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Books > Business & Economics > Business & management > Management of specific areas > Personnel & human resources management
This book broadens the research on the underworld of precarious and not-represented workers, through a selection of original case studies from across the globe written by leading experts. The book unveils the working conditions affecting this vast labour force that is so important to capital accumulation in the global age. It also helps us to understand the forms and processes of organization that these groups of workers, almost on an everyday basis, put in place to improve their working conditions and lived experiences.
The New York Times bestselling guide to getting the best out of every employee-updated for the modern workplace Based on the actual experiences of 25,000 managers, "Why Employees Don't Do What They're Supposed to Do..." gives you proven, straightforward methods that work on "real" jobs, in the "real" world. This results-oriented guidebook helps you handle the top 10 situations in which employees don't perform the way they should, including a detailed analysis of the causes and the plans for preventing the same problems down the road. Featuring fresh insights on outsourcing, temp workers, flex time, telecommuting, and technology, this no-nonsense resource arms you with the people-management skills you need to consistently elicit the highest levels of performance from your workforce. "In simple, straightforward language, Fournies offers practical solutions to the problems of employee performance... This book] should be on the desk of anyone who manages others."-"Entrepreneur"
This book exposes the reader to a comprehensive overview of instructional design using the Instructional Systems Design (ISD or ADDIE) model and project management techniques based on the framework and standards of the Project Management Institute and the Project Management Body of Knowledge (PMBOK) Guide best practices. Throughout the book, ADDIE and project management are united in a "four-step combo." Readers are taught to groove two disciplines to one beat. Project Management Skills for Instructional Designers is intended to captivate the interest of the following audience: instructional designers, training managers and directors, training consultants, human resources managers, performance consultants, and project managers. This practical guide uses the creative approach of storytelling to present the content in a way that is realistic and sequential to the way an instructional designer may work. A case scenario where an instructional designer is given a mandate by the boss to design, develop, and deliver automated sales management training is the story line around which the two disciplines are applied in the "four-step combo."
In this book, Korean multinational enterprises management strategies in China are analyzed. China is re centering Asia around its newfound economic might, even as neighboring countries such as Japan and Korea will remain more economically developed for generations to come. How do Asian companies adapt to the Chinese market? In this fascinating study, Haiying Kang and Jie Shen investigate how Korean enterprises have adapted human resources practices to the evolving corporate climate in China. Unorthodox blends of culture, legal expectations, and more make the market a truly interesting one to explore HRM practices on the margins. Compelling for academics in HRM but also related social sciences, HR practitioners, and corporate leaders alike, this book is a timely look at new Asian corporate cultures.
Every manager of a professional firm realizes that generating leads
and landing new clients are critical components of any successful
business venture. But transforming accountants, architects,
attorneys, consultants, engineers, and other professionals into
client-generators is not always easy to do.
This book provides a multi-stakeholder perspective on sustainable HRM for the policymakers, managers and academics, addressing issues, approaches, research studies/frameworks and emerging patterns relating to the subject. It discusses various aspects of sustainability, such as making HR more responsible for ensuring sustainability focusing on the triple bottom line, characteristics of sustainable HRM, psychological contracts, emotional intelligence, and psychological capital. The book also explores organizational citizenship behavior, employment relations, employee engagement, sustainable leadership, disruptive HR practices, sustaining employee motivation, educational sustainability, sustainable career management, sustainable environment, employer and employee branding, sustainable organizations, organization culture, training for sustainability, sustainable employee performance, business sustainability and sustainable employability. It provides an update on the concept, processes, issues and emerging paradigms from multidimensional and cross-country perspectives to showcase sustainable HR practices, and appeals to the academics, practitioners and policymakers in the area of HRM.
Das Buch vermittelt praxisbezogen die grundlegenden Prinzipien, Methoden und den Ablauf der erfolgreichen Mediation. Im Mittelpunkt stehen bewahrte Kommunikations- und Gesprachstechniken, Beginn und Durchfuhrung der Mediation, der Mediationsvertrag und die Abschlussvereinbarung sowie ein historischer Abriss. UEbersichten veranschaulichen die Struktur des Gesprachs im Mediationsverfahren; zahlreiche Praxisbeispiele, Checklisten und Formulierungshilfen erleichtern die Umsetzung. Die klare und ubersichtliche Darstellung ermoeglicht das schnelle und gezielte Nachschlagen zentraler theoretischer und praktischer Aspekte der Mediation. Ein auf die Phasen der Mediation bezogenes Sachverzeichnis ermoeglicht das Nachschlagen von Techniken und Checklisten, die zum jeweiligen Verfahrenszeitpunkt hilfreich sind. Das Buch richtet sich an Mediatoren in der Ausbildung ebenso wie an erfahrene Praktiker. Die 2. Auflage enthalt die relevanten Erganzungen des Mediationsgesetzes durch die ZMediatAusbV und Hinweise zur (Selbst-) Zertifizierung. Ein zusatzliches Kapitel widmet sich u.a. der Konfliktklarung in interkulturellen Kontexten und der Mediation bei Beteiligungsprozessen bei Veranderungen im Unternehmen. Auch die Herausforderungen des "internen Mediators" sowie der Mediation in geschlossenen Systemen wie etwa auf (Kreuzfahrt-) Schiffen oder Justizvollzugsanstalten werden berucksichtigt. Das Buch endet mit einem Ausblick auf Mediation im Kontext der Digitalisierung
Providing a global perspective on the increasingly important concept of talent management in the health sector, this significant new text brings together evidence and research findings to suggest how healthcare organisations can attract and retain talent. The demand for healthcare in many countries often exceeds the supply of those who can provide it, and with case studies from Asia, the UK and the US, this book provides geographical insights into the extent of this global challenge. Topics discussed include employee engagement, employer branding, retention and succession planning. Talent Management in Healthcare offers readers a substantial guide and provides a sustainable talent strategy for organisations within the healthcare industry. An invaluable contribution to research on human resource development, this book will be of interest to academics and practitioners involved in organisational development, human resource management and healthcare management.
In today's globalised world economy, it is becoming increasingly pressing to shine a light on the interface of work and private life. In order to fully understand the issue we must take an inclusive view and not limit our understanding to Western perspectives. This contributed volume encompasses research and perspectives from the global south, including Sub-Saharan Africa, Asia and South America. In doing so, this collection fills a gap in existing literature to give a broader view of the topic. Divided by geographic territory into three sections, the book combines original research, case studies and interviews as well as comparative studies. Chapters cover a wide range of emerging issues including gender and work-life balance; the role of culture; men and household work and work and family balance, to name a few. Crucially, the book offers critical perspectives and understanding of work-life interface/balance/conflict as a collection of conceptual, theoretical, and empirical studies that draws on qualitative and mixed methodologies. Bringing a unique contribution to the field, this book is a useful resource for students, academics, managers and policy makers.
This book closely interrogates the construct of identity and the role it plays in career development. It provides guidance for HRD practitioners and researchers who create career development programs through a typology of different categories of identity, such as demographics, life events, and career histories. The book presents a framework for considering and addressing career development from a critically reflective perspective of identity as a result of choice, chance, and adaptation. It offers a comprehensive understanding and awareness of tacit, nuanced, and stigmatized issues that were once shameful but have now become more socially acceptable. As a result, HRD practitioners can design programs and resources that have a richness and relevance that might heretofore be lacking. The book also offers guidance for individuals as they take charge of their own identities and career trajectories in an increasingly complex and unpredictable working environment.
Education and training are important in nation building and development. Properly articulated, implemented, and operated, educational and training programs can help develop the necessary human qualities and skills required for economic development. Although many African countries have paid a great deal of attention to and invested significant resources in these programs, they have been unsuccessful in developing the caliber of people needed. This failure is due to the fact that the programs pursued have focussed primarily on human capital acquisitions. Yet with human factor, human capital alone is not sufficient to make development happen. This work is an exploration of the reasons for the failure, and it discusses how African countries can develop the type of labor force needed to initiate and manage the development process.
Not only are performance and human resources management (HRM) bound tightly together, but Sims even goes so far as to say that the way people are managed in coming decades will be the most important determinant of organizational success. He shows how success is determined by a firM's skill in attracting, developing, and retaining its human capital; how a firM's people are what give it a measurable advantage over the competition; and how an organization's commitment to developing its people's abilities and skills is an obligation at all levels. Sims focuses on practical, real-world human resources problems and activities emphasize the need for managers to prove themselves excellent people managers as well, and covers the traditional HRM tasks and responsibilities in ways that will give them new meaning and urgency. By focusing on current challenges, emerging issues, and HRM innovations now on the horizon, Sims' book is essential for managers and executives throughout the organization, and indeed throughout all sectors of the economy. Sims provides a firsthand understanding of the importance of HRM and lays out the tools to help managers do it well. He emphasizes repeatedly how important it is for organizations to understand that their success depends on their ability to attract and keep talented employees. With its persuasive discussion of the trends and emerging issues in the development of proactive human resources policies and practices, the book shows how to anticipate and work towards the development and retention of the right people. It emphasizes the importance of taking a strategic approach to all of the various human resources activities, and proves throughout that for an organization to prosper and earn a profit, goals must be set and initiatives taken in all areas of HRM and by all people, whatever their levels of responsibility may be.
This fully updated and expanded second edition of Human Resource Management examines the role of human resource management in the hospitality and tourism industry. The subject is approached from four perspectives: * the social psychology of managing people * the economics of labour * the practical techniques * strategy. The author argues that labour costs, labour utilisation, labour market behaviour and pay are inseparable from the skills of managing people. The book contains an important analysis of the labour market for this industry and now, in its second edition includes, among others, chapters on attitude measurement, customer-employee relations, questionnaire design and organizational change. Human Resource Management in the Hospitality and Tourism Industry is written in a clear, user-friendly style and offers a challenging view of the subject and an opportunity to learn an important aspect of management in an applied context. It is appropriate for degree level students and practitioners in the industry.
This open access book investigates the inter-relationship between the mind and a potential opportunity to explore the psychology of entrepreneurship. Building on recent research, this book offers a broad scope investigation of the different aspects of what goes on in the mind of the (potential) entrepreneur as he or she considers the pursuit of a potential opportunity, the creation of a new organization, and/or the selection of an entrepreneurial career. This book focuses on individuals as the level of analysis and explores the impact of the organization and the environment only inasmuch as they impact the individual's cognitions. Readers will learn why some individuals and managers are able to able to identify and successfully act upon opportunities in uncertain environments while others are not. This book applies a cognitive lens to understand individuals' knowledge, motivation, attention, identity, and emotions in the entrepreneurial process.
This book constructs a multi-disciplinary interpretation of emotion, specifically applied and discussed within Organizational Change environments. Including a range of perspectives from Philosophy, Evolutionary Sciences, Psychology and Sociology, Emotion in Organizational Change also provides a historical picture of our knowledge of emotion. The author explores how this can contribute towards a novel understanding of a pervasive phenomenon in society and its organizations.
The book presents a critical framework for assessing whether organisational practice and function reinforces unseen potential differences amongst individuals in the workplace. It offers a comprehensive understanding and awareness of managerial and organisational practices that perpetuate social exclusion and discrimination towards individuals in the workplace. The book draws together themes of non-declared medical or physical conditions, voluntary and involuntary disclosure of difference, dietary requirements, lifestyle, organisational engagement and cognitive bias. As a result, the book provides a unique blend of scholarly and professional research, and brings those who have been affected by social stigmas and discrimination in the workplace to the fore. Hidden Inequalities in the Workplace also offers practical and strategic insights for practitioners, students and policy-makers, and delves the strategic nature of policy intervention and thought-provoking dialogue
"HR Global Challenges" offers a step-by-step plan for a developing nation to compete more effectively in an ever-changing global economy. The key is to create innovative strategies and seize the advantage of its most precious resource-its people. Drawing on more than twenty-eight years of experience in human resources, Syed Imtiaz Hussain addresses the economic hardships of unemployment in developing countries. Especially in Pakistan, HR departments in many organizations are small in size and low in status. Their functions are viewed as relatively unimportant. But as HR workers become increasingly vital in today's global economy, Hussain believes that this pattern will change. Hussain directly addresses the critical challenges that test CEOs in the following areas: Organization structure Technology Knowledge management Recruitment Performance appraisal Training and development This inspiring guide is a must-read for human-resource professionals, CEOs, and top-echelon business managers, academics, and political leaders in South and Southeast Asia, the Middle East, and other developing nations worldwide. If you are a human resources practitioner, this upbeat advice will lead you to reevaluate your strengths, think outside the box, and shape the future.
As evidence builds that the Theory Y model of management, built on commitment and involvement, is far more successful in the workplace than the bureaucratic and authoritarian Theory X model, organizations seek new and more specific guidance in how to reinvent themselves into the Theory Y mode. Schuster outlines a step-by-step process to transform management theory into practice--he calls it Strategy A. As proof that the process works, he describes one firM's five-year-long intervention, in which Strategy A was applied with dramatic success. Other examples of Strategy A's successes are recounted here: how it worked in companies like Hewlett-Packard, IBM, Disney, and elsewhere. Executives in the private and public sectors will find this a necessary resource to help them guide their organizations into this newly appreciated management style, while their academic colleagues will find new ways to communicate to their students its impressive benefits. Part I delineates the foundation and definition of Strategy A. Chapter 1 describes organization culture and why it is an important determinant in organization performance. Schuster then explains the urgency of devising methods for improving productivity and competitiveness, summarizes results from his study of Fortune 1300 largest companies, and introduces Strategy A as an intervention process. Reviewing the work of other researchers, Schuster examines several successful contemporary American firms utilizing Strategy A, and then presents the results of his own research of one particular firM's performance. In Part II Schuster examines the principal steps in the application of Strategy A, discusses their rationale, and shows how other American firms have benefited from them.
This volume explores the concepts, themes, methods, and procedures of organization staffing. As author Aharon Tziner notes at the outset, although organizations usually attempt to predict the likely future performance of each applicant in terms of productivity, rarely do they consider the likelihood of the applicants finding gratification in their work-related needs and aspirations. Organizations which fail to consider these needs in the initial hiring process run the risk that extremely talented staff may eventually abandon the organization because of a lack of personal fulfillment. The short--and long-term consequences of these erroneous staffing policies range from decreased staff morale and efficiency to seriously impaired profitability. Tziner here offers a functional and integrated conceptual framework that enables organizations to maximize the probability that staffing decisions will result in optimal work adjustment and the enhancement of organizational productivity. Tziner begins with an overview of the theoretical foundations of organizational staffing and a discussion of some basic concepts in the field. Subsequent chapters examine the process and methods of job analysis, predictors and measuring tools, and the staffing process. A separate chapter on staffing methods and instruments covers biodata, reference checks, the interview, psychological tests, graphological tests, situational tests, assessment centers, and peer evaluation. The following group of chapters address the cost of personnel programs, performance appraisal systems, work adjustment, and work-related attitudes. In the final chapter, Tziner shows the reader how to recognize the symptoms of work maladjustment. Numerous figures and tables illustrate points made in the text. Four appendices include additional helpful information such as guidelines for a structured interview and examples of performance appraisal rating formats. Industrial and organizational psychologists as well as human resources professionals will find Tziner's work an enlightening and practical guide to a long-overlooked aspect of the organization staffing process.
This edited volume focuses on innovative solutions to the debate on human thriving in the fast emerging technology-driven cyber-physical work context, also called Industry 4.0. The volume asks the important question: How can people remain relevant and thrive in workplaces that are increasingly virtual, technology-driven, and imbued with artificial intelligence? This volume includes two major streams of discussion: it provides multidisciplinary perspectives on what thriving could mean for individuals, managers and organisations in current and future non-linear and Web-driven workspaces. In this context, it points to the need to rethink the curricula of the psychology of human thriving so that it is applicable to Industry 4.0. Second, it discusses the new platforms of learning opening up in organisations and the ways and means with which people's learning practices can be adapted to changing scenarios. Some of these scenarios are: changing job designs and talent requirements; the demand for creativity; the need for virtual teams and intercultural collaborations; and changing emotional competencies. This topical volume includes contributions by scholars from across the world, and is of interest to scholars, practitioners and postgraduate students of psychology, organizational behaviour and human resource management.
This edited collection examines human resource management in organizations other than those that are set up to make a profit. Covering human resource management in a number of different kinds of mission-driven organizations, the book explores organizations in sectors and industries such as the governmental and intergovernmental public sector, volunteer organizations and charities, religious organizations, cultural organizations, sports organizations and B-corporations. Recognizing the reality of management practice in the (many small) organizations covered by the book, the chapters deal with the way that people are actually managed whether or not there is an HRM department present. Students of business management and human resource management will find this book invaluable as a source of knowledge on not for profit organizations, as many of the chapters include detailed examples and case studies.
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