Personnel and human resources Books
Kogan Page Ltd Complete Training
Book SynopsisRobin Hoyle has worked in training and development for 27 years, designing courses and delivering sessions across the public, private and voluntary sectors. He has trained school leavers and senior executives, sole traders and multi-national corporations. His company, Learnworks, works with global organizations designing blended learning programmes, particularly in the areas of sustainability, commercial governance and marketing. He has been the architect of award-winning e-learning programmes and workshops for both technical and interpersonal skills. He has trained thousands of trainers on every continent. A regular speaker at industry events and conferences, he has twice been nominated for Outstanding Contribution to the Training Industry at the World of Learning Awards.Trade Review"Robin's work constantly asks you to challenge your preconceptions of what good training should be about. He excels in questioning the attitudes of the status quo and accepted thinking that has allowed much of L&D to lack the innovation it needs. 'Complete Training: From recruitment to retirement' is no exception and is highly recommended reading for everyone in the industry." * Jon Kennard, editor, TrainingZone.co.uk *"Based on many years of experience in adult learning, working with a variety of clients, including big multinationals with dozens of thousands of people to develop, Robin summarises here his uncompromising views about what's wrong with corporate training and development and how it can be put right. It provides vital advice for anyone interested in developing an organisation's most valuable resource - its people." * Svetlana Omeltchenko, Vice President Consumer Market Insights at Coty Inc *Table of Contents Chapter - 00: Introduction: a manifesto; Chapter - 01: Employee life cycles; Chapter - 02: Complete Training tools: the starting point; Chapter - 03: Complete Training tools: workshops; Chapter - 04: Complete Training tools: follow-up activities and on-the-job/informal learning; Chapter - 05: Can all the tools work together?; Chapter - 06: Technology: what works and what doesn’t; Chapter - 07: Knowledge management and performance management: mutually exclusive?; Chapter - 08: What gets measured gets done; Chapter - 09: Growing your own talent and succession planning; Chapter - 10: The strategy checklist
£25.64
Kogan Page Ltd Developing Resilient Organizations
Book SynopsisDoug Strycharczyk is Managing Director of AQR a consultancy that works to improve the 'mental toughness' of organizations. Before he founded AQR in 1989 he held a variety of HR and consultancy roles in the private and public sectors. These include Castrol (UK) Limited, Goodyear Tyres, Decca Ltd, J Wedgwood Ltd and the Burton Group. He was the Head of Operations for Castrol (UK) Ltd at the same time as being Head of HR. He is the co-author of Developing Mental Toughness with Peter Clough and a contributor to Psychometrics in Coaching, both published by Kogan Page.Charles Elvin is Chief Executive of the Institute of Leadership and Management (ILM). He is a highly experienced Director achieving significant commercial results in the business services sector, in particular driving revenue and profit growth in the learning, training and professional development industry. Previous roles include Director of the B2B Division of the Open University, leading the British StandTrade Review"Developing Resilient Organizations' central premise that the future for individuals and organizations is both challenging and arriving at break neck speed is correct. We can't any longer debate whether we want change or not, we have to embrace it. The book provokes business leaders into thinking about the future - in particular two hugely important factors. Firstly, developing a positive, confident mindset in the workforce through developing mental toughness. Secondly, applying real leadership behaviours that engender trust from staff. The most important thing though is to be alert to change and what it means for all stakeholders. This book helps the reader to do just that." * Neil Scales, Director-General, Dept. of Transportation and Main Roads *Table of Contents Chapter - 00: Introduction; Section - ONE: Change in the 21st century; Chapter - 01: A general overview – Doug Strycharczyk; Chapter - 02: The new factors – Doug Strycharczyk; Chapter - 03: Mental toughness – Professor Peter Clough, Dr Fiona Earle, Dr Keith Earle, Dr John Perry and Doug Strycharczyk; Chapter - 04: Trust-based leadership and resilient organizations in the 21st century – Charles Elvin; Chapter - 05: Leadership, resilience and the 21st-century organization – Professor Sharon Turnbull and Rob Noble; Section - TWO: Practitioner perspectives; Chapter - 06: Leadership and the BP grit in the oyster – developing mental toughness – Jo Shuttlewood and Rachel Billington; Chapter - 07: Changing times for the public sector – Zoe Sweet and Jo Carruthers; Chapter - 08: New realities: Personal growth for an uncertain future – Sue Pinder, Raymond Robertson and Craig Thomson; Chapter - 09: Ethics, ethical practice and their growing importance in developing sustainably performing organizations in the 21st century – Richard Cresswell and Murray Clark; Chapter - 10: Big data, big business – Andrew Cuthbert
£31.34
Kogan Page Organization Design
Book SynopsisPatricia Cichocki leads Design to Change. She has over 25 years' experience working in and advising international organizations and clients on organization design and change. She holds degrees from HEC Paris, Oxford University and University College London and is a member of the Organization Design Forum. Patricia was a founding director of the Change Leaders.Christine Irwin retired in 2011 after a career that saw her become one of the UK's leading practitioners in organization design and implementation. The first edition of Organization Design is just part of that legacy. She was an elected board member of the US-based Organization Design Forum from 2001 to 2010 and holds degrees from Manchester Business School and Leeds University.Table of Contents Chapter - 00: Introduction; Section - ONE: Understanding organization design; Chapter - 01: Putting organization design in context; Chapter - 02: Familiarize yourself with the Organization Design Compass and the OPTIMAL Way; Chapter - 03: Some essential building blocks; Section - TWO: Designing your organization the OPTIMAL Way; Chapter - 04: Outlining your brief; Chapter - 05: Pulling together your programme; Chapter - 06: Taking stock of the change required; Chapter - 07: Identifying assessment criteria; Chapter - 08: Mapping the design options; Chapter - 09: Assessing the alternatives; Chapter - 10: Laying out the way forward; Section - THREE: Dealing with recurring challenges; Chapter - 11: How to maintain design integrity over time; Chapter - 12: How to choose between design options when the environment is very uncertain; Chapter - 13: How to assess the level of capability maturity of an organization over time
£29.99
Kogan Page Ltd Complete Training Evaluation
Book SynopsisRichard Griffin is Director of Institute of Vocational Learning and Workforce Research in Health and Social Care, where he undertakes research, audit and evaluation of a range of workforce interventions, including the development of new roles and the impact of training on productivity. His recent projects in this role include evaluations of a leadership training programme and a retail staff training programme. Richard is a regular contributor to The Training Journal's magazine and holds a blog on their website. He is also a regular conference speaker and runs workshops on the subject of training evaluation.Trade Review"I regard it as both a pleasure and a privilege to applaud this innovative and insightful text which will provide essential reading and practical guidance for all who are involved in the field of training, education and impact evaluation of the same. This inspiring text provides a range of pragmatic recommendations, solutions and guidance that have been informed by personal testimony, experience and evidence-based practice acquired by the author who is regarded as an expert in his field." * Emeritus Professor David Sines, Buckinghamshire New University *"Griffin's approach in Complete Training Evaluation is spot on. This book provides clear direction for training professionals who wish to create and implement a credible training evaluation plan to demonstrate the organizational value of their efforts." * James D. Kirkpatrick, Co-author, Training on Trial *"Richard Griffin is a real expert on the ROI of L&D. He combines an academically rigorous approach to research with a real-world knowledge and understanding of the challenges facing L&D professionals in measuring the return on investment in their activities, and, as a result, produces work that really drives the issue of ROI forward." * Elizabeth Eyre, Senior Editor at Mind Tools *Table of Contents Section - ONE: The state of training evaluation; Chapter - 01: Introduction; Chapter - 02: The power of training evaluation; Chapter - 03: The workplace, learning and performance; Chapter - 04: Where are we now?; Section - TWO: Getting ready; Chapter - 05: Barriers to evaluation and how to overcome them; Chapter - 06: Planning an evaluation; Chapter - 07: Surveys, peer review evaluation, observation and other ways to evaluate; Chapter - 08: Stakeholder evaluation; Section - THREE: Evaluation; Chapter - 09: Meaningful reaction measures: Moving beyond happy sheets; Chapter - 10: Rating scales: Measuring the effectiveness of training; Chapter - 11: ‘Can do, will do’ – the importance of self-efficacy; Chapter - 12: Training transfer and retention: Making training stick; Chapter - 13: ‘What difference did the training make to you?’; Chapter - 14: Evaluating e-learning; Chapter - 15: Evaluating learning outcomes; Chapter - 16: Evaluating informal learning; Chapter - 17: Costs; Section - FOUR: Bringing it together; Chapter - 18: Presenting evaluation results; Chapter - 19: Complete evaluation checklist; Chapter - 20: Bringing it all together; Chapter - 21: Boosting performance through complete evaluation
£33.24
Kogan Page Ltd The Learning Challenge
Book SynopsisNigel Paine is a change-focused leader with a worldwide reputation and extensive experience in leadership and consultancy with public service broadcasters, SMEs, global industry players, government and education institutions. As the Head of Training and Development at BBC, he built one of the most successful learning and development operations in the UK. He now runs his own consultancy, which focuses on leadership, creativity, innovation and e-learning, working with companies in Europe, Brazil, Australia and the US.He is an academic director and member of the international advisory board at the University of Pennsylvania in Philadelphia, board member of Management Issues and a Masie Learning Fellow. Frequent conference speaker, Nigel has also written many articles for Training Zone and contributed and edited two books for the internationally respected Masie Centre think tank. In recognition of his contribution to learning, he received a Global Learning Leader Award at the 2006Trade Review"This book checks all the boxes for me. A great summary of the challenges and opportunities for learning in organizations all over the world." * Elliott Masie, Head, The MASIE Center *"Superb and paradigm-shifting. I will require my staff to do a deep read of the book." * Diane Adams, Director, Division of Training & Ed./OD, Department of HR, The Mount Sinai Health System *"The Learning Challenge is full of strong, supportive messages for both the new and established talent development professional. Great read for talent development professionals in the trenches, facing new challenges head-on." * TD Magazine *Table of Contents Chapter - 00: Introduction; Section - ONE: The Manifesto for Change; Chapter - 01: The changing context for learning; Chapter - 02: Work is changing; Chapter - 03: The learning leader role is changing; Section - TWO: New Ideas for Learning; Chapter - 04: What 70:20:10 is and why it is important; Chapter - 05: Measuring impact; Chapter - 06: Performance support; Chapter - 07: Instructional design; Section - THREE: The Game Changers; Chapter - 08: Coming to terms with big data and learning analytics; Chapter - 09: The lessons from neuroscience; Chapter - 10: The importance of technology for learning
£31.34
Kogan Page The Inclusion Imperative
Book SynopsisStephen Frost is a leadership, communications and inclusion expert. He was formerly Head of Diversity and Inclusion for the London Organizing Committee of the Olympic Games and Paralympic Games (LOCOG) 2007-2012, and is currently a Visiting Fellow with the Women and Public Policy Program at Harvard Kennedy School. He is also Vice President (Diversity) of the Chartered Institute of Personnel and Development.Trade Review"Phenomenal - I have never seen such a holistic, strategic and effective mandate for organisational change" * Iris Bohnet, Academic Dean, Harvard Kennedy School *"One more sceptic converted, one more step to real inclusion, one step closer to improving the state of the world. I implore any senior executive who cares about wider society to read this book" * Klaus Schwab, Founder and Executive Chairman, World Economic Forum *"This is the book on diversity we've all been waiting for. The fact it has never been undertaken before is an indictment on business. The fact it now can be applied, offers me hope." * Lord Paul Deighton, Commercial Secretary to the Treasury and former CEO, London 2012 *"The Inclusion Imperative has opened up a whole new way of thinking about how we work together in the modern world. We are using it as a guidebook for how to organize large projects here in Minnesota, like our plans to host the 2023 World's Fair EXPO, in ways that change the communities they touch for the better. It is inspiring because it is based on the actual experience of one of the largest and most successful global projects ever undertaken and it is so helpful by giving specific ideas, advice, and suggestions applicable to all of the challenges we face- no matter how small or large." * Mark Ritchie, Former Secretary of State, Minnesota *"The Inclusion Imperative has something for everyone. For executive leaders or those new to the Diversity and Inclusion profession, it is a definite read, especially those in the business/corporate sector. Frost's reporting of data and research helps anyone who is working on developing an inclusion strategy. For those like myself, who are from the higher education sector, the book adds to the chorus and volumes of diversity research that is decades old; however, Frost frames diversity and inclusion in new, compelling ways that can aid our mandates and give it new life. Overall, I highly recommend the book." * Denise O’Neil Green, Vice-President Equity and Community Inclusion, Ryerson University and Executive Editor of Institutional Diversity Blog *Table of Contents Chapter - 00: Introduction – Paul Deighton, Tanni Grey-Thompson and Jean Romlin; Section - ONE: Courage; Chapter - 01: Inside the tent: the seven stages of life in an organising committee; Chapter - 02: Outside the tent: the Olympic and Paralympic movements; Chapter - 03: Re-defining Diversity and Inclusion; Chapter - 04: The real business case for action; Section - TWO: Creativity; Chapter - 05: The process; Chapter - 06: Understand; Chapter - 07: Lead; Chapter - 08: Deliver; Chapter - 09: The interventions; Chapter - 10: Workforce; Chapter - 11: Procurement; Chapter - 12: Service delivery; Section - THREE: Talent; Chapter - 13: 200,000 people: the workforce story; Chapter - 14: 2,700 footballs and 22 tape measures: the procurement story; Chapter - 15: Logo and mascots; Chapter - 16: Who got tickets?; Chapter - 17: Education and the Cultural Olympiad; Chapter - 18: The Torch Relay; Chapter - 19: Use your LOAF: accessibility inside the tent; Chapter - 20: Transport, screening and a walk along the South Bank: accessibility outside the tent; Chapter - 21: Trapped in polyester; Chapter - 22: The ceremonies; Section - FOUR: Legacy; Chapter - 23: The theory: what have we learned?; Chapter - 24: The tools: game-changers; Chapter - 25: The lessons: failures; Chapter - 26: The applications: no more excuses
£27.83
Kogan Page Ltd Turning Learning into Action
Book SynopsisEmma Weber is the founder of Lever Learning and developer of the Turning Learning into Action methodology. Lever Learning delivers programmes throughout 16 countries and in 11 languages. Users of the TLA methodology include companies such as BMW, Apple, Electrolux, Landrover Jaguar, Colgate, Suncorp, Cisco and Nokia. A recognized authority on the transfer of learning, Emma has been a guest speaker on learning effectiveness at conferences in Australia, New Zealand and the USA.Trade Review"The Turning Learning into Action methodology has made a concrete difference to our training results over the last eight years. A must to read and implement!" * James Harper, Training Manager, BMW Group Japan *"A significant contribution to the transfer of learning to the job, with a practical approach of how real business results can be delivered." * Jack and Patti Phillips, founders of the ROI Institute *"Emma's dedication to learning outcomes has made a real contribution to the success of our entrepreneurs since 2009." * Tracey Webster, CEO, Branson Centre of Entrepreneurship, Johannesburg, South Africa *"LIW has used the Turning Learning into Action methodology with global clients for the last four years. It has become a crucial part of our approach to delivering measurable business impact for our clients - I highly recommend it!" * Pia Lee, CEO, LIW *"Turning Learning into Action is a well-argued description of how training and learning in organisations is falling short; what can be done about it and how these different actions can benefit not only trainers and their participants but other stakeholders whose involvement is crucial for success. If you've ever been frustrated that the hard work put into creating the 'perfect' training programmes has been undermined by low levels of commitment to doing things differently and doing different things once the formal training input is over, then you will not be alone in the field of L&D. In Turning Learning into Action, Emma Weber has provided some straightforward and instantly applicable routes away from that frustration being repeated in the future." * Robin Hoyle, Training Zone *Table of Contents Section - ONE: The learning transfer challenge; Chapter - 01: The evolution of training; Chapter - 02: Learning’s missing link – why it has been missing for so long; Chapter - 03: Learning’s missing link: the solutions so far; Section - TWO: The learning transfer solution; Chapter - 04: Turning Learning into Action®; Chapter - 05: Preparation – setting expectations; Chapter - 06: Preparation – creating the TLA plan; Chapter - 07: Action – the ACTION Conversation model and how to use it; Chapter - 08: Action – the ‘must have’ skills for successful TLA delivery; Chapter - 09: Action – helping others to ‘get in the gap’; Chapter - 10: Action – managing the TLA conversations; Chapter - 11: Evaluation – how to measure and report success; Section - THREE: Making learning transfer happen and the benefits by stakeholder; Chapter - 12: How to roll out TLA successfully; Chapter - 13: The benefits of TLA by stakeholder
£25.64
Kogan Page Strategic Reward and Recognition
Book SynopsisJohn G Fisher is CEO of FMI Group, a brand engagement consultancy. He has over 30 years' experience in marketing communications, incentives and performance improvement programmes, specializing in the financial services sector. He has written several business books, including Strategic Brand Engagement (also published by Kogan Page) and is a regular columnist in the marketing and HR press. He is in regular demand as a speaker and also devises and delivers seminars for clients and trade bodies about the practicalities of running employee incentive programmes.Trade Review"Fisher's grasp of the key issues makes this a perfect primer for anyone wanting to know how to create and manage successful engagement and incentive schemes." * Chris Bestley, Education Consultant, Institute of Promotional Marketing *"A great reference for any manager who has to run motivation programmes." * Simon Gilbert, Trade Marketing Manager, Sony Mobile *"John Fisher has been an expert strategist and practitioner in the field of staff motivation for over 30 years. He is also an excellent writer. The result is an always-engaging read, combining real education with valuable insights." * Martin Lewis, Managing Editor, "Meetings & Incentive Travel" magazine *Table of Contents Chapter - 00: Introduction: Dealing with human beings; Chapter - 01: Why ‘benefits’ do not deliver performance improvement; Chapter - 02: Recognition and reward theory; Chapter - 03: Motivation in practice; Chapter - 04: The performance improvement programme model; Chapter - 05: Know your people: The human audit; Chapter - 06: Skills and learning for performance improvement; Chapter - 07: Communicating reward and recognition; Chapter - 08: Rewards; Chapter - 09: Recognition; Chapter - 10: Structuring reward and recognition programmes; Chapter - 11: Setting the budget; Chapter - 12: International aspects; Chapter - 13: Troubleshooting reward and recognition; Chapter - 14: The future of reward and recognition
£28.49
Kogan Page Ltd The Psychology of Fear in Organizations
Book SynopsisDr Sheila Keegan is a Chartered Psychologist and has a doctorate in organizational change. In 1983, she co-founded Campbell Keegan Ltd, a business psychology consultancy working in the private and public sectors. An organizational consultant and qualitative researcher for more than 25 years, she helps clients in the private and public sectors to make better decisions in the areas of business strategy, social policy and organizational change management. She is a Fellow of the Market Research Society and an Associate Fellow of the British Psychological Society.Trade Review"Whatever the root of fear at the workplace, high-quality leadership - which sees employees as humans, trusts them to be professional and empowers them - seems to be necessary to ensure that such fear does not compromise innovation and productivity. I hope that leaders of academic/corporate organizations read this book and ponder about the environments they are creating at the workplace." * Professor Ranjini Swamy, Goa Institute of Management *"This book should be read by everyone who has anything to do with managing organizations. It is soundly based in history, the literature and personal experience. Keegan not only describes and explains the increase of fear in organizations but also suggests how to reduce it so that everyone can be happier and more productive." * Emeritus Professor Malcolm Harper, Cranfield University *"Sheila Keegan provides a wide-ranging and incisive treatment of this very taboo subject. She questions many current organization practices, including goal setting, and shows how these can easily result in fear and dysfunctional performance. The practice approaches she provides for reducing fear in organizations will provide real value to managers and HR professionals alike." * Michael Wellin, Chartered Psychologist, and Director at Business Transformation consultants *"This book is an interesting read and during the course of my engagement I learnt some great information and many interesting facts. The book is split into two sections the first part of the book sets the scene and introduces the reader to the relationship that both the body and the brain have with fear, it further iterates how that manifests itself in the workplace or how a workplace environment can induce the state of fear either by its organisational structure or by the leadership within. There is a great chapter around the Hawthorne experiments with a useful reference which I will be following up on and thoughts around groupthink and how it can create a collaborative way of thinking be this positive or negative. The second half of the book revolves around how to utilise this source of energy and further covers the areas around appreciative enquiry, trust and the power of language; though during these chapters the topic of fear was digressed it eventually reverts back to the original subject matter. Ultimately this translates into utilising fear as a positive force rather than a negative, and positivity is always a worth sought desire in the wellbeing to life. 4 stars: Strong, strongly recommended for managers and leaders for want to review the type of organisation they manage." * Robert Orton, Information and Content Developer, Chartered Institute of Marketing *"this book is a must read for all who feel the need for a good dose of civilised decency and scholarship to be brought to what many people see as the grubby world of commerce....This is a great little book, full of wisdom on a longstanding problem..." * Malcolm McDonald, Cranfield University, for the International Journal of Market Research *"strongly recommended for managers and leaders wanting to review the type of organisation they manage." * Philip Clarke, Chartered Management Institute book reviewer *Table of Contents Section - ONE: The nature of fear and how it shapes organizations; Chapter - 01: The paradox of fear; Chapter - 02: The cultural backdrop of fear; Chapter - 03: Perspectives on fear; Chapter - 04: Cultures of fear within organizations; Chapter - 05: Feeling fear at work; Chapter - 06: Over-control and manipulation in the workplace; Chapter - 07: Organizations in crisis; Section - TWO: How we can harness fear to improve productivity and organizational health through promoting human values; Chapter - 08: Being human; Chapter - 09: Creating psychologically healthy workplaces; Chapter - 10: Leadership and appreciative inquiry; Chapter - 11: Developing resilience; Chapter - 12: Building trust within organizations; Chapter - 13: The power of language; Chapter - 14: Building a culture of innovation; Chapter - 15: What about the future?
£28.49
Kogan Page Social Media Recruitment
Book SynopsisAndy Headworth is the founder of Sirona Consulting, a specialist consultancy that helps companies understand and integrate social media into their recruitment strategy and processes. He has 25 years of experience in the recruitment industry and has successfully delivered recruitment projects, workshops and speaking assignments in the UK, Europe, Middle East, Canada, USA and APAC. In 2013 he was named one of the 'Top 100 Most Social HR Leaders on Twitter' by The Huffington Post and one of the '50 Most Popular Recruiting Influencers on Twitter' by ERE/LeadTail.Trade Review"This well-written definitive guide to social media recruitment is an essential resource for integrating social media into recruitment strategies and processes. The book's comprehensive and practical approach, with compelling case studies, provides a strategic framework and a clear road map to deliver, all in an insightful and engaging way." * Heather Travis, Director, Asia Pacific - Armstrong Craven, and Chairman, Executive Research Association (ERA) *"Any recruiting leader wanting to up their game in social recruiting will want to read this from cover to cover." * Tony Restell, Founder, Social-Hire.com *"Social Media Recruitment is one of the most comprehensive sources for all things social media recruiting to date." * Jessica Miller-Merrell, Founder of Blogging4Jobs *"This book is a must read for recruiters, entrepreneurs, leaders and managers. [I]t helps them overcome the fear and doubts they have regarding using social media for recruitment and is a great, veracious guide to successfully doing that." * René Bolier, Co-Founder OnRecruit *"Andy is the social media and recruitment expert that the experts in the industry seek out to read and listen to. His advice is spot on and supported by years of diverse consulting experience." * Kelly Dingee, Director, Strategic Recruiting at Staffing Advisors *"To me, Andy Headworth is the world's preeminent authority in the area of social recruiting. His blogs on the ongoing process of using social media to recruit are always spot on and serve as a text book for best practises in social recruiting. I learn something valuable in every post, every blog, and every comment." * Brenda Burch, Chief Retail Talent Sourcer, Bjork Enterprises Ltd *"A must read for any HR professional who wishes to embark down the social media recruitment route" * Philip Clarke for the Chartered Management Institute *"A brilliant business book for anyone looking to successfully integrate social media in their recruitment strategy. Andy's knowledge of recruitment strategy, candidate attraction and content marketing strategy, as well as social media technologies, is unsurpassed and he delivers that knowledge in an interesting and meaningful way." * Louise Triance, MD, UK Recruiter *"The definitive guide to social media recruitment. Packed with practical advice and examples, this book makes a compelling case for social recruiting for even the most hardened social media sceptic. A must-read for those new to social recruiting, but with plenty of great content for those who are already social too." * Gemma Reucroft, HR Director, Tunstall Group *"Having worked in Recruitment/Talent Acquisition for 20 odd years, the current environment is exciting, fast paced, quickly evolving and for many ...scary. Andy gets this, and this book is really going to help you." * Hassanah Rudd, Australia Recruitment Manager, Fletcher Building *Table of Contents Chapter - 00: Introduction; Chapter - 01: The fast-changing recruitment landscape; Chapter - 02: Recruitment using social media; Chapter - 03: Selecting your social networks; Chapter - 04: Social media tools; Chapter - 05: Social media recruitment strategy; Chapter - 06: Candidate sourcing with social media; Chapter - 07: Building your employer brand; Chapter - 08: Social media big data; Chapter - 09: Establishing ROI; Chapter - 10: Social media guidelines; Chapter - 11: Building a business case for social media recruitment; Chapter - 12: Future recruitment
£31.86
Kogan Page Ltd StrengthBased Leadership Coaching in
Book SynopsisDr. Doug MacKie is a business psychologist and executive coach specialising in the assessment and development of executive capability within top 100 companies both in UK and Australia. He is a past participant on the Australian Psychological Society's strategic leaders programme and was a member of the Standards Australia Committee for the guidelines for Coaching in Organizations. He has completed the largest controlled trial to date on the effects of strength-based coaching on transformational leadership behaviour. His research was shortlisted for the BPS Practitioner of the Year Award in 2013.Trade Review"This ground-breaking book provides a comprehensive and insightful discourse on strength-based leadership coaching in organisations. Dr Doug MacKie has written a tour de force on this important and contemporary subject." * Professor Stephen Palmer, President, International Society for Coaching Psychology *"My frustration over the years with buying and participating in leadership development programs is not knowing which bits really work. Doug combines his skill of being a first-rate coach with a research-rich approach to cut through to what really matters. This book is equally applicable to practitioners as it is to leaders who want to practically understand what they can do to improve organisational performance." * Guy Templeton, President & CEO, Asia Pacific, WSP | Parsons Brinckerhoff *"Strengths-based Leadership Coaching in Organizations provides a rare and timely combination of scholarly critique and pragmatic application on the topic of positive leadership development....The book represents a valuable resource for both researchers and practitioners." * Dr Sandy Gordon, Associate Professor, Sport & Exercise Psychology, The University of Western Australia *"This is a book that needed to be written. It not only nails down the lid on the coffin of deficit-based leadership development, but provides a pragmatic and practical agenda for moving to a strengths-based approach at both individual and corporate level. A must read for anyone serious about building the capacity of existing and future leaders to manage in a complex and dynamic environment!" * Professor David Clutterbuck, David Clutterbuck Partnership *"Strength-Based Leadership Coaching in Organisations takes on some of the key frustrations in contemporary leadership development theory and practice... and offers a new approach. This surely must lead to more authentic and courageous leadership....The book will become an important guide and manual for any serious professional working to develop better leadership at the individual, team and organisational level." * Rolf Moses, Director People & Development, Norton Rose Fulbright Australia *Table of Contents Chapter - 01: An introduction to strength-based approaches in organizations Chapter - 02: Strengths: definitions and models Chapter - 03: Positive leadership theories Chapter - 04: Strengths identification and assessment Chapter - 05: Evidence for the effectiveness of positive approaches to leadership development Chapter - 06: Strengths development Chapter - 07: Coaching for positive leadership development in organizations Chapter - 08: Using strength-based approaches as a leader or manager Chapter - 09: Using strength-based approaches for team development Chapter - 10: The context and limits of strength-based leadership coaching
£33.24
Kogan Page Ltd Informal Learning in Organizations
Book SynopsisRobin Hoyle has worked in training and development for 28 years, designing award-winning courses across the public, private and voluntary sectors. His company Learnworks designs blended learning programmes in the areas of leadership, sustainability, commercial governance and marketing. He has trained thousands of trainers on every continent. Robin is the Chair of the Annual World of Learning Conference and has been nominated twice for Outstanding Contribution to the Training Industry at the World of Learning Awards. He is the author of Complete Training: From Recruitment to Retirement, also published by Kogan Page.Trade Review"Although I have some 40 years' experience of learning and development, I continue to learn a great deal from Robin Hoyle. He has that unique gift for explaining things in a way that we can understand and relate to. I especially admire his forthright 'tell it like it is' approach." * Colin Steed FLPI, Chief Executive, Learning and Performance Institute *"Robin breaks down the myths and jargon that annoyingly frequent the L&D profession into highly readable sections balanced with humour and candour. Never short of an opinion, at times controversial, Robin conveys a genuine and authentic view of the way we learn in the 21st century workplace." * Jonathan Satchell, Chief Executive, Learning Technologies Group plc *"Never dull, this is essential reading for anyone concerned with improving the capability of modern organizations. It is a well-researched work of reference and a good read - an uncommon combination." * Professor Lord Patel of Bradford OBE, Chairman, Bradford Teaching Hospitals NHS Foundation Trust *"Whilst informal learning cannot be 'managed' in the traditional sense, in the context of today's fast changing workplaces, it needs to be actively encouraged, facilitated and supported by today's learning professionals. Robin Hoyle's practical advice shows you how!" * Laura Overton, Founder, Towards Maturity *"Thank you, Robin, for attempting to herd the informal learning cats and provide us with some ways to re-shape our future as learning professionals." * Clive Shepherd, Founding Director, The More Than Blended Learning Company *"This is an excellent read for those wanting to develop an informal learning culture in their organisation, plenty of detail and references for those wanting to explore even further and a useful overview for those reflecting on their current learning culture." * Kate Brookes, Chartered Management Institute book reviewer *Table of Contents Section - ONE: Making sense of informal learning at work Section - 01: What is informal learning? Section - 02: A model of informal learning Section - 03: The capability contract Section - 04: Formal training and the budget paradox Section - 05: Informal doesn’t mean unmanaged Section - 06: Informal learning and culture Section - TWO: Liking ain’t learning: the rise of social and the impact of technology Section - 07: Liking, learning and looking up the answers Section - 08: Is there hope beyond the social media hype? Section - 09: Smarter social tools? Section - 10: Social networking skills for learning and collaboration Section - 11: Learning from academia: MOOCs and the flipped classroom Section - THREE: Learning as you work, working as you learn Section - 12: Integrating learning into work Section - 13: Measuring and evaluating Section - 14: The informal learning action plan
£25.64
Kogan Page Ltd Employee Engagement Toolkit
Book SynopsisEmma Bridger is an award-winning employee engagement specialist and Director of People Lab, an Employee Engagement Consultancy, working with clients worldwide. She has designed and developed the CIPD range of short Employee Engagement courses as well as contributed to the UK Government Review - Engaging for Success. She now advises the Government taskforce on engagement as part of the "guru group". Emma is also a regular conference speaker and case studies detailing her work have been published in industry journals.
£599.00
Kogan Page Ltd The Outstanding Middle Manager
Book SynopsisGordon Tinline is an experienced Chartered Occupational Psychologist and management consultant. He worked with business psychology consultancy Robertson Cooper for fifteen years and now operates on a freelance basis, delivering training and development programmes to improve employee welfare and business performance. Gordon has worked a wide range of businesses and organizations, including the BBC, the NHS, RBS, Shell and Rolls-Royce.Professor Sir Cary Cooper is co-founder of Robertson Cooper and Professor of Organizational Psychology and Health at Manchester Business School, University of Manchester, UK. He is recognized as a world-leading expert on well-being and work-related stress, and was knighted in 2014 for his services to Social Science. He is President of the British Academy of Management and President of the Chartered Institute of Personnel and Development (CIPD).Trade Review"Caught in the middle? This great new book will help you make the most of it whether you are managing, being managed or looking at talent development from the top. Tapping into oft- misunderstood middle managers' talents is more important now than ever. This book helps you to do just that!" * Ann Francke, Chief Executive, Chartered Management Institute *"As technology speeds the world up, middle managers have a crucial role to play in inspiring and caring for their teams and connecting the front line with senior leadership. This book will help those who are in the Middle to set goals, learn from their experiences and push on to achieve their potential for themselves and their teams." * Andy Rubin, CEO of the Pentland Group and Chairman of Pentland Brands *Table of Contents Section - 01: Life in the middle Section - 02: Life above and below Section - 03: Managing work pressures in the middle Section - 04: Mid-level career development Section - 05: Getting the best out of your team Section - 06: Influencing and working with your peers Section - 07: Managing upwards Section - 08: Lifestyle management Section - 09: Becoming an outstanding middle manager
£25.64
Kogan Page Ltd Mindfulness in the Workplace
Book SynopsisMargaret Chapman-Clarke is an occupational psychologist and applied researcher specialising in coaching, emotional intelligence, resilience and mindfulness in the workplace. She has over 20 years' experience as a head of human resources and consultant in executive, team and organisational development and serves on the editorial board of Coaching at Work and Coaching: An International Journal of Coaching Theory, Research and Practice.Trade Review"an important and essential reference point for practitioners and academics trying to deepen their awareness of mindfulness and in navigating through the narratives of fairness and dignity in relation to work and HR related matters." * Professor Miguel Martinez Lucio, International HRM, The University of Manchester *"Margaret has brought together diverse peers in the community of practice to share their stories, lived experiences, learning, reflections, insights, and practical knowledge on how mindfulness is transforming individuals and the workplace. This is a must-read book for anyone who is thinking about introducing mindfulness in their organization." * Dr Ho Law, Founder, Empsy®, Cambridge Coaching Psychology Group *"Whether you're a vehement critic, still sitting on the fence or feel marginalized in your enthusiasm for mindfulness-based workplace interventions, I urge you to read this important book! Its inclusion of inspiring yet honest stories from practitioners and organisations actually applying mindfulness is particularly welcome in what is still a rather barren field....This collection goes a long way to... heal the split between the personal and the professional in the workplace and beyond, fostering organizational cultures in which people can flourish." * Liz Hall, author of Mindful Coaching and editor of Coaching in Times of Crisis and Transformation *"Chapman-Clarke introduces an impressive array of perspectives, many of them from HR practitioners working in a range of sectors. But she also sets mindfulness in a broader context, and examines critically what evidence-based mindfulness might actually look like." * People Management *"The book draws across real-life mindfulness-based interventions (MBIs) and discusses how they were used in a variety of workplaces and organisations, in order to facilitate positive changes in employee engagement, improve workload and reduce stress.... This book was highly-researched and deserves to be on the bookshelf of any one who is thinking about using mindfulness in their work environment." * Suzanne Collier RCDP, founder of bookcareers.com, for Career Matters magazine *
£33.24
Kogan Page Ltd Change Management Toolkit
Book SynopsisIan Hall is a partner at Glentruim Change Agents. Clients have included NHS Leadership Centre, Department of Work & Pensions National Development Team, BP, Sainsburys, and Lever Brothers. Ian was formerly the Director of the MSc in People & Organisational Development at Salford University and a Visiting Fellow at The Revans Institute in Action Learning.Jo Cumming is an applied psychologist and Partner at Glentruim Change Agents. She has worked with a wide range of private, public sector and not-for profit clients providing executive coaching, team and organizational development. Jo is also a Director of The Pebble Trust and was previously a Director of The Keil Centre, Edinburgh, one of the largest applied psychology organisations in the UK.Trade Review"It is a well-designed and helpful piece of work... A number of the ideas for exercises are creative and original, and I'm convinced would lead to really good outcomes for learners." * Richard Smith, chief examiner for APMG and editor of The Effective Change Manager’s Handbook *"Distilled from years of experience helping and supporting people and organisations through change, Ian and Jo have produced a unique and practical change model and guide which provides an excellent map to navigate change successfully. Highly insightful, it also provides a plethora of stand-alone tools and interventions which can be utilised to help deal with other issues and situations. I would thoroughly recommend it to anyone introducing or managing change." * Glyn Cave, HR Director, The North British Distillery Co. Ltd. *
£599.00
Kogan Page Ltd Organizational Change Explained
Book SynopsisSarah Coleman is director of Business Evolution. Her clients include multinationals and established medium-sized enterprises across government and industry sectors including telecoms, professional and financial services, engineering and healthcare. Sarah is a Fellow and former Trustee of the Association for Project Management (APM) and Visiting Fellow at Cranfield and Lincoln universities.Bob Thomas is a highly experienced programme, portfolio, PMO delivery manager with a consulting and delivery background in airports, retail, government (central and local), insurance, logistics, health, financial services, transportation and management consulting. Bob also established Change Practitioner Groups for the APM.Trade Review"This is a treasure trove of advice from a deeply credible expert group. A collection of stories each with immaculate technical pedigree and referencing - this is a book to read in bite sized chunks, or all at once, and then revisit time and again as a source of wisdom for dealing with practical challenges at work. I look forward to dipping into this resource again and again." * Alastair Ramage, Transformational Change Specialist & formerly Director Transformation, The British Council *"I expect professionals seeking good change management practice will find Organisational Change Explained to be a welcomed and valuable resource. The themes of the book are ones that I see leading organisations consider. In the pages of this book, you will find meaningful insights, drawing on current academic research and relevant change experiences across public, private and not-for-profit sectors." * Dr. Andrew Schuster (FAPM, FIC, FIOD), Director or Programme Assurance at PwC *"Anyone interested in the future of work and organisational change will find this book insightful and thought-provoking. Organisational case studies from the real world of business combined with opinion pieces and insights provide valuable resources to inform leaders and practitioners how to approach their own organisational change initiatives." * Professor Vlatka Hlupic, author of The Management Shift *"Organizational Change Explained presents a wide range of lively and current perspectives about organisational transformation and change, and how this territory is changing. Those responsible for Business Change within Organisations, who are keen to develop their thinking and glean insights from change practitioners, will find rich pickings here!" * Esther Cameron, Co-Author of Making Sense of Change Management *"The contributors to Organizational Change Explained have done a great service for the Change Management community in sharing these practical cases which, taken together with the insightful and contemporary thought pieces in Part 2, offer members of the global change community a rich harvest of learning." * Richard Smith, Leadership and Change consultant, Editor of The Effective Change Manager’s Handbook *"Organizational Change Explained brings much needed insight at a time when the pace of change is increasing for everyone, everywhere. Real life case studies from real life change experts offer reassuring clarity for business leaders when all the traditional rules for managing change just don't work anymore." * Warren Parry, author of Big Change, Best Path, and Managing Director in Accenture Strategy *Table of Contents Section - ONE: The Reality of Organizational Change; Chapter - 1: Organizational development in the NHS; Chapter - 2: Sparking change; Chapter - 3: Changing the way we change; Chapter - 4: Shaping and designing change; Chapter - 5: Brain, behaviour and being the same or different; Chapter - 6: Working with resistance to change; Chapter - 7: Creating the resilient organization; Chapter - 8: Leading change; Chapter - 9: Employee communication and engagement during change; Chapter - 10: Project Carpe Diem; Chapter - 11: Operational readiness for change; Chapter - 12: Managing change in Asia and the West; Chapter - 13: Developing change capacity and capability in organizations; Chapter - 14: Risk and organizational change; Chapter - 15: Embedding and sustaining change; Chapter - 16: Change innovation; Section - TWO: The Future of Organizational Change; Chapter - 17: The future of change and management; Chapter - 18: Leading the agile organization; Chapter - 19: The shift from complicated to complex; Chapter - 20: The future and manufacturing; Chapter - 21: The future and local government; Chapter - 22: The future of healthcare
£34.99
Kogan Page Ltd Inclusive Talent Management
Book SynopsisStephen Frost works with clients worldwide to embed inclusion into their decision making. He teaches at various business schools and was formerly Head of Diversity and Inclusion for the London Organizing Committee of the Olympic Games and Paralympic Games.Danny Kalman is a talent management consultant, executive coach and regular speaker on leadership development. He was Director of Global Talent at Panasonic Corporation from 2008-2013.Trade Review"Diversity is not separate from Talent, it is Talent. With their brilliant book, Stephen Frost and Danny Kalman enable us to walk the talk. A must-read for leaders who want to benefit from 100 percent of the talent pool and make a difference in the world." * Iris Bohnet, Professor of Public Policy, Harvard Kennedy School, and author of What Works: Gender Equality By Design *"A must read for HR professionals and for those in roles promoting diversity and inclusion. I particularly like the check-lists in part two of the book as they give an excellent 'nudge' in what steps to take in implementing a talent strategy underpinned by a mind-set of diversity and inclusion" * Ann Pickering, HR Director, O2UK *"I generally steer well clear of management books, they are not my thing, so the fact I found this book both interesting and learned a lot is a very good sign. A compelling and well written book with some humour to boot." * Tim Sarson, Partner, KPMG *"Thought-provoking and practical - the book every executive who cares about people should consider reading" * António Simões, Chief Executive Officer, HSBC Bank plc *"We are truly in the age of diversity, but we still have so much to do in creating inclusive working environments and cultures to give opportunity, build voice, and drive value from that diversity. Stephen and Danny are truly amongst the foremost thinkers and practitioners on diversity in all its forms and provide a thorough and practical review of where we are, and what we need to do. The time is now, and we must make progress. This book will challenge and guide us, and it's then up to all of us to make it happen." * Peter Cheese, CEO, Chartered Institute of Personnel and Development (CIPD) *"Inclusive talent management is imperative to the success of any company that aims to compete in today's global competitive environment. Thanks to their unique professional backgrounds and pragmatic perspectives on the subject, Stephen Frost and Danny Kalman provide us with a very insightful overview of what smart inclusive talent strategies could look like for your company" * Dr. Dominique Turpin, President IMD International *"This book challenges all organisations to review their talent management strategy and provides practical suggestions on how to change their approach to enhance diversity and inclusion. All those in leadership or talent management roles will relate to the issues raised and benefit from considering the proposed solutions to meet their future talent needs" * Stephen Pierce, Chief HR Officer, Hitachi Europe Ltd. *"Intelligent, thought-provoking and practical - the book that every professional who cares about people needs to read." * Melanie Richards, Vice-Chair, KPMG *"Great storytelling, belief shifting data, practical advice and a passion for their subject, makes this a must read for any CEO, Business Owner, Manager and maybe even HR professionals!" * Roger Philby, CEO, The Chemistry Group *Table of Contents Chapter - 00: Challenge - The Addiction to Likeness in an Age of Diversity = Sameness; Section - ONE: The Fierce Urgency of Now; Chapter - 01: Homogenous Talent Management; Chapter - 02: History – How a Segregated Mindset Evolved; Chapter - 03: The Future – Diversity is Local, Inclusion is Global; Chapter - 04: The Case for Inclusive Talent Management; Section - TWO: How to Meet the Challenge; Chapter - 05: ITM in Recruitment – Finding Diverse Talent; Chapter - 06: ITM in Development – Growing Diverse Talent; Chapter - 07: ITM in Retention – Keeping Diverse Talent; Chapter - 08: Leadership – How You Can Make a Difference; Chapter - 09: Resolution: Change the System (Unconscious Nudges) + Change Your Behaviour (Conscious Leadership) = Inclusion
£33.24
Kogan Page Ltd International Human Resource Development
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 - 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 - 17: Coaching and mentoring – Stephanie T Sturges; Chapter - 16: Informal, non-formal and work-based methods of learning – Jacqueline Pattison, John Kirkham and Mariana Gabriela Hudrea; Chapter - 15: Delivering training – John Kirkham and Jacqueline Pattison; Section - FOUR C: IDelivery; Chapter - 14: Working in multicultural and multilingual environments: HRD professionals as learning and change agents in the global workplace – Maria Cseh and Beatriz Coningham; Chapter - 13: Designing learning events – David Simmonds; Section - FOUR B: IDesign; 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 A: Identification of learning needs; Section - FOUR: The training cycle; Chapter - 11: Capacity development and human resource development – Dalia Al-Zendi and John P Wilson; Chapter - 10: International development: policy learning as an approach to VET reform in transition and development countries – Sören Nielsen and Madlen Serban; Chapter - 09: National human resource development strategies: comparing Brazil, Russia, India and China – Alexandre Ardichvili, Elena K Zavyalova and Vera N Minina; Chapter - 08: European vocational education and training – Martin Mulder; Chapter - 07: UK vocational education and training – John P Wilson; Chapter - 06: National systems of education – John P Wilson; Section - THREE: National and international learning, education, training and human resource development; Chapter - 05: Knowledge management – Eduardo Tomé; Chapter - 04: Change management and organization development – John P Wilson; Section - TWO: Organizational learning; Chapter - 03: What is learning? – John P Wilson; Chapter - 02: Strategic human resource development – Thomas N Garavan and Ronan Carbery; Chapter - 01: International human resource development – John P Wilson; Section - ONE: International human resource development and learning; 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
£139.65
Kogan Page Leadership Assessment for Talent Development
Book SynopsisTony Wall is a senior lecturer and international consultant at the University of Chester's Centre for Work Related Studies, facilitates leadership development through coaching, action learning and neuro-linguistic programming (NLP).John Knights is a co-founder and chairman of LeaderShape, is an experienced coach, mentor and facilitator of senior executives, teams and peer groups. He is an expert in Emotional Intelligence and a thought leader in 'Transpersonal Leadership' and the relationship between neuroscience and leadership. John developed LEIPA and 8ICOL, some of the most sophisticated 360 degree leadership assessments ever developed.Trade Review"This book brings together some of the best thinking, case studies and ideas that help us all better understand and develop leaders for the future." * Peter Cheese, CEO – CIPD (Chartered Institute of Personal Development). *"A thoroughly modern take on judging leaders, reflecting a world in which "knowledge is increasingly available to everyone." ... An engrossing guide for leaders or the HR directors empowering them, with some excellent analytical digressions on storytelling, coaching and diagnosing." * People Management *"A "child in their favorite toy store".......that is how this book will make any inquisitive HR Executive or Business Leader feel, when they delve into the rich insights, learnings and opportunities this book provides! For any "self-aware, development-hungry leader" who strives to be successful, this provides both immediate and long term direction on how to excel as a business and a leader whilst encouraging us to become an exceptional role model for future generations." * Peter Collyer, Senior Vice President, Global Human Resources, Claire's Stores, Inc. *"Tomorrow's Leadership will face far greater challenges than today's privileged generation.We need to be developing tomorrow's leadership now and this book provides many tools, approaches and case studies that can help us with that urgent task." * Professor Peter Hawkins, Henley Business School, author of "Leadership Team Coaching". *"Without leadership, organizations (and nations) perish; this is why this book is so timely, and important. Full of interesting research, practical examples, and insightful advice.An excellent contemporary resource for developing leadership talents; invaluable at both an individual and organizational level." * Dr Barry Z. Posner, Accolti Professor of Leadership, Santa Clara University and co-author of The Leadership Challenge, selected as one of the top ten leadership books of all time *"A timely and insightful treatise on a subject of central importance to every organization today. Essential learning for all professionals engaged in leadership and talent development." * Shubhro Sen, Director, TATA Management Training Centre *"Strongly recommended for managers and leaders" * Robert Ryan, Chartered Management Institute *Table of Contents Chapter - 01: Introduction – Tony Wall; Chapter - 02: Twenty-first century needs transpersonal leaders with emotional intelligence – John Knights; Chapter - 03: Recurring leadership development needs: findings from research – Etukudo Odungide and John Knights; Chapter - 04: Blind spots and hidden strengths: findings from research – Etukudo Odungide and John Knights; Chapter - 05: Transpersonal leadership journeys and assessment (LEIPA® and 8ICOL®) – John Knights; Chapter - 06: Feeding (back and) forwards for talent development – Tony Wall and Danielle Grant; Chapter - 07: Coaching for talent development – Danielle Grant; Chapter - 08: Workplace projects for talent development – Tony Wall and Denise Meakin; Chapter - 09: Director peer groups for team talent development – Chris Gulliver; Chapter - 10: Storytelling for talent development – Lisa Rossetti; Chapter - 11: Improving results through measuring ‘return on investment’ – Philip E Sweet
£111.15
Kogan Page Ltd Mindful Coaching
Book SynopsisLiz Hall is an award-winning journalist and coach. She is the editor and co-owner of Coaching at Work magazine. Her accolades 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 has written and worked for publications including The Guardian, the Financial Times, The Observer, People Management, Personnel Today and Training Magazine. She is also the author of The Employer's Guide to Screening Employees and The Employer's Guide to Monitoring Employees.Trade Review"This book could change your coaching practice very much for the better. More importantly, it could actually change your life." * Michael Chaskalson, mindfulness trainer and coach, author of The Mindful Workplace *"Liz has integrated three fields; coaching, health and resilience, and mindfulness to reveal a technique for helping others (and ourselves) pursue dreams and shared visions. These are the practices that will also transform teams, organizations and communities." * Professor Richard Boyatzis, Case Western Reserve University *"Focuses on the process of using mindfulness in coaching practices and teach a range of issues, from helping work-life balances and teaching how to handle crisis to introducing mindful practices to clients using language they can understand, and considering ethics inherent in leadership options and choices. A powerful guide highly recommended for business and education holdings alike." * California Bookwatch, Midwest Book Review *Table of Contents Chapter - 00: Introduction; Section - ONE: Overview; Chapter - 01: Definitions, origins and relevance to coaching; Chapter - 02: A brief history of mindfulness; Chapter - 03: The impact of mindfulness; Section - TWO: Fundamental principles; Chapter - 04: Presence; Chapter - 05: Curiosity, enquiry and non-judgement; Chapter - 06: Attunement and resonance; Chapter - 07: Compassion; Chapter - 08: Being and doing; Section - THREE: Working with mindfulness in coaching and mentoring; Chapter - 09: Developing, supporting and nurturing the coach; Chapter - 10: Introducing mindfulness to clients; Chapter - 11: The FEEL model; Chapter - 12: Stress, anxiety, depression and work–life balance; Chapter - 13: Resilience, happiness and wellbeing; Chapter - 14: Uncertainty, change, complexity and interconnectedness; Chapter - 15: Working with leaders; Chapter - 16: Ethics; Chapter - 17: Working with emotions; Chapter - 18: Creativity; Chapter - 19: Mindfulness and other approaches; Section - FOUR: The future; Chapter - 20: The Mindfulness in Coaching survey; Chapter - 21: The future is mindful
£92.15
Kogan Page Ltd Effective HR Communication
Book SynopsisDebra Corey is an experienced HR professional, with over 30 years of experience as a rewards practitioner. She is currently the group reward director at Reward Gateway, having held similar roles at global organizations such as PageGroup, Merlin Entertainments, Quintiles, Honeywell and Gap. Debra has developed and led a variety of award-winning communication campaigns, and currently teaches a communications course through WorldatWork. In 2021 she was named as one of the Most Influential HR Thinkers by HR Magazine.Trade Review"An excellent overview of why communications is such a vital part of HR programmes. This is such a neglected area at times but an increasingly vital one in the war for attracting and retaining talent. Corey uses practical examples and tips to bring the issues to life and demonstrate best-practice. She also helps to focus on the measurement of the communications you use to ensure you are not only effective but are achieving ROI." * Dr Andy Brown, CEO, Engage *"Few people can have more experience in communicating HR/reward programmes effectively than Debra, and her book reveals all of that experience and knowledge. Few of us pay enough attention to communicating and involving staff and stakeholders, and that underpins the poor implementation of most HR/reward programmes. This book will help you deliver your HR/reward policies into practice." * Duncan Brown, Head of HR Consultancy, Institute for Employment Studies *"Practical, informative and full of warmth and fun. Debra's disarmingly honest accounts of her own experiences draw you in and connect you to the learning points." * Glenn Elliott, Founder and CEO, Reward Gateway *"Whatever part of HR change you look at, the common factor is the need for planned, well thought-out and appropriate communication. This engaging book is a comprehensive guide to how to achieve this." * Michael Rose, Reward Strategy Consultant, Rewards Consulting Ltd *Table of Contents Chapter - 1: Investigation; Chapter - 2: Medium; Chapter - 3: Planning; Chapter - 4: Allies; Chapter - 5: Content; Chapter - 6: Testing; Chapter - 7: Case Study: BT employee share plan project; Chapter - 8: Case Study: LV= pensions project Chapter - 9: Case Study: LV= !nnovate project; Chapter - 10: Merlin Entertainments; Chapter - 11: Case Study: Reward Gateway Project Solar; Chapter - 12: Conclusion
£33.24
Kogan Page The Professional Recruiters Handbook
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
£87.30
Kogan Page Ltd StrengthBased Lean Six Sigma
Book SynopsisDavid Shaked is a certified Lean Six Sigma Master Black Belt with many years of experience on-the-ground implementing and teaching these approaches with different organisations and functions.He is also an AI practitioner and trainer, certified by NTL, the leading organisation in the US for teaching OD practice. David founded Almond Insight, a change management consultancy which helps organizations solve business challenges in sales, marketing, finance, customer services, distribution and human resources.Trade Review"This book is the first on integrating Lean Six Sigma and Appreciative Inquiry. David does a masterful job blending the principles and processes of Appreciative Inquiry with the rigour of Lean Six Sigma to influence innovation and sustainable results in organizations. The book represents an insightful contribution to both disciplines." * Jacqueline M Stavros, Professor and Director of DBA Program, Lawrence Technological University *Table of Contents Chapter - 00: Introduction; Section - ONE: Define; Chapter - 01: Approaches to organizational change and process improvement; Chapter - 02: Strength-based approaches to change; Section - TWO: Discover; Chapter - 03: The birth of Strength-based Lean Six Sigma; Chapter - 04: The potential contribution of the Strength-based approaches to Lean Six Sigma; Chapter - 05: The principles behind the strength-based approach to Lean Six Sigma; Chapter - 06: Exploring the ‘positive core’; Section - THREE: Dream; Chapter - 07: What is Strength-based Lean Six Sigma?; Chapter - 08: The vision for a Strength-based Lean Six Sigma practice; Chapter - 09: Strength-based metrics and performance review; Chapter - 10: Approaches to Strength-based Lean Six Sigma; Section - FOUR: Design; Chapter - 11: The Strength-based Lean Six Sigma Tools; Chapter - 12: The Strength-based Lean Six Sigma process – classic frameworks with a fresh twist; Chapter - 13: A proposed design for a strength-based Kaizen event; Chapter - 14: Moving beyond frameworks and tools; Section - FIVE: Deliver/Destiny; Chapter - 15: Introducing Appreciative Inquiry to organizations practising Lean Six Sigma; Chapter - 16: Defining the topic of inquiry; Chapter - 17: Strength-based Lean Six Sigma case stories; Chapter - 18: Destiny – opening the door to the future of Strength-based Lean Six Sigma
£114.30
Kogan Page Ltd Learning Technologies in the Workplace
Book SynopsisDonald Taylor began his career in technology and training in the early 1980s. His experience ranges from training design and delivery to managing director and vice-president positions. Based in London, he travels internationally to consult and speak about workplace learning and associated technologies. He is Chairman of both the Learning Technologies Conference and the Learning and Performance Institute and is editor of Inside Learning Technologies magazine. The 2007 recipient of the Colin Corder award for services to training, he is a graduate of the University of Oxford and has an honorary doctorate from Middlesex University.Trade Review"No one asks or answers the tricky question "How can I implement LT successfully in my organization?" Now finally someone has. We have some practical, concrete and exceptionally clear answers here that should not be ignored. This book could save you time, money and a lot of embarrassment. Go read it." * Nigel Paine, international speaker and author of The Learning Challenge *"Anyone engaged in workplace learning will benefit from reading this book. Drawing on plenty of real-world examples, it spells out clearly what L&D professionals need to do when looking to extend their focus beyond the classroom and into integrating learning technologies." * Charles Jennings, Co-founder, 70:20:10 Institute *"This book illustrates a key fact of learning and performance tools - that making them work has very little to do with the technology and almost everything to do with the people involved. These tools are just that. Having a hammer doesn't make one a carpenter. This book speaks to the key factors we need to adopt to bridge this gap and get the most out of these valuable resources. Highly recommended!" * Bob Mosher, learning advocate, Masie Center *"There is enough rhetoric around leveraging SMAC (Social, Mobile, Analytics and Cloud) within enterprise learning. This can mean putting together a comprehensive learning architecture that could include enterprise social platforms, contemporary LMS, mobile learning apps, simulations, virtual reality tools, and so on. Donald H Taylor focuses on the leadership, maturity and mindset required to launch and embed these disruptive ideas within enterprise learning. He also highlights the skills required to champion new ways of working that must be built on a robust understanding of organizations' internal reality and context." * Sunder Ramachandran, general manager – training, GlaxoSmithKline Pharmaceuticals India *"The future of learning at work is blended and increasingly informal. No one is better placed than Donald H Taylor to understand both the opportunities and the practical approaches needed to overcome the numerous obstacles in our path." * Clive Shepherd, founding director, The More than Blended Learning Company *"Since 2003, Towards Maturity's benchmark research has shown how learning innovation can, and does, deliver business impact. It has also uncovered that many L&D professionals struggle to understand the tactics necessary for success. Donald H Taylor combines his pragmatic experience with research and case studies to explore good practices in learning technology implementations and has created a must-read for everyone involved in the process." * Laura Overton, CEO and founder, Towards Maturity *"So much of modern workplace learning relies on technologies and yet nobody has written a definitive guide to their implementation - until now. It's readable, insightful and useful and I recommend it." * Jane Hart, founder, Centre for Learning and Performance Technologies *Table of Contents Section - ONE: The Learning Technology Landscape; Chapter - 01: A Learning Utopia?; Chapter - 02: How Did We Get Here?; Chapter - 03: How We Learn at Work; Chapter - 04: What Are Learning Technologies and Why Bother With Them?; Chapter - 05: Platforms, Content and Communication; Chapter - 06: Types of Content; Section - TWO: Implementing Learning Technologies; Chapter - 07: Change, Models and Process; Chapter - 08: APPA: Four Characteristics of Success; Chapter - 09: Aim; Chapter - 10: People Focus; Chapter - 11: Perspective; Chapter - 12: Attitude; Section - THREE: What’s Next?; Chapter - 13: Future Learning Technologies; Chapter - 14: The Future Roles of L&D;
£33.24
Kogan Page Diversity in Coaching
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 Excellence in Coaching, Psychometrics in Coaching, Diversity in Coaching, Leadership Coaching and most recently, Mastery in Coaching, all published by Kogan Page with the Association for Coaching.Trade Review"Whether you are a coach, a leader or the representative of an organization, please don't read this book, use it! Diversity in Coaching can make a positive difference for your organization, you co-workers and yourself." * Marshall Goldsmith *"The book provides useful information for any organisation with a culturally diverse workforce... But Diversity for Coaching goes beyond the international differences; it also looks at gender and age issues." * Works Management *"As coaching becomes increasingly cross-discipline, cross-gender and cross-cultural, coaches need to develop a strong awareness of where and how their own assumptions about clients may affect the quality and outcomes of the coaching relationship. This book provides prespectives from a wide range of cultures and traditions, and in doing so reflects the diversity of coaching itself." -- Professor David Clutterbuck, Clutterbuck Associates * Professor David Clutterbuck, Clutterbuck Associates *"Longitudes and latitudes converge as together we unravel the conundrum of coaching global talent...Diversity in Coaching is a must-read. In sighful case studies, reflective yet pragmatic approaches gifted to the reader. I will be packing it for my next plane journey." -- Angela ryan, Group HR Director Asia Pacifica, GroupM (WPP plc) * Angela Ryan, Group HR Director Asia Pacifica, GroupM (WPP plc) *"This is a great step forward in the advancement of global coaching practices and will be of benefit not just to professional coaches. but managers who seek to develop a global coaching culture in their organizations." -- Dee Dutta, former Global CMO, Sony Ericsson * Dee Dutta, former Global CMO, Sony Ericsson *"they do a sterling job in making coaches culturally and religiously aware when operating in different territories. It's a useful country-by-country guide, and there are differences when it comes to coaching." -- Human Resources * Human Resources *Table of Contents Chapter - 18: Coaching and mental health – Dr Jen Nash Chapter - 17: Coaching gay and lesbian clients – Shane Warren; Chapter - 16: Coaching disabled people – Lynn Cox; Chapter - 15: Coaching people through life transitions – Bob Garvey; Chapter - 14: Coaching with women – Kate Ludeman; Chapter - 13: Coaching with men: alpha males – Eddie Erlandson; Section - THREE: Coaching difference; Chapter - 12: Coaching in Central America – Geoffrey Abbott and Carlos Romero; Chapter - 11: Coaching in Japan – Takashi Tanaka; Chapter - 10: Coaching in Russia – Julia Choukhno; Chapter - 09: Coaching in India – Yogesh Sood; Chapter - 08: Coaching in the Middle East – Tom Palmer and Val J Arnold; Chapter - 07: Coaching in China – Catherine Ng; Chapter - 06: Coaching in Brazil – Villela da Matta and Flora Victoria; Chapter - 05: Coaching in South Africa – Craig O’Flaherty and Janine Everson; Section - TWO: Developing coaching practices across the globe; Chapter - 04: Coaching in Australasia – Jodie Anagnos; Chapter - 03: Coaching in North America – Robert J Lee and Mary Wayne Bush; Chapter - 02: Coaching in Europe – Katherine Tulpa and Frank Bresser; Section - ONE: International perspectives; Chapter - 01: Cross-cultural and diversity coaching – Jonathan Passmore and Ho Law;
£97.00
Kogan Page Ltd Embodied Leadership
Book SynopsisPete Hamill is a consultant, facilitator and coach with an international background in leadership and organizational development. He is the only executive coach in Europe to have completed an intensive training internship with Dr. Richard Strozzi-Heckler at the Strozzi Institute for Embodied Leadership. He has been certified as a Somatic Leadership Coach and has completed a Certificate in Humanistic Counselling with the Gestalt Centre in London.Trade Review"A thought provoking, practical, accessible guide on how to use your body to develop authority, presence and impact as a leader." * John Leary-Joyce, CEO of the Academy of Executive Coaching *"This book offers refreshingly practical ideas for everyone wanting to develop their leadership skills. It takes deliberate practice, but building on the principles of embodied leadership it opens our eyes to how much choice we actually have when we don't let our past determine our behavior, and hence our potential at work" * Eeva Sipila, Chief Financial Officer, Cargotec Corporation *"A thoroughly insightful and fresh perspective on leadership which makes a compelling case for a different approach." * Melanie Richards Partner, KPMG *Table of Contents Chapter - 00: Introduction; Section - ONE: Setting the foundations; Chapter - 01: What do we mean by leadership anyway?; Chapter - 02: How do I get better at it?; Chapter - 03: If I am to develop myself, what exactly is my ‘self’?; Chapter - 04: What does neuroscience have to say about the self?; Chapter - 05: Embodying our selves; Section - TWO: Exploring the ideas in practice; Chapter - 06: Developing choice and clarity as a leader; Chapter - 07: Conflict, stress and our conditioned tendencies; Chapter - 08: Giving feedback and being mindful rather than mindless; Section - THREE: The wider implications for leadership; Chapter - 09: Ethical leadership; Chapter - 10: Leadership for the 21st century; Chapter - 11: Conclusions
£114.30
Kogan Page Ltd Building Leadership Development Programmes
Book SynopsisNigel Paine is a change-focused leader with a worldwide reputation and extensive experience in leadership and consultancy. As the Head of Training and Development at BBC, he built one of the most successful learning and development operations in the UK. He now runs his own consultancy, which focuses on leadership, creativity, innovation and e-learning, working with companies in Europe, Brazil, Australia and the US. He is an academic director and member of the international advisory board at the University of Pennsylvania, board member of Management Issues and a Masie Learning Fellow.Trade Review"This book is well researched, covers the right ground, gives some fascinating examples of great programs from all over the world and extracts the learning from all of this. For me, it is the right book at the right time." * Elliott Masie, CEO and President, The Masie Centre *"This book should be required reading for everyone in leadership development... Anyone paying attention to its messages will deliver better and more effective leadership programmes. Highly recommended." * Donald H Taylor, Chair, Learning and Performance Institute *"This books is extremely well written, accessible and easy to understand, whilst being very well researched. Nigel Paine has a unique perspective on what makes leadership development effective and it will help anyone interested or involved in this field." * Dr Annie McKee, Senior Fellow at the University of Pennsylvania and Director of the PennCLO Executive Doctoral Program *"This book provides a solid foundation: a conceptual framework, and a broad range of grounded case studies, sharing both design and execution stories, tales of aspiration, tales of learning, tales of failure. It is this willingness to ground the work in a succession of practical examples that differentiates this for many of the other leadership texts that adorn my bookshelf." * Julian Stodd, Founder of Sea Salt Learning *"Leadership development is a dangerous game: easy to commit to, much harder to win. Nigel Paine's new book Building Leadership Development Programmes plots a sensible course eschewing high theory in favour of multiple, grounded, pragmatic and freely shared case studies....It is this willingness to ground the work in a succession of practical examples that differentiates it from many of the other leadership texts that adorn my bookshelf." * Inside Learning Technologies and Skills magazine *"[Nigel's] books are very practical and immediately applicable" * Adam Stedham, Senior Vice President, Learning Solutions at GP Strategies Corporation *"[It] was a pleasure to read....There were some examples that I enjoyed in particular, such as the BP and the SeaSalt example, mostly because they were new to me and provided a lot of insight in how others approach big challenges.... I also LOVED chapter 11 (The Shape of the Future). It gave me a completely different perspective on the potential of AI and VR." * Mirjam Neelen, Sr. Learning & Development Consultant at Learnovate Centre *"My team is presently in the process of designing a flagship programme for scientific leaders...and I've no doubt it will be incredibly useful in shaping our approach." * Director, People Development and Operations at Broad Institute of MIT and Harvard *Table of Contents Chapter - 00: Introduction: Why this book? Section - ONE: The Leadership Challenge Chapter - 01: The leadership context Section - TWO: Improving the Paradigm Chapter - 02: Beyond the corporate university: GE’s Crotonville Chapter - 03: Leadership on the edge: Discomfort as a learning experience Chapter - 04: Rethinking executive leadership development: DeakiPrime Chapter - 05: Leadership as a catalyst for change: The example of the NHS Section - THREE: Changing the Paradigm Chapter - 06: Any time, any place leadership: BP’s digital leadership development Chapter - 07: Leadership development as storytelling: Social leadership in a large company Chapter - 08: Making online learning an immersive experience Section - FOUR: Elements for Transformation Chapter - 09: Action learning: The community develops itself Chapter - 10: DIY leadership development: Ensuring leadership development when you have a very low budget Chapter - 11: The shape of the future: The increasingly powerful role of technology Section - FIVE: Lessons Learned Chapter - 12: How to move forward
£31.34
Kogan Page Ltd StrengthsBased Recruitment and Development
Book SynopsisSally Bibb is a consultant, speaker, award-winning author and director of Engaging Minds, a strengths consultancy. She carries out organizational change work in Europe, USA and Asia, and has a track record of transformational work in organizations. In the corporate world, she held senior roles at The Economist Group and international development roles in the telecommunications and media sectors.Trade Review"Sally Bibb explains convincingly that traditional recruitment based on technical competence too often produces square pegs in round holes. Her advocacy of strengths-based recruitment, identifying what recruits actually want to do and how to liberate their strengths, is supported by evidence which I found compelling." * Vince Cable, former Secretary of State for Business, Innovation and Skills *"Successful people are good at what they do. So why not build the talent in your organisation by putting your people in positions they enjoy doing? Strengths-Based Recruitment and Development shows you how to do just this.... A must-read for business leaders, HR professionals and academics alike." * David Buckley, Company Director and Former CEO of Morgan Stanley Bank International Limited *"This book is a must read for anyone involved in talent management.... Making sure that we identify the personality of the candidate and of the role and ensuring a good fit, is a strength-based approach, but rarely done. This book highlights the how and why...excellent read." * Professor Sir Cary Cooper, Manchester Business School, University of Manchester *"Great careers and great performance result from playing to strengths and ensuring you have "round pegs in round holes". Sally Bibb explains what strength based talent management is all about, offers guidance on how to do it, and provides plenty of ammunition for leaders needing to persuade sceptical colleagues of the case for change." * Tom Hayhoe, Chairman of West London Mental Health NHS Trust *"Strengths-based recruitment is rightly here to stay and any serious recruiter can no longer ignore the benefits. Sally Bibb is the preeminent expert and has given us an interesting, practical and inspiring guide to everything we need to know." * James Darley, Executive Director, Graduate Recruitment Division, Teach First *"If you want to make a profound change to the performance and wellbeing of your staff and organisation, then this book is for you." * Professor Dame Jill Macleod Clark, RGN, FRCN, Emeritus Professor and former Dean of the Faculty of Health Sciences, University of Southampton *"Sally Bibb...demonstrates successful strengths-based talent selection, development and management for the 21st century. Her advice is holistic, systematic, and both rational and practical. It's hard to imagine leaders not following her approach and integrating it into their agendas." * John Hofmeister, former President, Shell Oil Company, and former HR Director, Royal Dutch Shell *"This is the most refreshing book I have read about recruiting and retaining talent.... If I could get every hiring manager in our matrixed organisation to read and apply just three or four things from this book our business would see remarkable outputs." * Emy Rumble-Mettle, Director of Talent and Development, GroupM, a WPP Company *"Whether you're looking to improve the efficiency and profitability of your business or you're an ambitious graduate looking for a job that's the right fit, Bibb's book makes compelling reading." * Susan Debnam, Visiting Lecturer, CASS Business School, City University London *"I found this book extremely interesting and more importantly, useful and practical. Strengths-based talent management... makes for a truly high performing and motivated team!" * Ian Carter, President, Global Development, Hilton Worldwide *"I'm always looking for more effective ways of enhancing performance and improving productivity. This book provides compelling evidence as to why using a strengths based approach to recruitment and development helps to achieve this." * Jo Kelly, Head of Executive Progression, John Lewis Partnership *Table of Contents Chapter - 00: Introduction 1 Section - ONE: A practical guide to implementing strengths-based recruitment and development 5 Chapter - 01: An introduction to strengths-based recruitment 7 Chapter - 02: Why do organizations implement strengths-based recruitment? 30 Chapter - 03: How does strengths-based recruitment work in practice? 54 Chapter - 04: Successfully implementing strengths-based recruitment 71 Chapter - 05: Strengths-based development and performance management 95 Chapter - 06: Putting strengths at the heart of your talent management strategy 120 Chapter - 07: Well-being and happiness 138 Chapter - 08: The future of strengths 149 Section - TWO: Real-life insights and stories 161 Chapter - 09: Interviews with senior leaders 163 Chapter - 10: Interviews with managers and recruiters 198 Chapter - 11: Interviews with people who transitioned from the wrong job to the right job 216
£33.24
Kogan Page Ltd Professional Practice in Learning and Development
Book SynopsisDr. Mark Loon is a faculty member at Bath Business School, Bath Spa University. He has published in various academic journals such as the Journal of Managerial Psychology, as well as practitioner reports and books. He is currently the Chair of the British Standards Institute's Human Capital Standard Sub-Committee on developing International HRM Standards and the Deputy Vice Chair of the Programmes and Qualifications committee within the University Forum on Human Resource Development. Prior to academia, he was in management consulting, working for firms such as Cap Gemini, Ernst & Young and KPMG.Trade Review"The contributions that Mark Loon has collected together in this volume do much to ensure that the student of business develops their own critical voice. They exhort the student to be guided by but not blinded by theory; to take responsibility for their own learning, and to recognize their role in helping and supporting their organization and its workforce in adapting to change." * Dr Geoffrey Elliott, Professor of Post-Compulsory Education, University of Worcester *"Loon assembles a stellar line-up of experts to discuss the many facets of the modern L&D practitioner's role, from consultancy and cutting-edge digital solutions to planning learning with organisational context in mind. There are few more thorough introductions to the topic, and HR generalists with a learning remit will particularly enjoy it." * People Management *"[a collection of] must-read topics on L&D, HR, Management and Consulting development plans that can be applied in the current VUCA climate with consideration of the digital technologies.... highly recommended for any L&D practitioner" * Kanta Pindora MBA, CMgr, MCMI, MIC, for the CMI Management and Consulting Book Club *Table of Contents Chapter - 1: Developing professional practice in L&D; Chapter - 2: Understanding the context of L&D; Chapter - 3: Using information, metrics and developing business cases for L&D; Chapter - 4: Developing and using consultancy skills; Chapter - 5: Enhancing participant engagement in the learning process; Chapter - 6: Designing and developing digital and blended learning solutions; Chapter - 7: Facilitating collective and social learning; Chapter - 8: Developing and delivering L&D solutions for international markets
£37.99
Kogan Page Ltd Learning for Organizational Development
Book SynopsisEileen Arney is Teaching Director of Masters Programmes at The Open University Business School, UK. She is a Chartered Fellow of CIPD, has taught on level 7 CIPD programmes and has trained and practised as an executive coach. She has held senior civil servant posts including Assistant Director of National Police Training and has designed and delivered leadership programmes for senior managers in the UK and overseas.Trade Review"Eileen Arney has cut through the mystique surrounding organizational development and produced a book that is both academic in content and practical in use. It clearly sets out the theoretical and research underpinnings for strategies to enable learning and change in organizations. This book will prove invaluable to both students and managers alike. I believe it will fill a gap in this area for people struggling to grasp the concept of organizational development and how it applies to organizations and management practice." * Angela Baron, HR lecturer and author *"Makes complex ideas accessible to learning and development practitioners. The book is also very good at showing them how their work can contribute to strategic approaches to organization development." * Dr Mark Loon, Senior Lecturer in Organizational, Behaviour/Human Resource Management, University of Worcester *"Full of practical guidance, underpinned by academic rigour. By positioning coaching and mentoring within the wider remit of OD, talent management, cultural change and change management, Eileen Arney allows the reader to assess what form of intervention will best support their organization's needs, who is best equipped to meet the need and how learning can be sustained." * Dr Carole Pemberton, executive coach, author of Coaching to Solutions and Resilience and Visiting Professor, Ulster University Business School *"We all know the role of L&D is changing, and Arney here focuses on the areas where it can have the most important impact on business performance - from coaching and facilitation to effective talent management. A chapter on how learning should be measured and accounted for inside organisations is particularly insightful, but there's plenty of wisdom throughout this book." * People Management (May 2017) *Table of Contents Chapter - 01: Understanding Organizational Development; Chapter - 02: The Role of Learning and Development in Talent Management; Chapter - 03: Developing Leadership and Management Capability; Chapter - 04: Using Facilitation Skills; Chapter - 05: Implementing Coaching and Mentoring; Chapter - 06: Evaluating Learning and Development in a Knowledge Economy;
£37.99
Kogan Page Ltd Making Change Work
Book SynopsisEmma Weber is the Founder and Director of Lever Learning. A recognised authority on the subject of transfer of learning, she created the Turning Learning into Action methodology, established to help organizations and their employees create business results by converting learning to effective action back on the job.Dr. Patti Phillips is President and CEO of the ROI Institute, Inc. She has implemented ROI in private and public sector organizations around the world, and has conducted ROI impact studies on programmes such as leadership development, sales, new hire orientation, and human performance improvement programmes.Dr Jack J. Phillips is a world-renowned expert on accountability, measurement and evaluation, providing consulting services for Fortune 500 companies and major global organizations. His expertise in measurement and evaluation is based on more than twenty-seven years of corporate experience in the aerospace, textile, construction materials and banking Trade Review"A great combination of practical advice, real-world experience and solid theoretical underpinning, Making Change Work provides the vital bridge between L&D practice and the behavioural change that ensures business impact." * Donald H Taylor, Chairman, Learning and Performance Institute *"The cost of not getting change right is enormous - competitive cost, social cost, emotional cost and more. This book builds on the authors' earlier work and explores the way a structured approach can vastly increase the opportunity of getting change right." * Charles Jennings, 70:20:10 Institute *Table of Contents Section - 01: Why change?; Chapter - 01: The need for results from change; Chapter - 02: Business alignment: The V Model; Chapter - 03: Current failures of behavioural change; Section - 02: TLA process and theory; Chapter - 04: The TLA process and applications; Chapter - 05: Preparation; Chapter - 06: ACTION conversation; Section - 03: Evaluation; Chapter - 07: Evaluation planning; Chapter - 08: Data collection; Chapter - 09: Data analysis; Chapter - 10: Reporting results; Section - 04: TLA in practice; Chapter - 11: Making TLA work: Skill set; Chapter - 12: Making TLA work: Guiding the conversations; Chapter - 13: How to roll out TLA in line with the alignment model; Chapter - 14: Case study: UNSW Innovations at UNSW Australia; Chapter - 15: Case study: Successfully managing a mature workforce
£31.34
Kogan Page Ltd Appreciative Inquiry for Change Management
Book SynopsisSarah Lewis is an Associated Fellow of the British Psychological Society, a Principal member of the Association of Business Psychologists, and the owner of Appreciating Change, where she works as a facilitator and consultant.Jonathan Passmore is an award-winning professor of psychology with an international reputation for his work in coaching, change and leadership. He is managing director of Embrion and consults and speaks at conferences across the world.Stefan Cantore is the Principal Teaching Fellow in Organizational Behaviour and HRM and the Director for the MSc in Organizational Change Management at the University of Southampton. He is an experienced leadership and organizational development consultant.Trade Review"Accessible and comprehensive, this book is the 'go to' guide for anyone wanting to take their first steps to understanding and applying more positive, affirming and successful approaches to change management." * Paul Neville, Chartered FCIPD, FRSA, Assistant Director, HR & Staff Engagement, Trinity Laban Conservatoire of Music and Dance *"This is a great read for the novice AI practitioner as well as anyone interested in the power of positive change. It's more than a book on AI. It provides us with methods that are wholly relevant to today's multi-generational, inclusive and emergent world of work." * Iain Harrison, People Advisory Services, EY *"This book will change the way we talk, relate and think about change. The authors unpack the meaning and significance of Appreciative Inquiry and the positive revolution in 'conversation-based change', with powerful stories and brilliantly clear writing. It is a remarkable how-to book that perfectly blends theory, practice and life-empowering perspectives. A must read for anyone interested in leading with hope and optimism, and creating the future through the collaborative engagement of our highest human strengths." * David Cooperrider, PhD, Fairmount Minerals Professor, Department of Organizational Behaviour, Case Western Reserve University (about the previous edition) *"This is a great book from which I've taken nuggets that will inform both my coaching and facilitation, and will be a great resource for those seeking to enable change in a positive way." * Ian Pettigrew for HR Director *Table of Contents Section - 01: Organizations as machines, workers as cogs and management as a control process; Section - 02: An alternative approach: organizations as living human systems; Section - 03: The development of conversational approaches to organizational change; Section - 04: Appreciative Inquiry: how do you do it?; Section - 05: The power of the question; Section - 06: The power of conversation; Section - 07: Extending practice: working with story in organizations; Section - 08: Extending practice: working with appreciative coaching; Section - 09: How Positive Psychology enhances Appreciative Inquiry; Section - 10: Developing your conversational practice; Section - 11: Becoming an appreciative conversational practitioner; Section - 12: How to introduce Appreciative Inquiry and related approaches to your organization; Section - 13: Case study: using Appreciative Inquiry at BP Castrol Marine; Section - 14: Case study: revitalizing corporate values in Nokia; Section - 15: Case study: World Café enabling strategic change at the American Society for Quality; Section - 16: Case study: rapidly transforming conflict into co-action at a South African coal mine; Section - 17: Case study: applying Appreciative Inquiry to deliver strategic change at Orbseal Technology Center;
£33.24
Kogan Page Ltd Armstrong on Reinventing Performance Management
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. 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.Table of Contents Chapter - 01: Performance Management – The Concept; Chapter - 02: Performance Management – The Reality; Chapter - 03: Effective Performance Management; Chapter - 04: What’s Happening to Performance Management?; Chapter - 05: Reinventing Performance Management - The Issues; Chapter - 06: Improve Objective Setting; Chapter - 07: Replace the Annual Performance Review; Chapter - 08: Abolish Rating; Chapter - 09: Enhance Personal Development; Chapter - 10: Provide Training; Chapter - 11: The Reinvention Programme; Chapter - 12: Conclusions
£33.24
Kogan Page Ltd Motivation and Performance
Book SynopsisAdrian Furnham is professor of psychology at UCL, and adjunct professor of management at the Norwegian School of Management. He has written over 1,000 scientific papers and 70 books and is among the most well-known psychologists in the world.Ian MacRae is Director of High Potential, an organizational consultancy providing customised psychological tests and reports for improving performance, predicting potential and developing people. He is a PhD candidate at Maastricht University.Trade Review"Few topics are as important, yet poorly understood, as workplace motivation. This book provides an authoritative guide for leaders and professionals interested in leveraging the science of motivation to enhance individual, team, and organisational performance. A must-read if you care about evidence-based management and understand the limits of intuition." * Tomas Chamorro-Premuzic, CEO of Hogan Assessments and Professor of Business Psychology at University College London and Columbia University *"Everyone knows that an engaged workforce is more productive and profitable yet so many try to achieve this with a singular 'silver bullet' solution that often harms as much as it helps. Motivation and Performance gives balance to the complex factors at play, shows leaders where to look and guides their judgement. It clearly shows just what startling results can be achieved by getting it right and how dire the consequences of getting it wrong. Leaders of any size of organisation can learn and profit from this book." * Group Captain John Jupp, PhD, OBE *"This book is an extremely valuable resource for leaders of businesses of all sizes and anyone working in HR. It contains great practical tools such as templates and guidelines for best practice. The anecdotes and case studies bring the academically informed points to life articulately making it relevant and accessible to readers." * Paul Rein, Principal Consultant Psychologist, Thomas International *"There is no doubt that despite its huge significance and decades of work, organisations do not yet set out to systematically review and improve motivation and/or performance. Why not? There are quick wins to be had, and this book describes very clearly the constructs required to make substantial and long-lasting improvements." * Mike Haffenden, founder and Director of Strategic Dimensions and of Corporate Research Forum (CRF) and Performance and Reward Centre (PARC) *"As a small business owner and teacher, I found this book a valuable resource as well as being interesting and often entertaining. It uses stories and examples to highlight many of the issues and opportunities that all businesses need to know about. I would recommend this book to my students and business owners." * Louise Dannhauer, Owner, Spa Time & Instructor, Vancouver Community College *"Motivation and Performance is an excellent balance between theory and practice. Any business professional would benefit from the very practical examples, and step-by-step processes provided throughout. As well, the inclusion of the 'why' behind these processes give reason and credibility to the suggestions offered." * Roberta Sawatzky MA CPHR, Professor at Okanagan School of Business and Adjunct Professor at University of British Columbia Okanagan *Table of Contents Section - 01: Introduction; Section - 02: A Model of Motivation; Section - 03: Generational Differences; Section - 04: The Biology of Stress and Well-being; Section - 05: Measuring Motivation; Section - 06: The Power of Communication and Conversations; Section - 07: Intrinsic Motivation; Section - 08: Work Engagement, Organizational Health and Culture; Section - 09: Extrinsic Motivation and Rewards; Section - 10: Culture and Values; Section - 11: The Importance of Motivation Gaps; Section - 12: Outsourcing Motivation; Section - 13: The Dark Side and Derailed Motivation; Section - 14: Best and Worst Practice from Real Companies;
£29.99
Kogan Page Ltd Armstrongs Handbook of Management and Leadership
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. 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"The definitive guide on the processes of management and leadership" * Commerce and Industry (about a previous edition) *"A revealing book that will help readers to develop leadership skills in others and guide them towards personal excellence as a leader" * Business Executive (about a previous edition) *"this is a helpful and fairly comprehensive reference source for middle and senior managers and students." * Bob Baker for the CMI Management and Consulting Book Club *Table of Contents Section - ONE: Leading, managing and developing people fundamentals Chapter - 01: Leadership Chapter - 02: Management Chapter - 03: Developing people Section - TWO: Human resource management and learning and development Chapter - 04: The essence of human resource management Chapter - 05: The practice of HRM Chapter - 06: The practice of learning and development Chapter - 07: The contribution of HRM and L&D in different types of organizations Chapter - 08: The professional and ethical approach to HRM and L&D Section - THREE: People management processes Section - 09: Motivation Chapter - 10: Commitment Chapter - 11: Employee engagement Chapter - 12: Change management Chapter - 13: Flexible working Chapter - 14: Managing diversity and inclusion Section - FOUR: Leadership, management and learning and development skills Chapter - 15: Leadership skills Chapter - 16: Management skills Chapter - 17: People management skills Chapter - 18: Learning and development skills Chapter - 19: Managing interpersonal relationships at work Chapter - 20: Managing oneself Chapter - 21: Problem solving and decision making Chapter - 22: Analytical, critical and consultancy skills Chapter - 23: Information handling skills Chapter - 24: Business and financial skills Chapter - 25: Postgraduate study skills
£37.99
Kogan Page Ltd Consultancy Organizational Development and Change
Book SynopsisProfessor Julie Hodges is a leading expert on change in organizations. Prior to this, Julie Hodges worked as a business consultant for over 20 years in several profit and non-profit organizations, including PwC. Based in Durham, UK, she is also an Academic Fellow of the ICMCI (International Council of Management Consulting Institutes), a Principal Fellow of the Higher Education Academy, and a Senior Fellow of the Foundation for Management Education (FME), and a member of the editorial board of the 'Management Consulting' journal.Trade Review"Hodges provides a comprehensive and considered overview of both the consultancy and change management literature, while offering up a clearly charted path for the reader to follow in solving complex organisational issues." * Olivier Bastien, Consultant, Digital Marketing & Strategy, L'Oréal Canada *"The challenge of change is one we face constantly, and this is a clear and valuable guide for those looking to navigate it successfully. Bridging practical and theoretical perspectives, the book guides the reader through the key issues and draws on a range of case studies while building on a thorough and well-researched academic foundation. The focus on people and relationships within this book, as well as including a whole chapter on ethics, is most welcome." * Dr Neil Turner, Senior Lecturer, School of Management, Cranfield University, UK *"This book fills a number of gaps between Organisational Development, Change Management and Consultancy. Julie has skilfully blended her academic, OD and consultancy experience in this excellent book. A must read for any one active in or wishing to be active in Organisational Change Consultancy." * Denis Kelly, Manager HR Projects and Change, ESB Networks *"Packed with key concepts, models checklists, tools, techniques and case studies, Julie Hodges's book is of real value for new and existing practitioners seeking to stand out from the crowd." * Peter Cook, MD, Human Dynamics and The Academy of Rock *"Dr. Julie Hodges has again demonstrated her mastery of the nexus of work experience, academic research, and knowledge transfer.... If the first half of the book is a Swiss-army toolkit, the second half is a mentorship. I suggest that both practitioners and clients would benefit from this work. So many of the failed engagements I have seen could have been mitigated, or avoided, if the participants could have availed themselves to the insights and structure Hodges provides in this well-crafted book." * Dr. Brad R. Atkinson, Organizational Economist, Bethesda, MD, USA *"Finally, a comprehensive guide to consultancy for all levels, from early practice to post graduate professional. Very well written, it holds attention from the global picture of consultancy through case study examples, the consultant's role, and is packed with loads of research. A must read." * Kathy Gilbert, Executive Consultant, Complex Projects & Change, Australia *"If you are a consultant who advises organisations going through change or a manager navigating your organisation through change, this book is for you. The well documented theory and practical examples and stories make this book a must read for anyone contemplating or going through change." * Tonje Aaroe, CEO, Growthitude AS, Norway *Table of Contents Section - ONE: The Context of Consulting; Chapter - 01: The Nature and Value of Consulting; Chapter - 02: Roles and Responsibilities of Consulting; Section - TWO: The Consulting Cycle; Chapter - 03: Preparation and Contracting; Chapter - 04: Diagnosing the Need and Readiness for Change; Chapter - 05: Designing and Delivering Interventions; Chapter - 06: Transition; Section - THREE: Consulting Capabilities; Chapter - 07: Building Capabilities for Consulting; Chapter - 08: Becoming a Consultant; Chapter - 09: The Shadow Side of Consultancy; Chapter - 10: Conclusions and Reflections
£37.99
Kogan Page The Psychology of Fear in Organizations
Book SynopsisDr Sheila Keegan is a Chartered Psychologist and has a doctorate in organizational change. In 1983, she co-founded Campbell Keegan Ltd, a business psychology consultancy working in the private and public sectors. An organizational consultant and qualitative researcher for more than 25 years, she helps clients in the private and public sectors to make better decisions in the areas of business strategy, social policy and organizational change management. She is a Fellow of the Market Research Society and an Associate Fellow of the British Psychological Society.Trade Review"Whatever the root of fear at the workplace, high-quality leadership - which sees employees as humans, trusts them to be professional and empowers them - seems to be necessary to ensure that such fear does not compromise innovation and productivity. I hope that leaders of academic/corporate organizations read this book and ponder about the environments they are creating at the workplace." * Professor Ranjini Swamy, Goa Institute of Management *"This book should be read by everyone who has anything to do with managing organizations. It is soundly based in history, the literature and personal experience. Keegan not only describes and explains the increase of fear in organizations but also suggests how to reduce it so that everyone can be happier and more productive." * Emeritus Professor Malcolm Harper, Cranfield University *"Sheila Keegan provides a wide-ranging and incisive treatment of this very taboo subject. She questions many current organization practices, including goal setting, and shows how these can easily result in fear and dysfunctional performance. The practice approaches she provides for reducing fear in organizations will provide real value to managers and HR professionals alike." * Michael Wellin, Chartered Psychologist, and Director at Business Transformation consultants *"This book is an interesting read and during the course of my engagement I learnt some great information and many interesting facts. The book is split into two sections the first part of the book sets the scene and introduces the reader to the relationship that both the body and the brain have with fear, it further iterates how that manifests itself in the workplace or how a workplace environment can induce the state of fear either by its organisational structure or by the leadership within. There is a great chapter around the Hawthorne experiments with a useful reference which I will be following up on and thoughts around groupthink and how it can create a collaborative way of thinking be this positive or negative. The second half of the book revolves around how to utilise this source of energy and further covers the areas around appreciative enquiry, trust and the power of language; though during these chapters the topic of fear was digressed it eventually reverts back to the original subject matter. Ultimately this translates into utilising fear as a positive force rather than a negative, and positivity is always a worth sought desire in the wellbeing to life. 4 stars: Strong, strongly recommended for managers and leaders for want to review the type of organisation they manage." * Robert Orton, Information and Content Developer, Chartered Institute of Marketing *"this book is a must read for all who feel the need for a good dose of civilised decency and scholarship to be brought to what many people see as the grubby world of commerce....This is a great little book, full of wisdom on a longstanding problem..." * Malcolm McDonald, Cranfield University, for the International Journal of Market Research *"strongly recommended for managers and leaders wanting to review the type of organisation they manage." * Philip Clarke, Chartered Management Institute book reviewer *Table of Contents Section - ONE: The nature of fear and how it shapes organizations; Chapter - 01: The paradox of fear; Chapter - 02: The cultural backdrop of fear; Chapter - 03: Perspectives on fear; Chapter - 04: Cultures of fear within organizations; Chapter - 05: Feeling fear at work; Chapter - 06: Over-control and manipulation in the workplace; Chapter - 07: Organizations in crisis; Section - TWO: How we can harness fear to improve productivity and organizational health through promoting human values; Chapter - 08: Being human; Chapter - 09: Creating psychologically healthy workplaces; Chapter - 10: Leadership and appreciative inquiry; Chapter - 11: Developing resilience; Chapter - 12: Building trust within organizations; Chapter - 13: The power of language; Chapter - 14: Building a culture of innovation; Chapter - 15: What about the future?
£87.30
Kogan Page Social Media Recruitment
Book SynopsisAndy Headworth is the founder of Sirona Consulting, a specialist consultancy that helps companies understand and integrate social media into their recruitment strategy and processes. He has 25 years of experience in the recruitment industry and has successfully delivered recruitment projects, workshops and speaking assignments in the UK, Europe, Middle East, Canada, USA and APAC. In 2013 he was named one of the 'Top 100 Most Social HR Leaders on Twitter' by The Huffington Post and one of the '50 Most Popular Recruiting Influencers on Twitter' by ERE/LeadTail.Trade Review"This well-written definitive guide to social media recruitment is an essential resource for integrating social media into recruitment strategies and processes. The book's comprehensive and practical approach, with compelling case studies, provides a strategic framework and a clear road map to deliver, all in an insightful and engaging way." * Heather Travis, Director, Asia Pacific - Armstrong Craven, and Chairman, Executive Research Association (ERA) *"Any recruiting leader wanting to up their game in social recruiting will want to read this from cover to cover." * Tony Restell, Founder, Social-Hire.com *"Social Media Recruitment is one of the most comprehensive sources for all things social media recruiting to date." * Jessica Miller-Merrell, Founder of Blogging4Jobs *"This book is a must read for recruiters, entrepreneurs, leaders and managers. [I]t helps them overcome the fear and doubts they have regarding using social media for recruitment and is a great, veracious guide to successfully doing that." * René Bolier, Co-Founder OnRecruit *"Andy is the social media and recruitment expert that the experts in the industry seek out to read and listen to. His advice is spot on and supported by years of diverse consulting experience." * Kelly Dingee, Director, Strategic Recruiting at Staffing Advisors *"To me, Andy Headworth is the world's preeminent authority in the area of social recruiting. His blogs on the ongoing process of using social media to recruit are always spot on and serve as a text book for best practises in social recruiting. I learn something valuable in every post, every blog, and every comment." * Brenda Burch, Chief Retail Talent Sourcer, Bjork Enterprises Ltd *"A must read for any HR professional who wishes to embark down the social media recruitment route" * Philip Clarke for the Chartered Management Institute *"A brilliant business book for anyone looking to successfully integrate social media in their recruitment strategy. Andy's knowledge of recruitment strategy, candidate attraction and content marketing strategy, as well as social media technologies, is unsurpassed and he delivers that knowledge in an interesting and meaningful way." * Louise Triance, MD, UK Recruiter *"The definitive guide to social media recruitment. Packed with practical advice and examples, this book makes a compelling case for social recruiting for even the most hardened social media sceptic. A must-read for those new to social recruiting, but with plenty of great content for those who are already social too." * Gemma Reucroft, HR Director, Tunstall Group *"Having worked in Recruitment/Talent Acquisition for 20 odd years, the current environment is exciting, fast paced, quickly evolving and for many ...scary. Andy gets this, and this book is really going to help you." * Hassanah Rudd, Australia Recruitment Manager, Fletcher Building *Table of Contents Chapter - 00: Introduction; Chapter - 01: The fast-changing recruitment landscape; Chapter - 02: Recruitment using social media; Chapter - 03: Selecting your social networks; Chapter - 04: Social media tools; Chapter - 05: Social media recruitment strategy; Chapter - 06: Candidate sourcing with social media; Chapter - 07: Building your employer brand; Chapter - 08: Social media big data; Chapter - 09: Establishing ROI; Chapter - 10: Social media guidelines; Chapter - 11: Building a business case for social media recruitment; Chapter - 12: Future recruitment
£81.68
Kogan Page Strategic Reward and Recognition
Book SynopsisJohn G Fisher is CEO of FMI Group, a brand engagement consultancy. He has over 30 years' experience in marketing communications, incentives and performance improvement programmes, specializing in the financial services sector. He has written several business books, including Strategic Brand Engagement (also published by Kogan Page) and is a regular columnist in the marketing and HR press. He is in regular demand as a speaker and also devises and delivers seminars for clients and trade bodies about the practicalities of running employee incentive programmes.Trade Review"Fisher's grasp of the key issues makes this a perfect primer for anyone wanting to know how to create and manage successful engagement and incentive schemes." * Chris Bestley, Education Consultant, Institute of Promotional Marketing *"A great reference for any manager who has to run motivation programmes." * Simon Gilbert, Trade Marketing Manager, Sony Mobile *"John Fisher has been an expert strategist and practitioner in the field of staff motivation for over 30 years. He is also an excellent writer. The result is an always-engaging read, combining real education with valuable insights." * Martin Lewis, Managing Editor, "Meetings & Incentive Travel" magazine *Table of Contents Chapter - 00: Introduction: Dealing with human beings; Chapter - 01: Why ‘benefits’ do not deliver performance improvement; Chapter - 02: Recognition and reward theory; Chapter - 03: Motivation in practice; Chapter - 04: The performance improvement programme model; Chapter - 05: Know your people: The human audit; Chapter - 06: Skills and learning for performance improvement; Chapter - 07: Communicating reward and recognition; Chapter - 08: Rewards; Chapter - 09: Recognition; Chapter - 10: Structuring reward and recognition programmes; Chapter - 11: Setting the budget; Chapter - 12: International aspects; Chapter - 13: Troubleshooting reward and recognition; Chapter - 14: The future of reward and recognition
£81.68
Kogan Page Ltd Leadership Coaching
Book SynopsisJonathan Passmore is well known for editing the Association for Coaching series, as well as for other titles in leadership and organisational psychology. He is an occupational psychologist with an international reputation, having spoken at conferences across the world from Harvard University, to Denmark, South Africa and Israel. He is also the Series Editor for the Wiley Blackwell Industrial Psychology series and has authored/co-authored Top Business Psychology Models, AI for Change Management and The Facebook Manager over the last four years. In 2010, Jonathan was awarded the AC Global Coaching Award for his contribution to practice and research. He divides his time between academia, where he works as a professor of psychology at the University of East London, and business, where he works as a practicing psychologist.Trade Review"This book is filled with useful models, insights and profound thinking that can serve any serious coach." * W Timothy Gallwey, author of The Inner Game of Tennis, The Inner Game of Work and The Inner Game of Stress *"This book contains the latest thinking on coaching and leadership. The chapters are well researched and provide practical advice. It is a must-read for anyone involved in coaching." * Professor Binna Kandola OBE *Table of Contents Chapter - 01: Leadership coaching; Chapter - 02: Coaching for authentic leadership; Chapter - 03: The integrated leadership model; Chapter - 04: Coaching for emotionally intelligent and inspiring leadership; Chapter - 05: The Leadership Radar™; Chapter - 06: An Asian perspective on leadership coaching: Sun Tzu and The Art of War; Chapter - 07: Coaching for Icarus leadership: helping leaders who can potentially derail; Chapter - 08: Coaching for integral leadership; Chapter - 09: Coaching political leaders; Chapter - 10: Leadership coaching with feedforward; Chapter - 11: Coaching from a systems perspective; Chapter - 12: Coaching for transactional and transformational leadership; Chapter - 13: Coaching for leadership style; Chapter - 14: Strategy coaching; Chapter - 15: Coaching global top teams; Chapter - 16: Coaching using leadership myths and stories: an African perspective; Chapter - 17: Coaching for conversational leadership; Chapter - 18: Coaching for team leadership: using the Belbin ‘team roles’ model; Chapter - 19: Coaching for strength-based leadership; Chapter - 20: Coaching with complexity-informed leadership
£92.15
Kogan Page Exceptional Talent
Book SynopsisMervyn Dinnen is a talent analyst, advising recruitment and HR technology businesses on the emerging trends impacting hiring, retention and engagement. He is a writer and international speaker on recruitment and HR trends, and an award winning recruitment blogger. He spent 20 years as a recruitment and HR practitioner.Matt Alder is a strategic consultant focusing on recruitment marketing, employer branding and HR Technology. Over the last 17 years he has built a reputation as a global thought leader, working with some of world's best known employers to develop and optimize their digital strategies.Trade Review"This is the definitive work on attracting, recruiting and retaining talent. This book tells businesses leaders how to improve their employee offering and recruitment process so they get and keep the talent that will make their organisation a success. A must read" * Kevin Green, Chief Executive, Recruitment & Employment Confederation *"An honest, practical appraisal of the key opportunities and challenges facing employers in the search for the very best." * Jamie Lawrence, Managing Editor, HRZone.com *"I can't think of two better people than Mervyn Dinnen and Matt Alder to document how the talent journey and the world of human resources is being disrupted in the digital age, and Exceptional Talent certainly doesn't disappoint. On the contrary, it surpasses even my lofty expectations and carves an interesting, informative and stimulating path along the ever-changing talent journey of the 21st Century. I heartily recommend that anyone working in human resources, interested in the future of work or driven to hire, develop and retain exceptional talent should read this book." * David Green, Global Director, People Analytics Solutions, IBM Watson Talent *"Not all HR books are created equal. Exceptional Talent is not just a "How To" Manual but a "Why to" Manual for recruitment and talent attraction. It's comprehensive, thoughtful and, above all, practical. The kind of book that won't gather dust on the office shelf but will get daily use by HR and recruitment practitioners alike." * Mathew Davies, HR Director, Addison Lee *"This book is the best template for corporate talent strategy from "attention to retention and beyond" that I've seen. It clearly captures the employer imperative to create "long-term human-centric relationships with ... talent" and provides a blueprint (as well as on-point case studies) to get the completely transformed work of talent management right. There is no more important work today in an organization than managing talent and this book will put you ahead of your competition for talent." * China Gorman, Universum Communications board member, and Chair, North America Advisory Board *"In any business the key resource is our people. In this book we are provided with tools to ensure we select the "right" people. Simple." * Russell Dalgleish - Founder, Scottish Business Network *"In this book, Alder and Dinnen, drag current thinking around Recruitment into the modern age. The authors demystify the contemporary talent landscape and offer practical steps for employers beyond the promises of the vendors panaceas. Much of the current writing on Talent Acquisition is impractical and unworkable. In this book Alder and Dinnen guide the reader towards new thinking at a blistering pace. At a time when all businesses can be better at attracting and hiring, this book can be your difference." * Matt Buckland - Head of Talent and Human Resources at Lyst *"Dramatic advances in technology, the rise of social media, and changing expectations from the next generation entering the workforce are combining to force the best-performing organizations to re-think how they attract, hire, engage, develop, and retain their best talent. The challenge for HR and business leaders is how to navigate these demands and changes in ways that enable them to win the competition for the best, most talented employees. In Exceptional Talent, HR and business leaders will find a modern, comprehensive guide to navigating these changes, to better understand how to utilize new methods, approaches and technologies for talent attraction, engagement, and management, and enable their organizations and their workforce to thrive in this new and dynamic world of work." * Steve Boese, HR Technology Conference Program Chair & Co-host, HR Happy Hour Podcast *"Job searching and the world of work have changed dramatically in recent years thanks to the advancement of technology - and changes aren't going to slow down. HR, recruitment and talent professionals need to equip themselves to deal with this new reality. Dinnen and Alder have provided a practical, readable and inspiring guide to help them do it." * Katie Jacobs, Editor HR Magazine *Table of Contents Section - 00: Introduction; Section - 01: Talent Attention and Persuasion; Section - 02: Talent Attraction; Section - 03: Talent Acquisition; Section - 04: Talent On-boarding; Section - 05: Talent Development; Section - 06: Talent Engagement and Retention; Section - 00: Conclusion;
£29.99
Kogan Page Ltd 50 Top Tools for Employee Engagement
Book SynopsisDebbie Mitchell is an organizational development consultant specializing in employee engagement, coaching, talent management, change and HR support. She works with businesses both locally and internationally that include consumer electronics, FMCGs, pharmaceuticals as well as those in the transportation, insurance, not for profit and education sectors. Prior to this, Debbie held in-house HR and OD roles for British American Tobacco for 10 years, and has experience of HR roles in retail, public sector and manufacturing.Trade Review"Given that only 17% of UK employees are fully engaged, 83% have a greater contribution to make if we could enhance their levels of engagement (Gallup 2011 to 12). In 50 Top Tools for Employee Engagement, Debbie Mitchell offers clear advice on how to do just this. Every manager with responsibility for leading people should have this book on their shelf. Whenever they wonder how to enhance the contribution from their team, they will have some inspirational and pragmatic ideas at their fingertips." * Susan Binnersley, Managing Director, H2H Resources Ltd *"This book is packed with practical action items and clear insights. It's an excellent and handy resource, has simple diagnostic tools and great examples... I'd recommend it to any HR or line manager....One size definitely doesn't fit all in engagement. So when you need a bit of help, lift this book up and pick a tool that will help you close that important gap to motivate and engage your team." * Helen Hancock, HR director, The AA *"This book offers an abundance of practical tips and tools to help engage your workforce at different stages and through different activities. There's something in here for everyone, no matter your business or your challenge, just open the toolkit and starting building a more engaged workforce." * Debra Corey, Group Reward Director at Reward Gateway, and author of Effective HR Communication *"A terrific book to guide those striving to create engagement and wellbeing in a fast paced world. It targets beautifully the key issues and gives useful strategies and hands on tools for leaders. Harnessing discretionary effort is a critical focus for leaders - this book gives it all." * Wendy Hall, Director and Organisation Development Consultant, Response Consulting Australia *Table of Contents Section - ONE: Engaging One on One; Section - TWO: Engaging Teams; Section - THREE: Engaging the Organisation; Section - FOUR: In Talent Attraction; Section - FIVE: In Induction; Section - SIX: In Training; Section - SEVEN: When Life Changes Happen; Section - EIGHT: When Career Changes Happen; Section - NINE: On Retirement; Section - TEN: On Leaving; Section - ELEVEN: Business Improvement; Section - TWELVE: Change; Section - THIRTEEN: Customer Focus; Section - FOURTEEN: Delivering Results; Section - FIFTEEN: Evaluating Organisational Engagement; Section - SIXTEEN: Quick View of Tools and Some Additional Templates
£33.24
Kogan Page Ltd International Human Resource Management
Book SynopsisDaniel Wintersberger is a teaching fellow at Birmingham Business School in the UK, specializing in International Human Resource Management. He currently teaches on the MBA (HRM), MSc in Human Resource Management and the BSc in Business Management. Previously, Daniel lectured at Cardiff University Business School and Swansea School of Management. He has conducted research for the International Transport Workers' Federation (ITF) and worked with the British Airline Pilots' Association (BALPA). His professional and research experience spans Central and Eastern Europe, China, India and Brazil.Trade Review"Comprehensive coverage by well-known scholars in the field, illustrated with informative and easy-to-digest business cases" * Jacky Fok Loi Hong, Associate Professor in Management, University of Macau *"This book effectively points out the key challenges for today's global HR teams and provides some very useful frameworks." * Cate Prescott, VP Global HR, National Instruments *"This is the book that I have been wishing for after practising HR management for over four decades particularly after my lead in developing the professional standard for HR some 10 years ago! The book stimulates HR practitioners to understand the contribution of cross-cultural synergy at workplace and prepare themselves for the upcoming evolution of their roles in the age of global and technical-integrated business alliance." * KT Lai, Former President, Hong Kong Institute of Human Resource Management *"About 12 years ago I was charged with the responsibility to facilitate the establishment of business operations from the HR perspective in the uncharted water of foreign cities. The difficulties I encountered both within and without were tremendous and I felt I was not well equipped to deal with all the challenges. This comprehensive book does not just deal with day to day operational matters like recruitment, there are sufficient depth and strategic vision in various chapters like the one on Leadership to inspire organization development initiatives. I wish I had this book then." * Weymond HW Lam, Former General Manager - Human Resources, China State Construction International Holdings Ltd. *"The world is getting not only flat, but also more and more inter-linked. Going global is no more a choice, but a must, for corporates who want to continuously flourish and strengthen competitive edges. This book provides a full spectrum on very practical Human Resources Management theories, tools and easy to digest cases for those executives who operate business internationally." * Bob Xie, Founder and Principal Consultant, Bozan Consulting Limited, P.R China *"A brilliant read for anyone learning and involving in international human resources management. The breadth and depth of this book offers a valuable compass for HR leaders sensibly navigating an increasingly interdependent world. The real-life case studies and reflective questions makes this book a great companion to both teaching fellows and learners." * Carrian Leung, Adjunct Lecturer, University of Hong Kong - School of Professional and Continuing Education (HKUSPACE), Hong Kong *Table of Contents Section - ONE: The Context of International HRM; Chapter - 01: Introduction and Background to International HRM [Daniel Wintersberger]; Chapter - 02: The Cultural Context of International HRM [Daniel Wintersberger]; Chapter - 03: Leadership Across Cultural Contexts [Avis Tam]; Chapter - 04: Cross-Cultural Communication [James Baba Abugre]; Chapter - 05: The Institutional Context of International HRM [Daniel Wintersberger]; Chapter - 06: Global Labour Governance and Core Labour Standards [Christina Niforou]; Section - TWO: Functional Areas of International HRM; Chapter - 07: International Recruitment, Selection and Talent Management [Peter Foss]; Chapter - 08: International Staffing in Multinational Companies [James Baba Abugre]; Chapter - 09: International Reward [Daniel Wintersberger]; Chapter - 10: International Training and Workforce Skills [Daniel Wintersberger]; Chapter - 11: International Employee Relations [Geraint Harvey]; Chapter - 12: Work Organization and Job Design across National Contexts [Daniel Wintersberger and Jorge Muniz Jr]; Chapter - 13: Conclusions: Change or Continuance in National Systems of HRM?;
£42.74
Kogan Page The Human Workplace
Book SynopsisAndy Swann is the Founder/ CEO of My Amazing Team, where he works around the world on unique, innovative and impactful innovation projects for some of the planet's largest organizations and biggest brands. Known as an expert on the connection between people, organizations and action. A regular media contributor, Swann has been featured on the BBC, NBC, ABC, Fox and many others. He also hosts The LifeWork Podcast and recently launched the weekly Give Out But Don't Give Up live show on YouTube.Trade Review"The principles set out in The Human Workplace are helpful for any company that emphasizes purpose and identity, connection with the company, each other and the community, as well as co-creation and two-way dialogue with employees. This is a helpful guide on how to grow by design." * Mark Levy, Airbnb's first Head of Employee Experience *"Andy Swann knows better than most that things just aren't that straightforward. Bringing his work at the coalface of organizational change with him, he leads us through the challenges, debunks the fads and offers practical and effective ways of not only coping with the challenges of the future but possibly even enjoying them." * Euan Semple, Author, Speaker and Business Strategist *"This book is pragmatic, relevant, current - it should be required reading for all leaders claiming "People are the most important thing to me" and selectively pointing at other companies saying "I want that one" without understanding the elements, i.e, people." * Andy Meikle, former Chief People Officer, JustGiving and Founder, Folk Consulting *"The Human Workplace offers a thoughtful and incisive examination of our complicated relationship with our work, its meaning and our attitudes. In this comprehensively researched book, Andy Swann considers the full scope of how we work, from the interpersonal to the networks and communities on which we rely, and how this is translating into today's society. In an age of digitization and artificial intelligence, Swann repeatedly finds that applying our shared humanity is the most important element of a high-performing workplace. From case studies to personal reflections, he explores engaging workplace comparisons and finds ingenuity at work in work. This book made me reconsider how we should shape the future of work and appreciate that it will be those who are constantly learning in our high-speed world that will deserve success for their teams and a resilient future for their organizations." * Tim Pointer, former HR Director, Dixons Carphone and Founder, Starboard Thinking *Table of Contents Section - 00: Introduction; Section - 01: Getting to grips with the basics; Section - 02: Building your structure; Section - 03: All about people; Section - 04: In all the right places; Section - 05: Turning it into action; Section - 06: Communications and technology; Section - 07: Getting there: making the change; Section - 08: Final thoughts;
£29.99
Kogan Page Ltd 50 Top Tools for Employee Wellbeing
Book SynopsisDebbie Mitchell is an organizational development consultant specializing in employee engagement, coaching, talent management, change and HR support. She has experience of senior HR roles in organizations across FMCG manufacturing, supply chain, retail, public sector and support service sectors. She is the author of 50 Top Tools for Employee Engagement, also published by Kogan Page.Trade Review"Using the latest evidence, this book captures all aspects of the ultimate workplace wellbeing programme, giving managers confidence in their ability to deliver successful programmes into businesses. Her recommendations are realistic, the tools are functional, and she includes practical suggestions for measuring outcomes, which even the busiest wellbeing manager can utilize." * Dr Fiona Brigg, Healthy Workplace Manager, Link4Life *"The author has created a roadmap that no organization should be without. These tools will help any organization navigate the process of creating a positive working environment no matter its size or sector." * Karen Smith, Head of Wellbeing, University College London *"Another book packed with practical tips and tools from the incredible Debbie Mitchell. This is a must-have resource for any leader." * Angel Conley, Head of Learning and Development, iQ Student Accommodation *"A must-read for all who need to get themselves and their teams more engaged in wellbeing. For managers and HR alike, this book is written in bite sizes with practical advice. An engaging read!" * Liz Illingworth, Director Talent Management Europe, Boston Scientific Ltd *Table of Contents Section - ONE: Leadership and Advocacy; Chapter - 01: Creating a Wellbeing Strategy; Chapter - 02: Workplace Wellbeing Assessments; Chapter - 03: Developing a Wellbeing Programme; Chapter - 04: Wellbeing Committees; Chapter - 05: Championing Wellbeing; Section - TWO: Career; Chapter - 06: Strengths-based People Management; Chapter - 07: Peer Coaching; Chapter - 08: Promoting Learning; Chapter - 09: Finding Purpose; Chapter - 10: Communicating; Chapter - 11: A walk-and-talk; Chapter - 12: Enabling Flow; Chapter - 13: Encouraging a Growth Mindset; Chapter - 14: Mentoring; Chapter - 15: Giving Great Feedback; Chapter - 16: The Check-in; Chapter - 17: Involvement; Chapter - 18: Engagement; Chapter - 19: Change; Section - THREE: Physical and Mental; Chapter - 20: Return to Work Interview; Chapter - 21: Managing Employee Illness; Chapter - 22: The Fruit Box; Chapter - 23: Exercise at Work; Chapter - 24: Workplace Massage; Chapter - 25: Travel Health; Chapter - 26: Stress Prevention and Signalling; Chapter - 27: Managing ‘Overwhelm’; Chapter - 28: Employee Assistance Programmes; Chapter - 29: Emotional Intelligence; Chapter - 30: Building Resilience; Chapter - 31: Reframing; Chapter - 32: Mindfulness; Chapter - 33: Mediation; Chapter - 34: Switching off; Chapter - 35: Getting Organized; Chapter - 36: Designing the Working Environment; Chapter - 37: Remote Working; Chapter - 38: Flexible Working; Section - FOUR: Social and Community; Chapter - 39: Motivation; Chapter - 40: Harmony Initiatives; Chapter - 41: Building Trust; Chapter - 42: Anti-bullying Action; Chapter - 43: Giving Back; Chapter - 44: Shared Interest Groups; Chapter - 45: Netwalking; Chapter - 46: Fun at Work; Chapter - 47: Pets at Work; Chapter - 48: Music at Work; Section - FIVE: Financial; Chapter - 49: Flexible Benefits; Chapter - 50: Pre-retirement Planning; Section - SIX: Supporting Information
£33.24
Kogan Page Ltd Armstrongs Job Evaluation Handbook
Book SynopsisMichael Armstrong is the UK's bestselling author of HRM books. With over a million copies sold, his books have been translated into twenty-one languages. He is managing partner of E-Reward. Prior to this he was a chief examiner of the Chartered Institute of Personnel and Development (CIPD). He is the author of Armstrong's Handbook of Human Resource Management Practice, Armstrong's Handbook of Reward Management Practice, Armstrong on Reinventing Performance Management, and other titles published by Kogan Page.Trade Review"This book clearly describes the models of job evaluation schemes with concise summaries to aid the decision-making process on what is needed for your organisation. It is essential reading for managers, HR professionals and trade unions who want a practical guide to the implementation and maintenance of job evaluation processes and awareness of equal pay legislation." * Debra Lomasney, Management Chair, UK NHS Job Evaluation Group *"Michael Armstrong provides comprehensive information on the subject of job evaluation; presenting different approaches in an objective manner. He tackles a technical subject and a broad scope of information in a logical, easily understood style; providing practical guidelines and case studies which are helpful to the reader. This is a useful guide to HR practitioners, students within the field and anyone else interested in the subject." * Tracy Radloff, Manager, Human Capital - Reward Consulting, Deloitte *Table of Contents Section - ONE: The Process of Job Evaluation; Chapter - 01: Job Evaluation Fundamentals; Chapter - 02: Job Evaluation Methodology; Chapter - 03: Reviewing Job Evaluation; Chapter - 04: Choice of Approach; Chapter - 05: Developing Job Evaluation; Chapter - 06: Job Analysis; Section - TWO: Job Evaluation Schemes and Market Pricing; Chapter - 07: Point-factor Rating; Chapter - 08: Matching; Chapter - 09: Levelling; Chapter - 10: Market Pricing; Section - THREE: Applications of Job Evaluation; Chapter - 11: Developing Grade and Pay Structures; Chapter - 12: Equal Pay; Section - FOUR: The Practice of Job Evaluation; Chapter - 13: Maintaining Job Evaluation; Chapter - 14: Issues and Trends in Job Evaluation
£37.99
Kogan Page Ltd Accelerated Leadership Development
Book SynopsisInes Wichert is an Occupational Psychologist and has been working in HR Consulting for over 15 years, advising global organizations on their talent issues. She is the Managing Director at leadership development consultancy TalUpp and previously ran the Women in Leadership research hub and the Diversity & Inclusion Centre of Excellence for IBM's Smarter Workforce initiative.Trade Review"A must-read for HR leaders who are charged with building a strong pipeline of leadership talent. Provides practical and effective solutions for accelerating leadership development; all brought to life by powerful case studies and quotes from HR and business leaders." * Maria Kokkinou, VP Talent Acquisition, Management & Development, Coca-Cola European Partners *"This timely book provides a compelling step-by-step guide for accelerated leadership development. Full of practical tips and examples from some of the world's most notable companies. An informative read for anyone involved in leadership development." * Carolyn Fairbairn, Director-General, CBI *"Good leadership takes courage and so does good leadership development. A well-written and extensively researched book that shows how HR must take bold people decisions to develop the next generation of leaders. Highlights the importance of diversity and inclusion throughout, and rightly so." * Baroness Mary Goudie, House of Lords, UK *"Ines has written an excellent step-by-step guide on how companies should be thinking about and executing long-term development plans for their top talent. It is well laid out and easy to read: full of good examples of best practice and pitfalls to avoid. Essential reading for senior management, HR practitioners, as well as young leaders thinking about their own career trajectories" * Dr. George Olcott, Guest Professor, Faculty of Business and Commerce, Keio University, Japan *"It is no longer about picking winners in the old school sense, but how we nurture outliers and make them succeed. This book could not have come at a better time where we need less promises and more strategy on the topic of diversity (age, gender, ethnicity). Companies may say they are committed to change and Ines provides a specific strategy on how to implement change and what that actually means for both the organization and the individual." * Pauline Wray, MD, Asia Head, Expand Research and Global Lead for BCG FinTech Control Tower *Table of Contents Chapter - 00: Introduction; Chapter - 01: Tomorrow’s leaders: succeeding in a volatile and uncertain world; Chapter - 02: Moving at pace: the speed of leaders; Chapter - 03: Breadth of experience: choosing roles wisely; Chapter - 04: Learning on the job: organizational development approaches; Chapter - 05: Navigating the pitfalls of acceleration: incomplete learning and burnout; Chapter - 06: Successful risk-taking: courageous people decisions in a risk-averse world; Chapter - 07: Reflective learning: looking back to move forward; Chapter - 08: Supportive environments: essential safety nets; Chapter - 09: Women’s careers: keeping the pace; Chapter - 10: Millennials: on the fast track from the start;
£31.34
