Cover 1 Contents 6 List of figures and tables 9 Contributor biographies 10 Walkthrough of textbook features 12 01 The people management contribution 14 Chapter contents 14 Studying people management at Levels 5 and 6 15 What does all of this mean as far as studying people management is concerned? 17 Adding value 19 Evidence-based HRM 22 Core debates 26 Explore Further 33 References 33 02 The people management business environmen 34 Chapter contents 34 HRM in the different sectors 34 Developments in the external environment 41 Explore Further 52 References 52 03 Strategy and structure 54 Chapter contents 54 Introduction 54 Organisational strategy 55 Three core areas of strategy 57 Business plans and strategy implementation 62 The role of HR in organisational strategy 64 The impact of organisational strategy on HR strategy 65 Organisational structure 66 HR implications of structure 72 The consulting role of HR 74 References 76 04 Contemporary people management issues 78 Chapter contents 78 Managing change and restructuring 78 Handling skills and labour shortages 84 Flexible working 87 Promoting diversity and inclusion 92 Employee wellbeing 97 References 101 05 Shaping people practice to benefit your organisation 102 Chapter contents 102 The employee lifecycle and you 103 Integrating people practice into your organisation 119 Understanding your internal customers 120 Project management for people professionals 122 References 125 06 Research and evidence-based practice in HRM 126 Chapter contents 126 Introduction 127 What is evidence-based decision making in HRM? 127 How are evidence-based decisions made? 128 Producing evidence to inform a people management problem 128 The research project: a roadmap 131 Types of data 132 Evidence and data gathering 135 Research approaches and designs 137 Collecting data 139 Analysing data 143 Drawing conclusions to inform decisions 144 Presenting and communicating with impact 145 Understanding the needs of stakeholders 148 Evaluating implications and impact 148 Conclusion 150 Explore Further 153 References 153 07 The behaviour of the people professional 154 Chapter contents 154 Professionalism on paper 155 Professionalism in practice 160 Ethics and morality in people practice 165 Professionalism and diversity and inclusion 172 Growing your influence 174 Continuing professional development (CPD) 179 Explore Further 183 References 183 Glossary 186 Appendices 194 Index 250

viii, 360 p. ; 23 cm Includes bibliographical references and index

"Featuring scores of proven career strategies and tactics from SHRM's popular Q&A columnist and New York Times bestselling author Martin Yate, The HR Career Guide is packed with practical, honest, real-world guidance for successfully navigating the challenges commonly faced throughout the complete career cycle, including: Starting Your HR Career, Resumes, Interviews, Networking, Job Searches, Job Stability, Leadership, Promotions & Transfers, Job Change, and Career Change." -- Amazon

xxi, 227 pages ; 23 cm "HR managers are responsible for mitigating the costs resulting from accidents, injuries and illnesses in the workplace. In order to manage and create effective organizational health and safety programs, they need to understand the employer's obligations under three major pieces of health and safety legislation in the workplace. This book deals with the employer's obligations under the Occupational Health and Safety Act, the Workplace Safety and Insurance Act (return to work) and the Criminal Code amendments under Bill C-45 (personal liability for criminal negligence resulting in the death/injury of employees). The authors provide expert commentary and practical compliance solutions including sample policies and documents, checklists and an index to make the process of gathering health and safety information as quick and straightforward as possible. New in this edition: criminal prosecutions for health and safety violations; changes to hazardous materials regulations; updated examples of prosecutions under OHSA; changes to an employer's duty to report critical injuries and deaths; evolution of the law of workplace harassment and workplace violence."--Publisher's website Includes bibliographical references and index Introduction -- Legislative history of the Occupational Health and Safety Act -- Application of the Occupational Health and Safety Act -- Duites of employers and other persons under the Occupational Health and Safety Act -- Health and safety representatives and joint health and safety committees -- The right to refuse work -- The right to stop work -- Ministry of Labour inspections and investigations -- Dealing with a serious accident or fatality -- Coroner's investigations and inquests -- OHS prosecutions -- Workplace Hazardous Materials Information System -- Toxic substances -- Workplace violence -- Workplace harassment -- Workplace stress and ergonomics -- Return to work under the Workplace Safety and Insurance Act, 1997 -- Bill C-45: criminalizing workplace health and safety -- Health and sfaety policies and programs -- What employers need to know -- Apendix A: keyst to a successful internal responsibility system ("IRS") -- Appendix B: practical tips for verifying employee medical information -- Appendix C: sample supplier MSDS data sheet -- Appendiix D: sample workplace violence policies -- Appendix E: sample workplace violence program -- Appendix F: sample workplace harassment policy -- Appendix G: sample workplace harassment program -- Appendix H: sample occupational health ans safety policies -- Appendix I: sample collective agrement provisions -- Appendix J: sample ergonomic program for a VDT operator

Specifically co-written and designed as an instruction guide for senior management on identifying and analyzing weak points in their business operations and addressing problems associated with staff and business performance by Ap Eigenhuis (a former Senio Vice President of Human Resources at Unilever and founder of Applico HR Consultancy) and managerial consultant Rober van Dik, "High Performance Business Strategy: Inspiring Success Through Effective Human Resource Management" offers guidance on creating individualized programs employing proven managements strategies and techniques to enhance productivity and performance. Based on illustrative real0-world examples, corporate business managers will learn how to create higher levels of employee engagement and commitment, build effective work teams, compelling communicate their vision and values; coach for improved management and team performance; and create a corporate climate conducive to organizational achievement and success. "High Performance Business Strategy" is very strongly recommended reading for MBA students in general, and corporate managers seeking to improve their company's performance in particular.

xvi, 180 p. : 23 cm Includes index 1. On becoming more strategic -- 2. The strategic approach to client relationships -- 3. Building strategic alliances with corporate business partners -- 4. On becoming more strategic in day-to-day transactions -- 5. A strategic approach to organization and job design -- 6. A strategic approach to attracting and sourcing talent -- 7. A strategic approach to employee integration -- 8. A strategic approach to employee engagement -- 9. The migration to strategic human resources

The Manager’s Pocket Guide to Motivating Employees Shawn Doyle Hundreds of reports and statistics prove that a motivating workplace is essential to the success of an organization. This practical guide concisely outlines the steps to creating and maintaining a fun, energized, and highly motivating work environment where employees want to work—and stay. The author believes a smart manager can get 60% of workers to work harder. If a staggering increase in your productivity sounds good, The Manager’s Pocket Guide to Motivating Employees is for you. The book inspires managers to accept their responsibility to foster motivation in the workplace. And it makes what they need to do to fulfill their important role simple and understandable. You’ll discover proven tips for creating an environment which fosters motivation, including how to: • Hire motivated people • Convey the goals of your organization and how employees fit into the big picture • Generate enthusiasm throughout your staff • Set expectations and provide opportunities for growth • Guide and direct employees so they know where they are headed • Understand what really motivates people • Reward and recognize employees for their efforts • Relieve pressure and find balance It doesn’t matter whether you are motivating a lackluster existing team or a new team. This guide—along with the action plans, tools, and worksheets included—will help you take immediate action and make a powerful and lasting impact.

This unique guide explores how senior HR executives can build strong working relationships with the CEO, other members of the executive team, and the board of directors. With case studies and interviews with HR professionals from a range of industries and locations, this is truly the first book of its kind. Erscheinungsdatum: 01.01.2015

The quality of life in organizations is deteriorating. People don’t have a sense that their work has meaning. Cynicism reigns. People don’t want to live and work in this way and organizations don’t function optimally when they do. As we transition from the Age of Information to the Age of Ideation, leadership will need to attend to our source of enthusiasm and inspiration—our soul. The Age of Information focuses on knowledge and technology. The Age of Ideation will focus on people, culture, and generating new sources of gain. Leadership style that suited the information age will not work for the Ideation Age. A new style of leadership is required, one that makes collaboration, empowerment, and innovation possible. This guide provides methods for engaging in the transformational process. It contains practical ways to measure healthy communities, healthy people, and quality of work life, and is also grounded in reality. The authors have spent more than 25 years, in hundreds of organizations, seeking out and developing spiritual leaders. In The Ultimate Search for Meaning Victor Frankl observed that, "Meaning is seeing possibilities against the backdrop of reality." This guide will stimulate the reader to find new possibilities against the backdrop of their own reality.

The SHRM Essential Guide to Employment Lawis your One-Stop Legal Reference to Employment Law. It simple, straightforward language on everything HR professionals, employers, and small business owners need to know about their relationship with their employees in order to comply with the law and protect thems elves and their business from legal action.Covering more than 200 workplace law topics, the Guide provides an overview of U.S. workplace laws, regulations, and court decisions that employers, large or small, are likely to face, as well as what pitfalls to anticipate and when to seek professional advice. Each chapter offers general principles, highlights key issues, and provides specific examples and suggestions to help make the employer-employee relationship run more smoothly.The Second Edition features scores of updates and new content, including:• New NLRB rules• New state law limitations on inquiringabout salary history• Compliance for telework• Lawfulness of provisions in severance and release agreements• Department of Labor's change of position on volunteer workers• New state laws limiting or prohibiting non-compete agreements• and much more!

This study examines the competencies of human resource professionals in the manufacturing companies of Malaysia. The competencies that are examined in this study are business knowledge, strategic contribution, HR delivery, personal credibility, HR technology and internal consultation. All these competencies will be tested whether or not they are significantly related to a firms' performance. The sample employed here consists of HR professionals from Malaysian manufacturing companies in the southernmost state of Malaysia, Johor.A total of 89 firms responded to the survey exercise. This study uses quantitative methods such as spearmen r correlation and multiple regression analysis to test the variables. The finding shows that the top nine ranking HR competency factors are from the domain of personal credibility and HR delivery. The respondents' self-rated competency shows that personal communication, legal compliance, effective relationship and performance management rank above all other factors. Competencies such as strategic contribution, business knowledge, HR technology and internal consultation have significant correlation with firms' performance. Furthermore, it is found that out of all HR competencies, the highest contributions to a firm's performance are strategic contribution and internal consultation.

Conflict causes stress, low morale, and decreased productivity. This pocket guide is for leaders who want to learn skills that will prevent and resolve conflicts and ensure a better working environment. Readers will learn how to recognize patterns of conflict, identify causes of conflict, prevent conflicts from developing (and escalating), and apply conflict resolution techniques. By mastering these skills managers will be able to better serve their employees, helping them to navigate through interpersonal conflicts and maintain workplace productivity.

Are you responsible for starting new teams, providing direction, allocating resources, removing roadblocks, and serving as an all-around champion for high-performance work teams? This practical, step-by-step guide is for you! Not only does this pocket reference emphasize the importance of turning slogans and talk into action, it tells how to do it. You'll get helpful guidelines for turning the principles of team management into day-to-day actions. Each chapter begins with a set of questions that the sponsor must ask before starting any team. The answers to these questions provide the keys to whether the project or activity actually warrants the effort that goes into a successful team. Once the need for the team has been clearly established, a checklist outlines the necessary actions the sponsor must take to successfully start and maintain the team. The remainder of each chapter provides the details and specific instructions for carrying out the activities on the checklist. Many of the steps include exercises, activities, or assignments to enhance the learning points. Covers the three most common types of teams Temporary or project teams Standing or committee-type teams Natural work teams

This guide teaches all managers how to find the inspirational elements in their own work and the work their employees do. An innovative managerial prescription for combating the cynicism that reigns in today's organizations at all levels.

Quickly acquire the know-how to implement training and get results Manager's Pocket Guide to Training By Shawn Doyle Learn everything you need to know as a leader about training - and how to use it to get results. If you're not satisfied with current levels of performance and want to turn training into a major contributor to the bottom line, this pocket-size guide will be invaluable. A simple and quick read, the book contains seven chapters that cover: ?·The benefits of training to the organization and its customers ?·What is training and when is it needed ?·Training basics - learning styles, timing, the importance of fun ?·Types of training classroom, e-learning, self-study and more ?·Source of training delivery HR department, outside consultants, training vendors ?·Working with the training team ?·The future of training and how to keep up Author Shawn Doyle, who has been involved in training and development for the past 19 years, has had the opportunity to observe leadership in all kinds of organizations. He distills the essential knowledge busy leaders need to get the full benefit of training, including how to: ?·Increase retention and decrease recruitment and hiring costs ?·Improve the morale of employees ?·Save money by eliminating errors ?·Drive productivity ?·Make hiring easier ?·Save time by reducing confusion and redundancy ?·Increase employees confidence ?·Prepare employees to better represent your company

This pocket guide will expose the business opportunity that underpins the support of diversity in today's organizations. Learn how to improve workplace productivity by bridging organization goals with diversity imperatives in areas like recruitment, retention, team building, and service.

x, 149 p. : 23 cm Includes index

Authors Ap Eigenhuis and Rob van Dijk see a natural alliance between the CEO and the HR executive.В Basing their ideas on their own experiences and on work done by a Unilever team, they introduce an online checklist that identifies areas of corporate weakness, and they explain how to use the results to build a new human resources agenda that brings together executives and HR leaders.В The checklist focuses on the people-side of business and contains nine sections made up of 30 questions relating to: energizing leadership to mobilize people, building the team, shared vision and values, strategic framework, an aligned and lean organization, high-performing empowered teams, coaching, creating a winning organizational climate, and delivering results and rewards. В Published in hardcover as __High Performance Business Strategy__.

Studying Human Resource Management is an ideal textbook for anyone studying the CIPD Associate Diploma in People Management. Fully updated throughout, this book provides thorough coverage of the study of HRM including the people management contribution and business environment as well as discussing the strategy and structure of the HR function. Written by experts in the field with both academic and practitioner experience, Studying Human Resource Management includes invaluable discussion on professional behaviours for people professionals and guidance on how to manage HR data and information and most importantly, how to use it to make evidence-based decisions. There is also now a brand new chapter on shaping people practice to benefit your organisation. Each chapter includes key learning outcomes to summarise the content that will be covered and to help students track their progress, reflective activities to consolidate learning and further reading suggestions to support wider engagement with areas of particular interest. This book also includes case studies to help students understand how the theory applies in practice. Online resources include slides, a lecturer guide and annotated web links.

Enterprises in today's Global Information Age must keep up with rapid changes in technology while overhauling businesses, programs, and operations to meet the changing values and demands of customers and employees. This guide will aid you in applying the Systems Thinking Approach to your strategic and business planning by explaining how to develop a strategic plan, ensure successful implementation of the plan, and build and sustain high performance over the long haul.

Quickly acquire the know-how to implement training and get results Manager's Pocket Guide to Training By Shawn Doyle Learn everything you need to know as a leader about training - and how to use it to get results. If you're not satisfied with current levels of performance and want to turn training into a major contributor to the bottom line, this pocket-size guide will be invaluable. A simple and quick read, the book contains seven chapters that cover: ?·The benefits of training to the organization and its customers ?·What is training and when is it needed ?·Training basics - learning styles, timing, the importance of fun ?·Types of training classroom, e-learning, self-study and more ?·Source of training delivery HR department, outside consultants, training vendors ?·Working with the training team ?·The future of training and how to keep up Author Shawn Doyle, who has been involved in training and development for the past 19 years, has had the opportunity to observe leadership in all kinds of organizations. He distills the essential knowledge busy leaders need to get the full benefit of training, including how to: ?·Increase retention and decrease recruitment and hiring costs ?·Improve the morale of employees ?·Save money by eliminating errors ?·Drive productivity ?·Make hiring easier ?·Save time by reducing confusion and redundancy ?·Increase employees confidence ?·Prepare employees to better represent your company

"HR Like a Boss" offers HR professionals all the tools they need to help employees feel more connected to their organization and ensure the organization’ s success. Written by a creative entrepreneur who has devoted his career to the HR community, this book combines real-life stories of HR professionals who embody the characteristics of a “ boss” — meaning a skilled business leader— with actionable insights for making an impact on their people, organization, and community.

xxvi, 323 pages : 24 cm "The Business Literacy for HR Professionals series, developed in cooperation with the Society for Human Resource Management, helps HR professionals do exactly that. Covering essential areas such as negotiation, decision making, change management, finance, and more, these highly practical books help HR professionals in their goal to be true strategic partners who bring additional bottom line value to their organizations. In an age of stiffening competition, everyone in an organization must develop a strategic mind-set by understanding the company's competitive strategy and helping the firm execute it. This essential resource offers guidelines for creating the HR initiatives, policies, and departmental structures that ensure success."--Publisher's website Includes bibliographical references and index Strategy and the HR professional: why strategic HR management is vital -- SWOT analysis I: looking outside for opportunities and threats -- SWOT analysis II: looking inside for strengths and weaknesses -- Types of strategy: which fits your business? -- Strategic moves: the mechanisms of success -- From strategy to implementation: seeking alignment -- Aligning your HR strategy: key practices -- Action plans: the architecture of implementation -- How to stay on course: sensing and responding to deviations from plan -- The people side of implementation: getting the right people on board -- Implementing human capital initiatives: the rubber meets the road -- Strategy as work in progress: keep looking ahead -- Developing and leveraging your strategic mind-set: next steps for you and your HR department

Is there a secret to creativity? Can a simple change in the way we think about problems dramatically cut the cycle time for generating state-of-the-art solutions? Yes! And this book will show you how. It presents practical tools and suggestions for creative thinking while never losing touch with the essential components of the process: its looseness, its freedom, its risk-taking. You'll learn how the elements of creative thinking-the methods that help us get "un-stuck"-can themselves be creative. What better way to drive home the power of the creative thought process than to go out on a limb and be creative about creativity! Includes: Personal Creativity Assessment Checklist of common workplace behaviors that block creativity A realistic, useful model of the creative thought process Creative thinking methods-process tools that help you "do" creative thinking Training Transfer Assessment

Your CEO just came to you, the HR leader, and said she was hearing rumors about the turnover rate going up. She asks you why this might be happening and how it is could be affecting the bottom line. Are there certain leadership issues? Are engagement levels changing? Is there a problem with the company culture? These are all logical questions. You have hunches for answers, but you have no way to prove those hunches. You know your CEO is going to want data to support any argument you make. You are sure that the answers to her questions are buried in the employee data collected in the different HR systems you have. You have been reading about "HR analytics", and you wonder how you would answer her question differently if you really understood the data about your people. Quantifiably Better provides a path to follow in search of these answers. It will help you if you are just getting started with your HR analytics initiative, or if you are looking for ways to expand your existing HR analytics practice. In the end, you will find that the insights you desperately seek are easier to find than you ever imagined.

<p>e-mail, Voice Mail, Conference Calls, And Videoconferences Have Revolutionized Communication. Companies Are Dependent On Technology To Link Personnel Across Cities, States, And Countries, Especially As Virtual Teams Become More A Part Of Our Business Environment. Yet, Companies Rarely Provide Formal Training On How To Manage These Resources. This Book Provides Guidelines For Communicating Effectively Through E-mail And Voice Mail, Suggestions For Getting The Most Out Of Your Conference Calls And Videoconferences, And Creative And Practical Suggestions For Communicating With, Building, And Managing Your Virtual Team.</p>

I enjoyed reading this book which I found to be fascinating and enlightening. The book describes strategy and its role in ensuring that organisations achieve their mission. It is a comprehensive book on various aspects of strategy including the need to focus on customer needs, environmental analysis, strategy formulation, strategy implementation, corrective adjustments to strategy with time and the process of ensuring that employees and other stakeholders are motivated to ensure the success of the strategy. The book is well written, well presented and easy to follow and understand. It is very practical and with many good examples. I would strongly recommend managers at all levels to read this interesting, practical and insightful book on strategy. The book is also useful and handy for students doing an MBA or other postgraduate studies in business.

This book provides a practical plan and roadmap to start the knowledge management process. It walks the reader through all the stages - assessment, planning, deployment, and evaluation - and then puts it together to expand the reader's core competency and win competitive advantage.

"Provides easy an easy-to-use practitioner-based reference guide to build, expand, and improve fundamental human resource practices to integrate HR as a strategic component in the success of small businesses and start-up companies. Features include: HR essential policies and practices with adaptable tools and templates Talent management strategies for small companies/start-ups. Change management strategies during expansion and growth. A supplemental professional development assessment for leaders/managers"-- Provided by publisher

"Provides easy an easy-to-use practitioner-based reference guide to build, expand, and improve fundamental human resource practices to integrate HR as a strategic component in the success of small businesses and start-up companies. Features include: HR essential policies and practices with adaptable tools and templates Talent management strategies for small companies/start-ups. Change management strategies during expansion and growth. A supplemental professional development assessment for leaders/managers"-- Provided by publisher

Advancing your career in the best possible way requires a well-structured and targeted approach. This book offers a basic methodology as well as practical tools and a variety of case studies that are helpful for the development and implementation of a career strategy. It helps to match talents with aspirations in order to encourage candidates to make courageous career decisions and offers guidance on how to choose the professional environment that best fits personal preferences. Thus, it can be a guide to considering your career as a lifelong learning journey that can help you grow as a leader and as an individual. The book is primarily aimed at young professionals who want to develop their career in the most effective way. It is also useful for managers to be able to advise and support the professional development of their team members. Videos via app: download the SN More Media app for free, scan a link with play button and access videos directly on your smartphone or tablet.

Most organizations are laced with communities that cut through and across departments and levels of hierarchy. However they often remain small, invisible and hampered by a lack of explicit support and license. In an increasingly knowledge-based economy, what we know, our thoughts, ideas, creativity, innovation and our willingness to share and collaborate, are critical for creating value for organisations and the individuals who work for them, and organisations are seeking ways of emulating the innovation and passion found present in start-ups and with entrepreneurs. Workplace communities provide a way to tap into this collective intelligence, engage people in a common sense of direction and provide the opportunity for unleashing 'intrepreneurship' across the organisation. __The Workplace Community__ offers a structured, practical guide for understanding and developing creative and effective communities in the workplace, from introducing employees and managers to new ways of working, to measuring effectiveness and providing corrective interventions for those who haven't achieved the desired results.

What if the next consultant you hired came with an instruction manual filled with strategies to maximize your end of the relationship? That s exactly what this pocket guide is a practical how-to guide to taking full advantage of what the right consultant can provide. Manager s Pocket Guide to Using Consultants packs into one concise book information it would take you years of trial-and-error to learn on your own. In eight chapters, it will help you think through and execute all the important decisions when using consultants, like how to: Select the right consultant, Establish the relationship, Work side by side with your consultant, Evaluate outcomes and make adjustments, Maximize the consultant s contributions as change agent, advocate and mentor, Avoid consulting dangers, pitfalls and traps, Debunk myths and evaluate best practices, Your role as manager in making it all work, Anyone using or thinking about using consultants will appreciate this advice including CEOs, vice presidents, managing directors and others responsible for delivering results. The author has worked inside organizations as a client, externally as a consultant and has helped many other consultants raise their game. If you want a unique 360-degree view that s right on-target, this book s for you.

Advancing your career in the best possible way requires a well-structured and targeted approach. This book offers a basic methodology as well as practical tools and a variety of case studies that are helpful for the development and implementation of a career strategy. It helps to match talents with aspirations in order to encourage candidates to make courageous career decisions and offers guidance on how to choose the professional environment that best fits personal preferences. Thus, it can be a guide to considering your career as a lifelong learning journey that can help you grow as a leader and as an individual. The book is primarily aimed at young professionals who want to develop their career in the most effective way. It is also useful for managers to be able to advise and support the professional development of their team members. Videos via app: download the SN More Media app for free, scan a link with play button and access videos directly on your smartphone or tablet.

Talent management is the most evergreen of HR topics because finding and keeping the best talent is a constant business imperative. But talent management moves quickly, and you have to stay ahead of the trends to be successful at hiring, engaging, coaching, and retaining top talent. The SHRM Essential Guide to Talent Management is your professional desk reference and go-to guide, full of practical solutions, expert insights, and best practices to help you get unstuck when youre faced with any talent management challenge. Sharlyn Lauby addresses hundreds of topics organized by the eight core Talent Management components identified by SHRM, the Society for Human Resource Management: Strategic and Workforce Planning Talent Acquisition Onboarding and Employee Engagement Performance Management

Learn how to protect your employees as well as your company from sexual harassment. The Manager's Pocket Guide to Preventing Sexual Harassment approaches the issue globally, from creating policy statements on sexual harassment and conducting employee audits to determine vulnerabilities (and appropriate cures), to the five A's of understanding, to handling and dealing with stereotypes and biases. The pocket guide also covers the investigation process and how to properly document incidents; it also includes exercises to instill ownership and facilitate understanding among employees to generate commitment to harassment prevention.

Description based on print version record.

Provides instruction on how to design a strategy to get what you want and set the tone for discussions and persuade others with your point of view. Discover how to use power responsibly when influence fails and manage conflict throughout the influencing process. Softcover., System requirements for online version: netLibrary eBook Reader (for off-line reading) ; Windows 95/98/NT 4.0 or higher ; Pentium 100, 32 MB RAM, 20MB free disk space ; not available for WebTV, Macintosh, Unix or Linux, Mode of access: Intranet, Text (HTML/netLibrary eBook) and search engine, Electronic data

The Manager's Pocket Guide to Recruiting the Workforce of the Future will show employers faced with a lean, post-downsizing organization in the midst of a tight labor market, how to develop and implement hiring solutions. Employers should no longer recruit for the long term, but to get the job done today, tomorrow, and next week. The key to continued success for companies now is the ability to adapt rapidly to new circumstances. Staffing may have to expand quickly in one skill area, or contract quickly in another—or do both at the same time. Strategies for staffing must therefore be geared to this reality. The best practices outlined in this pocket guide are presented as keys and processes supplemented by worksheets and checklists intended to give your organization the advantage when it comes time to quickly and effectively bring in the talent you need.

Providing the necessary information for designing a human resource function, this handbook presents easy-to-follow instructions for founding a reliable and productive employee-relations strategy. Sound advice on enhancing the management practices of any given organization is featured, covering how to comply with federal and state regulations that affect HR management as well as ways to make these rules work for any company. Answers to frequently asked questions and “Lessons from the Trenches”—based on real-world case studies that address the most pressing HR-related topics impacting businesses today—are also included.

Die Fakten sind bekannt. Der demografische Wandel kommt. Doch bisher reagieren Unternehmen und Organisationen nur zögerlich auf die absehbare Alterung der Belegschaften und Verknappung des Potenzials an Fach- und Führungskräften. Das vorliegende Buch will dem entgegenwirken und Entscheidungsträgern und Personalverantwortlichen Handlungsoptionen eröffnen.„Generation Resource Management“ bietet einen integrierten Ansatz, der die Produktionsfaktoren Arbeit und Wissen langfristig sichert und nachhaltig über die Unternehmenskultur wirkt. Der Autor vermittelt, wissenschaftlich abgesichert und angereichert mit praktischen Beispielen, ein breites Spektrum an personalstrategischen Methoden und Instrumenten, mit denen die demografische Herausforderung zur Chance für innovative Unternehmen wird. Erscheinungsdatum: 09.01.2015

Cover 1 Contents 6 List of figures and tables 12 Preface 14 Foreword 16 Walkthrough of textbook features 18 01 Organisations 22 Why organisations exist 22 Public sector organisations 23 Private sector organisations 25 Types of organisation 26 Organisation typologies: mechanistic versus organic organisations 29 Sizes of organisation 30 The purposes of organisations 31 Strategic planning techniques 32 Organisational structures 36 Reflections on organisation design 43 Note 47 02 Aspects of organisational culture 50 What is culture? 50 Definitions of culture (societal context) 51 Organisational culture 53 Organisational values 60 Emotional culture 60 Identifying organisational cultures 62 Public sector culture 65 Induction – the socialisation of a new member into the organisation 70 Changing organisation culture 71 03 Human resource management (HRM) 76 What exactly is human resource management (HRM)? 76 Strategic HRM 84 Achieving a competitive advantage 85 Structuring human resources in the organisation 90 HR and added value 91 The skills and competencies of the HR professional 93 Restructuring the organisation 93 Customer care 95 Employee voice 99 Notes 101 04 The role of the HR practitioner 104 Background to the role of HR 104 The range and scope of HR activities 107 Business partnering 110 Aligning HR to corporate strategy 110 Corporate social responsibility (CSR) 111 Professionalism and ethics 112 The CIPD Profession Map 114 The future role of HR 116 05 Workforce planning 122 Planning period 126 Workforce planning as a competence-centred function 127 Traditional approaches to workforce planning 127 Understanding workforce characteristics 142 06 Recruitment 150 The importance of recruitment 150 Definitions 151 The context of recruitment 151 Internal and external labour markets 152 Factors affecting success 153 Skill shortages 154 Employer branding 155 Recruitment processes 157 Recruitment difficulties 168 07 Selection 172 The importance of selection 172 The search for ‘talent’ 172 The selection process 175 Selection methods 178 Organising the selection process 183 Interviewing 185 Making the decision 192 08 Induction and retention 200 The importance of induction 200 Employer branding 201 The purpose of induction 202 Indications of a successful induction process 206 Approaches to induction 208 Buddy systems and mentors 209 Induction content 210 Departmental induction 213 Other times when induction may be needed 214 Inducting minority groups or those with special needs 214 Follow-up 215 Retention, work and why people work 215 Recording and analysing information 216 Retaining staff 217 Managing contractor organisations 220 09 Learning and development 224 Individual learning 224 Terminology 225 Training and human resource development 225 Self-development 226 Human capital 227 Talent management 228 Knowledge management 229 Why is learning so important? Who benefits from learning? 230 The principles of learning 231 Early theories of learning 237 More recent learning theories 239 Continuing professional development (CPD) 241 Transfer of learning 242 Choosing a career 242 10 Learning and development – practical aspects 246 Organisational learning 246 The strategic importance of learning and the ­development of talent 247 Aligning learning with organisational need 248 L&D (or training) policy 248 National skills initiatives 249 Systematic training 250 The systematic training cycle 251 E-learning 269 The future of learning 272 11 Performance management 276 Background 276 What is performance? 277 Factors influencing performance 278 Motivation 279 Scientific management 280 Hawthorne Studies 281 Theories of motivation 282 Content theories of motivation 282 Process theories of motivation 287 Summary of motivation theories 291 Performance management 292 Background: performance management 293 Performance appraisal 294 360-degree feedback 300 Criticisms of appraisal systems 301 Performance management through development 301 12 Employee reward 308 Defining reward 308 HRM and reward 309 Non-financial rewards 311 Employee benefits and HR management 312 Rewards with financial value 314 Reward and motivation 315 Determining reward strategy 316 Reward systems 319 The basis for performance-related pay 322 Team reward schemes 323 Total reward 325 Job evaluation (JE) 326 Contemporary issues 330 Equal pay reviews and gender pay gap reporting 331 Note 334 13 The employment relationship 338 Background 338 Formal and informal contracts 339 Perspectives on the employment relationship 341 Parties in the employment relationship 344 Trade unions 346 The role of trade unions 348 The internal justice system 349 Labour disputes 349 Upholding employee rights 350 Trade union representatives 351 Unionlearn 351 Acas (Advisory, Conciliation and Arbitration Service) 352 Central Arbitration Committee (CAC) 354 Summary of employee relations 354 Absence management 354 Managing and controlling absence 355 Measuring and monitoring absence 356 Reasons for absence 357 Strategies for managing absence 358 Stress and mental heath 359 CIPD view 359 14 Health, safety, ­well-being and work–life balance 364 Health and safety 364 What organisations must do 365 Managing health and safety in the workplace 370 Employee well-being 379 Work–life balance (WLB) 386 Improving work–life balance (WLB) 387 Note 389 15 Diversity 394 Background 394 Demographic change 396 Prejudice 397 Why be concerned with equality and diversity? 399 Equality legislation 399 Discrimination 402 Employment tribunals (ETs) 403 Types of discrimination 404 Positive action 408 Discrimination on the grounds of the nine ­protected characteristics of the Equality Act 409 Bullying and harassment 415 Equality bodies 419 16 Employment law 424 The employment relationship and legislation 424 Differences between contracts 425 The components of a contract 426 Contracts of employment 428 Understanding employment rights 432 Important employment legislation 435 Grievance procedures 437 Workplace disciplinary rules 439 Conflict management in the workplace 444 Health-and-safety legislation 445 General Data Protection Regulations (GDPR) and Freedom of Information Act (2000) 445 Notes 450 17 Ending the employment relationship 454 Introduction 454 Termination of the contract of employment 455 Employee status 456 Dismissal 457 Redundancy 461 Retirement 469 18 Change management 472 Triggers (drivers) for change 472 The need for change 473 Change factors 473 Evolution and revolution 473 Typologies of change – soft and hard change problems 477 Resistance to change 478 Changing organisation culture 481 Organisation development (OD) 485 Lewin’s three-phase model of change 486 The organisational development (OD) model of change 489 The role of the change consultant 491 The emergent approach to change 492 The role of HR in supporting the management of change 493 19 Handling and managing information 498 Information collection 499 Types of information 499 Data requirements for human resource management 501 Data analytics 501 Understanding e-human resource management systems 508 The case for adopting e-HRM systems 508 Choosing the ‘right’ HR system 511 Security and HR management systems 513 Ownership of digital information 514 Big data 515 HR analytics 516 Gamification 519 Using information to best advantage 522 Presenting information and making a point 528 More statistics – standard deviation 530 The law in relation to the holding, processing and accessing of information 530 Index 536

In this Report, Tony Grundy takes you through a number of phases towards developing and implementing an HR strategy.From a diagnosis of HR issues--identifying and assessing the critical areas where Human Resources can enable or frustrate business strategy and operational performance--to an analysis of the external and internal future environment of your company and the effect on your Human Resources--this is practical information aimed at HR and senior line managers.Using a Future Organizational Model, you will see how to flesh-out future organisational structures, skills, behaviours and attitudes, and be able to define, develop and prioritize Human Resource 'breakthroughs'--in other words, a small number of concentrated programs or projects which move you towards that future.This Report includes:Diagrams and charts to bring the process of developing an HR strategy aliveCase studies (including Champneys Health Farm and Nycomed Amersham)--learn from the experiences of fellow HR professionalsDetailed checklists of what to do - don't leave anything to chance!

This step-by-step guide will help you document and change unwanted work behaviors before they become issues leading to termination. It is presented in a format that is easy to understand and apply. The guide presents specific measures for accurate performance documentation that will protect your organization against discharge litigation. Includes information on: A four-step progressive discipline process and how to apply it; Clarifying gaps in execution vs. gaps in knowledge; Self-discipline through PEP (Performance Enhancement Plan); Clarifying position expectations to meet expected deliverables; Behavior modification through corrective, not punitive action; Development of a coaching leadership style; Performance process to isolate factors for improvement; A process for documenting performance issues; A look at the legal framework surrounding discipline; Pitfalls of the discipline process and how to avoid them.