Personnel and human resources Books

Book SynopsisMost of us have experienced change being ‘done’ to us – badly. It really doesn’t have to be that way! This book is for managers who have tried to deliver business change but felt frustrated and disempowered by the experience. It is for people who want to stand up and make a difference igniting and inspiring successful change but don’t know where to start. This book is a complete toolkit for aspiring Change Superheroes!Lucinda Carney C.Psychol uses her decades of business experience to: · explain the repeated, human causes of failed change· uncover the secrets to delivering sustainable change· provide prospective Change Superheroes with the confidence to deliver their own successful business change· share case studies; downloadable tools and real-life examples of successful change.Let’s change the way we do Change!Trade ReviewThis was full of useful, practical tips but grounded in research - it does a good job of dealing with the real world not a theoretical business-school or unicorn view of the world.It's also an easy and enjoyable read - plenty to make you think without being dry. Overall I found it encouraging and positive and it maybe rekindled a belief that real change is possible to achieve. * Amazon.co.uk *A great read for some change thinking! 📚Love the format of the book, especially the summaries & mini case study examples after each chapter!Must say - it’s a great book for those who want to make a real difference in their organisation & bring creditability to HR & the wider business! * amazon.co.uk *Table of ContentsAcknowledgements ................................................................ vii About the author ..................................................................... xi Introduction .............................................................................. 1 Part I The five Superpowers of a Change Superhero .....5 Chapter 1 Courage................................................................. 9 Chapter 2 Connecting with strategy ................................... 25 Chapter 3 Corroboration ..................................................... 41 Chapter 4 Communication ................................................. 55 Chapter 5 Collaboration ..................................................... 71 Part II Change Challenges ........................................85 Chapter 6 Individual responses to change......................... 89 Chapter 7 Personality and change ................................... 103 Chapter 8 Culture, values and leadership ........................ 115 Chapter 9 Cultural Challenges .......................................... 133 Part III Building a Change Master Plan .................... 145 Chapter 10 Build your Change League ............................. 147 Chapter 11 Planning large-scale change ......................... 161 Chapter 12 Building the Communication Plan ................ 177 Chapter 13 The process of large-scale change ................ 197 Conclusion ............................................................................ 213 Works cited ........................................................................... 217

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

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Book SynopsisThe future of the Human Resource Management profession is inextricably linked to understanding data analytics. This book provides practical, hands-on approaches to connect data to HR policies and practices to help influence overall business performance. Building on traditional HR skillsets, the book makes understanding and engaging with data analytics possible for professionals at all levels. Leveraging key statistical and financial concepts, including ROI and people productivity, and commonly available tools such as Workday and Tableau, the authors explore key skills and tasks in an accessible and illuminating way, including: data-analytic thinking data management data collection clean-up and warehousing building descriptive and predictive models applying HR analytics skills and tools to workforce planning, recruitment, training, and turnover analysis. Fundamentals of HR Analytics is an essential resource for aspiring, new and experienced HR professionals across a wide range of industrial contexts, as well as data analysts working on business workforce focused projects and upper level students of HR encountering data analytics in this context for the first time.Trade Review"Fundamentals of HR Analytics should be required reading for all HR Practitioners attempting to create value for their organisations, as well as to improve their own capabilities to gain insights in today’s constantly changing world of work. 'In God we trust, all others must bring data' is largely attributed to Deming and a good starting point for acknowledging that analytics has a place in all professional work. Past Examples of Six Sigma projects in HR have demonstrated the leverage this can provide in supporting organisational improvement. It is thus fitting that a more dedicated book be available to HR practitioners that takes into account the specific lexicon and context of the HR function, as well as the contemporary trends and technological advances available. While this book is an important contribution to professionals regardless of their level of expertise, it is an equally powerful contribution to deepening the common understanding of effective HR practices. As HR functions support necessary business improvement processes, their own maturity of moving from Basic Personnel Administration through to People Development, Line Management Empowerment, Value Addition and finally Anticipating the Future, will also require an overlay in HR Analytics Maturity as described in this book." -- Dr Dino Petrarolo, SVP at Competitive Capabilities International and Best Practice advisor"HR is at a major intersection whereby the future success of organizations will be reserved for those who are capable of best understanding people data and how such information can be leveraged to disrupt and grow. There is a continued need for HR leaders to understand business, not just people. This book dives in deep to what every high performing HR leader needs to know about the incredible value than comes from a data driven people focused organization. Absorb what is in this book and deliver more value today by incorporating Fundamentals of HR Analytics into your everyday work life!" -- Scott Cawood, President and CEO of WorldatWork"What a great book! Business leaders look to HR for business solutions but are often disappointed. This book provides invaluable tools for HR practitioners to migrate from support to impactful business partners who deliver solutions that are bought into by senior leadership. I wholeheartedly recommend this book for all who are grappling with how to capitalise on the power offered by digital transformation and HR analytics to add greater value to their organisations. This book is written in an easy to understand format with many practical examples and case studies to illustrate the use of analytics to solve challenging problems that are commonplace in organisations." -- Mark Cotterrell, Chairman and CEO of MAC Consulting"As a seasoned HR practitioner and academic, I found Fundamentals of HR Analytics a worthwhile read. Whether you are just about to start your HR analytics journey or are wanting to secure HR's seat in the boardroom, this is a must-have and must-read book! The authors successfully present a comprehensive summary of the perplexing people analytics "mystery", so I will surely be recommending this book to my students and colleagues." -- Magda Bezuidenhout, PhD, Senior Lecturer in Compensation Management, University of South Africa"Arguably the biggest skill gap as the HR profession transforms in the digital age is in people analytics. How can HR provide better visibility on an organisation’s most important asset – its people. Where are the best opportunities to maximise ROI on human capital? Which events matter most to the employee experience? What predictive insights are possible to better enable workplace learning and agility? This book is therefore highly recommended as a must-read for both new and seasoned professionals. By enabling faster and better decisions, analytics will finally allow HR to re-claim its essence - to be more human." -- Mayank Parekh, Chief Executive Officer at the Institute for Human Resource Professionals, Singapore"It is an era of the Fourth Industrial Revolution and Big Data. It is fundamental that HR should remain relevant and aligned to the business objectives. This comprehensive analysis of HR drivers is essential and dynamic reading for all senior managers. It forms the basis for innovative decision making and provides hands on explanations with real life case studies- from concept to implementation, in a context of global competition and added value for all stakeholders. Fundamentals of HR Analytics should be required reading not only for HR professionals but also for senior managers." -- James Allan, CEO of Sable Metals & Minerals, South Africa"Fundamentals of HR Analytics is a must read for any HR professional who wants to understand and apply data analytics to solve real HR challenges in organizations. This book offers practical guidance and demystifies analytics with clear step by step guidelines to develop data-driven, realistic and actionable solutions to the common problems around talent attraction, development, retention and engagement." -- Aileen Tan, Group Chief HR Officer, SingTel, Singapore"Now more than ever, HR professionals of all levels need to leverage data for better decision making. Gone are the days where working with data is only meant for the specialists. The authors do well to chart the analytics journey from the fundamentals to more technical aspects with real world applications that breaks down the barrier to working with data. This book is a valuable resource in helping more people see and understand data, a mission we passionately advance. The authors' fervour to equip HR professionals with the skills necessary to thrive in a quickly evolving landscape shines through this book." -- JY Pook, Senior Vice President, Asia Pacific, TableauTable of ContentsChapter 1. Basics of Finance, Statistics and Data-Analytic Thinking Chapter 2. Tools for HR Analytics Chapter 3. Data Collection Chapter 4. HR Analytics Modelling Chapter 5. Turnover Chapter 6. Training and Development Chapter 7. Strategic Resourcing Chapter 8. Recruitment Chapter 9. Compensation and Benefits Chapter 10. Career Planning Chapter 11. HR Policies vs. Profits Chapter 12. Conclusions and Thoughts on the Future of HR Analytics

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Book SynopsisCurrent recruitment and selection practices are essentially a cloning process which seeks to match applicants with the current corporate culture of the hiring organisation. This ignores applicants with different points of view, differing value systems and career aspirations. Authors Fons Trompenaars and Peter Woolliams explore the idea that, while all organisations should develop and promote their core values, the application of them needs to be revisited. New Approaches to Recruitment and Selection presents a new framework that compares current corporate cultures with the evolving value systems of current and potential employees. The authors believe that applicants should match the organization’s needs and explore how different categories of applicants can enrich the organisation whilst providing full engagement. The authors’ longitudinal research on traditional frameworks and practices shows that while companies strive to be objective, they are rarely free of cultural bias. They identify serious shortcomings in how organisations utilise their people. While most organisations are implementing a wide range of policies and programmes to identify and eliminate pay inequalities, and improve their attractiveness to women and minorities, great change has not materialised. Each volume in this series will explore failing established models and propose new conceptual frameworks with practical approaches. International case studies enrich the arguments and findings. Purchase of this book includes exclusive access to app-based content, enabling readers to explore the application of specific concepts in further detail.Table of ContentsChapter 1. The changing world of work Chapter 2. How it used to be Chapter 3. Ongoing difficulties in hiring Chapter 4. Assessing applicants Chapter 5. Seeking to make assessment free of cultural bias Chapter 6. The Hay System for Evaluation Chapter 7. Changing values of the labour market Chapter 8. The advance of technology Chapter 9. And now we have robotic systems Chapter 10. I quit Chapter 11. (Summary) The key challenges for hirers and job seekers. Chapter 12. The need for a new approach Chapter 13. Our new framework Chapter 14. Improving assessment and selection Chapter 15. Leadership free of cultural bias Chapter 16. Career developing/supporting cultures Chapter 17. Marriages, not weddings Chapter 18. Applying our logic to your job interview Chapter 19. The future?

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Book SynopsisKathy Daniels teaches at Aston Business School, UK, and is a tutor for ICS Ltd in Employment Law and related topics. She is also a tutor on the Advanced Certificate in Employment for the CIPD. She is a lay member of the Employment Tribunals, sitting in Birmingham. Prior to these appointments she was a Senior Personnel Manager in the manufacturing sector.

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Book SynopsisThis book gives an understanding of the origins and nature of conflict, and enables the reader to find solutions through open communication and mutual trust and respect. It offers a simple structure which will allow all parties to reach the magic of win-win.Contents: About the authors; Preface; Introduction; 1. How the view explains our differences; 2. Differences in personality types; 3. Fight the difference or celebrate it? 4. Are you building a bridge or a barrier?; 5. Understand and manage your feelings; 6. Develop your skills and increase your choices; 7. Four steps to resolution; 8. Preventing conflict; Appendices; Bibliography; Index; Conflict resolution workshop.Trade Review'... contains great ideas, simply explained, to be put into practice by those in the workplace who'd not only like to manage conflicts that typically occur but also prevent them.' Dr Pam Spurr, Psychologist and Life Coach, LBC Radio. 'A work by two psychologists on how to establish trust and harmony in the workplace. The authors analyse the four main personality types and how these may come into conflict ... Readable and accessible.' The Times. 'Incredibly useful for practice managers who have to lead and look after a number of team numbers.' Veterinary Management For Today.Table of ContentsAbout the authors; Preface; Introduction; 1. How the view explains our differences; 2. Differences in personality types; 3. Fight the difference or celebrate it? 4. Are you building a bridge or a barrier?; 5. Understand and manage your feelings; 6. Develop your skills and increase your choices; 7. Four steps to resolution; 8. Preventing conflict; Appendices; Bibliography; Index; Conflict resolution workshop.

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Book SynopsisThis book offers insights into the demands made on staff in service encounters in tourism, events and hospitality roles. Using data from research completed in these industries, it hinges upon storied incidents offered by workers about which the reader can reflect and apply theoretical knowledge. A key feature of this volume is that it focuses on staff perspectives and perceptions of service encounters and delivery rather than on customer or management perspectives. This will provide students, lecturers, management and customers with fresh and clear understandings of the demands made on staff, but also the perspectives from which the demands are seen. The chapters clarify to students how to apply academic knowledge within customer service contexts and include learning objectives, questions and summaries.Trade ReviewI really enjoyed Service Encounters in Tourism, Events and Hospitality. The big point of difference of this book is how it addresses the employee-customer interface from the employee perspective. Firth skilfully takes readers on a journey to ‘walk in the shoes’ of service employees, providing vital insights for leaders. * David Solnet, The University of Queensland, Australia *For students of tourism, hospitality and events, and those teaching them, Miriam Firth’s book offers refreshing and original insights into the all-important service encounter. Based on her original research, the text critically explores the staff dimension of customer service. In doing so, this engagingly written book cleverly combines theory and practice. * Fiona Jordan, University of the West of England, Bristol, UK *It is not often that I get really excited when I read a new textbook in the field of tourism, events and hospitality but Miriam Firth’s fabulous exploration of the service encounter from an employee perspective in this volume brought a smile to my face. * Tom Baum, University of Strathclyde, UK *This book serves as a timely collective resource deliberating on this slightly neglected arena of service encounters from the delivery personnel’s perspective [...] The book is certainly the first step to digging into more profound methodological developments for this under-investigated field. -- Saurabh Kumar Dixit, North-Eastern Hill University, India * Journal of Qualitative Research in Tourism, Vol. 2, No. 1, 2021, *Table of ContentsIntroduction Chapter 1. What are Customer Service Encounters? Chapter 2. Staff to Staff Support for Service Encounters Chapter 3. Soft Skills in Service Encounters Chapter 4. Emotional Labour Chapter 5. Aesthetic and Sexualised Labour Chapter 6. Intercultural Sensitivity Chapter 7. Co-production and Co-creation Chapter 8. Legal Frameworks Chapter 9. Using Humour in Customer Service Encounters Chapter 10. Management of Service Encounters in Tourism, Events and Hospitality Management

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Book SynopsisBeginning from the premise that psychology needs to be questioned, dismantled and new perspectives brought to the table in order to produce alternative solutions, this book takes an unusual transdisciplinary step into the activism of Black feminist theory. The author, Suryia Nayak, presents a close reading of Audre Lorde and other related scholars to demonstrate how the activism of Black feminist theory is concerned with issues central to radical critical thinking and practice, such as identity, alienation, trauma, loss, the position and constitution of individuals within relationships, the family, community and society. Nayak reveals how Black feminist theory seeks to address issues that are also a core concern of critical psychology, including individualism, essentialism and normalization. Her work grapples with several issues at the heart of key contemporary debates concerning methodology, identity, difference, race and gender. Using a powerful line of argument, the book weaves these themes together to show how the activism of Black feminist theory in general, and the work of Audre Lorde in particular, can be used to effect social change in response to the damaging psychological impact of oppressive social constructions. Race, Gender and the Activism of Black Feminist Theory will be of great interest to advanced students, researchers, political activist and practitioners in psychology, counselling, psychotherapy, mental health, social work and community development.Trade Review‘Race, Gender and the Activism of Black Feminist Theory offers cutting-edge social theory that uses Audre Lorde’s pathbreaking writings as a foundation. The book contains sharp insights into how critical theorists have sidestepped Lorde's anger at the racism within white feminist writings and thus misunderstood much of her work. As a result, Nayak ensures that feminist political engagement occupies a central place, both in her critique and her wonderfully forward-looking theory. The book is a must-read for all feminists and women’s studies students!’ – Kum-Kum Bhavnani, Department of Sociology, UC Santa Barbara, USA'Nayak lays a strong foundation for a critical psychological engagement with the activism of black feminist theory for all of us committed to addressing the psychological effects of oppression and who seek to make social change.'- Stephanie Davis, The Psychologist, June 2015‘Nayak offers readers a book that is simultaneously theoretical and conversational, personal and political. Nayak’s tone is that of an educated friend, both intense and personal at the same time, especially in the chapter focused on intersectionality, where Nayak shares more personal stories… Nayak’s ability to transgress theoretical boundaries is impressive and something that she explains is "a particular ‘critical’ tendency of the activism of Black feminist theory"… For a text of just 156 pages, Race, Gender and the Activism of Black Feminist Theory is astonishingly useful as a reference manual, textbook, or activist guide, or can even seem like an understanding friend.’ - Geneva Reynaga-Abiko, PsycCRITIQUES, May 2015ace, Gender and the Activism of Black Feminist Theory offers cutting-edge social theory that uses Audre Lorde’s pathbreaking writings as a foundation. The book contains sharp insights into how critical theorists have sidestepped Lorde's anger at the racism within white feminist writings and thus misunderstood much of her work. As a result, Nayak ensures that feminist political engagement occupies a central place, both in her critique and her wonderfully forward-looking theory. The book is a must-read for all feminists and women’s studies students!’ – Kum-Kum Bhavnani, Department of Sociology, UC Santa Barbara, USATable of Contents1. Introduction: Race, Gender and Social Change 2. The Political Activism of Close Reading Practices 3. ‘Black feminism is not white feminism in blackface’: The Question of Black-Women-Only Services and Spaces 4. The Aporetics of Intersectionality 5. Conclusion: ‘Where Is the Love?’

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Book SynopsisNeurodiversity in the workplace can be a gift. Yet only 15% of adults with an autism spectrum condition (ASC) are in full-time employment. This book examines how the working environment can embrace autistic people in a positive way.The author highlights common challenges in the workplace for people with ASC, such as discrimination and lack of communication or the right kind of support from managers and colleagues, and provides strategies for changing them. Setting out practical, reasonable adjustments such as a quiet room or avoiding disruption to work schedules, this book demonstrates how day to day changes in the workplace can make it more inclusive and productive for all employees.Autism in the Workplace is intended for any person with an interest in changing working culture to ensure equality for autistic people. It is an essential resource for employers, managers, trade unionists, people with ASCs and their workmates and supporters.Trade ReviewThis book is essential reading for all those who want to challenge discrimination faced by workers with autism. Janine Booth is an active trade unionist and so her book is packed with practical advice and information that union reps, and autistic workers, need to improve working lives. Workers are better off in a trade union and this book will help make sure that this is true too for autistic workers. -- Frances O’Grady, General Secretary of the Trade Union CongressAutism Equality in the Workplace has a new employment perspective on autism, which promises to bring out the best in everyone. This book is both a call to action and a highly practical guide to taking effective action. It's useful, entertaining, informative and easy to read. -- Dr Dinah Murray, Coming Out Asperger: Diagnosis, Disclosure and Self-Confidence and Getting IT: Using information technology to empower people with communication difficultiesThis must-have resource is a revelation: full of practical tips and examples that present an exciting new approach to dealing with autism in the workplace. -- Asha Wije, Head of Employment, UnionLineIn this book, Janine Booth takes a refreshing look at the employment of autistic people through using a social model of disability to analyse how working environments can change to make the most out of autistic employees...this book contains very useful insights into common problems faced by autistic people in the workplace, as well as practical strategies for helping with them. Problems cited range from a lack of understanding from colleagues, to inappropriate support from managers. The author goes beyond the concept of reasonable adjustments however, and suggests that society needs to ask fundamental questions about how the work is organised. This book will be of interest to all who want to work toward making society, and workplaces in particular, more autism-friendly. I would highly recommend it to employers, politicians, researchers, and of course autistic people and their families. -- Damian Milton * Aspergers United *Table of ContentsAcknowledgements. Foreword by John McDonnell MP. Introduction. 1. Autism in the Workplace. 2. Ten Barriers in the Way of Autistic Workers. 3. Remove those Barriers. 4. Autism, Work and the Law. 5. Organising for Change. References. Index.

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Book SynopsisCoaching In Depth introduces the reader to the management consultancy technique of Organizational Role Analysis (ORA); a technique with the immensely practical purpose of helping managers to stay "in role and on task". The ORA method is grounded in a process of consultation that derives from the conjunction of open systems theory and psychodynamic understandings of human behaviour. It enables the collaborative resolution of the mental and emotional tensions represented in the client's work role as he/she strives to manage the dynamics between their organization-in-the-mind and the organization-in-reality.Trade Review'This book represents a major advance in our knowledge about coaching and coaching practice. By integrating multiple levels of experience - from the broad systemic forces to the deep inner dynamics - the authors deepen our understanding of coaching and extend our ability to help managers/executives be more effective.'- Dr James Krantz, President-elect, International Society for the Psychoanalytic Study of Organizations; Principal, Nautilus Consulting Group, New York'An idea whose time has come. This book will become a classic. For years an international professional and academic community has consistently worked in depth with Organizational Role Analysis (ORA), which, with this book, has 'come out' into the mainstream of organizational coaching, managing, consulting. In this it contributes to a wider important recent literature drawing on psychoanalytic, systems and group relations contributions to organizational effectiveness. [...] The book itself exemplifi es the collaborative nature of ORA, moving beyond traditional hierarchies into a joint engagement in a common task, from different roles (author and reader in this case).'- Dr Erika Stern, Leader of psychoanalytically-based Executive Masters Programmes, Utrecht School of Governance, Utrecht University

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Book SynopsisIt's well known that human beings are allergic to change. This is nowhere more true than of human beings in organizations. Organization Development initiatives, Leadership Development programs, and Business Transformation plans all founder too often on our resistance and reluctance, on the tendency of people and things to slip back to how they were before. For a long time, Systems Thinkers in general (and Power+Systems pioneer Barry Oshry in particular) have understood that the problem lies with our failure to look at the surrounding organizational structures and dynamics, at the wider picture, at the context. Barry Oshry draws on a lifetime's experience to explain the nature of the problem with our organizational structures, and the ways in which we can dissolve the problem. This book is written in play-form: a simple briefing conversation between a recently hired team member and the Chief Contextual Thinker for a Business Consultancy firm. They discuss the change initiative they are running for a key client. The conversational format allows Oshry to introduce the relevant theory clearly and in sequence, while addressing questions and misunderstandings as they arise. The result is a guide to Systems Thinking for Organizations that's as short, clever, engaging, bright, and helpful as any business book you have ever picked up. This is a story with the potential to transform any organization and it is written for anyone interested in the workings and structures of human organizations: from Board Directors and Chief Executives, through Middle Managers to interested workers. *** "Exceptionally well written, organized and presented, 'Context, Context, Context' is unreservedly recommended for personal, professional, corporate, community, and academic library Systems Thinking, Organization Development, Sociology, and Business Management collections and supplemental studies reading lists." --The Midwest Book Review, Library Bookwatch, The Sociology Shelf, January 2018 [Subject: Systems Thinking, Organization Development, Sociology, Business]Trade Review"Barry Oshry's latest work is as compelling as it is concise. With immense care and great clarity, he sets out a powerful language to describe and understand whole systems. The concepts not only help us to grasp more securely the profound personal and organisational consequences of our blindness to the contexts in which we live our lives but also grant us fresh perspectives from which to appreciate those contexts anew. Oshry shows us that there is a different way to enact our whole system lives, a way that elaborates and realises our individual and collective potential. As I have become more familiar with Oshry's work, I have increasingly drawn on it to inform my teaching of healthcare professionals undertaking courses in leadership, quality improvement, strategy and innovation. The powerful positive response to his work of students and colleagues working at all levels in the health system is testament to the transformative potential of Oshry's insights. This book will further elaborate that potential. " Prof Martin McNamara, Professor and Associate Dean for External Relations, UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Ireland "Barry Oshry has hit a home run with his informative, instructive and inspiring book. His work encourages leaders to be totally awake to the essential importance of context and current realities in promoting deep organizational learning. Oshry's contextual framework is a powerful organizational tool for us as we continue to push our leadership thinking and actions while striving for a mountain top perspective. " Richard Streedain Ed.D Professor of Leadership Studies, National-Louis UniversityTable of ContentsThe Scene Chapter 1: THE PLAN Chapter 2: The Essence of MICROSCOPE Part I: People in Context Chapter 3: How THE PLAN showed up in the Top Context Chapter 4: How THE PLAN showed up in the Bottom Context Chapter 5: How THE PLAN showed up in the Middle Context Chapter 6: How THE PLAN showed up in the Customer Context Part II: Systems in Context Chapter 7: Putting Whole Systems in Context Chapter 8: The Indispensable Language of Whole Organic Systems Chapter 9: MICROSCOPE’s Strategy Chapter 10: The Annotated Slide Show For Tops Chapter 11: The Annotated Slide Show For Middles Chapter 12: The Annotated Slide Show For Workers Coda: Take One Coda: Take Two Afterword References

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Book SynopsisHave you ever thought about a career in HR? Or perhaps you're already working in HR and you're looking to progress? No matter what your starting point, this book provides advice and guidance to help you achieve your goals. The HR profession is dynamic and there have never been more opportunities to develop in the field. Using a wide range of examples, skills-based exercises, quizzes and reflective activities, How to Get Ahead in HR prepares you for your ideal role. Each of its chapters provides a variety of case study examples and a summary of actions to help you get started. The book introduces the field's main professional bodies and explains the available options for gaining professional qualifications. The chapter on undertaking a job search contains a variety of CV examples together with some top tips from recruiters specializing in HR. After working through the book, readers will have the tools they need to prepare job applications and perform effectively at interviews, they will know how to get qualified and they will understand how to stay updated in order to take advantage of future job opportunities.Trade Review"This book will be of interest and use to anyone looking to start or develop a career in human resource management. It is full of great advice, with examples, background information and practical tools to make use of. Highly recommended."- Stephen Taylor, Senior Lecturer in Human Resource Management at the University of Exeter Business School; "This is a must read for anyone considering HR as a career path. I've read many books on HR and it can be difficult to know how to enter the profession. With Kay's book you have a clear direction to follow, and an overview of which role in HR could be most suitable for you. I talk to my career coaching clients about the benefits of creating a career path for themselves and this book will be a useful tool to help them define where they are now and the strategy to take to get them where they want to be in HR. HR is having to change and adapt at an alarming rate at present and this book is a fantastic aid to help you on the HR rollercoaster!."- Kate Nudds, L&D Career Coach

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Book SynopsisIt is well known that, in their professional lives, most academics and researchers will - like cats - seek to exercise as much independence as possible and may display resistance to anything resembling authority. Nevertheless, leaders of academic/research institutions must still lead and, by common agreement, need all the help and advice they can get! In the ten years since they wrote their hugely popular first book on the subject, the world has changed almost beyond recognition. Geoff Garrett and Graeme Davies have also accumulated even more experience of leading international academic/research institutions, and have talked to even more colleagues around the world. In Herding Cats Revisited they have extended, rewritten and updated their advice to reflect the technology, equality and financial realities of the 2020s. Once again, the authors address common leadership and management themes, like making tough strategic choices, leading change effectively, crisis management, dealing with bureaucracy, managing social media, allocating resources, managing budgets and ensuring effective implementation. 'Herding Cats Revisited' guides academic/research leaders and aspiring leaders through the process of learning to accept and embrace the qualities of their 'cats' so they can tempt them into successfully achieving exciting and demanding goals with agility.Table of ContentsA: UNDERSTANDING THE CULTURE 1. Aspects of the CULTURE Cats will not be commanded Learning from history Why are we here? The political bias Talking straight Bureaucracy rules, OK? 2. On CONFLICT Funny places Peer pressure Techniques for dealing with opposition & resistance No popularity contest 3. The difficulty of COLLABORATION Holding hands in the traffic Collaboration is not the easy option The System - help or hindrance? Collaboration can create real benefits On commercialisation On negotiation Collabronauts - the 'Cats' of the future? In Conclusion B: GETTING THE JOB DONE 4. Taking CHARGE First impressions count Out and about Reality will be different On managing your time (and your priorities) The work-life balance Stakeholder management People and your time Don't forget your external 'Supporters' Club' Getting delegation right Managing duality Quality decision making Handling failure Goal and role clarity Knowing yourself On leadership 'versus' management The value of networking Building trust On power And a final thought 5. COMPOSURE under pressure / implementation Sticking to the game plan (and staying calm) Plan well Implementation excellence Small steps? Organising arrangements Where the devil resides And what gets measured Following through on performance is critical Have patience: it all takes time 6. COMMITTEES etc. Are committees a necessary evil? Meetings Management 101 Key success factors for review committees Review fatigue Keep the Chair informed On governance and ethics 7. Managing the CASH It's (always) a tough climate Cutting back Your (personal) skill set Getting good help Manna from (commercial) heaven? Making the call The importance of elbow room In Conclusion C: MANAGING THE PEOPLE 8. COLLEAGUES, not subordinates Unleashing potential In pursuit of excellence The secret of success? Moving up Selecting people On stretch Qualification(s) The diversity challenge New brooms versus old brooms? On judgement Building the team Developing the talent Caring for the talent (and everybody else) And that includes non-academic support staff And on the topic of incentives and motivation But about remuneration Managing performance Organising the team Letting them go An intractable challenge Disciplinary action A final reminder (and lest we forget) 9. COMMUNICATION, COMMUNICATION A daily problem Communication and change Listening skills The personal touch Be creative Actions versus words Summarising 'the story so far' Beware the tyranny of the email There is still a place for the old-fashioned letter Mass messaging Reply to your emails Social media The use of social media needs to be managed Dealing with traditional media The Annual Report Death by PowerPoint? At the end of the day - the leadership imperative 10. Giving CREDIT The personal touch Public recognition Formal acknowledgement and attribution Claiming (all the) credit, and worse In Conclusion D: LEADING STRATEGICALLY 11. Strategy is about CHOICE Focus, focus, focus Rolling back from the future Big goals Planning strategically For the desk of the 'One Minute Vice-Chancellor' Inside help Outside help, and the external perspective Managing risk On leading, and managing, in a crisis The need for cybersecurity is growing 12. Leading and managing CHANGE And change is hard Resistance Listen carefully Think carefully Beware the 'big bang' Anticipation Support for change Communication clarity In summary In Conclusion POSTSCRIPT - A CLOSING THOUGHT INDEX

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Book SynopsisDesign Learning Experiences, Not EventsLearning Experience Design Essentials explores how new instructional designers and those looking to build their skills and align their function to the business can blend content and context to elevate learning experiences. Expert Cara North maps out the skills and capabilities that define the work learning experience design (LXD) professionals do.Cara lays out an LXD process to guide readers in creating effective experiences. It includes the all-important task analysis to understand the shoes your learners walk in while performing at work. Other steps include creating assessments, conducting usability testing, and messaging the why behind the learning experience.Traditional instructional design places undue emphasis on dumping training content on learners through a combination of information, media, and technology. What’s missing is the context of how learning happens and the understanding that learning is a process, not a one-time event.This book will help you craft a 30/60/90–day plan to apply the concepts throughout. By the end, you’ll feel confident saying “yes” to the simple question, “Would you want to take your own learning experiences?”Trade Review“Dive into the core principles of learning experience design with Cara’s practical, hands-on guide. She walks you through how to craft effective and engaging learning experiences to enable optimal workforce performance.” —Brandon Carson, Vice President, Learning and Leadership, Walmart “With this book, Cara North shows why she’s a respected leader in our field. If you’re looking for real talk, practical exercises, and actionable advice that will help you create meaningful learning experiences, this is a must-read.” —Jonathan Hill, Head of E-Learning, Entain Customer Services“Learning Experience Design Essentials transforms ideas to clear paths for creating real-work experience design programs. It inspires designers to add realism and practicality to their learners’ learning.” —Ray Jimenez, PhD, Chief Learning Architect, Vignettes Learning, Inc., and Situation Expert “Cara’s book is a fantastic resource for professionals who are new to instructional design or those who have been in the trenches for a while, and I love that she includes 30/60/90-day plans as well as other resource tools as guidance in every chapter! I found myself laughing and shaking my head as I read her spot-on reflections and examples.” —Debbie Richards, President, Creative Interactive Ideas “This changing industry demands so much more now than mere instructional design. Fiercely competent and compassionate, Cara plainly maps out each LXD principle to support what our job has always been: empowering people to succeed at their work.” —Jonathan Rock, MBA, Senior GMP Training Specialist, Zoetis “Learning experience design is one of those phrases that can mean different things depending on whom you ask. Cara North does an outstanding job breaking down LXD in a practical way anyone can execute back on the job.” —Tim Slade, Freelance E-Learning Designer, The eLearning Designer’s Academy“Cara North provides much needed clarity around the core capabilities of a learning experience designer and how the role can positively affect change in any organization.” —Joseph Suarez, Learning Experience Designer, Suarez Media ProductionTable of ContentsIntroduction: A Call to Action1. What Is Learning Experience Design (LXD)?2. The LXD Process3. The Request, the Kickoff, and the Scope Agreement4. The Shoes and the Funnel5. The Product: UX and UI6. The Product: Accessibility7. The Product: Assessments8. The Red Pen9. The Message and the Takeoff10. The Results11. Where We Do the WorkConclusion: Becoming an LXD Champion

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Book SynopsisDetermine Organizational Needs Despite Limited Resources Needs Assessment on a Shoestring offers talent development professionals a process for addressing organizational needs and determining whether training is the solution. Needs assessment pros Kelly L. Jones and Jody N. Lumsden apply the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for investigating and uncovering everything you can about the organizational problem you need to solve.With this book, you will learn to build a needs assessment strategy, gather insight through data analysis, and put forward effective solution recommendations. You’ll also pick up strategies for borrowing existing information, talent, and resources, and for making resource management decisions. Regardless of the scope of the project, the constraints of the business problem, or how you get the job done, the steps associated with needs assessments are flexible enough to scale up or down.To conduct high-quality needs assessments, think like a detective. The detectives Sherlock Holmes, Velma Dinkley, and Hercule Poirot didn’t have large teams, unlimited budgets, or a bottomless well of resources to work with, but they succeeded by identifying who, where, and how to solve mysteries that no one else could. With this book, talent development professionals can too. This is a perfect resource for small companies—and departments of one or few—who need to get started right away.The Association for Talent Development’s On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one; for new or “accidental” trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work; and for those who work for small organizations or in industries that have limited training and development resources. Trade Review“Needs Assessment on a Shoestring is a gold mine for anyone operating in the training world with tight budgets and time constraints. It gets straight to the point, offering pragmatic and insightful guidance to help you glean the insights you need for successful training results.” —Mike Taylor, Learning, Design, and Technology Consultant“Put on your detective’s hat and get ready to dive into this incredibly practical guide to conducting the most thorough needs analysis you can on a shoestring. Kelly Jones and Jody Lumsden offer multiple techniques, frameworks, their own stories, time savers, and useful tools. This book will be on my team’s reading list.” —Megan Torrance, CEO, TorranceLearning; Author, Data and Analytics for Instructional Designers“One of the most common objections to executing a needs assessment is a lack of time. Needs Assessment on a Shoestring is a terrific resource for you to stop with the excuses and kick off L&D projects with a needs assessment.” —Cara North, Founder and Chief Learning Consultant, The Learning Camel; Author, Learning Experience Design Essentials“Conducting a needs assessment for a business problem seems so overwhelming. I am confident that anyone can do so successfully by following the clear, practical steps in Needs Assessment on a Shoestring. This fabulous guide has a realistic and supportive tone, as well as tools, samples, templates, and illustrated resources. It’s a must read for anyone facing an organizational challenge.” —Julie Jansen, Executive/Career Coach; Author, I Don’t Know What I Want, But I Know It’s Not ThisTable of ContentsAbout the On a Shoestring SeriesDedication and AcknowledgmentsIntroductionPart 1. BuildChapter 1. Building the StrategyChapter 2. Building the Case: Data CollectionChapter 3. Building the Case: Data AnalysisChapter 4. Building the RecommendationsPart 2. BorrowChapter 5. Borrowing Existing DataChapter 6. Borrowing Time and TalentPart 3. BuyChapter 7. Budgeting for TimeChapter 8. Buying SmartChapter 9. Buy-InBringing It All TogetherAppendix A. Tools and TemplatesAppendix B. A Worked ExampleIndexReferences and ResourcesAbout the Authors

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Book SynopsisDesign Effective Training Programs Despite Limited ResourcesInstructional Design on a Shoestring offers talent development professionals a process for developing effective training programs, even with limited resources. Expert instructional designer Brian Washburn applies the ADDIE model of instructional design and the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for designing a range of training modalities, including in-person, virtual and asynchronous, and self-guided e-learning. With this book, you will learn to build the structure of the instructional design process, effective formal and informal learning experiences, and an ecosystem that supports the learning initiatives. This crash-course of a book also guides you on working with subject matter experts, supervisors, and early testers and drawing learning design ideas from unfamiliar places. You’ll learn how and when to make decisions for using tools and technologies, hiring external help, and purchasing off-the-shelf training programs to speed up the work.Even if you don’t have a ton of time or access to a lot of money, you can still produce an effective learning experience based on sound educational theory and adult learning principles.About the On a Shoestring SeriesThe Association for Talent Development’s On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one, for new or “accidental” trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work, and for those who work for small organizations or in industries that have limited training and development resources. 

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Book SynopsisAre you being asked to measure and evaluate the effectiveness of the learning programs you created for your company, but don't know where to start and have limited resources?Measure Learning Impact Despite Limited ResourcesYear after year, talent development professionals report that lack of time, lack of support or partnership from stakeholders, and limited budgets are key barriers to measuring and evaluating their learning programs. Measurement and Evaluation on a Shoestring offers TD professionals a process to measure what matters to the organization with the tools and resources they have available. M&E pro Alaina Szlachta applies the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for making measurement easier while still demonstrating the value and impact of organizational learning. With this book, you will learn to ask the right questions, brainstorm metrics to evaluate learning, and build a measurement strategy that fits your needs. It also guides you on integrating measurement and evaluation into your instructional design approach from the beginning as well as using and analyzing data sources you might already have. You'll discover how to build stakeholder relationships to secure buy-in and when to look beyond your expertise for external support and technology. The Association for Talent Development's On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one; for new or accidental trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work; and for those who work for small organizations or in industries that have limited training and development resources.

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

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

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Book SynopsisWork-life balance isn’t about where or how you spend your time. At least not solely. It’s about where and how you use and replenish your energy. Work matters. Life matters. Work-life matters.As we start to navigate life during and after the pandemic, employers and employees are increasingly re-evaluating how work can be made more sustainable and more fulfilling. Many employees - particularly Gen X and Gen Z - are seeking a new psychological contract with their employers. Putting these trends into context and offering practical solutions, this book takes a deep dive into why work matters as part of a healthy and fulfilling life. The authors present a new and different way of thinking about the matter of balance, arguing that there is no hard divide between ‘work’ and life’ because ‘work’ takes place entirely within ‘life’ and you can’t balance two things when one is a subset of the other. To achieve the balance required for a healthy existence, we need to recognise that there are activities in all parts of work-life that drain our energy and others that give us a buzz. Rather than trying to solve the drain of hard work by living it large at the weekend – or compensating for an unfulfilling home life by working like a demon, we need to create balance at work and balance at home. Now is a golden opportunity to re-examine the world of work and job-craft to make them more satisfying, less draining and more energising. The ideas in this book provide a practical guide to help that process.Table of Contents1. Introduction: A Sideways Look at Work-Life Balance2. A Brief History of Work Life Balance3. Work Matters4. Life Stages and Transitions5. The Future of Work6. New Balance; Work -Life Balance Is Non-Sense7. Analysing Worklife8. Job Crafting9. Leadership in the Fourth Industrial Age10. Enabling Job Crafting, a Call to Action11. Balance at HomeAppendix: A Re-design Exercise

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Book SynopsisThis book guides human resource managers and professionals on how to manage organizations and its employees through bankruptcy and organizational change. While many books on bankruptcy are written from the perspective of bankruptcy attorneys and bankers, this book focuses on the employee communication and organizational aspects of bankruptcy from an HR and C-Suite perspective. It provides a deep understanding of the impact of bankruptcy on organizations and how to manage communication and employee engagement during this transition. The book also provides valuable and practical checklists and templates for employee communiqués, frequently asked questions, and preparing court-ordered information.Table of ContentsChapter 1. Types of Corporate Bankruptcies.- Chapter 2. Understanding How the Company Got Here and the Importance of Employee Engagement.- Chapter 3. Creating an Effective Employee Retention Plan.- Chapter 4. A Bankruptcy’s Effect on Benefits and the Barrage of Information Requests.- Chapter 5. Embarking on Change.- Chapter 6. Bold Communication.- Chapter 7. Bold Leadership.- Chapter 8. Be Mindful of You.- Chapter 9. Lessons Learned.- Chapter 10. Some Final Thoughts.

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Book SynopsisIn times of globalization, digitalization and demographic change, the COVID-19 pandemic has shown us the fragility and complexity of the world of work. It represents the peak of a process of change in the world of work in economic, social, socio-political and individual psychological terms. This book outlines how effective and future-oriented human resource management can look like in times of demographic and technological change on the one hand and the immediate and lasting effects of the coronavirus pandemic on the other hand. It provides the tools for effective human resource management, summarized in the following seven success factors: demographic-oriented recruitment, strength-oriented workforce deployment, age-appropriate HR development, new generation contract, family and gender, the vital employee, management of interests and expectations. The aim of the book is not only to provide solutions to problems caused by the changing world of work and the pandemic, but also to show how success factors can emerge from these inevitable phenomena. It will be of interest to professionals in the field of human resource management.Table of Contents Part I. The Baseline.- Chapter 1. Demographic Developments and Other Social Phenomena.- Chapter 2. Impact on the Labor Market.- Part II. Routes to Effective Human Resource Management.- Chapter 3. Demography-oriented Recruitment.- Chapter 4. Strength-based Deployment.- Chapter 5. Age and a Ging Appropriate Development.- Chapter 6. A New Generational Contract.- Chapter 7. Gender Equality and Family.- Chapter 8. Employee Vitality.- Chapter 9. Managing Interests and Expectations.- Part III. Summary and Outlook.- Chapter 10. Summary and Outlook.

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Book Synopsis“Humanization and the Law” combines two current and complementary trends in the business-to-business (B2B) market of the legal industry: digitalization and humanization. On the one hand, digital transformation in corporate legal departments and law firms continues to advance. Contract management, e-discovery, due diligence, legal operations, and forensic data analysis are just a few examples of task areas where the use of intelligent software solutions minimizes legal risks and increases compliance, enables efficiency gains and cost reductions through automation, and allows faster and more agile responses to changing market demands and client expectations. On the other hand, the increasing number of failed digitalization projects shows that technology alone is not enough to successfully transform legal departments and law firms. Software solutions must be integrated into existing work processes, be easy to use, and provide real benefits in order to be accepted by employees. People and their ability to make decisions and lead others remain the focus in an increasingly digitalized legal industry. More than 20 authors provide insights into why human aspects matter for business, what organizations can do to increase the mental well-being and motivation of their employees, and how to prevail in the upcoming war for talent in the legal industry. “The legal industry has been largely dismissive of “soft skills” and “humanizing law.” One of the paradoxes of our time is that the ascendency of automation, artificial intelligence, blockchain, Big Data, and other technological platforms has elevated, not diminished, the importance of humanity. It is not only what distinguishes us from machines but it also enables us to apply our humanity to machines. The legal function will play an important role in this process but must first take a hard look at itself.” (Mark A. Cohen, in “Foreword”) Table of ContentsRoger Strathausen, Kai Jacob, Dierk Schindler and Bernhard Waltl, Introduction.- Sven von Alemann and Philipp Glock, The Paradigm Shift in AI: from Human Labor to Humane Creativity.- Heribert Anzinger, Human Dignity and Computational Methods of Law Making Agonists and Antagonists in the Humanization of Law.- Uwe Bandey and Silvio Kupsch, Humanized Law: How human should robot judgements be?.- Thomas Barton, Designing Legal Systems for an Algorithmic Society.- Lucy Bassli, Humanizing Contracting Processes for all Corporations.- Madeleine Bernhardt and Emma Ziercke, Patagonia: Everything a Law Firm is Not, But Could Be?.- Liam Brown et al., The Elevated Workplace.- Barbara Chomicka, Of Mice and Lawyers: What Lawyers Can Learn From Calhoun’s Rodent Utopia.- Craig Conte and Mark Ross, The Next Frontier for Contract Management: Technology and Humanity Meet to Revolutionize Post-Signature.- Anna Engers, Diversity is the “&” between Humanization and Law.- Helena Haapio, Legally functional and human-friendly contracts by design – the first ten years.- Abir Haddad, Rethinking Human-centered Legal Framework.- Tatiana Löttiger, International Business Etiquette for Legal Professionals.- Rainer Markfort and Patryk Zamorski, Law Firm of the Future.- Bruno Mascello, Wasting Human Resources – Women Still Have a Difficult Stand in the Legal Profession.- Jean Obst, Leadership and the Use of Metrics in Legal Departments – a Humanized Approach.- Carl Renner and Michael Zollner, On the Function of Contracts in Modern Society – an Instrument of Freedom of Bondage?.- Wolfgang Richter, Blockchain Based Tokens as a Tool to Transform Collaboration Structures.- V. Saintot and G. di Mateo, Legal knowledge management: augmenting and humanizing lawyers' work.- V. Saintot and F. Lulic, How to E-A-S-E our legal ecosystems with extended cognition and design-based practices.- Sebastian Schüssler, Beyond “do ut des” – What the Legal Business Can Learn From “Working Out Loud”.- Martina Seidl, Corporate Digital Responsibility.- Roger Strathausen, “Who Are you?” – A Story About a Gay Humanist Working at a Law Firm.- Ivan Timmer, Digitilization and Humanization: the law, the government & the citizen.- Duc V. Trang, Injecting Humanity (Back) Into Talent Development.

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Book SynopsisThis open access book prepares current and aspiring analytics professionals to effectively address this need by curating key concepts spanning the entire analytics lifecycle, along with step-by-step instructions for their applications to real-world problems, using ubiquitous and freely available open-source software. This book does not assume prior knowledge of statistics, how to query databases, or how to write performant code; early chapters include an introduction to R and SQL as well as an overview of statistical foundations.Human capital is an organization’s most important asset. Without the knowledge and skills of people, an organization can accomplish nothing. The acquisition, development, and retention of critical talent has become increasingly more complex and challenging, and organizations are making significant investments to gain a deeper, data-informed understanding of organizational phenomena impacting the bottom line. By the end of this book, readers will be able to: • Design and conduct empirical research • Query and wrangle data using SQL • Profile, clean, and analyze data using R • Apply appropriate statistical and ML models to a range of people analytics use cases • Package and present analyses to communicate impactful insights to stakeholdersTable of Contents1. Getting Started.- 2. Introduction to R.- 3. Introduction to SQL.- 4. Research Design.- 5. Measurement & Sampling.- 6. Data Preparation.- 7. Descriptive Statistics.- 8. Statistical Inference.- 9. Analysis of Differences.- 10. Linear Regression.- 11. Linear Model Extensions.- 12. Logistic Regression.- 13. Predictive Modeling.- 14. Unsupervised Learning.- 15. Data Visualization.- 16. Data Storytelling.

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Book SynopsisIntroduction and background.- Determining Context – Using the Cynefin Framework.- An Introduction to Systemic Human Resources Management.- Design Thinking and NOT Strategic Planning.- Redefining Human Resources Leadership Against Chaos and Complexity.- Establishing Systems Thinking Culture.- Performance Management under Complexity.- Talent Development in a VUCA Context.- Job Evaluation, Job Grading and Salary Structuring.- Policies and Procedures against a VUCA context.- Change Management under Complexity.- Scholarly Curriculum Review.- Conclusion.

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Book SynopsisWorkplace spirituality is an emerging field of study and practice and this book asks the questions: Where have we been in the last ten years as a field and where should we be headed in the next ten years? The editors asked these questions of thought leaders from around the globe, leaders who represent different sectors, faith traditions, worldviews and organizational functions. This volume represents the best of current thinking about the state of the field of workplace spirituality and of what the future holds. There are four themes: (1) management themes such as leadership, ethics, change management, and diversity; (2) workplace spirituality in sectors such as health and wellbeing, policing and creative industries, (3) key issues that are emerging, such as self-spirituality, mindfulness, storytelling and the importance of nature, and (4) cutting edge epistemologies and methodologies including indigenous studies, relational ontology, ethnography, and psychodynamics. These articles were chosen to provoke new thinking, new research, and new practice in the field of workplace spirituality, with the goal of helping the field mature in the next decade. Table of ContentsIntroduction (Eds.) Themes: Leadership Ethics Strategy Organizational Change Governance Organizational Behavior Human Resource Management Careers Communications Entrepreneurship/Family business Consumer Behavior and Branding Sustainability Gender and Diversity Social Sciences New Sciences Practical Theology Global Consciousness 　 Sectors: Health and Well-being Tourism and Hospitality Legal and Policing Creative Industries Religious Organizations Education 　 MSR Methodologies:  Assessments and Measurement (quantitative) Qualitative Ethnography Psychoanalytics Storytelling Other: Everyday (working) life Indigenous spiritualities Conclusion (Eds.)

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Book Synopsis"I need to check with my partner" is a common response of an employee to his manager, emphasizing the tug of war between the employee’s spouse and the workplace. The challenges in the fields of work and family have been the focus of researchers for decades. Frameworks for work–family conflict, work–family enrichment, and work–family balance have been put forth in light of the complexity of the interface. Yet the relationship between the three stakeholders managing the interface (manager, employee, and spouse), has not received the attention it deserves. Work–Family Triangle Synchronization takes a holistic look into the triangle of forces involved in the conflict: the manager, the employee, and the employee’s spouse at home. Using the therapeutic triangle relationship framework, it elaborates on the dynamic of work–family triangles and offers a structured process for designing a psychological contract among the three players. This process is termed work–family triangle synchronization (WFTS). Based on the authors’ 20 years of academic research and field experience in the organizational and family domains this book introduces a novel synchronization model, methodology, and compelling tools. Personal anecdotes and stories make the text accessible and understandable, accompanying the reader step by step in the task of developing a synchronized work–family triangle psychological contract, as both a diagnostic and a management tool.

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Book SynopsisAlthough communicative and relational skills are currently in the greatest demand in organizations large and small, we are as educators, executives, and talent developers very far away from the kind of precision in identifying, measuring, selecting and developing these skills that we have achieved with cognitive and technical skills. At the same time, the relentless automation of swaths of human tasks has placed a sharp light on the quintessentially human skills' those that cannot and in some cases should not be subject to algorithmic automation. This book aims to change the soft skills game' by introducing language for identifying and describing them, ways of measuring the degree to which a person possesses them and selecting those who possess them in the utmost from those less skilled, and ways of helping students and executives alike develop them, through a methodology that has been designed and practiced for the past ten years. We need a re-set' in the way we think about human

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Book SynopsisThis book provides a concise yet comprehensive literature review on leadership. As well as offering critical insight into leadership research, the author addresses emerging paradigms and identifies new approaches. A vital tool for leadership students and scholars, the text will enable readers to demonstrate a critical awareness of current developments both in theory and practice of leadership and its importance in modern organizations. Both scholars and practitioners will find the engaging discussion in this book particularly useful as the author offers practical ideas for development and a much-needed unified theory on leadership.Table of Contents1. Introduction.- 2. Leadership Research and Theory.- 3. Emerging Paradigms.- 4. Conclusion.

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Book SynopsisWhy isn’t your coaching business thriving? Why are you feeling so damn stuck?! This book is the missing link to turning your calling into a thriving business. What would it be like to finally understand why you’re not making money and to know how to stop doubting yourself? You can become a wildly successful coach on your own terms. It’s time to stop asking, “Who the f*ck am I to do this work?!” I’ve shown hundreds of warrior coaches how to serve clients, make a difference, and make a living – all while staying true to themselves. I’ve built a successful and profitable coaching business without torturing myself or following someone else’s blueprint, and so can you. Your future clients are counting on you! In this book, you’ll learn: Why many new coaches fail to create a sustainable and profitable business. The inside-out approach to finding and enrolling clients who are dying to work with you. How to price your coaching in a way that is abundant, sustainable, and honorable. Why joy, inspiration, and grace are critical to your business strategy. How to step courageously into the coach you were born to be… right now!

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Book SynopsisBen Whitter is the CEO of HEX Organization and the Founder of the World Employee Experience Institute (WEEI). Ben Whitter was recognized by Thinkers50 as one of the top management thinkers in the world for 2021 for his compelling EX research. He is best known for pioneering and popularizing the concept of employee experience worldwide. Based in London, UK, but operating globally, he shares his work & research through popular keynotes, advisory services, coaching and the global HEX Practitioner programme.Trade Review"Ben Whitter has woven the multiple strands of treating employees well into an integrated employee experience agenda. His work is comprehensive, insightful and pragmatic and will help any business or HR leader make real progress (from the previous edition)." -- Dave Ulrich * Rensis Likert Professor, Ross School of Business, University of Michigan, and Partner, The RBL Group *"Navigating the complexities of employee experience has become the biggest differentiator of great workplaces. At last, a book that gives us the route map (from the previous edition)." -- Bruce Daisley * author, The Joy of Work, Former Vice President EMEA, Twitter *"This book is fascinating! Ben Whitter presents a compelling case for why employee experience should be a top priority for any organization as we look to re-imagine the important role of work - as humans, organizations and society as a whole. The concepts discussed are very pragmatic and the important link to individual and business outcomes is profound (from the previous edition)." -- Colleen Schuller * Vice President, Head of Employee Experience, GSK *"Employee experience is a clear business imperative and strategic enabler, and in this book Ben Whitter brings this to life with great passion and clarity. His HEX framework captures the essentials wonderfully and can be used by all to understand, diagnose, contextualize and strategize their own EX journey. Ben's excellent case studies make both the model and content real and come to life for all to understand, and the fact that these come from some of the most successful companies across many sectors and geographies shows this work is genuine and demonstrable (from the previous edition)." -- Andrew Longley * Global Senior Director of Talent, Adidas *"A must-have blueprint for any CEO or people leader looking to create a long-term sustainable culture leading to positive business outcomes (from the previous edition)." -- Chief Executive Officer, Sykes Holiday Cottages * Graham Donoghue *"Traditional HR is going through a massive disruption - and needs to. Without a purpose-led employee experience embedded into your culture and across your organization it is more difficult, if not impossible, to create a sustainable business model that will survive the good and the bad times. Ben Whitter's book provides a practical toolkit for any HR professional who really wants to bring alive what an organization stands for and the part their employees need to play (from the previous edition)." -- Dale Parmenter * CEO, DRPG *"Globally, employee experience is really big news, and leading this new workplace agenda is Ben Whitter with his book Employee Experience. A must-read, it will have a positive impact for companies using Ben's methods, as well as individual executives looking to improve their careers. I highly recommend this read (from the previous edition)." -- Shaun Rein * Founder and Managing Director, China Market Research Group (CMR), author, The War for China’s Wallet: Profiting from the new world order *Table of Contents Chapter - 00: Introduction; Chapter - 01: Why employee experience is a business imperative; Chapter - 02: The experience challenge; Chapter - 03: The principles and lens of experience; Chapter - 04: Defining the employee experience strategy; Chapter - 05: Designing the employee experience; Chapter - 06: Delivering the employee experience; Chapter - 07: Reflections; Chapter - 08: Epilogue

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Book SynopsisShortlisted for the Business Book Awards 2018 ''Leadership'' is in danger of becoming a tired phrase in the world of management - it may sound cerebral and important, but more often comes across as static and trite. Which might explain why so many ''leaders'' feel like imposters; they may have a vision or masterplan, but the reality is daily messiness, acute uncertainty and fragile loyalty from team members. Often, they have been parachuted in to transform a complex situation, or promoted in unexpected circumstances. Are there more effective ways in which people can learn the art of being a great leader?Being an effective leader is about the daily grind, and it is a far from glamorous existence, but it can be hugely rewarding if leaders are realistic about the choices they face. In many trades and professions, mastery of the subject can take a lifetime; leadership is no different. An apprenticeship approach can breathe life into the development oTrade ReviewInspirational, practical and fascinating, this book will help you no matter what your age or achievements. I couldn’t put it down. -- Joanna Lumley * OBE *I stumbled into leadership by accident rather than design. My learning was all "on the job" with many mistakes and a few successes. How much easier my job would have been if there had been books like this around to help me navigate my journey. -- John Barton * Chairman, Easyjet and Next *This is a different kind of leadership book. It encourages and inspires. It shows us that we all need to continue to learn and develop our leadership skills, however high or low we may be. And it reminds us that it's a journey of one step at a time, with a lot of work on the way. It's a must-read. -- Chris Smith * Baron Smith of Finsbury, Master of Pembroke College Cambridge *At a time when leadership is scarce, Eve Poole offers some practical insights for all on what it takes to become a true leader. Indeed an acquired skill. -- Paul Polman * CEO, Unilever *Leaders should be readers and Eve Poole’s Leadersmithing is a must-read for anyone that wants to improve their ability to lead. Whether you run a business, a small team, or aspire to lead in the future, Leadersmithing will help you become the leader you want to be, with strong practical insight, humour and honesty. -- Jayne-Anne Gadhia * Chief Executive, Virgin Money *I found the book fascinating. Whether you are looking for leadership advice when tackling a new challenge, or merely developing your personal leadership skills, Eve's deck of cards will provide the inspiration. -- Major General Paul Nanson * Commandant, The Royal Military Academy Sandhurst and Director Leadership for the British Army *This is a leadership book from the frontline, written from a deep base of academic understanding but grounded in the daily practice of the leadership art. I will be buying it for all my Board and recommending it very often. -- Stephen Bampfylde * Chairman, Saxton Bampfylde *Eve Poole gives us an engaging and fresh take on leadership development. The book frames the practice as a guild unto itself, whose masters are rewarded with the most challenging and rewarding work. Practice, simulation and muscle memory are offered as fundamentals in how leaders can be modelled and honed. Poole’s eye-opening metaphors and commonsense templates provide a welcome divergence from a canon that is too often stilted with jargon and buzzwords. Imminently accessible, Leadersmithing invites all – at any stage of development – to use its insights and exercise on a path to leadership excellence. -- Dr Randall P White * author of "Breaking The Glass Ceiling" and "The Future of Leadership" *Table of ContentsIntroduction PART 1 - THEORY Chapter 1: What do leaders need to be able to do? Chapter 2: How do leaders really learn? Chapter 3: Character Chapter 4: Leadersmithing PART 2: PRACTICE Chapter 5: Crafty Essentials Chapter 6: Diamonds Chapter 7: Clubs Chapter 8: Spades Chapter 9: Hearts Conclusion

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Book SynopsisA fascinating guide for business leaders looking to ensure that their teams remain productive and engaged in the digital era.Businesses across all sectors now realise that, if they intend on staying competitive in the 21st century, then they must embrace new innovative technologies and methodologies such as AI, automation, digital platforms and Agile. But when too much focus is placed on digital transformation, teams within the organization become overlooked the uniquely human benefits that arise from a well-functioning, collaborative team become neglected, and the employees themselves become unmotivated and overly dependent upon the quantifiable benefits of technology. In People Before Tech, Duena Blomstrom uncovers the true potential of teams in modern organizations by highlighting the importance of psychological safety. This ground-breaking approach leads to a powerful group dynamic that allows teams to take risks, create and innovate without fear of repercussion. WiTrade ReviewThrough concepts like psychological safety, people will thrive, value will be created, and the human condition will improve in concert with technology. People Before Tech is your essential guidebook to a human-centric approach. -- Heather McGowan, Keynote Speaker, Author of "The Adaptation AdvantageUnoptimized and disenfranchised teams will be your new norm unless you take action. In People Before Tech, Duena Blomstrom shows you how to create Psychological Safety and change lives. A must read. -- Karen Ferris, change management expert, keynote speaker and authorWhat Duena has done has not only thrust the human back into the heart of HR but also extends this deep into organizational psychology and the nature of productivity, teamwork, and workplace culture. A recommended read for leaders who want to change and transform their business and how they engage their workforce for the better. -- Theo Priestley, futurist and co-author of 'The Future Starts Now'The world faces great uncertainty in respect to increasing automation and the role humans will play in the future of business and the role work will play in our lives. People Before Tech tackles this issue head on as the culture of companies changes to digital-first and humans second. Duena provides us with a plan to keep humans engaged and differentiated during this global transformation. -- Brett King, bestselling author of 'Bank 4.0' and 'The Rise of Technosocialism'Duena and I connected over our passion for psychological safety and making the workspace human again. Or as Duena puts it: “getting rid of our human debt”. This book shows why psychological safety is a need-to-have and not just a nice-to-have if you want a successful company today and in the future. -- Gitte Klitgaard, Agile coach and keynote speaker

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Book SynopsisWe live in a world in crisis. Societies are becoming fractured, opinions polarized and people are increasingly isolated. In an attempt to seek out human connection, many people spend more time at work than they do with family members, yet few of us have someone at work who we trust enough to share our vulnerabilities. To be human is to suffer, yet our struggles can remain hidden from work. This book argues that compassion is a core human value, which is too often overlooked in business. In these challenging and unprecedented times, workplaces have a crucial role to play in fostering kindness, care and understanding for one another as human beings. Based on a decade of research and packed with examples and case studies, this book argues that compassion is the hidden key to business performance in the 21st century.

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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 *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

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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 - 01: Cross-cultural and diversity coaching – Jonathan Passmore and Ho Law; Section - ONE: International perspectives; Chapter - 02: Coaching in Europe – Katherine Tulpa and Frank Bresser; Chapter - 03: Coaching in North America – Robert J Lee and Mary Wayne Bush; Chapter - 04: Coaching in Australasia – Jodie Anagnos; Section - TWO: Developing coaching practices across the globe; Chapter - 05: Coaching in South Africa – Craig O’Flaherty and Janine Everson; Chapter - 06: Coaching in Brazil – Villela da Matta and Flora Victoria; Chapter - 07: Coaching in China – Catherine Ng; Chapter - 08: Coaching in the Middle East – Tom Palmer and Val J Arnold; Chapter - 09: Coaching in India – Yogesh Sood; Chapter - 10: Coaching in Russia – Julia Choukhno; Chapter - 11: Coaching in Japan – Takashi Tanaka; Chapter - 12: Coaching in Central America – Geoffrey Abbott and Carlos Romero; Section - THREE: Coaching difference; Chapter - 13: Coaching with men: alpha males – Eddie Erlandson; Chapter - 14: Coaching with women – Kate Ludeman; Chapter - 15: Coaching people through life transitions – Bob Garvey; Chapter - 16: Coaching disabled people – Lynn Cox; Chapter - 17: Coaching gay and lesbian clients – Shane Warren; Chapter - 18: Coaching and mental health – Dr Jen Nash

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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

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Book SynopsisKathy Beevers, Chartered FCIPD, is a qualified trainer, coach and author. She runs a learning and qualifications consultancy, Lightbulb Learning Ltd, and is also the Chief External Quality Advisor (CEQA) for CIPD. Andrew Rea, Affiliate MCIPD, is a trainer, coach and facilitator with a background in management. He works with a range of organisations, creating and facilitating L&D initiatives, and has contributed to several L&D textbooks. David Hayden, Chartered FCIPD, is the L&D Digital Learning Portfolio Manager at the Chartered Institute of Personnel and Development (CIPD). He has been working with CIPD qualifications since 2007.Table of Contents Chapter - 00: How to use this book; Chapter - 01: The L&D professional; Chapter - 02: The organisational context; Chapter - 03: Identifying learning and development needs; Chapter - 04: Designing learning and development activities; Chapter - 05: Delivery - Face-to-face training and facilitation; Chapter - 06: Delivery - Using technology; Chapter - 07: Delivery - Coaching and mentoring; Chapter - 08: Delivery - Social and collaborative learning; Chapter - 09: Engaging learners; Chapter - 10: Evaluating impact;

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Book SynopsisProfessor Sir Cary Cooper is the President of the Chartered Institute of Personnel and Development (CIPD) and 50th Anniversary Professor of Organizational Psychology and Health at the ALLIANCE Manchester Business School, University of Manchester, UK. Based in Macclesfield, UK, he is also the Chair of the National Forum for Health and Wellbeing at Work.Ian Hesketh is the Health and Wellbeing Lead for the UK College of Policing and Support for the National Forum for Health and Wellbeing at Work, University of Manchester. Based in Blackpool, UK he is an Honorary Researcher at Lancaster University Management School and a Visiting Fellow at the Open UniversityTrade Review"The case to learn the lessons from the pandemic is simple: happier, healthier, staff lead to a more productive workforce. This book provides exceptional insight and practical guidance for all managers who want to create better conditions for their employees in the changing world of work." * Andy Burnham, Mayor of Greater Manchester *"Containing excellent practical advice from a diverse range of companies, this is a must-read book for anyone who wants to emerge out of this crisis with new ideas that enable their business to be stronger and their employees to enjoy more good days at work. A seminal book that will shape the future of work." * Philip Chin, President Europe, Publicis Health *"Context and examples from the Covid-19 pandemic provide valuable insights for any organization managing the current crisis or preparing for the future." * Richard Heron, Chief Medical Officer and Vice-President Health and Wellbeing, BP *Table of Contents Chapter - 00: Introduction; Chapter - 01: Before the outbreak; Chapter - 02: Lockdown hits the UK; Chapter - 03: Policing the Covid-19 pandemic; Chapter - 04: Fujitsu - Information technology and the Covid-19 pandemic; Chapter - 05: Consultancy - The elusive origin of strength in a crisis; Chapter - 06: Universities - Blurring edges – leading teams and institutions in Covid-19; Chapter - 07: NHS Employers - The National Health Service and the Covid-19 pandemic; Chapter - 08: Microsoft - Managing wellbeing in a crisis – a Microsoft view; Chapter - 09: Construction - Maintaining the health and wellbeing of Mace colleagues throughout Covid-19; Chapter - 10: The CIPD’S pandemic response – supporting our organization and the people practitioners and communities we serve; Chapter - 11: Reflections on the coronavirus pandemic at Rolls-Royce – one year in; Chapter - 12: John Lewis Partnership - Managing wellbeing in a crisis; Chapter - 13: Real estate and the Covid-19 pandemic; Chapter - 14: Legal sector and the Covid-19 pandemic; Chapter - 15: Professional services: Mind the manager wellbeing gap; Chapter - 16: Health - Impact of Covid on the older worker – an early view; Chapter - 17: Concluding remarks;

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Book SynopsisMichael Armstrong is the UK's bestselling author of HRM books. With over a million copies sold, his books have been translated into 21 languages. Based in London, he is managing partner of e-reward and was previously a chief examiner of the Chartered Institute of Personnel and Development (CIPD). He is the author of a number of other books on HR published by Kogan Page including Armstrong's Handbook of Performance Management and Armstrong's Handbook of Strategic Human Resource Management. Trade Review"This book is both thought-provoking and academically astute; it explores various emerging areas within learning and development concisely and clearly. Armstrong is able to bring theory to life, helping readers to develop their own understanding of critical HR practice." * Rebecca Huws, Human Resources Lecture/ CIPD Programme Lead, Cardiff and Vale College *"Armstrong's Handbook of Learning and Development offers an excellent overview of topics related to learning, knowledge and skills formation in the context of organizational behaviour. A valuable resource for management students and practitioners." * Giorgos Gouzoulis, Assistant Professor in HRM & Future of Work, University of Bristol, School of Management *"This new book on Learning and Development is ideal for my module on this topic. I am delighted to see that Armstrong's book includes a whole chapter on Individual learning, including self-directed and lifelong learning. I particularly liked the link of chapters to each other, and their relevance to current organizational learning and practices. This is a great book, useful, relevant, topical and well written. I will certainly add it to my reading list." * Dr Angela Mansi, Senior Lecturer MAHRM Westminster Business School, University of Westminster *Table of Contents Chapter - 00: Introduction; Section - ONE: Fundamentals of learning and development; Chapter - 01: The basis of learning and development; Chapter - 02: The context of learning and development; Chapter - 03: Learning culture; Chapter - 04: Organizational learning and the learning organization; Chapter - 05: Individual learning; Chapter - 06: Learning and development strategy; Chapter - 07: The contribution of learning and development to organizational performance; Chapter - 08: Learning analytics; Section - TWO: The responsibility for learning and development; Chapter - 09: The role of the learning and development function; Chapter - 10: The role of the line manager; Section - THREE: The process of learning; Chapter - 11: The nature of learning; Chapter - 12: Approaches to learning and development; Chapter - 13: Learning and development techniques; Section - FOUR: Areas of learning; Chapter - 14: Workplace learning; Chapter - 15: Social learning; Chapter - 16: Digital learning; Chapter - 17: Training; Section - FIVE: Planning and delivering learning events; Chapter - 18: Identifying learning needs; Chapter - 19: Planning learning events; Chapter - 20: Managing learning events; Chapter - 21: Transferring learning; Chapter - 22: Evaluating learning events; Section - SIX: Aspects of learning and development; Chapter - 23: Leadership and management development; Chapter - 24: Sales training; Chapter - 25: Apprenticeships; Section - SEVEN: Conclusion; Chapter - 26: Learning and development trends and issues

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Book SynopsisDonald Clark has over 30 years' experience in online learning, simulations, virtual reality, mobile and artificial intelligence projects. He was a founding member of Epic Group plc and the Founder and CEO of Wildfire Learning. He is a frequent global speaker, blogger, advisor and researcher and is also a Visiting Professor at the University of Derby.Trade Review"Always moving things forward in learning design, here Donald takes us into new territory towards, workflow learning, AI, data and LXPs. His depth of knowledge on learning theory, along with his 35 years in designing learning experiences makes this the 'go-to' text for Learning Experience Design." * Ben Betts, CEO, Learning Pool *"Couldn't believe the huge number of hints and tips on design. You find yourself coming across learning experiences and design tips you'd never have thought of, where his depth of knowledge on learning theory gives you faith in its authority." * John Helmer, Host, The Learning Hack *"As video producers we spend a lot of our own learning time studying film and how it works. There's little time left to study the research about the use of video in learning - and where do you find that information? Donald is all over the latest evidence in this area, and his chapter about video in learning is probably the best resource there is for a video maker to get across the facts about where video is really effective in learning. As such, this book is invaluable." * Tom Hickmore, Creative Director, Nice Media *"At last, a Learning Design book that is sensitive to what learners actually do and need! It sees learning as a process and not an event so includes the all-too-important design issues of performance support, moments of need and designing learning around the learner." * Bob Mosher, CEO and Chief Learning Evangelist, APPLY Synergies *Table of Contents Chapter - 01: Learning experience design; Chapter - 02: Learning experience designers; Chapter - 03: Emotion, attention and motivation; Chapter - 04: Interface design; Chapter - 05: Text and graphics; Chapter - 06: Audio for learning; Chapter - 07: Video and animation; Chapter - 08: Engagement, questions and feedback; Chapter - 09: Scenarios and simulations; Chapter - 10: VR and AR; Chapter - 11: Games and gamification; Chapter - 12: Social learning; Chapter - 13: Transfer and practice; Chapter - 14: Workflow, curation and data

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Book SynopsisAmy Brann is an author, consultant and global speaker. She is the founder of Synaptic Potential, through which she works with companies including Warner Brothers, EY, Twinings, the NHS and Mondelez International to help them better understand their teams, clients and organizations as a whole. Based in Warwick, UK, she is also the author of Make Your Brain Work, published by Kogan Page. Amy was named by HR Magazine as one of the most influential HR thinkers in 2023.Trade Review"It is a rare book that changes the way one sees the world and how we all fit into it. The well-referenced knowledge in this book produces not only 'aha moments' for experiences in the past and present, but provides actionable insights for making coaching and managing easier in the future. Amy's style and explanations make a seemingly difficult topic not only accessible but a pleasure and exciting experience to learn. This book is essential for anyone who is serious about coaching and wants to go deeper into why it all works. Highly recommended." * Simon Powers, CEO and Founder of Adventures with Agile (AWA) *"Every interaction with Amy Brann, leaves you with 'aha moments' that you can't wait to put into practice. Her unique ability to combine deep neuroscience insights with engaging writing, relatable scenarios and actionable take-aways makes her work stand out." * Deepa Suryanarayana, Associate Director, Global Assurance Talent Team, EY *"Whether you're a coaching professional or a manager coaching your team, using neuroscience principles will help you create a more effective coaching experience. Amy Brann translates complex theories and ideas into accessible, practical, and straightforward coaching strategies." * Gemma Leigh Roberts, Chartered Psychologist/Founder at The Resilience Edge *"One contribution of the COVID-19 pandemic has been to sensitize people to their bodies and the processes that enable them to think, feel, love, act and heal. Amy Brann has written a thorough Wikipedia of the brain in coaching. Her third edition is a powerful update of how our brain and neural processes affect us when interacting with and encouraging employees or clients to be open to learning and change." * Richard Boyatzis, PhD, Distinguished University Professor, Case Western Reserve University, Co-author of Primal Leadership and Helping People Change *"Amy Brann's practical and pragmatic approach to neuroscience helps you to put insight into action. For coaches, this information can help you to improve your practice and increase the positive impact of your coaching conversations." * Helen Tupper, CEO, Amazing If and Co-author of The Squiggly Career *"Neuroscience is a topic that no coach or manager can ignore. Amy Brann's well-researched book will provide readers with the latest theory and practical tools for their work. This book is comprehensive, clearly laid out and imaginatively written. I highly recommend Amy's work to those who wish to deploy the latest research in neuroscience to maximize people's performance, resilience, and well-being." * Dr John Blakey, Founder, The Trusted Executive Foundation, CEO Executive Coach and Keynote Speaker *"If you're a coach or leader, you need to read this book! Profoundly researched, practical, and easy to understand, Neuroscience for Coaches unlocks the secrets of how to work with your team more effectively for better results. Amy Brann captures the beautiful intricacies of the brain that will leave you armed with knowledge to use in every area of your life." * Dr. Marshall Goldsmith is a Thinkers50 #1 Executive Coach and New York Times bestselling author *"This book covers the thought-provoking area of neuroscience and its application to the field of coaching. Although potentially a challenging topic, it is written in an easy-to-read style. Amy Brann is to be congratulated on this third edition which many coaches will find useful and informative." * Professor Stephen Palmer PhD, Centre for Coaching, London *"Amy Brann possesses a wonderful ability to present neuroscience in understandable terms and, crucially, brings this alive with practical applications in the coaching relationship. Her zest for the topic runs through every page of this excellent book." * Keith Nelson, Director of Coaching Programmes, Moller Institute *"Amy Brann explains a difficult topic in plain, uncondescending language. Adding the relevance and potential usage of this new understanding, will add real value to coaches wishing to incorporate neuroscience into their practice. A highly recommended read." * Stephen Murphy, EMCC Global VP Thought Leadership & Development *"In this work, Amy Brann does an exceptional job breaking down the science of our complex cognitive processes in a way that's easy to digest and apply to lead meaningful change. As the world's leading expert on Change Enthusiasm, I love reading about practical science that underpins what I teach. This is the stuff we all need to be aware of to take our organizations to the next level. Managers who put their people first, striving to nurture and inspire their teams, MUST read this book." * Cassandra Worthy, World's Leading Expert on Change Enthusiasm, keynote speaker and author *"When it comes to the field of Neuroscience, Amy is simply the best. And I've looked! The way she is able to turn a scientific subject into something practical and meaningful in the world of work means that this book is a must read for anyone who intrinsically understands the value of Neuroscience in the real, lived world, but hasn't quite been able to bridge the gap yet." * Hodl Whittaker, Learning Manager for Group *"An essential guide for coaches that want to understand how the brain works. Amy simplifies the science, demonstrates the coaching application, and importantly contextualizes why each concept is important in the workplace. An invaluable handbook for coaches, managers, leaders, or anyone that wants to get to know themselves better!" * Melissa J. Sayer, Leadership Team Coach (Performance HUB and 6 Team Conditions) and adjunct Assistant Professor in Leadership & Coaching, Trinity Business School, Trinity College Dublin *Table of Contents Chapter - 00: Introduction; Section - ONE: Brain areas; Chapter - 01: Prefrontal Cortex; Chapter - 02: Basal Ganglia; Chapter - 03: Striatum; Chapter - 04: Insular Cortex; Chapter - 05: Amygdala; Chapter - 06: Anterior Cingulate Cortex; Chapter - 07: Hypothalamus; Chapter - 08: Hippocampus; Chapter - 09: Cerebellum; Section - TWO: Brain chemicals; Chapter - 10: Cortisol; Chapter - 11: Dopamine; Chapter - 12: Oxytocin; Chapter - 13: Serotonin; Chapter - 14: Noradrenaline; Chapter - 15: GABA & Glutamate; Section - THREE: Foundational brain concepts; Chapter - 16: Neurons & Synapses; Chapter - 17: Neuroplasticity; Chapter - 18: Threat / Reward response; Chapter - 19: Neuroimaging; Chapter - 20: Working memory; Chapter - 21: HPA Axis; Chapter - 22: Mirror neurons; Section - FOUR: Brain networks; Chapter - 23: Brain networks; Section - FIVE: The quantum brain; Chapter - 24: The quantum brain; Section - SIX: Neuroscience of classic Coaching areas; Chapter - 25: Self control / willpower; Chapter - 26: Optimism; Chapter - 27: Mindfulness; Chapter - 28: Expectations; Chapter - 29: Beliefs; Chapter - 30: The Foundational Four - Safe Space, Listening, Questioning, Reflecting Chapter - 31: Flow; Chapter - 32: Motivation; Chapter - 33: Decision-making; Chapter - 34: Goals; Chapter - 35: Habits; Section - SEVEN: Neuroscience of not so classic Coaching areas; Chapter - 36: Choice Architecture; Chapter - 37: False Memory; Chapter - 38: Trust; Chapter - 39: Fairness; Chapter - 40: Loneliness; Chapter - 41: Conclusion

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Book SynopsisDr Rafal Sitko is the Global Coordinator for a postgraduate course Sustainable HRM at Heriot-Watt University. He is also the Global Programme Director for the MA in International Business Administration and is an Assistant Professor in Business Management. Based in Edinburgh, he has more than 10 years' teaching and research experience in different areas of human resource management.Trade Review"The United Nations invites us to consider sustainability in development efforts across micro-individual, meso-organisational and macro-national levels. Rafal Sitko's book on sustainable HRM responds to the urgent need to consider stakeholder-based sustainability in framing human resource management policies and practices. The sustainable HRM volume is an unmissable read for scholars who are interested in HRM from a perspective which is wider and wiser, upholding the common good beyond narrow measures of human performance." * Mustafa F. Özbilgin, Professor of Organisational Behaviour, Brunel Business School, UK *"This is an outstanding book about Sustainable Human Resource Management which not only explains the theoretical and practical aspects of the discipline, but also engages students with its discussion of the complexities and developments in a range of geographical regions. The examples, discussion questions and ideas for workshops bring the various aspects of Sustainable HRM alive and enable students to understand its complexities and its scope. This book is a welcome addition to the literature on Sustainable HRM." * Robin Kramar, adjunct Professor, University of Notre Dame, France *"Sustainable Human Resource Management is one of the most comprehensive and up to date textbooks on Sustainable HRM.Students will understand what Sustainable HRM means, how it is measured and reported on, why it is strategically relevant for organizations, what happens if sustainable HRM is ignored and how it unfolds in diverse cultural contexts. Teachers will receive a text that they can ask students to prepare before class - ideal for inverted-classroom and problem-based learning type of courses." * Ina Aust-Gronarz, Professor of Human Resources Management and Corporate Social Responsibility/Sustainability, University of Louvain, Belgium *Table of Contents Chapter - 01: Introducing sustainable HRM; Chapter - 02: Sustainable HRM: key concepts, theories and models; Chapter - 03: Harm caused by unsustainable HRM; Chapter - 04: Regenerating the human resource base; Chapter - 05: Green HRM; Chapter - 06: Sustainable HRM as a business strategy; Chapter - 07: Implementing sustainable HRM; Chapter - 08: Measuring and reporting sustainable HRM; Chapter - 09: Sustainable HRM in different areas of the world; Chapter - 10: Glossary;

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