Personnel and human resources Books

Book SynopsisThe interview is one of the most used methods within psychology, and effective interviewing skills can be one of the most useful qualities you can possess. This Handbook provides an authoritative text on the psychology of interviewing,reviewing diagnosis and assessment in several contexts, such as: social, medical, forensic and occupational.Table of ContentsAbout the Editors. List of Contributors. Preface. INTERVIEWS IN MENTAL HEALTH. Diagnostic Interviewing in Mental Health Care: Methods, Training and Assessment (S. Bögels). The Hypnotic Interview: Conceptual and Technical Considerations (S. Lynn, et al.). Interviewing the Survivor of the Holocaust: Lessons for the Advancement of Understanding of the Effects of Extreme Child Trauma (C. Dalenberg & J. Epstein). SPECIAL INTERVIEWING TOOLS. Motivational Interviewing (A. Terry). The Psychology of Interpersonal Skill (O. Hargie & D. Tourish). Interview in Qualitative Research (S. Payne). The Survey Interview (D. Wright). Using Focus Groups in Social Research (M. Hennink & I. Diamond). SENSITIVE INTERVIEWING. Interviewing on Sensitive Topics (R. Ingham, et al.). Interviewing Children with Learning Disabilities (R. Milne). Interviewing Spine Surgery Candidates: Presurgical Psychological Screening (C. Pladziewicz & A. Block). Ethics of Qualitative Interviewing in Grieving Families (P. Rosenblatt). INTERVIEWING IN ORGANISATIONAL CONTEXTS. The Employment Interview (D. Whetzel & M. McDaniel). The Interview as a Usability Tool (M. Young & N. Stanton). The Employment Interview and Race: A Review (A. Prewett-Livingston & H. Feild). INTERVIEWING FOR FORENSIC PURPOSES. Forensic Interviews of Children (M. Lamb, et al.). Police Investigative Interviewing (R. Bull). Frames of Mind: Schemata Guiding Cognition and Conduct in the Interviewing of Suspected Offenders (A. Mortimer & E. Shepherd). Interviewing to Detect Deception (A. Vrij). Police Interviewing and Disputed Confessions (G. Gudjonsson). Interviewing Witnesses: The Cognitive Interview (A. Memon). Index.

Read more less

Book SynopsisWorkplace initiatives to manage diversity seek to fully develop the potential of each employee and turn their unique skills into a business advantage. Such fostering of difference enhances team creativity, innovation and problem-solving and is therefore an essential strategy for today's employers.Table of ContentsAbout the Editors. About the Contributors. Series Preface. Preface. Acknowledgements. Part I: STRATEGIC APPROACHES TO DIVERSITY. 1. Developing Strategic Approaches to Diversity Policy (Gill Kirton). 2. Practice Chapter - The Importance of Diversity in Innovation (Carolann Ashton). 3. Diversity in the Context of Business Ethics (Catherine Cassell and Phil Johnson). 4. Managing Diversity: Developing a Strategy for Measuring Organizational Effectiveness (Michael L. Wheeler). Part II: LEGAL AND CULTURAL ISSUES. 5. Management of Diversity in the UK - The Legal and Psychological Implications (Jill Earnshaw). 6. Affirmative Action as a Means of Increasing Workforce Diversity (Alison M. Konrad and Frank Linnehan). 7. Principles and Practice of Gender Diversity Management in Australia (Mary Barrett and Andrew Hede). 8. Organizational Efforts to Manage Diversity: Do They Really Work? (Penny Dick). 9. Managing Diversity: Caste and Gender Issues in Organizations in India (Elisabeth M. Wilson). Part III: SPECIFIC FORMS OF DIVERSITY. 10. Gender Diversity and Organizational Performance (Deborah Hicks-Clarke and Paul Iles). 11. Analysing the Operation of Diversity on the Basis of Disability (Carol Woodhams and Ardha Danieli). 12. Managing Racial Equality and Diversity in the UK Construction Industry (Andrew W. Gale, Marilyn J. Davidson, Peter Somerville, Dianne Sodhi, Andy Steele and Sandi Rhys Jones). 13. Is Diversity Inevitable? Age and Ageism in the Future of Employment (Chris Brotherton). Part IV: DIVERSITY TRAINING AND ITS EFFECTIVENESS. 14. Designing a Diversity Training Programme that Suits your Organization (Roberta Youtan Kay and Donna M. Stringer). 15. Diversity Issues in the Mentoring Relationship (David Clutterbuck). 16. Networking and the Modernization of Local Public Services: Implications for Diversity (Jean Hartley and Lyndsay Rashman). 17. Workable Strategies and Effectiveness of Diversity Training (David L. Tan, Lee A. Morris and James Romero). Part V: RECOGNIZING STEREOTYPES, ATTITUDES AND BIAS. 18. What You See is What You Get: Popular Culture, Gender and Workplace Diversity (Alison Sheridan and Jane O'Sullivan). 19. Male Managers' Reactions to Gender Diversity Activities in Organizations (Anna Wahl and Charlotte Holgersson). 20. Bias in Job Selection and Assessment Techniques (Mike Smith). Part VI: THE FUTURE - THE MANAGEMENT OF DIVERSITY BEYOND THE MILLENNIUM. 21. Cultural Diversity Programmes to Prepare for the 21st Century: Failures and Lost Opportunities (Norma M. Riccucci). 22. Cultural Diversity in the IT-Globalizing Workplace: Conundra and Future Research (Nada Korac-Kakabadse, Alexander Kouzmin and Andrew Korac-Kakabadse). 23. The Future of Workplace Diversity in the New Millennium (Tony Montes and Graham Shaw). Index.

Read more less

Book SynopsisThe Coach U Essentials, Foundation, and Resources Set includes:*Coach U's Essential Coaching Tools: Your Complete Practice Resource*The Coach U Personal and Corporate Coach Training Handbook*The Coach U Personal Development Workbook and Guide.

Read more less

Book SynopsisHundreds of client-centered assessments, forms, and checklists as well as the essential marketing aids that every coach needs to build a successful practice Founded in 1988, Coach U, Inc., is the largest provider of online training for individuals interested in entering the fields of personal and professional coaching. Coach U, Inc., has educated more than ten thousand people, providing them the information, tools, and knowledge they need to successfully enter the fast-growing world of life, career, business, and corporate coaching. Coach U, Inc.''s unique approach to training encompasses the entire development of the professional coach. From the beginnings of becoming a coach, to all the ins-and-outs of growing a successful coaching practice, this program provides a comprehensive, step-by-step approach to learning how to become a strong, ethical, and dynamic leader in the coaching field. An all-in-one guide, Coach U''s Essential Coaching Tools includes all of

Read more less

Book SynopsisThe Most Comprehensive TrainingTool for New and Experienced Coaches Founded in 1988, Coach U, Inc. , is the largest provider of online training for individuals interested in entering the fields of personal and professional coaching. Coach U, Inc.Table of ContentsAcknowledgments ix Preface xi Part I Introduction 1 Chapter 1 New Coach Orientation 3 Overview 5 Benefits 7 Definitions 8 Concepts 10 Distinctions 24 Application 26 Resources 35 The Coaching Code of Ethics 36 Chapter 2 Guiding Principles 39 Overview 41 Benefits 43 Definitions 45 Concepts 46 Distinctions 49 Application 52 Resources 85 Chapter 3 Context for Coaching 87 Overview 89 Benefits 91 Definitions 92 Concepts 95 Distinctions 100 Application 103 Resources 116 Competency Assessment 117 Part II Core Skills 119 Chapter 4 Listening 121 Overview 123 Benefits 125 Definitions 126 Concepts 128 Distinctions 131 Application 133 Resources 144 Listening Chart 145 Chapter 5 Language 149 Overview 151 Benefits 153 Definitions 154 Concepts 156 Distinctions 159 Application 161 Resources 176 Chapter 6 Questioning 177 Overview 179 Benefits 181 Definitions 182 Concepts 183 Distinctions 186 Application 187 Resources 197 Chapter 7 Strategizing 199 Overview 201 Benefits 203 Definitions 204 Concepts 206 Distinctions 210 Application 212 Resources 225 Chapter 8 Messaging 227 Overview 229 Benefits 231 Definitions 232 Concepts 235 Distinctions 240 Application 244 Resources 263 Chapter 9 Acknowledging 265 Overview 267 Benefits 269 Definitions 270 Concepts 271 Distinctions 276 Application 279 Resources 290 Part III Coaching Application 291 Chapter 10 Situational Coaching 293 Overview 295 Benefits 297 Definitions 298 Concepts 300 Distinctions 303 Application 310 Resources 334 Chapter 11 Establishing Yourself as a Coach 335 Overview 337 Benefits 339 Definitions 340 Concepts 342 Distinctions 345 Application 347 Resources 379 Index 381

Read more less

Book SynopsisA self-guided learning tool produced by the number one personal and corporate coach training program in the US and abroad, this user-friendly workbook is for individuals interested in developing a personal action plan for launching a career in personal coaching.Table of ContentsAcknowledgments vii Introduction ix Concepts xi Introduction to Personal Foundation 1 Overview 3 Benefits 5 Definitions 6 Concepts 9 Distinctions 17 Application 18 Resources 27 Personal Foundation Level 1 29 Overview 31 Benefits 33 Definitions 34 Concepts 35 Distinctions 37 Application 38 Clean Sweep Program 57 Resources 64 Personal Foundation Level 2 65 Overview 67 Benefits 69 Definitions 70 Concepts 71 Distinctions 73 Application 74 Needless Program 120 Resources 127 Personal Foundation Level 3 129 Overview 131 Benefits 133 Definitions 134 Concepts 135 Distinctions 137 Application 138 25 Secrets to Having the Life You Want 180 200+ Tolerations 181 25 Steps to a Strong Personal Foundation 187 Reserve Index Program 188 Personal Foundation Program 195 Resources 206 Notes 207

Read more less

Book SynopsisThis is the fifteenth annual installment in the series in the field of industrial and organizational psychology. The Series provides authoritative and integrative reviews of the key literature in the field. Each chapter offers a comprehensive and critical survey of a chosen topic, and each is supported by a valuable bibliography.Table of ContentsPsychological Contracts: Employee Relations for the Twenty-first Century? (L. Millward & P. Brewerton). Impacts of Telework on Individuals, Organizations and Families--A Critical Review (U. Konradt, et al.). Psychological Approaches to Entrepreneurial Success: A General Model and an Overview of Findings (A. Rauch & M. Frese). Conceptual and Empirical Gaps in Research on Individual Adaptation at Work (D. Chan). Understanding Acts of Betrayal: Implications for Industrial and Organizational Psychology (J. Pearce & G. Henderson). Working Time, Health and Performance (A. Spurgeon & C. Cooper). Expertise at Work: Experience and Excellent Performance (S. Sonnentag). A Rich and Rigorous Examination of Applied Behavior Analysis Research in the World of Work (J. Komaki, et al.). Index. Contents of Previous Volumes.

Read more less

Book SynopsisRecent books in the Wiley Series in Probability and Statistics Editors Vic Barnett J. Stuart Hunter David W. Scott Geoffrey S. Watson Ralph A. Bradley Joseph B. Kadane Adrian F.M. Smith Nicholas I. Fisher David G. Kendall Jozef L. Teugels Stochastic Geometry and Its Applications Second Edition Dietrich Stoyan, TU Bergakademie Freiberg, Germany Wilfrid S. Kendall, University of Warwick, UK Joseph Mecke, Friedrich-Schiller-Universitat Jena, Germany This standard text makes the results and methods of stochastic geometry and spatial statistics accessible to practitioners and non-theoreticians. The book is also ideal as an introduction to the subject for mathematicians. The exposition is mathematically precise and takes into account the latest results, but in many cases proofs are omitted. Topics covered include the basic theories of point processes, random sets, fibre and surface processes, random tessellations, stereology and the statistical theory of shape. The theory is illustrated by mTable of ContentsThe Scope of Assessment (H. Goldstein & T. Lewis). Assessment: Some Historical Perspectives (G. Sutherland). Assessment and Learning: Power or Partnership (P. Broadfoot)? Statistical and Psychometric Models for Assessment (H.Goldstein). Defining, Setting and Maintaining Standards in Curriculum-EmbeddedExaminations: Judgemental and Statistical Approaches (M.Cresswell). Group Differences and Bias in Assessment (H. Goldstein). Moderation Procedures and the Maintenance of Assessment Standards(T. Lewis). Errors in Grading and Forensic Issues in Higher Education (D.McLay). The Use of Assessment to Compare Institutions (J. Gray). The Statistical Analysis of Institution-Based Data (G. Woodhouse& H. Goldstein). The Extent and Growth of the Educational Testing in the UnitedStates: 1956-1994 (G. Madaus & A. Raczek). The Integrity of Public Examinations in Developing Countries (V.Greaney & T. Kellaghan). Large-Scale Assessment Programmes in Different Countries andInternational Comparisons (L. McLean). Vocational Assessment (A. Wolf). Assessment in the Workplace. (R. Vincent). References. Index.

Read more less

Book SynopsisVirtually every organisation today realises the need to change in order to succeed. Success can only come through good management which, itself, needs to be driven by leaders.Table of ContentsFirst Things First. Scanning the External Environment. The Employee Stakeholder: An Approach to Measurement. Leadership: The Dreamers of the Day. Vision...is having the Image of the Cathedral as we Carve the Granite. Culture...the Way We Do Things Around Here. Management Practices...The Fulcrum for Change. The Driving Alliance at Work. Appendices. Bibliography. Indexes.

Read more less

Book SynopsisWorking in Children s Homes is one of an important series of books on residential care based on research sponsored by the Department of Health. This book draws on extensive research conducted over a three--year period. The authors address the challenges and complexities facing those who work with and in children s homes.Trade Review"....This is a book which should particularly be read by managersoutside residential settings, by field social workers, senioradministrators...", , , Children & SocietyTable of ContentsFocusing on Staff Groups. The Homes, and the Circumstances of the Young People. The Range of Tasks in Day-to-Day Work. Rewards and Stresses, Ups and Downs. Working with Individual Young People. Working with the Mix of Young People. Working with and Being Managed by the Larger Organisation. Working with People and Organisations in Wider Networks. Maintaining Viability as a Staff Team, in the Face of Change. Working Purposefully. Building a Picture of Good Practice. Characteristics of Good Practice. Factors which Support or Hinder Good Practice. Factors which Influence Outcomes for Individual Young People. The Quality of Homes as Care Settings. General Comments on the Challenges and Complexities which StaffGroups Face in Children's Homes. References and Further Reading. Index.

Read more less

Book SynopsisThis accessible guide focuses on the type of training that aims to help people understand their organization better-its culture, psychodynamics, and politics. The author includes sections on team management, health maintenance, career development, planning for retirement, and more.Trade Review"....I think it is very helpful and is likely to be a valuable and practical text.", , , The Occupational Psychiatrist#Table of ContentsSetting the Scene. UNDERSTANDING ORGANISATIONS. The Culture of the Organisation. Psychology of Organisations. Power and Politics. WORKING TOGETHER. Developing the Team. Roles and Responsibilities. Conflicts and Clashes. Organising People. STAYING HEALTHY. The Breath of Life. Give a Body a Break. Use Your Mind. INTO THE FUTURE. Where Are You Now? Getting Where You Want to Be. Endings. Index.

Read more less

Book SynopsisIn this classic study, Sidney Fine portrays the dramatic events of the 1936-37 Flint Sit-down Strike against General Motors, which catapulted the UAW into prominence and touched off a wave of sit-down strikes across the United States.Trade ReviewSit-Down is everything that a work of historical scholarship should be. It is impeccably organized, is drawn from an exhaustive examination of primary sources, exhibits the author's balanced judgment, and is written with clarity and a certain grace." —Labor History"Fine has meticulously documented what was perhaps the most important strike in American history . . . a splendid story [and] an excellent reminder of the persistence of certain types of political and social behavior. Rewarding and provocative." —The Nation"Sidney Fine's Sit-Down: The General Motors Strike of 1936-1937 is. . . an example of scrupulous, liberal scholarship at its best. . . . It also makes for quite exciting reading." —New York Times Book Review

Read more less

Book Synopsis

Read more less

Book SynopsisThe second edition of this important book brings practising managers and academics up--to--date on the social and economic impact and presents new survey evidence and summarizes the debate which has emerged on the subject of Japanization since the mid 1980s.Trade Review"This book is of clear value in providing the academic and practitioner reader with a comprehensive review of trends and debates; it is well-organised and clearly written and it contains many stimuli to further research in the field of Japanisation." "Oliver and Wilkinson supply empirical evidence on the spread of 'Japanisation' in UK manufacturing." Competitive Advantages of Far Eastern BusinessTable of ContentsList of Figures. List of Tables. Foreword. Acknowledgements. Introduction. 1. Western Interest in Japan. 2. Japanese Industrial Practice. 3. Theoretical Perspectives. 4. Case Studies in Emulation. 5. Manufacturing Practices and UK Companies. 6. Personnel Practices and UK Companies. 7. Suppliers, Retailers and UK Companies. 8. Cases: Three Japanese Companies in the UK. 9. Japanese Companies in Britain. 10. Industrial Relations and Trade Unions. 11. Policy Implications and Conclusions.

Read more less

Book SynopsisThis book is a practical guide to the entire area of redundancy management. It will help managers handle redundancies in the most effective way, so avoiding industrial and legal challenges. It shows how employers can take a strategic approach to redundancy and how redundancy can be used to improve business performance.Table of ContentsA reduced demand for labour - the options; redundancy - the legal requirements; good practice in the management of redundancy; voluntary redundancy and its contribution to organizational goals; the use of voluntary redundancy - practical considerations; redundancy as a means of improving productivity; post-redundancy adjustment; a strategic approach to redundancy.

Read more less

Book SynopsisUpdated and now available in paperback, this highly successful training guide includes original contributions from leading training and development specialists. It has proved to be invaluable to newly appointed trainers and more experienced practitioners alike and is particularly suitable for students of the professional bodies'' Certificate in Training and Development.Trade Review"A good adjunct for the certificate in training and development course ..... provides a good survey." Training and DevelopmentTable of Contents1. Techniques for Investigation: Malcolm Craig. 2. Techniques for Analysis: Malcolm Craig. 3. Analysis of Organizational Training Needs: John Roscoe. 4. Learning to Learn: Sylvia Downs. 5. Objectives and Evaluation: Gill Sanderson. 6. Learning and Training Design: John Roscoe. 7. Tutor Delivered Training: Steve Truelove. 8. Open and Distance Learning: Jim Stewart and Rosemary Winter. 9. Administration of Training: Steve Truelove. 10. National Training Policies in Britain: Bob Hamlin. 11. Developing Employees: Steve Truelove.

Read more less

Book SynopsisThis book is essential for anyone who needs to understand how organizations work, evolve, and learn. In this new edition, Argyris discusses vital topics of current management research, such as tacit knowledge and management, so reflecting the evolving field of organizational learning.Table of ContentsList of figures vii List of tables viii Acknowledgements ix Preface xiii Introduction: The Evolving Field of Organizational Learning 1 Part I Organizational Defenses 1 Making Sense of Limited Learning 19 2 Tacit Knowledge and Management 54 3 Why Individuals and Organizations have Difficulty in Double-loop Learning 67 4 Crafting a Theory of Practice: The Case of Organizational Paradoxes 92 5 Today’s Problems with Tomorrow’s Organizations 107 6 Teaching Smart People How to Learn 127 7 A Leadership Dilemma: Skilled Incompetence 139 Part II Inhibiting Organizational Learning and Effectiveness 8 Organizational Learning and Management Information Systems 151 9 Strategy Implementation: An Experiment in Learning 164 10 How Strategy Professionals Deal with Threat: Individual and Organizational 174 11 The Dilemma of Implementing Controls: The Case of Managerial Accounting 186 12 Human Problems with Budgets 196 13 Bridging Economics and Psychology: The Case of the Economic Theory of the Firm 214 Part III The Counterproductive Consequences of Organizational Development and Human Resource Activities 14 Good Communication that Blocks Learning 229 15 Reasoning, Action Strategies, and Defensive Routines: The Case of OD Practitioners 239 16 Inappropriate Defenses against the Monitoring of Organization Development Practice 267 17 Do Personal Growth Laboratories Represent an Alternative Culture? 281 Part IV The Inhibition of Valid and Usable Information from the Correct Use of Normal Science 18 Actionable Knowledge: Design Causality in the Service of Consequential Theory 297 19 Field Theory as a Basis for Scholarly Consulting 310 20 Unrecognized Defenses of Scholars: Impact on Theory and Research 323 21 Seeking Truth and Actionable Knowledge: How the Scientific Method Inhibits Both 335 22 Problems and New Directions for Industrial Psychology 343 23 The Incompleteness of Social-Psychological Theory: Examples from Small Group, Cognitive Consistency, and Attribution Research 375 24 Dangers in Applying Results from Experimental Social Psychology 395 25 Making Knowledge More Relevant to Practice: Maps for Action 415 26 Participatory Action Research and Action Science Compared 432 27 Some Unintended Consequences of Rigorous Research 440 Index 454

Read more less

Book SynopsisThis book helps managers and students of management to makes sense of the competing advice on how to change organisations in order to improve their effectiveness. Helps managers to understand how their organisations' performance could be improved. Presents an overview of the advice on organisational improvement facing managers. Classifies and evaluates various different approaches. Highlights the relationships between strategy and capability. Table of ContentsAcknowledgements. List of Figures and Tables. About the Authors. Introduction. 1. How Organizations are Changing and Why. 2. The Model: Five Ways to Improve Organizational Performance. 3. ´Fit´: Fitting Organizational Structures to Business Strategy. 4. The Resource-Based View of Strategy. 5. Formulating Strategy. 6. Developing Strategy. 7. The Adaptive Organization. 8. Summary and Conclusion. References. Index.

Read more less

Book SynopsisEqual opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. This book reveals how the personnel profession devised - and transformed - our understanding of discrimination.Trade ReviewCo-Winner of the 2012 Distinguished Scholarly Publication Award, American Sociological Association Winner of the 2010 Max Weber Award in the Organizations, Occupations, and Work Section of the American Sociological Association One of Choice's Outstanding Academic Titles for 2009 "Frank Dobbin's impressive Inventing Equal Opportunity documents the crucial role played by the personnel profession in translating equal employment law into practice... Dobbin makes a powerful argument about the importance of long-overlooked personnel managers in creating the legal environment that governs so much of an American's working life."--Science "In this superb book, Dobbin explains the process through which white males have now become 'victims' of a system intended to uplift disadvantaged groups; at the same time, it reveals the fallacy of judicial neutrality in civil rights cases... Overall, Dobbin tells a clear, well-documented, fascinating story about workplace relations."--R.L. Hogler, Choice "Inventing Equal Opportunity provides a much needed corrective to our understanding of the workings of corporate America in the face of external pressures surrounding inequality and law... Consequent to [its] many strengths, I have no doubt that Inventing Equal Opportunity will find a welcome home on the 'must read' shelf among sociologists and graduate students of inequality, law, organizations, professions, and work."--Vincent J. Roscigno, Contemporary Sociology "Dobbin's book is an eye-opening account of how a professional group used demands for equal opportunity to expand its professional jurisdiction... Through their policies and programs, these experts heightened expectations for fair treatment and promoted a more sociological understanding of racism and sexism inside organizations."--Christine L. Williams, Gender and Society "This impressive book makes a convincing case for human resources professionals as key players in the implementation of civil rights laws."--Edward Berkowitz, Journal of Social History "Frank Dobbin has written a careful institutional analysis of how human resource professionals invented equal opportunity. The book is a pleasure to read and a field guide for what historically careful institutional analyses should look like. For institutionalists and law and society scholars the book is necessary reading. Inventing Equal Opportunity is likely to become one of the definitive books on the history of equal opportunity law and corporate personnel practice."--Donald Tomaskovic-Devey, American Journal of Sociology "This is an excellent, smart book attuned to the implications its argument has for our understanding of social movements, racial progress, and federalism."--Jennifer Delton, Journal of American HistoryTable of ContentsAcknowledgments ix CHAPTER 1: Regulating Discrimination The Paradox of a Weak State 1 CHAPTER 2: Washington Outlaws Discrimination with a Broad Brush 22 CHAPTER 3: The End of Jim Crow The Personnel Arsenal Put to New Purposes 41 CHAPTER 4: Washington Means Business Personnel Experts Fashion a System of Compliance 75 CHAPTER 5: Fighting Bias with Bureaucracy 101 CHAPTER 6: The Reagan Revolution and the Rise of Diversity Management 133 CHAPTER 7: The Feminization of HR and Work-Family Programs 161 CHAPTER 8: Sexual Harassment as Employment Discrimination 190 CHAPTER 9: How Personnel Defined Equal Opportunity 220 Notes 235 Bibliography 261 Index 289

Read more less

Book SynopsisThis book is a guide to planning and implementing the training of professional civil engineers. In an increasingly fast-moving industry, ensuring that engineers have the necessary skills, ability and commitment is key to success.

Read more less

Book SynopsisWhile disagreement persists in most contemporary organizations, how employees express dissent at work and how their respective organizations respond to it vary widely. This book provides students, scholars, and practitioners with an understanding of dissent as an important aspect of workplace communication.Trade Review"This scholarly acknowledgement of the vital role of dissent is refreshing and long overdue." Choice "Kassing convinces the reader that the question of organizational dissent is of singular importance in the study of organizational communication. The book provides an interesting synthesis of the attitude research designed to tease out the intricacies of dissent, and it is replete with the stories of some of our most important dissenters." Tim Hegstrom, San Jose State University "Dissent in Organizations is an important book for students, scholars, and indeed citizens in general. Kassing widens and deepens our understanding of why and how dissent occurs in organizations. Above all, this book helps to build an important bridge between our understanding of what we do during a huge proportion of the hours of our lives - that is, work - and our common commitment to democratic practices." George Cheney, University of Texas at Austin "Dissent in Organizations is a ‘must read' if you have ever made suggestions for change and been surprised at others' reactions. The book provides an insightful and interesting integration of research on dissent across multiple disciplines. It is full of excellent examples that have immediate relevance to managers and employees across all types of organizations." Linn Van Dyne, Michigan State UniversityTable of ContentsDetailed Table of ContentsList of Tables and FiguresPrefaceChapter 1: Why is Organizational Dissent Relevant?Chapter 2: What is Organizational Dissent?Chapter 3: How Do We Make Sense of Organizational Dissent?Chapter 4: What Triggers Organizational DissentChapter 5: How Do Employees Express Dissent?Chapter 6: Upward Dissent Anyone?Chapter 7: Can Organizational Dissent Be Managed Well?References

Read more less

Book SynopsisColin Beard is a consultant and senior lecturer at Sheffield Hallam University. He works with clients internationally in corporate organizations, higher and further education and adult education.Trade Review"Beard...presents 30 learning "experiences" (i.e. activities) that educational and training practitioners can put to use to promote learning on a wide range of topics, including service learning, corporate social responsibility, customer service skills, company product knowledge retention, strategic thinking and negotiating, financial skills, time management, and the development of innovation and creativity." * Book News Inc. *Table of Contents Chapter - 4.5: String lines: exploring journeys in life; Section - FIVE: The fifth dimension: knowing; Chapter - 5.1: The marketplace: developing creativity and innovation; Chapter - 5.2: How to get to…: developing higher thinking; Chapter - 5.3: The Singapore obelisk: multiple intelligence (logical/mathematical); Chapter - 5.4: Skills for researching and consulting: practitioner-researcher training; Chapter - 5.5: Walk the talk: learning to understand complexity; Section - SIX: The sixth dimension: being; Chapter - 6.1: Cards on the table: learning to change by playing cards; Chapter - 6.2: Comic strips and newspapers: reflection and change using storylines; Chapter - 6.3: Behavioural awareness: changing individual and group behavioural interactions; Chapter - 6.4: Service learning: social and environmental responsibility; Chapter - 6.5: Unmasking: the hidden and unknown self Chapter - 4.4: Unfinished statements: sentences that access the feeling dimension; Chapter - 4.3: Reframing, rewriting, rethinking: the emotions of fear and risk; Chapter - 4.2: Accessing emotions: popular metaphors; Chapter - 4.1: Ace of spades: space for reflection; Section - FOUR: The fourth dimension: feeling; Chapter - 3.5: Nuts and bolts: systematic thinking – classifying and organizing; Chapter - 3.4: The rucksack and the fleece: effective presentations; Chapter - 3.3: Shape and colour: using the senses to generate conversations about learning and personality; Chapter - 3.2: Blindfold: communication and the senses; Chapter - 3.1: Brand sense: the role of senses in brand development; Section - THREE: The third dimension: sensing; Chapter - 2.5: Hearing voices: voice work for reception and call-centre training; Chapter - 2.4: Antiques Roadshow: developing product expertise in employees; Chapter - 2.3: Read all about them: an experience to develop writing skills; Chapter - 2.2: Altering reality: negotiating skills development; Chapter - 2.1: Bike it!: teams, leadership and communication; Section - TWO: The second dimension: doing; Chapter - 1.5: Listening to silence: experiencing silence through sensory focus; Chapter - 1.4: Different ways to know: spatial mapping of knowledge; Chapter - 1.3: Edventure: learning encounters with people and place; Chapter - 1.2: Coffee and papers: positive mood and reading retreats for learning; Chapter - 1.1: Just four steps: customer service and customer complaints; Section - ONE: The first dimension: belonging; Chapter - 0: Introduction;

Read more less

Book SynopsisJohn P Wilson is a consultant and researcher and holds positions at Oxford, Sheffield and Bradford University. He is the editor of Human Resource Development and author of Experiential Learning (both published with Kogan Page). John is Director of the EU Commission project Call Centre Training and Knowledge Transfer.

Read more less

Book SynopsisDr. Susie Linder-Pelz has experience in academia, business and personal development. With a World Health Organisation scholarship she earned a PhD from Columbia University in New York and worked as a behavioural science researcher. Later she developed a successful NLP-based career coaching practice. She has authored four books and numerous articles in peer-reviewed journals, addressed conferences in the USA, Singapore and Australia; delivered career and life management programs to government departments, insurance and investment advisory firms; addressed private sector universities, business and professional groups; talked on radio and TV.Trade Review"NLP Coaching provides a clear, accurate picture of NLP" Making Money Jan 2010Table of Contents Chapter - 00: Introduction; Section - ONE: NLP and coaching; Chapter - 01: What is NLP coaching?; Chapter - 02: Catching a coach at work; Chapter - 03: The ‘magic’ of NLP; Chapter - 04: Meeting industry standards; Chapter - 05: Shifting paradigms; Section - TWO: An evidence-based approach to NLP coaching; Chapter - 06: Best practice is evidence-based; Chapter - 07: Systemic principles with psychological overlay; Chapter - 08: Links to psychology; Chapter - 09: Empirical evidence; Section - THREE: Towards best practice; Chapter - 10: Building on NLP coaching; Chapter - 11: Working as a practitioner-researcher; Chapter - 12: Benchmarking and evaluating competencies

Read more less

Book SynopsisJonathan Passmore is a chartered occupational psychologist, an accredited AC coach, a coaching supervisor and fellow of the CIPD. He is the author of several books and editor of the first edition of Excellence in Coaching as well as Psychometrics in Coaching, Diversity in Coaching and Leadership Coaching, all published by Kogan Page.Table of Contents Section - ONE: Approaches to supervision; Chapter - 01: Supervision and continuous professional development in coaching – Jonathan Passmore; Chapter - 02: The reflective coaching practitioner model – Francine Campone; Chapter - 03: Action learning supervision for coaches – Roy Childs, Martin Woods, David Willcock and Angy Man; Chapter - 04: The Gestalt supervision model – Marion Gillie; Chapter - 05: Self-supervision using a peer group model – Barbara Moyes; Chapter - 06: Narrative supervision – the experiential field and the ‘imaginal’ – Sue Congram; Chapter - 07: Non-directive supervision of coaching – Bob Thomson; Chapter - 08: Presence in coaching supervision – Elaine Patterson; Section - TWO: Coaching ethics and the law; Chapter - 09: Ethical frameworks in coaching – Claire Townsend; Chapter - 10: Coaching ethics – developing a model to enhance coaching practice – Julie Allan, Jonathan Passmore and Lance Mortimer; Chapter - 11: Legal considerations in coaching – Kevin Rogers; Section - THREE: Continuous professional development; Chapter - 12: Continuous professional development for coaches – David Hain, Philippa Hain and Lisa Matthewman; Chapter - 13: Creative approaches to continuous development – Anne Davidson and Dale Schwarz; Chapter - 14: Undertaking and reviewing coaching research as CPD – Max Blumberg and David Lane; Section - FOUR: Personal reflection; Chapter - 15: Coaches’ use of reflective journals for learning – Declan Woods; Chapter - 16: Building emotional, ethical and cognitive capacity in coaches – a developmental model of supervision – Peter Hawkins; Chapter - 17: Using case studies for reflective practice – Jonathan Passmore, Gladeana McMahon, Diane Brennan, Bob Lee, Barbara Christian and Michelle Tenzyk

Read more less

Book SynopsisMichael Armstrong is a former Chief Examiner of the CIPD. He has sold over 500,000 books on the subject of HRM (published with Kogan Page). Duncan Brown is director of HR Business Development at the Institute of Employment Studies and was Assistant Director General at the CIPD. Peter Reilly is director of HR Research and Consultancy at the Institute of Employment Studies.Trade Review"The book is grounded in facts and theory with the mainstay of the subject being written with the past very much underpinning practices put forward for consideration in respect of organisational reward policy." Hr Network Scotland, September 2010 "This book, which fills a big gap, presents the tools and techniques that can be applied and draws on the experience of many organizations, not just those that are the focus of the case studies." Benefits and Compensation International, September 2010Table of Contents Chapter - 00: Introduction; Chapter - 01: The concept of evidence-based management; Chapter - 02: The concept of evidence-based reward management; Chapter - 03: The reality of evidence-based reward management; Chapter - 04: The impact of evidence-based HR and reward management; Chapter - 05: The process of evidence-based reward management; Chapter - 06: Reviewing reward; Chapter - 07: Measuring and evaluating reward; Chapter - 08: Developing and implementing reward; Chapter - 09: Conclusions on evidence-based reward management

Read more less

Book SynopsisClive Johnson is a highly experienced negotiator, facilitator and coach. His extensive experience includes in-house mediation and acting as course director of various conflict training programmes. A prolific writer and speaker, Clive is a partner with conflict specialists, The Janus Partnership (www.thejanuspartnership.com) and is co-founder of the International Conflict Management Forum (www.conflictmanagementforum.org).Jackie Keddy is a highly experienced mediator, coach and conflict consultant. As a former facilitator of some of the London Metropolitan Police Service's most high profile and complex disputes, a grievance appeals investigator and a founding member of the Met's Leadership Academy, Jackie brought her many years' of experience as a police officer and DCI into a new life in managing people. With Clive, Jackie is a partner of The Janus Partnership (www.thejanuspartnership.com) and co-founded the International Conflict Management Forum (www.conflictmanagementfTrade Review"This easy-to-read book presents effective conflict management as a combination of good communication, emotional intelligence and common sense - underpinned by the application of sound techniques. It's a practical read packed with solid information, diagrams, tables and clear definitions. It also covers training for roles such as informal mediator and skills for giving testimony at employment tribunals. Essential reading for managers." * Professional Manager *"This is an excellent book which combines clarity of expression with solid information presented in an easy to read format...This book is essential reading for everyone, and should be required reading for those with any management responsibility at any level." * Chartered Management Institute *"It's a practical read packed with solid information, diagrams, tables and clear definitions. It also covers training for roles such as informal mediator and skills for giving testimony at employment tribunals. Essential reading for managers." * Professional Manager *Table of Contents Chapter - 01: The nature of conflict; Chapter - 02: Deciphering conflict management; Chapter - 03: Options for resolving conflict; Chapter - 04: RESOLVE – The Janus perspective; Chapter - 05: Preventing conflict; Chapter - 06: Managing conflict from the front line; Chapter - 07: Escalated dispute resolution; Chapter - 08: The practice of dispute resolution: critical encounters; Chapter - 09: Strategic planning and conflict management; Chapter - 10: Implementing a conflict management strategy; Chapter - 11: Monitoring and evaluation

Read more less

Book SynopsisJane Newell Brown has worked in the recruitment industry for twenty years. She is a consultant who advises on recruitment strategy and is also a co-author of The Professional Recruiter's Handbook, published by Kogan Page.Trade Review"Much more than just a 'How to' recruitment manual, Jane Newell Brown puts all of her experience and research to work and shows how successful recruitment really is the engine of outstanding business performance. A great read for anyone involved in what Jane herself describes as the 'mindset' of recruitment as well as recruitment professionals." * Brian Wilkinson, Executive Board Member, Randstad NV *"Having recruited literally hundreds of people over the years I have been in business, it is a pleasure to find a book aimed at taking the mystery out of recruitment for the non-professional recruiter, and provide a genuine hands-on guide. This is a superb tool for anyone needing to understand the mechanics of the recruitment process and a great resource for any business needing to recruit, whether seeking senior executives, scarce talent or high volume resource." * Graham Cove, Director of WiFi, Everything Everywhere *"An accessible and comprehensive guide for non-professional recruiters, this book highlights not only how to go it alone but when to call in the experts! Importantly, recruitment is not considered in isolation but the wider issues of retention, engagement and assessment are also explored. It's an indispensable help for everyone who needs to get recruitment right first time." * Ann Swain, Chief Executive, APSCo (Association of Professional Staffing Companies) *"All recruitment should be done by a professional yet this book provides the advice of a professional recruiter without the cost. A logical framework, easy to use process and excellent tips from years of experience in the field, this book will help you get the results you need from the daunting task of getting recruitment right as well as save you money!" * Juliet Lloyd, Clinical Nurse Lead, Castle Partnership *Table of Contents Chapter - 00: Introduction; Section - ONE: The recruitment environment; Chapter - 01: Joined-up recruitment; Chapter - 02: The costs of poor recruitment; Chapter - 03: Engagement and retention; Chapter - 04: Creating a great place to work; Section - TWO: Making great recruitment happen; Chapter - 05: Elements for successful recruitment; Chapter - 06: Developing a successful recruitment and talent strategy; Chapter - 07: A recruiting process fit for purpose; Chapter - 08: Attraction; Chapter - 09: Assessment; Chapter - 10: On-boarding

Read more less

Book SynopsisJanice Caplan was the previous CIPD Vice-President of Learning and Development. She has over 25 years experience in HR which encompasses a Masters degree and designing and implementing talent management solutions for different types of organizations. She continues to teach and run courses for the CIPD.Trade Review"Her book has two major strengths. First, when Janice Caplan discusses a topic she has is likely to have a good understanding and to display sound judgement. Secondly, she writes clearly and structures her material well. This makes for a good read and the checklists and guidance she offers are very practical. Overall this makes it a very good buy for the learning and development professional who is five years or further into their career. Anyone less experienced could struggle with the sheer weight of information and the challenge that it represents. Training Journal, February 2011" * Training Journal *"Here obviously speaks a person with oodles of years of operating in the commercial world and Caplan puts this experience (of which she has plenty ending up as VP of Talent Development for our mother ship, the revered CIPD) to extremely good use by making the text easy to follow and which can be applied practically without too much palaver rather than having to wade through the treacle that is supposed to pass for theory offered up by various other writers on the same subject. HRNetwork, February 2011" * HRNetwork *Table of Contents Chapter - 01: This new world; Chapter - 02: The new world organization; Chapter - 03: Setting the strategic direction; Chapter - 04: Developing the strategy; Chapter - 05: Assessment: Capabilities as the cornerstone of talent management; Chapter - 06: Assessment: Performance management and reward; Chapter - 07: Development; Chapter - 08: Deployment; Chapter - 09: Engagement; Chapter - 10: The role of HR: Gaining acceptance to talent management

Read more less

Book SynopsisMichael Armstrong is a former chief examiner of the Chartered Institute of Personnel and Development (CIPD), joint managing partner of e-reward and an independent management consultant. He has sold over 500,000 books on Human Resource Management Practice with Kogan Page, including the classic text for all those studying or entering HR, Armstrong's Handbook of Human Resource Management Practice.Table of Contents Chapter - 00: Introduction; Section - ONE: Human Resource Management; Chapter - 01: The Practice of Human Resource Management; Chapter - 02: Strategic Human Resource Management; Chapter - 03: HR Policies and Procedures; Chapter - 04: Human Capital Management; Chapter - 05: Knowledge Management; Chapter - 06: Corporate Social Responsibility; Chapter - 07: International HRM; Section - TWO: Organizations and People; Chapter - 08: Organizational Behaviour; Chapter - 09: Employee Engagement; Section - THREE: HRM Practice; Chapter - 10: Competency-based HRM; Chapter - 11: Job and Role Analysis and Design; Chapter - 12: People Resourcing; Chapter - 13: Learning and Development; Chapter - 14: Managing Performance; Chapter - 15: Reward Management; Chapter - 16: Employee Relations; Chapter - 17: Employee Well-being; Section - FOUR: People Management Skills; Chapter - 18: Managing Change; Chapter - 19: Leadership Skills; Chapter - 20: Selection Interviewing Skills; Chapter - 21: Performance Management Skills; Chapter - 22: Learning and Development Skills; Chapter - 23: Managing Conflict; Chapter - 24: Handling People Problems

Read more less

Book SynopsisPatrick Forsyth runs Touchstone Training & Consultancy based in the U.K and specialises in marketing, sales and communications skills. He is the author of more than fifty successful business books (with translations into 23 languages). These include: Successful time management, How to Write Reports and Proposals, Tough Tactics for Tough Times and The PowerPoint Detox (also published by Kogan Page). .Trade Review"Patrick Forsyth has an easy knack of writing books in such a way that even hardy, well-worn practitioners will find refreshing." * Sales & Marketing Management *"Patrick has a lucid and elegant style of writing, which allows him to present information in a way that is organized, focused and easy to apply." * Professional Marketing *Table of Contents Chapter - 00: Introduction; Chapter - 01: The motivation process; Chapter - 02: How people feel about work; Chapter - 03: The negative side of the balance; Chapter - 04: The positive side of the balance; Chapter - 05: Taking the temperature; Chapter - 06: Incentive schemes; Chapter - 07: The contribution of communication; Chapter - 08: Involvement and empowerment; Chapter - 09: Action plan

Read more less

Book SynopsisMargaret Parkin is Founder and Principal of Success Stories. She has worked with individuals, groups and major organizations for over 20 years, helping them with her innovative and refreshing approach to training.Trade Review"Offers trainers and mentors different options in teaching life-long lessons" * Engineering Management *"Parkins book is well-crafted, innovative and refreshing. She has a remarkable clarity to her writingCuriously, I began this book review purely as a professional project. Well into Parkins book and through several of the 50 tales, I realized I was in the midst of a meaningful coaching experience. It was as if Margaret was coaching me herself" * The Bulletin of the Association for Coaching *Table of Contents Chapter - 00: Introduction; Section - ONE: Are You Sitting Comfortably?; Chapter - 01: Introducing Storytelling; Chapter - 02: Coaching and Storytelling; Chapter - 03: Finding and Using Stories in Coaching; Chapter - 04: Telling the Tale; Section - TWO: Then I’ll Begin…; Chapter - 05: The Tales; Chapter - 06: Problem Solving; Chapter - 07: Reframing and Creativity; Chapter - 08: Empowerment; Chapter - 09: Success and Self-Esteem

Read more less

Book SynopsisJohn P Wilson is a researcher and consultant with 40 years' experience in education and training, working with a range of international organizations. He currently teaches at the University of Oxford and the University of Sheffield. He is also Director of the EU Commission project Call Centre Training and Knowledge Transfer. He is the author of The Call Centre Training Handbook and Experiential Learning (both also published by Kogan Page).Trade Review"Overall this looks a very promising publication with 24 both interesting and relevant chapters and is probably the best book available in the UK for domestic HRD practitioners, academics and students." * David E Williams, Programme Leader- MA Personnel and Development, University of Greenwich *"I would wholeheartedly recommend this third edition of International Human Resource Development to any student, professional HRM / HRD colleague or manager interested in the local, national and international arena of learning and development." * Dean Horsman, Senior Lecturer and Director of the NHS Trainee Scheme, MA in Human Resource Management, Leeds Business School *Table of Contents Section - ONE: International human resource development and learning; Chapter - 01: International human resource development – John P Wilson; Chapter - 02: Strategic human resource development – Thomas N Garavan and Ronan Carbery; Chapter - 03: What is learning? – John P Wilson; Section - TWO: Organizational learning; Chapter - 04: Change management and organization development – John P Wilson; Chapter - 05: Knowledge management – Eduardo Tomé; Section - THREE: National and international learning, education, training and human resource development; Chapter - 06: National systems of education – John P Wilson; Chapter - 07: UK vocational education and training – John P Wilson; Chapter - 08: European vocational education and training – Martin Mulder; Chapter - 09: National human resource development strategies: comparing Brazil, Russia, India and China – Alexandre Ardichvili, Elena K Zavyalova and Vera N Minina; Chapter - 10: International development: policy learning as an approach to VET reform in transition and development countries – Sören Nielsen and Madlen Serban; Chapter - 11: Capacity development and human resource development – Dalia Al-Zendi and John P Wilson; Section - FOUR: The training cycle; Section - FOUR A: Identification of learning needs; Chapter - 12: The identification of learning needs – Richard Palmer, Allan Claudius Queiroz Barbosa, Leandro Pinheiro Cintra, Junia Marcal Rodrigues and Juliana Barbosa e Oliveira; Section - FOUR B: IDesign; Chapter - 13: Designing learning events – David Simmonds; Chapter - 14: Working in multicultural and multilingual environments: HRD professionals as learning and change agents in the global workplace – Maria Cseh and Beatriz Coningham; Section - FOUR C: IDelivery; Chapter - 15: Delivering training – John Kirkham and Jacqueline Pattison; Chapter - 16: Informal, non-formal and work-based methods of learning – Jacqueline Pattison, John Kirkham and Mariana Gabriela Hudrea; Chapter - 17: Coaching and mentoring – Stephanie T Sturges; Section - FOUR D: Evaluation; Chapter - 18: Assessment and evaluation – Tanuja Agarwala; Section - FIVE: Managing HRD; Chapter - 19: Leadership and management development – Ronan Carbery and Thomas N Garavan; Chapter - 20: Managing human resource development functions and services – Barney Erasmus and Pieter Loedolff; Chapter - 21: HRD practice and research: investigating business issues through applied social science research – K Peter Kuchinke; Chapter - 22: HRD and consultancy – Kiran Trehan and Clare Rigg; Chapter - 23: Learning spaces that change people and organizations – Colin Beard and Ilfryn Price; Chapter - 24: HRD and business ethics – Alexandre Ardichvili and Douglas Jondle

Read more less

Book SynopsisKenneth Fee has worked in learning and development for 25 years, as a trainer, consultant, manager, and writer, among other roles. He has an MA degree in social science, an MBA, certificates in training and in assessment, a professional diploma in training management, and he is a Chartered Fellow of CIPD and a Fellow of CMI.Table of Contents Chapter - 23: The talent web; Chapter - 24: The succession planning cycle; Chapter - 25: Devising and using standards of competence; Chapter - 26: Board-level development: a needs audit; Chapter - 27: Learning methods and styles grid; Chapter - 28: Learning methods choice matrix; Section - TWO: Planning learning; Chapter - 29: The six essential elements of a learning strategy; Chapter - 30: Using the learning and development cycle to plan learning interventions; Chapter - 31: A step-by-step guide to planning a learning event; Chapter - 32: Personal development planning; Chapter - 33: Using different approaches to learning and development; Chapter - 34: Criteria for choosing a learning approach; Chapter - 35: A checklist for procuring learning services; Chapter - 36: Outsourcing versus insourcing; Chapter - 37: The four phases of knowledge management; Chapter - 38: The three component parts of e-learning; Chapter - 39: The five models of e-learning; Chapter - 40: Learning design: the five dimensions; Chapter - 41: The route map model for e-learning design; Chapter - 42: A classification of e-learning technologies; Chapter - 43: What to look for in a digital learning platform; Chapter - 44: Checklist – 10 things to look out for when dealing with e-learning vendors; Chapter - 45: What to look for in a learning and development consultant; Chapter - 46: What to look for in learning materials; Chapter - 47: Working with union learning representatives; Chapter - 48: Using qualifications; Chapter - 49: Reference list of learning and development methods; Section - THREE: Implementing learning; Chapter - 50: Icebreakers; Chapter - 51: Coaching – tips and pitfalls; Chapter - 52: Facilitation – tips and pitfalls; Chapter - 53: Lecturing – tips and pitfalls; Chapter - 22: The five aspects of talent management; Chapter - 21: Knowledge management: distinguishing data, information and knowledge; Chapter - 20: Neuro-linguistic programming; Chapter - 19: Gardner’s multiple intelligences; Chapter - 18: Emotional intelligence; Chapter - 17: Accelerated learning; Chapter - 16: The learning value chain; Chapter - 15: How to develop a learning organization; Chapter - 14: How to develop a learning culture; Chapter - 13: Johari window; Chapter - 12: Overcoming barriers to learning; Chapter - 11: Rose’s learning styles; Chapter - 10: Honey and Mumford’s learning styles; Chapter - 09: Kolb’s experiential learning cycle; Chapter - 08: Informal and non-formal learning; Chapter - 07: Bloom’s taxonomy of learning domains; Chapter - 06: The learning curve; Chapter - 05: Performance analysis quadrant; Chapter - 04: Identifying organizational learning needs: a step-by-step approach; Chapter - 03: L&DNA grids; Chapter - 02: Understanding learning, development, education and training; Section - ONE: Learning needs analysis; Chapter - 01: The learning and development cycle; Chapter - 00: Introduction; Chapter - 54: How to mentor someone; Chapter - 55: How to organize work-based learning; Chapter - 56: Guided practice; Chapter - 57: Putting together action learning sets; Chapter - 58: Setting up a community of practice; Chapter - 59: The seven pillars of a corporate university; Chapter - 60: Preparing a lesson plan; Chapter - 61: Preparing to deliver a course: a checklist; Chapter - 62: Tips for team teaching; Chapter - 63: 360-degree feedback; Chapter - 64: Psychometric instruments for development rather than assessment; Chapter - 65: Innovative approaches to learning; Chapter - 66: Using storytelling in learning and development; Chapter - 67: Games, and learning through play; Chapter - 68: Simulation; Chapter - 69: Volunteering-based learning; Chapter - 70: Development centres; Chapter - 71: Assessing and recording competence; Chapter - 72: Learning logs and contracts; Chapter - 73: Guided reading; Chapter - 74: Appreciative inquiry; Chapter - 75: Networking via professional bodies; Chapter - 76: Outplacement services; Chapter - 77: Blended learning models; Chapter - 78: Social networking and collaborative tools; Chapter - 79: Checklist for setting up a learning centre; Section - FOUR: Evaluating learning; Chapter - 80: Costing learning; Chapter - 81: Assessing learning; Chapter - 82: Talent management and development: the GE nine box model; Chapter - 83: Quality management of learning: the diamond model; Chapter - 84: Applying quality management tools to learning; Chapter - 85: Making a business case for learning and development; Chapter - 86: Internal marketing of learning and development; Chapter - 87: How to get value from a corporate university; Chapter - 88: How to get value from learning consultants; Chapter - 89: Evaluation: how to recognize and when to use the main methods; Chapter - 90: Kirkpatrick’s four levels of evaluation; Chapter - 91: Producing an evaluation sheet; Chapter - 92: Measures in evaluating learning; Chapter - 93: CIPD partnership of learning model; Chapter - 94: Evaluation metrics; Chapter - 95: Calculating return on investment; Chapter - 96: Evaluation: return on expectations; Chapter - 97: Six Sigma for learning and development; Chapter - 98: Balanced scorecard for learning and development; Chapter - 99: E-learning: the impact matrix; Chapter - 100: Evaluation: total value add; Chapter - 101: You

Read more less

Book SynopsisHilarie Owen has been a successful director, author, strategist, founder and Chief Executive of the Institute of Leadership. She was Head of Leadership Services for the Police Service in England, Wales and Northern Ireland after a successful corporate career and has worked for a variety of global companies in the United States, Europe, Middle East and South Africa. She has lectured at Cranfield, Manchester Business School and Madrid University and was invited to speak at Harvard Kennedy School of Government in a debate on how people learn leadership.Trade Review"Hilarie Owen has produced a well researched and highly practical guide to one of the most pressing topics of the day. Both large corporations and ambitious SME companies will find this guide an invaluable tool to accessing the cost effective solution mentoring gives to the issue of identifying and unlocking the potential talent that exists within their organisations in the face of increasingly tight internal resources." -- Tony Stubbs, Regional Director, Executives OnlineTable of Contents Chapter - 01: Introduction to mentoring; Chapter - 02: Mentoring in organizations; Chapter - 03: Finding the right people; Chapter - 04: The nuts and bolts of a mentoring scheme; Chapter - 05: The role of mentoring in diversity and culture; Chapter - 06: Evaluating mentoring; Chapter - 07: The wisdom of mentoring; Chapter - 08: Mentoring for small and medium enterprises; Chapter - 09: Mentoring for leadership; Chapter - 10: Conclusion

Read more less

Book SynopsisMichael Armstrong is a former Chief Examiner of the CIPD. He has sold over 500,000 books on the subject of HRM (published with Kogan Page).Ann Cummins is a management consultant specializing in reward and performance management.Table of Contents Chapter - 00: Introduction: the tools and how they are used; Chapter - 01: Reward reviews; Chapter - 02: Reward strategy; Chapter - 03: Total rewards; Chapter - 04: Reward risk management; Chapter - 05: Job evaluation; Chapter - 06: Market analysis; Chapter - 07: Base pay management; Chapter - 08: Contingent pay; Chapter - 09: Bonus schemes; Chapter - 10: Executive remuneration; Chapter - 11: International reward; Chapter - 12: Employee benefits; Chapter - 13: Pay reviews; Chapter - 14: Evaluating reward

Read more less

Book SynopsisMike Bryon is an expert in psychometrics and training solutions. He is also the author of The Advanced Numeracy Test Workbook, How to Pass Graduate Psychometric Tests, How to Pass the Civil Service Qualifying Tests, How to Pass Selection Tests, Ultimate Psychometric Tests and How to Master the UKCAT, as well as many other titles, all published by Kogan Page.Table of Contents Chapter - 01: A career as a firefighter; Chapter - 02: The application forms and questionnaire about your attitude to work; Chapter - 03: Written tests and practice questions; Chapter - 04: Practice tests; Chapter - 05: Interview and team exercise, physical tests and references; Chapter - 06: Answers and explanations

Read more less

Book SynopsisRaisa Arvinen-Muondo works in HR management in Luanda, Angola. She has undertaken doctoral research at the University of Bedfordshire, on the career development of Angolan professionals within Western multinational organizations, focusing on the impact of experiences associated with international living.Stephen J Perkins is Dean of London Metropolitan Business School and a Visiting Research Fellow at Cass Business School. In addition to having served in several universities, he has held senior management posts in industry at times of transformational change and consulted with private and state-owned organizations internationally.Table of Contents Section - ONE: Introduction; Chapter - 00: Introduction – Stephen Perkins and Raisa Arvinen-Muondo; Section - TWO: Individuals at work under an employment relationship; Chapter - 01: Managing diverse identities at work – Janice Johnson and Christina Schwabenland; Chapter - 02: Perception, making decisions and people management – Raisa Arvinen-Muondo; Chapter - 03: Motivation at work: engagement and facilitation – Nahid Rozalin; Section - THREE: Employing human resources to work together for a purpose; Chapter - 04: Managing performance – Caroline Bolam and Sarah Jones; Chapter - 05: Leadership, communication and organizational effectiveness – Linda Holbeche; Chapter - 06: Talent management – Raisa Arvinen-Muondo and Qi Wei; Section - FOUR: Shifting contexts for organizational behaviour; Chapter - 07: Conflict, power and politics – Philip Davies and Rod Smith; Chapter - 08: Organizational culture – Eliot Lloyd; Chapter - 09: Managing organizational change – Faten Baddar Al-Husan and Konstantinos Kakavelakis; Chapter - 10: Creativity, innovation and the management of knowledge – Pauline Loewenberger; Section - FIVE: Summation and reflection; Chapter - 11: Coda: HRM and OB – accenting the social – Stephen Perkins and Raisa Arvinen-Muondo

Read more less

Book SynopsisAnne Brockbank was a learning and development consultant and EMCC Master Practitioner, working with clients in a range of public and private enterprises. She was a visiting lecturer at City University and co-author with Ian McGill of Facilitating Reflective Learning in Higher Education and The Action Learning Handbook.Ian McGill is a development consultant working with senior managers and staff in government agencies, higher education, and the private sector. He is the co-author of The Action Learning Handbook.Table of Contents Section - ONE: How coaching and mentoring support reflective learning; Chapter - 01: The revised situational framework; Chapter - 02: Learning theories for coaching and mentoring; Chapter - 03: Reflective dialogue and learning; Section - TWO: What is the difference between coaching and mentoring?; Chapter - 04: What is mentoring?; Chapter - 05: What is coaching?; Chapter - 06: Mentoring models; Chapter - 07: Coaching models; Section - THREE: Coaching or mentoring in each quadrant; Chapter - 08: Performance; Chapter - 09: Engagement; Chapter - 10: Development; Chapter - 11: The systemic quadrant; Section - FOUR: The reflective practitioner: accreditation, ethics, diversity and supervision; Chapter - 12: Accreditation, ethics and diversity; Chapter - 13: Why supervision? Theory, sources and models; Chapter - 14: Conclusion

Read more less

Book SynopsisJane Newell Brown has worked on all sides of the staffing sector, in contingency, search, selection and managed services. She is now one of the leading management consultants in the sector, to both recruitment firms and their client base. Ann Swain is the Chief Executive of The Association of Professional Staffing Companies (APSCo). She is a well-respected authority in the recruitment industry, a hugely popular international speaker and a passionate advocate for the UK Staffing Sector.Trade Review"Finally: the ultimate 'go to' guide for recruiters - a one-stop shop of professionalism with panache." * Recruiter *"[Newell Brown and Swain] are unquestionably authorities on recruitment. What they don't know about our industry isn't worth knowing" * Dan McGuire, Co-founder of Broadbean Technology and serial entrepreneur *"I can think of very few people better qualified to write about the recruitment industry." * Russell Clements, CEO, SThree *Table of Contents Chapter - 00: Introduction; Section - ONE: The recruitment industry; Chapter - 01: The development of the recruitment industry; Section - TWO: The successful recruiter; Chapter - 02: The recruitment cycle; Chapter - 03: Working to your strengths; Chapter - 04: Developing a business strategy; Chapter - 05: Developing key performance indicators; Section - THREE: How to deliver excellence in recruitment practice; Chapter - 06: Candidate management; Chapter - 07: Client acquisition; Chapter - 08: Client strategy; Chapter - 09: Candidate attraction

Read more less

Book SynopsisWarren Redman is founder and President of the Emotional Fitness Institute. He has trained and coached high profile professionals and leaders for nearly thirty years. Having developed Emotional Fitness coaching and written 16 books he now trains coaches in this approach through the E-Fit Institute.Trade Review"Emotional Fitness Coaching is an accessible and engaging read that will help any leader, and aspiring leader, get a handle on some of the "soft skill"competencies critical to their success" -- Steve Mitten CPCC, MCC, Former President of International Coach Federation, Founder of acoach4u.com and ICF 'Coach of the Year' 2007 * Steve Mitten CPCC, MCC, Former President of International Coach Federation, Founder of acoach4u.com and ICF 'Coach of the Year' 2007 *Table of Contents Chapter - 00: Introduction; Chapter - 01: Why Emotional Fitness brings success; Chapter - 02: Power Listening; Chapter - 03: Learning is earning; Chapter - 04: Treasure seeking; Chapter - 05: The energy equation; Chapter - 06: Inside story; Chapter - 07: The E-Fitness coach; Chapter - 08: Actions speak louder; Chapter - 09: Spreading the E-Fitness bug

Read more less

Book SynopsisAdrienne Green has practised for many years as a psychotherapist with people suffering with severe stress, anxiety and depression.She has also lectured at Lancaster University in theories of counselling and psychotherapy.John Humphrey advises many leading employers on health and employment issues. He has run the healthcare functions of Procter and Gamble and the Beecham Group. Adrienne and John are the founding directors of Nice Work Consulting Ltd a company that specialises in workplace psychology and employee wellbeing.Trade Review"By working through the 'Keys' in Coaching for Resilience you will equip yourself to deal with all of life's challenges. Keep it with you." * Peter Davidson, Chairman South Tyneside NHS Trust *"Adrienne has helped me to understand myself more, develop my inner strength, identify and appreciate my own abilities and provided me with the skills and techniques I needed to enhance my working relationships with others." * Joan Didier, Deputy Head Teacher *"It has made me challenge my outlook in a way that I have never had the tools to do before, despite reading numerous books on the subject." * Tim Styles *Table of Contents Chapter - 00: Introduction; Section - ONE: Essential foundations for lasting resilience; Chapter - 01: Defining ‘resilience’ and ‘stress’; Chapter - 02: The science bit; Chapter - 03: The effects of modern-day chronic stress; Chapter - 04: Managing stress to build resilience; Chapter - 05: What you already know; Section - TWO: The 7 KEYS; Chapter - 06: KEY 1; Chapter - 07: KEY 2; Chapter - 08: KEY 3; Chapter - 09: KEY 4; Chapter - 10: KEY 5; Chapter - 11: KEY 6; Chapter - 12: KEY 7

Read more less

Book SynopsisJonathan Passmore is an occupational psychologist with an international reputation having spoken at conferences across the world. He is the editor of the Association for Coaching series with Kogan Page as well as Appreciative Inquiry for Change Management and Top Business Psychology Models.Trade Review"This book fills an important gap in the coaching literature. Psychometric data figures increasingly in the background materials coachees bring to the learning alliance and the book provides valuable guidance on how to make safe, effective use of a wide range of instruments." * Professor David Clutterbuck, Clutterbuck Associates *"Executive coaches are increasingly aware that our observations are invariably biased, distorted and selective. While that is part of the charm and power of coaching, this textbook is invaluable in balancing our sometimes overly subjective perception." * Erik de Haan, Director of Centre for Coaching, Ashridge Business School *"A very timely book. Both coaching and psychometrics are fast growing areas. Psychometric test results help build the foundation on which effective coaching rests. Any coach should know this information." * Professor John Rust, The Psychometrics Centre, University of Cambridge *"The book is for those new and experience using psychometric tests, as well as students in psychology, psychometrics and human resources management" * Sci Tech Book News *"This book... is an invaluable addition to the growing number of books on coaching. Psychometrics in coaching is a must for those commissioning coaching, for coaches wishing to improve their knowledge of this area and for those studying leadership. The clear style makes it accessible for readers new to this area as well as being suitable for experienced practitioners - a useful book to add to the library." * Coaching at Work *Table of Contents Chapter - 00: Introduction; Section - ONE: Psychometrics and feedback; Chapter - 01: Using psychometrics and psychological tools in coaching – Elizabeth Allworth and Jonathan Passmore; Chapter - 02: Designing psychometric questionnaires – Nollaig Heffernan; Chapter - 03: Administering and managing the use of psychometric questionnaires – Angelina Bennet; Chapter - 04: Psychometric tools in development – do they work and how? – Mark Batey, Anna Walker and David Hughes; Chapter - 05: Using feedback in coaching – Almuth McDowall; Section - TWO: Individual instruments and their use; Chapter - 06: Coaching with the MBTI instrument – Sally Carr, Bernard Cooke, Leanne Harris and Betsy Kendall; Chapter - 07: Coaching with teams: Team Management Systems (TMS) – Dick McCann; Chapter - 08: Coaching with OPQ – Eugene Burke; Chapter - 09: Coaching with the Motivation Questionnaire – Dave Bartram, Alexander Fradera and Helen Williams; Chapter - 10: Coaching with Saville Consulting Wave™ – Rainer Kurz, Rab MacIver and Peter Saville; Chapter - 11: Coaching with the 16PF questionnaire – Rob Bailey and Pauline Willis; Chapter - 12: Coaching for emotional intelligence: MSCEIT – David R Caruso and Peter Salovey; Chapter - 13: Identifying potential derailing behaviours: Hogan Development Survey – James M Fico, Richard Brady and Robert Hogan; Chapter - 14: Coaching for engaging transformational leadership: The Transformational Leadership Questionnaire (TLQ™) – Beverly Alimo-Metcalfe and Glenn Mead; Chapter - 15: Developing resilience through coaching: MTQ48 – Peter Clough, Keith Earle and Doug Strycharczyk; Chapter - 16: Using archetypes in coaching – Thomas J Hurley and Jeff Staggs; Chapter - 17: Coaching for strengths using VIA – Carol Kauffman, Jordan Silberman and David Sharpley; Chapter - 18: Coaching for stress: StressScan – Kenneth M Nowack; Chapter - 19: Coaching for cultural transformation: CTT – Richard Barrett; Chapter - 20: Coaching with FIRO Element B – Roy Childs; Chapter - 21: Coaching with LSI – Quentin Jones; Chapter - 22: MTR-i and Type Mapping system for team coaching – Roy Childs and Steve Myers

Read more less

Book SynopsisRo Gorell specializes in performance improvement and talent development, working with a broad range of clients looking to leverage talent and effect change. Ro's enthusiasm for group coaching began in 1999 whilst coaching process improvement teams. She is the co-author of 50 Top Tools for Coaching published by Kogan Page as well as Are They On The Right Bus?The 55-Minute Guide to Talent Management (Verb Publishing)Trade Review"A fresh, well considered, and practical guide for those considering harnessing group coaching as a talent development tool'" * Sharon Hitch, Director of the Talent Management Association *"Although I'm only into the first few words of chapter two I've already pulled value from the book....[I] look forward to getting into the rest of the book." * Richard Scott-Will-Harknett *Table of Contents Chapter - 00: Introduction: taking the group coaching journey; Section - ONE: The context of group coaching; Chapter - 01: Why it’s important to start with self; Chapter - 02: Benefits of group coaching; Chapter - 03: Certainty drives action; Section - TWO: Creating a group coaching strategy; Chapter - 04: Group coaching process; Chapter - 05: Group coaching blueprint; Chapter - 06: Group dynamics and the group directive; Section - THREE: Tools and processes; Chapter - 07: Contracting for ‘success’; Chapter - 08: Discovering the right tools; Chapter - 09: Creative group coaching; Section - FOUR: Measuring success; Chapter - 10: The challenges of measuring results from group coaching; Chapter - 11: Measuring success in practice; Section - FIVE: Group coaching as talent liberation; Chapter - 12: Using group coaching as part of your talent system; Chapter - 13: Actions for optimizing collective talent

Read more less

Book SynopsisLiz Hall is an award-winning journalist and coach. Awards include the Periodical Training Association's Journalist of the Year award and the Association for Coaching's Award for Impacting (Leadership/External Focus) Service to the Wider Community for 2010-11. She is the editor and co-owner of Coaching at Work magazine, has written and worked for publications including The Guardian; The Financial Times; The Observer; The Daily Mail, People Management; Personnel Today; Training magazine; Employers' Law; Spirituality & Health and Mandala magazine. She is the author of Mindful Coaching, also published by Kogan Page.Trade Review"Liz Hall expertly intertwines relevant theory, the latest thinking of leading academics and real-world practice to provide coaches with an essential guide for working with people facing challenging transitions. Compelling, timely and inspiring!" * Dr Christian van Nieuwerburgh, Associate Professor in Coaching, Centre for Coaching and Behavioural Change, Henley Business School *"The generosity in the material that is shared, the power in the stories, the vulnerability and honesty in the case studies makes this book an exciting and compelling read that brings you face to face with your own learning edge of working with crisis. This book stretches the assumptions of what it is to coach." * Dr Alison Whybrow, Chartered Psychologist and Coach *"The idea of this book was initially a little daunting, as I wasn't sure how coping with crisis was something I wanted to be drawn towards. Rather than uncomfortable reading, it's inspiring. To connect with so many real and relatable stories of people's triumph in almost impossible experiences caused me to wonder - what would I do in this situation? Liz's research and references are comprehensive and it's a read I think most coaches would get something from." * Julie Starr, Director, Starr Consulting and author of The Coaching Manual *"Neil and Alister provide both an inspirational and thought provoking piece of writing as well as a range of methods and tools." * Peter Hawkins, Emeritus Chairman of Bath Consultancy Group and Professor of Leadership at Henley Business School (about the legacy thinking chapter) *"[the] writing resonates with the biggest challenges facing businesses now. The key question I am asking myself after reading the chapter [on legacy thinking] is... [W]ould shareholders be better served by adopting legacy thinking and looking to the long term?" * Andrew Jones, Finance director for an international fund management company *Table of Contents Chapter - 1: Definitions; Chapter - 2: Shared territory; Chapter - 3: Models and frameworks for exploring change and transition; Chapter - 4: No mud, no lotus? Crisis as a catalyst for transformation; Chapter - 5: Coaching for Compassionate Resilience through Creativity: The Case for a ‘Turn to Autoethnography’; Chapter - 6: Insights from Neuroscience; Chapter - 7: Executive Coaching in Times of Organisational Change: a Vital Support and Developmental Mechanism; Chapter - 8: Leaders in Crisis: Attending to the shadow side; Chapter - 9: The Role of Coaching in Supporting Organisations to Address Mental Health Issues; Chapter - 10: Nourishing the lotus flower: turning towards and transforming difficulties with Mindful Compassionate Coaching; Chapter - 11: Self coaching; Chapter - 12: Legacy Thinking: An Approach for a Better Now, and a Better Future;

Read more less