Colin beames (15 Ergebnisse)
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Zustand: Sehr gut. Zustand: Sehr gut | Sprache: Englisch | Produktart: Bücher | Technological developments, digital disruption and the changing nature of work are issues that are front and centre in the contemporary business landscape, causing organisations to review their business models. Changes to the business model means cha…nges to the shape of the workforce. It is mission-critical to anticipate how changing strategies and business models will alter an organisation's workforce requirements. Hence the imperative is to adopt a more strategic approach to workforce management:¿ Starting with an understanding of the legacy (existing) workforce; ¿¿ Then identifying the new processes, organisational structures, skills and capability requirements; and¿ Ultimately transitioning to the new workforce configuration. ¿Apart from these technological developments, digital disruption and the changing nature of work, there are a number of other drivers of the need for Strategic Workforce Planning.Hence the application of Strategic Workforce Planning is now a key emerging ¿issue in the new economy, including the extended roles of the CIO and HR Director/Manager. Many organisations are, or will be, entering uncharted waters. Some are faced with enacting a parallel (or two speed) organisation, which is dynamic enough to transact today, as well as build for the future. ¿To that end this book is designed to assist executives and HR professionals in navigating this digital journey. Even those organisations less affected by digital disruption, they will find this book relevant to how they best manage their workforce.
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Zustand: Hervorragend. Zustand: Hervorragend | Sprache: Englisch | Produktart: Bücher | Technological developments, digital disruption and the changing nature of work are issues that are front and centre in the contemporary business landscape, causing organisations to review their business models. Changes to the business model m…eans changes to the shape of the workforce. It is mission-critical to anticipate how changing strategies and business models will alter an organisation's workforce requirements. Hence the imperative is to adopt a more strategic approach to workforce management:¿ Starting with an understanding of the legacy (existing) workforce; ¿¿ Then identifying the new processes, organisational structures, skills and capability requirements; and¿ Ultimately transitioning to the new workforce configuration. ¿Apart from these technological developments, digital disruption and the changing nature of work, there are a number of other drivers of the need for Strategic Workforce Planning.Hence the application of Strategic Workforce Planning is now a key emerging ¿issue in the new economy, including the extended roles of the CIO and HR Director/Manager. Many organisations are, or will be, entering uncharted waters. Some are faced with enacting a parallel (or two speed) organisation, which is dynamic enough to transact today, as well as build for the future. ¿To that end this book is designed to assist executives and HR professionals in navigating this digital journey. Even those organisations less affected by digital disruption, they will find this book relevant to how they best manage their workforce.
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Taschenbuch. Zustand: Neu. Neuware - The alignment of business and workforce strategies is a hot topic in the HR and business domain. Many HR thought leaders and HR professionals have identified this as a key issue for those seeking to extract maximum value from their most important intangible asset - their people.This book prov…ides a road map for those seeking to achieve this alignment. It firstly explains what is meant by a workforce strategy, as opposed to workforce planning. Then a three layered model of organisational critical capabilities, core competencies and individual job competencies of the firm is introduced from which the strategy of the business can best be conceived. The focus is then on strengthening these capabilities and competencies by identifying their underpinning key drivers.These drivers are in turn integrated with a new skills' based approach to segmenting the workforce, analysing and differentiating roles, including the identification of critical roles. Limitations in the traditional approach to segmenting the workforce on a hierarchical/job level basis and job evaluation are exposed. Those roles that are more closely linked to these key drivers then assume greater importance and focus (including associated levels of investment) in order to maximise the performance of people in those roles.Other themes that are addressed in this book include workforce configuration, outsourcing, psychological contracts, engagement and retention, brand and Employment Value Propositions, measurement and reporting of HR data (including workforce analytics).The alignment of business and workforce strategies is a hot topic in the HR and business domain. Many HR thought leaders and HR professionals have identified this as a key issue for those seeking to extract maximum value from their most important intangible asset - their people.About the Author:Colin Beames is one of Australia's pre-eminent thought leaders in workforce strategies, human capital, workplace trends, employee engagement, retention, and career development, with a deep and expansive knowledge of these subjects. He is a corporate psychologist and formerly a civil engineer, where he worked in senior management and consulting roles in the resources sector.Colin is now the Director of Advanced Workforce Strategies (previously known as the WRDI Institute), a consultancy firm that provides specialized services in the areas of workforce strategic planning, human capital and reporting, organizational reviews, employment strategies, workforce segmentation, employee engagement and retention (including key talent), and career development. He has developed and commercialized a number of HR tools and resources including various diagnostic relationship survey tools based on a model of the psychological contract. Advanced Workforce Strategies has clients ranging from 'blue chip' companies through to SMEs, across a variety of industries.Colin has previously published a book entitled 'Transforming Organisational Human Capital: Emerging Stronger from the GFC and Beyond' (now in its 3rd edition). In this book he shows how many of the key ideas that have emerged in management and organizational studies over the past two decades can be harnessed to guide management practice and improve organisational performance.Colin has presented to numerous conferences and workshops, including the Australian Institute of Company Directors, the Committee for Economic Development of Australia and the HR Summit in Singapore.
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Zustand: Sehr gut. Zustand: Sehr gut | Sprache: Englisch | Produktart: Bücher | Technological developments, digital disruption and the changing nature of work are issues that are front and centre in the contemporary business landscape, causing organisations to review their business models. Changes to the business model means cha…nges to the shape of the workforce. It is mission-critical to anticipate how changing strategies and business models will alter an organisation's workforce requirements. Hence the imperative is to adopt a more strategic approach to workforce management. This book addresses these themes providing a step by step approach to digital workforce transformation, including the extended roles of the CIO and HR Director/Manager.
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Taschenbuch. Zustand: Neu. Neuware - Synopsis: The people factor is now regarded as arguably the most important driver of business performance, but according to surveys of CEOs, it is one of the least effectively managed corporate functions! Closing the Gap between Latest Ideas, Research & Practice Over the last 20 years or so,…organisational research has come along in leaps and bounds, but in the process, the gap between ideas and practice has grown to such an extent that the use value of many of these ideas is understandably questioned and discounted by practitioners. In this important book, Beames shows how many of the key ideas that have emerged in management and organisational studies over the last two decades can be harnessed to guide management practice and improve organisational performance. Here, for the first time, we have a book which clearly shows the importance of the psychological contract for workplace health and performance - and more importantly, how it to measure and use it to transform workplaces. Now, more than ever, in these increasingly fragile and uncertain economic times, knowing how to build workplace relationships and drive value creation through human capital will be a key to future success. This book provides a clear blueprint for how this can be achieved. Peter Gahan, Associate Professor in Human Resources and Employment Relations, Department of Management, Monash University For directors, senior managers and even HR professionals, coming to grips with the volume of research and information on organisation and people management is daunting. Colin Beames takes complex, emergent and critical subjects and presents them in a way that is readily grasped by the reader. This book is timely, given the aftermath of the Global Financial Crisis, which has caused discontinuities to our previous thinking. It provides both frameworks for directors and CEOs, and detail for executives, each trying to understand and answer questions of how best to manage the entity's human capital. Colin's book illustrates how contemporary thinking can be applied to provide practical people solutions for this difficult task. Richard de Lautour, Regional Director, Finance & Administration, Flight Safety Foundation About the Author: Colin Beames BA (Hons) Qld, BEng (Hons), MBA, MAPS, Corporate Psychologist Colin Beames is a thought leader in the measurement and reporting of human capital, workplace trends, employee engagement and retention and careers, with a deep and expansive knowledge of these subjects. He is the Director of the WRDI Institute, an Australian boutique consultancy firm which specialises in the development, commercialisation and provision of a range of innovative human capital products, tools, services and resources. Colin's organisational consultancy experience includes assignments in Australia and overseas, both in the private and public sectors. Industries in which Colin has worked include the: agricultural distribution and export, agricultural research, banking and finance, biotechnology research, building and construction, information technology, insurance, health, manufacturing, retail, resources, and tourism industries.
