Personaleledelse og HR-ledelse

This book volume crafts an exciting, original account on the changes and requirements on managing human resources within the context of the new normal. Chapters in this book report on current research on the key constructs and processes underlying the management of human resources, both on an organisational strategic level as well as an individual employee level. Chapters compare current research trends in terms of future potential directions for the management of human resources within the context of the new normal. The book also critically evaluates the relevance, applicability and utility of the research findings and theoretical premises in various classical, current and potential emerging issues for research and practice in the smart digital technological world of work for human resource management. This volume approaches the concept of managing human resources with the new normal working context from a number of different angles. The authors have categorized them as conceptualizing human resource management in the context of the new normal (Part I), the critical issues in understanding the dynamics of strategic human resources management (Part II), critical issues in understanding the impact of the new normal on the psychology of employees (Part III), and the impact of the new normal on individuals with special needs (Part IV). The book ends in Part V of the volume, with an integrated reflection and conclusion on emerging issues for research and practice. The primary audience for this book volume is advanced undergraduate and postgraduate students in human resource management, as well as scholars in both academic and new normal working contexts. Human resource management practitioners will also have an interest in this book volume.

Nous vivons de plus en plus dans un monde multiculturel, particulièrement dans les grandes villes du monde. Montréal ne fait pas exception à la règle avec plus de 30 % de la population de l'île de Montréal qui est né à l'étranger, ce qui représente plus de 130 nationalités différentes. Cette réalité participe à rendre les entreprises de plus en plus multiculturelles et à transformer la dynamique sociale et culturelle que nous y retrouvons. Une question vient spontanément à l'esprit: comment toutes ces personnes issues de cultures et de parcours différents arrivent-elles à coopérer au travail, à produire ensemble un bien ou à offrir un service de qualité?Le présent livre présente 15 cas d'entreprises montréalaises pour explorer cette question du fonctionnement des entreprises dans des environnements de travail très multiculturels. Comment des individus de cultures différentes arrivent-ils à travailler ensemble, à coopérer pour atteindre les objectifs de l'entreprise? Ces cas sont précédés de deux chapitres qui permettent de les analyser à l'aide des outils de gestion existants, particulièrement en management interculturel, et d'une meilleure connaissance du contexte montréalais dans lequel ils évoluent. Ils permettent de tirer certaines leçons sur la gestion de telles entreprises dans le contexte montréalais et d'autres, plus générales, sur ce type d'entreprise de plus en plus fréquent dans nos sociétés contemporaines.

This report characterizes legal, policy, practice, and cost implications of U.S. Department of Defense options to comply with a new congressional requirement allowing service academy cadets and midshipmen who become parents to retain parental rights.

Learn how to deal with difficult employee demands, what candidates actually think about recruitment processes, how to navigate layoffs, address the gender pay gap, and protect your time and wellbeing. People Ops is a collection of candid lessons, stories, and principles in leadership, people, and culture from startup environments. It reveals the hard truths and sometimes uncomfortable realities that we all know exist but struggle to articulate.For decades, business and HR leaders have struggled to navigate the complexities of managing people and teams within startups and scaling companies, instead relying on the broad rhetoric of management theory to tackle these challenges or leaning on their networks of leaders who have encountered these challenges before. In parallel, the HR industry has been undergoing a transformation with the growth of People Operations. It¿s a distinct field in HR that relentlessly focuses on engagement, culture, automation and putting people at the heart of all business operations. At the intersection of startups and people operations is an increasingly ambiguous business challenge for how startups can apply leading people practices to drive their growth, rather than in spite of their growth.People Ops is a tactical companion for business and People Operations leaders designed to support them in their roles, spark inspiration and challenge conventional thinking. It supplements author Patrick Caldwell's own experience across multiple startups with stories and examples from his network of investors, CEOs, Founders and C-Level HR executives.What You'll LearnLessons from a path walked building People Operations in a startup environmentUncomfortable truths around the complexities of managing people The key components of a People Operations strategy within a small businessWho This Book is ForThose in small-mediumsized businesses, especially startups, where the reader is in a position of responsibility for people and culture. They¿ll likely hold business leadership positions such as Founder, CEO, COO, VP and Director, or they¿ll be directly within the HR and People Operations space with titles such as CHRO/CPO, Head, Director, Business Partner or Advisor

The stories you tell are a powerful way to communicate your message and connect with your audience. They can help you to inspire and motivate, or they can make a lasting impression on the people you meet.In this book, you will learn how to: - Develop a compelling and memorable story that attracts your audience's attention in a way that leaves them wanting more. - Use storytelling as an effective tool for creating connections and building relationships with potential customers. - Identify the values at the core of your business or professional services practice and use those values to craft a simple narrative that resonates with your audience. - Use storytelling techniques to transform your business results. This book is your guide to the world of storytelling. It will help you discover the elements that make a good story, how stories are formed, and why some are more powerful than others. You will learn how to use these techniques to create your own compelling narratives, which can be used to build relationships with your audience, communicate ideas, or sell products or services.

Daily Time Sheet Log Book: An Ideal Gift for Family and FriendsWhether it's for streamlining payroll processes or managing project accounts, this logbook significantly enhances productivity and minimizes errors. It's equally valuable for personal use, assisting in the maintenance of a well-organized daily schedule.With its distinct design, this Log Book empowers you to accurately record the work hours of your employees on a weekly basis. Alternatively, leverage it to invoice clients based on the hours worked. In essence, it eliminates the guesswork from time tracking!

Introducing our SHRM CP Exam Prep 2023-2024: 450+ Practice Questions and SHRM Study Guide [3rd Edition]! Trivium Test Prep's SHRM CP Exam Prep 2023-2024 includes everything you need to pass the SHRM CP Exam the first time.Quick review of the concepts covered on the SHRM CP Exam2 full practice tests with detailed answer explanationsTips and tricks from experienced human resources professionalsAccess to online review questions and moreTrivium Test Prep's SHRM CP Exam Prep 2023-2024 is aligned with the official SHRM CP Exam framework. Topics covered include: Business Strategy and EthicsLeading and Communicating in the WorkplaceWorkforce Planning and ManagementTotal Rewards: Compensation and BenefitsEmployee and Labor RelationsLearning, Development, and EvaluationRisk Management The Society for Human Resource Management was not involved in the creation or production of this product, is not in any way affiliated with Trivium Test Prep, and does not sponsor or endorse this product. About Trivium Test PrepAt Trivium Test Prep, we understand that students need high quality, reliable test prep materials. Our test prep materials are developed by credentialed experts with years of experience who are excited to share their knowledge with you. We have resources available to assist in every step of your education - from high school, to college or the military, and even graduate school - everything you need to kickstart your career.

Learn how the best teams hire software engineers and fill technical roles.The Holloway Guide to Technical Recruiting and Hiring is the authoritative guide to growing software engineering teams effectively, written by and for hiring managers, recruiters, interviewers, and candidates. This print edition includes lifetime digital access to additional features and future updates at Holloway.com.Hiring is rated as one of the biggest obstacles to growth by most CEOs. Hiring managers, recruiters, and interviewers all wrestle with how to source candidates, interview fairly and effectively, and ultimately motivate the right candidates to accept offers. Yet the process is costly, frustrating, and often stressful or unfair to candidates.Anyone who cares about building effective software teams will return to this book again and again. Inside, you'll find know-how from some of the most insightful and experienced leaders and practitioners-senior engineers, recruiters, entrepreneurs, and hiring managers-who've built teams from early-stage startups to thousand-person engineering organizations.The lead author of this guide, Ozzie Osman, previously led product engineering at Quora and teams at Google, and built (and sold) his own startup. Additional contributors include Aditya Agarwal, former CTO of Dropbox; Jennifer Kim, former head of diversity at Lever; veteran recruiters and startup founders Jose Guardado (founder of Build Talent and former Y Combinator) and Aline Lerner (CEO of Interviewing.io); and over a dozen others.Recruiting and hiring can be done well, in a way that has a positive impact on companies, employees, and every candidate. With the right foundations and practice, teams and candidates can approach a stressful and difficult process with knowledge and confidence.Ask your employer if you can expense this book-it's one of the highest-leverage investments they can make in your team.

Drawing on theories of whiteness, stigma, identity formation and identity work, this monograph aims to explore the ways in which racial categories continue to structure the lives of professionals of colour in South Africa. Using a Bourdieusian lens, it draws on personal narratives of professionals in the fields of accounting, engineering and industrial psychology, examining how stigma and whiteness continue to constrain their identity development in the public, professional and personal spaces they inhabit.Examining the unique post-Apartheid situation of South Africa, this book will be valuable reading to scholars interested in the intersection of race, professions and organisation.

In unserer digitalisierten und vernetzten Welt hat sich die Art und Weise, wie Unternehmen Fachkräfte rekrutieren, radikal verändert. In den letzten Jahren hat sich das Social Recruiting zu einem unverzichtbaren Werkzeug entwickelt, um Talente anzuziehen, Bewerber zu identifizieren und den Rekrutierungsprozess effizienter zu gestalten.In diesem Buch tauchen wir in die faszinierende Welt des Social Recruitings ein und enthüllen die aufregenden Möglichkeiten, die es Unternehmen bietet, um ihr Team mit den besten Talenten aufzubauen. Wir werden die neuesten Trends, Technologien und Strategien untersuchen, die das Social Recruiting vorantreiben und einen tiefen Einblick in die Zukunft der Talentgewinnung geben.Durch die Nutzung von Social-Media-Plattformen wie z.B. LinkedIn, Facebook, Twitter und Instagram können Unternehmen ihre Reichweite erweitern und mit einer breiten Masse von Kandidaten in Kontakt treten. Wir werden erkunden, wie diese Plattformen genutzt werden können, um eine starke Arbeitgebermarke aufzubauen, potenzielle Bewerber anzusprechen und eine direkte Interaktion mit ihnen zu ermöglichen.Neben der Reichweite bietet das Social Recruiting auch einzigartige Einblicke in das Verhalten, die Interessen und die Fähigkeiten der Kandidaten. Wir werden untersuchen, wie Unternehmen diese Informationen nutzen können, um gezielte Kandidatensuchen durchzuführen, Bewerberprofile zu analysieren und die besten Talente für ihre Organisation zu finden. Darüber hinaus werden wir uns mit den Herausforderungen und Risiken des Social Recruitings auseinandersetzen, wie Datenschutz, Diskriminierung und Informationsüberlastung. Wir werden bewährte Verfahren und Strategien erforschen, um diese Hindernisse zu überwinden und sicherzustellen, dass das Social Recruiting ethisch und verantwortungsvoll durchgeführt wird.Begleiten Sie uns auf einer faszinierenden Reise in die Welt des Social Recruitings und entdecken Sie, wie Sie die Macht der sozialen Medien nutzen können, um Ihr Unternehmen zu transformieren und die besten Talente für sich zu gewinnen.

Stephen M. R. Covey, autor del longseller La velocidad de la confianza, nos propone en Confiar e inspirar una nueva y revolucionaria forma de liderar adaptada a los desafíos y necesidades del siglo XXI.Actualmente vivimos una crisis de liderazgo. Aunque nuestro mundo ha cambiado drásticamente, nuestra manera de liderar no lo ha hecho. La mayoría de las organizaciones, los equipos, las escuelas y las familias siguen funcionando con un modelo de «Mandar y controlar», basado en estructuras jerárquicas y la conformidad de las personas. No obstante, debido a la naturaleza cambiante del mundo, la mano de obra, el trabajo en sí mismo y las opciones que tenemos de dónde y cómo trabajar, esta forma de liderar ha quedado drásticamente anticuada.Stephen M. R. Covey ha hecho de la comprensión de la confianza en el liderazgo y las organizaciones el trabajo de su vida. En Confiar e inspirar, su libro más transformador, nos ofrece una solución sencilla pero audaz: pasar del modelo de «Mandar y controlar» al modelo de liderazgo de «Confiar e Inspirar». La gente no quiere que la dirijan; quiere que la guíen. La nueva forma de liderar parte de la creencia de que las personas son creativas, colaboradoras y están llenas de potencial, y el líder que necesitan es el que les inspira a convertirse en la mejor versión de sí mismas.Confiar e inspirar exige un cambio radical en la forma de dirigir en el siglo XXI, y Covey nos muestra cómo hacerlo.

The diary of Phindangene Mzwakhe ka Madi I PhindaMzwakhe MadiEnthralling leadership secrets from another age, another empire...Prof Phinda Madi's journey into the rich heritage of Africa's history unearths the dramatic truth of remarkable leader's victories and ultimate defeat. Shaka's story is heroic and inspiring. Madi brings it to life with a rich flowing narrative filled with imagery and drama which makes for a very pleasant reading experience.What's more, by telling the full story of a real-life career of leadership-with its strong points and its weaknesses-Madi highlights essential and universal truths of good leadership. He translates Shaka's secrets into ten valuable leadership lessons in this modern world, namely: Build a sense of missionMission is more important than conventionTo be a conqueror, be apprenticed to a conquerorLead the charge (from the front)Build a fanatical teamGo where angels fear to treadBe a good strategist (or get one)Know the battlefield (better than the enemy)Be obsessed with world-class technologiesNever believe your own PRLeadership lessons from emperor ZULU SHAKA the great will provide you with the skills and insight toapply these leadership principles to maximise.

Mentoring er et udviklende samarbejde mellem to mennesker, hvor begge parter kan opnå ny læring og personlig vækst.I organisationer kan mentorprogrammer bidrage strategisk til udvikling, fællesskab og sammenhæng. Samtidig får deltagerne – mentorer og mentees – et fortroligt, fælles læringsrum medfuldt fokus på deres læringsønsker. Mentoring tilbyder en unik ramme for at skabe relationer og læring mellem mennesker med forskelligt erfaringsgrundlag. Mennesker, som ellers næppe ville have åbnet sig for hinanden.En vigtig pointe i denne bog er, at både mentor og mentee kan vinde ved dette møde, og dermed punkteres den traditionelle forestilling om, at mentor sidder inde med alle svarene, sommentee mangler.Kort & godt om MENTORING giver baggrundsviden og konkrete anbefalinger til, hvordan mentorprogrammer igangsættes, drives og evalueres. Bogen henvender sig bredt til alle, der interesserer sig for mentoring – ledere, specialister, medarbejdere og HR-ansvarlige – og til dem, som gerne vil have en mentor, blive mentor eller allerede indgår i en mentor/mentee-relation.