Human Resources

“This definitive work on HR competencies provides ideas and tools that help HR professionals develop their career and make their organization effective.”
―Edward E. Lawler III, Professor, University of Southern California

“This book is a crucial blueprint of what it takes to succeed. A must have for every HR professional.”
―Lynda Gratton, Professor, London Business School

“One single concept changed the HR world forever: ‘HR business partner’.Through consistent cycles of research and practical application, Dave and his team have produced and update the most comprehensive set of HR competencies ever.”
―Horacio Quiros, President, World Federation of People Management Associations

"Packed with facts, evidence, and prescriptive advice. It is about being a business leader first, and an HR professional second.”
―Randy MacDonald, Senior Vice President, Human Resources, IBM Corporation

"The concepts and competencies presented in this book provide HR leaders with new insights."
―Gina Qiao, Senior Vice President, HR Lenovo

“Powerful, relevant and timely! Defines "new HR" in a pragmatic way. This book is a must for leaders and HR folks who seek to create sustainable competitive advantage.”
―Satish Pradhan, Chief, Group Human Resources, Tata Sons Limited

“You can’t argue with the data! This book is a definitive and practical guide to learning the HR competencies for success.”
―John Lynch, Senior Vice President, HR, General Electric

“A must read for any HR executive. This research-based competency model is particularly compelling because it is informed by the perspective of non-HR executives and stakeholders.”
―Sue Meisinger, Distinguished speaker and author, former CEO of SHRM

"Read this book for a unique long-term perspective on where HR competencies have brought us and must take us in future."
―John Boudreau, Professor, University of Southern California and Research Director, Center for Effective Organizations

Achieving Excellence in Human Resources Management: An Assessment of Human Resource Functions is the Center for Effective Organizations' (CEO) fifth study of human resources in large corporations. The only long-term analysis of its kind, this text compares data from CEO's earlier studies to data collected in 2007—12 years of data in total. Like CEO's previous research, this project measures whether the HR function is changing and on gauging its effectiveness. Edward E. Lawler III and John W. Boudreau pay particular attention to whether HR is changing to become an effective strategic partner. They also analyze how organizations can more effectively manage their human capital. The results show some important changes, and indicate what HR needs to do to be effective in the years to come. The text identifies best practices and effective organizational designs. This is a must-read for scholars and practitioners engaged in Human Resource Management.

Gallup reports that only 13% of employees are engaged at work. Why so low? Many leaders struggle to effectively engage and inspire their teams. Often, we are so distracted with the day-to-day tasks that we can overlook key fundamentals in building a strong workplace culture empowering employee allegiance and job satisfaction.

The 7 Intuitive Laws of Employee Loyalty is a guidebook of implementable tactics and skills for organizational leaders looking to curate a positive workplace culture that engages and inspires their teams to do their best work. Author Heather R. Younger, J.D., examines and illuminates 7 laws that will put any leader in the driver’s seat to create a more engaged and loyal staff. Want to positively move the needle on your employee engagement numbers? Embrace the laws found in this book to create employee loyalty and catapult your organization!

Read this book if you want:
1. To transform your leadership mindset
2. To endear your team members to you or your organizational leaders
3. To differentiate your employee experience
4. To master employee retention

Now a New York Times and Wall Street Journal bestseller

"I raced through Radical Candor--It’s thrilling to learn a framework that shows how to be both a better boss and a better colleague. Radical Candor is packed with illuminating truths, insightful advice, and practical suggestions, all illustrated with engaging (and often funny) stories from Kim Scott’s own experiences at places like Apple, Google, and various start-ups. Indispensable." ―Gretchen Rubin author of New York Times bestseller The Happiness Project

"Reading Radical Candor will help you build, lead, and inspire teams to do the best work of their lives. Kim Scott's insights--based on her experience, keen observational intelligence and analysis--will help you be a better leader and create a more effective organization." ―Sheryl Sandberg author of the New York Times bestseller Lean In

"Kim Scott has a well-earned reputation as a kick-ass boss and a voice that CEOs take seriously. In this remarkable book, she draws on her extensive experience to provide clear and honest guidance on the fundamentals of leading others: how to give (and receive) feedback, how to make smart decisions, how to keep moving forward, and much more. If you manage people--whether it be 1 person or a 1,000--you need Radical Candor. Now." ―Daniel Pink author of New York Times bestseller Drive

From the time we learn to speak, we’re told that if you don’t have anything nice to say, don’t say anything at all. When you become a manager, it’s your job to say it--and your obligation.

Author Kim Scott was an executive at Google and then at Apple, where she worked with a team to develop a class on how to be a good boss. She has earned growing fame in recent years with her vital new approach to effective management, Radical Candor.

Radical Candor is a simple idea: to be a good boss, you have to Care Personally at the same time that you Challenge Directly. When you challenge without caring it’s obnoxious aggression; when you care without challenging it’s ruinous empathy. When you do neither it’s manipulative insincerity.

This simple framework can help you build better relationships at work, and fulfill your three key responsibilities as a leader: creating a culture of feedback (praise and criticism), building a cohesive team, and achieving results you’re all proud of.

Radical Candor offers a guide to those bewildered or exhausted by management, written for bosses and those who manage bosses. Taken from years of the author’s experience, and distilled clearly giving actionable lessons to the reader; it shows managers how to be successful while retaining their humanity, finding meaning in their job, and creating an environment where people both love their work and their colleagues.

What difference can the aspiring HR strategist really make to business value?

In the new edition of her ground-breaking book, Linda Holbeche answers this question and provides the tools and insights to help HR managers and directors add value to the organization by implementing effective HR initiatives that are aligned to core business strategies. 

Featuring updated profiles and case studies from top HR strategists who have used their skills to deliver a variety of key business objectives, Aligning Human Resources and Business Strategy, 2nd editionprovides inspiration and guidance on how to apply the theory to challenges in your organization.

Learn how you can strengthen and prove the relationship between people strategy and business success through your approach to performance and development and impress at the highest levels with this new edition of an HR classic.

Linda Holbeche is Director of Research and Policy at the Chartered Institute of Personnel and Development (CIPD). Linda chairs and speaks at meetings and conferences worldwide and appeared at number six in Human Resources magazine's HR most influential 2008 roll call of top industry thinkers.