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This edited collection captures current thinking about and future
practices and strategies for human resource development (HRD). It
brings together contributions from a number of leading academics,
practitioners and consultants who are active in the debate about
the future of HRD. As the world of work grows ever more complex,
diverse and ambiguous, there is growing interest in how technology,
globalisation, changing workforce demographics and talent
development can play a greater role in developing organisations for
the future. In this context, HRD is a critical tool to address
current complexity and offer solutions to organisational learning
needs. Split into two volumes covering technology and innovation as
well as the role of HRD in disrupting management and organisational
thinking, these books provide analyses of the role of HRD in
addressing the needs of the digital revolution. Volume I focuses on
how technology affects organisational and individual life through
innovation, creativity and learning. Contributions explore the
growing trends around technology and how HRD could respond to these
changes at the micro and macro levels. Together the two volumes
offer a highly reflective, critical and insightful assessment on
the foundations of HRD in the workplace.
This edited collection captures current thinking about and future
practices and strategies for human resource development (HRD). It
brings together contributions from a number of leading academics,
practitioners and consultants who are active in the debate about
the future of HRD. As the world of work grows ever more complex,
diverse and ambiguous, there is growing interest in how technology,
globalisation, changing workforce demographics and talent
development can play a greater role in developing organisations for
the future. In this context, HRD is a critical tool to address
current complexity and offer solutions to organisational learning
needs. Split into two volumes covering technology and innovation as
well as the role of HRD in disrupting management and organisational
thinking, these books provide analyses of the role of HRD in
addressing the needs of the digital revolution. Volume II offers a
practical assessment of how HRD can drive change at an individual
and organisational level through the adoption of various best
practices. It provides the reader key insights into the HRD
response to current issues and whether modern organisations should
change their approach to learning and development. Together the two
volumes offer a highly reflective, critical and insightful
assessment on the foundations of HRD in the workplace.
This edited collection captures current thinking about and future
practices and strategies for human resource development (HRD). It
brings together contributions from a number of leading academics,
practitioners and consultants who are active in the debate about
the future of HRD. As the world of work grows ever more complex,
diverse and ambiguous, there is growing interest in how technology,
globalisation, changing workforce demographics and talent
development can play a greater role in developing organisations for
the future. In this context, HRD is a critical tool to address
current complexity and offer solutions to organisational learning
needs. Split into two volumes covering technology and innovation as
well as the role of HRD in disrupting management and organisational
thinking, these books provide analyses of the role of HRD in
addressing the needs of the digital revolution. Volume I focuses on
how technology affects organisational and individual life through
innovation, creativity and learning. Contributions explore the
growing trends around technology and how HRD could respond to these
changes at the micro and macro levels. Together the two volumes
offer a highly reflective, critical and insightful assessment on
the foundations of HRD in the workplace.
This edited collection captures current thinking about and future
practices and strategies for human resource development (HRD). It
brings together contributions from a number of leading academics,
practitioners and consultants who are active in the debate about
the future of HRD. As the world of work grows ever more complex,
diverse and ambiguous, there is growing interest in how technology,
globalisation, changing workforce demographics and talent
development can play a greater role in developing organisations for
the future. In this context, HRD is a critical tool to address
current complexity and offer solutions to organisational learning
needs. Split into two volumes covering technology and innovation as
well as the role of HRD in disrupting management and organisational
thinking, these books provide analyses of the role of HRD in
addressing the needs of the digital revolution. Volume II offers a
practical assessment of how HRD can drive change at an individual
and organisational level through the adoption of various best
practices. It provides the reader key insights into the HRD
response to current issues and whether modern organisations should
change their approach to learning and development. Together the two
volumes offer a highly reflective, critical and insightful
assessment on the foundations of HRD in the workplace.
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
Bringing together international authors, this edited collection
addresses the need for greater inclusivity within organizational
policy and practice, in order to tackle both visible and invisible
inequalities amongst employees. Evidence suggests that more
positive employment relationships can be brought about by tackling
diversity issues, yet there are still 'grey areas' existing in the
current legislative framework. Volume I explores the way that these
hidden inequalities can be used to identify an individual as
'other,' and how this ultimately affects their wellbeing and
welfare at work. Analysing social justice and stigma, as well as
nuanced issues within the workplace, this book is a
thought-provoking read for scholars of HRM, practitioners and
policy-makers.
Bringing together international authors, this edited collection
addresses the need for greater inclusivity within organizational
policy and practice, in order to tackle both visible and invisible
inequalities amongst employees. Volume II reflects the shift in
thinking around organizations' responsibility to recognize and
value diversity and equality, and examines the wider implications
for employment relations and working conditions. Providing
strategic insight into diversity management, the authors aim to
advance our understanding of informal discrimination in the
workplace, offering practical suggestions for better leadership and
allocation of resources. A useful guide for practitioners,
policy-makers and scholars of HRM and organization, this book
presents solutions to inequality issues in the workplace, with the
goal to building stronger employment relations.
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