Best Sellers

Best Sellers - HR

Reward Management

Now in its fifth edition, Reward Management is recognized as the definitive UK text on the subject. This new edition has been thoroughly revised and updated based on the authors’ experience, research and benchmarking activities. A new foreword has been contributed by Duncan Brown, Assistant Director General, Chartered Institute of Personnel and Development who identifies the ‘mix of high challenges but potentially high returns which makes Reward Management such a critical component of successful HR and business strategies’.

The book takes a strategic perspective and addresses the wide gap that exists between theory and practice, with a focus on the implications for practitioners. New chapters include:

reward strategy
total reward and engaged performance
types of grade and pay structure
implementing new structures
individual contingent pay
equal pay for work of equal value
boardroom pay
international remuneration
recognition schemes
flexible benefits
trends in reward management

Comprehensive and highly practical in its approach, the book shows that reward management is about performance – of individuals, teams and the whole organization. It examines in detail the performance management processes and various approaches to paying for performance, skill and competence that can be adopted.

A Handbook of Human Resource Management Practice

Now in its tenth edition, this internationally best-selling text has been fully updated to incorporate new developments in human resource management policy and research.

Based on the latest HRM theory, A Handbook of Human Resource Management Practice considers the HR function in relation to the needs of the business as a whole. Thoroughly updated in the light of current best practice and drawing on new research, the handbook presents in-depth coverage of:

managing people;
performance management;
HRM processes;
human resource development;
work and employment;
rewarding people;
organizational behaviour;
employee relations;
organization, design and development;
health, safety and welfare;
people resourcing;
employment and HRM services.

The book also now includes sections on human capital management, the role of the front-line manager, developing and implementing HR strategies, and learning and development.

The Trainer's Toolkit

Bringing Brain-Friendly Learning to Life

True brain-friendly learning is not about gimmicks. It is far more than just putting on classical music or playing games. It's a movement rather than just a method; a movement to recover the real joy of learning and bring sizzle and sunstance to your training.

The Diversity Training Handbook

Diversity issues and the need to understand and, if necessary, change underlying attitudes have become increasingly important for organizations in the aftermath of domestic and global events. This timely new edition of The Diversity Training Handbook provides a practical approach to dealing with this sensitive but vital issue. Providing clear guidelines, the book offers advice for dealing with a wide variety of issues and covers:

stereotyping;
racism;
homophobia;
prejudice;
sexism;
disability.

Including new information and case studies on how to implement a Race Equality Impact Assessment, The Diversity Training Handbook also provides guidance on designing diversity training as well as advice on appropriate techniques to help bring about attitudinal change.

The Equal Opportunities Handbook

Now in its fourth edition, The Equal Opportunities Handbook has been fully revised and updated to take account of new important policies such as equal opportunities in the workplace, and updates on legislation including the Disability Discrimination Act. This guide sets out straightforward procedures, relevant to all types of situation, that demonstrate how simple it is to behave with fairness, courtesy and sensitivity to all – regardless of ethnicity, gender, sexuality, disability or religious beliefs.

This practical book will:

help you to check your own behaviour and attitudes;
provide guidance on fair treatment;
give valuable information on the most important issues in equal opportunities.

This up-to-the-minute book also includes a summary of relevant legislation and agencies, self-assessment sections and points for reflection, and personal action plans. It will prove a valuable resource for managers, trainers, HRM staff, teachers, lecturers and anyone with an interest in equality of opportunity

Tales for Coaching

Coaching is rapidly proving to be an invaluable aid to personal development and a successful way to enhance performance within organizations of all types. More and more people are also discovering how to use storytelling to bring about change and reinforce learning. In her new book, Margaret Parkin combines these two approaches into a powerful and effective technique to assist personal change.

Showing you how and when to use stories to maximum effect, whether you are coaching an individual or a group, the author demonstrates how your coaching can have greater impact with the effective use of storytelling. Complete with sample stories that can be read aloud in a variety of coaching situations, Tales for Coaching includes 50 tales that will immediately help coaches, trainers, managers and educators to reinforce key messages or stimulate fresh thinking. The stories themselves range from those written specifically by the author to carefully selected material from literature (everything from Aesop and Winnie the Pooh to Stephen Covey). Each tried and tested tale is a proven and effective aid to improve coaching.

Magic Numbers for Human Resource Management: Basic Measures to Achieve Better Results

This book simply outlines a range of the key measures that any HR, financial or business manager can use to address this situation in a more business-like manner. For each definition, there is not only a description of the measure but also why it has vital significance to managing business better. It is written as a basic text book in easy to read language but with a powerful underlying message - HR managers must measure the main features of HR in order to get their voice heard at the executive table and make demonstrable impact on business operations.

Including:

1. Absenteeism rate by job category and job performance.

2. Accident costs.

3. Average time for dispute resolution.

4. Cost per hire.

5. Finance staff as a percentage of total staff.

6. Overtime hours.

7. The HR budget as a percentage of sales.

8. HR staff as a percentage of total staff.

9. IT staff as a percentage of total staff.

10. Marketing staff as a percentage of total staff.

11. Payroll staff as a percentage of total staff.

12. Percentage of employees making suggestions.

13. Process-cycle time.

14. Profit per employee.

15. Response time per request for information.

16. Sick-leave rate.

17. Sick days per full-time equivalent employee per year.

18. The cost of medical distribursement by category of ailment.

19. Time taken to fill a job vacancy.

20. Staff-Turnover cost by recruitment source.

21. employee-engagement index.

22. Involuntary staff-turnover rate.

23. Turnover rate by job category and job performance.

24. Voluntary staff-turnover rate

25. Competency-development expense per employee.

26. Training hours per employee.

27. Cost per trainee hour.

28. Percentage of employees trained, by category.

PART THREE: MAGIC NUMBERS FOR TALENT AND REWARD.

29. Internal-hire probability.

30. Retention rate of key employees.

31. Range (distribution) of performance-appraisal ratings.

32. Job Evaluation.

33. Firm salary/competitor salary ratio.

34. Incentive compensation differential.

35. The Black-Scholes method of calculating stock-option values.

36. Total compensation expense per employee.