Personnel and human resources Books

Book SynopsisLEARN TO HANDLE EMPLOYEE CORRECTIVE ACTIONS LEAGALLY AND ETHICALLYA quick guide to legally and ethically mastering progressive discipline and structured termination, from the leading voice in HR expertise.Paul Falcone, author of 101 Sample Write Ups for Documenting Employee Performance Problems and renowned HR and leadership expert, breaks down the best practices for progressive employee discipline and structured terminations into easy-to-understand steps that will help you avoid common legal and ethical pitfalls.Leadership Defense answers practical, legal, and ethical questions surrounding employee discipline and termination, including how to: Mediate employee disputes and engage in healthy conflict resolution strategies Avoid the preemptive strike of “pretaliation” against unsuspecting managers or supervisors Address attitude problems and stop bullying in its tracks

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Book SynopsisIn Employment Relations the authors translate years of experience, with the help of interesting vignettes, real life examples and connections with popular culture, into a critical understanding of the topic that brings the field to life. Conceived by Chris Grey as an antidote to conventional textbooks, each book in the Very Short, Fairly Interesting and Reasonably Cheap' series takes a core area of the curriculum and turns it on its head by providing a critical and sophisticated overview of the key issues and debates in an informal, conversational and often humorous way. An excellent supplementary text for Employment Relations and HRM students oranyoneinterested in a short, succinct book on the subject ofEmployment Relations. Trade ReviewAn accessible introduction to the interdisciplinary field of employment relations that also sheds light on broader social and economic dilemmas we face. The authors are provocative - hitting the important tensions and contradictions facing working people today - with rich anecdotes from popular media and culture that bring the underlying academic research to life. -- Rosemary BattThis book provides an elegant, insightful and concise introduction to the field of Employment Relations. It is essential reading for anyone entering the field as a student and is an equally essential aid for anyone teaching in the subject area. -- Edmund HeerySo, is the book ‘fairly interesting’? Definitely. It is a delight to read a work that explains employment relations in an accessible and educative way while demonstrating the importance of the topic and its fundamentally conflictual nature. The book serves as an excellent introduction to employment relations for students, but will hopefully also inspire professors and lecturers to take new and interesting approaches to teaching the topic. It certainly inspired this reviewer. -- Stan De SpiegelaereThis is an essential introduction to the field of employment relations. Highly accessible and engaging, the key dynamics of employment relations are charmingly unpacked with quirky illustrations and cultural reference points. It is no arid textbook, but it packs a powerful punch that locates contemporary employment relations within a wider societal, political and economic context and the rising levels of inequality that need to be challenged. -- Mark StuartI really did enjoy and chuckle reading this. And boy did it take me back! Without wishing to sound too irreverent I can only conclude: Despite having rubbish jokes and a terrible taste in music, the authors have written a book that makes ER genuinely interesting. -- Dr Peter DwyerThis book is short and reasonably cheap but also intensely interesting, informative and entertaining! The authors convincingly demonstrate that employment relations are important not only for anyone in today’s workforce but also for how social wealth and income are distributed throughout society. It should be on every business school’s reading list. -- Russell LansburyDundon, Cullinane & Wilkinson′s A Very Short, Fairly Interesting and Reasonably Cheap Book About Employment Relations may indeed be short and quirky. More importantly however it is substantial in content, balanced in approach and characterised by an engaging contemporary orientation, addressing as it does precarious work, low/zero hours contracts and the impact of technology and robotics on work and working lives. It also provides a critical and informed analysis of the impact of globalisation and financialisation. I have no doubt that students will like it. Who couldn′t like an ER text that uses "Johnny Rotten′s sneer" to illustrate the growth of radicalism in the 1970s? -- Dr Patrick GunnigleTable of ContentsChapter 1: Introducing Employment Relations Chapter 2: A Very Short History on Employment Relations and Its Perspectives Chapter 3: Casinos, Crises and Cutbacks: the Context for Employment Relations Chapter 4: Who’s Who in Employment Relations? Chapter 5: Collaboration and Consent: Cooperation at Work Chapter 6: Strikes and Strife: Conflict at Work Chapter 7: Having a Say: Earnings and Working Time Chapter 8: Some Concluding Thoughts: ER Education, Immiseration and Automation

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Book SynopsisWritten by leading experts in the field, this bestselling textbook has guided over 25,000 students across 130 countries through their International Human Resource Management studies. Retaining its critical edge, academic rigour and breadth of coverage, the sixth edition has been thoroughly updated to include cutting-edge content on the Covid-19 pandemic, digitalization and artificial intelligence (AI), as well as a broad range of new case studies and practical examples from organizations around the globe. Suitable for upper-level undergraduate and postgraduate students of International Human Resource Management. Lecturers can visit the companion website to access a range of online resources designed to support teaching, including a teaching guide, PowerPoints, videos with critical thinking questions and answers, and selected content from the SAGE Business Cases platform. B. Sebastian Reiche is Professor of People Management at IESE Business School in Barcelona. Anne-Wil Harzing is Professor of International Management at Middlesex University, London, Visiting Professor at Tilburg University, and Fellow of the Academy of International Business. Helene Tenzer is Assistant Professor of International Management at LMU Munich School of Management.Trade ReviewSebastian Reiche, Anne-Wil Harzing and Helene Tenze yet again set the bar for textbooks in this area. The thoughtfully curated chapters, written by leading global scholars, include the very latest research and thinking, and are comprehensive, critical and accessible. This volume will continue to be the go-to volume for anyone teaching or studying international Human Resource Management. -- Professor David CollingsTable of ContentsPart 1 Cultural, Comparative and Organizational Perspectives on IHRM Chapter 1 Comparative Human Resource Management Chapter 2 Culture and Cross-Cultural Management Chapter 3 Multinational Companies and Institutional Environments Chapter 4 Approaches to International Human Resource Management Part 2 IHRM Functions Chapter 5 International Assignments Chapter 6 Global and Local Resourcing: The Cases of Japan, China and Vietnam Chapter 7 Training and Development: Developing Global Leaders and Expatriates Chapter 8 Global Performance Management Chapter 9 Total Rewards in the International Context Part 3 IHRM Contexts Chapter 10 Regulation and the Changing Context of International Human Resource Management Chapter 11 The Transfer of Employment Practices across Borders in Multinational Companies: From Context to Actors Chapter 12 People Management in Cross-Border Mergers and Acquisitions Chapter 13 Equal Opportunity, Diversity and Inclusion in the Global Context Chapter 14 Corporate Social Responsibility and Sustainability through Ethical HRM Practices

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Book SynopsisA model for social experiential learning focused on choice.Lecturing on its own is ineffective. But what’s the alternative? Combine the best of brain science and learning theory with the power of choice. Deliver meaningful training programs that stimulate your learners, rather than bore them to sleep.Let Them Choose shows you how to get participants out of their seats and into station-based activities catered to distinct learning preferences, interaction types, and technology options. Part experiential, part social, and part emotional, the Cafeteria Learning Style model encourages learners to explore and absorb content at their own speed and direction. It puts learners in the best position to succeed.Supercharge the relevance of your content by encouraging learners to act, problem-solve, and construct their own knowledge. Apply content (the ingredients) to a variety of interchangeable activities (the recipes) that result in learning experiences (the meal) that acknowledge their diversity. Allow them to choose whether to engage with your content through collaboration, competition, movement, or reflection, on their own or with a partner or group.Adult learning experts Shannon McKenzie and Jillian Douglas walk you through designing, facilitating, and measuring a learning experience that’s proven to delight your learners. Watch retention and engagement soar as you use this easily replicable model to give your training program participants the freedom to choose.Table of ContentsPreface: Where It All Began v Introduction xi 1. How We Learn 1 Experiential Learning 2 Emotional Learning 5 Social Learning 6 Learning for Introverts and Extroverts 7 Learning Through Play as Adults 9 Lecturing on Its Own Is Ineffective 10 Constructivist Learning 11 The Missing Piece: Choice 13 Summary 15 2. What Is Cafeteria Learning? 17 A Cafeteria Learning Story 18 Summary 24 3. Getting Buy-in for Cafeteria Learning 25 Benefits to the Learner 25 Benefits to the Organization 27 Benefits to the Learning Professional 28 Can Cafeteria Learning Really Work for Your Organization? 30 Stakeholders Would Never Buy Into This" 31 I Don't Think It Will Work for Learners" 34 Summary 37 4. Writing Cafeteria Learning Objectives 39 Clarify Content 39 Identify the Learning Outcome 41 Identify the Learning Objectives 41 Allow for Choice 43 Summary 44 5. Designing Cafeteria Learning Activities 47 Brainstorm Activities 47 Check Activities Against Learning Experience Categories 49 Select Final Activities 53 Plan and Document Activity Details 55 Prepare Workshop Materials 59 Summary 65 6. The Framework 67 Priming 67 Foundational Content 68 Debriefing 69 Summary 71 7. Facilitating Cafeteria Learning 73 Preparation Prior to the Workshop 73 During the Workshop 76 After the Workshop 78 Summary 78 8. Measuring and Evaluating the Results 81 Create a Measurement Plan 81 Unintended Outcomes 82 Implementing a Measurement Plan 83 Using Baseline Metrics 85 Summary 86 9. Case Studies 87 ASTD Cascadia Chapter 2012 Conference: The Brain Is Not a Bucket" Session 87 The Virginia Garcia Memorial Health Center 90 Wellness at Kimpton Hotels & Restaurants 93 Daimler Trucks North America (DTNA) 95 PeaceHealth 99 10. Tried-and-True Cafeteria Learning Activities 103 References 117 About the Authors 121 Index 123

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Book SynopsisEmma Bridger is one of the world's leading employee engagement and experience experts. She is the founder of People Lab and co-founder of The EX also the author of Employee Engagement and Employee Experience by Design, both published by Kogan Page. She is based in Brighton, UK. Lee Smith played pivotal roles in shaping employee communication and engagement at some of the world's leading organizations. He was the co-founder of Gatehouse and the co-founder of The EX Space. He helped develop one of the first competency frameworks for internal communication and is based near Shrewsbury, UK.

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Book SynopsisCharles Leatherbarrow is now retired. His career led him into managing the HR and Training functions within the oil and gas exploration sector in locations around the world. His later life was in academia, lecturing, researching and writing about human resource management.Janet Fletcher, Chartered FCIPD, is a senior lecturer in HRM at the University of Wolverhampton, UK.Trade Review"This book does a brilliant job in introducing HRM to entry level students. It is pitched at the right level where it helps the reader in understanding the underlying principles and foundations of the many aspects of modern HRM practice. It also balances that by presenting students with up-to-date examples and case studies which deepen their learning and application of the concepts. There is a nice mixture of activities, theory, questions and case studies to provide a multi-layered learning and teaching platform." * Sterling Rauseo, Lecturer in Human Resources and Organizational Behaviour, Business School, University of Greenwich *"This text outlines key HR themes through a series of readable chapters, engaging activities and really useful case study examples. I love that the topics draw on academic, practical and professional spheres on the HR world and that there is a focus on how themes link with each other to provide a fuller picture. This produces a book which not only provides a great basic underpinning knowledge but extends learning with self-directed study ideas and review activities." * Dr Frances McGregor, Senior Lecturer in Human Resource Management, Huddersfield Business School *"This is a very good introduction to human resource management which is great for entry level students and also a good basic reference for anyone making a career move into the profession or working with HR. The book is ideal for both online/distance learning and classroom-based students as chapters contain a mix of content including factual information, research-based activity, case study examples, reflective statements and ideas for group work. I will definitely recommend this book to undergraduate students." * Karen Trem, Lecturer in People Management, Leadership and Governance, Leeds Beckett University *"Holistic, integrated coverage of CIPD standards, particularly for those who want to delve deeper into the wider concepts having an impact on the contemporary HR function. Varied case studies, activities and clearly defined concepts are great for the independent learner." * Andrea Young, Learning and Development Consultant *Table of Contents Chapter - 01: Organisations; Chapter - 02: Aspects of organisational culture; Chapter - 03: Human Resource Management (HRM); Chapter - 04: The role of the HR practitioner; Chapter - 05: Human resource planning; Chapter - 06: Recruitment; Chapter - 07: Selection; Chapter - 08: Induction and retention; Chapter - 09: Learning and development – Key Concepts; Chapter - 10: Learning and development – The practical aspects; Chapter - 11: Employee motivation and performance; Chapter - 12: Employee reward; Chapter - 13: The employment relationship; Chapter - 14: Health, safety, well-being and work-life balance; Chapter - 15: Diversity and equality; Chapter - 16: Understanding employment law; Chapter - 17: Ending the employment relationship; Chapter - 18: Change management; Chapter - 19: Handling and managing information

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Book SynopsisProfessor Kathy Daniels runs her own consultancy advising, speaking and writing about employment law. She is an Associate of the Chartered Institute of Personnel and Development (CIPD), running employment law courses for HR professionals and line managers. She is a lay member of the Employment Tribunals, sitting in Birmingham. Prior to these appointments she was a senior HR manager in the manufacturing sector.

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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 Synopsis'A must-read to take your team to the next level' Marshall GoldsmithHabits are crucial for personal productivity. But we rarely work alone: achieving our goals depends on how well we work with others. And teams have their own habits that can accelerate - or block - success.In this essential handbook, productivity and teamwork expert Charlie Gilkey shows how to cultivate, implement and maintain the small habits that lead to big results for any team. From the Team Habits quiz, where you can identify the habits you need to build (or break) to a roadmap for putting them into practice, this book is full of clear, simple actions to:- run more productive meetings- eliminate pointless emails- make better, swifter decisions- create a stellar culture of belongingTeam Habits is the difference between teamwork that feels like a struggle and collaboration that empowers everyone to deliver their best.

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Book SynopsisRebecca Foden is a visionary leader in global early careers and talent acquisition, recognized for her groundbreaking work in advancing STEM recruitment, promoting social mobility, driving diversity and spearheading digital innovation. Named ono of the Top 5 Most Innovative Women in Recruitment, she has successfully led transformative talent initiatives for renowned global brands such as Synopsys, EY and Transport for London. She is based in London, UK.

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Book SynopsisPrianka Jaidka is an award-winning HR leader, based in Newcastle, UK. In 2024, she was featured in a Careers Ahead magazine article, 'Navigating your early career - practical HR tips for young professionals' and was a keynote speaker at Karren Brady's Women in Business & Tech 2024. The author also works in partnership with Newcastle Business School, providing careers insight sessions for HR students.

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Book SynopsisMark Price is the former Managing Director of Waitrose and former Deputy Chair of the John Lewis Partnership. He is the founder of WorkL for Business and WorkL, Chair of The Fair Trade Foundation, NED of Coca-Cola, Chair of Business in the Community and Former President of the Charted Management Institute. He was formerly Minster of State for Trade and Investment. He is based in London, UK.

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Book SynopsisBeing good at your job is a great way to start your career. But to fulfil your potential and get more senior roles, you need more than technical expertise. Joanna Gaudoin has helped thousands of bright, capable professionals master the essential skills that will take them to the next level of their careers. From making a good impression to dealing with difficult people, from building external relations to acing your online presence, here are all the skills you need to get that promotion - in just 6 minutes!

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Book SynopsisWith hindsight, we tend to exaggerate what we had known with foresight. This phenomenon can be observed in a memory design in which previous judgements have to be recalled after outcome information has been made available, or in a hypothetical design in which participants receive outcome information but are asked to ignore it when subsequently judging what they would have said without this information. Since the introduction of this so-called hindsight bias or knew-it-all-along effect to the psychological literature in the mid-seventies, there has been immense research on this topic. This special issue presents ten articles that describe the most recent theoretical developments and empirical results. After a brief introductory overview of the state of the art, the issue commences with two process models (SARA, Pohl, Eisenhauer & Hardt; and RAFT, Hertwig, Fanselow & Hoffrage), which are formalized enough to allow for computer simulations. Subsequently, Hardt and Pohl demonstrate how the hindsight bias is related to the phenomenon of anchoring, and Schwarz and Stahlberg propose that due to meta-cognitive processes, the outcome information is deliberately chosen as such an anchor. In a variant of the meta-cognitive approach, Werth and Strack argue that ease of retrieval of an answer is used as a cue to infer its correctness and to determine one's confidence in its correctness. Similarly, Pezzo proposes a model that predicts hindsight bias from feelings that arise when trying to make sense of the outcome information in light of prior expectations. Mark et al. and Renner adopt a motivational perspective and explore the impact of self-relevance of the outcome information. Blank, Fischer, and Erdfelder report a successful replication of the hindsight bias in two political elections, and Musch explains some of the variance in hindsight bias using personality factors.Trade Review'This collection of articles represents a great contribution towards the literature on hindsight bias and towards our understanding of the origin of this phenomenon, while opening many interesting new paths for research.' - Gaelle Villejoubert, Applied Cognitive PsychologyTable of ContentsU. Hoffrage, R.F. Pohl,Introduction.R.F. Pohl, M. Eisenhauer, O. Hardt, SARA - A Cognitive Process Model to Simulate the Anchoring Effect and Hindsight Bias. R. Hertwig, C. Fanselow, U. Hoffrage, Hindsight Bias: How Knowledge and Heuristics Affect Our Reconstruction of the Past. O. Hardt, R.F. Pohl, Hindsight Bias as a Function of Anchor Distance and Anchor Plausibility. S. Schwarz, D. Stahlberg, Strength of the Hindsight Bias as a Consequence of Meta-cognitions. L. Werth, F. Strack, An Inferential Approach to the Knew-it-all-along Phenomenon. M.V. Pezzo, Surprise, Defence, or Making Sense: What Removes the Hindsight Bias? M.M. Mark, R. Reiter, K.M. Eyssell, L.L. Cohen, S. Mellor, "I Couldn't Have Seen it Coming": The Impact of Negative Self-relevant Outcomes on Retrospections about Foreseeability. B. Renner, Hindsight Bias after Receiving Self-relevant Health-risk Information: A Motivational Perspective. H. Blank, V. Fischer, E. Erdfelder, Hindsight Bias in Political Elections. J. Musch, Personality Differences in Hindsight Bias.

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Book SynopsisKaren Waite is Lead External Quality Advisor for the Chartered Institute of Personnel and Development (CIPD) and Founder and Director of Leap Like a Salmon Ltd. She is based in Leeds, UK. Kathy Beevers, Chartered FCIPD, is a qualified trainer, coach and author. She runs a learning and qualifications consultancy, Lightbulb Learning Ltd, and is also the Chief External Quality Advisor (CEQA) for CIPD. She is based in Halifax, UK. Nicky Small is an HR Lecturer at Solihull College and University Centre, UK, with over 30 years' experience of working in and teaching HR. She is based in Birmingham, UK.Dr Keith Tomlinson is an HRM and Management Consultant, based in Lancashire, UK, with over 20 years of experience in designing and delivering HRM and management programmes within the HE and FE sector. Shazad Hussain is the Human Resources Director for Justice and Immigration at Serco, Ltd. He is based in Bradford, UK.Trade Review"People Practice is indeed a complete guide! It provides full coverage of the topics existing and aspirant people managers and specialist practitioners of HR, L&D or OD need to know and understand to plan and deliver great people practice. The activities and case studies prompt reflection and provide inspiration in equal measure and will encourage readers to evaluate people practices in their own organisations. It should be essential reading for all those who are intent on creating and sustaining great people practices." * Amanda Thompson, Head of Personalisation and Experiential Learning, Nottingham Business School, Nottingham Trent University *"This book provides a comprehensive overview of the core elements of people practice, which will be extremely useful to all students studying HRM, but also HR practitioners as a part of their professional development. In particular, it draws on a number of contemporary issues and with the inclusion of activities and case studies, it supports the practical application of this knowledge helping to bring the learning to life." * Helen Bessant, Lead Assessor for CIPD Level 3 & 5 qualifications and Online Tutor, ICS Learn *"The perfect accompaniment for both CIPD students and people professionals. The range of topics reflect the changing nature in the world of work in today's organisations. It is a comprehensive guide to the fundamental components of modern HR, written by leading experts who provide insightful perspectives, alongside relevant activities and case studies. This easily understandable and relatable book is an essential resource for all aspiring and practicing people professionals." * Justine McCallum, CIPD Lecturer, Solihull College and University Centre *"This is an essential guide for academics teaching the new CIPD qualifications, as well as for students and practitioners. The text has clearly been designed to meet the new CIPD standards and written collaboratively by those highly experienced in the field of human resource management." * Michelle Kirkham, Curriculum Leader, Leadership and Management, Blackpool and The Fylde College *Table of Contents Chapter - 00: Introduction; Chapter - 01: Business, culture and change; Chapter - 02: Evidence-based practice and analytics; Chapter - 03: Core behaviours for people professionals; Chapter - 04: The employee lifecycle and recruitment process; Chapter - 05: Selection and appointment; Chapter - 06: The employment relationship; Chapter - 07: Performance management; Chapter - 08: Reward and reward systems; Chapter - 09: Supporting others to develop skills and knowledge

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Book SynopsisMichael Armstrong is the UK's bestselling author of Human Resource Management books including Armstrong's Handbook of Human Resource Management Practice and several other titles published by Kogan Page. With over a million copies sold, his books have been translated into twenty-one languages. Based in London, UK, he is managing partner of E-Reward as well as an independent management consultant. Prior to this he was a chief examiner of the Chartered Institute of Personnel and Development (CIPD) and an HR director of a publishing company.Trade Review"I am an avid fan of Michael Armstrong's Handbook series and have used them successfully with my CIPD classes for several years. This text includes current debates on whether traditional performance management systems add value to an organization and discusses in depth the movement towards 'performance leadership'. Armstrong has included distinct sections on hot topics such as managing the performance of home and international workers that my students at all levels will find useful, particularly for the latest CIPD suite of courses. I will be recommending this text to my students and predict that I will see many references to it in their future assessments." * Dianne Johnson, CIPD Course Advisor, Watson Martin Ltd *"The 7th edition confirms Michael Armstrong's standing as the preeminent author in the performance management field for both HR practitioners and business students. He relates evidence-based analysis of performance management principles and processes to their utilization by managers who wish to become 'performance leaders' in today's organizations. Armstrong identifies significant challenges to traditional approaches to performance management, together with ways of addressing these and evaluating performance management's enhanced contribution. The new chapter on managing the performance of homeworkers is particularly welcome given the increased emphasis on homeworking following the Covid-19 pandemic." * Dr John Simmons, Lecturer, University of Liverpool, Management School *"As an academic teaching in the field, backed with years of relevant industry experience, Armstrong's Handbook of Performance Management is both a professional practitioner and academic toolkit, resourced with a complete suite of comprehensive tools and techniques managers and leaders need in today's business landscape. I am confident that any student pursuing to acquire the competencies of a performance leader will certainly experience the promises that the book seeks to achieve. It is definitely a valued book that will have a long tenure in the collection of the successful leader." * Dr. Stephen Tan, Murdoch Business School, College of Arts, Business, Law and Social Sciences *Table of Contents Chapter - 00: Introduction Section - Part One: Performance management fundamentals; Chapter - 01: The meaning and nature of performance management; Chapter - 02: The conceptual framework of performance management; Chapter - 03: Performance management systems; Chapter - 04: Performance management issues; Chapter - 05: Performance management developments; Section - Part Two: Performance management processes; Chapter - 06: Performance leadership; Chapter - 07: Performance and development planning; Chapter - 08: Assessing performance; Chapter - 09: Conducting performance reviews; Chapter - 10: Multi-source feedback; Section - Part Three: Performance management skills; Chapter - 11: Defining objectives; Chapter - 12: Providing feedback; Chapter - 13: Coaching; Chapter - 14: Managing underperformance; Section - Part Four: Applications of performance management; Chapter - 15: Managing organizational performance; Chapter - 16: Managing team performance; Chapter - 17: International performance management; Chapter - 18: Managing the performance of homeworkers; Chapter - 19: Performance management and learning; Chapter - 20: Performance management and talent management; Chapter - 21: Performance management and reward; Chapter - 22: Performance management and employee engagement; Section - Part Five: Managing performance management; Chapter - 23: Developing performance management; Chapter - 24: Learning about performance management; Chapter - 25: Evaluating performance management; Section - Part Six: Conclusions; Chapter - 26: Where is performance management today?;

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Book SynopsisChris Brewster is a professor of International HRM at Henley Business School.Elizabeth Houldsworth is an associate professor of Leadership, Organisations and Behaviour at Henley Business School.Paul Sparrow is the Emeritus Professor of International HRM at Lancaster University, Management School.Guy Vernon is an associate professor of Human Resource Management at Southampton University.Trade Review"A must read for everyone interested in the various facets of International HRM. Fully up-to-date and highly accessible with a unique combination of comprehensiveness and detailed insight." * Wolfgang Mayrhofer, Professor, Chair of Interdisciplinary Institute of Management and Organizational Behaviour, WU Vienna, Austria *"This fifth edition of International Human Resource Management, authored by a team of top scholars in the field, provides an excellent reference point for those who are interested in learning about managing the workforce in the international context. The volume offers great insights into theories, practices, and a comprehensive range of issues related to people management." * Fang Lee Cooke, Distinguished Professor, Monash University, Australia *"This book impressively connects International Human Resources Management (IHRM) to different internal and external contexts. It shows us that a rapidly changing World and its most significant events are shaping a variety of activities within the IHRM, such as managing international mobility, international talent management and reflections on the role of both globalization and deglobalization in shaping the future HRM. This book can be a useful tool for both managers trying to solve problems that hinder their decision-making and students, for whom, according to the latest approach to acquiring knowledge and its use in practice, critical thinking and situational and pragmatic approach are necessary. Taking all these aspects into account I am convinced that this book will be one of the most important that everyone consciously dealing with IHRM will reach for." * Lukasz Haromszeki, Assistant Professor, Head of NZZL and IHRM PS, Wroclaw University of Economics and Business, Poland *"The fifth edition by Brewster, Houldsworth, Sparrow and Vernon is organised into three parts of the institutional and cultural context, aspects of comparative HRM, and IHRM. It is not only up to date with the latest research evidence, but also analyses post-pandemic scenarios, technological advancement, and geo-political dynamics. An understanding of such context-specific developments is critical for managers to develop relevant international HRM practices and policies for their firms to successfully operate globally. This volume should be of great use for both academics and practitioners." * Pawan Budhwar, Professor, 50th Anniversary Professor of International HRM, Aston Business School, UK *"This book should be in the library collection of anyone interested in IHRM. It covers all the most important issues that determine the shape of IHRM both from the outside and from the inside in a very accessible way. There are very precious considerations regarding economic, political, legal, social, cultural, geographical and technological factors. The most important events that have recently taken place in the world are taken into account as well, such as the Great Recession of 2007-2009, Brexit, the covid-19 pandemic, Russia's aggression against Ukraine, and the development of industry 4.0. It is shown how all these factors and events shape various policies, functions, activities or systems of IHRM and to what extent they should be taken into account when making managerial decisions in this regard. I rate the book very highly in terms of content. It is not only a valuable collection of very up-to-date knowledge in the field of IHRM, from the perspective of management practitioners, but also has special didactic and pedagogical values. The authors took care of its attractiveness from the perspective of students acquiring knowledge on academic courses and equipped it with numerous tools for assimilating new knowledge and strengthening it in practice." * Marzena Stor, Professor, Strategic International Human Resources Management, Head of Human Resources Management Department, Wroclaw University of Economics and Business, Poland *"This fifth edition is a superb revision by four outstanding academics. Together they have substantially revised and updated all the chapters to reflect the new post-Covid era that has ushered in tremendous changes for many crucial IHRM topics including new shapes and forms of globalization, more uncertainly, new forms of global work, more demands for global talent management, and greater needs for MNE resiliency and rapid adaptation in our growing multi-stakeholder world. Overall, this revision is one that academics and practitioners alike will want to have at their fingertips!" * Randall S. Schuler, Distinguished Professor, Emeritus of Strategic International Human Resource Management, Rutgers University, USA; Visiting Scholar, University of Lucerne, Switzerland *Table of Contents Chapter - 01: International HRM - an introduction; Section - ONE: Cross-national human resource management; Chapter - 02: Differing national contexts; Chapter - 03: The impact of national culture; Section - TWO: Comparative human resource management; Chapter - 04: Employee relations and collective voice; Chapter - 05: Non-standard employment - flexibility, precarity and work–life balance; Chapter - 06: Work organisation – direct communication and autonomy; Chapter - 07: Extrinsic reward; Chapter - 08: Strategic workforce planning, recruitment and selection; Chapter - 09: Performance management; Chapter - 10: Training and development; Chapter - 11: Global HRM departments; Section - THREE: International human resource management; Chapter - 12: International HRM - theory and practice; Chapter - 13: Managing international mobility; Chapter - 14: International talent management; Chapter - 15: Globalising HRM;

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Book SynopsisStephen Taylor, Chartered CCIPD, is a Senior Lecturer in Human Resource Management at the University of Exeter Business School, UK and also a Chief Examiner for the CIPD. Based in Devon, UK, he previously taught at Manchester Business School and Manchester Metropolitan University Business School and has worked in a variety of management roles in the hotel industry and in the NHS.Professor Carol Woodhams is Professor of Human Resource Management and Head of Department of People and Organisations at the University of Surrey, UK. She has held various positions within the CIPD including National Examiner for Designing and Delivering Training and Editor of the flexible learning materials at Intermediate and Advanced levels and is based in Surrey, UK. She was named by HR Magazine as the most influential HR thinker in 2023.Trade Review"This is one of the most engaging and student-friendly books in the area of HRM. A variety of up-to-date learning activities and practical insights combined with the use of evidence-based research are core to the development of future HR professionals." * Dr. Anastasia Kulichyova,, Lecturer in HRM,, Manchester Metropolitan University *"An important overview which skilfully considers the contemporary HRM environment and essential people management topics with practical examples. Relevant to the first-time student of HRM or the experienced practitioner, this edition provides accessible and useful guidance that can be implemented immediately into study and practice. Expertly commentated and written with the reader in mind, this is a gift for all who study HRM." * Hannah Newbury, Lecturer in HRM, University of Plymouth *"This user friendly text book provides an easy to follow introduction to a range of core HR themes and principles and what it is like to work within the HR profession. Clear reference lists and 'explore further' resources support students to extend their study beyond the text book itself and regular case studies bring the theory to life. The Chapter on research and evidence practice in HRM provides an excellent insight into how students can evaluate the data and information they use to help with their academic study and decision making in the workplace. The clear layout enables students to read through each chapter in turn or to 'dip into' key sections as needed making it a valuable addition to the bookshelf for students and new practitioners alike." * Sheena Bevitt, Senior Lecturer in HRM, University of Derby *"This textbook is essential reading for students of People Management, in particular those studying CIPD's Associate Diploma in People Management or undergraduate degrees. It is well written and provides a balance between theoretical concepts and models and practice. This new edition, updated to align with CIPD's new qualifications will be invaluable to students, especially when used in conjunction with its companion text, Human Resource Management: People and organisations." * Nicky Small, CIPD lecturer, Solihull College and University Centre *Table of Contents Chapter - 01: The people management contribution; Chapter - 02: The people management business environment; Chapter - 03: Strategy and structure; Chapter - 04: Contemporary people management issues; Chapter - 05: Shaping people practice to benefit your organisation; Chapter - 06: Research and evidence-based practice in HRM; Chapter - 07: The behaviour of the people professional; Chapter - 08: Glossary; Chapter - 09: Appendices

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Book SynopsisMarie Carasco, Ph.D. is an HR executive and culture transformation strategist. She is VP of Organization Development, Culture and Diversity at GitHub, a Microsoft company and a faculty member in New York University's Human Capital Management portfolio of graduate and executive programs. She is also the Founder and Chief Social Scientist of Talent en Floré LLC, an executive coaching and organization change consulting practice based in New York, USA.

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Book SynopsisLaura Overton is an award-winning learning expert with over 35 years' experience in the industry. She is the founder of Towards Maturity, an academic fellow of the CIPD and the Royal Society of Arts. Based in London, UK, she is consistently recognized as a significant global influencer of workplace learning trends. Michelle Ockers is the Founder and Director of Learning Uncut where she helps organizations to develop a high-impact L&D strategy. Based in New South Wales, Australia, she is a popular keynote speaker and the host of the podcast series, Learning Uncut.

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Book SynopsisYou are shrunk to the height of a penny and thrown in a blender. The blades start moving in sixty seconds. What do you do? If you want to work at Google, or any of the world’s top employers, you’ll need to have a convincing answer to this and countless other baffling puzzles. Are You Smart Enough to Work at Google? Reveals the new extreme interview questions in the postcrash, hypercompetitive job-market and uncovers the extraordinary lengths to which the best companies will go to find the right staff. Bestselling author William Poundstone guides readers through the surprising solutions to over a hundred of the most challenging conundrums used in interviews, as well as covering the importance of creative thinking, what your Facebook page says about you, and what really goes on inside the Googleplex. How will you fare?Trade Review"Serious ammunition to pack for your next job interview." * Kirkus Reviews *"Poundstone offers strategies for making the best of nerve-racking situations, decoding interviewer's hidden agendas, and salvaging a doomed interview, in a solid treatment peppered with mind-bending puzzles. Poundstone's energetic, compelling writing...makes the book fun even for nonjob seekers." * Publishers Weekly *Enjoyable. Editor's Pick. * The Bookseller *Subtle and sophisticated... you will love this book. * The Observer *A great book. * Business Life *

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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 SynopsisNick Shackleton-Jones is HR Director, Talent & Learning at Deloitte, UK. His work focuses on building a better experience for employees and improving organizational performance. He was previously the Director of Learning and Performance Innovation at PA Consulting Group and Director of Learning Innovation and Technology at BP. He has also held senior roles in L&D at Siemens Communications and the BBC. Based in Reading, UK.Trade Review"Nick's book starts in the right place: he sees the world through the lens of a psychologist rather than a pusher of e-learning (from the previous edition)." * Roger Schank, John Evans Professor Emeritus, Northwestern University, CEO, Socratic Arts *"How People Learn will show you how to adopt new ways of thinking about learning that will help you design resources and experiences to support real learning. This is an important book for anyone who teaches others (from the previous edition)." * Colin Steed, co-founder and former chief executive, Learning & Performance Institute *"Nick does a tremendous job, starting off with how we learn, and then, deriving from it, best ways to design education and training - a formula for success. The book is fascinating and a must-read for anyone who wants to be knowledgeable in this area (from the previous edition)." * Dr Itiel Dror, Cognitive Neuroscience Researcher, University College London *Table of Contents Chapter - 00: Preface; Chapter - 01: Cognition; Chapter - 02: Learning; Chapter - 03: Education; Chapter - 04: Language and learning; Chapter - 05: Learning design; Chapter - 06: Learning elimination (performance consulting); Chapter - 07: Defining experience; Chapter - 08: Human-centred learning design; Chapter - 09: Bringing about change; Chapter - 10: Ethics and AI in learning; Chapter - 11: How to change someone's mind; Chapter - 12: The future

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Book SynopsisGemma Dale is a senior lecturer in the Business School at Liverpool John Moores University, teaching management, HR and personal development skills to first second and third year undergraduates. She is an experienced HR professional, as Chartered Fellow of the CIPD and Fellow of the HEA , with over twenty years of experience working in a range of HR roles across multiple sectors. Gemma Dale is the author of How to Work Remotely and Flexible Working, also published by Kogan Page.

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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 SynopsisW. Warner Burke is the E. L. Thorndike Professor of Psychology and Education and a founder of the graduate programs in social-organizational psychology at Teachers College, Columbia University. Originally educated as a social-organizational psychologist (Ph.D., University of Texas, Austin), Dr. Burke is currently engaged in teaching, research, and consulting. He teaches leadership and organization change and consultation. His research focuses on multi-rater feedback, leadership, organization change, and learning agility. Dr. Burke's consulting experience has been with a variety of organizations in business/industry, education, government, religious, health care systems, and professional services firms. Prior to his move to Teachers College, Dr. Burke was Professor of Management and Chair of the Department of Management at Clark University. Prior to the Clark assignment, Dr. Burke was an independent consultant from 1974 to 1976. For eight years he was a full-time professTable of ContentsPreface xii Part I: The Field of Organization Development Chapter 1: What Is Organization Development? 1 Chapter 2: Organization Development Then and Now 17 Chapter 3: Where Did Organization Development Come From? 45 Chapter 4: Organization Development as a Process of Change 69 Part II: Understanding Organizations: Diagnosis Chapter 5: Defining the Client: A Different Perspective 101 Chapter 6: Understanding Organizations: The Process of Diagnosis 115 Chapter 7: The Burke-Litwin Model of Organizational Performance and Change 145 Chapter 8: Understanding Organizations: Covert Processes 161 Part III: Changing Organizations Chapter 9: Planning and Managing Change 185 Chapter 10: Understanding and Changing Loosely Coupled Systems 209 Chapter 11: Does Organization Development Work? 239 Chapter 12: The Organization Development Consultant 255 Chapter 13: Coaching and Organization Development 281 Conclusion Chapter 14: Organization Development and the Future 307 References 325 Index 355

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Book SynopsisTibisay Vera is the UK Director of the Academy of Neuroscience and Education and the Founder and Director of Sparkling Performance. She designs and delivers programmes in applying neuroscience to change management and how to improve wellbeing during times of transformation.Melanie Franklin is a globally recognized thought leader in change management, the Director of Agile Change Management Ltd and Founder of the Continuous Change Community. She is the author of Agile Change Management, also published by Kogan Page

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Book SynopsisIntegrity—more than simple honesty, it''s the key to success. A person with integrity has the ability to pull everything together, to make it all happen no matter how challenging the circumstances. Drawing on experiences from his work, Dr. Henry Cloud, a clinical psychologist, leadership coach, corporate consultant and nationally syndicated radio host, shows how our character can keep us from achieving all we want to (or could) be. In Integrity, Dr. Cloud explores the six qualities of character that define integrity, and how people with integrity: Are able to connect with others and build trust Are oriented toward reality Finish well Embrace the negative Are oriented toward increase Have an understanding of the transcendent Integrity is not something that you either have or don''t, but instead is an exciting growth path that all of us can engage in and enjoy. Trade Review"[Integrity] lays out a transparent way to be a terrific leader by drawing on and improving your best traits." -- New York Times "Let Henry Cloud teach you how to live an authentic life. This is a must-read!" -- Ken Blanchard, Co-Author, The One-Minute Manager "Dr. Henry Cloud is an expert in helping leaders see hos their character development is essential to their effectiveness." -- Denis Beausejour, Consultant and former Global Vice President of Marketing, The Procter & Gamble Company "Dr. Cloud will show you how to produce the results you are looking for in your work and personal life." -- Dr. Phil McGraw, #1 New York Times bestselling author and host of the Dr. Phil show

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a huge range and FREE tracked UK delivery on ALL orders.

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Book SynopsisA practical handbook for making management great again Managing for Happiness offers a complete set of practices for more effective management that makes work fun.Trade Review"Jurgen's book should be on every leader's bookshelf!" (Management Services, September 2016)Table of ContentsPreface viii Better Management for Everyone Introduction 1 What Is Management 3.0? 1. Kudo box and kudo cards 23 Motivate People with Better Rewards 2. Personal maps 39 Improve Communication and Understanding 3. Delegation boards and delegation poker 59 Empower Workers with Clear Boundaries 4. Value stories and culture books 77 Define the Culture by Sharing Stories 5. Exploration days and internal crowdfunding 93 Make Time for Exploration and Self-Education 6. Business guilds and corporate huddles 109 Share Knowledge, Tools, and Practices 7 Feedback wraps and unlimited vacation 123 Learn How to Offer Constructive Feedback 8. Metrics ecosystem and scoreboard index 147 Measure Performance the Right Way 9. Merit money 171 Pay People According to Their Merits 10. Moving motivators 193 Discover Real Engagement of Workers 11. Happiness door 217 Aim for a Happier Organization 12. Yay! questions and celebration grids 235 Learn from Successes and Failures Conclusion 251 Never Stop Experimenting Notes 264 Index 274

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Book SynopsisRoss Sparkman is the Head of Strategic Workforce Planning at Nike. Previously, he was the Head of Strategic Workforce Planning & Analytics at LinkedIn and GE Aviation, the Strategic Workforce Planning Leader at Devon Energy and a Senior Consultant at Deloitte Consulting where he specialized in Human Capital Strategy and Workforce Planning & Analytics. He is based in San Francisco, California.

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Book SynopsisWall Street Journal and Publishers Weekly BestsellerLearn success secrets from original remote work pioneers on the mindset and strategies they developed to build and grow successful organizations from the ground up.With the unprecedented rise in remote work due to the pandemic, many businesses have struggled with how to effectively transition to a distributed format. Meanwhile, companies who had always been remote-first had a unique advantage: a highly scalable set of work processes, a unique communication style, and the proper “async mindset” required to succeed without an office.  This groundbreaking guide unlocks the secrets and the lessons discovered by those pioneer entrepreneurs and founders who have figured out how to harness the async mindset and grow their businesses remotely in the m

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Book SynopsisThe essential guide for working in diverse teams and across cultures today. This practical self-help guide will optimize the performance of individuals and teams working in an intercultural environment. By increasing awareness of the nature and impact of diversity in the workplace and national cultural differences, it demonstrates how to use the power of difference to achieve positive results for all. Learn how to mitigate unconscious bias to create inclusive organizations and how to use key cultural dimensions to communicate and cooperate in intercultural teams. Addressing the unique challenges of influencing across cultures and managing international transformation projects, this is an indispensable toolkit for a key competence in business.Leading interculturalist Robert Gibson challenges conventional ideas and makes new connections between culture, diversity and neuroscience in this modern guide for anyone working virtually or together in a diverse team or international business. Use these simple and proven approaches for better communication, collaboration, leadership and decision making in today's globalised workplace.Trade ReviewFinally a book on culture for the 21st century. For everyone wanting to successively navigate today's complexity and contribute to making a better and more inclusive world. * Toby Peyton-Jones OBE, former HR Director, Siemens UK & Northern Europe *With his long experience of providing training around the world for a multinational company, Robert Gibson knows best how culture affects people's success in doing business both locally and globally. * Marion Horstmann, former Corporate Vice President, Siemens *A wealth of experience carefully condensed in a hands-on book which will be a day-to-day reference for leaders seeking to create value from diversity. * Markus Tacke, CEO, Oerlikon Surface Solutions *Pioneering business interculturalist Robert Gibson is better qualified than most to help readers bridge the culture gaps. His many years as in-house intercultural consultant with one of Europe's most significant global players have given him a range of intercultural experience and insight unique in their breadth and richness. * Professor Peter Franklin, Konstanz University of Applied Sciences *A brilliant, comprehensive overview of what it really takes to work effectively in our increasingly multi-cultural world. Thought-provoking and practical, it challenges conventional ideas and develops new approaches for all those engaged in cross-cultural business activities. * Patrick Schmidt, former President, SIETAR Europa *The exercises, tools and advice are ideal for use by members of diverse teams seeking to develop their global competence * Qing Hua Xing, former Vice President, Head of HR APAC Region, Osram *Practical advice that could help a multicultural team to find the right formula and perform at its best * Marcello Russo, Director of Global MBA, Bologna Business School *The need to succeed working in international virtual teams while creating an inclusive work environment has become more important than ever. This practical guide is a great resource and inspiration for anybody who is working internationally or in diverse teams: provoking self-reflection, challenging assumptions and making important connections between neuroscience, culture and diversity. * Christine Wirths, Founder and Managing Director, CultureWaves *A timely bridge between culture and D&I issues. A comprehensive masterpiece from this inspiring interculturalist. * Vincent Merk, Senior Lecturer in Intercultural Management, Eindhoven University of Technology (TU/e) *Invaluable help to bridge the gaps in all post-merger integration projects where 'worlds are clashing' on all levels of business organizations * Beate Bidjanbeg, former Director Center of Competence M&A Integration, Siemens *A valuable guidebook for everyone engaged in any aspect of international business * Tim Bookas, CEO, Breitenstein Consulting *The perfect overview of intercultural issues both for those starting out in the field and also for more experienced practitioners * Ian McMaster, Editor-in-Chief, Business Spotlight *

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Book SynopsisThis popular text treats international, strategic and contemporary issues as central to the study and practice of Human Resource Management. Its practical focus helps you develop the skills needed for the world of work, through learning features such as HRM in Practice, Developing Key Skills and Debating HRM. The fourth edition has been thoroughly updated and brings you: • Case studies which offer a link between theory and practical challenges in the international HR environment • A new chapter on Work-Related Mental Health and Wellbeing • Coverage of cutting-edge topics such as Diversity and Inclusion, Sustainability, Artificial Intelligence and Corporate Social Responsibility • NEW Future Insights and Considering Sustainability features Jonathan R. Crawshaw is Senior Lecturer (Associate Professor) and Director of Research for the Work and Organisation Department at Aston Business School, Aston University. Pawan Budhwar is the 50th Anniversary Professor of International HRM at Aston Business school. Ann Davis is Professor and Associate Dean for Academic Resourcing and Development at the University of Sydney Business School.Table of ContentsPART ONE: STRATEGIC ISSUES IN HRM Chapter 1: Introduction: Context and Challenges for HRM Chapter 2: HRM and Firm Performance Chapter 3: Organisational Change and HRM Chapter 4: Digitisation, Artificial Intelligence and HRM Chapter 5: Ethics and HRM Chapter 6: Globalism, Multinational Enterprises and HRM Chapter 7: Employee Work-Related Mental Health and Wellbeing PART TWO: HRM IN PRACTICE Chapter 8: Workforce Intelligence Planning Chapter 9: Recruitment and Selection: Diversity, Sustainability and Artificial Intelligence Chapter 10: Diversity and HRM Chapter 11: Learning and Development Chapter 12: Reward Strategies and Systems Chapter 13: Performance Management and Motivation Chapter 14: Workplace Relations and Regulations

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Book SynopsisDesigned for Human Resource and Business Management students, this book focuses on Diversity, Equality, and Inclusion, ethics, and sustainability, and how these are achieved through Responsible Human Resource Management. It features examples and case studies from public, private, and third sector organizations operating in both local and international contexts.Key features include:- Critical HR topics such as neurodiversity and menopause in the workplace, Green HRM, gig, and hybrid working.- Insights into the future of human resource management and the role of new technologies, including Artificial Intelligence, in ethical decision-making.- A range of current, thought-provoking features, including windows on practice, Responsible HRM in the media, and ethical dilemmas that act as catalysts for critical thinking.Katy Marsh-Daviesis Graduate Research Director and Senior Lecturer in HRM at Hull University Business School.Michelle Blackburnis a Chartered Fellow of the CIPD and her previous roles have included Principal Lecturer in HRM at Sheffield Business School.

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Book SynopsisThe HR professional's complete guide to understanding the various ways business relationships end, managing disability and leave issues, properly classifying workers, maintaining an inclusive workplace, increasing retention, and avoiding litigation.

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Book SynopsisHuman resources are the most important and costliest assets in businesses of any nature and size, no matter where they are based in the world. Talent management is a key managerial function in MNCs and other organisations with a global presence, but its importance in small businesses and start-ups cannot be overlooked.At its most basic level, managing people in small businesses encompasses compliance with the applicable labour laws, hiring, and creating a channel for dealing with employee issues. The price of not having the right employees in a small business can be extremely high. Workers who are inefficient or in the wrong role can have critical consequences on the sustainability of a small business. While most entrepreneurs focus on marketing, finance, operations, and customers in their initial stages, this means that they at times fail to establish and address their HR function and the associated challenges that, if overcome, may help the organisation to meet all of its targets. This book aims to highlight these HR challenges and shed new light on how to answer them.

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Book SynopsisDonald Clark has over 37 years' experience in online learning, simulations, virtual reality and artificial intelligence projects. He was a founding member of Epic Group plc and the Founder and CEO of Wildfire Learning. He is a frequent global speaker, blogger, advisor and researcher on AI in learning and is also a Visiting Professor at the University of Derby. His books Learning Experience Design, Learning Technology and Learning in the Metaverse are also published by Kogan Page.

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Book SynopsisMatt Alder is a strategic consultant based in Edinburgh, UK. He focuses on innovation and technology in HR and Talent Acquisition. He is the host of Recruiting Future, one of the world's most popular talent acquisition podcasts and over the last 20 years has built a reputation as a global thought leader, working with employers to optimize their digital strategies.Mervyn Dinnen is a researcher, writer, analyst and influencer on HR, Talent and WorkTech trends based in London, UK. He was recognized as a Top 100 Global Influencer in HR Technology in 2019, 2020 and 2021, and has also been identified as one of the Top 100 Most Influential Talent & HR Professionals in the UK for 2022.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 SynopsisMichelle Parry-Slater is an award-winning L&D professional with more than 20 years' experience in the industry. She is the Founder and Director of Kairos Modern Learning, an L&D consultancy specializing in driving a shift from traditional courses to developing the right solution, for the right people, delivered in the right way. She has worked with clients including the CIPD, Hearing Dogs for Deaf People and Co-op and was named by HR Magazine as one of the Most Influential Thinkers of 2023. Michelle is also the host of the Learning From The Edges podcast and is a regular contributor to industry magazines.

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Book SynopsisKathy Beevers, Chartered FCIPD, is a qualified trainer, coach and author and is the Chief External Quality Advisor (CEQA) for CIPD. She is based in Halifax, UK. David Hayden, Chartered FCIPD, is the founder of Talents Drivers, an L&D consultancy. He was previously a Learning Content Manager at CIPD and has been working with CIPD qualifications for more than 15 years. He is based in Doncaster, UK.

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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 Synopsis     Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not. Training and development also help a company develop the human capital needed to meet competitive challenges. Many companies now recognize that learning through training, development, and knowledge management helps employees strengthen or increase their skills directly impacting their job performance, satisfaction, and career advancement.      The 9th edition covers and addresses the changes in training and development from an employer and employee perspective - adding value to the employer and employee.     Based on the author''s extensive experience in teaching training and development courses to both graduate and undergraduate students, Employee Training and Development, Ninth Edition, retains the lively writing style, inspiring examples, and emphasis on new technology aTable of ContentsPART ONE: THE CONTEXT FOR TRAINING AND DEVELOPMENTCHAPTER 1: Introduction to Employee Training and DevelopmentCHAPTER 2: Strategic TrainingPART TWO: DESIGNING TRAININGCHAPTER 3: Needs AssessmentCHAPTER 4: Learning and Transfer of TrainingCHAPTER 5: Program DesignCHPATER 6: Training EvaluationPART THREE: TRAINING AND DEVELOPMENT METHODSCHAPTER 7: Traditional Training MethodsCHAPTER 8: Technology-Based Training MethodsCHAPTER 9: Employee Development and Career ManagementPART FOUR: SOCIAL RESPONSIBILITY AND THE FUTURECHAPTER 10: Social Responsibility: Legal Issues, Managing Diversity, and Career ChallengesCHAPTER 11: The Future of Training and Development

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