Book Description

The definitive resource for anyone developing and launching evaluation programs in organizations.

From new product launches to large-scale training initiatives, organizations need the tools to measure the effectiveness of their programs, processes, and systems. In Evaluation in Organizations, Darlene Russ-Eft and Hallie Preskill integrate the most current research with practical application to provide the definitive resource on organizational evaluation for managers, human resource professionals, and students and teachers alike. From designing surveys and interviews to analyzing data to communicating results, the authors present a systematic and rigorous approach to conducting evaluations and using them to foster learning and enhance performance at all levels. ... Read more

Reviews (2)

Excellent "how-to" book on corporate evaluation
Russ-Eft and Preskill have produced a first class book on evaluation that will be a constantly used reference on the bookshelf of any trainer, performance technologist or change agent who buys it. They begin with the history and theory of evaluation, presented in a very readable manner. Even their statistics section is easy to follow and apply!The section on the design and implementation of evaluations is packed with job aids, easy-to-apply tools and techniques, and guidelines on everything from running focus groups to sampling procedures. As a corporate evaluator I have been waiting for a book with this broad but in-depth coverage for years. Every aspect of the work of the evaluator is covered, and it is clear that the authors are both personally experienced in this field as well as widely read in the evaluation literature. Preskill and Torres' Readiness for Organizational Learning and Evaluation Instrument (ROLE) is generously included with instructions on administration and scoring, as well as an extensive bibliography for those who want to dig deeper into the subject of evaluation.This book is a must for those who are seriously committed to assessing the effectiveness and impact of interventions in organizations.

Cohesive, Comprehensive, and Cost-Effective
The subtitle correctly indicates what Russ-Eft and Preskill's primary objective is: To present and explain "a systematic approach to enhancing learning, performance, and change" throughout any organization, regardless of size of nature. They succeed brilliantly. The material is presented as follows:

Part I:Background and Context of Evaluation (Defining Evaluation; The Evolution of Evaluation; Evaluating Learning, Performance, and Change Initiatives; and The Politics and Ethics of Evaluation Practice)

Part II:Designing and Implementing the Evaluation (Focusing the Evaluation; Selecting the Evaluation Design; Choosing Data Collection Methods; Observation and Archival Data; Surveys and Questionnaires; Individual and Focus Group Initiatives; Sampling; and Analyzing Evaluation Data)

Part III:Maximizing Evaluation Use (Communicating and Reporting Evaluation Activities and Findings; Planning, Managing, and Budgeting the Evaluation; Evaluating the Evaluation; and Strategies for Implementing Evaluation in Organizations)

The authors then provide a comprehensive audit mechanism (with specific directions) in an appendix to the three-phase system: "The Readiness for Organizational Learning and Evaluation Instrument (ROLE)" developed by Hallie Preskill and Rosalie T. Torres. For those in need ot supplementary resources, a substantial References section is also provided.

Here is a brief excerpt: "Evaluation can be viewed as a catalyst and opportunity for learning -- learning what works and what doesn't work, learning about ourselves and the organization, and learning how to improve what we do in the workplace. As such, it can provide new understandings and insights into our programs, processes, products, and systems. Furthermore, evaluation can provide us with the confidence with which to make decisions and take actions that ultimately help employees and organizations succeed in meeting their goals." The authors agree with countless others that the future success of organizations will be dependent on their ability to build core competencies within a context of collaboration. They suggest that to develop support for evaluation as a knowledge-creating enterprise, "we must create a market for it. If we think about evaluation as a means for learning and attaining knowledge, then it becomes integrated into every organizational effort --from product development to program design to process reengineering to systemic change." They then suggest seven specific strategies when introducing or expanding evaluation practice. Throughout the book, they also include 60 Figures (e.g. "Guiding Principles for Evaluators") and three Tables (e.g. "Typical sections and contents of comprehensive written evaluation reports").

Who will derive the greatest value from this book? Obviously, decision-makers in organizations in need of "enhancing learning, performance, and change." Presumably that includes all organizations. Also, I highly recommend this book to allconsultants now involved with organizations which have the same need. Presumably that includes all of their clients. Finally,I think this book will of immediate interest and eventual benefit to anyone who has only recently embarked on a business career. They will soon realize (if they have not realized it already) that the nature and extent of what they learn, how well they perform, and how effectively they initiate or respond to change will determine the nature and extent of their career success.

With the possible exception of Peter Drucker, no single source can possibly serve all of the needs of any one organization. For that reason, to those who read this book, I presume to recommend a few others: Fitz-enz's The E-Aligned Enterprise and The ROI of Human Capital, Maister's Practice What You Preach, O'Toole's Leading Change, Senge's The Fifth Discipline and The Dance of Change, Katzenbach's Real Change Leaders, O'Dell and Grayson's If We Only Knew What We Know, and just about anything written by Warren Bennis. ... Read more

Book Description

This market-leading Payroll Accounting text/workbook illustrates the calculation of payroll, payroll taxes, and the preparation of records and reports that form the foundation of a payroll system. ... Read more

Book Description

In this thoroughly updated edition of his classic book, Hargrove introduces you to Masterful Coaching, the method, Hargrove draws on his in-depth experience of coaching leaders at all levels gained since writing the first edition. The book provides guiding ideas, tools, and methods that will empower you on your own journey to Masterful Coaching. You will learn to empower people to transform who they are as leaders and at the same time their ability to produce results that were previously considered impossible by applying triple loop learning. This is about ripping the blinders off so that people see that who they are, the goals they set, and the plans they make, and actions they take are often part of historical winning strategies that are the source of their past success but that limit them from achieving what's possible or playing a much bigger game.

... Read more

Reviews (17)

This Book Makes A Difference
Mr. Hargrove has made the concept of "transformational learning" understandable in this well written and concise text. Masterful Coaching describes a process of thinking and coaching that leads to "being" versus "doing".

As a facilitator for a company that delivers adventure-based outdoor team building seminars, I was looking for a guide to help me make a real difference for my corporate clients; this book provides a structure for coaching that can have a profound and lasting impact.

My personal experience of participating in "transformational learning" seminars delivered by the Landmark Education Corporation, leads me to suggest that the maximum value of this book can be realized not just by reading, but by actually participating in a seminar or training program that gives one access to a trained "transformation coach". It was only after experiencing the distinctions of transformational learning on a personal level that I became effective at coaching others in transformation.

Transformational Coaching with the Enneagram
In his book, Masterful Coaching, Robert Hargrove distinguishes between "incremental learning" (single-loop), "reframing" (double-loop learning), and "transformational learning" (triple-loop). These distinctions (based on the original work of Gregory Bateson, and extended by Chris Argyris and Peter Senge) are important in business settings. Most development work with executives takes place at the incremental level (helping them to embody new skills and capabilities), sometimes at the level of reframing (challenging them to reshape their patterns of thinking), but seldom at the transformational level (creating a shift in context or point of view about themselves--a process I have referred to elsewhere as "stepping into a parallel universe"). My approach to working in organizations has been to incorporate the Enneagram with existing organization development, change, and leadership theory and practice. In consulting with and creating development plans for hundreds of executives, and working with numerous teams in organizations, I've had the advantage of observing all nine Enneagram types in a variety of business settings. And I have found the Enneagram to be the most powerful system for moving my clients to the level of reframing and sometimes to the transformational level.

Every coach should read this book!
In the last ten years since I started coaching managers and leaders, I have read almost everything out there on the subject. This book stands out! The distinctions Hargrove makes about coaching provide clarity, while being very useable and transferable to others. He also writes in a very readable style, and balances profundity and humor to get his points across. Some points that I found especially useful were:

How to generate a powerful coaching relationship by clarifying what each person needs to bring to the party. I found this extremely helpful in re-igniting an ebbing coaching relationship.

Hargrove writes that a leader needs to "be the source" of their impossible future or what it is that they want to create. He shows how to coach someone to do this.

Thinking drives behavior. Hargrove provides clarity and examples on how to coach people in a more profound and deeper way than the usual tips and techniques that novice coaches give.

Hargrove also writes about getting feedback for the coaching client by doing interviews rather than using the typical 360 degree feedback forms. He says, "If more than one person calls you a horse, saddle up!"

I recommend this book to coaches, managers and leaders who want to up the level of their game.

Fantastic revision of an already great book!
I found Hargrove's book inspiring, insightful, and useful. I had read his first book - which was pivotal for me in creating my own coaching business-- and have found that he has taken this work to another level-a very compelling, as well as easy read. The two parts that I found most applicable to my own coaching clients were his step-by-step approach to coaching executives and the part on creating a "laboratory" that fosters collaboration within a group. I was able to bring these principles to a client who was wowed by what we were able to generate for her business. I would recommend this book to any coach, internal and external to a company, as well as to any leader who wants to create an "impossible future."

An Excellent Guide Through the Field
Coaching has become a great buzz word. Everyone has or is a coach. I've wondered for years what coaching is really about. And now I understand. Any good professional - therapist, consultant,lawyer, clergyman, doctor, accountant - must spend part of their time moving clients from A to B. "Masterful Coaching" let's you know how to do that in a thoughtful and thorough way. Thank you Robert.

PS: Though many people don't like Werner Erhardt the person, the organization he built, and his marketing/sales tactics let's not throw away the fundamental soundness of the tools he shared. ... Read more

Book Description

This thorough test preparation guide is an ideal tool for human resources professionals preparing for certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR). It is the only guide prepared by the Human Resources Certification Institute (HRCI), the certifying body for these exams. A topical outline of the body of knowledge of human resource management, from which the certification examinations are drawn, is featured. Also covered are methods of exam preparation, and a practice exam, bibliography, and reference lists are included. ... Read more

Reviews (3)

Not a study guide at all
This book contains a 125-question practice exam, with answers and rationale behind the answers for each question.Most other information in the book can be obtained from the HRCI website, without buying a book.It is worth buying for the practice exam (taking the HRCI practice exam online costs $45), but not as anything other than a practice test.

Excellent Resource for PHR/SPHR Certification
I used an earlier version of this manual as a guide to study for the SPHR examination. That's exactly what this manual is: a guide to help professionals in human resources to pass the certification examination.

As a tutor assisting other professionals prepare for the examinations, I use this guide as a the template to assist each candidate to make a personal study outline. The practice examination has questions that are in the same format as the actual examination. My suggestion for prospective credential candidates is the take the test, study the topics in the guide, then take the test again. Carefully examine the percentages listed in each topic category and pattern your efforts accordingly.

While this guide is not a cure-all, it is a great resource. It is a light on the path to certification. Walking along this path takes hard work.

Waste of money!
All this is the instructions and qualifications for how to get PHR or SPHR certified.I did not find it helpful at all for the price!It does give a practice quiz (yes, just one) which I suppose is helpful but I would just go ahead and order prep materials and use those.If you are nervous about standardized tests then I guess it's somewhat helpful because it goes in to how to take them and alotting your time...but if you are well-seasoned in them or any testing (as I am) then I would say don't bother. ... Read more

Book Description

Incentives are the most powerful tools executives can use to improve worker performance. This is particularly true in today's empowered workplace, where incentives can ensure that workers apply their initiative toward company goals. Now, in this groundbreaking book, Richard McKenzie and Dwight Lee show how to select the right incentives and how to use them for best results.

Generously illustrated with examples from business, industry, government, academia, and professional sports, this superb volume offers a comprehensive overview of incentives, both in theory and in practice, providing a wealth of ideas managers can use to get employees to work harder, smarter, and more cooperatively. Much of the book is quite eye-opening. For instance, while McKenzie and Lee recognize that money is the prime motivator, they urge managers not to overlook the power of non-monetary incentives, carefully evaluating such motivators as fringe benefits, psychological incentives, education, and training. And they examine a host of other issues, including how to take advantage of executive "overpayment" to increase profits; the limits of piece-rate and other pay-for-performance schemes; finding the right balance between current pay and a more generous pension plan; the value of tough bosses; and hostile takeovers as a form of managerial incentive.

How workers are rewarded is often more important than how much they are rewarded, say the authors. The job of good managers is getting the incentives right. Managing Through Incentives shows managers how to apply proven motivators to help any size firm energize the work force, increase its profits, and meet the awesome challenges of today's fiercely competitive global economy. ... Read more

Reviews (3)

Proviides a roadmap to technical workforce management
I've been a strong, but frustrated, proponent of the P-CMM since its inception. This book goes well beyond the original SEI documentation by thoroughly describing the rationale behind the CMM and making a strong business case with respect to the tangible and intangible benefits that accrue from implementing it.

This book contains something for managers, particularly upper management who needs to not only endorse the P-CMM, but also need to commit to it and sponsor it in order to make it happen. The chapters of the book that apply to them are:
1 -The Process Maturity Framework, portions of 5 - Interpreting the People CMM (Organizational Factors, and commitment and Ability to Perform), and 7 - Experience with the People CMM).

For technical line managers the entire book will be relevant because it covers the reasons, structure and key process areas in great detail. In addition, once a P-CMM initiative is given the go ahead, the implementation team and all primary stakeholders will also benefit from large portions of the book because it also covers implementation issues and an approach in detail.

Overall, this book presents a maturity framework that contains goals for any organization that understands the relationship between the morale and management of a technical workforce and the resulting impact on the business bottom line. I'll go so far as to state that if this book is followed and a successful implementation of the P-CMM results, attaining the corresponding level of the SW-CMM will be relatively effortless.

Hope this finally catches on
In the seven years since the 1995 release of the P-CMM, version 1 I've not encountered any sincere effort by any US client to implement the process. My personal theory is that the P-CMM was little known outside of the software engineering community, especially the DoD-related community, when it should have received wider dissemination to human resources and higher-level management. This book from a mainstream publisher should change that. With respect to the model itself, the previous reviewer has done a remarkable job of describing the model and how this book supports it. I have a few additional notes to add:
(1) This book is about version 2, which corrects some flaws in the first version which had team building at level 4. In the version, 2, described in this book team building has been placed at level 3.
(2) Another change from version 1 to version 2 is the alignment of the P-CMM to the CMMI, especially with respect to integrated product and process development.
(3) Version 2 adds institutionalization goals to each process area.

If you have previous experience with the older versions of P-CMM, or CMM-SW, or the newer approaches as set forth in later versions and CMMI, you'll note that there are two implementation models: staged and continuous. The staged approach is the only supported implementation for P-CMM version 2.

The book goes into extraordinary detail about the P-CMM and how to implement it. You can easily use this book as a roadmap to achieving levels 2 through 5 of the P-CMM, or as a resource for improving the people part of the people-process-technology triad that defines IT. As such you need not have certification as a goal to gain value from this book. If you do decide to pursue certification at level 2 or higher, however, I strongly recommend that you also get a copy of Kim Caputo's 'CMM Implementation Guide'. That book, while focused on implementing the CMM-SW, contains sage advice and a sound approach to dealing with the real problems that you'll encounter: organizational inertia and resistance, training and implementation issues and obtaining they key ingredient - commitment to perform.

People was the missing part of the SEI's models, no longer
The software development is an activity that involves both social and engineering aspects, addressing the problem with this in mind, in an holistic way will deliver much better results that doing it partially. The People CMM address the human side of software development and completes the engineering side that at the three levels, Organization, Team, and Individual are covered by SW-CMM, TSP and PSP.
The book is divided in three parts, the first one gives the reader a clear understanding not just of the model but the principles that define it. Also very valuable are the briefs of the case studies and specially the first chapter "The Process Maturity Framework" is very helpful to understand the basics of all the CMM's.
The second Part describes the practices that are part the People CMM in a very detailed way, these practices are not any thing new , the real value of the model is defining a framework in which these practices really will deliver sustainable results, thus we may say the whole is larger than the simple sum of the parts, finally the third part, the Appendices, provides a lot of information to support the practioneer.
Definitively this book is for any body involved in a software process improvement programs that wishes to obtain better and lasting results. ... Read more

Book Description

Reflecting contemporary political and managerial realities, this book provides a comprehensive exploration of the values, conflicts, political processes, and management techniques which provide the context for personnel administration in the public sector.A five-part organization covers an introduction to the world of public personnel management, planning, acquisition, development, and sanctions.For human resources personnel—especially managers. ... Read more

Book Description

Almost everyone has experienced the hurt and frustration of not feeling accepted, of being perceived as "different" and not fitting into the group. People who have good ideas that differ from conventional wisdom are often ignored or criticized for the very thing that makes them valuable to the organization—their creativity. Innovation often comes from the most unlikely places, and people in organizations need to break out of their "penguin suit thinking" to create a climate where new ideas can flourish.A Peacock in the Land of Penguins brings to life the challenges of birds of different feathers trying to work together through the engaging story of Perry the Peacock and the other exotic birds who struggle to be themselves in the conformity-minded Land of Penguins. This delightful fable humorously and memorably illuminates the importance of understanding and embracing the full range of perspectives that people bring to bear on their work.This expanded edition is enhanced with practical new tips, tools, quizzes, strategies, checklists, and resources for "teaching penguins to fly," including: o A Penguin’s Guide to the Care and Feeding of Peacocks o Positive Penguinship: What Peacocks and Others Can Learn from Themo Avoiding Penguin Paralysis o How to Tell if You’re Becoming a Penguino Recognizing the Quack: A Guide to Penguin-Speako Case studies of how companies such as Kellogg, Chevron, and Chase Manhattan Bank have used the fable and its tools to transform themselves into places where employees feel fully self-expressed and appreciated. ... Read more

Reviews (2)

Dealing with corporate culture in "bird-style"
As I grow up to involve with more complex problems, a mean to solve or just demonstrate the problem becomes simpler -fables or parables. Many parables came out. Mostly are "change-and-corporate" and "animal-related". Ranged from monkey (The One Minute Manager Meets the Monkey, 0688103804), mouse (Who Moved My Cheese?, 0399144463), Fish! (0786866020), frog (Eat That Frog! 1583762027), and now it is the time for bird, peacock and penguins.
This book is about corporate culture (Penguins) and how to deal with the culture (by exotic birds, including a peacock). It is quite boring at the beginning and I found it's interesting about 1/3 of the book. After 1/3 of the book I keep debating myself if I should follow the penguin's rules or be an exotic bird. The author did good job to keep reader figure out what the story should go to.
The weak point of this book comes into 3 issues, book organization (after first half), the application parts (tip and trick), and theory behind story. After those exotic birds found Land of Opportunity, I feel like the author couldn't figure out how to end a story nicely. The author adding the tip &trick parts, which I found it's too mundane to add to this kind of elegant book, can also support this statement. Unlike other animal-parable story, this book has no principle to deal with the situation. Although it's not wrong, but if the author just rewrites the book with philosophy focused on other exotic birds' theory, it would make this book billion copies sold.
I recommend this book to the new comers who join century-found corporate. However, please read with warning and find other support books, such as Fish!. Otherwise, you will end up with another frustration experience as you're facing now.

Great Resource for Diversity Training
I am an attorney practicing labor and employment law and have used this book in diversity training. It is the best I have read, and believe it conveys the benefits of diversity in a simple and easy to understand way. All levels of employees, from rank and file to top executives, can (and in my experience do)relate to its message. ... Read more

Book Description

Global business demands and new technologies have created a virtual workplace for many companies, with employees and teams routinely collaborating from distant geographical locations on the road, from home, at client sites—even on the other side of the globe. The Distance Manager provides practical information and tools to help managers bridge the communication gaps created by geographical separation, and get peak performance from employees they rarely see.This handbook is perfect for sales managers, project team leaders, senior managers, and anyone who manages people at more than one location. Key topics include:
• Using e-mail, teleconferencing, and videoconferencing for maximum effectiveness
• Mastering the people skills required to manage from a distance
• Virtual team building, and strategies for managing multiple locations ... Read more

Reviews (2)

Highly Recommended!
Kimball Fisher and Mareen Duncan Fisher document the special skills needed for the new but increasingly common task of managing far-flung work groups. The approaches that they examine are becoming increasingly essential for all managers. Although they explore relevant technologies carefully, their human relations advice is probably more important. The Fishers emphasize the interpersonal and leadership skills that a manager needs to head a virtual team. If you read this book cover to cover, it can seem repetitive, since many of the rules and tips offered in one area overlap with those in other areas. However, the book is designed to allow you to review specific management challenges and technologies, and to ignore areas that are irrelevant to your situation. We [...] recommend this clear, practical work to anyone who leads virtual teams and to the telecommuters and freelance workers who report to them.

Ideas on Distance Management
This book presents a new approach to managing people from distance. It also gives clear examples and cases. This book is a must for managers who control their team from distance, either nationwide or global-wide. ... Read more

Reviews (1)

Great book
This book does a great job of helping you answer the most difficult type of interview questions, behavioral interview questions. As a training manager, who trains managers and executives on behavioral questions, I feel I am qualified to say this book works.

This book is a wonderful resource especially if you know what type of job you want. If you do not know what type of job you want you may want to read, "How to find your dream job and make it a reality," which by the way is a job hunting classic. Of course, there other books, but this one is my favorite.

Read this book, and practice for your job interviews and you will be successful in your job hunt. ... Read more

Book Description

* A comprehensive study guide providing pilots the answers they need to excel on their technical interview
* Features nearly 1000 potential questions (and answers) that may be asked during the technical interview for pilot positions
* Wide scope--ranges from light aircraft through heavy jet operations
* Culled from interviewing practices of leading airlines worldwide
* Includes interviewing tips and techniques ... Read more

Book Description

Competition for skilled employees is fierce! This book provides comprehensive, practical advice to employers to get and keep the people they need.

It covers such vital topics as what workers want--including a sense of making a real impact in their jobs and getting learning opportunities; why workers leave--sometimes just because they can (it's so easy to find a new job), often because they feel undervalued or bored where they are; and what best-practice companies are doing to attract and retain the talent necessary to remain competitive.

Expert Diane Arthur discusses:
* Both traditional and new strategies, including a huge array of special incentives and perks
* Online recruiting via sites like Monster.com or a company's own Web site
* Successful programs from Cisco Systems, Bank of Boston, Eli Lilly, McDonald's, and dozens of other companies, including many small firms
* Competency-based recruiting and interviewing, contingent workers, telecommuting and other alternative work arrangements, future trends, and more. ... Read more

Reviews (1)

A Truly Great Challenge
I cannot think of a greater challenge to organizations today than to find, hire, and then keep peak performers. This is one of two books which I have just read. Both suggest excellent strategies and tactics to meet this challenge. (The other is authored by Harry E. Chambers.) But what if an organization now has few -- if -- any peak performers? Obviously, it must develop them. How? In Hidden Value, O'Reilly and Pfeffer explain how great companies achieve extraordinary results with ordinary people.

You can also hire them. In my opinion, one with which Arthur may agree, organizations must be constantly, indeed aggressively involved in recruiting all the time. That is to say, at least decision-makers must be identifying "the best and the brightest" workers employed elsewhere. Perhaps there is no need for them now. Even so, it is important to know who they are, to establish contact with them, and then stay in touch.One CEO I know has a simple but very effective strategy. Whenever she encounters someone who makes a highly favorable impression on her, she offers her business card. "I know you are very happy where you are now. That's great. And frankly, we do not have a suitable position available at the moment anyway. However, if you ever think about making a change, please give me a call. I'd really like to hear from you." Perhaps 18-24 months later, that person calls her.

Arthur organizes her material within 11 chapters, ending each with a summary of key points. She then provides two especially informative appendices: "Employee Benefits Glossary" and "Legal Issues." Her advice on using an outside source (e.g. an executive recruitment firm) to help generate and screen candidates will be most beneficial to larger organizations. However, almost all of the other material will be of substantial assistance to any organization, regardless of its size or nature. All by itself, Chapter 6 is worth the cost of the book. In it, Arthur offers a wealth of suggestions concerning competency-based recruiting and interviewing, correctly stressing the importance of first establishing a solid pre-recruitment foundation, one which takes into account questions such as these which anyone involved in the interview process should be prepared to answer fully:

1. Am I thoroughly familiar with the qualities being sought in an applicant?

2. Are these qualities both job-related and realistic?

3. Can I clearly communicate the duties and responsibilities of this position to applicants?

4. Am I prepared to provide additional relevant information about the job and the company to the applicant?

In other words, whenever a position becomes available, take full advantage that opportunity (a) to determine whether or not it should be filled and (b) if it must be filled, to identify job-specific competencies (prior to recruitment) and other factors which are necessary for success. In Chapter 7, Arthur includes Exhibit 8-1 which lists and briefly discusses "Reasons for High Turnover." For those organizations which have a problem with employee attrition, Arthur suggests a number of probable causes. In fact, I think all of the "exhibits" are informative, as with chapter summaries helping the reader to focus on key points which can easily be reviewed later. I also highly recommend Exhibit 11-1 in the final chapter which lists and briefly discusses 20 "Future Job Projections"; Arthur also includes Web sites which offer additional information about each, such as "workplace concierge" and "corporate anthropologist." Good stuff indeed.

Arthur's expert guidance can help any organization to formulate or refine a cohesive, comprehensive, and cost-effective system by which to recruit and then retain the people it needs.Obviously, I think highly of her book. However, given the importance of the issues it addresses as well as the serious implications of decisions which must be made, I strongly recommend that several different sources (including hers) be consulted. Amazon.com identifies a number of possibilities; those who review them can assist the selection process. ... Read more

Amazon.com

Culture. We blithely use the term for just about anything--a vibrant culture, a dominant culture, a corporate culture. But do we really know what we're saying, what culture really means? Or do we most often assume that the term is just a convenient way to group those with a common purpose or goal and a method for achieving it?Isn't a corporate culture, for example, just "the way we do things around here"?

No, it's not. In The Corporate Culture Survival Guide, Edgar Schein reveals how that's merely the tip of the iceberg, an iceberg that managers ignore at the peril of their company's future. Underneath lies the much-harder-to-grasp "essence" of the company, the "learned, shared, tacit assumptions on which people base their daily behavior." These assumptions are learned over time and in different internal and external environments, becoming, as Schein puts it, the "residue of success." As these assumptions influence all aspects of how a company functions, discovering their nature and cause is vital to the success of any new organization-wide venture or strategy. In the second half of the book, Schein illustrates how, using this knowledge, a company's culture can be deliberately created or changed. Supported by numerous case-study examples, his advice is pertinent to startups, mature companies, and blended organizations.

If you're the type of manager that needs a quick-fix solution, with simple catch phrases and an easy Five Step Program to Success, this book is not for you. Nor are the benefits to be gained from acquiring the depth of knowledge and insight needed to understand, work with, and transform your corporate culture. Using intelligent, lucid prose, Schein provides this kind of insight and more; he tells cautionary as well as inspiring tales of what this insight can mean for your company, and offers useful suggestions for putting knowledge into practice. --S. Ketchum ... Read more

Reviews (9)

Outstanding!
Like all of Edgar Schein's books, this contains extraordinary insight. I am recommending this to all of my clients.

Dr. Michael Beitler
Author of "Strategic Organizational Change"

The corporate culuture survial guide
This book summarize the content of corporate culture very good and provide me with culture concept.

Insightful!
Edgar H. Schein provides an excellent conceptual explanation of culture in general and corporate culture in particular. He shows how cultures arise and explains why it is so hard to examine and change an embedded culture. He also lays out practical plans for assessing culture. These plans are not simple or easy, but they promise great reward if carefully followed. Case studies illustrate the concepts and show how corporate problems can be seen in terms of culture. The first half of the book, which lays out the concepts of culture, is especially clear. The second half, which examines cultural issues in various kinds of organizations, uses more jargon and is a bit murkier. Overall, we [...] recommend this book as especially useful for anyone dealing with change, be it moving to a new organization, considering or coping with a merger or acquisition, or even planning to work with people from another group, company or background.

With all thy getting, get understanding
What an absolutely brillant book!

How many people do you know spend time agonizing over something said or an action taken by someone in Senior Management ? How many people do you know who spend time wrestling with stated "values" in light of mixed messages from members of Senior Management ?

Vex no more! Mr Schein does an fantastic job helping readers change their thought paradigms. How often do books like this come around ? IT is a classic, add it to your library which should already have Drucker, Juran, Deming, Crosby, Weinberg, Maxwell, Covey and Nadler works. Some may find this a bit difficult to read, but endure, focus your thoughts and reap the enormous benefits!!

Must read about corporate culture
A very practical, useful reference about corporate culture. This reference should be in the libraries of all corporate types. Helps you understand and work with corporate cultures.

As one interested in corporate culture, a must read in this subject is The Management Masters Series first book Corporate Culture. Check it out directly at their website at Managementmasters.com. ... Read more

Book Description

This all-new edition of Web-Based Training is filled with practical charts, tables, and checklists that shows you how to design winning training programs for delivering instruction on the Web. Well grounded in the time-tested principles of great instructional design and adult education, Web-Based Training takes a step back from the whirlwind of technical guides and offers a extensively-researched handbook. For everyone seeking to learn more about the subject, Driscoll gives you illustrative examples from a wide range of organizations large and small and the book's CD-ROM contains a strategic presentation with eighty slides and has helpful links to the World Wide Web.

... Read more

Reviews (1)

Must-buy for 'Pedagogist-Technologists'
The people in the e-learning industry could be divided largely into three camps - the Pedagogists, the Technologists and the Pedagogist-Technologists (people who bridge the two apparently divergent worlds). :-)

IMHO, Dr Margaret Driscoll is a Pedagogist-Technologist - a wonderfully excellent one! After ploughing through dozens of good and not-so-good books on e-learning, I find this book (which I borrowed from a campus library) a treasure trove. I strongly recommend this book to any serious e-learning practitioner (novice or experienced) who is looking for succinct and practical information, as well as pedagogically and technologically sound tips - this book is loaded with summaries, templates, worksheets, and more. ... Read more

Book Description

Provides a comprehensive overview of sources of corporate risk and major control measures.
* Identifies risks inherent in corporate payments systems.
* Shows how to assess credit risk, develop policies, and control the entire risk management process. ... Read more

Reviews (1)

Helpful Primer on Managing Payment System Risk
Experienced financial professionals with years of practical operating experience wrote this recently published book. Therefore, it is not surprising that this book methodically covers the principal payment systems (checks, ACHs, wires and global transfer systems - CHIPS and SWIFT), their basic workings, risk, and how to manage those risks. The subject matter of this book is critical for corporate financial managers - CFOs, Treasurers, Cash Managers, Controllers - as well as bank operations officers, and bank and corporate auditors.

Since check fraud is currently a $10 billion a year problem an entire chapter is devoted to checks, their characteristics, the prevailing regulations, the risk parameters, and how to manage that risk including using internal controls, bank controls, check stock controls, and positive pay controls.The authors warn corporations that they should be alert to "gross negligence and willful conduct clauses" in bank agreements which may put undue and unnecessary risk on them.

Wire transfer, defined to include FedWire, CHIPS and SWIFT, are covered in two chapters.The first chapter covers the transfer from the originating bank to the receiving bank.The next topics reviewed include: liability for fraudulent transfers, managing risks in the links of the wire systems, and the bank's perspective on wire transfer risk.The second chapter on wire transfers focuses on completing the transfer and the rules for handing errors.

The Automated Clearing House (ACH), the second type of electronic funds transfer, in addition to wires, is covered in a separate chapter.A basic discussion of this payment type is provided along with a definition of the types of ACHs and how they are processed.The ACH origination process is covered and the warranties and liabilities of the originating bank are examined.

Other topics reviewed in this section include ACH prenotification, reversal of duplicate and erroneous payments.The authors then examine the receipt of entries, returns, change and acknowledgements.Lastly, settlement and accountability, cross-border payments, US Government payments, and ACH payment system risks are reviewed.

[In light of the recent coverage in an August 2003 issue of the American Banker newspaper, corporate treasury managers should make sure that they setup special ACH debit blocks on their bank accounts to reduce the risk of ACH fraud.]

An entire chapter is devoted to Electronic Commerce and Internet payments.Corporate financial managers are well advised to bone up on this material to ensure that they protect their corporate assets from potential fraud in these two exploding areas.There are a cyber crooks and hackers who are looking to defraud any company that doesn't protect itself on the Internet. Also included in the book is an 8-page glossary.

The last chapter covers the specifics of controlling corporate payment system risks as opposed to risks faced by financial institutions.Included in this chapter is a 5-page "Risk Management Crime Coverage Checklist."Additional material covered in this chapter are pointers on handling payment systems disruptions, managing check, wire, and ACH fraud.

In conclusion, this book covers all the bases on payments system risk.The readers will obtain a comprehensive view of the entire subject matter and be better prepared to face the challenges ahead once they realize the importance and understand the vulnerabilities in the existing payments systems. ... Read more

Book Description

We all know that people--not cash, buildings, or equipment--are the lifeblood of any business enterprise. Yet, astonishingly, there has never been a reliable way to quantify the contribution of human capital to corporate profit...until now.

In THE ROI OF HUMAN CAPITAL, Jac Fitz-enz draws on years of quantitative and qualitative research by his prestigious Saratoga Institute to provide a breakthrough methodology for measuring the bottom-line effect of employee performance. A prolific author, whose previous work includes Human Value Management, named Book of the Year by the Society for Human Resource Management, Fitz-enz has also been called "the father of human performance benchmarking."

This new book offers a rare blend of management expertise and quantitative metrics, showing executives and HR professionals how to gauge human costs and productivity at three critical levels:* Organizational (contributions to corporate goals)* Functional (impact on process improvement)* Human resources management (value added by five basic HR department activities).

With today's employee costs often exceeding 40 percent of corporate expense, measuring the value of this human capital is essential. Here, at last, is a resource that reveals how to do it and that helps managers determine how to invest most effectively in human productive potential. ... Read more

Reviews (6)

Highly Recommended!
Jac Fitz-enz presents a breakthrough approach to measuring your return on investment (ROI) in human capital. This book could have been dull, dry and dusty in someone else's hands, but instead is absorbing and a pleasure to read. Using studies done by the Saratoga Institute - his own facility - and drawing upon the work of other researchers as well, the author places this new methodology in the context of today's business challenges, including e-commerce. He pinpoints satisfaction as the baseline value employees pursue, and shows how you will profit by working toward employee fulfillment. We from getAbstract highly recommend this book to those in human resources, and to managers, executives and entrepreneurs who run their own businesses.

Neet to read before talk on HR practice review and goals
This book is one of the most interesting publication come across. As a BIG 5 Consultant to implement HUman Capital Solutions, its important to have a new world picture for Human Resource. Away from the traditional practices of reporting HR performance and standard set of reports, this book highlights the new views and ideas.

It is worth to have in your bag, when you are going for a HR assignment. It impress the HR professionals...

The Human Dimension of ROI
Perhaps you have already read The 8 Practices of Exceptional Companies. Fitz-enz adds substantially to his international renown with this more recent book in which he suggests all manner of ways to measure the economic value of human capital. In the Preface, he suggests that (in business terms) human capital be described as a combination of factors such as these:

• The traits one brings to the job: intelligence, energy, a generally positive attitude, reliability, commitment

• One's ability to learn: aptitude, imagination, creativity, and what is often called street smarts", savvy (for how to get things done)

• One's motivation to share information and knowledge: team spirit and goal orientation

As Fitz-enz then explains, Chapter 1 takes the first steps toward a methodology for measuring the return on investment (ROI) of human capital. Chapter 2 launches the process of finding the ROI of human capital from an unusual "starting point": rather than begin with process improvement at the lower organizational levels, focus at the highest possible levels on "the goals of the enterprise." Chapter 3 is the "bridge" between the enterprise and the human capital management levels. Chapter 4 brings us to "the drivers of all enterprise success": people." Chapter 5 integrates the three levels (enterprise, process or function, and people), combining them "in one end-to-end system of human capital valuation reporting." Chapter 6 moves to the next level: trending and predicting. Chapter 7 dissects five of the most common human resources and human capital initiatives, demonstrating HOW to find economic value in the workings of each. Chapter 8 reports on two of the longest-term, largest-scale studies of human capital management. Chapter 9 explains what is required for an organization to take a quantum leap" over its competition. Chapter 10 provides a "compilation" of eleven "guiding principles" which serve as "The Foundation Stones of the Human Capital Measurement Pathway." And then in the final chapter, Fitz-enz brilliantly sums up the basic measurement system. Note in particular Figure 11-1 ("Composite human capital scoreboard") which provides an excellent model to guide and inform the efforts of any organization, regardless of its size or nature.

With very few exceptions, an organization's greatest assets do indeed "walk out the door" at the end of each business day. For those who are eager to measure human capital more accurately, who then wish to create for their organization a much greater return on investments in its human resources, this is an absolutely indispensable resource to help achieve those objectives.

If we don't know how to measure, we can't manage.
"In the closing years of the twentieth century, management has come to accept that people, not cash, buildings, or equipment, are the critical differentiators of a business enterprise. As we move into the new millennium and find ourselves in a knowledge economy, it is undeniable that people are the profit lever. All assets of an organization, other than people, are inert. They are passive resources that require human application to generate value. The key to sustaining a profitable company or a healty economy is the productivity of the workforce, our human capital...Drucker claims that the greatest challenge for organizations today and for the next decade at least is to respond to the shift from an industrial to a knowledge economy...This shift toward knowledge as the differentiator affects all aspects of organizational management, including operating efficiency, marketing, organizational structure, and human capital investment...Since employee costs today can exceed 40 percent of corporate expense, measuring of the ROI in human capital is essential. Management needs a system of metrics that describe and predict the cost and productivity curves of its workforce" (pp.1-3).

Within this general framework, Jac Fitz-Enz argues that without measurement we cannot:

* communicate specific performance expectations.

* know what is going on inside the organization.

* identify performance gaps that should be analyzed and eliminated.

* provide feedback comparing performance to a standard or a benchmark.

* recognize performance that should be rewarded.

* support decisions regarding resource allocation, projections, and schedules.

In short, he argues that "if we don't know how to measure our primary value-producing assets, we can't manage it".

On the other hand, in Chapter 1, he displays many of the management panaceas that have hit the market in the past fifty years as follows:

** 2000 ? ? ? ? ?

-Intellectual Capital-Learning Organization

-Rightsizing-Balanced Scorecard-EVA

** 1990 -TQM-Reenginering-7 Habits-Delayering

-Downsizing-Customer Service-Benchmarking

-Kaizen-Empowerment-Continuous Improvement

** 1980 -Corporate Culture-Change Management-MBWA

-Intrapreneuring-Relationship Marketing-Excellence

** 1970 -Quality Circles-Diversification-One Minute Managing

- Work Simplification-Needs Hieracchy-Statistical Process Control

- Organizational Renewal-Value Chain-Portfolio Management

** 1960 -Managerial Grid-Matrix-Hygienes and Motivators-Theory Z

-Theory X&Y-Plan-Organize-Direct-Control-Human Relations

** 1950 -Management by Objectives-Management Science-Decision Tree

I highly recommend this 'must' reading study to all executives and HR practitioners.

Professional reviews ROI of Human Capital
This review was written and published by Barbara Jacobs forBOOKLIST, a national book review service.... Wall Street has long shunned the notionthat employee satisfaction or dissatisfaction impacts the corporation's bottom line. Esteemed consultant and prolific author (The 8 Practices of Exceptional Companies, 1997) Fitz-enz balances the scorecard with his metrical and sometimes lyrical evaluation of employees---aka "human capital"---which he calls ROI. In fact, this is a scholarly tome well worth reading by more than the HR crowd; in it, he sets forth guidelines to measure the effect of human performance as well as improvement initiatives such as restructuring and outsourcing. Some are mathematical formulas, which, after a careful drilling down through, are less intimidating. Others reflect a wise and commonsensical review of other management gurus' findings, a recap and then a reapproach. One example of why benchmarking fails is that the initiative is defined in too broad a scope---or, in the author's words, "don't take on world hunger." Solid business wisdom that allows for humanity and humor. ---Barbara Jacobs ... Read more

Book Description

This readable, research-based book contains a somewhat psychological approach that is balanced by engaging business and management features. Clearly presented theory is backed up by real-world cases, discussion questions, and experiential exercises.Comprehensive coverage includes organizational behaviour and management; personality and learning; perception, attribution, and judgment of others; values, attitudes, and work behaviour; theories of work motivation; motivation in practice; groups and teamwork; social influence, socialization, and culture; leadership; communication; decision making; power, politics, and ethics; conflict and stress; organizational structure; environment, strategy, and technology; organizational change, development, and innovation.For organizations' individuals who want to be successful and happy in the workplace. ... Read more

Reviews (2)

Long winded but not unbearably so
This book was used as part of a Business Management program I'm doing and because of the length of chapters we did not get to cover much of the book.I think that the chapters could have been shortened a great deal and more emphasis placed on important issues.The book itself (quality) is extremely poor.Every student in the class found that despite its having a hard cover the pages were falling out and the binding didn't hold.

Ironically, this books needs some ORGANIZATION
Maybe, it is just me but I personally think that the book is poorly written and structured.I dislike the style that the author uses writing this book by constantly mentioning the names of scientists who developed some of the theories. This made it extremely difficult to follow due to the overflow of people's names. An example of my own "I wrote this review because John made an experient with Dave Smith that shows Amazon.com Customers will read it and not purchase the book.Dave Smith with Mark Davidson and Howard James conclude that reviews are good and reviews have become a part of good books".This sentence clearly did not have any great purpose, all it did was take up 'word counts'.

Other bad layouts include: Bad paragraph strucuturing (some paragraphs are so badly strucutured that it takes up the entire page), lack of highlights, bad definitions meant that you would actually have to look in the dictionary to get a better explaination.Another example of mine BAD: "Java is comprised of Legend 1422 and Cobra122, using H111 as a base running-engine symmetric to C1223". ALOT of useless nonsense, instead of simple saying "Java is a computer-friendly high level programming language....."

Maybe, I'm wrong or biased but I have definitely seen and used better books.Please write a review on what you think and maybe correct me on some areas if i'm wrong ... Read more

Book Description

This book is a positive and practical guide that can help breathe new life and purpose into the employee evaluation process. The easy-to-follow instructions and abundant, real life examples will help teach the secrets of performance appraisals and how to effectively motivate employees to greater levels of performance. ... Read more

Reviews (3)

too basic
I feel that if you have never performed a face to face interview with subordinates that this may be helpful. It would be good for the fast food industry for someone who just went from head cashier to day supervisor. Karen had many good ideas but including what to say, what the subordinate might say was a little too simplistic. I would like to have her use her expertise in a more professional book.

A Good Read!
If you were designing the curriculum for a class called Introduction to Performance Evaluation, this book would be your text. If, on the other hand, you're in the market for some original ideas and groundbreaking employee-evaluation strategies, this may not be the book for you. Karen McKirchy uses simple language in her guided tour of performance-appraisal basics. If you're an experienced supervisor, you may find the whole thing just a tad too simplistic. But for less seasoned managers, this book is a treasure trove of tips that will make evaluating the performance of your direct reports much more productive, easier and less painfull. We [...] recommend this book to supervisors wishing to improve their ability to motivate and evaluate employees through performance appraisals, particularly supervisors with less than five years experience.

Powerful Performance Appraisals
Excellent samples of how to use phrases correctly when laying out work expectations and performance improvement. Some very helpful checklist have been included for the reader as well as simple action plan formats. Most important is the book is written in a user friendly manner and does not get bogged down in excess verbage. ... Read more

Book Description

Your one-instructional-design-fits-all solution!

Most training companies develop their training programs in many different technological delivery media, including computer-based, web-based, and distance learning technologies. This unique book demonstrates that the same instructional design process can be used for all media. Using just one process reduces cycle time for course development-and also reduces costs.

Multimedia-Based Instructional Design will provide you with: