scientific management, many jobs are inflexible and adopt a 'one size fits all' approach. Baker presents a compelling argument as to why this is no longer fit for purpose and takes us through how to explore, experiment with, encourage and embed job crafting in ways that meet individual and organisational needs. Resulting in improved engagement, well-being and performance, job crafting is widely relevant and explored in depth in this book." * Professor Carol Atkinson, Professor of HRM, Centre for Decent Work and Productivity, Manchester Metropolitan University Business School *"This book makes a compelling case for the need to personalize HR and management practices to enhance employee wellbeing and performance. It is a much needed antidote to the naive assumption that universal solutions can be found in the world of work or beyond. People are unique, so it's our task to find the right unique approach for dealing with them and unlocking their potential." * Professor Tomas Chamorro-Premuzic, Professor of Business Psychology, UCL and Columbia and Chief Talent Scientist, manpowergroup *"Our work has never defined us more than it does today and the future of work has never been more uncertain. Rather than striving to work for the best companies, maybe it's time we strived to be the best employees. This book will help you do just that. Job and skills crafting is part of our future that many of us have yet to concentrate on." * Gethin Nadin, Director of Wellbeing, Benefex, Author of 'A World of Good: Lessons from Around the World in Improving the Employee Experience' *"In Personalization at Work, Rob Baker has created a handbook for success and wellbeing in the modern workplace. The message is clear: the future of work is personal. This is THE definitive guide to job crafting and the many benefits it can bring to you and your business." * Mark Gilroy, Managing Director, TMS Development International Ltd *"Rob Baker has put forth something that all organizations have been longing for - a way to stay relevant, viable and attractive to both employees and the marketplace. I agree with him that job crafting and personalization is needed in today's workplace and the workplace of the future. I will be using the concepts from this book as an essential part of my on-going HR/Business library." * Steve Browne, SHRM-SCP, VP of Human Resources LaRosa’s, Inc., Author of 'HR on Purpose' *"Rob Baker has given me, and the profession I've come to love working in (HR), a huge step into the true future of work. Not the hype we get presented via media soundbites, but in the personalization of work and need to bring job crafting into people's working lives [...] It's not that the future of work is human - it already is that. The future of work is personalization." * Perry Timms, Founder and Chief Energy Officer, People and Transformational HR Ltd, Author of 'Transformational HR' *"This book is compellling, informative and thought provoking. It is very timely as the next generation of employees are more demanding of meaning and purpose and job crafting is a key part of the solution to providing a more rewarding experience for all of us. Many of us will be working later in life than our predecessors so this book is a must read to ensure we do that in as enjoyable and productive a way as possible. As a concept it is a win-win all round." * Roisin Currie, People and Retail Director, Greggs plc. *Table of Contents Section - ONE: Explore; Section - 01: Why personalization matters; Section - 02: Why personalization is missing from our work; Section - 03: An introduction to job crafting; Section - 04: The benefits of and evidence for job crafting; Section - TWO: Experiment; Section - 05: Different forms of job crafting; Section - 06: Setting job crafting goals; Section - THREE: Encourage; Section - 07: Exercises and activities to encourage job crafting; Section - 08: Supporting the HR agenda through job crafting; Section - FOUR: Embed; Section - 09: A personalized people experience for now and the future; Section - 10: Index

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Book SynopsisEffective evaluation and measurement of learning and development initiatives is critical to maximise the impact of training, identify gaps for improvement and ensure that efforts are aligned to the business' needs. Learning Analytics outlines how analytical approaches can respond to these challenges, the types and benefits of technological solutions and how to ask the right questions of organizational data in order to build a learning organization that boosts performance and competitive advantage. Drawing upon case studies from organizations who have applied such approaches such as The Gap, Hilton Worldwide University and Seagate Technology, Learning Analytics will enable those involved in learning and development to make the business case for their activities and deliver an evidence-based service to their organizations. Alongside updated chapters on learning technology tools and moving beyond learning analytics to talent management analytics, this second edition also features new content on measuring informal learning, increasing data literacy, and framing L&D's contributions through a portfolio evaluation approach.Trade Review"Learning Analytics reaffirms that evaluation principles when standardized and enabled by technology can provide insights about which programs are helping achieve business goals and which need improvement. This edition also brings a new methodology to the table that helps L&D organizations align and deeply connect with the business strategy." -- Kimo Kippen * Founder Aloha Learning Advisors and former Chief Learning Officer at Hilton Worldwide *"This book is a fantastic roadmap, guidebook and treasure trove of research, enabling L&D leaders and practitioners alike to solve that most obvious yet difficult of challenges, clearly linking L&D programs to all areas of talent management in a cohesive, strategic way to positively impact performance and productivity." -- Jeff Higgins * Founder and CEO, HCMI *"If you need to evaluate your investments in talent, or use HR analytics to inform your business decisions, then this book is a godsend." -- Doug Gray, Ph.D. * CEO and Founder of Action Learning Associates and former President of ATD Nashville *Table of Contents Chapter - 01: What is learning analytics?; Chapter - 02: Technology’s role in learning measurement; Chapter - 03: Linking learning to business impact; Chapter - 04: Scrap learning: the new leading indicator of success; Chapter - 05: Aligning L&D to business goals through needs assessment; Chapter - 06: Benchmarks; Chapter - 07: Optimizing investments in learning; Chapter - 08: Beyond learning analytics to talent management analytics

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Book SynopsisEffective evaluation and measurement of learning and development initiatives is critical to maximise the impact of training, identify gaps for improvement and ensure that efforts are aligned to the business' needs. Learning Analytics outlines how analytical approaches can respond to these challenges, the types and benefits of technological solutions and how to ask the right questions of organizational data in order to build a learning organization that boosts performance and competitive advantage. Drawing upon case studies from organizations who have applied such approaches such as The Gap, Hilton Worldwide University and Seagate Technology, Learning Analytics will enable those involved in learning and development to make the business case for their activities and deliver an evidence-based service to their organizations. Alongside updated chapters on learning technology tools and moving beyond learning analytics to talent management analytics, this second edition also features new content on measuring informal learning, increasing data literacy, and framing L&D's contributions through a portfolio evaluation approach.Trade Review"Learning Analytics reaffirms that evaluation principles when standardized and enabled by technology can provide insights about which programs are helping achieve business goals and which need improvement. This edition also brings a new methodology to the table that helps L&D organizations align and deeply connect with the business strategy." -- Kimo Kippen * Founder Aloha Learning Advisors and former Chief Learning Officer at Hilton Worldwide *"This book is a fantastic roadmap, guidebook and treasure trove of research, enabling L&D leaders and practitioners alike to solve that most obvious yet difficult of challenges, clearly linking L&D programs to all areas of talent management in a cohesive, strategic way to positively impact performance and productivity." -- Jeff Higgins * Founder and CEO, HCMI *"If you need to evaluate your investments in talent, or use HR analytics to inform your business decisions, then this book is a godsend." -- Doug Gray, Ph.D. * CEO and Founder of Action Learning Associates and former President of ATD Nashville *Table of Contents Chapter - 01: What is learning analytics?; Chapter - 02: Technology’s role in learning measurement; Chapter - 03: Linking learning to business impact; Chapter - 04: Scrap learning: the new leading indicator of success; Chapter - 05: Aligning L&D to business goals through needs assessment; Chapter - 06: Benchmarks; Chapter - 07: Optimizing investments in learning; Chapter - 08: Beyond learning analytics to talent management analytics

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Book SynopsisPerformance Coaching is a complete resource for improving organizational and employee performance through coaching. Full of tips, tools and checklists, it covers all the fundamental elements of the coaching process, from developing the skills needed to coach effectively, to coaching in leadership, manager-as-coach training, cross-cultural coaching and measuring return on investment. It explores the key techniques and models in the field to allow readers to identify which approach is most suited to specific situations. Featuring case studies from organizations including Virgin, IKEA, the NHS and England Rugby showing how effective coaching approaches have been applied in practice, this book is for coaches of all levels of experience, as well as HR managers and leaders looking to embed a coaching culture in their organizations. This revised third edition of Performance Coaching has been updated to include the latest insights and developments and contains new chapters on creating a global coaching culture, the coaching-mentoring-managing continuum and how to lead a generative thinking meeting. New material also covers distance coach training, neuroscience in coaching, coaching the bully at work and coaching in education.Trade Review"A fundamental read to give a connected view of coaching from a broad range of perspectives, which is particularly important and helpful when it comes to applying coaching in a way that adds value in a complex corporate context." * Sara Gosden, Director, Global Talent Management, Expedia Group *"If you are looking to grow your business through releasing the potential of people and teams then this book is a great investment." * Catriona Mackie, former Global Head of Learning & Development, Diageo *"If you're looking for a comprehensive book on Performance Coaching, complete with thought leadership, case studies, management methodologies and the latest thinking, then I highly recommend this book. It's a must-read for leaders everywhere at all levels in an organization." * Diane Yates, Head of Leadership and Executive Development, Deloitte LLP *Table of Contents Section - ONE: The fundamentals of performance coaching; Chapter - 01: What is coaching?; Chapter - 02: The differences between coaching, therapy, counselling, mentoring and consultancy; Chapter - 03: The directive–non-directive continuum; Chapter - 04: Self-limiting beliefs; Chapter - 05: Coaching and neuroscience; Section - TWO: Creating a coaching culture in organizations; Chapter - 06: The meaning of a coaching culture; Chapter - 07: Ten steps to creating a coaching culture; Chapter - 08: Coaching in the workplace; Chapter - 09: Coach training in the workplace; Chapter - 10: Coaching in leadership; Chapter - 11: Cross-cultural coaching; Chapter - 12: Distance coach training; Chapter - 13: Coaching in schools; Chapter - 14: Coaching for Crisis at Christmas; Chapter - 15: Corporate social responsibility and shared value - bringing business and society back together; Chapter - 16: Bullying in the workplace; Chapter - 17: Resilience in leadership; Chapter - 18: Coaching supervision: a workplace perspective; Chapter - 19: ROI - Measuring the return on investment in coaching; Section - THREE: Skills for coaches and managers; Chapter - 20: Listening; Chapter - 21: Reflecting, summarizing and clarifying; Chapter - 22: Questioning; Chapter - 23: Permission protocol; Chapter - 24: The GROW coaching model; Chapter - 25: The EXACT model - a coaching approach to goal setting; Chapter - 26: Coaching feedback; Chapter - 27: The structure of coaching; Chapter - 28: Setting and reviewing actions; Section - FOUR: Tools of the trade - continuing professional development; Chapter - 29: David Grove’s Clean Language; Chapter - 30: David Grove’s Emergent Knowledge; Chapter - 31: Transpersonal coaching; Chapter - 32: An introduction to neuro-linguistic programming; Chapter - 33: Systemic Coaching; Chapter - 34: Transactional analysis and the OK Corral; Chapter - 35: 360-degree feedback; Chapter - 36: The Reuven Bar-On Emotional Quotient inventory (BarOn EQ-i); Chapter - 37: Thomas-Kilmann Conflict Mode Instrument; Chapter - 38: Marshall Rosenberg’s ‘Non-Violent Communication’; Chapter - 39: Peer leadership Chapter - 40: Situational Leadership; Chapter - 41: Kouzes and Posner: The Leadership Challenge; Chapter - 42: Cultural Transformation Tools; Chapter - 43: The Inner Game; Chapter - 44: Nancy Kline’s Thinking Environment; Chapter - 45: Appreciative Inquiry; Chapter - 46: Mindfulness; Chapter - 47: Elizabeth Kubler Ross’s Change Curve six stage model; Chapter - 48: Bruce Tuckman’s ‘forming, storming, norming and performing’ team development model; Chapter - 49: The Myers-Briggs Type Indicator (MBTI®); Chapter - 50: The Enneagram; Chapter - 51: Kolb’s learning styles; Chapter - 52: DISC; Chapter - 53: Johari Window; Chapter - 54: More team role models

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Book SynopsisCATEGORY WINNER: Business Book Awards 2021 - HR & Management Category An engaged and productive workforce is essential for organizational growth and business success. However, record levels of disengaged staff, a lack of motivation and employees feeling that they lack the necessary skills and support to excel at their jobs is putting this in jeopardy. HR practitioners are ideally placed to address these issues and boost productivity at every stage of the employee lifecycle to improve individual performance and drive business results. Solving the Productivity Puzzle is a practical guide for all people management professionals to address the challenge of stagnating people productivity. It covers how to embed learning and development activities to ensure that employees feel equipped with the skills they need to meet their goals, motivate a workforce made up of six generations with competing priorities, develop an effective workforce planning strategy to make sure the right people are in the right place at the right time, with the right motivation in the organization to build a company culture that allows people to thrive. Solving the Productivity Puzzle also includes expert guidance on how implement change to opportunity in the workforce, track and measure productivity and how to leverage new technologies to support employees. Including case studies from global organizations including Accenture, Aetna, Apple, Google, IBM, and SAP. This is essential reading for HR professionals needing to supercharge productivity in their organization for both employee and business success.Trade Review"Solving the Productivity Puzzle is a very engaging, readable and innovative book in trying to find a solution to a businesses' poor productivity. The book highlights the important role of HR involving the productivity puzzle [...] this is a must read for any HR professional." * Professor Sir Cary Cooper, 50th Anniversary, ALLIANCE Manchester Business School, President of the CIPD *"This is a much anticipated book and it has been well worth the wait. Tim has a refreshing honesty and optimism about how we can transform our approach to work and all the challenges that it brings. He has that special ability to be insightful, analytical and fun, all at the same time. I couldn't put it down - you shouldn't put it down." * Rene Carayol MBE, author, TV presenter, executive coach *Table of Contents Chapter - 01: The Productivity Crisis; Chapter - 02: What's causing poor productivity and how HR can help?; Chapter - 03: Motivation and the emerging workforce; Chapter - 04: Engaging your talent; Chapter - 05: Giving people the skills they need to succeed; Chapter - 06: Getting the right people in the right place; Chapter - 07: Building a structure for peak performance; Chapter - 08: Creating a culture that helps employees thrive; Chapter - 09: Tracking and measuring productivity; Chapter - 10: Using data for insights and innovation; Chapter - 11: Concluding actions for sustainable productivity growth

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Book SynopsisCATEGORY WINNER: Business Book Awards 2021 - HR & Management Category An engaged and productive workforce is essential for organizational growth and business success. However, record levels of disengaged staff, a lack of motivation and employees feeling that they lack the necessary skills and support to excel at their jobs is putting this in jeopardy. HR practitioners are ideally placed to address these issues and boost productivity at every stage of the employee lifecycle to improve individual performance and drive business results. Solving the Productivity Puzzle is a practical guide for all people management professionals to address the challenge of stagnating people productivity. It covers how to embed learning and development activities to ensure that employees feel equipped with the skills they need to meet their goals, motivate a workforce made up of six generations with competing priorities, develop an effective workforce planning strategy to make sure the right people are in the right place at the right time, with the right motivation in the organization to build a company culture that allows people to thrive. Solving the Productivity Puzzle also includes expert guidance on how implement change to opportunity in the workforce, track and measure productivity and how to leverage new technologies to support employees. Including case studies from global organizations including Accenture, Aetna, Apple, Google, IBM, and SAP. This is essential reading for HR professionals needing to supercharge productivity in their organization for both employee and business success.Trade Review"Solving the Productivity Puzzle is a very engaging, readable and innovative book in trying to find a solution to a businesses' poor productivity. The book highlights the important role of HR involving the productivity puzzle [...] this is a must read for any HR professional." * Professor Sir Cary Cooper, 50th Anniversary, ALLIANCE Manchester Business School, President of the CIPD *"This is a much anticipated book and it has been well worth the wait. Tim has a refreshing honesty and optimism about how we can transform our approach to work and all the challenges that it brings. He has that special ability to be insightful, analytical and fun, all at the same time. I couldn't put it down - you shouldn't put it down." * Rene Carayol MBE, author, TV presenter, executive coach *Table of Contents Chapter - 01: The Productivity Crisis; Chapter - 02: What's causing poor productivity and how HR can help?; Chapter - 03: Motivation and the emerging workforce; Chapter - 04: Engaging your talent; Chapter - 05: Giving people the skills they need to succeed; Chapter - 06: Getting the right people in the right place; Chapter - 07: Building a structure for peak performance; Chapter - 08: Creating a culture that helps employees thrive; Chapter - 09: Tracking and measuring productivity; Chapter - 10: Using data for insights and innovation; Chapter - 11: Concluding actions for sustainable productivity growth

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Book SynopsisCATEGORY SILVER WINNER: Axiom Awards 2021 - Human Resources/Employee Training Category Despite global economic conditions, companies are always looking to attract and retain the best talent. Unfortunately, almost 30% of US job seekers leave a new job within the first 30 days. Why? Many new recruiters rely too heavily on high-tech tools to attract candidates and may not have learned the fundamental relationship-building skills that help recruiters ensure that clients and candidates are a good match. High-Tech High-Touch Recruiting provides recruiters with an end-to-end process for recruiting the highest caliber talent who, after they are hired, will become engaged employees. While emphasizing the overall importance of building "high-touch" relationship-building skills, the book outlines how these can be blended successfully with "high-tech" tools such as AI-powered software applications to identify a large pool of qualified job candidates. Once you've identified candidates, the author cautions against the sole use of text and email communication and suggests that recruiters conduct a general interview in order to better ascertain whether a candidate is the best fit for the role. High-Tech High-Touch Recruiting comes with online resources including sample offer letters, recruiting scripts, job requisitions, interview scorecard, a listing of characteristics of best hires and guidelines for a 9-step telephone interview process.Trade Review"A must-have for everyone in the recruiting profession." * Trinette R. Cunnigham, CPC, CTS, President, National Association for Personnel Services (NAPS) *"As an accomplished staffing and recruiting professional, Barb's knowledge and expertise serves as a trusted resource for those in our industry, as well as those looking for their next professional opportunity. Not only is Barb an engaging communicator and trainer, she's also an excellent speaker and writer. Through the delivery of straight-forward and targeted information, Barb is able to connect with her audience, in person and in the written word, to create connections and inspire a new way of thinking around the importance of the candidate driven experience." * William H. (Bill) Stoller, CEO and Chairman of the Board, Express Employment International *"Barb is the rare individual who can cover strategy and immediate tactics to ensure success in a single book. It doesn't matter if you are an experienced recruiter or just starting on the journey with recruiting as a career, I have not encountered a more engaging person than Barb Bruno. She instantly connects with her audience and provides immediate value, not just theory to help you achieve success!" * Randy Marmon, CEO, Lucas Group *"In this book, Barb Bruno unravels the ways in which ever-changing technological advances affect communication (and consequently recruiting and talent acquisition) and how to utilize tech, in conjunction with the human touch, to enhance the candidate experience. The tools and techniques Bruno outlines are particularly engaging, as they draw on her vast experience within the industry. Featuring immersive and actionable subject-matter, and comprehensive online resources, this book is a significant contribution to the Recruiting Profession." * Tammi Heaton, Chief Operating Officer, PrideStaff *"Barb is an outstanding trainer, speaker ... and most importantly listener. Her experience as an adviser to scores of recruiters has been distilled in this comprehensive look at sound competitive strategies. This should be a go-to for recruiters looking to hone their skills for success." * Ron Herzon, CEO, Fortune Franchise Corporation *"We have benefited from Barbara's insights over the past few years, and now everyone else has the same opportunity to learn from her. The insights she provides is the differentiation from being a recruiter to a "workforce workplace expert." This is a must-read for anyone working in the recruiting or staffing profession. This should be utilized as a reference guide and not a one-time read with all the golden nuggets of information Barbara has provided, as our profession embraces the need for a high-tech but also high-touch approach." * Pat Patel, CEO, Intelliswift Software, Inc. *"For the past 18 years, I've been a student of Barb Bruno's philosophies, training and education. Barb continues to raise the bar with her newest book and I encourage any recruiting professional who is wanting to amplify their career to take the time and read her latest achievement." * Robert Krzak, President, Gecko Hospitality *"We have had the distinct pleasure of knowing and working with Barb for several years. Her contributions to our company, bolstered by her vast experience, have been immeasurable! This book is a gold mine and veritable roadmap on how to succeed on every level in staffing. Whether you are an owner, a manager, account manager or recruiter, this book will give you the shortcut to the greatest staffing techniques known to the industry. This book will be required reading for all of our employees going forward!" * Eric F. Brady, CEO & Richard J. Mainz, CFO, Mainz Brady Group *"A comprehensive thorough primer that offers a firm foundation for a newbie and a superlative review for a pro. If recruiting is something you feel you might excel at or if you have already experienced the passion of one of the most fulfilling professions, this is required reading. This book is one of a kind, written by the leading trainer to the staffing and recruiting professions." * Kenneth J. Bohan, President/CEO, The Liberty Group *"Barb is always on point, direct and provides relevant content. Anyone reading this book will obtain information they can immediately put into action to improve their success in the recruiting profession. This book proves the relevance of a high-tech high-touch approach while continuing to improve the candidate experience. I love Barb's "Say it like it is" style and would highly recommend this book" * Jeri Meyers, EVP of Sales, QPS Employment Group *"Barbara proves with great alacrity and insight how technological advance, when paralleled with the art of communication through high-touch resource, is crucial to all business' growth and ongoing success." * Johanne Berry, CPC, C.M. Presidente, Strategie et Rayonnement d’affaire, Gestion Johanne Berry, Inc. *"Barbara Bruno shares her insights, lessons learned and actionable techniques honed over decades as the leading authority and trainer in recruiting. Delivered in her signature authentic, direct and empathic style, this is an essential resource that belongs on the bookshelf of anyone who wants to up their game in recruiting." * Mark Roberts, CEO, TechServe Alliance *"A great foundation for any new recruiter and a fabulous refresher with many surprising new ideas for the seasoned professional." * Dave Nerz, President, NPAworldwide Recruitment Network *"Barbara Bruno's passion for helping others succeed shines as she shares her years of practical experience in this must-read, step-by-step guide for anyone who wants to succeed in recruiting the best talent." * Mark Demaree, President and CEO, Top Echelon Software *Table of Contents Chapter - 00: Introduction; Chapter - 01: Start with updating the hiring process; Chapter - 02: Identify the best talent and communicate effectively; Chapter - 03: Interview to hire the best talent; Chapter - 04: Clarify timing with hiring authorities and candidates; Chapter - 05: Extend offers that will be accepted; Chapter - 06: Employ techniques to eliminate surprises; Chapter - 07: Nurture candidates pre- and post-hire and obtain referrals; Chapter - 08: Create a balanced approach to recruiting; Chapter - 09: Selling your services as a third-party recruiter; Chapter - 10: Conclusion

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Book SynopsisTechnology can have huge benefits for the HR function. Whether it's saving time by streamlining processes, boosting engagement by enabling analysis of people data or improving employee development by allowing staff to access the content they need on different platforms, wherever and whenever they need it; the opportunities are vast. However, with more apps, software and platforms than ever before, the volume and variety of available technologies can be overwhelming. This makes it extremely difficult for HR professionals to know where to start when assessing what technologies are out there and which are worth investing in. Introduction to HR Technologies addresses these issues in clear, accessible and jargon-free language and is an indispensable guide for HR professionals needing to get to grips with technologies and understand how to use them to add tangible business value. Covering all the core areas of HR including recruitment, performance management, learning and development (L&D) and reward, Introduction to HR Technologies allows practitioners to identify areas where technologies can be used to drive performance and what to look for when assessing technological solutions. There is also discussion of artificial intelligence (AI), machine learning and the Internet of Things (IoT) and what they mean for HR. This book is essential reading for all HR professionals looking to use technology confidently to increase performance, improve processes and add value to both employees and the business as a whole.Trade Review"At the heart of every organization is the workforce and ensuring its effectiveness is the responsibility of HR technology. By sharing her deep knowledge and significant experience in managing accelerated change, author Stacey Harris has delivered an innovative and practical handbook about the technologies that move business forward every day." * Jeanne Achille, CEO, The Devon Group *"Introduction to HR Technologies is essential reading for professionals at all levels working in the HRIS arena as it covers every facet of the HR landscape including past, present, and future. It is an easy read that provides practical advice and thought-provoking questions to help you assess your current environment and grow your company." * Alison Silvester, AVP IT Leader of S&D IT, The Hartford *"Finally, a book for leaders that can actually make your work life better. Stacey does an exceptional job capturing the intimate details of the ever-changing state of work, human resources, and HR technology. She breaks down complexities and outdated thinking, challenges people to think about human resources and technology differently and tackles the intersection of work and life. Her thoughtfulness and care for bringing human resources and HR technology closer to the business is a welcomed approach for leaders everywhere."" * Lisa Sterling, Chief Administrative and HR Officer, Evercommerce *"Technology's role in continuing to position HR as critical to business performance is crucial - this book does a great job in exploring the impact it has had in the past, and opportunities for the future. It gives you insights as an HR leader on how, and why, you need to think about technology as a key part of your plan. Important food for thought!" * Lisa Stafford, Professor of Management, Director of Graduate MS in Management program, Fairfield University *"I could not put it down. As I read through this book, my thought was that it cannot come fast enough. With Human Capital at the top of the pyramid, we need to unleash our HR department to deal with the new realities and get away from the PROCESS focus. Reskill and have this department laser-focused on building a high-performance workforce to increase business outcomes. This is such welcome news, and every progressive HR leader needs to rethink not only their role, but the team's role. This takes us to a reskilling/upskilling effort like we have never witnessed before." * Ron Thomas, Managing Director, Strategy Focused Group *"Whether you are on point to find the best fit technology solution or you are new to the field of HR, this book is the primer you need to go from 0-60 on HR Technology. Stacey Harris is a master at informing you without overwhelming you with extraneous detail. Along the way, you'll enjoy her real-world stories - always keeping the "human" in HR Tech." * Leighanne Levensaler, EVP of Corporate Strategy, Workday & Co-Head Workday Ventures *"This is the kind of book you keep on your desk with pages folded, binder cracked, coffee stains on the cover - well-worn from thumbing through it again and again. An essential reference guide for seasoned HR technologists and aspiring people operations professionals alike." * Kyle Lagunas, GM Global Talent Acquisition Lead *"As we are emerging from a tumultuous 18 month period of time where the need for real time insights about our employees has never been more critical, Introduction to HR Technologies provides HR and technology practitioners with the roadmap they need to fully understand their HR tech investments. Stacey Harris is a terrific writer and researcher who does a great job of laying out the strategic and practical realities of why HR technology matters now more than ever before, and how to leverage these solutions to achieve your performance and process objectives." * Kim Seals, Investor, Advisor, Board Member *"HR Technology has become everyone's responsibility, but it can be unclear what it means and where to start. Utilizing her extensive data from the Sapient Insights annual HR System Survey, Stacey brings real world insights to educate the reader about HR Technology and importantly why you should care." * Michael Krupa, Senior Director, Inclusive Growth, CISCO *"This book is a terrific primer for HR Professionals and a must-read for anyone who's buying HR solutions. Stacey Harris offers a truly insightful and easy to understand reference on how anyone in the people function can use HR Technology to contribute to an amazing outcome-focused organization." * Anita Lettink, Speaker and Analyst, HRTech Radar *Table of Contents Chapter - 00: Preface; Chapter - 01: What is Human Resources technology?; Chapter - 02: The history of HR technology use; Chapter - 03: Who uses HR technology?; Chapter - 04: Who owns HR technology?; Chapter - 05: Core HR administration applications; Chapter - 06: HR service delivery applications; Chapter - 07: Time management applications; Chapter - 08: Talent management applications; Chapter - 09: HR analytics and planning; Chapter - 10: Emerging HR technology and the future of work; Chapter - 11: HR technology as an environment; Chapter - 12: The HR systems strategy; Chapter - 13: The journey continues – Keep learning

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Book SynopsisHow can you achieve coaching excellence? Use the latest research and insights from some of the biggest industry names in this fully revised fourth edition, which provides a diverse range of theory, tools and models for students and practicing coaches alike. Excellence in Coaching is a comprehensive guide presenting the latest cutting-edge thinking in the field of workplace coaching. Published with the Association for Coaching, this book covers all key components of the coaching process, and examines a diverse range of coaching models including behavioural and transpersonal coaching, enabling coaches and trainers to adapt their approach and excel in their professional practice. With updates to incorporate the latest thinking and insights, this revised fourth edition of Excellence in Coaching also contains a wealth of fresh material, including new chapters on establishing a coaching business, neuroscience coaching, psychodynamic coaching and understanding the coaching relationship. Featuring tips, checklists and tools, and a collection of best-practice material from some of the biggest names in the profession including Sir John Whitmore, Peter Hawkins and David Clutterbuck. This remains essential reading for practising coaches as well as for students.Trade Review"An outstanding resource! Excellence in Coaching has deservedly become one of the field's foremost textbooks, relevant to both practitioners and learners of coaching." * Professor Christian J van Nieuwerburgh, University of East London, UK *"The variety of chapter contributions is commendable and the cumulative effect is both affirming and edifying." * Dr Elaine Cox, Programme Coordinator for Doctor of Coaching and Mentoring, Oxford Brookes University, UK *"Offers a breadth of perspectives on the subject... Written by experts in the different fields, it leaves the reader to judge which of these various methods are the most appropriate for their particular needs." * People Management *"Anyone who invests in this book will not feel cheated." * Training and Coaching Today *"If you only have one coaching book on your shelf, this is the one to have." * Resource Magazine *Table of Contents Chapter - 00: Introduction; Section - Part One: The business of coaching; Chapter - 01: The development of coaching; Chapter - 02: What is coaching?; Chapter - 03: Coaching within organizations; Chapter - 04: Leveraging the coaching investment; Chapter - 05: Setting up and running your coaching practice; Section - Part Two: Coaching models and approaches; Chapter - 06: Coaching with the GROW model; Chapter - 07: Solution-focused coaching; Chapter - 08: Cognitive behavioural coaching; Chapter - 09: Transpersonal coaching; Chapter - 10: Appreciative Coaching: pathway to flourishing; Chapter - 11: Integrative coaching; Section - Part Three: Coaching issues; Chapter - 12: Intercultural coaching; Chapter - 13: Coaching and stress; Chapter - 14: Coaching ethics: integrity in the moment of choice; Chapter - 15: Coaching supervision; Chapter - 16: Evaluating coaching programmes; Chapter - 17: Coach accreditation; Chapter - 18: Team coaching; Chapter - 19: Goal setting in coaching; Chapter - 20: Association for Coaching; Chapter - 21: Index;

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Book SynopsisIn the new world of work, agility is a business imperative. Agile HR is a practical guide written specifically for people professionals on how the HR function can develop agile processes and practices that save time, boost performance and support overall business goals. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch. However, Agile HR shows that this doesn't need to be the case. Covering every aspect of the HR function from people processes, ways of working and HR services to organization design, operating models and HR teams, Agile HR is an essential guide for all HR practitioners wanting to make their HR practices agile and drive business performance but don't know where to start. As well as guidance on how to deal with resistance, manage a backlog and deal with constraints, there is also invaluable guidance on how HR can prioritize effectively and assess which activities to pursue, which to develop, which to rework and which to abandon in order to achieve continuous business improvement. Supported by case studies from organizations who have seen the benefits of an agile approach to HR including Sky Betting & Gaming and MUJI, this is critical reading for all HR professionals in organizations of any size needing to adopt fast, flexible and evolving agile approaches to effectively compete in the new world of work.Trade Review"Powerful and complete. Hellström and Dank are speakers for our times. HR in Silicon Valley, or SpaceX, is nothing like company policies from any textbook, or any book, until now. Finally, Hellström and Dank guide us through nurturing an ever-evolving, lightning quick business that can keep up with tech giants, global shifts, and the chain of firsts required to get us to Mars and beyond, address climate change, be the next Google, and establish equitable psychological safety in an exhilarating, uplifting, profitable place to work." * Joe Justice, Agile Business Innovator *"Introducing scientific thinking when evolving our next-gen organizations, is a gain not only to HR, but to everyone touched by them. This is more than a book, this is a mindset leap." * Mattias Skarin, Enterprise Agile Coach, Crisp *"Dank and Hellström have distilled years of Agile HR knowledge and experience into one practical book. This is the toolkit every HR professional of the 21st century needs. I wish I had this book years ago." * Tracey Waters, Director of People Experience *"A great book by the pioneers of agile HR, Dank and Hellström! They were able to capture their passion in this book, and I am sure many readers will be eager to follow their guidance." * Tom Haak, Director, HR Trend Institute *"Agile HR takes you from the sticky status quo to the future of work. It's a full toolkit, that's pleasantly practical, relatable and relevant. This is a must-read for anyone who is passionate about HR." * Arne-Christian van der Tang, Chief Human Resources Officer, TomTom *"To see this book in print brings me more joy than I can fully express. The Agile HR movement has been growing organically for some years now and the more HR professionals and organizations can get onboard and inspired by this way of working, the more successful businesses will become. This is the book anyone curious about the Agile philosophy needs to read. It's also for anyone that's already taken a leap of faith to leave behind old hierarchical and traditional business approaches for something more effective, by providing inspiration on how to create a culture where the Agile mindset is lived and breathed by all. Once you start on an Agile journey you never go back." * Nebel Crowhurst, People & Culture Director and early Agile HR Adopter *"This book may become the foundational text for Agile in HR. It provides solid advice all the way through, accurate on Agile and HR, and easy to approach without prior experience in Agile. And while becoming an expert takes time and practice, this book will ease the process a lot, by connecting the dots to a coherent whole." * Petri Heiramo, Certified Scrum Trainer, Agile Enterprise Coach *"Never has the HR profession had such an opportunity to transform our workplaces and this is an essential read for anyone who has been looking for a better, more human way than traditional, legacy approaches. Natal and Riina provide inspiration along with practical tools and techniques to give everyone the confidence to take the next step on their Agile HR adventure!" * Charlotte Goulding, Director of People at Infinity Works *"This book should be mandatory reading for all HR professionals. Written by true experts in Agile who know exactly how to explain key concepts and facts in a way that makes them easy to apply in a commercial environment, this book will elevate your HR practice and will turn you into a raving fan of Agile HR. This book is a true game changer!" * Karen Beaven, Director - PXI, The Creative HR Agency *"This book brings the best of Scrum into People Operations." * Jeff Sutherland,Founder and Chairman, Scrum, Inc *Table of Contents Chapter - 01: Introduction; Section - ONE: An introduction to the Agile Mindset; Section - 02: Why Agile?; Chapter - 03: The Agile Mindset; Chapter - 04: Design thinking for Agile Teams; Chapter - 05: Agile ways of working; Chapter - 06: Scrum & Kanban; Section - TWO: Agile for HR Toolkit; Chapter - 07: Introduction; Chapter - 08: Agile for HR Toolkit: Value and Prioritisation; Chapter - 09: Agile for HR Toolkit: Co-creation; Chapter - 10: Agile for HR Toolkit: Agile Teams & Operational Models in HR; Chapter - 11: Agile for HR Toolkit: Thinking Like a Scientist; Chapter - 12: Agile for HR Toolkit: Continuous Improvement; Section - THREE: HR for Agile; Chapter - 13: Introduction; Chapter - 14: Co-creating the Agile Vision; Chapter - 15: Agile Organisational Design; Chapter - 16: HR’s role in Agile Transformation; Chapter - 17: Agile HR Products and Services; Section - FOUR: Conclusion; Chapter - 18: Conclusion

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Book SynopsisSHORTLISTED: Business Book Awards 2021 - HR & Management Category DISTINGUISHED FAVOURITE: Independent Press Awards 2021 - Business General Category Flexible working is now a key concern for many employees. It spans genders, ages and family circumstances, with 37% of millennials declining a job offer if working flexibly isn't an option and 78% of employees over 50 wanting more flexible hours. Flexible Working is a practical guide for HR practitioners showing how to develop an effective flexible working strategy to meet the needs of employees and the needs of the business. This book explains how to develop effective flexibility policies and processes as well as how to communicate and train line managers on these practices. It also includes advice on how to overcome barriers to flexible working, dispels common myths and offers guidance on the different forms of flexible working available to organizations. Flexible Working shows that working practices outside the standard 9-5, five-days-a-week in the office can benefit a company. It drives employee engagement and performance, reduces costs and workplace stress and improves talent acquisition from a more diverse talent pool. It also explains how a proactive flexible working strategy can have sustainability benefits and reduce a company's carbon footprint. Including case studies from organizations such as Zurich Insurance, and supported by rigorous analysis of flexible working data, this is essential reading for all HR professionals.Trade Review"Flexible Working is an excellent 'how to do it' book that helps employers think through their options for flexible working in the new world of work. This is a very well written and extremely timely book and will support the HR community in thinking through how we work in the future." * Professor Sir Cary Cooper, Alliance Manchester Business School, University of Manchester *"From formulating a strategy to launching and embedding flexible working practices across the organization, Gemma Dale's book is the perfect companion to this potentially daunting task. Part One of the book sets out the rich evidential basis for flexible working as a driver of organizational performance and its impact on the bottom line. Part Two provides a step-by-step approach to ensuring that a move towards flexible working is not only successful from day one but also sustainable in the longer term. Packed with case studies, practical examples and useful templates, this book is a must-read for forward-looking businesses of all sizes." * Karen Teago, CEO and Principal Solicitor, Your Employment Settlement Service *"The book is an accessible and well-reasoned contribution to thinking about and understanding flexible work. It not only makes a clear case for the benefits of organizations taking a flexible approach to work, but offers clear and easily implementable interventions to overcome some of the most commonly faced barriers. It does this whilst also calling out, with gusto, those areas where myth, bluster or lazy assumptions have dominated the debate." * David D’Souza. Membership Director, CIPD *"This book is a must-read for any HR practitioner or business leader who wants to create a more flexible future for their organization. As well as providing the evidence to build the business case, it delivers a complete and practical guide to every step that you need to take along the way. Gemma provides us with compelling reasons to rethink how and where we work." * Tim Scott, People Director, Fletchers Solicitors *"If you are a HR professional or a line manager, this comprehensive book will take you on a learning journey giving you both an introductory blast into what flexible working means through to embedding it into your organization's strategy and culture. It uniquely does the horizon scanning for you as you consider the future and how flexible working can support other big workplace agendas like wellbeing, attracting talent and inclusion. Any myths are dispelled, barriers explored, and toolkits included to help to create a flexible working culture and embed flexible working practices. It's a must read. 5 stars from me!" * Daphne Doody-Green, Head of CIPD Northern England *"Punchy, comprehensive and thorough, Gemma's book covers everything you'll need to know about this vital subject. If you're still in any doubt that flexible working needs to be part of our present and future, you'll be left with a clear sense that this is the right thing to do and be equipped with all the information, perspectives and tools needed to make it happen. You can't afford to be without this book." * Neil Usher, Chief Partnerships Officer, GoSpace AI and author of "The Elemental Workplace" *Table of Contents Chapter - 00: Introduction: Why flexible working and why now; Section - Part One: The case for flexibility; Chapter - 01: Flexible working; Chapter - 02: The benefits and challenges of flexible working; Chapter - 03: Flexible working and the future of work; Chapter - 04: Flexible working and inclusion; Chapter - 05: Flexible working and wellbeing; Chapter - 06: Exploring flexible working myths; Chapter - 07: The barriers to flexible working, and how to overcome them; Section - Part Two: Introducing flexible working: The practical guide; Chapter - 08: From compliance to culture: Six elements of a truly flexible workplace; Chapter - 09: Developing a strategy for flexible working; Chapter - 10: Effective policy and process; Chapter - 11: Supporting implementation; Chapter - 12: Conclusions; Chapter - 13: Flexible working toolkit; Chapter - 14: Epilogue: Flexible working post Covid-19; Chapter - 15: Appendix 1: Sample tools for managers; Chapter - 15: Appendix 2: Sample tools for employees;

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Book SynopsisAs business priorities change and focus shifts to address arising issues, HR professionals need to be able to reorganize talent swiftly and plan for future needs to enable the business to succeed. It covers how to forecast organizational demand for people, resources and skills, analyze the gap between supply and demand and most importantly, how to fill this gap. This book explains how to use agile workforce planning to achieve this. Agile Workforce Planning is a practical guide for HR and organization development practitioners needing to align their staff, skills and resources with evolving company goals. This book also covers how to identify the skills needed in the workforce, where these skills are already available and when they're missing, how to decide whether to buy, borrow or build them. Agile Workforce Planning explains how to collect data to calculate and predict staff churn as well as how to use qualitative and quantitative demand modelling to forecast for future needs and provides strategies to address these including lateral internal recruitment. There is also expert guidance on horizon scanning, scenario planning and how to secure stakeholder buy in and engagement for an agile workforce plan. Supported by case studies from companies including Apple, Coca-Cola, Procter & Gamble, NATO and the UK National Health Service, this is essential reading for HR and OD professionals needing to continuously align the talent and capabilities in their workforce with the overall business strategyTrade Review"Adam has filled a major gap in the literature with this book. Thoughtful, nuanced, rigorous and practical, it will be a great end-to-end guide and reference for leaders and professionals at all levels on the ROI, theory and practice of effective workforce planning." * Rupert McNeil, Government Chief People Officer, UK Civil Service *"In this constantly changing world we respond with adaptability and speed, with a consistent learning mindset, seeking development and innovation. This book immerses the reader in this agile world through a welcoming narration of personal and business stories, explaining how to practically implement theories and conquer the related statistics. Adam Gibson, offers the recipe to succeed on having the right people capability that will lead an organization become truly agile. This book is written with the people in mind not just the business, preparing us for the future workplace. Its captivating narration offers an enjoyable way of fast knowledge assimilation for all those seeking to extend their knowledge on workforce planning and gain new perspectives, as well as those that want to start their learning on this topic." * Anna Mamalaki, Organizational Development & HR Consulting Director, Business: The Human Aspect LLC *"Adam Gibson provides us with a guide to agile workforce planning for professionals at all levels. This is a go-to handbook on how to plan for the future that I will be using many more times for its wealth of case studies and examples." * Erik van Vulpen, Founder, Academy to Innovate HR *"In Agile Workforce Planning, Adam Gibson has delivered the definitive book on workforce planning. As businesses navigate uncertainty and complexity, this book shows how workforce planning will need to be agile and built upon solid principles of business, economics, and risk. It is a must-read for practitioners in this space." * Nicholas Garbis, former leader of SWP at General Electric and Allianz SE *"At last a comprehensive and practical guide to workforce planning! Whilst organizations are realising the value of strategic workforce planning, as a relatively new discipline within the HR profession and wider business, there hasn't been the corresponding capability to capitalise on their interest. Staying true to Adam's 7Bs of workforce planning, if there is no internal supply and a scarcity of skill in the market then organizations need build this capability. Adam's book takes significant steps in providing the resource for organizations to build a workforce planning capability for themselves. It enables people to become SWP (Strategic Workforce Planning) professionals, providing them with the knowledge, tools and approach to form a solid foundation as a SWP practitioner." * Kath Soole, Strategic Workforce Planning Lead, Ministry of Defence *"Adam has woven together his considerable experience, detailed academic research, organizational case studies and fascinating military anecdotes to convey the 'what' the 'how' and critically the 'why' behind Agile Workforce Planning. I believe all HR professionals, not just those devoted to workforce planning, will find the framework and insights provided of real practical value in shaping, building and delivering the workforces their organizations require." * Steven Scott, Global Head & Managing Director, Workforce Management & Analytics, Standard Chartered Bank *"Workforce planning has always been among the top priorities for HR and Business leaders alike - after all, if we don't anticipate the workforce we need in our organizations well, we may suffer massive direct or opportunity cost. However, in today's VUCA world, workforce planning has proved to be an almost impossible task - how shall we anticipate the workforce requirements when we cannot even predict what might happen a few months ahead? This is why I was so happy to receive a copy of Adam's book, who based on his many year's practical experience shows us that with solid, Agile principles we can create the workforce we need that enables organizations to be successful in the market. The book is based on solid research and academic insights - and also demonstrates many practical, real-life applications showing the readers that workforce planning is a manageable process if we apply an agile mindset- after all, we cannot change the past, but we can always alter our current situation and act now to build the organization of the future." * Mihaly Nagy, Founder & CEO, The HR Congress *"A business strategy without understanding the future workforce shape, capability and skill needs, and cultures and operating model is like having a stool missing a leg. In these times with all the drivers of change in the future of work, organizations need to build the capability for agile workforce planning. This book provides great insights on what this means, why it is important, and the ways in which to approach it. It will help us all in being able to adapt for the future in an uncertain world." * Peter Cheese, Chief Executive, CIPD *Table of Contents Section - ONE: Introduction to workforce planning; Chapter - 01: What is workforce planning?; Chapter - 02: Evolution of workforce planning; Chapter - 03: The value and limitations of workforce planning; Chapter - 04: The agile approach; Section - TWO: Baseline; Chapter - 05: Analysing the strategic context; Chapter - 06: Understanding the workforce; Chapter - 07: Gaining buy-in; Section - THREE: Supply; Chapter - 08: Understanding workforce evolution; Section - FOUR: Demand; Chapter - 09: The nature of demand; Chapter - 10: Forecasting demand; Section - FIVE: Gap analysis; Chapter - 11: Establishing the gap; Section - SIX: Action plan; Chapter - 12: The planning approach; Chapter - 13: Demand optimization; Chapter - 14: Talent management; Chapter - 15: Creating the plan; Section - SEVEN: Deliver; Chapter - 16: Implementing the plan; Section - EIGHT: Conclusion; Chapter - 17: Becoming a workforce planning professional

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Book SynopsisA high-performing and cohesive leadership team is essential for organizational success. Leadership Team Coaching in Practice provides an overview of the tools and techniques for coaching leadership teams and shows how these approaches have been applied around the world in a variety of team types and industries. Featuring expert contributions from chief executives, team coaches, team leaders and consultants in organizations including Comair and the UK National Health Service (NHS), this practical guide illustrates best practice tailored to the needs of each organization. The new and updated third edition of Leadership Team Coaching in Practice incorporates the latest research and thinking in the field, including new material on developing the personal core capacities for systemic team coaching. Alongside updates to case studies to offer a long-term view of interventions, the third edition contains new case studies including team coaching in Toyota through a period of transformation. There is a new medley chapter of short case stories that address some of the regularly asked questions by new team coaches and new material that explores ways of creating a teaming and 'team of teams' culture. This book remains an essential resource for executive and team coaches, CEOs, team leaders, organizational development consultants, and those studying coaching as part of a degree or coaching qualification.Trade Review"Systemic, Team and Coaching - three powerful concepts. The case studies and other chapters in this book show how you can put them together to enable leaders and their teams to meet the challenges of an evolving world with confidence and integrity!" * Professor David Clutterbuck, Co-Dean of the Global Team Coaching Institute *"A great new edition from Peter Hawkins, the world's leading pioneer in Systemic Team Coaching, which provides rich case examples of coaching teams in different sectors and different countries around the world. A must-read if you want to see best practice in action." * Damian Goldvarg, President, Goldvarg Consulting Group, Inc *"In a highly interconnected and interdependent world, it is critical for organizations to recognize their role and power in impacting the broader ecosystem in which they exist. What better way to guide leaders and coaches on how to go about this organizational transformation than through a compelling collection of case studies (collected from around the world) sharing how real teams are using leadership team coaching to grapple with their own unique complex systemic issues." * Ilka Dunne, Leadership and Coaching Lead, FirstRand Bank South Africa *"Peter Hawkins' world class methodology is very helpful for high level steering and developing of all types of companies and organizations, plus a great tool with teams and for personal development. For me, as a CEO, it is the basis of my work." * Dr. Frank Quante, CEO, Fraport Bulgaria (Varna Airport and Burgas Airport) *"An inspiring and practical read for Leaders, Coaches and OD Consultants on how to take your teams to the next level of what the future needs and be stakeholder centric. Edited by Peter Hawkins, the world's leading pioneer in Systemic Team Coaching, it offers case examples from around the world, many written jointly by CEOs and their team coach." * Marshall Goldsmith, New York Times #1 bestselling author of Triggers, Mojo, and What Got You Here Won’t Get You There *Table of Contents Chapter - 01: Introduction: High value-creating teams – the latest research and development [Peter Hawkins]; Chapter - 02: What are leadership team coaching and systemic team coaching? [Peter Hawkins]; Chapter - 03: Learning from case studies and an overview of published case studies [Peter Hawkins, Catherine Carr and Jacqueline Peters]; Chapter - 04: Coaching the commissioning and clarifying: A case study of a professional services leadership team [Hilary Lines]; Chapter - 05: Coaching the co-creating within the team: Two case studies from Canada [Catherine Carr and Jacqueline Peters]; Chapter - 06: Coaching the Connections: Inter-team coaching at Yeovil Hospital Foundation Trust [Peter Hawkins and Gavin Boyle]; Chapter - 07: Coaching the team working with its core learning [Sue Coyne and Judith Nicol]; Chapter - 08: Systemic team coaching: co-creation by four teams – A Japanese case study: Kyoto Toyota Motor Company [Hidetoshi Tajika]; Chapter - 09: Team coaching for organizational learning and innovation: A case study of an Australian pharmaceutical [Padraig O’Sullivan and Carole Field] Chapter - 10: The team coaching journey with a leadership team in a period of transformation [Olivia Chauvain, Claire Forest, Fanny Sensen and Christophe Mikolajczak]; Chapter - 11: Systemic Team Coaching combined with a leadership team coaching program: Peel Police Canada [Heather Clayton, Catherine Carr and Nishan Duraiappah]; Chapter - 12: Developing an effective ‘team of teams’ approach in Comair [Barbara Walsh, Danny Tuckwood, Erik Venter, Geraldine Welby-Cooke, Tracey Mccreadie and Justin Dell, Peter Hawkins]; Chapter - 13: A medley of team coaching vignettes: challenges and innovation [Peter Hawkins, Helen Zink, Nathalie Lerotic Pavlik and Nqobekile Dorah Manyoni, Monica Callon, Lucy Shenouda and Ralph Cochrane, Declan Woods]; Chapter - 14: Assessment and evaluation of teams and team coaching [Peter Hawkins]; Chapter - 15: Coaching the board: How coaching boards is different from coaching executive teams, with case examples from the private, public and voluntary sectors [Peter Hawkins and Alison Hogan]; Chapter - 16: Creating a ‘teaming’, and ‘team of teams’ culture and a strategy for team coaching [Peter Hawkins]; Chapter - 17: Embodied approaches to team coaching [Peter Hawkins and David Presswell]; Chapter - 18: Developing the personal core capacities for systemic team coaching [Peter Hawkins]; Chapter - 19: Training systemic team coaches [Peter Hawkins, John Leary-Joyce and Hilary Lines]; Chapter - 20: Systemic team coaching – where next? [Peter Hawkins and Krister Lowe]

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Book SynopsisFull of exercises, models, checklists and templates, this book covers how to assess the needs of clients, select the right tool for the circumstance and deliver effective coaching with confidence. A complete resource for both in-house and external coaches, 50 Top Tools for Coaching presents the techniques required for every coaching situation. It focuses on every stage of the coaching process, from setting up and managing the coaching relationship, understanding and resolving conflict, developing client confidence and performance to enhancing leadership styles and coaching during periods of change. Supporting hints and tips are found throughout to maximise the effectiveness and impact of the tools. This fully revised fifth edition of 50 Top Tools for Coaching includes new tools for managers for performance coaching and for building your own coaching practice. It remains an indispensable resource for coaches of all levels of experience and in all remits, as well as managers and leaders looking to improve performance in their organizations through coaching. Online supporting resources include additional tools, interactive templates and videos of the tools in action demonstrated by the authors.Trade Review"It's a paradox of coaching that great coaches have a large toolkit -- but use them sparingly. Before you can let go of reliance on tools and techniques, you must first have the abundance that gives confidence they are there, if you ever need them. This volume helps the coach on that journey." * Professor David Clutterbuck *"This is the go-to book for coaching practice. It gives you the full toolkit to handle most coaching situations and its accessibility will appeal to experienced practitioners as well as those just entering into coaching. With diversity and inclusion at the heart of most businesses in the 21st century, the tools for coaching women in the workplace and group coaching are both topical and invaluable." * John Athanasiou, Director of People, HarperCollins Publishers *"This book is a rich source of practical approaches, whether you are an experienced coach, a new coach, or a manager wanting to become even better at coaching team members." * Angela Sabin, Principal Coach, Executive Life Coaching *"Whether you are an experienced coach or new to coaching, this is an excellent resource full of practical tips that cover a whole variety of topics and situations. The tools can be easily adapted to different coaching situations and the tips are so useful when preparing to coach. I really appreciated the chapter on Coaching Skills for Managers - through the COVID-19 pandemic we have recognised that, more than ever, coaching is a critical leadership activity, so the tools on helping to manage productivity and retain talent will be very valuable." * Cheryl Hathaway, Head of People and Development, Big Yellow Group PLC *"A big welcome to Ro Gorell and Gillian Jones' fifth edition of their useful book of coaching tools. They have expanded their book to address the changing challenges of our time, including more on developing women leaders, agile change, coach supervision and organizational complexity. Not only professional coaches but all managers and leaders will find this book a valuable resource for developing others, and the wider systems they work within." * Professor Peter Hawkins; Chairman of Renewal Associates and author of Leadership Team Coaching and Leadership Team Coaching in Practice *"Whoever you are and whatever you want from coaching there is something in this book for you; practical tools, great insights and new areas of focus, I love it!" * Jenny Cridland, Leadership Development Consultant, Be the Business *Table of Contents Chapter - 00: Introduction; Section - ONE: Setting up the coaching relationship; Chapter - 01: The coaching process Chapter - 02: Coaching assessment form; Chapter - 03: Coaching brief and contracting form; Chapter - 04: Coaching self-assessment questionnaire; Chapter - 05: Checklist for establishing contract rules; Chapter - 06: Action plan; Chapter - 07: Coaching evaluation; Section - TWO: Foundation tools; Chapter - 08: Listening model; Chapter - 09: Questioning skills and techniques; Chapter - 10: Feedback techniques and examples; Chapter - 11: The ORACLE model; Chapter - 12: Coffee-break coaching; Chapter - 13: Self-coaching; Section - THREE: Goal setting; Chapter - 14: Creating powerful intentions; Chapter - 15: Goal setting; Chapter - 16: Breaking down previous goals; Chapter - 17: Spatial action planning; Chapter - 18: Goal visualization; Chapter - 19: Goal visualization script; Section - FOUR: Problem resolution; Chapter - 20: Logical levels; Chapter - 21: Positive problem solving (reframing); Chapter - 22: Problem mapping; Section - FIVE: Values and beliefs; Chapter - 23: Internal conflict negotiation; Chapter - 24: Helping individuals reduce stress; Chapter - 25: Changing negative thought patterns; Chapter - 26: Determining values; Chapter - 27: Prioritizing values; Chapter - 28: Belief assessment; Section - SIX: Confidence strategies; Chapter - 29: Reprogramming negative language; Chapter - 30: Personal centre of excellence; Section - SEVEN: Working effectively with others; Chapter - 31: Behavioural conflict resolution; Chapter - 32: Analysing and resolving conflict; Chapter - 33: 360-degree perspective; Section - EIGHT: Personal impact and influence; Chapter - 34: Communication skills audit and skills inventory; Chapter - 35: 360-degree feedback; Section - NINE: Enhancing leadership style; Chapter - 36: Team climate inventory; Chapter - 37: Improving the delegation process Chapter - 38: Planning to delegate; Chapter - 39: Prioritizing: paired comparison; Chapter - 40: Prioritizing: importance–urgency grid; Section - TEN: Planning for the future; Chapter - 41: Life events; Chapter - 42: The discovery model; Chapter - 43: Ideal work designer; Chapter - 44: Managing my career; Section - ELEVEN: Developing women; Chapter - 45: Identifying super powers through strengths-based portraits; Chapter - 46: Reflected strengths portrait exercise; Chapter - 47: Improving confidence by changing beliefs; Chapter - 48: Questions to change limiting beliefs (part 1); Chapter - 49: Questions to change limiting beliefs (part 2); Chapter - 50: Confidence building; Chapter - 51: Emotional intelligence through modelling; Chapter - 52: Managing upwards; Section - TWELVE: Coaching during change; Chapter - 53: Creating a group coaching environment; Chapter - 54: Creating tools for group coaching; Chapter - 55: Lean change canvas; Chapter - 56: Mapping different perspectives; Chapter - 57: Hot seat coaching; Section - THIRTEEN: Ten extra tools from our coaches; Chapter - 58: Goal setting – ensuring goals are aligned; Chapter - 59: Targeting what’s important; Chapter - 60: Guiding others through the change journey; Chapter - 61: SLOBA model for building credibility; Chapter - 62: The alignment process; Chapter - 63: Accountability review; Chapter - 64: Breaking the gridlock; Chapter - 65: Building resilience; Chapter - 66: Building and using a supportive network; Chapter - 67: Establishing a real purpose, meaning and value for client progress; Section - FOURTEEN: A manager’s guide to coaching; Chapter - 68: Coaching to improve performance; Chapter - 69: Coaching to retain talent; Chapter - 70: Coaching people who are in conflict; Chapter - 71: Coaching upwards; Chapter - 72: Coaching for resistance to change: Dealing with negativity; Section - FIFTEEN: Building a coaching practice; Chapter - 73: Your value proposition; Chapter - 74: Creating coaching packages; Chapter - 75: Pricing your coaching services; Chapter - 76: Managing your business process; Chapter - 77: Systems for delivering your coaching services; Chapter - 78: Coach yourself first: A coach’s guide to self-reflection (by Mark Bisson); Chapter - 79: Tools for supervision (by Mark Bisson)

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Book SynopsisThe investment in global collaboration technology now exceeds US$45 billion. Professionals who work across cultures face some of the most cognitively, psychologically and emotionally difficult challenges, regardless of whether they work virtually or in person. And they often face these challenges without the help of a corporate guide. Build Your Cultural Agility is that guide. This book offers strategies to help you develop into a successful global professional, one who can comfortably and effectively work in and with people from different cultures. This book helps you leverage your natural strengths while providing suggestions for developing cultural agility competencies. Build Your Cultural Agility focuses on nine specific competencies that comprise cultural agility: three self-management competencies (tolerance of ambiguity, curiosity and resilience), three relationship-management competencies (humility, relationship-building and perspective-taking) and three task-management competencies (cultural minimization, cultural adaptation and cultural integration). Within each chapter, the author provides a case example of that competency in action, explains why the competency is critical for success, offers a self-awareness exercise to help you determine your level of proficiency and concludes with suggestions for self-development.Trade Review"In accessible, lively prose, Paula Caligiuri explores how qualities such as curiosity, resilience, humility, relationship-building and empathy form the building blocks of cultural agility. More importantly, she bridges theory and application, offering a practical manual for cultivating the characteristics essential for success in our global, connected society. With its lucid exercises and straightforward guidance, Build Your Cultural Agility is an indispensable resource." * Joseph E. Aoun, President, Northeastern University *"Having a diverse team in the military and in all organizations is critical for decision-making in complex and uncertain situations. To foster trust within a diverse team, leaders need cultural agility to help them remove their perceptual blinders. Build Your Cultural Agility is a book that will help leaders gain this critical leadership competency." * General David Goldfein (USAF Retired), 21st Chief of Staff of the U.S. Air Force *"In Build Your Cultural Agility, Paula has done a great job to go beyond a clear definition of what cultural agility entails. It discusses task and relationship management in a very thorough way and combines theoretical insights with very practical advice. A must-read." * Fons Trompenaars, co-author, Riding the Waves of Culture: Understanding Diversity in Global Business, and CEO, Trompenaars Hampden-Turner Consulting *"Build Your Cultural Agility is a must-read for anyone navigating cultural differences, both within and across nations. Filled with self-assessments, empowering case studies, and practical advice grounded in the best science, your intercultural effectiveness is guaranteed to grow in countless ways." * Michele J. Gelfand, Distinguished University Professor, University of Maryland, and author, Rule Makers, Rule Breakers: How Tight and Loose Cultures Wire Our World *"Interconnected and multicultural. Unpredictable and unfamiliar. Such is the world we live in, no matter where we are, geographically, organizationally and socially. How might we succeed in this era of a rapidly evolving and always-novel environment? How should we make sense of and respond to ambiguous and foreign signals? How should we build resilience and adaptability to thrive in cross-cultural situations? You will find extremely valuable insights and practical tips in Paula Caligiuri's fascinating book Build Your Cultural Agility." * Haiyan Wang, Managing Partner, China India Institute, and co-author, Getting China and India Right *"The world of work has evolved dramatically over the past few decades. In the area of employee development, companies are embracing new models and practices. The new models include a more strategic adoption of pro bono and skills-based volunteerism. For managers to develop, they need to build a variety of competencies that can be gained through strategic volunteerism. Among these essential competencies, cultural agility has become a game-changer. In Build Your Cultural Agility, Paula Caligiuri shares her wisdom in a compelling and practical book for all employees and supervisors. This book will become a valuable read for global managers in all industries." * Michael Bzdak, Global Director, Employee Engagement, Johnson & Johnson, and author, Corporate Cultural Responsibility, Graduate Faculty, School of Communication and Information, Rutgers University *"The value of cultural agility is amplified in today's global business economy. In her book, Paula Caligiuri leverages her expertise in this space to pose thought provoking questions, offer viable options for development, and share key takeaways to advance and build critical cultural competencies that make an impact. This book is a must for any current or aspiring global professional. The world isn't slowing down, neither should you. If you want to be more effective in intercultural situations, this book is an excellent guide!" * Victoria Di Santo, Director, Organizational Development & Effectiveness, Brother International Corporation *"For those in search of a successful international career, or those looking to support the growth of global talent in their organization, this book is packed with practical advice on how to be effective in cross-cultural situations. What is particularly interesting in this book is the compelling argument that the same practices that help us to be culturally agile in an international setting can also make us more effective in navigating the prevalent subcultures (organizational, professional, generational) that surround us. As a trusted adviser to leading companies across the globe for more than three decades, I highly recommend Paula's research-backed thinking and advice on how to build cultural agility and a more robust pipeline of global talent." * Michael Elia, CEO, TraQs *"If you want to master handling yourself well in and with different cultures, both quickly and effectively, this book is a must-read! Having worked in several countries with many different nationalities, I found this absolutely useful for adapting to various environments. With Build Your Cultural Agility, Paula has managed to create awareness on the different layers within cultural agility and how to assess one's own position. But more importantly, it provides simple instruments to help overcome challenges that can rise through cultural differences. This book has made both my professional and personal life as a globetrotter much, much easier." * Paul Grommel, People Practices, DPR Construction *"The world economy is rapidly becoming multipolar. For managers to succeed in the new era, cultural agility is becoming more critical, by the day. In fact, one does not even have to cross continents to witness the reality of cultural heterogeneity. Just look at the enormous cultural differences within the United States, within Europe, within Asia, as well as within other regions. In Build Your Cultural Agility, Paula Caligiuri has written an extremely practical book. It offers managers at all levels crisp tools to assess one's current cultural agility, ideas regarding how to behave, and guidelines for how to further build cultural competence. An essential read for the global manager." * Anil K. Gupta, co-author, The Quest for Global Dominance, Michael Dingman Chair in Strategy and Globalization, Smith School of Business, The University of Maryland *"To succeed in today's global economy, people must become adaptable, flexible and comfortable when encountering other cultures, a concept Paula Caligiuri calls "cultural agility." In this comprehensive and impressive new book, Dr. Caligiuri expertly details the key capabilities necessary for developing cultural agility when working with others, executing professional tasks, making decisions and building relationships. The book is well-researched and contains useful self-assessments throughout for readers to engage with the content as they read along. An excellent resource for anyone interested in the topic of cultural adjustment and adaptation." * Andy Molinsky, author of Global Dexterity and Reach, Professor of International Management and Organizational Behavior, Brandeis University *"The ability to work across cultural boundaries is no longer a nice-to-have; every entrepreneur, businessperson and global citizen must be able to bridge the gaps between cultures. In Build Your Cultural Agility, Paula has provided the framework required for all of us to work effectively across any cultural boundaries. Build Your Cultural Agility is required reading for all the entrepreneurs in my portfolio." * Andy Palmer, CEO, Tamr, and Founder, Koa Labs *"Having worked in multi-national corporations and done global work, I wish I had read this book earlier. It is a treasure chest of ideas and practical tips for building one's cross-cultural agility. The nine competencies provide a useful roadmap to navigate the challenges of working and leading cross-culturally. Reading about the three task management competencies took me back to my days as a leader making decisions in a cross-country context. Wish I had these heuristics then to guide my decision making: knowing what strategy is more appropriate when. The book is an absolute must-read for anyone doing global work today." * Pradnya Parasher, Founder & CEO, ThreeFish Consulting and co-author, The Secret Life of Organizations *"As a global HR executive, I find Dr. Caligiuri's book to be timely and pertinent. The world is continuing to rapidly evolve, and while doing business across borders has become more commonplace, it has also become more complex. Understanding your own unique cultural lens and adapting your approach to ensure inclusion and respect for others is key to success in any language. The current environment with the global pandemic has only made this book more important. While travel and physical cues used to serve as a key guidepost, providing more immediate feedback for global leaders, we are now faced with a largely virtual environment. Dr Caligiuri's pragmatic guidance on all nine competencies comprising cultural agility, as well as her focus on developing trust, continuous learning, thoughtful communications and strong relationships are critical for all global leaders to embrace to maximize their impact." * Nicolette Sherman, Chief Human Resources Officer, Oyster Point Pharma, Inc. *"As a global mobility professional and thought leader, I appreciate deeply how Dr. Caligiuri quickly establishes the principles underlying cultural agility and provides a how-to guide to improve upon or develop foundational elements contributing to cultural adaptiveness. The timeliness of this book cannot be overstated as an effective tool for corporate leaders, HR practitioners and career-climbers to elevate DEI initiatives through mindful practices and personal accountability. It is no secret that the greatest success comes when we focus on inclusive and diverse teams!" * LaShell Tinder, Executive Board Member, Families in Global Transition *"Cultural agility is a key competency for effective global leaders everywhere today. Yet mostly misunderstood; it is much more than awareness. This competency is needed for globally oriented organizational performance and execution but is essential for working through the range of strategic options, and leveraging diverse talent to succeed in charting a truly global business future. Paula Caligiuri's new book takes her academic thought leadership and deep experience in this space into practical, real and tangible action items for leaders thinking and working strategically in the global world of mobility, connectivity and diversity. Thoroughly recommended." * Ian C. Woodward, Professor, INSEAD, and co-author, The Phoenix Encounter Method: Lead Like your Business is on Fire! *Table of Contents Chapter - 01: Cultural Agility for Intercultural Effectiveness; Section - ONE: Self-Management; Chapter - 02: Tolerance of Ambiguity for Comfort in a Novel Environment; Chapter - 03: Curiosity to Expand Your Understanding of Cultural Differences; Chapter - 04: Resilience to Cope When Cultural Differences Produce Unpredictability; Section - TWO: Relationship Management; Chapter - 05: Humility to Learn from Others Who are Culturally Different from You; Chapter - 06: Relationship-Building to Strengthen Your Support System Anywhere; Chapter - 07: Perspective-Taking To Empathize and Understand Those Who are Culturally Different; Section - THREE: Cultural Responses; Chapter - 08: Cultural Adaptation to Respond as Expected in a Culturally Diverse Situation; Chapter - 09: Cultural Minimization to Uphold a Standard in a Culturally Diverse Situation; Chapter - 10: Cultural Integration to Create New Norms for Group Success in a Culturally Diverse Situation; Chapter - 11: Using Your Cultural Agility for Career Success

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Book SynopsisThe investment in global collaboration technology now exceeds US$45 billion. Professionals who work across cultures face some of the most cognitively, psychologically and emotionally difficult challenges, regardless of whether they work virtually or in person. And they often face these challenges without the help of a corporate guide. Build Your Cultural Agility is that guide. This book offers strategies to help you develop into a successful global professional, one who can comfortably and effectively work in and with people from different cultures. This book helps you leverage your natural strengths while providing suggestions for developing cultural agility competencies. Build Your Cultural Agility focuses on nine specific competencies that comprise cultural agility: three self-management competencies (tolerance of ambiguity, curiosity and resilience), three relationship-management competencies (humility, relationship-building and perspective-taking) and three task-management competencies (cultural minimization, cultural adaptation and cultural integration). Within each chapter, the author provides a case example of that competency in action, explains why the competency is critical for success, offers a self-awareness exercise to help you determine your level of proficiency and concludes with suggestions for self-development.Trade Review"In accessible, lively prose, Paula Caligiuri explores how qualities such as curiosity, resilience, humility, relationship-building and empathy form the building blocks of cultural agility. More importantly, she bridges theory and application, offering a practical manual for cultivating the characteristics essential for success in our global, connected society. With its lucid exercises and straightforward guidance, Build Your Cultural Agility is an indispensable resource." * Joseph E. Aoun, President, Northeastern University *"Having a diverse team in the military and in all organizations is critical for decision-making in complex and uncertain situations. To foster trust within a diverse team, leaders need cultural agility to help them remove their perceptual blinders. Build Your Cultural Agility is a book that will help leaders gain this critical leadership competency." * General David Goldfein (USAF Retired), 21st Chief of Staff of the U.S. Air Force *"In Build Your Cultural Agility, Paula has done a great job to go beyond a clear definition of what cultural agility entails. It discusses task and relationship management in a very thorough way and combines theoretical insights with very practical advice. A must-read." * Fons Trompenaars, co-author, Riding the Waves of Culture: Understanding Diversity in Global Business, and CEO, Trompenaars Hampden-Turner Consulting *"Build Your Cultural Agility is a must-read for anyone navigating cultural differences, both within and across nations. Filled with self-assessments, empowering case studies, and practical advice grounded in the best science, your intercultural effectiveness is guaranteed to grow in countless ways." * Michele J. Gelfand, Distinguished University Professor, University of Maryland, and author, Rule Makers, Rule Breakers: How Tight and Loose Cultures Wire Our World *"Interconnected and multicultural. Unpredictable and unfamiliar. Such is the world we live in, no matter where we are, geographically, organizationally and socially. How might we succeed in this era of a rapidly evolving and always-novel environment? How should we make sense of and respond to ambiguous and foreign signals? How should we build resilience and adaptability to thrive in cross-cultural situations? You will find extremely valuable insights and practical tips in Paula Caligiuri's fascinating book Build Your Cultural Agility." * Haiyan Wang, Managing Partner, China India Institute, and co-author, Getting China and India Right *"The world of work has evolved dramatically over the past few decades. In the area of employee development, companies are embracing new models and practices. The new models include a more strategic adoption of pro bono and skills-based volunteerism. For managers to develop, they need to build a variety of competencies that can be gained through strategic volunteerism. Among these essential competencies, cultural agility has become a game-changer. In Build Your Cultural Agility, Paula Caligiuri shares her wisdom in a compelling and practical book for all employees and supervisors. This book will become a valuable read for global managers in all industries." * Michael Bzdak, Global Director, Employee Engagement, Johnson & Johnson, and author, Corporate Cultural Responsibility, Graduate Faculty, School of Communication and Information, Rutgers University *"The value of cultural agility is amplified in today's global business economy. In her book, Paula Caligiuri leverages her expertise in this space to pose thought provoking questions, offer viable options for development, and share key takeaways to advance and build critical cultural competencies that make an impact. This book is a must for any current or aspiring global professional. The world isn't slowing down, neither should you. If you want to be more effective in intercultural situations, this book is an excellent guide!" * Victoria Di Santo, Director, Organizational Development & Effectiveness, Brother International Corporation *"For those in search of a successful international career, or those looking to support the growth of global talent in their organization, this book is packed with practical advice on how to be effective in cross-cultural situations. What is particularly interesting in this book is the compelling argument that the same practices that help us to be culturally agile in an international setting can also make us more effective in navigating the prevalent subcultures (organizational, professional, generational) that surround us. As a trusted adviser to leading companies across the globe for more than three decades, I highly recommend Paula's research-backed thinking and advice on how to build cultural agility and a more robust pipeline of global talent." * Michael Elia, CEO, TraQs *"If you want to master handling yourself well in and with different cultures, both quickly and effectively, this book is a must-read! Having worked in several countries with many different nationalities, I found this absolutely useful for adapting to various environments. With Build Your Cultural Agility, Paula has managed to create awareness on the different layers within cultural agility and how to assess one's own position. But more importantly, it provides simple instruments to help overcome challenges that can rise through cultural differences. This book has made both my professional and personal life as a globetrotter much, much easier." * Paul Grommel, People Practices, DPR Construction *"The world economy is rapidly becoming multipolar. For managers to succeed in the new era, cultural agility is becoming more critical, by the day. In fact, one does not even have to cross continents to witness the reality of cultural heterogeneity. Just look at the enormous cultural differences within the United States, within Europe, within Asia, as well as within other regions. In Build Your Cultural Agility, Paula Caligiuri has written an extremely practical book. It offers managers at all levels crisp tools to assess one's current cultural agility, ideas regarding how to behave, and guidelines for how to further build cultural competence. An essential read for the global manager." * Anil K. Gupta, co-author, The Quest for Global Dominance, Michael Dingman Chair in Strategy and Globalization, Smith School of Business, The University of Maryland *"To succeed in today's global economy, people must become adaptable, flexible and comfortable when encountering other cultures, a concept Paula Caligiuri calls "cultural agility." In this comprehensive and impressive new book, Dr. Caligiuri expertly details the key capabilities necessary for developing cultural agility when working with others, executing professional tasks, making decisions and building relationships. The book is well-researched and contains useful self-assessments throughout for readers to engage with the content as they read along. An excellent resource for anyone interested in the topic of cultural adjustment and adaptation." * Andy Molinsky, author of Global Dexterity and Reach, Professor of International Management and Organizational Behavior, Brandeis University *"The ability to work across cultural boundaries is no longer a nice-to-have; every entrepreneur, businessperson and global citizen must be able to bridge the gaps between cultures. In Build Your Cultural Agility, Paula has provided the framework required for all of us to work effectively across any cultural boundaries. Build Your Cultural Agility is required reading for all the entrepreneurs in my portfolio." * Andy Palmer, CEO, Tamr, and Founder, Koa Labs *"Having worked in multi-national corporations and done global work, I wish I had read this book earlier. It is a treasure chest of ideas and practical tips for building one's cross-cultural agility. The nine competencies provide a useful roadmap to navigate the challenges of working and leading cross-culturally. Reading about the three task management competencies took me back to my days as a leader making decisions in a cross-country context. Wish I had these heuristics then to guide my decision making: knowing what strategy is more appropriate when. The book is an absolute must-read for anyone doing global work today." * Pradnya Parasher, Founder & CEO, ThreeFish Consulting and co-author, The Secret Life of Organizations *"As a global HR executive, I find Dr. Caligiuri's book to be timely and pertinent. The world is continuing to rapidly evolve, and while doing business across borders has become more commonplace, it has also become more complex. Understanding your own unique cultural lens and adapting your approach to ensure inclusion and respect for others is key to success in any language. The current environment with the global pandemic has only made this book more important. While travel and physical cues used to serve as a key guidepost, providing more immediate feedback for global leaders, we are now faced with a largely virtual environment. Dr Caligiuri's pragmatic guidance on all nine competencies comprising cultural agility, as well as her focus on developing trust, continuous learning, thoughtful communications and strong relationships are critical for all global leaders to embrace to maximize their impact." * Nicolette Sherman, Chief Human Resources Officer, Oyster Point Pharma, Inc. *"As a global mobility professional and thought leader, I appreciate deeply how Dr. Caligiuri quickly establishes the principles underlying cultural agility and provides a how-to guide to improve upon or develop foundational elements contributing to cultural adaptiveness. The timeliness of this book cannot be overstated as an effective tool for corporate leaders, HR practitioners and career-climbers to elevate DEI initiatives through mindful practices and personal accountability. It is no secret that the greatest success comes when we focus on inclusive and diverse teams!" * LaShell Tinder, Executive Board Member, Families in Global Transition *"Cultural agility is a key competency for effective global leaders everywhere today. Yet mostly misunderstood; it is much more than awareness. This competency is needed for globally oriented organizational performance and execution but is essential for working through the range of strategic options, and leveraging diverse talent to succeed in charting a truly global business future. Paula Caligiuri's new book takes her academic thought leadership and deep experience in this space into practical, real and tangible action items for leaders thinking and working strategically in the global world of mobility, connectivity and diversity. Thoroughly recommended." * Ian C. Woodward, Professor, INSEAD, and co-author, The Phoenix Encounter Method: Lead Like your Business is on Fire! *Table of Contents Chapter - 01: Cultural Agility for Intercultural Effectiveness; Section - ONE: Self-Management; Chapter - 02: Tolerance of Ambiguity for Comfort in a Novel Environment; Chapter - 03: Curiosity to Expand Your Understanding of Cultural Differences; Chapter - 04: Resilience to Cope When Cultural Differences Produce Unpredictability; Section - TWO: Relationship Management; Chapter - 05: Humility to Learn from Others Who are Culturally Different from You; Chapter - 06: Relationship-Building to Strengthen Your Support System Anywhere; Chapter - 07: Perspective-Taking To Empathize and Understand Those Who are Culturally Different; Section - THREE: Cultural Responses; Chapter - 08: Cultural Adaptation to Respond as Expected in a Culturally Diverse Situation; Chapter - 09: Cultural Minimization to Uphold a Standard in a Culturally Diverse Situation; Chapter - 10: Cultural Integration to Create New Norms for Group Success in a Culturally Diverse Situation; Chapter - 11: Using Your Cultural Agility for Career Success

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Book SynopsisIn these times of change and disruption, HR must adapt, fast. But how can HR professionals critically assess their current processes and activities to identify what areas they need to think differently about in order to drive business results? This book provides the answers to enable all aspects of the people function to perform to their full potential. Redefining HR is a refreshing take on the evolution of the field of Human Resources and People Operations. It's an in-depth guide to the fundamental components of modern HR, and provides a tangible framework of progressive ideas and practices for HR practitioners, people leaders, and business executives. This is not a theoretical examination of HR. This is a book for practitioners, with insights from people professionals at the leading edge of HR's transformation from companies including Hubspot, Reddit, Stripe, Mastercard, Eventbrite, VaynerMedia, Asana. Written by a leading innovator in the HR industry, this book illuminates new perspectives and approaches for rethinking recruitment, talent management, performance and reward to save time, reduce costs and achieve greater business success. It covers key HR practices including diversity and inclusion, people analytics, learning and development (L&D) and employee experience and is supported by global case studies from organizations including Siemens, Upwork, CVS, Schneider Electric, Delivery Hero, and more. Redefining HR is an essential resource for all HR professionals business leaders wanting to create an exceptional people management function.Trade Review"This book has the potential to transform the future of HR. Lars Schmidt is a beacon of light, and his bold vision may well elevate a long-marginalized field into the force for good that it deserves to be." * Adam Grant, New York Times bestselling author of Think Again and Originals, and host of the TED podcast WorkLife *"Lars is a gifted storyteller and harnesses his own unique voice and those of many other people leaders to paint a picture of what great HR can be. This book is essential reading for anyone looking to build people teams for today and tomorrow." * Katarina Berg, Spotify, Chief Human Resources Officer *"Lars Schmidt lays the groundwork for transformative people teams and approaches in Redefining HR. This is a bold window into modern people practices including real-world examples and essays from leaders building the future of the field." * Pat Wadors, Chief People Officer, Procore Technologies *"Redefining HR is a blueprint for modern HR and people operations. It blends relatable stories, struggles, and practices in a way that only Lars can bring to life." * Claude Silver, Chief Heart Officer, VaynerMedia *"Lars is the compassionate, People & Culture crusader of our time and what he's captured in these 'next' practices is truly a gift to People Leaders in our industry." * AJ Thomas, X, the Moonshot Factory *"A book project born out of curiosity, acknowledgement of transformation and need to do better. I appreciate how Lars touches on the varied aspects of serving the people function within the organization without coming across as the authority. He thoughtfully weaves in the experiences and thoughts of others to deliver a read that is sure to add value as we journey to build companies and teams over the next decade." * Torin Ellis, Diversity Strategist, torin ellis brand *"Lars Schmidt has absolutely nailed the future of HR. This book is a must-read for business and HR leaders alike. Redefining HR is a fantastic, delightful read, full of insight and innovation. I couldn't put it down and now find myself forever changed on how I think about where we are headed. This is a homerun." * David Hanrahan, Chief Human Resources Officer, Eventbrite *"The field of HR is evolving dramatically and it's never been more important to be on the front end of the curve. Lars has pulled together some of the leading minds in the industry to pose the questions we should all be asking ourselves of what it means to great at People" * Maia Josebachvili, Former Head of People at Stripe *"Lars has been at the forefront of redefining what the HR function should be for many years. His ability to collaborate and seek out the input of leaders in this field is unparalleled. I highly recommend reading this book - guaranteed it will open up and challenge your thinking on getting the best out of people in the workplace." * Beth Ann Steinberg, Chime, Founder, Mensch Ventures *"Lars is a resource that many turn to when the best practice playbook fails. He cuts through the corporate jargon and helps HR leaders understand the elusive "why" and "how" to implement results-aligned strategies. A rare blend of emotional intelligence and exceptional execution, Lars balances building from both the employer and employee perspective. He is a holistic thinker, a fearless advocate, and a heck of a community builder." * Ambrosia Vertesi, Operating Partner, Operator Collective *"Lars has long been a forward-thinking expert in the people space, so it's phenomenal to see all of that greatness come together in a book that's both informative but practical. It is packed with thought provoking ideas that provide exactly the kind of inspiration that the people space so woefully needs." * Ruth Penfold, People Practice Lead, bp Launchpad *Table of Contents Chapter - 00: Introduction – A framework for modern HR and people operations; Chapter - 01: What is redefining HR?; Chapter - 02: The evolution of the CHRO; Chapter - 03: Building a company for everyone; Chapter - 04: HR transformation; Chapter - 05: HR goes open source; Chapter - 06: Building for scale – surviving and thriving in hypergrowth; Chapter - 07: Transformational recruiting; Chapter - 08: The rise of employee experience (EX); Chapter - 09: Operationalizing culture and values; Chapter - 10: Unlocking potential – agile performance and learning; Chapter - 11: The house that data built; Chapter - 12: Conclusion;

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Book SynopsisWINNER: Nonfiction Authors Association Book Awards Gold Award 2021 Designing Exceptional Organizational Cultures is a practical guide for HR and OD professionals which explains how to proactively design, build and foster a culture that creates employee and business success. For a company to outperform the competition and achieve sustainable business growth, it needs a high performing, engaged and committed workforce with the skills the business needs both now and in the future. Attracting, motivating and retaining top talent can't be done simply by attaching individual benefits to specific job roles. To be effective, companies need to build an exceptional company culture where people want to work and that allows them to develop and perform to their full potential. Designing Exceptional Organizational Cultures provides guidance on all elements of building a top performing culture including how to identify and define core company values and embed them throughout policies, processes and behaviours as well as how to create an organizational structure that leverages employees' strengths for optimum performance. It also covers how to assess what roles the business needs, how to recruit for future success and make the most of non-traditional hires as well as covering employee engagement, motivation, reward, diversity and Learning and Development (L&D). With practical examples, tips and advice throughout , this is crucial reading for anyone needing to build a culture that attracts the very best talent and achieve sustainable business growth.Trade Review"As two experienced practitioners, Hema and Jamie have unlocked the mysteries of organizational culture and provided a practical approach for learning and applying the important skills needed to drive an effective and sustainable culture. Their insights and examples are powerful. This book is an important read for all leaders invested in increasing engagement and motivation using values and belonging as tools." * Dr. Tony I. Herrera, Author of Candor and Senior Vice President of Executive Education and Development at LPL Financial *"Organizational culture is the most important factor for hiring and retaining high-performing talent and it's an area that so many organizations get wrong. This book clearly walks leaders through how to create a long-lasting culture that will out-perform your competition. A must read!" * Marshall Goldsmith, New York Times #1 bestselling author of Triggers, Mojo, and What Got You Here Won’t Get You There *"Culture eats everything for breakfast! That's the essential message from Designing Exceptional Organizational Cultures. Create a high performing culture to achieve success on many levels: customer experience, employee experience and operational. It's a must-read for ambitious leaders seeking practical, detailed toolkits to create amazing organizations that competitors envy. As an executive coach, I love how Hema and Jamie articulate the link between high performing culture and the self-awareness of leaders. Every page oozes experience and expertise." * Jacqui Harper MBE, Leadership Presence Expert, Author *"A company's future is dependent on nurturing its culture of today and what may be ahead. This book engages in the critical thought-provoking topics that support unleashing the power of people. Designing a future in today's environment is more challenging than ever and the concepts explored in this book support creating an environment for high-performing teams to flourish." * Linda Rogers, Senior Vice President Human Resources, Dolby Laboratories *"I'm so excited for this book and the impact it will have on every leader who reads it, every organization they touch, and the lives of everyone involved. Culture is how we solve the most important problems, build the best companies, and enrich the lives of the most people. Kudos to Jamie and Hema for their work and wisdom in writing it!" * Carey Ransom, Founder & President, Operate *"There are thousands of ways for teams to climb the metaphorical mountain of success. Yet, at the core, a well-developed culture that supports everyone's actions is paramount. Jamie and Hema have done an exemplary job of simplifying and articulating how cultures can be intentionally created in Designing Exceptional Organizational Cultures. Having run multiple companies and worked with numerous cultures, this is a timely book for both aspiring and existing company executives." * Tony Enrico, CEO and Author of Championship Selling *"A must read for every business and HR leader. Organizational culture is the most important factor for attracting and retaining high-performing talent and it's one area which many organizations get wrong. DEOC clearly walks leaders through how to create a long-lasting culture that will out-perform your competition. Especially valuable are the "Questions to Ask" at the end of the chapters, which serve to help the reader digest the content and reflect on how to apply their learnings within their own organization." * Edie L. Goldberg, Ph.D., author, speaker, consultant and co-author of The Inside Gig *"There is no shortage of books on the subject of organizational culture, but the treatment of the topic by the authors of Designing Exceptional Organizational Cultures: How to Develop Companies Where Employees Thrive will leave professionals in the fields of Human Resources and Organizational Development with a detailed handbook full of solid advice that goes beyond designing an acceptable culture, but rather an exceptional one that is intentional in its efforts to attract and retain the type of talent that reflects--or can be taught to reflect--the values of the company, closely aligns to its practices, and exceeds it expectations. The only way leaders can organically accomplish this is to follow the type of model that authors Jamie Jacobs and Hema Crockett outline--that of recognizing common pitfalls, asking the "right" questions--first and foremost of themselves--to determine next steps towards finding meaningful solutions, then moving into action to strategically employ these steps. Brief but pointed case studies, as well as nuggets of wisdom from successful leaders of companies around the world, drill down the points made by the authors. Final thoughts at the end of each chapter will move the reader to dig in further to discover ways to encourage employees to develop the behaviors and mindsets that help them contribute to the company culture just as much as the leaders do. Designing Exceptional Organizational Cultures is a masterful guidebook that belongs on the shelf of any company of any size in any industry." * Nonfiction Authors Association Book Awards Programme *Table of Contents Chapter - 00: Introduction – C is for conscious; Chapter - 01: What is organizational culture?; Chapter - 02: Why top-performing cultures don’t happen by accident; Chapter - 03: Organizational structure; Chapter - 04: Identifying and defining core values; Chapter - 05: Skills for now and the future; Chapter - 06: Attracting and retaining the right talent; Chapter - 07: Engagement and motivation; Chapter - 08: Total Rewards; Chapter - 09: Diversity, inclusion, and belonging; Chapter - 10: Moving to action;

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Book SynopsisFINALIST: Goody Business Book Awards: Leadership: Team Building Organizations are most effective when the teams responsible for their success work together collectively and in a dynamic relationship with the rest of the company. For those involved in developing leadership teams, understanding coaching practices and techniques is essential for enabling the best performance. Leadership Team Coaching provides a comprehensive roadmap for team coaching, explaining all the key elements alongside practical tools and techniques for developing international and virtual teams, executive and non-executive boards and project and account teams in all types of organizations. Featuring case studies and insights from organizations including Deloitte and General Electric (GE), it also contains guidance on choosing the best team coach, creating a team-based culture and common pitfalls to avoid. This fully updated fourth edition of Leadership Team Coaching contains new material on agile teaming, using digital team coaching apps and AI, and training team leaders to coach their own team. It remains an indispensable resource for coaches and senior leaders as well as for those studying coaching as part of a degree or coaching qualification.Trade Review"This book is deservedly a business canon of the twenty first century. A seminal text used worldwide whenever team coaching is considered. In this fourth edition, Prof. Peter Hawkins includes new material that keeps this classic text current and introduces new ideas to push the industry forward. A must have!" * Dr Marc Kahn, Global Head of People & Organisation, Investec Plc and Visiting Professor at Middlesex University, London *"In the decade since the first edition of Leadership Team Coaching was written much has changed and in this new edition, Hawkins expands our vision of team coaching adding new approaches and tools to support each step in the process. He reminds us anew that no transformation can be led by a great individual or heroic leaders in these historically challenging times; instead, we need high value creating teams able to provide collective leadership. His final chapter highlights the historically challenges times we are living in and creates a thought-provoking agenda for moving forward. A must read for all coaches!" * Pam McLean, Ph.D., MCC CEO, Hudson Institute of Coaching California USA *"This wonderful masterpiece is the absolute almanac for anyone who appreciates the power and potential of teams- powerful and prolifically practical it will support leaders, coaches, consultants and anyone who acknowledges the importance of collective wisdom in enacting systemic transformation. A must have." * Paula Wilson, CEO Wilson Sloan Consulting, Master Executive Coach, Team Coach, Coach Supervisor, Northern Ireland, UK *"In a world that has changed so rapidly and is increasingly accelerating, Peter has once again invited us to step into his greater garden of systemic wisdom, updating perspectives around diversity in teams, agile team working, psychological safety and the wider ecology within the field of team coaching. This work is a forward looking brave next step to be taken (most certainly!) by coaches and team coaches, but even more so by all those who sit in team meetings wondering if there is another way." * Ricardo Martins, General Director, CEGOC, Portugal *"The area of team coaching is one in which we all still have so much to learn. Peter continues to be our guide and this latest edition will be another well-thumbed, annotated, and highly regarded book on the shelves here at Belbin HQ." * Jo Keeler, Partner, Belbin, Cambridge, UK *"Peter's approach is a great blend of philosophy, psychology and real application for results. I feel fortunate to have been trained by him. This is the most practical coaching program available today, that is grounded in business results." * Sanjay Mitra, Leadership Coach, Team Coach & OD Practitioner. Member ODLC [OD, Leadership and Change] Hub Committee At NTL Institute For Applied Behavioral Science, US *"As complexity increases and uncertainty is one of the few certainties, team coaches, organizational consultants and team leaders must match the pace of change, becoming active participants in the co-creation of the future world, and the co-delivery of systemic value across multiple connections and partnerships. The 4th edition of Leadership Team Coaching is an important reference guide to new concepts and contexts within this rapidly developing field. Essential reading for anyone who works with teams." * Barbara Walsh, Master Systemic Team Coach and Co-Director of www.teamsandbeyond.com. London, United Kingdom *"With thought-provoking insights and practical tips in every chapter, this book is a resource you'll return to again and again." * Jessica McNicholas, Executive Coach for Senior Leaders and Teams, Refraction Consulting, California, US *"Inspiring to see this benchmark guide to team coaching brought right up-to-date. It illustrates how team coaching can work virtually, and wisely addresses diversity, the new world post pandemic and the global climate crisis." * Dr. Catherine Carr, Author, Systemic Team Coach and Trainer, Vancouver, Canada *"Whether you're a seasoned team coach or leader or have just started working with teams, the fourth edition of this seminal publication is an important resource. Hawkins' enhanced content is impactful and inspires us to be revolutionary." * Tammy Turner, CEO, Turner International, Australia *Table of Contents Section - ONE: High-performing teams; Chapter - 01: Why the world needs more high-performing leadership teams; Chapter - 02: The high-performing team and the transformational leadership team; Chapter - 03: The five disciplines of successful team practice; Section - TWO: Team coaching; Chapter - 04: What is team coaching?; Chapter - 05: The team coaching process and journey; Chapter - 06: Coaching the five disciplines – Systemic team coaching; Section - THREE: Coaching different types of teams; Chapter - 07: Many types of teams; Chapter - 08: Coaching the board; Section - FOUR: The next frontier for systemic team coaching – Beyond the high-performing team; Chapter - 09: Disrupting and renewing team coaching; Chapter - 10: New dimensions for eco-systemic team coaching; Section - FIVE: Creating shared leadership, selecting, developing and coaching your own team – Advice to chief executives and other team leaders; Chapter - 11: Selecting the players for a high-performing team; Chapter - 12: Key steps for CEOs in creating a high-performing team with shared leadership; Chapter - 13: How to find, select and work with a good team coach; Chapter - 14: Developing as a team coach; Chapter - 15: Supervising team coaching; Chapter - 16: Team coaching methods, tools and techniques; Chapter - 17: Conclusion

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Book SynopsisThe only way for HR professionals to ensure sustainable top performance from their workforce is by taking a people-focused approach to their employees. To outperform their competitors, businesses need happy, engaged and committed employees performing to their full potential. Investing in new technologies or embracing people analytics won't achieve this but a people-focused approach will. It not only improves staff engagement, productivity and wellbeing but also secures the benefits for the business with Deloitte reporting in 2019 that 'organizations focusing on human experience are twice as likely to outperform their peers in revenue growth over a three-year period.' Human Experience at Work is a practical guide for HR professionals and those responsible for talent management which provides advice, examples and guidance on how to embed people-centred approach to staff development. Human Experience at Work covers what human experience is, the benefits for the organization, the benefits for employees, how to make it part of a talent management and organizational development strategy and how to leverage it. There is also coverage of how focusing on people and allowing them to be themselves at work creates a more diverse and inclusive work environment. Supported by case studies, insights, and examples from companies including GSK, Ford, IKEA, Fotile, Grenade, Huel, and Moneypenny.Trade Review"Employee Experience has never been more challenging or important. Ben Whitter offers pragmatic tips and tools as well as compelling EX research. The result is required reading." * Stuart Crainer, Co-Founder, Thinkers50 *"People will go above and beyond if you appreciate, trust and empower them. This book provides an excellent insight into the importance of a positive human experience at work. Recommended reading for any business leader." * Joanna Swash, Group CEO, Moneypenny *"A strong, human-centered company culture is what separates market leaders from every other employer. Human Experience at Work navigates through best practices in hiring, leading, and growing employees who develop a healthy organization in return." * Wiktor Schmidt, Co-founder & Executive Chairman, Netguru *"Having the right people culture is integral to the success of any company. Human Experience at Work provides crucial advice to help you motivate your colleagues, get them on board and keep them there." * James Collier, Co-Founder, Huel *"Today's world is undergoing major changes unseen in a century. It has become a business mandate to promote a human-centered management philosophy and practices. This is more urgent than ever before and relates to all business activities. This new book from Mr. Whitter features ground-breaking research and explorations. It is a masterpiece worth reading." * Mao Zhongqun, Chairman and President of FOTILE Group *"Organizations have shifted their focus way beyond profit. Every leader has a responsibility to our planet, our people and our purpose as a human race. Having a systemic way to think through a different workplace experience and beyond, will help many more to immerse themselves in their own way of creating something special. The future of work is already here and the more we co-create it, the more 'skin in the game' we have - this book will help you to co-lead it!" * Raj Verma, Chief Diversity + Experience Officer, Sanofi *"People make organizations successful. Successful organizations are progressing humanity, society, and the planet. In this new book, Ben Whitter not only presents a compelling case for why creating a meaningful Human Experience at Work for all stakeholders is the key to organizational success, but he also provides a holistic development approach that is both profound and pragmatic. His work is leading-edge and revolutionary!" * Dr. Xuan Feng, Assistant Professor of HRM and Organizational Behavior, Nottingham University Business School China *"Very powerful. This excellent book brings front and centre the importance of people to the social fabric of the business. Ben Whitter brilliantly captures the essence of what purpose-led organizations must do to create an environment where their people can thrive. A must-read book for anyone interested in building an organization fit for the 21st Century." * Joseph Healy, Co-Founder and Co-CEO, Judo Bank *"Everyone who is concerned about creating a positive culture within your organization, who wants to create a great place to work, and cares about employees and their experiences, should read Human Experience at Work. This book will give you a great framework and ideas to move forward in building an experience that will keep your employees happy and wanting a long career within your organization." * Lisa Dillon Zwerdling, MSN, RN-BC, HEX, Chief Employee Experience Officer/VP of Internal Care Coordination Visiting Nurse Association Health Group *"Employee Experience (EX) and wellbeing is the cornerstone of every company now. Based on years of research from all over the world, Ben Whitter shares his findings and ways of bringing EX to life in a human-centred and holistic manner. If you want a deeper understanding of what HR will look like in the future and how to successfully enable your business through your people, this book is absolutely essential reading!" * Monir Azzouzi, Vice-President, People Experience, GoJek *Table of Contents Section - 00: Introduction; Section - 01: The human experience; Section - 02: Why humanity demands a new model for work; Section - 03: Accelerating holistic, human-centred and experience-driven business; Section - 04: Delivering world-class human experiences at work; Section - 05: Reset, refresh and relaunch work around life; Section - 06: Evolving human experiences at work; Section - 07: Epilogue; Section - 08: References; Section - 09: Index

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Book SynopsisThe only way for HR professionals to ensure sustainable top performance from their workforce is by taking a people-focused approach to their employees. To outperform their competitors, businesses need happy, engaged and committed employees performing to their full potential. Investing in new technologies or embracing people analytics won't achieve this but a people-focused approach will. It not only improves staff engagement, productivity and wellbeing but also secures the benefits for the business with Deloitte reporting in 2019 that 'organizations focusing on human experience are twice as likely to outperform their peers in revenue growth over a three-year period.' Human Experience at Work is a practical guide for HR professionals and those responsible for talent management which provides advice, examples and guidance on how to embed people-centred approach to staff development. Human Experience at Work covers what human experience is, the benefits for the organization, the benefits for employees, how to make it part of a talent management and organizational development strategy and how to leverage it. There is also coverage of how focusing on people and allowing them to be themselves at work creates a more diverse and inclusive work environment. Supported by case studies, insights, and examples from companies including GSK, Ford, IKEA, Fotile, Grenade, Huel, and Moneypenny.Trade Review"Employee Experience has never been more challenging or important. Ben Whitter offers pragmatic tips and tools as well as compelling EX research. The result is required reading." * Stuart Crainer, Co-Founder, Thinkers50 *"People will go above and beyond if you appreciate, trust and empower them. This book provides an excellent insight into the importance of a positive human experience at work. Recommended reading for any business leader." * Joanna Swash, Group CEO, Moneypenny *"A strong, human-centered company culture is what separates market leaders from every other employer. Human Experience at Work navigates through best practices in hiring, leading, and growing employees who develop a healthy organization in return." * Wiktor Schmidt, Co-founder & Executive Chairman, Netguru *"Having the right people culture is integral to the success of any company. Human Experience at Work provides crucial advice to help you motivate your colleagues, get them on board and keep them there." * James Collier, Co-Founder, Huel *"Today's world is undergoing major changes unseen in a century. It has become a business mandate to promote a human-centered management philosophy and practices. This is more urgent than ever before and relates to all business activities. This new book from Mr. Whitter features ground-breaking research and explorations. It is a masterpiece worth reading." * Mao Zhongqun, Chairman and President of FOTILE Group *"Organizations have shifted their focus way beyond profit. Every leader has a responsibility to our planet, our people and our purpose as a human race. Having a systemic way to think through a different workplace experience and beyond, will help many more to immerse themselves in their own way of creating something special. The future of work is already here and the more we co-create it, the more 'skin in the game' we have - this book will help you to co-lead it!" * Raj Verma, Chief Diversity + Experience Officer, Sanofi *"People make organizations successful. Successful organizations are progressing humanity, society, and the planet. In this new book, Ben Whitter not only presents a compelling case for why creating a meaningful Human Experience at Work for all stakeholders is the key to organizational success, but he also provides a holistic development approach that is both profound and pragmatic. His work is leading-edge and revolutionary!" * Dr. Xuan Feng, Assistant Professor of HRM and Organizational Behavior, Nottingham University Business School China *"Very powerful. This excellent book brings front and centre the importance of people to the social fabric of the business. Ben Whitter brilliantly captures the essence of what purpose-led organizations must do to create an environment where their people can thrive. A must-read book for anyone interested in building an organization fit for the 21st Century." * Joseph Healy, Co-Founder and Co-CEO, Judo Bank *"Everyone who is concerned about creating a positive culture within your organization, who wants to create a great place to work, and cares about employees and their experiences, should read Human Experience at Work. This book will give you a great framework and ideas to move forward in building an experience that will keep your employees happy and wanting a long career within your organization." * Lisa Dillon Zwerdling, MSN, RN-BC, HEX, Chief Employee Experience Officer/VP of Internal Care Coordination Visiting Nurse Association Health Group *"Employee Experience (EX) and wellbeing is the cornerstone of every company now. Based on years of research from all over the world, Ben Whitter shares his findings and ways of bringing EX to life in a human-centred and holistic manner. If you want a deeper understanding of what HR will look like in the future and how to successfully enable your business through your people, this book is absolutely essential reading!" * Monir Azzouzi, Vice-President, People Experience, GoJek *Table of Contents Section - 00: Introduction; Section - 01: The human experience; Section - 02: Why humanity demands a new model for work; Section - 03: Accelerating holistic, human-centred and experience-driven business; Section - 04: Delivering world-class human experiences at work; Section - 05: Reset, refresh and relaunch work around life; Section - 06: Evolving human experiences at work; Section - 07: Epilogue; Section - 08: References; Section - 09: Index

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Book SynopsisWhile technology and geopolitical forces change the face of business today, the patterns and challenges of organizing humans to work together across organization, culture, language and time zone boundaries remain. To face these challenges, all organizations need to be agile, networked and scalable. Networked, Scaled, and Agile reveals how to shape organizations that will enable people to make faster and better decisions in a more complex world. By outlining the tension between the need for agility/differentiation and scale/integration, the book offers a new way to think about this debate using the models of the Tower (vertical integration) and the Square (horizontal integration). It addresses the role of the leadership team and how the organization design process can build C-suite leaders and successors. Each chapter concludes with a series of reflection questions for leaders as well as a summary of key concepts and tips. Including case studies from global organizations, Networked, Scaled, and Agile reveals how organization design can address three of the biggest business challenges organizations face today: how to build a new capability across the entire enterprise; how to make the entire organization more customer-centric; and how to allow for faster innovation.Trade Review"Kates, Kesler and DiMartino have created something special. Their framework resists fads in favor of examining the core trade-offs in a business, its environment and through its lifecycle. I believe the concepts herein will survive the test of time." * Gary Guthart, CEO, Intuitive Surgical *"The team at Kates Kesler has an innate feel for how sound organizational design acts as the accelerator for sustainable growth. If you are an executive who is asked to lead a transformation or find a path for growth in these dynamic times, this book will prove invaluable." * Andre Martin, Vice President PeopleDev, Google *"Organization design is not just for the big company. The Kates Kesler methodology positioned Zwift for explosive growth. We've been able to scale efficiently and make smart decisions about linking innovation to our core business." * Eric Min, Founder and CEO, Zwift *"As part of our journey to transform VF's brand portfolio for the future, we partnered with the Kates Kesler team to reimagine our business operating model. Their expertise established a strong foundation that has enabled our enterprise functions and brands to work more seamlessly and with greater agility, ultimately improving how we serve our consumers around the world." * Steve Rendle, Chairman, President and CEO, VF Corporation *"This book shows you how to design an organization to be both big and fast. The Kates Kesler methodology guided W.L. Gore in making key choices to evolve our structure and still maintain the essence of our unique culture." * Mary Tilley, Enterprise Business Transformation Leader, W.L. Gore and Associates, Inc. *"An insightful, compelling and pragmatic book which offers thoughtful solutions to the complex organizational challenges faced by businesses today." * Andrew Clarke, President, Mars Wrigley *"This book provides a timely and insightful lens for thoughtful discourse on designing organizations in our fast-changing landscape. Its focus on networks, scale and agility deeply resonate with our efforts in the Singapore Public Service to design the future of work, workplace and workforce in our agencies." * Ong Toon Hui, Dean and CEO, Civil Service College, Singapore *"Kates, Kesler and DiMartino build on well-tested theories of human behavior and large-scale systems to show how organization design frameworks apply to the new and challenging realities of today." * Charles Snow, Professor Emeritus, Penn State Smeal College of Business *"This is the perfect book for leaders who need to align their organization with the strategy, and who are searching for a comprehensive framework. Kates, Kesler and DiMartino discuss the design of the overall operating model, horizontal linkages as well as the vertical layers and roles in complex organizations. They also provide numerous practical examples of how we can design organization to achieve both agility and efficiency." * Nicolay Worren, Associate Professor, School of Economics and Business, Norwegian University of Life Sciences, Co-founder of Reconfig, Member of curatorial board, European Organization Design Forum *Table of Contents Chapter - 00: Introduction; Chapter - 01: The Central Design Problem; Chapter - 02: Operating Models; Chapter - 03: Organization Models; Chapter - 04: Vertical Organization - The Tower; Chapter - 05: Horizontal Organization - The Square; Chapter - 06: Leadership in the Tower and the Square; Chapter - 07: Design Challenge - Enterprise Capabilities; Chapter - 08: Design Challenge - Customer Solutions; Chapter - 09: Design Challenge - Faster Innovation; Chapter - 10: Conclusion

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Book SynopsisMaking learning and development (L&D) content inclusive and accessible for everyone is not only a good thing to do, it's the right thing to do. Designing Accessible Learning Content provides evidence-based advice on designing digital learning content that ensures all learners are included and are therefore able to perform to their full potential. This is a practical guide on accessibility for anyone involved in the design, creation, development or testing of online learning content. It provides detailed guidance on how to meet the Web Content Accessibility Guidelines making it essential reading for L&D professionals, instructional designers and course developers who need to comply with legal accessibility requirements. Using the author's 'eLearning Accessibility Framework', Designing Accessible Learning Content demystifies sometimes complex technical accessibility standards and provides an easy to follow contextual framework uniquely designed for learning content created using any authoring tool. This book also demonstrates how creating accessible learning content can improve usability and provide the best possible learning experience for everyone. In addition, it offers essential background information such as a focus on disability, an overview of assistive technology and an exploration of the case for digital accessibility. This guarantees that L&D professionals have the vital background knowledge they need to make sense of accessibility before they begin practically applying the principles. With online checklists, learner case studies, and industry perspectives, Designing Accessible Learning Content is an essential handbook for all L&D professionals seeking to harness the benefits of accessibility in order to improve their learning content for everyone.Trade Review"Every eLearning designer needs this book on their desk! So much of the accessibility guidance out there is written for programmers and assumes you are creating websites. Finally, we have a resource just for us. This book will save you countless hours of frustratingly confusing research. Susi Miller's masterful reference guide on eLearning accessibility demystifies everything from why accessibility matters all the way down to complying with each individual WCAG standard. Complete with clear language explanations and helpful screen captures, you'll finally have the answers you've been searching for." * Diane Elkins, Co-owner, Artisan E-Learning and E-Learning Uncovered *"This is an invaluable guide for L&D practitioners giving the how and why of making learning content accessible. It brings together an extensive range of resources and practical advice in one place and will likely become a standard work in our field." * Donald H Taylor, Chair, Learning Technologies Conference *"Susi Miller combines her own and others' lived experience into an empathy-fueled work that creates clarity and removes barriers for anyone seeking to understand how to produce accessible learning content and why. Her book has a compelling and comprehensive approach to digital accessibility and disability inclusion, which really brings the subject to life. This is recommended reading for any professional producing digital content." * Michael Vermeersch, Digital Inclusion Lead, Microsoft *"I know from working with Susi Miller through the eLearning Network that she is not only passionate about accessibility in eLearning design but also extremely knowledgeable about what is required by those of us creating eLearning. It comes as no surprise that she's made this book accessible in the way she's structured it and the language she uses! This will surely become a must-read for all eLearning professionals; after all, making better learning experiences for all learners is what we are (or should be) all about!" * Joan Keevill, Director, Designs on Learning, and Chair of the eLearning Network *"I wish I had this book when I started working with accessible eLearning. Susi Miller does a fantastic job of showing why eLearning professionals need to ensure that their training needs to be accessible, while also providing, through the eLearning accessible framework that she proposes, a practical way of making it happen. I'm looking forward to putting what I learned here into practice and recommending the book whenever I'm discussing eLearning and accessibility." * Kevin Gumienny, Senior Consultant, Guidehouse *"Digital accessibility can be a tough and technical subject to tackle, but Susi has broken down complex guidelines and carefully brought them to life through using her personal learning journey, practical examples and how-to illustrations. It is an essential read for any eLearning practitioner." * Grant Broome, Digital Inclusion Strategist and Director, DIG Inclusion Ltd. *"Designing Accessible Learning Content is a unique and much-needed resource for L&D practitioners struggling with the complexities of eLearning accessibility. The wealth of background knowledge it provides, combined with practical frameworks, clear explanations and examples make this a vital handbook for anyone who believes that designing inclusive learning content is the right thing to do." * Dr Nasser Siabi OBE, CEO, Microlink PC *"Before instructional designers understand how to develop accessible eLearning, they often fall back on providing a written course transcript. However, armed with modern eLearning authoring tools and the information found in this book, author Susi Miller suggests that 'as eLearning professionals become more familiar with designing accessible content, they find ways of making all learning content inclusive without needing to provide accessible alternatives' (emphasis mine). If you aspire to develop universally accessible eLearning, look no further than this comprehensive, plain-language guide." * Chris Willis, Director of Product, Lectora, eLearning Brothers *"At a time where everything is changing, acquiring new skills is of paramount importance. Now more than ever learning is being delivered online and remotely. If we want everyone to have an equal chance of acquiring new skills, learning content needs to be accessible. In this book, Susi Miller demystifies and explains what learning and development professionals need to know in order to make their content work for the widest possible learner base. The work recognizes the difference between standard web content and learning materials and offers practical and pragmatic advice on accessible content creation." * Neil Milliken, Global Head of Accessibility (Atos Group), Atos *Table of Contents Chapter - 00: Introduction; Section - Part One: Accessibility fundamentals; Chapter - 01: How to use this book; Chapter - 02: Getting started; Chapter - 03: Exploring disability; Chapter - 04: Designing for assistive technology and impairments; Chapter - 05: The case for digital accessibility; Section - Part Two: Accessibility frameworks; Chapter - 06: The WCAG (Web Content Accessibility Guidelines) framework; Chapter - 07: The eLa (eLearning accessibility) framework; Section - Part Three: WCAG 2.1 level A and AA accessibility standards; Chapter - 08: Perceivable; Chapter - 09: Operabl; Chapter - 10: Understandable; Chapter - 11: Robust; Section - Part Four: WCAG 2.1 level AAA and WCAG 2.2 draft accessibility standards; Chapter - 12: WCAG 2.1 level AAA accessibility standards; Chapter - 13: WCAG 2.2 draft accessibility standards; Chapter - 14: Conclusion;

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Book SynopsisDon't just be a good manager... be an even better one. For current and aspiring managers alike, this bestselling handbook from expert author Michael Armstrong provides a whistle-stop tour of the skills and techniques you need to succeed. With a focus on practical application, you will be guided through four crucial areas of management: -Managing people -Management activities and processes -Management personal skills -Business and financial skills How to be an Even Better Manager has sold over 170,000 copies worldwide and been translated into 17 languages. Fully revised and updated, this 11th edition covers all the skills an excellent manager needs, and now includes brand new case studies to ensure you will be equipped for the modern world of management. From resolving conflict and boosting your confidence to engaging your team and improving their performance, with this trusted and popular guide you won't just be good - you'll be an even better manager.Trade Review"A practical and straightforward guide to successful management, written with the benefit of over 30 years' experience." * Business Executive *"Those with managerial responsibilities will find this a useful guide to keep on their shelves and dip into for background material and guidance on a range of business topics." * Business Franchise *Table of Contents Chapter - 01: How to be a better manager; Section - ONE: Managing People; Chapter - 02: How to treat people right; Chapter - 03: How to motivate people; Chapter - 04: How to engage people; Chapter - 05: How to be a better leader; Chapter - 06: How to build teams; Chapter - 07: How to manage performance; Chapter - 08: How to help people learn and develop; Chapter - 09: How to handle difficult situations with people; Section - TWO: Management Skills; Chapter - 10: How to organize; Chapter - 11: How to coordinate; Chapter - 12: How to plan and prioritize; Chapter - 13: How to control; Chapter - 14: How to delegate; Chapter - 15: How to make things happen; Chapter - 16: How to manage your boss; Chapter - 17: How to manage change; Chapter - 18: How to manage conflict; Chapter - 19: How to deal with office politics; Chapter - 20: How to manage a crisis; Chapter - 21: How to manage projects; Chapter - 22: How to manage time; Section - THREE: Personal Skills; Chapter - 23: How to persuade; Chapter - 24: How to negotiate; Chapter - 25: How to make meetings a success; Chapter - 26: How to aim high; Chapter - 27: How to solve problems and make decisions; Chapter - 28: How to be creative and innovate; Chapter - 29: How to conduct a selection interview; Chapter - 30: How to be interviewed for a job; Chapter - 31: How to communicate; Chapter - 32: How to listen; Chapter - 33: How to make effective presentations; Chapter - 34: How to write reports; Chapter - 35: How to be strategic; Chapter - 36: How to think clearly; Chapter - 37: How things go wrong and how to put them right; Section - FOUR: Business and Financial Management; Chapter - 38: How to be business-like; Chapter - 39: How to make a business case; Chapter - 40: How to budget;

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Book SynopsisContemporary HRM Issues in the 21st Century is an illuminating textbook for postgraduate students and active managers wanting to develop their understanding of issues and challenges emerging in the 21st century workplace from a HRM perspective. This edited collection, with contributions from experts in the field of HR policy development, is split into four sections. Section One explores the contemporary workforce and critical elements of managing HRM in a knowledge-based economy. Section Two focuses on psychological concerns for the individual at work, career management and emotional labour to better understand how to manage an increasingly diverse workforce. Section Three looks at managing HR issues in the workplace, such as crisis management, mental health and violence in the workplace. The final section of this book looks at current and emerging debates surrounding HRM, including: sustainable HRM; cyber-vetting; biological monitoring and surveillance; codes and conduct; job-design in the age of technology; and, Artificial Intelligence (AI). All of these are vital and often contentious areas within HRM policy-making and practice. This book sets out these debates and issues to engage both students and managers working in the fields of Global HRM and Human Resource policy-making.Trade Review'This succinct, tightly written book moves beyond the ‘usual’ (and much covered) issues of standard HRM texts to address some of the livelier current debates on the subject. It includes talent management, career management, crisis management, mental health and well-being, drug testing, employee vetting and sustainable HRM. By updating knowledge on these contemporary issues, this book is a valuable addition to any scholar’s bookshelf.' -- Chris Brewster, Professor of International HRM, Henley Business School, University of Reading, UK'This excellent book makes a valuable contribution to the broadly based HRM discipline in Australia. The author is clearly at the cutting edge of the development of HRM in Australia in the context of a growing Asia-Pacific economic area. I highly recommend this book for students, academics and HR practitioners.' -- Peter J. Dowling, Emeritus Professor of International Management & Strategy, La Trobe University, AustraliaTable of ContentsSECTION I : THE CONTEMPORARY WORKPLACEChapter 1. HRM in the Contemporary Workplace; Peter Holland Chapter 2. Managing Talent: A Contemporary Issue or a Case of Old Wine in New Bottles?; Peter Holland SECTION II : MANAGING THE INDIVIDUAL AT WORK Chapter 3. Psychological Contracts; Ross Donohue and Tse Leng Tham Chapter 4. Career Management in the 21st Century; Ross Donohue and Tse Leng Tham Chapter 5. HRM and the Service Sector; Cathy Sheehan SECTION III : MANAGING THE ISSUES AT WORK Chapter 6. Risk and Crisis Management; Cathy Sheehan Chapter 7. Mental Health and Wellbeing at Work; Hannah Meacham, Katharine Spaeth, Jillian Cavanagh and Timothy Bartram Chapter 8. The Dark Side of Work; Ross Donohue and Peter Holland SECTION IV : EMERGING ISSUES AT WORK Chapter 9. To Test or Not to Test: Drug and Genetic Testing in the 21st Century Workplace; Peter Holland and Tse Leng Tham Chapter 10. Turning the Tables: Employer and Employee Vetting: Reputation Management Challenges in the Information Age; Debora Jeske and Peter Holland Chapter 11. Sustainable HRM: Rhetoric versus Reality; Renee Paulet Chapter 12. Work Design in the 21st Century: A Case of Back to the Future or Forward to the Past?; Peter Holland, Kirsteen Grant and Tse Leng Tham Chapter 13. Codes of Conduct: Are they worth the paper they are written on?; Peter Holland and Xiaoyan Liang

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Book SynopsisThis timely Handbook examines performance management research specific to the public sector and its contexts, and provides suggestions for future developments in the field. It demonstrates the need for performance management to be reconceptualized as a core component of business both within and across organizations, and how it must be embedded in both strategic decision-making and as a day-to-day leadership and management practice in order to be effective.Addressing multiple levels of analysis, the Handbook shows how performance management can enable high performance if governance, systems, organization and individual components are aligned. Written by an international team of both academics and practitioners, chapters offer insights into why changes in practice need to occur, how to make such changes possible, and what these changes require from a practical standpoint. The Handbook also highlights current limitations in public sector performance management and suggests new initiatives for performance management frameworks.Scholars of public policy in human resources, administration and management looking for exemplary current research in these fields will find this Handbook invaluable. It will also be of interest to public administration and human resources practitioners looking to develop new practice and create new ways of thinking and behaving in the aftermath of global upheaval.Trade Review'This is a timely and wide-ranging collection, bringing systems thinking and multi-level analysis to the framing and the analysis of performance management in public organizations. This is a valuable contribution, encouraging the reader to reflect continually on the purposes and goals of performance management in any particular context.' -- Jean Hartley, The Open University, UK'Performance is one of the core themes in contemporary public management. This Handbook offers a fascinating collection of perspectives on making performance management work. The contributions skillfully explain how performance management is not about compliance but about the engagement of people. The Handbook on Performance Management in the Public Sector is an essential next step in understanding how performance management can contribute to performance in governance institutions and volatile settings.' -- Wouter Van Dooren, University of Antwerp, Belgium'Managing performance is now center stage in business, but the public sector context is different and requires unique solutions. The authors in this Handbook, all experts in their fields, explain everything we need to know to get better at managing this essential task.' -- Peter Cappelli, The Wharton School, University of Pennsylvania, USTable of ContentsContents: 1 Reinventing performance management in the public sector 1 Jane Gunn, Kristy Zwickert and Kathy Hilyard PART I GOVERNANCE AND SYSTEMS: WHY PUBLIC SECTOR PERFORMANCE RESEARCH APPROACHES ARE CHANGING 2 Not my problem: the impact of siloed performance management on policy design and implementation 28 Sue Olney 3 Applying behavioural science to performance management 42 Donald Moynihan 4 Performance measures for governance systems 55 Sharron O’Neill and Jim Rooney 5 How can public service performance management be understood at a systems level? 72 Karen Gardner 6 Causes of gaming in performance management 82 Jeannette Taylor 7 A test of wills? Exploring synecdoche and gaming in the national literacy and numeracy performance monitoring regime 96 Joseph Drew and Janine O’Flynn 8 Managing the complexity of outcomes: a new approach to performance measurement and management 111 Max French, Toby Lowe, Rob Wilson, Mary-Lee Rhodes and Melissa Hawkins PART II ORGANIZATIONS AND EMPLOYEES: PERFORMANCE MANAGEMENT AND CAPABILITY DEVELOPMENT – THE AGENDA OF THE FUTURE? 9 Prospects for more informal and continuous performance conversations in the Australian Public Service 140 Michael O’Donnell 10 The changing nature of work: time to return to performance fundamentals? 152 Helen Dickinson and Janine O’Flynn 11 Assessing organization performance in public sector systems: lessons from Canada’s MAF and New Zealand’s PIF 169 Barbara Allen, Evert Lindquist and Elizabeth Eppel 12 Making performance management work in developing countries through system integration: the perspective from Ghana 185 Frank Louis Kwaku Ohemeng 13 The high performance government organization: a different approach to effective improvement 209 André de Waal and Paul Jan Linker 14 Performance management and common purpose: rethinking solutions to inter-organizational working 229 Fiona Buick 15 Who is accountable for capability development? 249 Samantha Johnson 16 Modern employee performance management in the U.S. Federal Government 259 Rebecca S. Ayers 17 Using performance management to drive employee engagement in the public sector 276 Edward M. Mone and Manuel London 18 Designing performance management to be an ethical tool 294 Deborah Blackman, Fiona Buick and Michael O’Donnell 19 Conclusion to the Handbook on Performance Management in the Public Sector 308 Deborah Blackman, Fiona Buick, Karen Gardner, Miriam Glennie, Samantha Johnson, Michael O’Donnell and Sue Olney Index

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Book SynopsisCareer Dynamics in a Global World takes on a major question in the global research and practice of career development and adopts a distinctive approach in response. The authors address the question of how and to what extent a predominant influence of Western thinking about careers interferes with our understanding of careers in other parts of the world. The approach involves identifying career topics for further exploration, recruiting teams of Indian and Western scholars on each topic to share their insights, and laying out those insights to help both careers researchers and practitioners see their significance. As a result, in this remarkable collaboration the reader is invited to compare views on self-awareness and careers from traditional Indian Ayurvedic and alternative Western perspectives, alongside contrasting Indian and Western reports on women stepping off their career ladders, the motivation of social entrepreneurs, the careers of IT workers, MBA holders and management scholars and other topics. Career and cross-cultural researchers and career and HR practitioners will be fascinated by the comparative analysis of career dynamics.Trade Review'Career Dynamics in a Global World takes on the difficult, but invaluable, task of unpacking the complex topic of career development from both Western and South Asian perspectives. For anyone who is passionate about building a more human-centred future world of work, this book is a vital must-read in helping to understand individual and cultural-drivers with regards to career development in a connected and globalised world.' --Leena Nair, Chief HR Officer, Unilever, UK'Insight into contemporary careers in a global world is likely to take a giant leap forward with the publication of this timely book. The editors have done a masterful job assembling pairs of fascinating chapters that peer deeply into critical topics from Western and Indian perspectives.' --Jeffrey H. Greenhaus, Drexel University, US'This book fills an important gap in our cross-cultural understanding of the psychology of careers. The interesting pairing of chapters from Western and South Asian (Indian) cultural perspectives, and mix of etic and emic studies of careers in the 21st century is a timely reminder that careers are constantly being constructed by individuals, societies and the times we live in!' --Kim Yin Chan, Nanyang Business School, SingaporeTable of ContentsContents: 1 Introduction to Career Dynamics in a Global World 1 Premarajan Raman Kadiyil, Anneleen Forrier and Michael B. Arthur PART I SELF AND CAREER 2 An incongruence-driven approach to careers: insights from Ayurveda 13 Anupama Kondayya and Srinivas Ekkirala 3 Self-awareness in career development: meaning, importance and malleability 24 Marijke Verbruggen PART II SOCIAL ENTREPRENEURSHIP AS A CAREER CHOICE 4 A field research of nascent social entrepreneurs’ intention formation 37 Preeti Tiwari, Anil K. Bhat and Jyoti Tikoria 5 Individual factors in predicting and encouraging social entrepreneurship as a career choice 51 Mary Conway Dato-on, Sharmistha Banerjee and Yasmin Mesbah PART III STEPPING OFF THE CAREER LADDER 6 Satisficing career choices of Indian women managers 66 Sumita Datta and Snehal Shah 7 Stepping off the career ladder: exploring the impact of career shocks on women’s career decisions in the UK 80 Angela Stephanie Mazzetti PART IV MBA CAREERS ACROSS THE GLOBE 8 Economic structural changes and subjective career success of MBAs in India 96 Vivek G. Nair and Leena Chatterjee 9 How an MBA contributes to the unfolding of careers: a comparative analysis 110 Elizabeth Houldsworth, Chris Brewster and Richard McBain PART V BREAKING AND RE-ENTRY 10 Women’s careers: starting a new chapter post career break 124 Pavni Kaushiva and Chetan Joshi 11 Can we release the brake on the career re-entry of mothers? A UK perspective 136 Anna Katharina Bader and John Blenkinsopp PART VI ACADEMIC CAREERS 12 The changing nature of academic careers in management education in India 150 Ravishankar Venkata Kommu and Amit Dhiman 13 The changing nature of academic careers in management education in Western societies 162 Yehuda Baruch PART VII CAREERS IN IT 14 Flying high in the turbulent skies: managing careers in the Indian IT industry 177 Gunjan Tomer and Pawan Budhwar 15 Risk allocation, employer dependence and the welfare state: an investigation of IT workers in the US and Canada 191 Sara Haviland and Jennifer Craft Morgan PART VIII OPTING OUT OR STAYING IN 16 Integrating care work for sustainable careers of women: an Indian perspective 207 Tania Saritova Rath and Mousumi Padhi 17 Leaning in: why some women are challenging the opt-out model 220 Margie J. Elley-Brown Index 233

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Book SynopsisMore women are studying science at university and they consistently outperform men. Yet, still, significantly fewer women than men hold prestigious jobs in science. Why should this occur? What prevents women from achieving as highly as men in science? And why are so few women positioned as 'creative genius' research scientists?Drawing upon the views of 47 (female and male) scientists, Bevan and Gatrell explore why women are less likely than men to become eminent in their profession. They observe three mechanisms which perpetuate women s lowered 'place' in science: subtle masculinities (whereby certain forms of masculinity are valued over womanhood); (m)otherhood (in which women's potential for maternity positions them as 'other'), and the image of creative genius which is associated with male bodies, excluding women from research roles.Trade Review'Valerie Bevan and Caroline Gatrell have written a fascinating book about women in science. Whilst much has been said in the media about the lack of women in senior science roles nobody has really provided the story behind the woeful figures. These authors form a terrific partnership in that one of them is a working scientist and the other is a highly regarded academic who writes about women and leadership. Together they have crafted a book which captures the actual experiences of mainly women but also men in science and together theorise why the underrepresentation of women in leadership positions in science continues. This is both an informative and engaging book and deserves to be read widely.' --Susan Vinnicombe CBE, Cranfield University, UK'This is an important book. It sheds genuinely new light on why the practice of science, especially at ''VIP'' level, remains so dominated by men. Bevan and Gatrell provide evocative, personal accounts of what it s really like to practise science as a woman. They do this through a detailed, fine-grained and convincing analysis of the voices of women in healthcare science; voices which have remained, at best, in the background of debates - until now.' --Mark Learmonth, Durham University Business School, UK'Knowing Her Place: Positioning Women in Science is a book we should have had 20 years ago. It is an outstanding book about the issues that affect women working in science; the problems, dilemmas, their careers, motherhood, etc. It is the best book ever written on this subject, and makes a major contribution to the field of women at work. This is a must buy for anyone interested in science more generally, and how we can get more women engaged in science.' --Sir Cary Cooper, University of Manchester, UKTable of ContentsContents: 1. Introduction: setting the scene 2. Positioning women in their place 3. Subtle masculinities at work 4. Secret careers 5. Creative genius in science 6. M[o]therhood 7. Concluding remarks and recommendations References Index

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Book SynopsisElgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This insightful Research Agenda considers the current state of research into workplace stress and wellbeing and maps an innovative programme for future investigation that can advance understanding of the interrelationships between work and wellbeing. Bringing together international contributors to outline the field, the book examines the various costs and impacts of workplace stress on employers and employees. Chapters address key features of the workplace that influence employee wellbeing, including technology use, leadership, work-family relationships and aggression, as well as the unique contemporary effects of Covid-19 on wellbeing. Identifying both substantive and methodological questions that remain unanswered, the book considers the benefits of intervention strategies that are designed to enhance individual wellbeing in the workplace. Offering a unique picture of the field, this timely book is crucial reading for researchers and graduate students focused on work and wellbeing who are looking for new and innovative avenues for research. Managers and other practitioners will also benefit from its practical insights into the challenges posed by workplace stress and the potential strategies for managing stress.Trade Review'The economic viability of the western industrialized world depends on the wellbeing of employees. Yet, this simple fact has been ignored for too long, and stressed-out workers are stretched to their limit - with potentially disastrous results. I congratulate the authors in this volume for giving us a much-needed agenda to deal with this issue.' -- Neal Ashkanasy, University of Queensland, Australia'In this book, some top occupational health researchers take a forward look at where research on workplace mental health and wellbeing should go in the future. It provides a practical perspective in noting the important issues needing investigation and the solutions that will be necessary to deal with those issues.' -- Paul Spector, University of Southern Florida, USTable of ContentsContents: PART I SETTING THE SCENE 1 Introduction to A Research Agenda for Workplace Stress and Wellbeing 3 E. Kevin Kelloway and Cary L. Cooper 2 Workplace stress and wellbeing: pathways for future research advances 15 James Campbell Quick 3 The cost of stress to UK employers and employees 33 Christian van Stolk PART II SPECIFIC INFLUENCES 4 Leadership and well-being 53 Shani Pupco and Julian Barling 5 Observer interventions in workplace aggression: the state of the art and future directions 73 Ivana Vranjes, Zhanna Lyubykh and M. Sandy Hershcovis 6 Are your smart technologies ‘killing it’ or killing you? Developing a research agenda for workplace ICT and worker wellbeing 91 Arla Day, Ryan Cook, Rachael Jones-Chick and Vanessa Myers 7 Work–family research: questioning assumptions and looking forward for true impact 119 Winny Shen and Kristen M. Shockley PART III INTERVENTIONS 8 Mental health in the workplace: where we’ve been and where we’re going 137 Jennifer K. Dimoff, Whitney E.S. Vogel and Olivia Yoder 9 Managing work stress: the research agenda 157 Sheena Johnson and Elinor O’Connor 10 Cautions for mindfulness research in organisations: taking stock and moving forward 173 Maree Roche, Michelle R. Tuckey and Ute R. Hülsheger 11 Organizational interventions – fitting the intervention to the context to ensure the participatory process 191 Karina Nielsen, Carolyn Axtell and Glorian Sorensen 12 COVID-19: short- and long-term impacts on work and well-being 211 Gary W. Ivey, Jennifer E.C. Lee, Deniz Fikretoglu, Eva Guérin, Christine Frank, Stacey Silins, Donna I. Pickering, Megan M. Thompson and Madeleine T. D’Agata Index 239

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Book SynopsisThe hospitality and tourism sector is an increasingly significant contributor to GDP worldwide, as well as a key source of employment in developing regions. Drawing on contemporary research, this Handbook provides a provocative review of the major human resource challenges facing the hospitality and tourism sector today.Leading international scholars examine how hospitality and tourism businesses succeed through a consistently high level of service, particularly through the attitudes and behaviours of front-line employees to positively impact upon guest satisfaction and improve intention to return. Against this background, chapters analyse the myriad of reasons the industry struggles to attract and retain quality employees, including long and unsocial hours, non-competitive pay and unsophisticated management practices. Offering a thorough review of these human resource challenges through employee focus groups, in-depth interviews and surveys, this Handbook offers evidence-informed recommendations for their resolution. These include; strategies and tactics associated with brand internalisation, talent management, engagement, high-performance practices, learning and leadership development.Practical and engaging, this Handbook will be of interest to students and scholars researching hospitality and tourism from a business management perspective. Senior hospitality leaders will also benefit from the ideas herein, gaining competitive advantage by creating and supporting highly engaged and effective employees.Contriibutors include: T. Baum, M.-H. Budworth, R.J. Burke, C. Cheung, J. Christensen-Hughes, A. Jenkins, C.E. Kapoor, D. Kara, L. Lee, J.M. Madera, S. Mann, S. Mooney, W.C. Murray, A. Ogle, W. Pallett, T.-W. Tang, Y.-Y. Tang, M. Uysal, M.C.-H. Wang, T.C. WangTrade Review‘The Handbook of Human Resource Management in the Tourism and Hospitality Industries provides both traditional Human Resource Management (HRM) ideas and current trends that should be of interest to modern managers; it can supplement other works on tourism and hospitality.' -- American Reference Books AnnualTable of ContentsContents: Part I Setting the stage 1. Human resource management in the hospitality and tourism sector Ronald J. Burke 2. The changing tourism and hospitality context: Implications for human resource management in an age of disruption and growth Julia Christensen Hughes Part II Developing a service quality culture 3. A motivated workforce: the shifting factors that drive people to work in the hospitality industry William C. Murray 4. The talent agenda in hospitality and tourism William J. Pallett 5. How to develop hotel brand internalization among hotel employees Catherine Cheung and Tom Baum 6. Leadership in hospitality organizations: Achieving competitive advantage Ronald J. Burke Part III Developing human capital 7. Evolving conceptions of talent management: A roadmap for hospitality and tourism Julia Christensen Hughes and William C. Murray 8. Jobs for the girls? Women’s employment and career progression in the hospitality industry Shelagh Mooney 9. Ageism and age discrimination in hospitality employment: Issues, challenges and remedies Andrew Jenkins Part IV Critical employee and organization outcomes 10. Advancing engagement: Debates in the field and proposed directions for hospitality and tourism research and practice Julia Christensen Hughes 11. Synopses of empirical studies on engagement in hospitality and tourism research Julia Christensen Hughes 12. Security and safety: An internal customer perspective Alfred Ogle 13. Gender differences in burnout perceptions: The case of hotel employees Derya Kara and Muzaffer Uysal Part V Human Resource management initiatives 14. Diversity training in the hospitality and tourism industry Juan M. Madera, Camille E. Kapoor and Lindsey Lee 15. The happiest place on earth? A case study of the Disney World employment experience Sara L. Mann and Marie-Hélène Budworth 16. Benefits of workplace learning in hospitality organizations Ronald J. Burke 17. The benefits of high performance human resource practices in the implementation of an artistic strategy in the hotel industry Ta-Wei Tang, Ya-Yun Tang, Michael Chih-Hung Wang and Tsai-Chiao Wang Index

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Book SynopsisBringing together over fifty leading global experts, this Research Handbook provides a state-of-the-art overview of research findings regarding Human Resource Management (HRM) in the public sector. Original chapters provide useful insights from two different disciplines: public administration and HRM. They illustrate that the public context of organisations matters and discuss research findings detailing how this plays out in practice.Divided into six distinct parts, this Research Handbook covers the key areas of strategic HRM, the HRM cycle, HRM and the outcomes, linking mechanisms in the HRM value chain, as well as HRM and context. Providing crucial information, Part VI examines the main future challenges for HRM in public organisations and provides extensive knowledge across different areas for future research.This engaging Research Handbook will be an excellent resource for scholars in public administration as well as HRM practitioners and scholars with interests in the public contexts and how this affects HRM. It will also provide obligatory reading for advanced students to understand the distinctiveness of HRM in public organisations.Trade Review’This edited volume by Steijn and Knies is a unique and much-needed book that caters to audiences in two academic disciplines. For scholars of public administration and public management, it showcases how HRM ultimately affects the success of public policy and the quality of public service provision. For HRM scholars, the book illuminates how HRM in public organisations is not business as usual, as their distinctive characteristics serve as critical contingency factors. For both audiences, this book generously provides state-of-the-art insights by an international ensemble of researchers.’ -- Joris van der Voet, Leiden University, the Netherlands‘This is a very necessary book. It contributes with a strategic perspective on HRM in the public sector. Especially the insights on horizontal and vertical fit combined with implementation/action and the parts about people management and leadership are inspiring. The contributors are an excellent mix of top researchers and young talents.’ -- Lotte Bøgh Andersen, Aarhus University, Denmark‘This is a welcomed and long overdue Research Handbook that brings together scholars from across the globe to address key questions relating to the management of people in public sector organisations. Clarification is provided on “what are public organisations” and the need for a distinctive approach to HRM within a context where organisations have multiple and often competing outcomes. People management rightly takes centre stage with employee well-being featuring alongside organisational performance. Congratulations to all contributors!’ -- Julian Gould-Williams, Cardiff University, UKTable of ContentsContents: 1 Introduction to the Research Handbook on HRM in the Public Sector 1 Eva Knies and Bram Steijn PART I STRATEGIC HRM 2 Picking up the HRM pieces: why fit doesn’t fit in the public sector 14 Paul Boselie, Jaap Paauwe and Riccardo Peccei 3 Leadership in the public sector: concepts, context and outlooks 29 Laura Bundgaard, Christian Bøtcher Jacobsen and Ulrich T. Jensen 4 People management in public organisations 43 Julia Penning de Vries and Brenda Vermeeren 5 Transitions in the organisational design of the HR function in the public sector 59 Sophie Op de Beeck, Ellen Daniëls and Annie Hondeghem PART II HRM CYCLE 6 Recruitment and selection: still a model employer? 77 Ann-Kristina Løkke 7 Performance management 91 Adelien Decramer, Mieke Audenaert, Bert George and Beatrice Van der Heijden 8 Compensation and benefits 105 Jared J. Llorens 9 Learning and development in the public sector 119 Marian Thunnissen and Jos Sanders 10 Workforce planning: shifting assumptions in a precarious reality 132 Heather Getha-Taylor 11 Voluntary turnover in public organisations 145 Jessica Sowa PART III HRM AND OUTCOMES 12 HRM and organisational effectiveness in the public sector 159 Ahmed Mohammed Sayed Mostafa 13 HRM and well-being in the public sector 172 Rick Borst and Rutger Blom 14 HRM and social legitimacy in the public sector 189 Peter Leisink and Peter Boxall PART IV HRM VALUE CHAIN: LINKING MECHANISMS 15 How does the alphabet soup of person–environment fit taste in the public sector? A typology of linking mechanisms 203 Robert K. Christensen and Breck Wightman 16 Job demands-resources model: toward an institutional reading 218 David Giauque and Rafaël Weissbrodt 17 Self-determination theory 232 Christina W. Andrews 18 Public service motivation and human resource management 245 Guillem Ripoll and Adrian Ritz 19 The psychological process view of bureaucratic red tape 260 Sanjay K. Pandey PART V HRM AND CONTEXT 20 The public sector as a distinctive employer: resilience and renewal? 277 Stephen Bach and Ian Kessler 21 Different systems, different civil service, different HRM: a comparison of HRM approaches in Anglo-Saxon and Rechtsstaat systems 292 Jessica Breaugh and Gerhard Hammerschmid 22 HRM in different countries 307 Wolfgang Mayrhofer and Marco Rapp PART VI FUTURE CHALLENGES 23 Future challenges related to work pressure 323 Laura den Dulk, Marjan Gorgievski and Bram Peper 24 Future challenges related to retaining an employable workforce 337 Jasmijn van Harten and Ricardo Rodrigues 25 Future challenges related to a diverse workforce 349 Norma Riccucci and Mauricio Astudillo Rodas 26 Future challenges related to technological developments 361 Brenda Vermeeren and Fabian Dekker 27 Future challenges related to changing public service provision: HRM implications of balancing old and new public servant characteristics 376 Zeger van der Wal 28 HRM in the public sector: taking stock and looking ahead 390 Bram Steijn and Eva Knies Index

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Book SynopsisElgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This insightful Research Agenda presents the foundations of employee engagement, providing a framework for future research to serve as an evidence-based guide to practice. Offering an overview of contemporary engagement theory and research, it addresses important new directions for expanding our current understanding of the meaning, focus, development and outcomes of engagement.Chapters consider the future impact of a constantly changing landscape of work on employee engagement, addressing the growing prevalence of casual and contract forms of labour and the introduction of work automation technology. International contributors explore innovative methods for engagement research, including novel approaches in data gathering, qualitative and quantitative research methods and data analytic techniques that can be applied to answering a variety of different engagement questions. Setting out key research directions for the future of the field, this book will be essential reading for academic scholars and researchers of organizational psychology and organizational behaviour. In addition, researchers in business and industry will find new ways to think about, study, and evaluate the impact of engagement policies and practices.Trade Review'Work engagement has many positive benefits for employees and organizations. In this insightful edited volume, Meyer and Schneider have assembled top scholars from across the globe to consider the nature of work engagement, its place in the changing world of work, and strategies for advancing engagement research. Highly recommended!' -- Steve W.J. Kozlowski, University of South Florida, US'This book is packed with knowledge, wisdom and practical ideas from the leading international scholars who share a vision of creating work and workplaces that enable us all to thrive and contribute. The richness of the content in ideas, insights and innovations relating to engagement at work is dazzling. This is a must-read for new and established scholars studying the world of work.' -- Michael West CBE, Lancaster University, UKTable of ContentsContents: INTRODUCTION 1 The promise of engagement 3 John P. Meyer and Benjamin Schneider PART I EXPANDING TRADITIONAL PERSPECTIVES ON ENGAGEMENT 2 Multiple targets and referents of employee engagement 21 Alan M. Saks 3 Antecedents and consequences of work engagement: a multilevel nomological net 37 Despoina Xanthopoulou and Arnold B. Bakker 4 Work engagement: a key to HEROs – healthy and resilient organizations 53 Marisa Salanova 5 Personality determinants of employee engagement 67 Leaetta M. Hough and Frederick L. Oswald 6 Individual-level outcomes of employee engagement: a conservation of resources framework 87 Jonathon R. B. Halbesleben PART II CONCEPTUALIZING ENGAGEMENT IN THE CHANGING WORLD OF WORK 7 Contracting, engagement, and the “gig” economy 103 Peter Cappelli and Liat Eldor 8 Engagement with perpetually deconstructed and reinvented work 119 John W. Boudreau 9 How does future work need to be designed for optimal engagement? 137 Marylène Gagné, Sharon K. Parker, and Mark A. Griffin 10 Employee engagement and engagement in change: a research agenda 155 Simon L. Albrecht PART III RESEARCH STRATEGIES FOR THE NEW AGENDA 11 Qualitative methods in engagement research 175 William H. Macey 12 Investigating employee engagement at multiple levels 193 Vicente González-Romá 13 Empirical approaches to address the dynamic aspects of work engagement: study design and data analyses 209 Sabine Sonnentag, Monika Wiegelmann, and Maike Czink 14 Profiles of engagement dimensions and targets: applications and opportunities for person-centered analytic techniques 225 Matthew J. W. McLarnon, Alexandre J. S. Morin, and David Litalien 15 Employee engagement in the new world of data 245 Alexis A. Fink and William H. Macey CONCLUSION 16 Learnings and future directions 263 Benjamin Schneider and John P. Meyer Index

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Book SynopsisThis timely and insightful book offers an innovative, unifying conceptual framework for managing the crucial asset of human capital. In order to do this, Andrea Lanza and Giuseppina Simone bridge the gap between Strategy and Organization disciplines in the study of human capital. Clarifying ambiguous aspects overlooked by the extant literature, Lanza and Simone provide a new, theoretically grounded managerial tool to help organizations achieve the most from human capital. Based on original empirical evidence, the authors put forward a fresh perspective on human capital strategy. They also propose a fascinating, game-theoretic approach to solve the 'Principal-Agent' conflict in the context of human capital renewal, dramatically advancing the field of strategic human capital with respect to both academic knowledge and managerial applications. Innovative and cutting-edge, this book offers crucial insights for scholars investigating strategic management and strategic human capital, as well as researchers interested in entrepreneurship and human resource management. It will also benefit managers and practitioners, providing guidance in developing and implementing strategic human capital visions.Trade Review'This thoughtful text by Lanza and Simone considers one of the most important topics in management research today - how and when human capital is strategic, and its implications for firm performance. Not only does it offer a glimpse into the state of our current understanding of these issues, but it explores fresh and creative empirical analyses in an interesting context.' --Timothy Folta, University of Connecticut, USTable of ContentsContents: 1. Strategic Human Capital at the Crossroads 2. Understanding and clarifying the dynamics of Strategic Human Capital effects on performance: a quasi-replication of a major literature evidence 3. The effect of Strategic Human Capital renewal on organizational results: an empirical examination in the Italian Serie A professional football league 4. Get the most from your most important asset. A conceptual and managerial model for harnessing the value of Strategic Human Capital Index

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Book SynopsisOffering a conceptual framework that integrates strategy, product, process and human resource research, this timely book interrogates these four critical and interrelated areas of innovation management. Chapters examine new insights into the latest trends in the field, providing a holistic view into key management strategies that benefit both up-and-coming and established businesses. International contributions from leading scholars analyze cases and research from the USA, Japan, China and Brazil as well as a range of European countries, highlighting the successes and failures of key innovation management systems. The book looks at ways to create a sustainable innovation strategy, and how this can be implemented to achieve competitive advantage in the long run. The suggested integrated framework allows for a sound understanding of influential managerial elements, making this an important read for practitioners hoping to define and renew successfully innovative organisations. Management and entrepreneurship scholars will benefit from the novel insights into innovation strategy explored in the book. Contributors include: V. Auruskeviciene, F. Bernhard, J. Chen, A. Chmieliauskas, S. Conner, G. Gopal, K. Grigorjevaite, A. Klimaviciene, J. Li-Ying, D.P.T. Lopes, T. Onaka, E. Pilkauskaite, S. Senkevic, S. Sereika, S. Simkonis, V. Skudiene, O. Stangej, K. Tadakuma, G. Vezeliene, Y. Wang, R. WickramasekeraTrade Review'This book arrives in an insightful moment! Innovation Management is not only a relevant effort made by representative international authors, but also it is an up to date vision of the key topic of the 21st century, innovation and its management issues. Other than the role of strategy, product development and processes, we have to shed light to a fourth critical aspect on management of innovation: the role of people.' --Paulo A. Zawislak, Federal University of Rio Grande do Sul (UFRGS) and Innovation Research Center (NITEC), Brazil'Innovation is the lifeblood of an organization. For innovation management, one must address the strategy, product, process, and people components. This new book provides an invaluable contribution to the existing literature looking at innovation management from a worldwide perspective. New insights are gleaned from these case studies and global research perspectives. Keep on innovating!' --Jay Liebowitz, Harrisburg University of Sciences and Technology, US'I was excited to learn that Vida Skudiene, Jason Li-Ying, and Fabian Bernhard had teamed up to produce a book on innovation management from a strategic perspective. They did not disappoint. Building on their considerable international academic and practical experience, they have produced a must-read volume at the critical intersection of innovation and strategy from multiple perspectives. Drawing on the expertise of leading scholars from multiple countries, they have compiled critical insights into strategic, product, process, and human resource innovation management. Overall, this book offers solid economic and social perspectives which keenly inform the formulation of innovation strategy for managers, entrepreneurs, students, and academics.' --Charles H. Matthews, University of Cincinnati, USTable of ContentsContents: PART I INTRODUCTION 1 Innovation management: perspectives from strategy, product, process and human resource research 2 Vida Škudienė, Jason Li-Ying and Fabian Bernhard PART II INNOVATION MANAGEMENT STRATEGY 2 Innovation management through technology licensing in China 16 Jason Li-Ying, Yuandi Wang and Jin Chen 3 Innovation management: the Japanese way 27 Kenji Tadakuma, Tadao Onaka and Rumintha Wickramasekera PART III PRODUCT INNOVATION MANAGEMENT 4 Exploring best practices of new product development 48 Suzanne L. Conner 5 Product design innovation and functional innovation effects on consumers’ adoption of soft furniture 58 Vilte Auruskeviciene and Sabina Senkevic 6 Innovation and financial performance in telecommunication companies 72 Asta Klimaviciene and Sarunas Sereika PART IV PROCESS INNOVATION MANAGEMENT 7 Implementing process innovation by integrating continuous improvement and business process re-engineering 93 Gurram Gopal and Egle Pilkauskaite 8 New role of systems analysts in Agile requirements engineering 114 Alfredas Chmieliauskas, Kristina Grigorjevaite and Saulius Simkonis PART V HUMAN RESOURCE INNOVATION MANAGEMENT 9 Transforming human resource management: innovative e-HRM value creation for multinational companies 140 Vida Škudienė, Gintare Vezeliene and Olga Stangej 10 Human resource management perspective on innovation 167 Daniel Paulino Teixeira Lopes 11 On the emotions that spark innovative and entrepreneurial behaviors in employees 182 Fabian Bernhard PART VI CASE STUDY 12 UPS Lithuania – choose your own salary 190 Vida Škudienė and Ilona Buciuniene Index 196

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Book SynopsisEquality, diversity and inclusion (EDI) have become features of organizations as a result of both legal and societal advances as well as neoliberal economic reasoning and considerations. While current research approaches frequently fall short of addressing the challenges faced in EDI research, this benchmark Handbook brings coverage of research methods in EDI up to date, and advances the development of research in the field.Bringing together well-known academics and researchers, this Handbook is a distillation of current and novel research in the field of EDI. Chapters present groundbreaking new research and methodological perspectives on international, regional and national issues, from equal opportunities and gender mainstreaming to managing diversity in legal, political and socio-economic contexts. Alongside this, the authors discuss new analytic directions to advance empirical EDI research. This Handbook will help to shape the present and future EDI discourse.The book is an invaluable addition to the current literature, particularly for students of EDI and researchers working in the fields of human resource management, strategic management and organization, and culture and change management as well as entrepreneurship and marketing.Contributors include: D. Atewologun, C. Baron, I. Bleijenbergh, E.H. Buttner, H.A. Downs, H. Eberherr, D. Foley, K.M. Hannum, E. Henry, J. Hofbauer, R. Hofmann, E.L. Holloway, C.A. Houkamau, M. Janssens, D. Jones, A. Klarsfeld, K. Kreissl, M. Lansu, J. Louvrier, K. Lowe, R. Mahalingam, A.J. Mills, J.H. Mills, S. Mooney, E. Ng, B. Poggio, N. Rumens, I. Ryan, B. Sauer, H.L. Schwartz, C.G. Sibley, A. Striedinger, P. van Arensbergen, I. Wasserman, J. Wergin, P. ZanoniTrade Review'Despite the depth and volume of research on diversity in organizations, very little attention is given to research methods. The Handbook of Research Methods in Diversity Management, Equality and Inclusion at Work breaks new ground, providing a comprehensive volume of not just methods but also the social and political context in which diversity research is embedded. Particularly impressive is the ''diversity'' of epistemological perspectives so critical to today's global and transnational context.' --Stella Nkomo, University of Pretoria, South AfricaTable of ContentsContents: Introduction Lize A.E Booysen, Judith K. Pringle and Regine Bendl Part I Research Dilemmas in EDI 1. Contextualizing the EDI Research Agenda in the Larger Social Sciences Research Landscape Judith K. Pringle and Lize A.E. Booysen 2. Finding the Right Design for EDI Research Jon F. Wergin 3. Evaluation Research in the EDI Field Kelly M. Hannum and Holly A. Downs 4. Negotiating, Gaining and Maintaining Access: What Can We Learn About Diversity? Jonna Louvrier 5. Queered Methodologies for Equality, Diversity and Inclusion Researchers Nick Rumens 6. Comparative and Multi-Country Research in Equality, Diversity, and Inclusion Eddy S. Ng and Alain Klarsfeld Part II Methodology and Methods for collecting EDI Material 7. Intersectionality as a Methodological Tool in Qualitative Equality, Diversity and Inclusion Research Doyin Atewologun and Ramaswami Mahalingam 8. Theorizing Diversity and (In)equality Through the Lens of Critical Discourse Analysis Patrizia Zanoni and Maddy Janssens 9. Feminist Methods and the Study of Gendering of Organizations Over Time Albert J. Mills and Jean Helms Mills 10. Indigenous Research: Ontologies, Axiologies, Epistemologies and Methodologies Ella Henry and Dennis Foley 11. Autoethnography: Adding Our Stories to EDI Research Irene Ryan and Shelagh Mooney 12. Participants as Collaborators: Coordinated Management of Meaning (CMM) as Collaborative Research Method Ilene C. Wasserman 13. Chameleons Change Colour: Studying Academic Careers in Gendering Contexts - A Case for Multilevel Analysis Johanna Hofbauer, Katharina Kreissl, Birgit Sauer and Angelika Striedinger Part III Methods and Techniques for EDI data analysis 14. Surveys and Scales in EDI Research Carol Baron 15. Meta-Analytic Research in the Field of EDI: A Review of Some Current Findings and Identification of Opportunities for Future Research Kevin B. Lowe and E. Holly Buttner 16. Queering Quantitative Research: Dealing with Processes of Categorization in EDI Research Roswitha Hofmann 17. Participatory Action Research to Support Diversity and Inclusion Inge Bleijenbergh, Pleun van Arensbergen and Monic Lansu 18. Routinized Practices: Using the Documentary Method to Research Incorporated Knowledge Helga Eberherr 19. Deconstructing and Challenging Gender Orders in Organisations Through Narratives Barbara Poggio 20. Diversity Trouble: Feminist Foucauldian Discourse Analysis Deborah Jones 21. Mixed Methods and the Scientific Study of Māori Identity: The Story Behind the Multi-Dimensional Model of Māori Identity and Cultural Engagement Carla A. Houkamau and Chris G. Sibley 22. Drawing from the Margins: Grounded Theory Research Design and EDI Studies Elizabeth L. Holloway and Harriet L. Schwartz Index

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