In The Manager as Change Leader, Ann Gilley examines the complexities of change from the manager's perspective, providing readers with the tools to help themselves, their employees, and their colleagues successfully engage in the change efforts that will propel their organizations into the future. In a challenge to traditional approaches—which presume that organizational change will occur once an initiative has been launched—Gilley focuses on the challenges that managers face when others resist change, before, during, and even after the process has been implemented. She explains that resistance to change is natural and inevitable, and offers practical approaches to overcoming organizational inertia, focusing on the specific skills in leadership, management, problem solving, communication, and personal relationships that contribute to successful change. Featuring a wide array of diagnostic and development tools, worksheets, and references, The Manager as Change Leader will become an indispensable resource for any manager faced with leading or navigating a change program, whether large scale or small. To say that businesses today must contend with constant change is an understatement. New technologies, new competitors, new markets, new products, new employees—if your company is not already anticipating their impact you've fallen behind the curve. And yet, as managers acknowledge, and even embrace, change as a reality of organizational life, the success rate of change efforts is perilously low. In The Manager as Change Leader, Ann Gilley examines the complexities of change from the manager's perspective, providing readers with the tools to help themselves, their employees, and their colleagues successfully engage in the change efforts that will propel their organizations into the future.

In theory, managers serve as guides, directors, decision makers, and energizers for their employees. Unfortunately, few managers have, themselves, been trained in the skills and techniques to get the best results from their employees, and managerial styles can run the gamut from permissive-but-ineffectual to aloof to autocratic. In The Manager as Coach, the authors focus on the key purposes of coaching—improving individual performance, solving problems, and securing results—in order to address the challenges of effective management head-on. Dispelling popular myths and misconceptions about coaching as a passing fad or a collection of superficial motivation techniques, they offer practical tools for mastering the skills of effective coaching to the benefit of employees and the organization, identifying four primary roles that managers—as coaches—play on a regular basis: trainer, career advisor, strategist, and performance appraiser. Featuring diagnostic exercises, worksheets, and a listing of resources, The Manager as Coach will help readers develop the qualities and skills to align individual and organizational goals and forge dynamic, productive relationships. Whether large or small, manufacturing or service, every organization selects managers and assigns them the task of securing results through people. In theory, managers serve as guides, directors, decision makers, and energizers for their employees. Unfortunately, few managers have, themselves, been trained in the skills and techniques to get the best results from their employees, and managerial styles can run the gamut from permissive-but-ineffectual to aloof to autocratic. This volume in The Manager as… series addresses the challenges of effective management head-on by exploring the role of manager as coach. Focusing on the key purposes of coaching—improving individual performance, solving problems, and securing results—the authors dispel popular myths and misconceptions of management coaching as a passing fad, a process of endless tutoring, or superficial motivation techniques, and offer practical tools for mastering the skills of effective coaching to the benefit of both employees and the organization. They identify four primary roles managers—as coaches—play on a regular basis: trainer, career advisor, strategist, and performance appraiser. Featuring diagnostic exercises, worksheets, and a listing of resources, The Manager as Coach will help readers develop the qualities and skills to align individual and organizational goals and forge dynamic, productive relationships.

The two-volume "Praeger Handbook of Human Resource Management" is an indispensable resource for anyone with a question relating to workplace practice or policy. Volume One contains information organized by HR task or topic: Recruitment and selection, employee development, performance management, compensation and benefits administration, and employment law. Volume Two covers organizational issues like leadership and HR strategy, organizational development, change management, and general HR issues and workplace policy. Written by experts of all stripes, including HR professors, HR consultants, and practicing HR managers, this is the one-stop, preeminent source for all things HR. Anyone with personnel duties--whether VP for Human Resources or office manager--will find actionable answers to all their questions quickly.

Personnel management is a critical business function. Make a mistake in, say, firing an employee, and soon you may find yourself on the phone with a lawyer. This handbook will help readers avoid personnel potholes and snares. Volume one of this set tells--among dozens of other topics--how to hire well, train employees, evaluate and develop workers, fire legally, set compensation, and abide by federal and state employment laws. Volume two rises above the trees for a look at the forest: leadership development, succession planning, managing change and conflict, creating emergency response plans, managing teams, forecasting employment trends, measuring results, and acquiring HR credentials. In addition, volume two will help companies develop workplace policies on everything from suitable dress to disciplinary procedures to work life balance. Entries in each category are short and to the point-from 500 to 1,000 words. Sprinkled throughout are longer, overview/theory pieces on subjects like performance management, selection, training, and HR Strategy. And the set will contain an extensive bibliography, resource section, and checklists on topics like hiring, safety, termination, training, and more. The Best Places to Work for are also the most profitable and the most fun. This handbook helps lay the foundation for building a rewarding, inspiring, and productive workplace, where people come to work each day with smiles on their faces.

This updated edition of Strategically Integrated HRD features the latest theoretical and practical insights on the strategic role of human resource development in organizations. The authors present a complete overview of HRD in the context of corporate strategy and performance, identifying all the key roles that HRD professionals can--and should--play, including: promoting a culture of continuous learning; aligning performance of individuals, teams, and units; improving organizational effectiveness; and adapting to change. A hands-on resource, Strategically Integrated HRD showcases the conceptual building blocks and practical tools to tap into the real power of the human resource function and outlines a detailed program for enhancing the role of HRD and integrating it seamlessly throughout the organization.

Critical Issues in HRD brings together ten essays by the most respected academics and executives in the field (including Patrick Combs, Michael Marquardt, Doug Whittle, Hallie Preskill, and Reid Bates) reflecting on the challenges and opportunities facing researchers, educators, and professionals alike. The collection includes contributions on such diverse topics as emerging paradigms within the discipline, integrating cutting-edge technologies into training and learning initiatives, new methods for measuring and evaluating HRD programs, and defining HRD's role in forging ethical practices and social consciousness. Rich in ideas, this book will set the agenda for both research and practice in the field of human resource development.