Latest Editions

Latest Editions - HR

Stress in Health and Disease

This book is the first to address the most urgent issues, combining a solid basic research approach with applied individual and stress issues, including interventions. Throughout, the focus is on our latest knowledge about various causes of stress and its neuro-cognitive and biological implications. World-renowned authors from Europe as well as the US describe how stress affects the brain of young people as well as adults. They cover the topic from all perspectives, showing how stress affects life in general, from the societal and organizational level to the individual, organ and molecular level. While the book clearly points out stress as a risk factor to health, it also offers a number of evidence-based methods to cope with stress and even ride the positive energy of stress - both as an individual, as well as what managers can do to create a healthy and productive workplace.

Written in a reader-friendly and appealing style, the book provides real-life examples from various laboratories, as well as such events as the Volvo Ocean Race, the largest around-the-globe sailing competition.

Essential reading for clinicians and biologists, as well as for a wide range of students, including medicine and public health, but also managers and HR staff.

With a Foreword by Nobel Laureate Professor Arvid Carlsson (Medicine 2000).

Hardcover
434 pages

A Multifaceted View of Stress.

Stress at the Societal and Organizational Level.

Stress and Brain Plasticity.

Stress and the Individual.

Index.

The WorldatWork Handbook of Compensation, Benefits & Total Rewards: A Comprehensive Guide for HR Professionals

This is the definitive guide to compensation and benefits for modern HR professionals who must attract, motivate, and retain quality employees. Technical enough for specialists but broad in scope for generalists, this well-rounded resource belongs on the desk of every recruiter and HR executive. An indispensable tool for understanding and implementing the total rewards concept, the WorldatWork Handbook of Compensation, Benefits, and Total Rewards is the key to designing compensation practices that ensure organizational success.

Hardcover
864 pages

Coverage includes:

Why the total rewards strategy works
Developing the components of a total rewards program
Common ways a total rewards program can go wrong
Designing and implementing a total rewards program
Communicating the total rewards vision
Developing a compensation philosophy and package
FLSA and other laws that affect compensation
Determining and setting competitive salary levels
And much more

Recruiting, Retaining And Releasing People

The greater part of an HR budget is spent on recruitment and retaining good people is key to a company's success. This book contains essential and up-to-date material around recruitment and retention including those issues that are currently pressing on companies with regard to flexibilty, returning to work, coaching and skills shortages. The problems of retirement, redundancy and dismissal are also addressed which is an integral part but not included in many texts. It provides the student and the professional with one place to find all the aspects and consequences of good practice in recruitment and retention.

Paperback, 272 pages

Audience
Undergraduate level students on management courses and those studying Certificate or Diploma of the CMI. Chartered Management Institute people management modules and the CIPD Professional Development Scheme. A handy guide for both managers and HR professionals alike.

Contents
Recruiting People: Recruitment – a modern perspective. Keeping People: Retention, Redeployment, Women Returning to Work, Job Evaluation Schemes, Retirement, , Redundancy, Removal, A Goals Orientated Approach to Appraisals, Briefing, Assessing, Reinforcing, Coaching People, Discipline & Grievance. Removing People: Retirement, Redundancy, Removal, The Future of Work.

Ultimate Performance: Measuring Human Resources at Work

Meeting the challenges of high-performance HR

Until 1760 ships routinely disappeared, ran aground, or sank because seafarers could not measure longitude. The cost in life and property was immense. Today, business faces a similar challenge, as the failure to measure human resources performance is just as costly and deadly to modern organizations.

Senior executives once considered HR a "soft," unavoidable cost of doing business, responsible for compensation, employee transactions, company functions, workforce problems, and legal issues. Three factors changed this perception: the significant impact of high-performance HR, the implications of poorly performing HR, and soaring HR operating expenses. These factors have led to an increased demand and focus on HR metrics.

Ultimate Performance approaches this challenge by providing clear, proven measurement solutions that will optimize the performance of people and businesses.

Hardcover
288 pages

Preface.

Introduction.

CHAPTER 1. Imperatives of Metrics.

CHAPTER 2. A Path to Alignment.

CHAPTER 3. Supporting Human Capital Decision Making.

CHAPTER 4. Employee Assets and Contribution.

CHAPTER 5. Employee Contribution to Risk.

CHAPTER 6. The Employee Lifecycle—A Metrics Roadmap from the C-Level

CHAPTER 7. Missions, Objectives, and Metrics.

CHAPTER 8. Measuring Staffing—A Better Approach to Hiring Metrics

CHAPTER 9. Beyond Hiring—Metrics for Employee Development and Retention

CHAPTER 10. Succession Planning and Internal Mobility.

CHAPTER 11. Current Measurement Practices—Lessons from the Field

CHAPTER 12. Case Studies—Metrics in Action.

CHAPTER 13. Human Capital and Organizational Performance

CHAPTER 14. HR Outsourcing and Metrics.

CHAPTER 15. A Practical Guide to Building Your Ultimate Dashboard

Conclusion.

References.

About the Contributing Authors.

Index.

Personnel Selection, 4th Edition

Popular with students, academics and professionals alike, this is the fourth edition of Personnel Selection. A thoughtful, entertaining and comprehensive text, this edition has been thoroughly revised to focus on the key issues and the latest research in this rapidly developing field.

Features of the fourth edition include:

The use of the internet in job application, recruitment and assessment.
How job analysis is changing to meet changing concepts of the nature of work, leading to an increasing emphasis on broader abilities and dispositions.
The big five model in personality: new measures, new reviews of selection research, links to job analysis, the use of broad factors vs. more specific facets.
The problem of faking in personality questionnaires: its extent and its impact on selection decisions.
The effectiveness of teams (as opposed to individuals) in terms of personality and ability.
Adverse impact in selection, especially education, interview, biodata, assessment centres, personality tests, honesty tests.

This book is essential reading for students and professionals in occupational psychology and HR who are interested in relating research to the real world practice of personnel selection.

Paperback
344 pages

Preface to the first edition.

Preface to the fourth edition.

1. Old and new selection methods
We’ve always done it this way.

2. Job description and job analysis
If you don’t know where you’re going, you’ll end up somewhere else.

3. The interview
I know one when I see one.

4. References and ratings
The eye of the beholder.

5. Weighted application blanks and biodata
How old were you when you learned to swim?

6. Tests of mental ability
‘a. . .man of paralysing stupidity. . .’

7. Personality tests
Total awareness of bottom-line vitality.

8. Assessment centers
Does your face fit?

9. Work samples and other methods
Education, work samples, physique, in trays, T & E ratings, drug use testing and self-ratings.

10. Validity
How do you know it works?

11. Criteria of productivity
We don’t know what we’re doing, but we’re doing it very carefully.

12. Minorities, fairness and the law
Getting the numbers right.

13. The value of good employees
The best is twice as good as the worst.

14. Conclusions
Calculating the cost of smugness.

References.

Index

The Changing World Of The Trainer

The 'Changing World of the Trainer' considers how the human resource development professional should undertake his or her role in today's organization. It offers a new framework which reflects the business reality of the modern world. This practical work proceeds through a series of tools, checklists, questionnaires and instruments and presents an extensive series of illustrative case studies, drawn from organizations throughout the world. The book argues that the problems that trainers face are fundamentally the same. Their objective is to put a process in place to ensure that employees are able to acquire the knowledge and skill required by the organization. The acquisition of individual and collective knowledge and skills is not the primary purpose of the organization – skills are a means to the end of profitability and service delivery. Hence training is a derived or secondary activity. In the world economy a global model of human resource development is emerging. In one form or another, organizations are seeking to develop what are known as high performance working practices. What the customer requires drives business processes: staff must be recruited, retained and motivated. Effective learning, training and development is now essential. This does not mean the end of the traditional off-the-job training course. There are many occasions, and these are illustrated within the book, when a training course delivered by a subject-matter expert is an effective way of promoting the organizations' objectives through individual learning. However, it is increasingly evident that the range of interventions undertaken by the trainer extends far beyond the design and delivery of the training course. There has been a huge increase in coaching and in ways of promoting group learning. Action learning is undergoing a resurgence. Generally there has been a growth of non-directive forms of intervention; a shift in emphasis from instruction to the facilitation of the learning process. Many practitioners are proceeding effectively to redefine their roles in a variety of different ways. However, it is now time to offer a formal expression of the new training and learning role. Martyn Sloman is highly respected intermationally within the field of learning and development, with experience as a practitioner in the public, private and voluntary sectors.

Paperback

304 pages

Audience
Primary readership: Training/HRD practitioners, HR professionals, Organizational Development professionals. Secondary readership: Masters/Exec courses in HRM/HRD.

Contents
Part 1 Introduction: 1. The central premise; Part 2 The context: 2. The new economy; 3. People and the business; 4. Extending our leverage; Part 3 Current practice: 5. Becoming learner centred; 6. Some key processes; 7. The training course in context; 8. Support and challenge; 9. Embracing technology; 10. Delivering value; Part 4 The broader picture: 11. The modern challenge: a summary; 12. Culture and learning; 13.The international dimension; 14. Is China different?; Endnote: What does it all mean?

Motivation, Ability And Confidence Building In People

In order to get the best out of people in organisations, managers need to address the fundamental principals of people management: those of motivation, ability and confidence building. This proposed book aims to bring together clarity and understanding of these three main areas in one text with anecdotes and practical examples to enable managers to gain demonstrable improvements in organisational performance through their people. The material will be underpinned with just enough theory to establish a rationale for practice. While a highly practical text, the aim is to meet many of the learning outcome requirements of the Certificate in Management and Diploma in Management people management / empowerment modules
Paperback, 416 pages

Audience
Training managers/HR people, with secondary market being line managers. Executive courses and management training programmes. mentoring and lifestyle coaching skills for business owners, managers and employees Supplementary management textbook.

Contents
Introduction; A Short History of Management: Motivation Building; A Definition of Motivation; Are They Motivated?; Approaches to Motivation; Motivating Individuals; Motivating Teams; Effort, Performance, and Reward; Selling the Vision; Mackay?s Motivation Development Model;Ability Building: The Learning Organisation; Life Long Learning & CPD; Individual Learning Styles; Management Style and Ability Development; Mackay?s Ability Development Model; Confidence Building: Self-Esteem; Assertiveness; Achievement; Building Confidence Through Constructive Feedback; Mackay?s Confidence Development Model; Times are Changing; The Future of Work

Using Individual Assessments in the Workplace: A Practical Guide for HR Professionals, Trainers, and Managers

Written for human resource professionals, trainers, and managers, Using Individual Assessments in the Workplace is an easy-to-read and easy-to-apply manual for using assessment tools. Step by step this much-needed resource leads the reader through the often complex processes of job analysis, test selection, test administration and interpretation, and decision making. The authors—Leonard D. Goodstein and Erich P. Prien—are leading experts in the field of workplace assessment. In this book they present a comprehensive resource that offers an introduction to individual assessment, shows how to collect and analyze assessment data (including a five-step model for conducting this process), reveals how to perform psychological measurement, develop and integrate individual assessment data, and report individual assessment results.

Hardcover
240 pages

Foreword by W. Warner Burke.

Foreword by Adrian Furnham.

1. Introduction.

2. The Practice of Individual Assessment.

3. Psychological Measurement.

4. Collecting and Analyzing Assessment Data.

5. Developing and Integrating Individual Assessment Data.

6. Reporting Individual Assessment Results.

Appendix A: Recommended Readings.

Appendix B: Sample Position Description.

Appendix C: Introduction to Job Analysis.

Appendix D: First-Line Management/Supervisory Level Competency Model.

Appendix E: Senior Management/Executive Level Competency Model.

Appendix F: Sample Individual Assessment Report on Applicant for Administrative Assistant Position.

Appendix G: Sample Assessment Report—Supervisor/First-Line Manager.

Appendix H: Sample Individual Assessment Report—Management and Executive Level.

Appendix I: Selected Tests and Publishers.

References.

About the Authors.

Index.

The Future of Human Resource Management: 64 Thought Leaders Explore the Critical HR Issues of Today and Tomorrow

Sixty-three stellar academics, consultants, and practitioners look at the future of human resources

The follow-up to the bestselling Tomorrow's HR Management (0-471-19714-9), this book presents an international panel of expert contributors who offer their views on the state of HR and what to expect in the future. Topics covered include HR as a decision science, understanding and managing people, creating and adapting organizational culture, the effects of globalization, collaborative ventures, and investing in the next generation. Like its bestselling predecessor before it, The Future of Human Resource Management offers the very best thinking on the future of HR from the most respected leaders in the field.

Hardcover
448 pages

Introduction.

The Future of Human Resources (Michael R. Losey, Sue Meisinger, and Dave Ulrich).

Section I: Understanding and Managing People.

Section II: Invest in the Next Generation of Human Resource Professionalism.

Section III: Learn to Master and Play New Roles.

Section IV: Discern, Create, and Adapt Culture to Business Conditions.

Section V: Rethink Organizations as Capabilities, Not Structures.

Section VI: See HR as a Decision Science and Bring Discipline to It.

Section VII: Create Mutually Collaborative Ventures.

Section VIII: Responding to Social Expectations and Public Policy and the Renewed Importance of Ethics.

Section IX: Live Globally, Act Locally.

Conclusion.

Index.

Managing the Aging Workforce: Challenges and Solutions

Managing the Aging Workforce is one of the crucial topics for many of the world?s enterprises. The increasing average age of populations does not only affect social systems, countries and communities, but also has a strong impact on the work of businesses and companies.

The decline in demographic fitness will not only hit countries like the U.S., the Western European countries, or Japan, but also the upcoming societies in China or in the Eastern European countries. In many of these countries, during three or four decades the average age will grow from about 40 years now to about 50 years. Where experts are needed, this may result in an increase of the workforce's age of between 5 and 10 years in only one decade.

For companies thus, a number of challenges arise that have to be overcome fast and continuously. The main topics in this field will be new strategies in leadership, new concepts in health management, new ways in knowledge management and learning, as well as new models how to drive ideas for diversity and innovation.

On the one hand, enterprises therefore will have to invest in their aging employees for supporting their talents, helping them to learn and keeping them in the company. On the other, they will have to increase productivity, keep on searching for new products, and integrate experts from abroad. This has to be combined with new ways of strategies and HR management.

This book presents an analysis of the present and upcoming situation, and an introduction into the strategic concepts enterprises will need to survive in aging societies.

Hardcover
240 pages

Introduction.

PART I: THE CHALLENGE AHEAD.

PART II: MANAGERIAL OBJECTIVES.

PART III: THE FIVE VALUE-ADDING FIELDS.

PART IV: PUTTING IT ALL TOGETHER.

Notes.

Index.

Executive Coaching: A Guide for the HR Professional

Executive Coaching is a “consumer’s guide” for HR professionals and executives who want to be good clients and savvy consumers of coaching services. Step by step, the book defines what coaching is, who uses it, when, and why. In this comprehensive resource the authors outline the entire coaching process, include key points on the readiness for coaching, and clients’ first-hand accounts of their coaching experiences. Valerio and Lee describe the roles of the HR professional, the client, the boss, and the coach and how all work together in order to achieve a successful coaching engagement.

Paperback
240 pages

Introduction: Getting the Most from This Resource.
Section I: Coaching as a Service.

Section II: The Roles Involved in Coaching.

Section III: Special Topics.

Section IV: In the Words of Clients.

Section V: Reproducible Resources and Forms.

Common Coaching Situations.

Questions for an Interview with a Prospective Coach.

Agenda Items for an Initial Discussion Among HR.

Professional, Client, Boss, and Coach Sample Agreement for Coaching Services.

Sample Action Plan.

Action Plan Format.

Sample Progress Report.

“To-Do” List for Managing Coaching Resources.

Appendix.

Executive Breakaway Section.

Bibliography.

Human Resources Kit For Dummies, 2nd Edition

A company's ability to grow and stay on top of customer demand has always depended heavily on the quality of its people. Now, more than ever, businesses recognize that finding (and keeping!) a highly skilled and motivated workforce is pivotal to success.

Maybe you're a business owner and your company is growing, or you're an employee at a small to midsize company and management has asked you to take on some—or all—of their HR functions. Either way, knowing how to set up and implement successful HR practices (not to mention navigating the legal minefields in today’s increasingly regulated environment) can be tricky.

Human Resources Kit for Dummies, Second Edition, is your one-stop resource for learning the nuts and bolts of HR. It gives you the actual tools—forms, templates, and so on—that you can put to immediate and productive use. Inside, you’ll easily discover how to:

Find, hire, and keep top talent
Create an effective compensation structure
Ensure you’re developing the right benefits package
Encourage extraordinary performance
Establish an employee-friendly environment
And much more

This Second Edition also contains new information on anti-discrimination legislation, measuring employee performance, firing or laying off employees, and the latest training and development plans. The CD-ROM includes updated forms and contracts—from job application forms and sample employee policies to performance appraisals and benefits worksheets. With the tools and helpful information in this book, you’ll experience first-hand how a successful HR administration reaps untold rewards.

Note: CD-ROM/DVD and other supplementary materials are not included as part of eBook file

Paperback
384 pages

Introduction.

Part I: Building the Framework.

Chapter 1: The Big Picture.

Chapter 2: Law and Order: Navigating the Legal Minefield of Hiring and Managing.

Part II: The Right People in the Right Places.

Chapter 3: Building a Staffing Strategy.

Chapter 4: Smart Start to Hiring: Kicking Off the Hiring Process.

Chapter 5: Resourceful Recruiting.

Chapter 6: Narrowing Down the Field.

Chapter 7: One on One: Getting the Most Out of Interviewing.

Chapter 8: The Home Stretch: Making the Final Decision.

Chapter 9: Starting Off on the Right Foot.

Part III: Retention: Critical in Any Business Environment.

Chapter 10: Ensuring an Effective Compensation Structure.

Chapter 11: Creating the Right Benefits Package.

Chapter 12: Creating an Employee-Friendly Work Environment.

Chapter 13: Getting Permanent Benefit from Interim Staffing.

Chapter 14: Training and Development.

Part IV: Keeping Things Together: Monitoring Ongoing Performance.

Chapter 15: Assessing Employee Performance.

Chapter 16: Encouraging Extraordinary Performance.

Chapter 17: Handling Difficult Situations.

Part V: The Part of Tens.

Chapter 18: Ten Keys to HR Success in the Future.

Chapter 19: Ten Ways to Become an HR Strategist.

Chapter 20: Ten HR-Related Web Sites Worth Exploring.

Chapter 21: Ten HR-Related Associations You Should Know About.

Chapter 22: The Ten Most Important HR-Related Laws.

Appendix: About the CD.

Index.