Human Resources

New and Key Titles 2009
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www.gowerpublishing.com

PEOPLE MANAGEMENT AND DEVELOPMENT
NEW NEW

Informal Learning
Lloyd Davies

A New Model for Making Sense of Experience ‘This is a very readable and interesting volume that seeks to explain the learning process in non-technical language...it is particularly relevant for educators and those undertaking a mentoring or counselling role, where the model can be used as a framework for helping clients.’ Economic Outlook and Business Review Lloyd Davies puts forward a new way of looking at experiential learning; a model that identifies the elements, and points to some of the dynamics. The book highlights the characteristics that are common to the learning process, explains how we learn from experience and why each of us sees our experiences in different ways and, consequently, learns different lessons. It provides advice and guidance on how each of the various elements of the process can be used to greater effect, both for individual and group learning, as well as in mentoring and counselling. The book, which is based on the author’s research, is written for a wide readership that includes both learning practitioners and students. If individuals and the organizations within which they work, as students or as employees, understand the basis on which they learn and can turn the process from a passive to an active one, the implications for their development are profound. Lloyd Davies’ model for Informal Learning provides a relevant, flexible and significant tool that can offer a sea-change in the way we all learn. Contents: Preface; Introduction; Earlier writers; An outline of the model; Expectations; Emotions; Opportunity; Learning orientation; Memory; Observations of experience; Formal knowledge and our own experience; Reflection and insight; Credibility checking our experience bank; Possible uses for model; Bibliography; Index. Hardback 978-0-566-08857-5 200 pages June 2008 £45.00

The Manager’s Guide to Discipline
Derek Eccleston and Kate Goschen
For most managers, let alone the employees involved, the disciplinary process can be painful and embarrassing. Poor performance tends to be confused with misconduct and consequently carries the stigma of punishment; this despite the fact that most company policies and indeed the ACAS Code (correctly) put emphasis on improving behaviour or performance, rather than punishment. Derek Eccleston’s concise guide provides a clear picture of the purpose and the process of the disciplinary procedure. This toolkit approach contains invaluable information and includes clear checklists and sample letters to help guide managers and supervisors through the minefield of employment rights, explaining what to do and how to do it. Written in a no nonsense way, The Manager’s Guide to Discipline is free of legal jargon and focuses on the practical issues throughout. It will help to protect the organisation, whilst ensuring matters are dealt with, not left or brushed under the carpet because of a lack of management confidence. This essential reference will encourage managers to approach performance and disciplinary problems proactively and with more confidence and will significantly reduce the risk of getting it wrong. Paperback 978-0-566-08855-1 124 pages October 2008 £15.00

E-Newsletter

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NEW EDITION

The Development Game
Peter Gerrickens

Improving Your Communication Skills Peter Gerrickens’ The Development Game is the follow-up to his hugely successful The Feedback Game, which has sold over 80,000 copies in 12 languages. Self-awareness is a prerequisite of any planned process of personal development. The good news is that most people leap at the chance to find out the answer to questions about themselves such as: ‘How good am I at explaining what I want?’, ‘What do other people think of me when I talk to them?’, or ‘How successful am I as a teambuilder?’. It gives people a means of asking and answering these (and other) questions and discovering whether they possess the skills they need to communicate and relate effectively to others. The Development Game has sold over 20,000 copies in 6 languages. Boxed Game 978-0-566-08402-7 2000 £47.50+VAT

Making the Connections
Using Internal Communication to Turn Strategy into Action Second Edition

Bill Quirke
‘Bill Quirke is one of the philosophers of good organizational communication. From an enviable depth of real world experience with real organizations, he has written an important book not only for communication professionals but also for organizational senior leaders, who must understand that effective communication doesn’t just happen. It must be led and nurtured. Quirke tells exactly how to do that in a highly readable book.’

Roger D’Aprix, Vice President, ROI Communication, author of The Credible Company

The Development Games Manual
Improving Your Communication Skills

Peter Gerrickens
This manual complements the Development Game. The manual explores ways of playing and applying the Development Game and includes 30 original games that all use the 60 cards. The Game helps you to: • Identify skills you think are important • Determine how far you have mastered these skills • Be aware of how others assess these skills • Realize your weaker skills which need better command. Overall, it provides you with a springboard for prioritizing and planning your own development. Looseleaf 978-0-566-08403-4 128 pages 2000 £110.00

Bill Quirke demonstrates practically how businesses can use internal communication to achieve differentiation, to improve their quality, customer service, and innovation, and to manage change more effectively. He describes the why, the what and the how of internal communication – why business needs better communication to achieve its objectives, what internal communication needs to deliver to add value, and how organizations need to manage their communication for best results. This edition contains a wealth of new material, with pragmatic advice and new case studies. Four new chapters cover how to develop internal communication strategy, global communication, engaging employees, and helping leaders communicate more effectively. Contents: Getting more value from internal communication; Turning strategy into action; Going global and restructuring; Leading engagement; Making change happen; Engaging employees face to face; Communicating initiatives and projects; Planning and managing communication; Repositioning the role of the internal communication function; Measuring impact; Index. Paperback 978-0-566-08780-6 384 pages June 2008 £29.50

NEW EDITION

The CEO: Chief Engagement Officer
Turning Hierarchy Upside Down to Drive Performance

Action Learning for Managers
Second Edition

John Smythe
‘This is the most significant book for internal communicators in 25 years. Not since Roger D’Aprix’s Communicating for Productivity in 1982 has there been a book more likely to impact what communicators do on the job than this one...if you buy one book this decade this is the one. Strongly recommended.’ Strategic Communication Management (Australia) The Chief Engagement Officer explores a management philosophy which recognises the value of opening up decision making to the right groups to improve the quality of decisions and change, accelerate execution and broaden ownership. John Smythe asks what the concept of engagement means for employer and employee; tests whether and how it is different from internal communication and provides a practical framework for those who want to engage colleagues but need advice based on applied experience. The book includes a tapestry of reports from organisations who are engaging their employees to drive performance and change. The author demonstrates how powerful models, developed from his work at SmytheDorwardLambert, his time as an organisational fellow with McKinsey and Company, and his consultancy with Engage for Change, can be used to take this process forward in any organisation. The Chief Engagement Officer is a highly readable guide to the revolution that is needed in employee communication and organisational leadership from one of the most experienced and well-regarded experts on employee communication.

Mike Pedler
Action Learning for Managers is a clear, concise and straightforward guide to this well-established approach to problem solving and learning in groups that enables change in individuals, teams, organisations and systems. Through action learning people develop themselves and build the relationships that are the key to improving operations and bringing about innovations. With questionnaires, checklists, examples and practical advice, this book includes everything you need to get started. Contents: Introduction; What is action learning?; Will it work in my organisation?; What does an action learning programme look like?; How does an action learning set work?; What is an action learning problem?; What skills are developed in action learning?; How do you evaluate action learning?; Surely action learning can’t do everything?; Where can I get more information?; Index. Paperback 978-0-566-08863-6 98 pages June 2008 £9.99

Handbook of Corporate University Development
Edited by Rob Paton, Geoff Peters, John Storey and Scott Taylor

Managing Strategic Learning Initiatives in Public and Private Domains

‘The Editors can be congratulated on an excellent publication. It gives extensive coverage of a variety of aspects concerning corporate universities, which makes it both a good introductory text, as well as a must-read for those who already are experienced in the business of corporate universities.’ The Electronic Library Hardback 978-0-566-08583-3 306 pages 2005 £95.00

Paperback 978-0-566-08561-1

226 pages

2007 £25.00

Talent Assessment

A New Strategy for Talent Management

Managing the Psychological Contract
Using the Personal Deal to Increase Business Performance

Tony Davis with Maggie Cutt, Neil Flynn, Peter Mowl and Simon Orme
‘This is a solid, hardworking manual that gathers together any pertinent material on its subject... Surprisingly though, for a reference work of this nature, it also takes the reader into some difficult territory and asks tough questions...There is plenty of material that an HR or training department could implement directly...Keeping a copy of this in the corporate library is equivalent to having a consultant to hand. Its cover price reflects the value of the information and tools inside, and as such it is remarkable value. Useful 5/5, Well-written 4/5, Value for money 5/5.’ Personnel Today Talent Assessment demonstrates how to manage the needs of the individual employees and those of the organization in parallel; how to identify the aspirational and development needs of potential top performers and how to manage them sensibly. This involves using techniques to assess their mindsets, behaviours and skills and then providing effective training, development and performance management interventions. IT is an increasingly important support and enabler of this kind of process and the authors provide guidance on the process and content required for a talent management database. There is also a chapter exploring the critical operation role of HR in talent management. The book is filled with practical examples and mini-case studies to help you apply the various techniques. It provides positive, practical guidelines to encourage you to implement a suitable talent management programme as well as introducing more advanced aspects of the subject, particularly in terms of assessing suitable candidates for this way of managing your organization’s future. Hardback 978-0-566-08731-8 256 pages 2007 £60.00

Michael Wellin
‘This is a wide ranging and, above all, practical treatment of an idea that has hitherto been the province of OD practitioners and experienced HR professionals. In managerial terms it unpicks the jargon, and gives real practical examples of how to maximise the impact of the “Personal Deal” for all employees. A timely and important contribution that will be of real help for managers in all industries.’ Mike Mister, Global Director, Executive Development, Ernst & Young Global Limited This is the first book which shows how the psychological contract can be used in practice. Michael Wellin advocates going beyond the traditional static view of the psychological contract between the organisation and its employees. He shows how to create unique and dynamic customised personal deals between people and teams. He does this by showing how to make personal deals explicit and mutual, and provides practical tips for leaders, employees and HR professionals. Separate chapters are devoted to leadership, culture change and strategic HR management. There is also a chapter of practical ideas for individuals who want to change their personal deal at work. The author’s ideas are based on his own research and consultancy experience as well as the latest business school research. The book has a number of case studies showing how different organisations use the psychological contract. This is an important and extremely readable book for all those concerned with the improved performance of people and organisations. Hardback 978-0-566-08726-4 260 pages eBook 978-0-7546-8189-2 2007 £60.00

STRATEGY
NEW

The Invisible Organization
How Informal Networks can Lead Organizational Change

HR Transformation Technology

Delivering Systems to Support the New HR Model

Neil Farmer
‘If only we had this book when HR set out to gain professional recognition and make a strategic contribution. Its a little way out, it takes chances, it makes us vulnerable and it finally helps HR stand up and be counted. An exciting and refreshing rethink on HR’s contribution to organisational change.’ Graham White, Director of HR, Westminster City Council We are on the verge of major breakthroughs in change management, knowledge management, organizational design, talent management, employee engagement, innovation, outsourcing and almost all of the traditional approaches to HR. Managing and motivating people effectively in a turbulent, fast-changing world is, for the first time, about to enter the executive’s comfort zone. Neil Farmer explains how to adapt your organization to the informal networks that form most of the basis for communication between managers and employees. It is possible to identify accurately who the key players are across informal personal networks and this book explores the key themes. Contents: Preface – The birth of an insight. ‘The Invisible Organization’: Highlights of the book. The failure of business leadership; The importance of influencers; The importance of informal employee networks; Balancing formal and informal employee networks; Throwing out those tired old HR models; Managing your business using informal employee Networks; Appendices: Using informal networks – questions and answers; Final reflections on ‘leadership and change’. References; Index. Hardback 978-0-566-08877-3 224 pages November 2008 £60.00

Allan Boroughs, Les Palmer and Ian Hunter
HR Transformation Technology is a complete, business-orientated guide to the planning, design and delivery of HR information systems. It spells out the full scope of the applications required to support HR shared services and business partner roles and goes on to set out the step-by-step process for managing the delivery of a major HR information system project, and ensure it remains on schedule and on budget. HR Transformation Technology provides: • An understanding of the role of IT in HR and the way in which it supports key elements such as the HR shared service centre and HR Business Partners • A clear picture of the features and benefits of the main types of HR IT application and an overview of what can commonly go wrong • The knowledge to build and communicate a definitive business case for the project • Details of the processes to be followed when defining what you need and selecting the partners who can deliver it. This book is indispensable for anyone with responsibility for delivering HR systems. Contents: Part 1 The Role of Technology in the HR Function: How the HR function has evolved; The evolution of HR technology. Part 2 Core HR Technologies for the New Model: Technology in the HR Service Centre. Part 3 Managing the Transition: Linking strategy and technology; Project definition and start-up; Project initiation and feasibility; Selecting the technology; Delivering HR technology. Part 4 Building on Experience: Lessons learned; Case studies. Index. Hardback 978-0-566-08833-9 230 pages eBook 978-0-7546-8372-8 April 2008 £65.00

Human Resources Outsourcing
Ian Hunter and Jane Saunders

Solutions, Suppliers, Key Processes and the Current Market This Orion Partners’ report addresses the main considerations for an organization investigating a large-scale transference of HR transactional activity to an outsource provider. The report also provides an overview of the market for HR outsourcing services in Europe. There are sections profiling each of the main outsourcing providers in the UK and continental Europe and case studies drawn from both the public and private sector. Human Resources Outsourcing agreements, which typically run for seven years or more, have a critical influence on any organization’s ability to deliver its long-term strategy. The Orion Partners’ report is a valuable contribution to identifying the right model, locating the right partner and realising the value of one of the most important elements in the current strategic investment for large organizations. It also provides helpful advice on how to manage the impact of outsourcing on the retained HR team. A4 Hardback 978-0-566-08801-8 92 pages 2007 £75.00

How To Get Best Value From HR
The Shared Services Option

Peter Reilly and Tony Williams
An efficient and cost-effective HR function is essential to the successful running of any organization. And yet for many businesses it is impossible or costly to have HR staff in every office. This is particularly true for companies who have many branches, such as banks and building societies. So what are they to do? Increasingly they are turning to shared services by creating a unit within the organization that typically undertakes personnel administration and basic operational support. This may be delivered to managers and employees through some combination of call centre, personal contact or intranet. This book explains what shared services are and what they look like for the HR function. It describes why organizations opt for shared services and what activities are included. It sets out the relationship between shared services and the other HR activities, and between HR and line management. How To Get Best Value From HR outlines the process of introducing shared services, from identifying customer needs through designing the structure to implementation and monitoring. It also outlines the likely pitfalls and, importantly, offers possible solutions. In particular the book highlights the big design issues, including whether to outsource services, where a shared services centre should be located, how services should be delivered and organized, including through the option of e-HR. Crucially it features an extended case study of the Royal Bank of Scotland’s experience of introducing HR shared services, providing a unique insight into the reality of this new way of working. Hardback 978-0-566-08495-9 160 pages eBook 978-0-566-08964-0 2003 £60.00

e-HR

Using Intranets to Improve the Effectiveness of Your People

Bryan Hopkins and James Markham
‘...If your organisation is contemplating the introduction of HR technology, and you need to weigh up the pros and cons before investing in it, this book will be of enormous help. It is well-written and steers clear of IT jargon. Best of all, it promotes the introduction of technology for shared services in a format that is easy to understand.’ Personnel Today Hardback 978-0-566-08539-0 256 pages eBook 978-0-566-08953-4 2003 £60.00

Strategic HR

Building the Capability to Deliver

Communicating Strategy
Phil Jones
‘Each chapter of Communicating Strategy poses practical business strategy questions. If you can answer them, you’ve obviously read the book – if you can’t it’s time you did!’ Philip Dearing, Managing Director, Mutual One Ltd Phil Jones’ Communicating Strategy is designed to help you communicate your strategy in a compelling and effective way, and dramatically improve implementation and the resulting outcomes. It provides a clear framework for building a communication plan as well as practical information, techniques, tools, tips and exercises that can be applied to explain and deliver a complete and coherent message. There is guidance on how to identify likely obstacles to change and how the psychology behind your story – and the language you use – can help create change champions; as well as details of how to use metaphor, quotations and imagery to paint a vivid picture. The author also explores the reasons why your organization’s structure, processes and culture may stifle your story and the steps you can take to align each of these to the strategy. This is an exceptional book that includes elements of organizational theory, human psychology and good, straightforward common sense. If you believe that people will do a better job if they understand what you are thinking and what you want, this book is for you. Contents: They don’t get the strategy; Ten heresies; Communicate what, to whom and why?; Understanding and motivating change; What’s in it for…?; Developing the story of the strategy; Let me tell you a story; The aligned management team; The handcuffed organization; Developing your communications strategy and plan; Final thoughts; Index. Paperback 978-0-566-08810-0 198 pages eBook 978-0-7546-8288-2 February 2008 £25.00

Peter Reilly and Tony Williams
‘There are surprisingly few books about the HR function itself, rather than its policies, set in a UK context. Of those, there are very few good ones – and this book is definitely one of them.’ Duncan Brown, Assistant Director-General CIPD in People Management Magazine ‘...a comprehensive and reflective volume that should prove to be a valuable information source for teachers, students and practitioners within the HR field.’ Economic Outlook and Business Review This book looks at the developments that have brought HR to its present position. It sets out a vision of where HR might be headed, including a definition of its role and activities. It identifies a number of challenges that HR will have to face if it is to be effective. These include not just skills, but problems with structures and relationships with stakeholders, be they line managers or employees. The authors also highlight ways of monitoring HR performance and of demonstrating its value. It all adds up to an authoritative reference guide for all HR directors seeking to define their role and future aims, for those new to the function on the challenges they will face, and for senior executives on what they should expect the added value to be from their HR function. Contents: Introduction. Part 1 The Story So Far: The changing nature of HR; The HR function now. Part 2 Where Next for HR?: New role; New content; New relationships; New structures and roles; New skills; New technology; New approach to monitoring and evaluation. Part 3 Impediments to Success… and Some Solutions: The challenge of positioning; Solution to positioning challenges; Challenges with the operating model: structures and roles; Challenges of capability; Capability solutions. Conclusion; Index. Hardback 978-0-566-08674-8 242 pages eBook 978-0-7546-8312-4 2006 £60.00

Requisite Organization

A Total System for Effective Managerial Organization and Managerial Leadership for the 21st Century Second Edition

Systems Leadership

Creating Positive Organisations

Ian Macdonald, Catherine Burke and Karl Stewart
This book is concerned with how people come together to achieve a productive purpose. Human survival has always depended upon our ability to form and sustain social organisations. People have a deep need to be creative and to belong. By creating positive organisations we can fulfil these needs and build a worthwhile society. Such organisations do not occur by chance; they are created by the hard work of leaders and members and influenced by the way the organisation is designed, especially its systems. This book outlines that work; how to build a positive organisation in terms of general principles and practical examples. Understanding and applying this work requires discipline and creativity. The authors show the significant positive results that can be achieved and detail a range of case studies. Unlike some books which are based on goals, objectives or visions this book concentrates on how this can be achieved. This work has been applied in businesses, social service agencies, hospitals, city governments, national governments, armies, churches, public utilities, indigenous communities, schools and other unique organisations. It is intended to help leaders create more humane and productive organisations that can both meet their objectives and improve the human condition. It does so by presenting a coherent theory exemplified by numerous cases and practical experience. As more than one leader has commented, ‘this stuff actually works’. The CD supplied with the book contains 11 case studies which look at the application of systems leadership techniques in a range of organisational contexts. Hardback 978-0-566-08700-4 eBook 978-0-7546-8313-1 312 pages 2006 £55.00

Elliott Jaques
‘This book is required reading for CEOs or anyone responsible for designing and leading an organization. Requisite Organization is Elliott Jaques at his best. His ideas about organizations and people are down to earth and practical. We are using them.’ A F Smith, President and Chairman, Gilbert Associates, Inc ‘A remarkable book that should be read by anyone seriously interested in understanding what makes organizations work.’ Long Range Planning Jaques has written a practical high-level, how-to book, that applies to all kinds of working organizations – industrial, commercial, service and public. He sets out a totally new way of doing business. Step by step, he builds up the concepts, and then introduces the working procedures to enable CEOs and senior executives, managers, and HR specialists, to develop requisite organization for themselves – in other words, organization which enhances creativity, productive effectiveness, human satisfaction and excellent morale. Requisite Organization challenges all of our current methods and assumptions in the field of organization, leadership and management, and presents a unified total management system built upon a rigorous theoretical base, Stratified Systems Theory. Any enterprise can gain a competitive edge in the short-term by introducing new products and services. In the long-term, however, an adaptive and successful enterprise calls for soundly structured organization with effective staffing and managerial leadership at every level – a requisite organization. Hardback 978-0-566-07940-5 290 pages 1997 £57.50

Practical Succession Management
How to Future-Proof Your Organisation

Senior Executive Reward
Key Models and Practices

Andrew Munro
Succession management, often little more than an annual form-filling chore and a throwback to ‘chess board’ charting of 1950s multinationals, needs revitalisation to become a key driver of organisational renewal in the twenty-first century. Whilst recent corporate failings have focused attention on the difficulties of leadership succession, those organisations which have made the transition to greatness have understood the impact of strategic resourcing in renewing their leadership capability and character. The challenge for organisations is reconciling leadership demand and supply. When it may be impossible to say what your organisation will look like in three years time, or what strategy it will be pursuing, demand becomes difficult to predict. And in an era of shifting career realities, supply management needs to be more than an analysis of the age profile of the leadership population. Practical Succession Management is a response to the increasing relevance of proactive succession management but the widespread difficulty of making it happen. The author focuses on the business realities of succession management rather than provide a conceptualisation of how it might work in principle or simply headline a series of corporate ‘just so’ stories. In a robust evaluation of relevant research and imaginative practice, Andrew Munro maps out the battlegrounds for succession management, with tools and techniques to guide readers from start to finish. The result is a book that will stimulate and challenge your thinking in opening up new options and provide practical methodologies to advance strategic resourcing within your organisation. Hardback 978-0-566-08570-3 268 pages 2005 £60.00

Sandy Pepper
‘...should be essential reading for everyone, from CIPD students to HR directors and remuneration committee chairs. Sandy Pepper, a partner at PricewaterhouseCoopers, shows commendable vision and independence in writing this short yet informative work.’ Duncan Brown, Assistant director-general, CIPD in People Management Executive pay remains a contentious topic for many organizations. Unfortunately for company executives, much of the writing about it is either sensationalist or highly academic; none of it much help to the reader looking for a balanced and informed view of the subject. Sandy Pepper provides company executives, investors, and advisers with a summary of the main theories (from economics, game theory and the behavioural sciences) and best practices (in corporate governance, tax, accounting, compliance and so on) that relate to the compensation of senior executives. He also reviews the current state of corporate governance as it affects executive reward in Europe and the US. And he backs the text up with case study examples. Senior Executive Reward is an intelligent, practical and balanced explanation of the basis on which modern executives are compensated – and why. It is must-have reading for anyone who is interested in the complex and often controversial topic of executive pay, particularly remuneration committee members, professional advisers and senior executives anxious to understand for themselves (and explain to others) the basis on which they are rewarded. Hardback 978-0-566-08733-2 102 pages eBook 978-0-7546-8310-0 2006 £47.50

TRAINING
NEW

HR Business Partners

Ian Hunter, Jane Saunders, Allan Burroughs and Simon Constance
‘A detailed, useful and practical guide to realizing the potential of HR in any organization.’ Brian Wishart, European Head of Organizational Development, BP Group This book highlights the changes and challenges to the role of the HR Business Partner, overviewing the emerging service delivery models for the HR function (in particular the development of shared services and outsourcing options) and what this means for the HR Business Partner (HRBP) in the modern enterprise. The purpose of this book is to provide a conceptual framework and practical advice, based on real life case studies and recent research, into how HR Business Partners best add value to the organization. The authors have extensive experience of working in the area of HR restructuring and have consistently come up against confusion and contradiction about what is the new role of the HR Manager/Business Partner in supporting business managers in the delivery of strategic and tactical objectives. Contents: The evolution of HR. Part 1 The HR Business Partner Model in Practice: The HR BP role; The role of the shared service centre; The role of the HR centre of excellence; The role of outsourcing; What does this mean for the line manager? Part 2 HR Technology – The Business Partner Toolkit: The HR BP and technology; Integrated solutions or ‘best of breed’; Functional scope and business requirements; The business case for technology investment. Part 3 Completing the Jigsaw: The role of the HR BP – the line manager’s viewpoint; Measurement of success; Capabilities for successful business partnering; Developing the HR BP; Selection and career management for business partners; Lessons learnt implementing the HR BP model. Index. Hardback 978-0-566-08625-0 184 pages eBook 978-0-7546-8299-8 2006 £55.00

Improving Learning Transfer
Cyril Kirwan

A Guide to Getting More Out of What You Put Into Your Training ‘...In this well organised and practical book, learning providers, those charged with organizing training, and managers will all gain an understanding of the role they play in contributing to successful learning transfer...’ Mary O’Rafferty, Director, Leadership and Management, Institute of Public Administration Cyril Kirwan’s Improving Learning Transfer, addresses this critical issue at a number of levels. Firstly, it explores what learning transfer actually is (it’s about application of learning back at work, as well as maintenance of that learning over time). Secondly, it describes the main factors that affect transfer, in terms of trainee characteristics, training design factors, and work environment characteristics. It also examines how those factors exert their effect, which ones are more important, how they interact with one another, and in doing so constructs a practical learning transfer model for practitioners. The book also describes in some detail what the various factors working for or against learning transfer look like in practice. Finally, using case studies, it points the way towards what can be done before, during and after training to improve the rate of transfer. This highly practical book will help trainers, development specialists and line managers ensure that their training is about real outcomes and not just inputs. Contents: Introduction: Setting the scene; Learning and learning transfer; Getting the programme right; Bridging the gap; Getting the work environment right; It’s up to you – making it happen; Dealing with resistance; Measuring learning outcomes; How to improve learning transfer. Appendix; Index Hardback 978-0-566-08844-5 222 pages eBook 978-0-566-08986-2 February 2009 £55.00

COMING SOON

Emotional Intelligence

Activities for Developing You and Your Business

Activity-Based Training Design
Transforming the Learning of Knowledge

Ann Cartwright and Amanda Solloway
Building rapport, communicating and establishing trust with people, as a line manager, as part of a department or a temporary project team, involves a fundamental set of human and business skills. And yet this set of skills is also the area where the majority of managers feel least equipped to cope. Emotional intelligence is, at its heart, all about self-awareness; an understanding of how people relate and respond to you. This collection of training activities provides managers and employees with a series of proven exercises for raising personal and social awareness, skills for managing self and relationships with others. Each activity includes detailed instructions for the user or facilitator as well as copies of any handout materials. The collection is available as a loose-leaf manual or on CD-ROM. Contents: Core skills of emotional intelligence; Activities for self-awareness; Activities for self-management; Social awareness; Relationship management; Inspirational leadership; Sample workshops outlines. A4 Looseleaf 978-0-566-08836-0 CD-ROM 978-0-566-08909-1 376 pages April 2009 c. £200.00 April 2009 c. £200.00+VAT

John Rodwell
Activity-Based Training Design shows you how to design new training sessions or transform existing sessions using tools and techniques that engage the participants, promote the effective learning of knowledge, and are fun to work with. It provides you with active reading techniques like Info Hunt, card-sort activities like Washing Line and ideas for games and activity boards like The Evaluation Game. Overall, this is a book that provides the tools and techniques for transforming a training session into an accelerated learning activity. Hardback 978-0-566-08796-7 194 pages 2007 £55.00

Kennedys’ Simulations for Negotiation Training
Third Edition

Gavin and Florence Kennedy
This wide-ranging and proven collection of 30 exercises, now updated and with new simulations and cases, should be extremely useful to anyone responsible for developing negotiation skills as well as to those training in sales, purchasing, people management and problem solving. The simulations are graded ‘basic’, ‘intermediate’ or ‘advanced’ and provide scenarios suitable for managers wishing to improve negotiation skills, whatever their level. Professor Kennedy also provides guidance on how to prepare for simulations, controlling the exercises, evaluating the outcome and using observers, together with comprehensive guidance on the 4-phase ‘wants’ method of negotiating. A4 Looseleaf 978-0-566-08738-7 CD-ROM 978-0-566-08739-4 324 pages 2007 £175.00 + VAT 2007 £175.00 + VAT

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RISK
NEW

Hacking the Human
Ian Mann

Social Engineering Techniques and Security Countermeasures ‘Full of ideas and angles that turn day-to-day security management on its head. For years the security business has ground away at technical issues that company boards don’t understand...this book lays open the reality of ‘real’ security – the security that the CEO understands and worries about.’ Jon Pumfleet, Head of Information Security Information security is about people, yet in most organizations protection remains focused on technical countermeasures. Ian Mann turns the black art of social engineering into an information security risk that can be understood, measured and managed effectively. The text highlights the main sources of risk from social engineering and draws on psychological models to explain the basis for human vulnerabilities. Chapters on vulnerability mapping, developing a range of protection systems and awareness training provide a practical and authoritative guide to the risks and countermeasures that are available. Ian Mann provides a rich mix of examples, applied research and practical solutions that will enable you to assess the level of risk in your organization. If you are responsible for physical or information security or the protection of your business and employees from significant risk, then Hacking the Human is a must-read. Contents: Introduction; Part One The Risks: What is social engineering?; Understanding your risks; People, your weakest link; Limitations to current security thinking. Part Two Understanding Human Vulnerabilities: Trust me; Reading a person; Subconscious mind; Parent, Adult, Child. Part Three Countermeasures: Vulnerability mapping; Protection systems; Awareness and Training; Testing. Index. Hardback November 2008 978-0-566-08773-8 266 pages £80.00 eBook 978-0-7546-9351-2

Information Security and Employee Behaviour
Angus McIlwraith

How to Reduce Risk Through Employee Education, Training and Awareness ‘Information is every organisation’s most prized asset. This book will be essential reading for organisations which, although content with the technical security measures in place, nonetheless have concerns over whether their staff have sufficient understanding of this area.’ Information Security Specialist Group Magazine Research suggests that between 60 and 75% of all information security incidents are the result of a lack of knowledge and/or understanding amongst an organization’s own staff, and yet the great majority of money spent protecting systems is focused on creating technical defences against external threats. Angus McIlwraith’s book explains how corporate culture affects perceptions of risk and information security, and how this in turn affects employee behaviour. He then provides a pragmatic approach for educating and training employees in information security and explains how different metrics can be used to assess awareness and behaviour. Information security awareness will always be an ongoing struggle against complacency, problems associated with new systems and technology, and the challenge of other more glamorous and often short term priorities. This book will help you develop the capability and culture that will enable your organization to avoid or reduce the impact of unwanted security breaches. Contents: Introduction. Part 1 A Framework for Understanding: Employee risk; Security culture; How are we perceived?; Summary. Part 2 A Framework for Implementation: Practical strategies and techniques; Measuring awareness; Delivery media and graphic design; Conclusions; Bibliography; Index. Hardback 978-0-566-08647-2 176 pages eBook 978-0-7546-8301-8 2006 £60.00

Vetting and Monitoring Employees
A Guide for HR Practitioners

Age Discrimination in Employment
Malcolm Sargeant
Increased life expectancy and an ageing workforce have highlighted the problem of age discrimination in developed countries. Malcolm Sargeant’s Age Discrimination in Employment is an encyclopedic guide for HR specialists and employment lawyers to the nature of age discrimination in the workplace in a number of countries, along with a discussion of the main thrust of employment law in this area, including an analysis of the Employment Equality (Age) Regulations 2006. The book opens with a consideration of what age discrimination is and how it manifests itself at the workplace and elsewhere. It also breaks discrimination down by age (discrimination against young, middle, old and senior age employees) and explores multiple discrimination, including age and gender, ethnicity, sexual orientation, and disability. An important reference for HR departments, policy-makers and others concerned with organizational culture and development, discrimination, and social policy. Contents: Age discrimination; United Kingdom perspectives; European perspectives and the Framework Directive; Age discrimination at work; Retirement; Experiences in other countries; Multiple discrimination; The Employment Equality (Age) Regulations 2006; Bibliography; Index. Hardback 978-0-566-08774-5 242 pages eBook 978-0-7546-8896-9 2007 £70.00

Gillian Howard
Most employers will at some time need to monitor, record and read e-mails sent and received by their staff, or check on their employees’ use of the telephone and internet, or access business correspondence received at work but addressed to a member of staff. There may also be clear cases where covert surveillance either by video camera or private investigators is considered as a means to collect evidence of criminal activity on site. The law in this area is complex and, in some cases, contradictory. Gillian Howard aims to set out the law clearly and give practical guidance, both to employers as to their legal rights, and to employees as to what safeguards to their privacy the law gives them. She provides precedents and useful examples of policies and procedures for monitoring employees at work. Vetting staff before taking them into employment can be equally fraught with legal issues. The Data Protection Act 1998 requires employers to obtain explicit consent from an employee before seeking and using certain sensitive information. This book gives guidance in this difficult area of employment law with practical advice, precedents and policies, and details of legal interpretations of the law by the Courts and Employment Tribunals. Contents: Introduction; The law on monitoring telephone calls and emails and internet regulation; Monitoring telephone calls; Discipline and dismissing employees; Harassment, diversity and pornography; Covert surveillance and Data Protection; Data Protection and Freedom of Information; Human rights and monitoring employees; Pre-employment checks and references; Defamation and the internet; Email and internet policies and procedures; Appendices: Policy documents; Index. Hardback 978-0-566-08613-7 206 pages 2006 £60.00

eBooks

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Addiction at Work

Tackling Drug Use and Misuse in the Workplace

Deception at Work

Edited by Hamid Ghodse
Written by some of the world-authorities on drug use in the workplace, Addiction at Work enables you to understand the background and extent of the problem: the cost of drug abuse to your organization; the role your own organizational culture may have in encouraging drug misuse; the risks associated with dangerous or stressful jobs. There are also chapters to help you understand the symptoms of drug abuse and the potential risks associated with perfectly legal prescription or over-the-counter medicines. Hardback 978-0-566-08619-9 278 pages 2005 £80.00

Investigating and Countering Lies and Fraud Strategies

Michael J. Comer and Timothy E. Stephens
‘To sum up, this is another Comer masterpiece worth studying deeply by anyone whose job means facing tricky, deceitful or plain lying people.’ Professional Security Deception at Work tells you how to recognize and deal with lies, in meetings, negotiations, discussions and in writing. It is guaranteed to make you a more effective and confident operator, no matter what job you do. Simply leaving the book on your desk for others to see will improve your chances of not being deceived. It exposes deception in all of its forms, linking the authors’ 40 years of experience in dealing with fraudsters with the most recent findings on MRI scanning and the human brain. It explains how, why and in what circumstances both achievement and exculpatory lies are told, and how they can be resolved. It sets out a low key but effective plan for dealing with liars in all shapes and sizes, from confidence tricksters to malingerers and hard-nosed fraudsters. This ground-breaking work includes the most comprehensive summary of the clues to deception of any book currently in print. Contents: List of figures; List of tables; List of Mind Maps®; Foreword; Prologue. Part 1 The Problem of Deception: Introduction; Taxonomy; The human mind; Signs of deception. Part 2 Countermeasures: Planning investigations and legal background for tough interviews; Planning tough interviews; Conducting tough interviews; Dealing with deceptions in writing; Other applications. Part 3 In Court: Giving evidence. Part 4 Golf: Golf and the cunning plan. Appendix 1 Suspects checklist; Appendix 2 Elimination questionnaire; Appendix 3 CIA witness statement form; Appendix 4 RIPA analysis; Index. Hardback 978-0-566-08636-6 480 pages 2004 £70.00

Data Protection for the HR Manager
Mandy Webster
‘…This document is very useful guidance in an increasingly complex area of HR practice. The suggested actions and various tables make it a useful reference tool.’ Nigel Trowbridge, Company Secretary, The Walbrook Group, UK Mandy Webster’s book provides a practical and comprehensive guide to the complex issue of data protection within human resources, looking at the implications throughout the employment lifecycle. It effectively brings together the strict legal requirements with best practice standards of relevant codes of practice, including the Employment Practices Data Protection Code. If you are an HR manager and concerned to stay on the right side of the law of data protection, then this book is your essential reference. Hardback 978-0-566-08596-3 160 pages 2003 £55.00

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