Book Description
MANAGEMENT: A COMPETENCY-BASED APPROACH presents theory, relevant applications, and innovation. The authors continue to place emphasis on six managerial competencies?self-management, strategic action, planning and administration, global awareness, teamwork, and communication?and have carefully woven examples of each into every chapter. The authors chose these six competencies after surveying hundreds of managers in all types and sizes of businesses. The integrated, interactive Self-Assessment helps learners understand and develop their own management potential. This unique focus on competencies, combined with new theories and fresh examples, will engage the readers while applying the content. This text will set the standard for content that merges the concerns of managers, with the managerial competencies that foster excellence.
Customer Reviews:
An Excellent Book on Management.......2005-09-22
I first read "Management" by Hellriegel and Slocum when I was doing my MBA in 1989. Management was one of my favourite subjects then since I needed practical guidance on how to effectively plan, lead, motivate, organise and control my large department in my organisation with large numbers of subordinates under me. I then found the book to be very useful, easy to understand and logical and I used it to achieve excellent results in the subject.
Some few years after graduation, I was back at the university, being a part time lecturer in Management. I again used the book as one of the recommended textbooks. I have since stopped lecturing and still find that the authors have kept the book updated and relevant to the current thinking and practice of management. For students doing an undergraduate course in management, I strongly recommend the book as it is comprehensive, properly structured to introduce the subject and then step-by-step develop it to the end. As a facilitator, I also find the Annotated Instructor's Edition to be very handy as it covers all the topics that are required at undergraduate level and help the instructor prepare and conduct classes. The various "Insights" are very important in highlighting some aspects of the topics. The numerous case studies are also very critical in reinforcing the practical application of the important and interesting subject of management.
ITS A STUDY GUIDE!!!.......2004-12-19
I was MISLEAD by the title of this listing, since there is no picture I thought it was an actual textbook, only softcover. When it arrived it turns out to be a study guide to the textbook!? I am a struggling college student and I lost $45 shipped on this one. (you dont need the study guide unless you have money to burn and and dont know how to take notes in class;p) I had to buy the hardcover textbook of course, another hefty $120 at the time...good going amazon, next time put a picture, or dont offer it for sale!
it is truly an excellent book.......1999-09-16
Teaching from this book is pure pleasure. It is well organized, up-to-date,and has excellent examples.
easy to read; great graphics; competencies are real plus.......1999-09-11
An excellent basic management book. Total coverage of the field. Great examples of managers from all walks of life and all colors.
great book........1999-08-24
the best management textbook on the market
Customer Reviews:
Outdated with too much redundancy.......2000-08-02
This book was a frustrating experience. Partly this was due to it being some seven years old. The concepts of organisational development have gone forward a great deal since 1993. In addition, a major part of the text and even issues consist of direct quotes of other writers, some of them outdated even by 1993 standards. There is a lot of redundancy, and not nearly all of it can be justified by pedagogical reasons. For example, there is practically only one image (that takes a whole page to present six text boxes) in the book but it is repeated several times with only minor revisions. There is much extraneous text and the whole layout is very loose. This is outlined by the fact that every other point presented is according to Dubois either extremely critical or vitally important.
The stated idea of the book is to apply systems theory to performance improvement, but in practice Dubois suggests that organisations should think, what kind of competency they actually want to train or educate their employees for ... and design their performance improvement interventions accordingly. While this is a worthy issue, Dubois would have been able to squeeze his points to some 150 pages had he really tried. A major part of the extra pages go to justifying a prospective new fad, Strategic Systems Model (SSM), a prime example of an artificial TLA (three letter acronym), if you ask me. The point of SSM is to understand that things influence each other. I admit that this simple truth has often been forgotten in many organisations.
The most important thing that makes this book feel somewhat outdated is the fact that on several occasions Dubois focuses on training of management instead of the whole work force of an organisation. In my opinion, such division of labour and related training and education, has become more and more artificial.
The most useful chapters of the book focus on analysis of competence and competency requirements of an organisation. And some of the rest might be applicable on a more traditional organisation, not touched by the 1990's.
A "must" reading study for executives and HR professionals........2000-04-06
"Several factors, some of which are not under the control of HRD managers and staff, influence the potential effectiveness and efficiency of organization-based HRD. However, if its managers care enough, the HRD function can gain and maintain firm control of its performance improvement curricula, of how those curricula are translated into instructional programs, and of how its clients perceive the contributions of HRD to organization effectiveness or profitability. This book help you learn how to design and deliver effective and efficient performance improvement programs that enhance employees' job competence in ways that contribute to the achievement of an organization's strategic goals or objectives (from the Introduction)."
In this context, Dubois invites you to :
* "think systems" by learning some basic principles of systems theory and observing how they are applied to organization training or education.
* learn how to apply a Strategic Systems Model to create, implement, and maintain effective and efficient competency-based training or education systems in organizations.
* learn how to gain broad-based support within an organization for the training and/or education function(s) by taking a competency-based, systems approach to performance improvement.
* learn how to construct custom competency or performance models or menus for employee job performance.
* learn how to create a competency-based training or education curriculum system.
* learn how to create and implement organization or work unit-based curriculum systems which support the provision and maintenance of continuous-progress, competency-based training or education opportunities for employees.
* learn how to create the raw materials needed for competency-based instruction.
* learn how to monitor, evaluate, and maintain the performance of competency-based training and education systems.
* learn about the experiences and the results achieved by three large organizations which have created and implemented exemplary competency-based performance improvement systems.
I highly recommend this pioneering study to all executives and HR professionals.
Book Description
Much has been written on the various methods of recruiting and selecting staff, including how competencies, increasingly the building blocks of the recruitment and selection process, fit in. What, however, the personnel professional faced with recruiting wants to know is how to apply these mysterious methods. This book aims to do just that. Specifically, it provides a step-by-step guide for the recruitment, selection and assessment of candidates and includes:
- the best practice aspects of recruitment and selection
- the practical considerations important when implementing a process
- leading edge, unreported methods developed in the field.
HR managers will find this enlightening and instructive book enormously useful in their day-to-day functions. "For what is principally billed as a guide, the authors have provided a comprehensive and up to date collection of recruitment and selection practices with some valuable critiques of some of the more mysterious processes in use." Richard Donkin, Financial Times "Overall, it was refreshing to read a book that comes down firmly on their (competencies) sideit forces you to take a fresh look at your current practices and to question how they are used." Sue Simons, People Management
Customer Reviews:
Good book about Recruitment and Selection by Competency-Base.......2001-05-31
This book highlights the best practice aspects of recruitment and selection based on professional research.I am always looking for books that go beyond the basics.This book to offering a step-by-step guide to the recruitment, selection, and assessment of candidates. If you are Human resources manager that it just fou your.
Very good intro to competence-based recruiting!.......2000-11-04
Used this for my own book "Unngå hodeløs rekruttering!" (Norwegian)
Good book about assessing candidates.......1999-12-30
As an experienced recruiter, I am always looking for books that go beyond the basics. This book is helpful in describing assessment techniques. It is written from a U.K. perspective, but translates well for U.S. readers. Pros: There is excellent food for thought on interviewing skills training. Cons: Weak information on finding candidates. Overall: Recommend for those looking to learn more about competency-based or behavioral-based interviewing.
A new breath for recruitment and selection process in the HR.......1999-05-22
In the era of "Strategic Human Resources Management", this study is a new breath for recruitment and selection process.
As written by Wood and Payne " the book effectively falls into four sections :
* The context of recruitment and selection.
* Attracting and sifting candidates.
* Assessing candidates.
* Decision making and evaluating."
To reinforce and dramatize what they are saying, Wood and Payne are going to run a case study throughout the book.
I highly recommend this invaluable book to HR practitioners.
Book Description
Although the new millennium has ushered in an era of emphasis on e-commerce and globalization, trained sales professionals are still in demand. And developing them has never been more important. Many organizations lack a strategy and a structure for hiring, training, and developing sales professionals. This book provides a systematic framework and customizable approach to addressing this important organizational need. The case studies, lessons learned, and suggested development activities provide input from successful sales professionals that allows readers to gain valuable insight for improving the performance of their own sales organizations. For sales leaders, HR professionals, front-line managers, and others charged with the responsibility of developing an in-house sales development program or initiative, this book provides a roadmap and guide for building, implementing, and maintaining in-house programs for sales professionals across many industries, including manufacturing, health care, and the service sector. This work supplements the input from experienced sales professionals collected by personal interviews or survey instruments with material gleaned from the authors' personal experiences and involvement in a wide array of sales training and consulting projects.
Book Description
This book describes a new model of performance management that matches employee talents to the work that must be done. By focusing on the critical competencies that distinguish star performers, HR professionals can transform the way they recruit, train, develop, and compensate top-performing employees.
Customer Reviews:
STRONGLY COMMENDED TO ALL HR PROFESSIONALS!.......2005-04-12
Competency-based HR management focuses first on the person and then on his or her outputs or results. With all aspects of HR integrated through competencies, rather than through jobs and work activities, the organization has a competency-based HR system. Competencies are enduring while work activities and tasks are transitory, therefore, the book proposes that a person- versus job-oriented perspective makes good sense. Additionally, the authors present a strong business case for taking the competency-based approach to HRM. Driven by six macro economic, technology and business trends, the competency needs of most organizations are discussed. In response to these trends, HR practitioners must assume responsibility for leading the way in their organizations to add value; the competency-base approach is the single most useful approach to achieving this central goal. For planning and implementing a customer-driven competency-base HR management project, a nine-step model is presented. This is the first of several action-oriented models the authors have developed.
Six chapters (representing nearly 55% of the book) are devote to competency-based
1) HR planning, 2) employee recruitment and selection, 3) training, 4) performance management, 5) rewards, and 6) development. Each of these six chapters presents a multi-step model to serve as a guide for implementing the competency-base approach in these six HR areas.
The penultimate chapter that presents a 12-step model for transforming to a competency-based approach to HR management . The final chapter takes a brief peek into the future of competency-based HRM.
This book is highly successful in offering the big picture; in the process it covers a great deal of ground in a very well organized manner, without delving deeply into details that would distract from the theme. We at Stern's Management Review (HRconsultant.com) very strongly commend this book to all HR professionals.
Insightful!.......2004-04-22
Traditionally, human resources departments and organizations have existed to fill jobs and manage the people who do jobs. Authors David D. Dubois and William J. Rothwell suggest a different approach: recruiting and managing competencies instead. The distinction is important, the authors say, because thinking of an organization as an aggregation of jobs makes it difficult to change quickly in response to new opportunities and threats. Much of what the authors suggest is plausible; some of it is even persuasive. On the other hand, their guide is as much an academic text as a manual for corporate use. Multiple references to other sources and dense definitions impede the clear path to practical, actionable advice. In that quest, the reader is grateful for the authors' useful planning tools, checklists, worksheets and other task-related aids, which compensate for the jargon and repetition. While wishing for a slightly less academic approach, We recommend this innovative take on human resources management to those staying abreast of changes in the field.
Average customer rating:
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Handbook of Diversity Management: Beyond Awareness to Competency Based Learning
Deborah L. Plummer
Manufacturer: University Press of America
ProductGroup: Book
Binding: Paperback
 Workplace
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ASIN: 0761824588 |
Book Description
Handbook of Diversity Management brings together a group of diversity practitioners and scholars to address a variety of topics that comprise the growing field of diversity management.
Average customer rating:
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The Executive's Guide to Competency-Based Performance Improvement
David D. Dubois
Manufacturer: HRD Press
ProductGroup: Book
Binding: Paperback
General
| Business & Investing
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Human Resources & Personnel Management
| Industries & Professions
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Management
| Management & Leadership
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ASIN: 0874253632 |
Book Description
Competency-based interviewing techniques will give your company a strategic focus by allowing hiring managers to integrate job-specific, future-oriented competencies into their interviews. This workshop teaches participants to identify key competencies (characteristics that differentiate outstanding performers from average performers in a given job) and build those competencies into their hiring and selection process in order to attain this strategic focus. Interviewing for competencies follows a structured format which this workshop takes you through step-by-step-the interviewer builds a customized interview format for each individual position based on the duties and responsibilities of the position and identifies the critical skills needed to perform these duties and responsibilities at a superior performance level.
Unlike other competency-based interviewing workshops, Interview for Success uses personality measures based on the results of a Big 5 Personality Assessment in conjunction with competency-based interviewing and ties the two factors together to assess areas, such as technical acumen and behavioral tendencies.
Video role-plays effectively model behavioral interviewing practices and provide learners with a structured format to recognize and critique, good and bad approaches.
With a series of Job Aids for each step, as well as a database of competencies, behaviors, and more than 300 effective behavioral interviewing questions provided on CD-ROM, this easy-to-use tool enables the hiring manager or human resources professional to expertly build a competency-based interview.
Time Guidelines
The Workshop takes a half-day to complete.
Competency-Based Interviewing Model:
Step 1. Assemble job information
-Ask yourself: What does this person do?
-List duties/responsibilities
Step 2. Link skills to tasks
-Derive the skills needed to perform duties
-Skills can be duplicated
-Make a master list, eliminating duplicates
Step 3. Pick the skills to interview for
-Cross out skills that should be assessed elsewhere
-Eliminate skills that do not distinguish superior performance
-Highlight questions you want to probe
Step 4. Develop interview questions from competencies
-Identify target behaviors for each competency
-Write 2-3 interview questions per competency
Step 5. Modify Interview with Big 5 Personality Assessment (optional)
Step 6. Listen for complete responses
-Stay in control: Dealing with difficult candidates -Situation, Behavior, Outcome
-Use probes to obtain missing information
Step 7. Assess
-Use structured rating materials
-Document
-Turn downs (declines)
-Assess yourself
Average customer rating:
- To easy understand how to do that Competency
- To easy understand how to do that Competency
|
Competency-based Human Resource Management
Manufacturer: Kogan Page Ltd
ProductGroup: Book
Binding: Hardcover
General
| Business & Investing
| Subjects
| Books
Human Resources & Personnel Management
| Industries & Professions
| Business & Investing
| Subjects
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Management & Leadership
| Business & Investing
| Subjects
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| Business Ethics
| Consolidation & Merger
| Decision-Making & Problem Solving
| Distribution & Warehouse Management
| Industrial
| Information Management
| Leadership
| Management
| Management Science
| Motivational
| Negotiating
| Operations Research
| Planning & Forecasting
| Pricing
| Production & Operations
| Project Management
| Quality Control
| Risk Assessment
| Statistics
| Strategy & Competition
| Systems & Planning
| Systems Analysis
| Teams
| Total Quality Management
| Training
ASIN: 0749407719 |
Customer Reviews:
To easy understand how to do that Competency.......2003-08-14
All of organizations throughout Europ,Asia,USA are using HR practices to gain acess to and develop the competency model to be sucessful.
This book tell us what are crutical competency if we are to unlock the real talents that our workforces contain.
It's focus on include:
1.Identifying the right skill and qualities for sucess in today's environment
2.selecting the best performers and people with the greatest potential.
3.Planning to meet individual and organisational needs
4.Appraising performance and skill acquisition.
5.Paying for skills.
6.Managing motivation for improved performance.
This book is good reference book at competency research.
Was this review helpful to you?
To easy understand how to do that Competency.......2003-08-08
All of organizations throughout Europ,Asia,USA are using HR practices to gain acess to and develop the competency model to be sucessful.
This book tell us what are crutical competency if we are to unlock the real talents that our workforces contain.
It's focus on include:
1.Identifying the right skill and qualities for sucess in today's environment
2.selecting the best performers and people with the greatest potential.
3.Planning to meet individual and organisational needs
4.Appraising performance and skill acquisition.
5.Paying for skills.
6.Managing motivation for improved performance.
This book is good reference book at competency research.
Was this review helpful to you?
Average customer rating:
- Good Guide for performance improvement
- Very educational
|
The Complete Guide to Training Delivery: A Competency-Based Approach
Stephen B. King ,
Marsha King , and
William J. Rothwell
Manufacturer: American Management Association
ProductGroup: Book
Binding: Hardcover
General
| Business & Investing
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Human Resources & Personnel Management
| Industries & Professions
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Management
| Management & Leadership
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Training
| Management & Leadership
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| Small Business & Entrepreneurship
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ASIN: 0814404901 |
Book Description
Effective training delivery is a critical skill for keeping an organization competitive. This book offers, for the first time, a research-based analysis of the 14 key skills (or "competencies") trainers must master to be effective. It provides trainers with pragmatic ways to apply these competencies in the real world. Some of these skills include how to:
• Analyze materials and learner information • Establish credibility • Create a psychological environment that keeps learners' interest level high • Communicate effectively • Use questioning techniques • Respond positively to trainees' questions and reactions • Provide positive reinforcement • Utilize specific tools (case studies, simulation, lecture, discussion, and others) • Evaluate afterwards • Train in an international setting.
Customer Reviews:
Good Guide for performance improvement.......2003-08-06
I highly recommend this book. The book is very thorough in its coverage, east to read, and easy to implement.
This book explain the importance of each delivery competency to the effectiveness of a training program, then provides strategies for mastering and applying each skill in training situations.
Outlines outstanding training delivery skills based on the latest research in the field, and presents 14 key competencies that the International Board of Standards for Training, Performance, and Instruction has identified for success in delivering group training.
Very educational.......2000-10-26
The book was very educational. The authors really knew what they were talking about. They understood how tough it can be to be a trainer and the obsticles we are faced with every day.
They gave an abundance of information to overcome any training hurdle.
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- Management of a Sales Force
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- Materials and Components of Interior Architecture (6th Edition)
- Mechanical and Electrical Equipment for Buildings, 10th Edition
- Modern Labor Economics: Theory and Public Policy (8th Edition)
- Monday Morning Leadership: 8 Mentoring Sessions You Can't Afford to Miss
- Networking with the Affluent
- Nine Marks of a Healthy Church
- Optical System Design
- Organization Development and Transformation: Managing Effective Change
Books Index
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