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| CONTENTS:- Vol.1. Managing Performance. Vol.2. Evaluating Training. Vol.3. Reward Management in Context. Vol.4. Developing Effective Training Skills. Vol.5. Appraisal. Vol.6. Organizational Performance. Vol.7. Job Evaluation. Vol.8. Motivation. Vol.9. Training Interventions. Vol.10. 360 Degree Feedback. |
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| Vol.1. Managing Performance:- Michael Armstrong and Angela Baron have tracked performance management processes over the last seven years and can demonstrate which ones deliver and which ones are duds. Their comprehensive survey reveals what leading organizations are doing to manage their employees performance and how they are delivering results. When you are asked what you can do to deliver improved performance, can you afford not to know what techniques work and which ones don't? With detailed illustrations from the real worked, and clear practical advice, Armstrong and Baron Show you how to improve your management of your organisation's employees' performance. Managing performance will help you: Design performance management processes that reflect the context and nature of the organization. Create supportive delivery mechanisms for performance management. Evaluate and continuously developed performance management strategies to reflect the changing business environment. Vol.2. Evaluating Training:- Training costs a lot of money. How do you know you're not wasting it? More importantly, how can you show your finance director that you're not wasting it? If you do not properly evaluate the training you provide for your organization, two things could be happening: If your training isn't meeting your business's needs, then not only are you wasting money now but you'll still be wasting it next year - if you're still there. If your training is really improving employees' performance, you have no way of proving it. Good training evaluation gives you the facts and figures you need to demonstrate the value you deliver to your organization and shows you where to concentrate your efforts to improve. Vol.3. Reward Management in Context:- This book is designed to offer an analytical approach t reward within balanced loot at theory and practice; it seeks to avoid a prescriptive view of reward and instead offers a critical approach to the subject area. Features: A variety of mini case studies and worked examples with analytical discussion points are included throughout the text. Worked examples and web links are also included. An analytical approach is adopted to encourage critical thinking. Vol.4. Developing Effective Training Skills:- A group of people is looking at you. They are waiting to start learning. If you are dull you will bore them. If you go into too much detail you will lose them. If you don't know your stuff you will lose their respect in seconds. What are you going to do? As a trainer you simply can't afford to be less than brilliant. The effectiveness of your training skills is what sets you apart from other trainers. If you are in-house trainer, delivering effective training gains you the respect that comes from the increased productivity that well-trained staff can deliver. If you are an external provider, you skill level is even more important: it is the difference between repeat business and an empty dairy. Tony Pont provides practical guidance and advice on all aspects of designing and delivering group training: everything from where to position the projector, through understanding how people learn and how groups interact, to evaluating and improving your delivery. Vol.5. Appraisal:- In this acclaimed book, Professor Clive Fletcher examines aims and objectives; the uses of appraisal in motivation, assessment and development; and the best methods of designing, introducing, monitoring and maintaining systems. Now, taking full account of the latest trends and research findings, he has added a major new chapter on 360 degree techniques and extended his coverage of diversity, competence-based interviews and training, and feedback skills. Real-life examples from a wide variety of organizations enhance the argument throughout. Invaluable sample material-an external assessment report, a self-appraisal from, appraisers' and appraisers' notes, an interview feed back from and evaluation questionnaires - completes an ideal introductory text. Vol.6. Organizational Performance:- Get the best from you employees with behaviors analysis and management! Organisational performance contains all the information you need to effectively manage your employees. Using the principles of behavior analysis, you will learn how to use training, how to determine criteria for performance appraisals, and how to establish leadership in the workplace. The single volume will give you the tools and techniques you need to reward positive employee behavior and correct undesirable ones before they become destructive habits. With its clear structure and helpful charts, tables, and figures, the Organizational performance is an indispensable management tool and an essential text for students of business. Vol.7. Job Evaluation:- This book is about how organizations determine pay levels and structures. In a sense, every person who makes decisions on how much people should be paid for the work they do, the degree of skill and competence required to do that work, and the contribution they make in their roles to achieving organizational purposes is a job evaluation practitioner. Conventionally, however, the term 'job evaluation' refers to the formal procedures used to determine the relative value or work of a job or role within an organization. Vol.8. Motivation:- Clearly, the ability to motivate others (and yourself) is crucial for top performance. At times it can seem like balancing on a tightrope - get it right and the reward benefit everyone; get it wrong and you can end up with low morale, poor performance and a badly disaffected workforce. What triggers motivation in one individual may have a negative effect on another. This major new book eliminates the hit-and-miss element by providing a comprehensive overview of motivational theory and its applications at work. Vol.9. Training Interventions:- An organization is a learning environment; training an intervention in an ongoing process. Yet effective employee development, responsive to changing business demands, is critical for organizational success. For this new fifth edition the authors have revised and updated the text to take account of the growing emphasis on self-managed learning and of NCVQ and competence-based assessment. The authors provide a critical overview of the national framework and draw out the fundamental issues and principles before discussing the practical details of needs assessment, and planning, implementing and evaluating training. The analyses to topical issues make it invaluable to practitioners wishing to keep up with developments, while the exercises, cases and suggestions for further reflection, discussion and reading provide a unique resource for continuing self-development. Vol.10. 360 Degree Feedback:- Traditional performance appraisal involves bosses assessing their staff. Yet the people who actually work with us - peers, subordinates, suppliers and customers - can often provide far more accurate and useful insights into our strengths, weaknesses and scope for development. Organisations tap into these vital sources of information through 360-degree feedback, a process originally developed by NASA to evaluate their space programmes. In this pioneering book, consultant Peter Ward - who introduced the technique into Tesco-explains its advantages over other assessment methods and offers detailed practical guidance on implementation. He examines in turn: 1. Where, why and how to adopt 360-degree approaches. 2. Designing, customizing or buying in questionnaires. 3. Planning, piloting and validating a new project. 4. Transforming raw data into effective reports. 5. Presenting the results and facilitating change. 6. Issues of confidentiality and the link with reward. 7. Lessons in best practice from leading organizations such as the AA, Arco, National Grid and total. |
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