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Author: Dr. John Sullivan
Copyright Date: 2002
Edition: First
Publisher/Location: Kennedy Information, Inc. Peterborough, NH
ISBN Number: 1-932079-01-7
Number of Pages: 199
Price of Book: $149.00
In this landmark work, Dr. John Sullivan proposes using metrics to make the business case for HR and to put HR in a leadership position in organizations. As a result of years of not being aligned with operations, HR has lost credibility among management. read full review >>
Review by : Gerry Fisher
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Author: Jane Bozarth
Copyright: 2008
Publisher: Pfeiffer
Location: San Francisco , CA
# of Pages: 388
Price: $50.00
ISBN-10: 0-787992-45-3
ISBN-13: 978-0787992453
Date of Review: January, 2008
Jane Bozarth, e-learning coordinator for North Carolina state government, wrote this book as a guide for educators (anyone from front-line managers to instructional designers) interested in creating effective online learning programs with limited time and resources and it is, indeed, an excellent tool for achieving very professional results with minimum effort. read full review >>
Review by : Beverly Barham
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Author: Robin L. Lawton
Copyright: 1993
Publisher: ASQ Quality Press
# of Pages: 17
Price: $47.25
ISBN-10: 0-873891-51-1
ISBN-13: 978-0873891516
Date of Review: February, 2008
Robin Lawton's book, Creating a Customer-Centered Culture: Leadership in Quality, Innovation, and Speed, is a recommended read for any state government employee and should be a definite read for a manager or supervisor. Lawton reintroduces the concept of customer service and customer satisfaction into the government setting in a fresh and meaningful way. His holistic approach to improving customer satisfaction is clear and easy to understand. read full review >>
Review by : Terry Hall
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Author: Dave Ulrich
Copyright: 1996
Publisher: Harvard Business School Press
Location: Boston
# of Pages: 281
Price: $35.00
ISBN-10: 0875847196
ISBN-13: 978-0875847191
Date of Review: January, 2008
This book urges human resources to redefine itself in terms of what it delivers rather than what it does. Human resources deliverables are categorized as strategy execution, administrative efficiency, employee contribution, and building capacity for change. This redefinition is necessary to respond to competitive challenges such as technological change, the need to build capability, the need to attract and retain competence and intellectual capital, and increased customer demands. Ulrich implies that, if these challenges are not met through delivering results, internal HR offices face outsourcing. read full review >>
Review by : Gary Wiggins
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Author: John Putzier
Copyright: 2001
Publisher: AMACOM
# of Pages: 188
Price: $17.95
ISBN-10: 0-814471-14-5
Date of Review: January, 2008
Cut through the theory! Skip the history lesson! Save the sales pitch and give me something new and practical that I can use, something that I can implement without spending a lot of money and getting tons of approvals. That's just what John Putzier does in Get Weird! 101 Innovative Ways to Make Your Company a Great Place to Work. read full review >>
Review by : Margaret Jordan
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Author: Ken Miller
Copyright: 2006
Publisher: Governing Books
Location: Washington
# of Pages: 124
Price: $24.95
ISBN-10: 0-87289-480-0
ISBN-13: 978-0872894808
Date of Review: January, 2008
Miller's book about performance management in government asserts that in order to radically improve government operations, we should first radically change our beliefs about three myths. The myths are that we don't make products, we don't have customers, and we are not here to make a profit. Miller says that beliefs are powerful; they drive our behaviors. It is only through changing our beliefs that we can change our results. read full review >>
Review by : Sherry Joyner
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Author: Judith Hale
Copyright: 2006
Location: # of Pages: 281
Price: $50.00
Publisher: PFEIFFER
ISBN-13: 9780787985349
Date of Review: December, 2006
This review originally appeared in Training Magazine and is reprinted with permission. See www.trainingmag.com.
The Performance Consultant's Fieldbook. Having recently attended a highly-touted, high-priced "performance consulting" workshop in which the standard solution was to have some meetings, and then maybe another meeting and a follow-up meeting (I kept thinking of the film Office Space's conference room whiteboard with its "Planning to Plan" flow chart), I was delighted to get my hands on Judy Hale's newly-updated version of her great 2002 publication. Heavily peppered with icons marking real-world scenario-based 'field notes', useful 'field tools', and quick-tip 'field techniques', the book is an encyclopedic resource of real solutions and, as the title says, is truly meant for use as consultants work in the field. read full review >>
Review by : Jane Bozarth
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Author: Dean R. Spitzer, Ph.D.
Copyright: 2008
Publisher: AMACOM
# of Pages: 288
Price: $29.95
ISBN-10: 0814408915
ISBN-13: 978-0814408919
Date of Review: March, 2007
This review originally appeared in Training Magazine and is reprinted with permission. See www.trainingmag.com.
Transforming Performance Measurement. It's amazing how often, at the very moment I am cogitating on some problem, the mailman arrives with a new book that addresses the very thing upon which I am cogitating. On this particular occasion I happened to be reading over an annual performance plan for an HR Manager, written by a busy-bee committee on "metrics", and wondering why it included as a target behavior — are you ready? — 100% retention of the organization's staff. Not desirable retention. Not retention after slug removal. But 100% retention. read full review >>
Review by : Jane Bozarth
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Author: Jack Phillips
Copyright: 2005
# of Pages: 286
Price: $34.95
Publisher: AMACOM
ISBN-13: 978-0814408537
Date of Review: January, 2006
This review originally appeared in Training Magazine and is reprinted with permission. See www.trainingmag.com.
Investing in Your Company's Human Capital. Here's another from Jack Phillips, moving from his prior work with training ROI to the broader realm of HR. Answering his own big questions (How much should we invest? Why should it matter? And what can we measure?) Phillips offers extensive ideas for helping HR move from a transactional function to a strategic partner. The book's strong points include exceptionally useful information on benchmarking, good criteria for effective measures (like "collectible", "controllable" and "interpretable"), and assessments of management support and commitment to a results-based HR function. And dispelling the myth of the "one best" practice, Phillips provides a wonderfully accessible guide to the qualities of "superstar" organizations. read full review >>
Review by : Jane Bozarth
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