Showing 1–24 of 45 results
Burnout is a taboo subject. Admitting you are burning out in your job is tantamount to career suicide for some employees; for their organizations it is like raising a white flag in the war for talent. But suppose that preventing burnout is the worst thing you can do. Suppose for some people, particularly high fliers, it represents a call to deep and urgent learning about themselves and how they relate to the world. Suppose that we need instead to learn to manage burnout and harness the powerful learning potential of the experience, and in so doing build careers aligned with individual meaning and purpose, sustainable in the long term.
This book draws on a wide range of practical examples to describe how conflicts within organisations are traditionally managed and the complementary conflict management methods that can be employed. Stephan Proksch clearly explains these innovative methods and their potential applications. The central focus is on mediation as an effective form of conflict resolution. Discussion and questioning techniques as conflict management tools are explained in simple and concise terms.
The sales management classic―updated for today’s competitive business environmentAdvanced digital technologies, the breakdown of traditional business barriers, and increased customer empowerment have transformed the sales profession. The future now belongs to salespeople who deeply understand, embrace, and take advantage of these unprecedented changes to enhance their relationships with their customers.What does this mean for you? You absolutely need these people on your team to succeed. And this fully updated edition of How to Hire and Develop Your Next Top Performer will show you how to find them, attract them, and retain them.
An invigorating, thought-provoking, and positive look at the rise of automation that explores how professionals across industries can find sustainable careers in the near future.Nearly half of all working Americans could risk losing their jobs because of technology. It’s not only blue-collar jobs at stake. Millions of educated knowledge workers—writers, paralegals, assistants, medical technicians—are threatened by accelerating advances in artificial intelligence.The industrial revolution shifted workers from farms to factories.
Der demografische Wandel ist nicht nur spürbar, sondern in vielen Unternehmen bereits Realität. Während manche Betriebe genügend Nachwuchskräfte finden, stellen sich andere darauf ein, dass die Arbeit von älter werdenden Beschäftigten zu leisten ist. Doch der demografische Wandel ist kein „Schreckgespenst“, er bietet vielfältige Chancen für Unternehmen und Beschäftigte: Schon lange geplante Maßnahmen im Bereich der Nachfolgeplanung oder der Weiterbildung, der Arbeitsplatzgestaltung oder der Gesundheitsprävention werden nun endlich angegangen.
Birds of a feather flock together. We’re all in the same boat. Great minds think alike. While just figures of speech to some, they reflect a simple truthit’s the company we keep that often determines the level of personal growth and professional success we achieve in life.Business leaders exchange information and ideas. They network to make deals and build partnerships. They work together to optimize best practices, and they reach out to leaders outside their companies to accelerate growth. Simply put, CEOs and business leaders provide value to one another that they can’t find anywhere else.
Entgegen der weltweiten demographischen Entwicklung, die eine Bevölkerungsexplosion zur Folge haben wird, sieht sich Deutschland mit einer stark schrumpfenden und älter werdenden Bevölke-rung konfrontiert. Die differenzierte Erläuterung dieses demographischen Wandels sowie seiner Chancen erfordert eine Analyse der gesamt- und einzelwirtschaftlichen Auswirkungen auf Basis der Bevölkerungsvorausberechnung des Statistischen Bundesamtes.
WHY SHOULD I WORRY ABOUT KEEPING WORKERS HAPPY IN A TIME OF RISING UNEMPLOYMENT?Because you can’t afford not to. In an eye-opening survey of 10,000 employers in 43 states, the Best Places to Work are not only the most engaging work environments for employees—they are also the most efficient, productive, and successful. Even in the toughest economic times.WHAT SEPARATES THE "BEST" FROM THE REST?These companies understand and utilize the six "universal drivers" of employee engagement:1.C
Raymond Noe’s Employee Training and Development sets the standard in this course area. First introduced in 1998, ETD became the market-defining text within 6 months of publication. Its popularity is due to its lively writing style and relevant examples of the most up-to-date developments in training, research and practice, including the strategic role of training and the use of new technologies in training. Employee Training and Development strikes a balance between research and real company practices.
Thorsten Krings beschreibt, wie aus der Unternehmensstrategie konkrete Unterstrategien oder Ziele für den Personalbereich abgeleitet werden können, damit dieser wertschöpfend tätig wird und der Organisation als Ganzes einen Mehrwert bietet. Dabei betrachtet er die Rolle des Personalverantwortlichen in der Unternehmensführung und erläutert, wie der Personalbereich organisatorisch gestaltet werden kann, um effektiv zu arbeiten. Personalarbeit ist in vielen Bereichen noch von Mythen und Aktionismus geprägt, es wird wenig empirisch und strategisch gearbeitet.
Graphic tools and visual solutions for team building and development Visual Teams uses visual tools and methods to help teams—both face–to–face and virtual—reach high performance in today′s work environment. As teams become more and more global and distributed, visualization provides an important channel of communication—one that opens up the group′s mind to improving work systems and processes by understanding relationships, interconnections, and big picture contexts. Visual Teams shares best practices and uses visualization as a power tool for process improvement by providing teams with a common language for high performance.
Business is warfare. Western business has been inculcated in the belief that business is about win/win solutions. However, in today’s global marketplace there isn’t fairness – there are winners and losers. Today’s competitive terrain calls for new tactics as well as an understanding of how your opponents approach the world.Using ancient Eastern philosophy and military tactics from "The 36 Stratagems", "Hide a Dagger Behind a Smile" shows how to create unpredictable corporate strategies.
This is the second edition of the successful text published in 2000.The text continues to include self- assessment exercises, exam question, further reading and research and uses short case studies and articles to relate theory to practice.The new edition is completely up-dated with more extracts from Personnel Today and linked in to a website provided by the authors. The book provides excellent coverage of the CIPD syllabus for three core areas of the CIPD syllabus, Managing People, Managing Activities and Managing a business context.
70 exercises to add energy and fun to training and learning Compendium of Icebreakers Volume III Beginnings and Endings Michèle Barca & Kate Cobb How you begin and end a training course is vital and shouldnt be left to chance. This manual introduces easy-to-use openings and closings that can increase the cohesiveness of your group, create a relaxed atmosphere and enhance the learning experiencewhether you are new to this type of exercise or not. The book contains 70 icebreakers, energizers and other exercises the authors have tested on the training front linesincluding 40beginnings and 30 endings.
Employees respond to organizational change with worry, fear, and sometimes even panic. Your job is to keep them motivated and focused―so you must choose your words carefully during times of upheaval.Perfect Phrases for Communicating Change has hundreds of ready-to-use phrases for ensuring your employees make the transition with clarity, commitment, and skill. Learn the most effective language for:Articulating new company initiativesResponding to questions with confidenceEasing employees’ fearsClarifying roles and responsibilitiesAddressing resistance and performance problems
With replacement costs high and start-up time critical, employee retention is more valuable than ever. This best-selling guide provides 26 strategies to keep talented employees happy and productive. Citing research and experience with dozens of organizations, the authors present many examples of how today’s companies have applied their retention strategies and increased their retention rates. The chapters are arranged alphabetically, from "Ask" to "Zenith." Each chapter includes a series of to-do lists, company examples, and an "alas" story drawn from the authors’ personal experiences.
An uncomplicated, systematic approach to on-the-job training, whether you’re a manager, line or staff supervisor, employee, or human resource or training professional. Takes you step-by-step through everything you need to know to conduct a successful training session–right on the job. Learn how to prepare for the session; put yourself and the trainee at ease; present the subject; have the trainee practice the skills; evaluate the performance; and review the trainee’s performance. This book also shows how to adapt training to fit your situation; suggests hands-on-training tools and opportunities; provides instructor guides; and shows how to make it all work.
Since its creation in 1959, Donald Kirkpatrick’s four-level model for evaluating training programs – reaction, learning, behavior, and results – has become the most widely used approach to training evaluation in the corporate, government, and academic worlds. However, trainers today are feeling increased pressure to prove whether instruction is worth its cost. And calculating and presenting results (Step 4) becomes tricky when, despite training, workers aren’t fulfilling Step 3: applying what they’ve learned to their behavior.
This is a fully updated edition of Personnel Selection, a seminal text on the psychometric approach to personnel selection by a noted expert in the field. Focuses on cutting-edge topics including the influence of social networking sites, adverse impact, age differences and stereotypes, distribution of work performance, and the problems of selecting new employees using research based on incumbent employees Questions established beliefs in the field, especially issues that have been characterized as “not a problem,” such as differential validity, over-reliance on self-report, and “faking good” Contains expanded discussion of research and practice in the US and internationally, while maintaining the definitive coverage of UK and European selection approaches Provides comprehensive yet accessible information for professionals and students, as well as helpful pedagogical tools (technical and statistical boxes, simplified figures and tables, research agenda boxes, key point summaries, and key references)
New strategies for business success based on shifting the focus from information to knowledge– Fifty percent of the fastest-growing companies in the U.S. can be described as ""knowledge companies"" – those that employ highly skilled, highly educated people who sell their knowledge rather than products– Provides tools for measuring intangible assets such as competent and creative employees, patents, brand names, and company reputation– Some archetypal knowledge companies are consultancy firms, advertising agencies, software companies, and architecture firmsFew of today’s companies improve performance through knowledge or learning.
When organizations commit resources to training or implement new policies, they want to see measurable results. Using real-life examples and step-by-step instructions, this consummately practical guide shows human resources professionals how to quantify outcomes in three major areas: performance, learning, and perceptions.
This is the first serious, rigorous book about coaching which is deeply rooted in a long and varied therapeutical tradition and at the same time translates insights from that tradition into clear and crisp models for practical application in modern coaching practice. The book refers to well-known coaching approaches in business and devotes more attention than usual to internal coaching practices. It is a distinct, rigorous yet accessible guide to coaching approaches and practice.
The fun and effective way to BOOST ENGAGEMENT and PRODUCTIVITYTeams that enjoy working together operate on a whole different energy level than teams that don’t. They break down silos. They build stronger relationships. They retain what they have learned. And THEY DRIVE RESULTS.The Big Book of Team Coaching Games provides the structure and games you need to build and manage powerful teams. Packed with dozens of physical and verbal activities, it leads you step-by-step through the process of teaching team members how to identify their values, leverage their strengths, and reach their goals–and have fun while they’re doing it!Nothing can stop the momentum of a team that wants to get things done.
While millions in China have been advantaged by three decades of reform, impressive gains have also produced social dislocation. Groups that had been winners under socialism find themselves losers in the new order. Based on field research in nine cities across China, this fascinating study considers the fate of one such group – 35 million workers laid off from the state-owned sector. The book explains why these lay-offs occurred, how workers are coping with unemployment, what actions the state is taking to provide them with livelihoods and re-employment, and what happens when workers mobilize collectively to pursue redress of their substantial grievances.
Showing 1–24 of 45 results