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The Problem of Minority Performance in Organisations
This research concentrates on a key determinant of progression within organizations - the performance management process, and explores the literature on the relationship between ethnicity and performance to help understand issues that contribute to under-performance of minority ethnic employees.
The Changing HR Function
This is a well balanced and useful guide to transforming HR.The case studies, guidance and discussion of the key issues are very helpful in addressing in considering how you can structure and staff the function to achieve future success.This fills a gap in the literature and is a good buy.The work of the Institute of Employment Studies for whom the authors work is always of a high standard.
Strategic HR
HR has sought to reposition itself as a strategic contributor to organizations. To facilitate this, it has restructured, bringing in shared services, business partners and centres of expertise, simplifying, automating and rationalising processes, and devolving some activities to managers, whilst outsourcing others. HR has yet to give sufficient attention to the capability of the function to deliver against the added value promise. This book looks at the developments that have brought HR to its present position. It sets out a vision of where HR might be headed, including a definition of its role and activities. It identifies a number of challenges that HR will have to face if it is to be effe...
Cross-Cultural Reckonings
Blanche H. Gelfant's book Cross-Cultural Reckonings both demonstrates and questions the applicability of postmodern cultural and literary theories to realistic texts - to fiction and autobiographies valued for their truth. Drawing together an unusual combination of Russian, American, and Canadian writers, the various essays of this book provide new and original perspectives upon the puzzling issues of national identity, of historical change and continuity, of gender and the integrity of literary genres, the boundaries between text and context, and the underlying if overlooked conflicts between the postmodern critic's skepticism and a writer's belief in the transcendence of art and truth. To ...
From Admin to Strategy
Brings together findings from a number of sources to examine the reality of how the human resource function has had to change itself in helping organizations deal with change.
Employability and Employers
The approaches to employability being taken by United Kingdom employers were examined in a study that included three components: a literature review to develop a definition of employability and isolate its key elements; case studies of six organizations to identify employers' approaches to employability; and examination of related literature on lifelong learning and individual responsibility for career development. Four main elements of employability were identified. The first three are analogous to the concepts of production, marketing, and sales; the fourth element is the marketplace in which they operate. The following four approaches to employability were discovered: (1) explicit recogni...
Kirkpatrick and Beyond
Training is expected to make a difference, to change people, organisations, even the competitiveness of the UK. Evaluation is how we know whether it works, and the reality often is that we don't know. Despite growing levels of training evaluation at organisational level, much of it is conducted in a simple and unsophisticated way. Research urges practitioners to do more and to do it better. The literature is full of suggestions on approaches that regard the Kirkpatrick model as no longer adequate. This report looks critically at Kirkpatrick and the other models that purport to be significant improvements. It develops a model of the learning process to help underpin any approach to training evaluation, and reviews what we know about evaluation and the factors that affect training success.
Global HR
The HR function is having to adjust itself to the implications of the globalisation of business activity. This has meant adjusting its philosophy, policies and practices to fit new organisational imperatives, as well as creating its own refashioned service delivery model. Peter Reilly and Tony Williams's Global HR explores the key issues of building an international brand, culture and talent pool, whilst contributing to business and functional transformation, drawing on examples from multinationals in telecoms, fast-moving consumer goods, manufacturing, software, services and commodities. In doing so, they offer insights into managing people and businesses that no organization can ignore.
Personal Development Plans
Personal Development Plans are rapidly gaining in popularity as a tool for encouraging employees to think through their own development needs and action plan for their careers and skill development. This report, based on case study research of leaders in this field, gives practitioners clear descriptions of what PDPs really are, how they fit in with other HR processes and how they are working in practice. The eight named case studies include TSB, BP Chemicals, Marks and Spencer and Abbey National. The report also raises some wider policy issues and choices in using PDPs as part of a strategy of self-development.
