In the age of digital transformation, effective communication strategies and means in the workplace are essential. Great communicators are the ones who bring solutions, drive change, and motivate and inspire their colleagues. By improving communication skills, it is possible to enhance employee engagement, teamwork, decision-making and interdepartmental communication. People who are good and empowered communicators are also great ambassadors for their place of work. For these reasons, communication skills are the soft skills that employers seek the most in their employees.

Effective Communication N6 - empowering the workforce aims to help develop a solid strategy to keep employees informed and engaged; to avoid communication silos and overload; to build interpersonal relations, and to encourage a productive and conducive work environment. Tips are provided on how to promote an open organisational culture of trust and satisfaction, where knowledge sharing and healthy relations are prevalent and the use of various media is facilitated.

There are ample timely, concrete and real-life exercises and applications, and examples and illustrations of communication in action.

Effective Communication N6 - empowering the workforce is designed to take workplace communication to the next level and can be used by students, employees and those at executive management level.

Introducing Human Resource Management is a lively and engaging introduction to the key topics and issues surrounding people management. Clearly linking HR theory to the work environment, this book explores core areas such as HR strategy and planning, employee engagement, diversity and equality, and talent management and development. The text combines solid academic underpinning with practical examples to allow you to consolidate your learning and apply it in practice. This 8th edition has been fully revised to include: * The latest developments in relation to Brexit. * A new section about the General Data Protection Regulation (GDPR). * Greater coverage of Talent Management in organisations. * More emphasis on employee voice. * A focus on developing your employability skills in areas such as: management of self, management of your learning, problem solving, thinking critically, working with others, data handling, communication and business awareness. This text will help you succeed in your studies through: * 'What would you do' and 'what do you think' boxes to get you actively involved in your own learning. * 'What next' features to encourage you to find out more about a topic. * 'Activities' to get you to apply knowledge to an issue or problem. * 'HR in the news' features articles from the Financial Times to promote discussion of real-life examples of HR in practice. * 'Review questions' (with answers) to help you check your understanding of a topic. * 'Improve your employability' exercises to help you develop your skills and employability. Introducing Human Resource Management is ideal for a first course in human resource management at undergraduate or professional level, including courses that lead to a Chartered Institute of Personnel and Development (CIPD) qualification. This new edition maps each chapter against the CIPD's standards.

To communicate effectively needs accurate information and precision in method, especially in the world of work where major decisions and the success of the organisation can be impacted negatively or positively by what is conveyed. Communicating globally in an ever-changing digital world can be challenging. Effective communication N5 - empowering the workforce therefore includes content on managing these changes, ethical work and communication practices, and communicating efficiently in multicultural and digital environments.

Presenting a contemporary outlook on how organizations must adjust to the 'Era of Me', this timely book analyses contemporary learning paradigms, sustainability, performance management, and theories of work-related attitudes to promote organizational culture and productivity in workplaces in the volatile modern era. In the 21st century, the organizational environment in most western-oriented societies is dynamic, multifaceted, complex, and ambiguous. This comprehensive book explores the unique challenges faced by modern organizations due to increasingly varied, flexible, and virtual work arrangements, shifting employee characteristics, technological developments, increased competition, and enhanced diversity in business. Covering a broad range of salient topics and shifting the employee-employer relationship to one of mutual goals and trust, chapters challenge old management styles while recommending novel future methods of engineering the world of work in an era of constant change. Using a symbiosis of research, theory, and practice, Engineering the World of Work will be an invaluable resource for students, and scholars of psychology, organizational studies and business administration. It will also be an essential guide to managers, stakeholders, consultants, and policymakers who are interested in practical ways of adjusting to the changes of the 21st century.

This insightful book draws together expansive international and interdisciplinary evidence to develop a comprehensive framework for understanding and enhancing workplace well-being through the lens of job quality. It analyses how paid work influences the well-being of workers, the organizations for which they complete tasks of employment, and the societies in which we live. Daniel Wheatley constructs a theoretical framework around three strategic elements: the culture of the organization and its workers, the structures that govern their activities, and the physical and psychological work environment. The book then explores six dimensions which underpin these strategic elements: job properties, flexibility, rewarding careers, relationships, giving, and physical space and activity. Incorporating case studies and practical insights for applying the framework, including measurement methods, the book offers a comprehensive account of the influences and impacts of paid work on the quality of working lives. Contributing to the understanding of the complex and dynamic relationship between well-being and the quality of our working lives, this book will be a valuable resource for scholars and students of human resource management, organization studies, employment relations and organizational behaviour. Its practical guidance will also be beneficial for business managers and practitioners in these fields.

The new world of work is characterised by increased globalisation, digitalisation and virtualisation, as well as the continuous emergence of Fourth Industrial Revolution (4IR or Industry 4.0) technologies.

These aspects have irrevocably transformed the world of work, placing increased emphasis on HR professionals to be effective change agents. The role of HR professionals is likely to become more pronounced in the future.

Given the numerous challenges South Africa faces within the context of the Fourth Industrial Revolution, the aim of this book is to provide a South Africa perspective on human resource management (HRM) within the new world of work.

The demand for organizational accountability has never been greater. The future of work, talent, and employment are changing at an unprecedented pace, and organizational decisions about how to invest in people are under increasing scrutiny. Leaders realize their decisions about human resources are crucial in an uncertain and interconnected world, yet decisions about people remain among the least systematic and evidence-based, compared to resources such as money and technology. Investing in People draws upon state-of-the art practice and research across disciplines including psychology, economics, accounting, and finance to provide HR professionals and leaders with proven guidelines for evaluating key HR initiatives. It is based on a comprehensive framework that clarifies and supports strategic linkages between investments in human capital and important outcomes that senior leaders most care about, such as talent acquisition, engagement, learning, customer service and higher financial returns. Readers will master crucial foundational principles such as risk, return, and economies of scale and use them to evaluate investments objectively in everything from work/life programs to training. Also included are powerful ways to integrate HR with enterprise strategy and budgeting and gain decision buy-in from business leaders outside HR.

Icebreakers and Energisers for Effective Training contains over 60 highly practical activities for anyone wanting to enlivening their training, engage training delegates and make their training as effective as possible. It is packed full of ideas, hints and tips to ensure that training doesn't become repetitive and stale, and each tool is directly linked to learning. Activities cover a whole range of topics including ice breakers, motivators and remotivators, reinforcements, introductions, group bonding exercises and testing learning and support each stage of a training course, from opening to testing and reinforcing learning at the end. They can be adapted to any type of training course and are guaranteed to reinvigorate any trainer's repertoire, ensuring that training is always fresh and effective.

Elgar Advanced Introductions are stimulating and thoughtful introductions to major fields in the social sciences, business and law, expertly written by the world's leading scholars. Designed to be accessible yet rigorous, they offer concise and lucid surveys of the substantive and policy issues associated with discrete subject areas. This insightful Advanced Introduction provides a road map for building and maintaining a sustainable career. Delving into the meaning of a 'sustainable career', the book examines the factors that threaten a career's sustainability, such as economic turbulence, changes in organizational practices, and advances in technology, offering actions that can be taken to overcome these threats and strengthen the sustainability of careers. Key Features: Identifies the role of gender in building a sustainable career Introduces a new model of career sustainability, emphasizing the relevance of employees' home life in building a sustainable career Demonstrates how building a sustainable career is the shared responsibility of employees and their families, employers, and society Establishes that some groups in society are substantially more vulnerable than others and require additional or different resources to build and maintain a sustainable career This Advanced Introduction will be a valuable guide for scholars and advanced students of sustainable careers, human resource management, and organizational behavior. It will also be useful for practitioners and policy makers in these fields as well as individuals who want to build a more sustainable career.

Spanning five continents, this cutting-edge book provides a thorough international overview of equality, diversity and inclusion at work. Analysing the demographics of the workplace and the economic outcomes achieved by different segments of the population, it offers readers a better understanding of diverse work environments and how they are influenced by legislation and populations. Grounded in theoretical and legal frameworks and supported by primary and secondary research, the Research Handbook highlights which dimensions of diversity and equality at work should be addressed. Chapters cover topics such as gender inequality and the underrepresentation of women in managerial positions, non-discrimination employment legislation, the labour participation of persons with disabilities and more. Focusing on previously under-researched countries across the world, from Bosnia and Herzegovina and Chile to Lebanon, Morocco, Singapore and several others from the Global South, this Research Handbook offers a fresh perspective on key issues within the workplace. This Research Handbook will be key reading for academics and graduate students in management, industrial relations, public policy and sociology looking to develop their knowledge of equality, diversity and inclusion in an organisational context and in under-researched countries. It will also be of great benefit to policy makers and employers in government, civil society and the private sector who wish to increase diversity and improve their equality and inclusion policies and practices in the workplace.

This book considers what work and retirement mean for older women, how each is experienced, and how working fits with other facets of their lives. The authors draw on data collected from women themselves, employers, industry stakeholders and older workers' advocates, to explore older women's experiences of work and retirement against a backdrop of current policy efforts to extend working lives in response to ageing societies. Contrary to common representations of the situation of older workers, the data reveal how workplaces can be seen as relatively benign, and retirement viewed positively. It contributes to academic debate regarding identity, purpose and meaning in later life, identifying challenges for work-focused public policy. Students and scholars of human resource management, sociology, gerontology and social policy will appreciate the extension of understanding older women's life course trajectories that the book offers. Public policy-makers will benefit from the different representations of older women in the book, and the identification of where they would benefit from policy changes.

In today's increasingly complex global workplace, it is vital for organisations to have a sound HR function that can implement strategy internationally. The International Human Resource Management toolkit is an essential one stop resource, which provides all HR practitioners and those HR professionals and consultants with international responsibilities with the skills and understanding needed to meet their business's global demands. International Human Resource Management takes the reader step by step through everything they need to know and the skills they need to have. You will obtain a sound understanding of the link between global strategy and an international HRM framework, analyse your organisation's current international HR structure, develop models to manage talent globally, and learn how to harmonise your strategy across borders. Fully customizable to the needs of your business, this toolkit is packed full of print and online tools, exercises and resources on the core aspects of Human Resource Management essentials for all international practitioners. About the Series: The HR Toolkits provide complete sets of customizable, printable resources to facilitate in-house training and development workshops and strategy design. Supplied as both ring binders and electronic files, and consisting of modules which can be used individually or combined for more extended programmes, the toolkits include ready-made practical exercises, handouts, discussion questions and more to upskill employees.

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Bullying, harassment and other unacceptable workplace behaviors pose significant problems for organizations. This exploration of the issue notes that factors from within the organization may help determine who and why some individuals become targets and others become bullies. The authors explore different types of behaviors where managers and management, as well as employees, are the problem. Each chapter has anecdotes scattered throughout and contains a 'mini-case,' review questions, 'action' items, and two longer cases, all based on actual events. The authors present a unique framework (V-REEL (R)) to assist individuals and organizations in analyzing the organization's environment in an effort to eradicate the negative behavior forces that contribute to bad behavior. In addition, they have included a glossary of important terms, a bibliography of useful references, a survey that may be used to assess conditions in the organization, and a listing of organizations that provide information or assistance. These various pedagogical tools enable the book to be used by human resource professionals, managers, employees, and academics as individuals or in groups to both avoid and eradicate bullying and harassment at work.

Why do professionals keep attending face-to-face industry gatherings when digitization offers cheap, fast and time-saving technological solutions for professional interactions? This book sets out to explain such a phenomenon by analysing the reasons why professionals go to professional events, the role of events on individual careers and the way events can be instrumental in structuring emerging professions and (re)affirming stable, shared professional identities. Showcasing original research on the role of events in the structuration of careers and professions, this book focuses on professional events as a lens to analyse the transformations of professional worlds. It highlights the explanatory effect of career stage on event participation and use and the way events craft sociability to strengthen professions and careers. Different economic sectors are explored including new business lines, such as transmedia, Fab Labs and TV show and globalizing sectors, such as, business representation, fine dining and international trade exhibitions. Mature economic sectors such as craft fairs, film festivals and the events sector itself are also analysed. Providing an empirical and multidisciplinary approach to professional events and a diversity of case studies, this book will be an ideal read for sociologists interested in business, human resources and organization.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This insightful Research Agenda considers the current state of research into workplace stress and wellbeing and maps an innovative programme for future investigation that can advance understanding of the interrelationships between work and wellbeing. Bringing together international contributors to outline the field, the book examines the various costs and impacts of workplace stress on employers and employees. Chapters address key features of the workplace that influence employee wellbeing, including technology use, leadership, work-family relationships and aggression, as well as the unique contemporary effects of Covid-19 on wellbeing. Identifying both substantive and methodological questions that remain unanswered, the book considers the benefits of intervention strategies that are designed to enhance individual wellbeing in the workplace. Offering a unique picture of the field, this timely book is crucial reading for researchers and graduate students focused on work and wellbeing who are looking for new and innovative avenues for research. Managers and other practitioners will also benefit from its practical insights into the challenges posed by workplace stress and the potential strategies for managing stress.

This timely Handbook examines performance management research specific to the public sector and its contexts, and provides suggestions for future developments in the field. It demonstrates the need for performance management to be reconceptualized as a core component of business both within and across organizations, and how it must be embedded in both strategic decision-making and as a day-to-day leadership and management practice in order to be effective. Addressing multiple levels of analysis, the Handbook shows how performance management can enable high performance if governance, systems, organization and individual components are aligned. Written by an international team of both academics and practitioners, chapters offer insights into why changes in practice need to occur, how to make such changes possible, and what these changes require from a practical standpoint. The Handbook also highlights current limitations in public sector performance management and suggests new initiatives for performance management frameworks. Scholars of public policy in human resources, administration and management looking for exemplary current research in these fields will find this Handbook invaluable. It will also be of interest to public administration and human resources practitioners looking to develop new practice and create new ways of thinking and behaving in the aftermath of global upheaval.

""Toyota Kata" gets to the essence of how Toyota manages continuous improvement and human ingenuity, through its improvement kata and coaching kata. Mike Rother explains why typical companies fail to understand the core of lean and make limited progress--and what it takes to make it a real part of your culture."
--Jeffrey K. Liker, bestselling author of "The Toyota Way"

" "Toyota Kata" is] one of the stepping stones that will usher in a new era of management thinking."
--The Systems Thinker

"How any organization in any industry can progress from old-fashioned management by results to a strikingly different and better way."
--James P. Womack, Chairman and Founder, Lean Enterprise Institute

"Practicing the improvement kata is perhaps the best way we've found so far for actualizing PDCA in an organization."
--John Shook, Chairman and CEO, Lean Enterprise Institute

This game-changing book puts you behind the curtain at Toyota, providing new insight into the legendary automaker's management practices and offering practical guidance for leading and developing people in a way that makes the best use of their brainpower.

Drawing on six years of research into Toyota's employee-management routines, "Toyota Kata" examines and elucidates, for the first time, the company's organizational routines--called "kata"--that power its success with continuous improvement and adaptation. The book also reaches beyond Toyota to explain issues of human behavior in organizations and provide specific answers to questions such as: How can we make improvement and adaptation part of everyday work throughout the organization? How can we develop and utilize the capability of everyone in the organization to repeatedly work toward and achieve new levels of performance? How can we give an organization the power to handle dynamic, unpredictable situations and keep satisfying customers?

Mike Rother explains how to improve our prevailing management approach through the use of two kata: Improvement Kata--a repeating routine of establishing challenging target conditions, working step-by-step through obstacles, and always learning from the problems we encounter; and Coaching Kata: a pattern of teaching the improvement kata to employees at every level to ensure it motivates their ways of thinking and acting.

With clear detail, an abundance of practical examples, and a cohesive explanation from start to finish, "Toyota Kata" gives executives and managers at any level actionable routines of thought and behavior that produce superior results and sustained competitive advantage.

Organisations across the private, public, and not-for-profit sectors require active Diversity, Equality and Inclusion (DEI) policies and programs, and are increasingly subject to meeting legislative standards around the DEI principles of equal opportunity, anti-discrimination, and human rights. Bringing together more than 20 insightful contributions from a diverse range of researchers, this dynamic Field Guide examines the theories, practices, and policies of diversity management. Reflective of its purpose to illustrate the breadth of DEI research, the Field Guide features a diversity of perspectives from early career and postgraduate researchers through to established scholars. Chapters cover a broad spectrum of personal demographics linked to DEI, exploring age, gender, disability, sexuality, and migrant status throughout both advanced and emerging economies, as well as analysing how the intersectionality of individual factors may reinforce advantage and disadvantage. Expansive and innovative, the book expertly integrates empirical case studies with cutting-edge research processes. The broad scope of research field approaches, methods, and tips featured in this Field Guide will be of significant interest to undergraduate and postgraduate students of human resources management and development. Researchers from business, NGOs, and the public sector will also receive critical insights on diversity management in a range of national and micro-organisational contexts.

Governments of today are under increasing pressure to deliver more and better services within the constraints of limited resources. Employees are central to service delivery and the calibre of those appointed in a public institution is often evident in the quality of services rendered and the number of complaints received. Managing human capital in the public sector encompasses all activities starting from the recruitment of staff to the final termination of services. Managing human capital in the public sector is rooted in theory while using case studies to bring the learning experience closer to a public sector work environment. It supports a problem-based learning approach and prepares graduates to perform duties in a human capital environment with minimal on-the-job training. Contents include the following: Strategic human capital management; Acquisition and assimilation of employees into the workplace; Affirmative action, employment equity and managing diversity; Public sector compensation; Motivating staff; Performance management; Training in the public sector; Career management; Talent and retention management; Employee relations; Managing employee wellness in the workplace. Managing human capital in the public sector is aimed at students at both undergraduate and postgraduate levels, as well as human capital practitioners in the public sector.