Retirement represents one of the greatest times of change in our lives. This book, written specifically for HR professionals and coaches who are supporting others through the process, provides a highly practical approach to helping people prepare for retirement and beyond. By using examples and case studies that are backed up by rigorous research by the author, who is herself a seasoned coach, the book shows what can be done, through the coaching process, to help employees (as well as pre-retirees who are self-employed), in moving towards a successful retirement. The book answers these key questions: • How can the pre-retirement needs of staff be determined? • How might retirement coaching support the decision-making processes involved? • What options might individuals consider, eg part-time work, volunteering, pursuit of a second/portfolio career, new learning opportunities, etc.? • What financial implications do people need to explore and how can these be prioritized? • How can emotional aspects of retirement – health, wellbeing and relationships – be supported? • What tools are available to support staff in planning their retirement? As organizations increasingly recognize the importance of providing support to employees at all stages of their careers, this book represents the ‘go to’ book for coaches and HR professionals.

Retirement represents one of the greatest times of change in our lives. This book, written specifically for HR professionals and coaches who are supporting others through the process, provides a highly practical approach to helping people prepare for retirement and beyond. By using examples and case studies that are backed up by rigorous research by the author, who is herself a seasoned coach, the book shows what can be done, through the coaching process, to help employees (as well as pre-retirees who are self-employed), in moving towards a successful retirement. The book answers these key questions: • How can the pre-retirement needs of staff be determined? • How might retirement coaching support the decision-making processes involved? • What options might individuals consider, eg part-time work, volunteering, pursuit of a second/portfolio career, new learning opportunities, etc.? • What financial implications do people need to explore and how can these be prioritized? • How can emotional aspects of retirement – health, wellbeing and relationships – be supported? • What tools are available to support staff in planning their retirement? As organizations increasingly recognize the importance of providing support to employees at all stages of their careers, this book represents the ‘go to’ book for coaches and HR professionals.

This book looks at how and where human resources (HR) meets quality management, and the implications of this. Most organizations, whatever their size or sector, struggle with demonstrating the value of continuous improvement (CI) and/or HR initiatives at a time when economic conditions are challenging in the global marketplace. Both within the UK and internationally, organizations will use continuous improvement and business excellence (BE) as a means of not only improving performance internally, but also to secure external recognition of their management practices, including people management, and therefore increase their competitiveness in their market. This text explores the potential overlaps between the two fields by considering how to address the development and implementation of a strategy to integrate CI/BE and human resource management. Practical and applied, this text provides: A brief overview of the concepts of CI and BE An analysis of the strategic factors impacting on an organization's decision-making around adopting a CI/BE approach, and the impact this may have on people management and development practices A review of some major external CI/BE accreditations and awards, and their value and how they might be used An analysis of the possible problems and outcomes which could be achieved by adopting such a CI/BE strategy and integrating it with people management and development activities This book is ideal for any professional HR or performance improvement practitioner who wants to understand how a CI/BE approach could benefit their organization, as well as postgraduate students of HR or quality management.

The explosive growth of coaching over the past decade has been accompanied by comparable growth in coach training as well as in membership of professional bodies representing the industry. Yet philosophical and intellectual debates over executive coaching and its measurable value and outcomes appear limited in much of the existing literature. Many practitioners appear uncomfortable with the hard measurement of real return on investment, preferring softer, more qualitative approaches to evaluation. To challenge the self-perpetuating myth of value which has grown up around executive coaching, The Value of Executive Coaching critically explores the discourses surrounding this aspect of leadership development and considers different ways of thinking about its growth, development and application outside its established functionalist perspective. Using case study evidence, this exciting new text enhances our understanding of how and why the value proposition of executive coaching is perceived and perpetuated, and provides readers with the opportunity to explore some of the issues which influence perceptions of value. This book will be valuable reading for practising coaches and students on postgraduate coaching courses.

As the topic of age diversity in the workplace becomes increasingly important, this book is the first to show how organizations can provide learning and development opportunities and activities for a mixed generational workforce, and how to deal with the issues arising from such a strategy. Going beyond the theory, the book uncovers how learning and development for a multigenerational workforce works in practice and provides case studies throughout. Key themes include: * how organizations can determine the learning and development needs of a multigenerational workforce, and the psychology of learning for different groups; * how a strategy for learning and development for a mixed generation workforce can be established and delivered; * the resource implications of this provision and how organisations dealing with them to ensure flexibility; and * how the outcomes and impact of such provision can be measured. With both research-based and practical content, the book is suitable for both Master's level programmes in HRM and HRD, and for learning and development professionals.

As the topic of age diversity in the workplace becomes increasingly important, this book is the first to show how organizations can provide learning and development opportunities and activities for a mixed generational workforce, and how to deal with the issues arising from such a strategy. Going beyond the theory, the book uncovers how learning and development for a multigenerational workforce works in practice and provides case studies throughout. Key themes include: * how organizations can determine the learning and development needs of a multigenerational workforce, and the psychology of learning for different groups; * how a strategy for learning and development for a mixed generation workforce can be established and delivered; * the resource implications of this provision and how organisations dealing with them to ensure flexibility; and * how the outcomes and impact of such provision can be measured. With both research-based and practical content, the book is suitable for both Master's level programmes in HRM and HRD, and for learning and development professionals.

This book looks at how and where human resources (HR) meets quality management, and the implications of this. Most organizations, whatever their size or sector, struggle with demonstrating the value of continuous improvement (CI) and/or HR initiatives at a time when economic conditions are challenging in the global marketplace. Both within the UK and internationally, organizations will use continuous improvement and business excellence (BE) as a means of not only improving performance internally, but also to secure external recognition of their management practices, including people management, and therefore increase their competitiveness in their market. This text explores the potential overlaps between the two fields by considering how to address the development and implementation of a strategy to integrate CI/BE and human resource management. Practical and applied, this text provides: A brief overview of the concepts of CI and BE An analysis of the strategic factors impacting on an organization's decision-making around adopting a CI/BE approach, and the impact this may have on people management and development practices A review of some major external CI/BE accreditations and awards, and their value and how they might be used An analysis of the possible problems and outcomes which could be achieved by adopting such a CI/BE strategy and integrating it with people management and development activities This book is ideal for any professional HR or performance improvement practitioner who wants to understand how a CI/BE approach could benefit their organization, as well as postgraduate students of HR or quality management.

The explosive growth of coaching over the past decade has been accompanied by comparable growth in coach training as well as in membership of professional bodies representing the industry. Yet philosophical and intellectual debates over executive coaching and its measurable value and outcomes appear limited in much of the existing literature. Many practitioners appear uncomfortable with the hard measurement of real return on investment, preferring softer, more qualitative approaches to evaluation. To challenge the self-perpetuating myth of value which has grown up around executive coaching, The Value of Executive Coaching critically explores the discourses surrounding this aspect of leadership development and considers different ways of thinking about its growth, development and application outside its established functionalist perspective. Using case study evidence, this exciting new text enhances our understanding of how and why the value proposition of executive coaching is perceived and perpetuated, and provides readers with the opportunity to explore some of the issues which influence perceptions of value. This book will be valuable reading for practising coaches and students on postgraduate coaching courses.