Changing On The Job

Changing On The Job

RECOMMENDATION Corporate trainer Jennifer Garvey Berger studied under Robert Kegan at Harvard University, where she learned and applied his theory of adult development based on three transformative stages of growth. Berger offers a guide to...

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Retreats That Work

Retreats That Work

Recommendation Whether you’re a grizzled veteran retreat planner or a jittery rookie facilitating your first offsite event, don’t make another move until you get your hands on this manual. In this handbook, Merianne and Jeff Liteman and Sheila...

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HR 4.0

HR 4.0

Recommendation As the Fourth Industrial Revolution ushers in dramatic changes to the roles of workers and organizations alike, human resources leaders are becoming central players in organizational transformation. In a helpful white paper, the...

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Perspectives

Perspectives

Recommendation HR professionals are encountering unprecedented challenges – as well as new opportunities to contribute to organizational competitiveness. The Society for Human Resource Management (SHRM), the world’s largest HR professional...

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Fearless HR

Fearless HR

RECOMMENDATION Human resources educator and consultant David Forman demolishes every prejudice against HR departments and professionals with data, facts and evidence – but he doesn’t let HR off the hook. According to Forman, HR leaders are...

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Training Design And Delivery

Training Design And Delivery

Recommendation Whether you train, manage trainers or are merely interested in the topic, this little guide offers plenty of useful information. Geri E. McArdle not only helps you understand the importance of training and what it takes to train...

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Build It

Build It

Recommendation Nearly 75% of employees don’t like their jobs. They don’t work hard at them or care about their customers. The result is no surprise: companies with disengaged employees don’t do as well as firms with employees who are engaged. But...

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Build It

Build It

Recommendation Nearly 75% of employees don’t like their jobs. They don’t work hard at them or care about their customers. The result is no surprise: companies with disengaged employees don’t do as well as firms with employees who are engaged. But...

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