Engaged employees are more productive, motivated and resilient, yet gaining financial support to develop engagement is harder than ever as budgets are being squeezed and everyone is being asked to do more with less. 50 Top Tools for Employee Engagement shows that you don't need expensive
interventions or additional resource to achieve employee engagement. It contains practical tools which can be used to make an immediate difference to engagement, whether you're working with individuals, teams or the organization as a whole. Each tool in 50 Top Tools for Employee Engagement includes
guidance on when to use it, how long it will take and useful hints and tips to help get the most out of it. Most importantly, this book will give guidance on how to measure the impact of each tool to show what's working and where efforts are best focused. Addressing all the key areas of engagement
throughout the employee life cycle, from talent attraction and induction to career progression and development, this book is a complete resource to engaging your workforce.
Joyce S. Osland, Mark E. Mendenhall, B. Sebastian Reiche, Betina Szkudlarek
Advances in Global Leadership brings together insights from leading scholars and practitioners and presents fresh ideas from promising newcomers to the field. With its unique focus on addressing global leadership and collaboration in times of crisis, this volume is both timely and relevant during
the Covid-19 pandemic and beyond;This volume is split into two parts:
Part 1 of the volume presents research papers that advance our conceptualization and understanding of the construct of global leadership and identify a wide range of future research topics.
Part 2 takes an applied perspective, showcasing approaches and solutions to global leadership practice, development, and teaching.
The editors' conclusion chapter aims to expand current thinking on global leadership and recommend future research directions to advance the field.
Given its multidisciplinary focus, this book is a must-read for scholars from a diverse set of scholarly fields and practitioners with a diverse set of global leadership roles. The Advances in Global Leadership series, with its finger firmly on the pulse of this exciting field, is an indispensable
compendium of knowledge on global leadership.
Gino Cattani, Simone Ferriani, Frdric Godart, Stoyan V Sgourev
This book contains an Open Access chapter
Scholarship in management and strategy is paying increasing attention to the domain of aesthetics. Companies routinely make aesthetic choices and there is growing recognition that aesthetic considerations are fundamental for successful performance in competitive markets. Stylistically sophisticated
products may appeal to demanding customers, yielding higher profit margins. Style and beauty can also be applied toward enriching organizational cultures, informing leadership visions or motivating employees to defy conventions in designing new products.
Aesthetics and Style in Strategy constitutes the first systematic survey of the interface between the aesthetic and strategic domains. Motivated by the rise of aestheticism in contemporary culture, it lays the foundations for an “aesthetic” turn in strategy, which interrogates the use of
aesthetic features as a source of competitive advantage and provides examples of connecting design and engineering, style and technology. The “aesthetic turn” is not simply about creating value, but about sharing value among employees and infusing organizational activities with a purpose
that transcends principles of efficiency.
Volume 42 of Advances in Strategic Management documents the variety of ways in which the useful and the beautiful can be brought together, making a valuable contribution to the sustainability of business in the 21st century.
The concept of agile working has been adopted by many organizations that recognize the need to respond quickly and easily to new opportunities and be fit for purpose in a world of complex and continuous change.
Combining cutting edge techniques, Agile Change Management offers pioneering tools to ensure your change initiative is embedded, adopted and delivers benefits throughout the organization. Including examples and best practice advice, it enables you to create your own roadmap consisting of all the
processes, activities and information needed to manage any type of change initiative.
By focusing on completing iterative tasks, the roadmap allows you to respond to different needs as they arise, therefore cutting time spent on planning for unnecessary resources. Also including important advice for creating the right environment for change, Agile Change Management is a comprehensive
resource for anyone who wants to build the capabilities of an effective change manager.
Online supporting resources include PDFs of appendices from the book on change roles, change management documents, change capabilities, a change activity index and communication activities.
Armstrong on Reinventing Performance Management presents a holistic approach to performance management, drawing on Michael Armstrong's vast research and experience. Most organizations have performance management processes in one form or another, but these are often based on formal annual reviews,
forced rankings and directly linked to pay decisions. These traditional approaches are often at the expense of ongoing, continuous feedback and focus on looking back at what has or has not been achieved rather than looking forward. Direct links to pay decisions avert attention from people
development, and managers often get lost in the bureaucracy of complex forms rather than fully engaging with their people. Armstrong on Reinventing Performance Management details how to build a culture of ongoing feedback and coaching and provides case studies of how this approach to building
performance has been effective in organizations including Deloitte, Gap, Expedia and Google. Filled with practical advice, including how to deal with underperformers, it enables organizations to remove overly bureaucratic and ineffective systems based on top-down judgments and ratings, and
demonstrates how to get line managers' support for the process focusing on actionable feedback and growth.
Strategic human resource management has been taken up by academics, consultants and practitioners alike. However, the integration of human resource strategy with overall business strategy is often easier in theory than in practice. Armstrong's Handbook of Strategic Human Resource Management provides
a bridge between theory and practice, serving as a guide both to formulating human resource strategies and to implementing them.This completely revised sixth edition examines HRM and SHRM as well as organizational and functional strategies from a practical standpoint. It includes brand new chapters
on developing and delivering HR strategy, implementing individual performance strategies, creating and executing a corporate social responsibility strategy as well as a new discussion of international HRM strategies. Full of case studies, checklists and practical examples, Armstrong's Handbook of
Strategic Human Resource Management is an indispensable resource for all those who are involved in putting complex strategy into practice to effect positive and productive change. Online supporting resources include lecture slides, an instructor's manual and a student's manual complete with a
bibliography and glossary.
HR professionals need to get to grips with artificial intelligence and the way it's changing the world of work. From using natural language processing to ensure job adverts are free from bias and gendered language to implementing chatbots to enhance the employee experience, AI has created a variety
of opportunities for the HR function.
Artificial Intelligence for HR empowers HR professionals to leverage this potential and use AI to improve efficiency and develop a talented and productive workforce. Outlining the current technology landscape as well as the latest AI developments, this book ensures that HR professionals fully
understand what AI is and what it means for HR in practice.
Covering everything from recruitment and retention to employee engagement and learning and development, Artificial Intelligence for HR outlines the value AI can add to HR. It also features discussions on the challenges that can arise from AI and how to deal with them, including data privacy,
algorithmic bias and how to develop the skills of a workforce with the rise of automation, robotics and machine learning in order to make it more human, not less.
Packed with practical advice, research and case studies from global organizations including Uber, IBM and Unilever, this book will equip HR professionals with the knowledge they need to leverage AI to recruit and develop a successful workforce and help their businesses thrive in the future.
FINALIST: Business Book Awards 2020 - An Exceptional Book That Promotes Diversity CategoryLONGLISTED: CMI Management Book of the Year 2020 - Society Transformed CategoryA diverse workforce is a business imperative. Without it, companies are made up of employees who come from the same background and
have the same skills and, therefore, the same blind spots. A diverse workforce brings together different strengths, a variety of experiences, a huge breadth of knowledge and a wealth of creative problem-solving techniques. However, in order to leverage the benefits of this diverse workforce,
businesses must be inclusive. Inclusion ensures that employees feel supported, are treated fairly and are therefore happier, more engaged and more productive. Building an Inclusive Organization is a practical guide to creating an environment of real inclusion. It explains how to remove unconscious
bias from company processes including recruitment and selection, how to make the case for diversity and inclusion to all stakeholders and how to embed inclusion into an organization's culture and overall business strategy.Packed with case studies from organizations including KPMG, Uber, Salesforce,
Harvard University and the UK National Health Service (NHS), Building an Inclusive Organization shows how to implement robust processes and policies to foster diversity and inclusion in organizations of any size, and in all sectors, including the creative industry, finance, tech, and academia and
foundations. Guidance and advice is also provided on how to use 'nudges' to change behaviours and overcome bias, how to achieve transparency and accountability, and how to measure, review and evaluate inclusion.
FINALIST: Business Book Awards 2019 - HR and Management CategoryTraditionally seen as a purely people function unconcerned with numbers, HR is now uniquely placed to use company data to drive performance, both of the people in the organization and the organization as a whole. Data-Driven HR is a
practical guide which enables HR professionals to leverage the value of the vast amount of data available at their fingertips. Covering how to identify the most useful sources of data, collect information in a transparent way that is in line with data protection requirements and turn this data into
tangible insights, this book marks a turning point for the HR profession. Covering all the key elements of HR including recruitment, employee engagement, performance management, wellbeing and training, Data-Driven HR examines the ways data can contribute to organizational success by, among other
things, optimizing processes, driving performance and improving HR decision making. Packed with case studies and real-life examples, this is essential reading for all HR professionals looking to make a measurable difference in their organizations.
HIGHLY COMMENDED: Business Book Awards 2020 - HR & Management Category Deliver learning in the flow of work to optimize your L&D activities, improving performance of individuals and the overall business. Learning and Development (L&D) professionals are uniquely placed in an organization
to improve both individual employee performance as well as the overall performance of the business. To maximise the impact of learning, activities must be aligned with the goals of the organization and delivered in the flow of work so that performance improvement is continuous. The course can no
longer be the default learning option and creative workplace solutions are now vital. Driving Performance through Learning shows L&D professionals how to identify business needs and leverage learning that drives performance improvement to enable an organization to achieve its objectives.
Beginning with an exploration of the fast-changing organizational learning landscape Driving Performance through Learning covers everything from how to diagnose needs through performance consulting conversations, using data and metrics and tracking impact to designing agile solutions by leveraging
technology, facilitating social collaboration and vibrant learning communities. There is also expert guidance on curating content, embedding coaching, valuing mistakes and adopting a more self-directed learning approach. This book also defines the key characteristics of the new learning organization
and the emerging roles of the future-focussed L&D team and whether these new responsibilities should be developed in-house or outsourced. This is an essential handbook for all L&D professionals seeking to transform workplace learning and drive organizational performance.