Despite recent high GDP growth rates, Vietnam remains a developing country in need of developing human resources (HR) of both genders. This can be done through education, workplace training, corporate social responsibility, policies for gender equality, support for entrepreneurship, and other practices and policies. Yet, national human resource development (NHRD) is a relatively new concept in Vietnam. This edited volume highlights the importance of HR, HRD, and NHRD, enabling Vietnam to experience sustainable growth and become a modern industrial country. It examines the positive changes effected by HRD considering Vietnam's unique historical, political, economic, and cultural contexts. This book offers scholars and practitioners an indigenous HRD approach and discusses implications for future research and practices. Winner of the 2021 R. Wayne Pace Book Award

This edited collection surveys and analyses the multidimensional problem of Hubris syndrome, and its deleterious effect on leadership within organisations. The study develops an extended metaphor of the social and political ill of Hubris as a virulent, communicable disease of dysfunctional leadership, illustrating its ubiquity and potential for serious harm. Taking a biological perspective to understand the possible underlying mechanisms as well as the environments in which hubris has been found to thrive, contributors emphasise the notion of prevention over cure. Divided into three sections, The Leadership Hubris Epidemic examines psychological, neuroendocrinological and neuropsychological approaches to the biology of Hubris, explores factors that encourage or inhibit its growth, and finally provides methods for preventing or retarding its development. This book has huge interdisciplinary appeal and scholars of biology, psychology, sociology, management, and politics will find the topic extremely useful, as well as anyone who is interested in the structure and governance of organisations.

The costs of stress and ill health to society are enormous. In recent years, there has been an increasing focus on workplace initiatives to reduce stress and improve individual resilience. This volume brings chief medical officers, leading health professionals and academics to present their views on innovations in the field of stress and health.

"The Acceptance of Human Resource Innovation," based on a survey done by the author at the Valiant Insurance Corp., examines the adoption, implementation and acceptance of workplace innovations introduced by management. The purpose of the book is to provide an understanding of the gap that exists between the stated purpose of a new human resource program and its actual achievements. The study done at the insurance company was designed to measure employee reaction to and acceptance of the following human resource innovations: quality circles, job posting, flex-time, a fitness program, flexible benefits, case rewards, an employee newsletter and a peer award. The study found that executives and managers were more accepting of these innovations than were lower level employees. "Personnel Administrator"

A practical guide for personnel managers and human resource professionals, this book examines the adoption, implementation, and acceptance of work innovations introduced by management. The study is based on an extensive survey undertaken at a major insurance company to measure employee reactions to and acceptance of eight innovations: quality circles, job posting, flextime, a fitness program, flexible benefits, cash awards, an employee newsletter, and a peer award. The author analyzes why employees tend to accept certain innovations while rejecting others and offers suggestions for encouraging employee acceptance when it is lacking.

Kossek begins with an interdisciplinary review of theory from the innovation, personnel, and organizational development literature. The following chapters describe the research design, examine critical historical events in the adoption of the innovations studied, and set forth the measures used in the human resource innovation survey which forms the basis for the book. In analyzing her results, the author looks at differences in acceptance of innovations as a function of hierarchical level, race, sex, seniority, unit differences, and the properties of the innovations themselves. Based on her results, the author offers practical guidelines for the successful implementation of new programs and innovations. An indispensable tool for human resource managers and executives, this book will also be of significant value to students and researchers in the field.

This book concretely defines the concept of learning agility and offers a business case for why organizations of all types should concentrate on building and sustaining this approach. It provides readers with a holistic approach towards the topic, and helps leaders leverage the learning agility of individual employees to sustain a learning-agile workplace culture. Synthesizing academic research and practical approaches, this book takes leaders through ways to interview and assess potential employees for learning agility, develop and foster an environment for learning agility, and measure the results of a learning agile workplace. The authors present an innovative learning agility assessment which has been developed, tested, and implemented by clients and outline metrics which can measure the results of a learning agile workforce. This little-understood but highly advantageous approach is crucial for leaders to understand if they wish to deliver results and impact their organizations' bottom line.

This book provides a comprehensive and state-of-the-art overview of simulation development, technologies, and implementation, including real-world examples and results followed by a preview of what's on the horizon that will further revolutionize the industry. More than a handful of books have been written on the use of simulations for training purposes, but this book focuses solely on simulations in employee selection contexts (e.g., hiring, promotion), making it a truly unique and valuable resource for both practitioners and academics. The science and practice of employee selection has advanced at a steady pace over the past two or three decades. However, recent advancements in both technology and assessment methods have been the catalyst for an evolutionary leap in the use of simulations in this area.

Provides an understanding of how HRM policies and practices differ across countries and how the development of management practice may be affected by different institutional and cultural contexts. Containing contributions from a range of well-respected HRM scholars across the world, this collection is based upon data from a unique research project.

Is your career progressing as fast as you want it to? Do you love your job, but think you could benefit from a business school education? The Mobile MBA delivers all the knowledge you need to fast track your career.

The Mobile MBA is your portable business coach. It explains MBA skills, models and applications and shows you how to put the grand theory and big talk in to practice.

The Mobile MBAcomes complete with 11 free video "Skill-Pills," which can be downloaded to your smart phone, tablet or computer. Get access to up-to-date advice on the move so you can apply your new skills where and when you need them.

This book provides support to academics as well as managers, who deal with policies and strategies related to work issues. Effective work practices and good employee relations are a real necessity of nowadays organizations, as they can help to reduce absenteeism, employee turnover, and organizational costs. Instead, they support high levels of commitment, effectiveness, performance as well as productivity. The book focusses on the implications of those changes in productivity and organizations management. It explores the models, tools and processes used by organizations in order to help managers become better prepared to face the challenges and changes in work and, consequently, in the way how to manage todays' organizations.

In this groundbreaking book, the author advocates that many relational collapses are the result of ineptitude rather than ill will. That is, they are the result of a lack of skills rather than a lack of goodwill. As this book puts it, many of societys relational problems may be competency related. This might be good news since competencies can be learned. The purpose of this book is to take a careful look at how such competencies can be developed. Beginning with the view that if such competencies can be learned, they must first be defined and have standards set for them, it asks the question, Can competency standards be designed for soft skills? It is argued that the answer is yes. Locating itself in the workplace context (where adults often spend most of their lives), but relevant to life in general, this book shows how theoretically sound competency standards can be developed for selected soft skills. This is done by adapting a methodology used to specify workplace competency standards. The book also notes a number of practical and ideological issues that must be considered at implementation. This book shows how standards for three such skills have been developed and provided with a preliminary workplace validation. The skills selected are related to interpersonal skills and are derived from the framework of emotional intelligence competencies popularised by Goleman. This is an important book for those in business studies.

Human resources management (HRM) has evolved in the last few years as a result of such factors as outsourcing, work-life balance issues, globalization, increasing proportion of older workers, generational differences, etc. As such, it is imperative to revisit past views and perspectives on methods and practices in HRM in order to ensure that best procedures are being utilized. Cases on Critical Practices for Modern and Future Human Resources Management offers teaching cases from the corporate, public, and educational sectors that present critical reviews of different aspects of HRM, its origin, role and responsibilities, functions, and the future of HRM in the context of changing patterns of work, society, and the world. It functions as a resource that will spur future HR personnel to become more ethically conscious managers and citizens. Highlighting important topics that include employee wellbeing, recruitment, and retention, this book is ideal for human resources managers, organization development consultants, small and medium enterprises, non-profit organizations, professionals, academicians, researchers, and students

Demographic change is one of the most crucial issues of our time. This book sheds light on the demographic implications companies face. Based on an integrated framework, the book investigates three important perspectives: An economic and social perspective helps organisations and managers better understand the basic parameters of demographic change and its influences on the labour market. A human resources and leadership perspective reveals how age management can help retain employees of different age groups as motivated and productive workforce members. An innovation and marketing perspective examines how companies can exploit the potentials that senior customers offer. A combination of research-driven and practice-oriented chapters makes this book a profound and an interesting read. It primarily addresses executives from various organisational fields, including HR, marketing, and management. Professional trainers, scholars and students of economy and business will also gain valuable insights."Dr. Guenter Pfeiffer, Chief Personnel Officer and member of the Executive Board, Swisscom Group"

"New approaches are required to restructuring, redeployment and age management that go beyond the typical instruments of part-time models and flexible retirement schemes."

"Dr. Guenter Pfeiffer, Chief Personnel Officer and member of the Executive Board, Swisscom Group"

"Recognising the business consequences of the demographic developments and taking these into consideration are imperative for the competitiveness of not only companies, but also entire economies."""

"Bundespraesident a.D. Prof. Dr. Roman Herzog"

"Former President of the Federal Republic of Germany"""

This book examines corporate reform in Japan by focusing on corporate governance and the employment system. Contrary to a prevailing assertion of radical change, it is revealed that actual change is gradual, and a new type of Japanese firm is generated by reform with gradual change. Throughout the book, Japanese firms are seen to be evolving through gradual institutional change. Chapter 1 discusses how Japanese corporate governance changed incrementally and cumulatively to rebuild management and restore corporate performance. Chapter 2 focuses on reform in work organization and discusses how performance-related pay was introduced in tandem with corporate governance reform. It is shown that the practice of long-term employment has been maintained despite the prolonged depression and mounting pressure to shift to shareholder-oriented corporate governance. Chapter 3 investigates how Japanese firms are diversified into four types, based on whether performance-related pay is introduced and whether long-term employment is maintained. The author demonstrates that major Japanese firms reconstruct their organization as hybrid structures based on a combination of long-term employment and performance-related pay. Chapter 4 investigates how performance-related pay actually operates. It is analyzed by distinguishing the three main objectives to be attained by performance pay: succeeding in individual performance, contributing to overall organization performance, and meeting the challenge of new tasks. Finally, Chapter 5 investigates how employees react to changes in corporate governance. Using survey data, the book shows that Japanese employees approve of increasing shareholder value, regarding it as corporate value. They not only approve the monitoring of management by shareholders, but also demand a part in the monitoring. Employees seek to be engaged in corporate governance-a true challenge for a Japanese corporation.

Drawing on 25 years of experience as a salesman, sales manager, and training consultant, David Stumm provides a thoughtful analysis of the sales training process--where it succeeds, why it fails, and what is lacking in current practice--and presents field-tested techniques for creating an effective training program. The book is built around three concepts: reading what is happening in any sales situation; recognizing situational need areas as a common theme in all sale techniques development; and building sales strategies that blend selling techniques into an integrated effort. Each chapter explains the theory behind a different sales skill and translates it into specific sales applications.

Unique in the multiple approaches that it encompasses, this book includes discussions of both older and younger workers, employer and employee perspectives, generational and age diversity and international comparisons. It includes both conceptual argument and empirical research in order to provide insights into this important area.

Not Just Getting By chronicles groundbreaking thinking and research on new and innovative workforce development initiatives to create flexible and collaborative programs and policies. Author Mary Gatta builds on extensive interviews and focus groups with 128 women enrolled in a U.S. Department of Labor pilot program in New Jersey focusing on how they attain education through online courses while working, raising their children, and dealing with the many demands on their lives. The book addresses three main areas: It engages current policy debates demonstrating how online learning and other forms of flexible learning opportunities will reorganize the way federal and state governments deliver skills training, especially working poor single mothers, within the context of Temporary Aid to Needy Families (TANF), the Workforce Investment Act (WIA) and other legislated workforce development programs in the 21st century. It explores the development of the program and qualitatively details the experiences of the women as they spend a year receiving online learning courses. It explores how to rethink workforce development so that online learning for low wage workers and other innovative programs can be successful. As both a piece of scholarship and a case study in successful policy development, this text will be a useful supplement for courses in the sociology of labor, women's studies, or adult education. It will also serve policymakers and others who are looking for a model of training and skills delivery that actually works.

"Presenting findings from research into Sweden's leading multinationals this book focuses on engineering companies operating in global industries such as pharmaceutical, aerospace, packing systems and automotive. It explores research and practice within the area of HRM focusing on project-based organizations"--

The popular and influential concept of employee empowerment may have the emancipatory potential its supporters claim, but it also is subject to constraints and inhibitions. Potterfield calls for actions to cut through the ideological inhibitors at the corporate level and also for ways to alter the prevailing socioeconomic structure, ways to enhance the relative strength of employees an various types of organizations. His book provides a synthesis of major empowerment theories and viewpoints, a discussion of its historical and intellectual roots, in inquiry into empowerment practices at a "Fortune" 100 company, and a discussion of both the emancipatory potential and ideological constraints in empowerment theories and practices. With specific recommendations for corporate and societal action, Dr. Potterfield's book will be important for professionals, teachers, and students in management, organizational studies, human resources, and organizational change.

Potterfield begins by situating empowerment in the larger historical context of long-standing effort to provide more participatory work environments. He reviews the social and intellectual roots of the empowerment concept, including basic contoures of modernity such as the rise of capitalism, and examines the development of the concept within the realm of social action movements during the 1950s, 1960s, and 1970s. He provides a detailed explication of the essential dimensions and core elements of empowerment as it is espoused by leading organizational theorists and management experts, then looks at the actual practice of empowerment in a "Fortune" 100 company that has a major, ongoing commitment to the empowered workplace. With this as a foundation he discusses ways in which these theories and practices either advance the cause of democracy and freedom in the workplace or reinforce corporate organizational power and worker dominations. He concludes with concrete suggestions for overcoming ideological influences and facilitating the emancipatory potential of empowerment.

Qualified people are scarce in global business. Company-assigned expatriates used to provide needed talent but this is no longer enough. Self-initiated expatriates, a new and diverse breed of internationally mobile talent, are filling the gap. "Talent Management of Self-initiated Expatriates" is a collection of research papers which explores who these self-initiated expatriates are and what experiences they have. It answers questions such as: how or when does one become a self-initiated expatriate (SIE)? What are SIEs' motivations and characteristics? What types or sub-types of SIEs are there? What challenges are they likely to face? How do their careers and social capital develop? What is the impact of international experience on their life overall? What are the specific experiences of sub-groups such as academics or female SIEs? As traditional talent management can no longer fulfil the needs of globally operating organisations, self-initiated expatriates have become an ever more important, albeit neglected, source of the global talent flow.

Including practical advice on how to conduct a stress audit and how to target stress 'hot spots' within an organization, "Organizational Stress Management" provides a fresh strategic model for the manager concerned with the negative effects stress can have both on company performance and the quality of life of individuals at work.