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Human Resources

New and Key Titles 2009




Informal Learning The Manager’s Guide to Discipline

A New Model for Making Sense of Experience Derek Eccleston and Kate Goschen
Lloyd Davies
For most managers, let alone the employees
‘This is a very readable and interesting volume that involved, the disciplinary process can be painful
seeks to explain the learning process in non-technical and embarrassing. Poor performance tends to be is particularly relevant for educators and confused with misconduct and consequently carries
those undertaking a mentoring or counselling role, the stigma of punishment; this despite the fact that
where the model can be used as a framework for most company policies and indeed the ACAS Code
helping clients.’ (correctly) put emphasis on improving behaviour or
Economic Outlook and Business Review performance, rather than punishment.
Lloyd Davies puts forward a new way of looking at Derek Eccleston’s concise guide provides a clear
experiential learning; a model that identifies the picture of the purpose and the process of the
elements, and points to some of the dynamics. disciplinary procedure. This toolkit approach contains
The book highlights the characteristics that are invaluable information and includes clear checklists
common to the learning process, explains how we and sample letters to help guide managers and
learn from experience and why each of us sees our supervisors through the minefield of employment
experiences in different ways and, consequently, rights, explaining what to do and how to do it. Written
learns different lessons. It provides advice and in a no nonsense way, The Manager’s Guide to
guidance on how each of the various elements of Discipline is free of legal jargon and focuses on the
the process can be used to greater effect, both for practical issues throughout. It will help to protect the
individual and group learning, as well as in organisation, whilst ensuring matters are dealt with,
mentoring and counselling. The book, which is not left or brushed under the carpet because of a lack
based on the author’s research, is written for a wide of management confidence.
readership that includes both learning practitioners
and students. This essential reference will encourage managers
to approach performance and disciplinary problems
If individuals and the organizations within which they proactively and with more confidence and will
work, as students or as employees, understand the significantly reduce the risk of getting it wrong.
basis on which they learn and can turn the process
from a passive to an active one, the implications for Paperback October 2008
their development are profound. Lloyd Davies’ model 978-0-566-08855-1 124 pages £15.00
for Informal Learning provides a relevant, flexible and
significant tool that can offer a sea-change in the way E-Newsletter
we all learn. For over 10 years we have provided
a free monthly email news service,
Contents: Preface; Introduction; Earlier writers;
which provides a brief overview of
An outline of the model; Expectations; Emotions;
all our new titles and links into our
Opportunity; Learning orientation; Memory;
catalogue should you wish to read
Observations of experience; Formal knowledge and
more or see sample pages.
our own experience; Reflection and insight; Credibility
Regular extra discounts are also
checking our experience bank; Possible uses for model;
offered in this newsletter.
Bibliography; Index.
To sign up please email:
Hardback June 2008
or alternatively join via our website.
978-0-566-08857-5 200 pages £45.00

The Development Game Making the Connections

Improving Your Communication Skills Using Internal Communication
Peter Gerrickens to Turn Strategy into Action
Second Edition
Peter Gerrickens’ The Development Game is the
Bill Quirke
follow-up to his hugely successful The Feedback Game,
which has sold over 80,000 copies in 12 languages. ‘Bill Quirke is one of the philosophers of good
organizational communication. From an
Self-awareness is a prerequisite of any planned
enviable depth of real world experience with real
process of personal development. The good news is
organizations, he has written an important book not
that most people leap at the chance to find out the
only for communication professionals but also for
answer to questions about themselves such as: ‘How
organizational senior leaders, who must understand
good am I at explaining what I want?’, ‘What do other
that effective communication doesn’t just happen.
people think of me when I talk to them?’, or ‘How
It must be led and nurtured. Quirke tells exactly how
successful am I as a teambuilder?’.
to do that in a highly readable book.’
It gives people a means of asking and answering Roger D’Aprix, Vice President, ROI Communication,
these (and other) questions and discovering whether author of The Credible Company
they possess the skills they need to communicate and
Bill Quirke demonstrates practically how
relate effectively to others. The Development Game has
businesses can use internal communication to
sold over 20,000 copies in 6 languages.
achieve differentiation, to improve their quality,
Boxed Game 2000 customer service, and innovation, and to manage
978-0-566-08402-7 £47.50+VAT 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
The Development Games Manual
to deliver to add value, and how organizations need
Improving Your Communication Skills
to manage their communication for best results.
Peter Gerrickens
This edition contains a wealth of new material,
This manual complements the Development Game.
with pragmatic advice and new case studies.
The manual explores ways of playing and applying the
Four new chapters cover how to develop internal
Development Game and includes 30 original games
communication strategy, global communication,
that all use the 60 cards.
engaging employees, and helping leaders
The Game helps you to:
communicate more effectively.
• Identify skills you think are important
Contents: Getting more value from internal
• Determine how far you have mastered these skills
communication; Turning strategy into action;
• Be aware of how others assess these skills
Going global and restructuring; Leading engagement;
• Realize your weaker skills which need better
Making change happen; Engaging employees
face to face; Communicating initiatives and
Overall, it provides you with a springboard for projects; Planning and managing communication;
prioritizing and planning your own development. Repositioning the role of the internal communication
function; Measuring impact; Index.
Looseleaf 2000
978-0-566-08403-4 128 pages £110.00 Paperback June 2008
978-0-566-08780-6 384 pages £29.50

The CEO: Chief Engagement Officer Action Learning for Managers

Turning Hierarchy Upside Down Second Edition
to Drive Performance Mike Pedler
John Smythe
Action Learning for Managers is a clear, concise
‘This is the most significant book for internal and straightforward guide to this well-established
communicators in 25 years. Not since Roger D’Aprix’s approach to problem solving and learning
Communicating for Productivity in 1982 has there in groups that enables change in individuals,
been a book more likely to impact what communicators teams, organisations and systems. Through
do on the job than this one...if you buy one book this action learning people develop themselves and
decade this is the one. Strongly recommended.’ build the relationships that are the key to improving
Strategic Communication Management (Australia) operations and bringing about innovations. With
questionnaires, checklists, examples and practical
The Chief Engagement Officer explores a management advice, this book includes everything you need to
philosophy which recognises the value of opening get started.
up decision making to the right groups to improve
the quality of decisions and change, accelerate Contents: Introduction; What is action learning?;
execution and broaden ownership. Will it work in my organisation?; What does an
action learning programme look like?; How does an
John Smythe asks what the concept of engagement action learning set work?; What is an action learning
means for employer and employee; tests whether problem?; What skills are developed in action learning?;
and how it is different from internal communication How do you evaluate action learning?; Surely action
and provides a practical framework for those who learning can’t do everything?; Where can I get more
want to engage colleagues but need advice based information?; Index.
on applied experience.
Paperback June 2008
The book includes a tapestry of reports from 978-0-566-08863-6 98 pages £9.99
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 Handbook of Corporate University
as an organisational fellow with McKinsey and Development
Company, and his consultancy with Engage for Managing Strategic Learning Initiatives in Public and
Change, can be used to take this process forward Private Domains
in any organisation. Edited by Rob Paton, Geoff Peters,
John Storey and Scott Taylor
The Chief Engagement Officer is a highly readable
guide to the revolution that is needed in employee ‘The Editors can be congratulated on an excellent
communication and organisational leadership publication. It gives extensive coverage of a variety
from one of the most experienced and well-regarded of aspects concerning corporate universities, which
experts on employee communication. 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
Paperback 2007 Hardback 2005
978-0-566-08561-1 226 pages £25.00 978-0-566-08583-3 306 pages £95.00
Talent Assessment Managing the Psychological Contract
A New Strategy for Talent Management Using the Personal Deal to Increase Business
Tony Davis with Maggie Cutt, Neil Flynn, Performance
Peter Mowl and Simon Orme Michael Wellin
‘This is a solid, hardworking manual that gathers ‘This is a wide ranging and, above all, practical
together any pertinent material on its subject... treatment of an idea that has hitherto been the
Surprisingly though, for a reference work of this province of OD practitioners and experienced
nature, it also takes the reader into some difficult HR professionals. In managerial terms it unpicks the
territory and asks tough questions...There is plenty jargon, and gives real practical examples of how to
of material that an HR or training department could maximise the impact of the “Personal Deal” for all
implement directly...Keeping a copy of this in the employees. A timely and important contribution that
corporate library is equivalent to having a consultant will be of real help for managers in all industries.’
to hand. Its cover price reflects the value of the Mike Mister, Global Director, Executive Development,
information and tools inside, and as such it is Ernst & Young Global Limited
remarkable value. Useful 5/5, Well-written 4/5,
This is the first book which shows how the
Value for money 5/5.’ Personnel Today
psychological contract can be used in practice.
Michael Wellin advocates going beyond the traditional
Talent Assessment demonstrates how to manage static view of the psychological contract between the
the needs of the individual employees and those organisation and its employees. He shows how to
of the organization in parallel; how to identify the create unique and dynamic customised personal deals
aspirational and development needs of potential between people and teams.
top performers and how to manage them sensibly.
He does this by showing how to make personal deals
This involves using techniques to assess their
explicit and mutual, and provides practical tips for
mindsets, behaviours and skills and then providing
leaders, employees and HR professionals. Separate
effective training, development and performance
chapters are devoted to leadership, culture change
management interventions.
and strategic HR management. There is also a chapter
IT is an increasingly important support and enabler of practical ideas for individuals who want to change
of this kind of process and the authors provide their personal deal at work.
guidance on the process and content required
The author’s ideas are based on his own research
for a talent management database. There is also
and consultancy experience as well as the latest
a chapter exploring the critical operation role of
business school research. The book has a number
HR in talent management.
of case studies showing how different organisations
The book is filled with practical examples and use the psychological contract.
mini-case studies to help you apply the various
This is an important and extremely readable book for
techniques. It provides positive, practical guidelines
all those concerned with the improved performance
to encourage you to implement a suitable talent
of people and organisations.
management programme as well as introducing
more advanced aspects of the subject, particularly Hardback 2007
in terms of assessing suitable candidates for this 978-0-566-08726-4 260 pages £60.00
way of managing your organization’s future. eBook 978-0-7546-8189-2
Hardback 2007
978-0-566-08731-8 256 pages £60.00


The Invisible Organization HR Transformation Technology

How Informal Networks can Lead Delivering Systems to Support the New HR Model
Organizational Change Allan Boroughs, Les Palmer and Ian Hunter
Neil Farmer
HR Transformation Technology is a complete,
‘If only we had this book when HR set out to gain business-orientated guide to the planning, design and
professional recognition and make a strategic delivery of HR information systems. It spells out the
contribution. Its a little way out, it takes chances, full scope of the applications required to support HR
it makes us vulnerable and it finally helps HR stand shared services and business partner roles and goes
up and be counted. An exciting and refreshing rethink on to set out the step-by-step process for managing
on HR’s contribution to organisational change.’ the delivery of a major HR information system project,
Graham White, Director of HR, and ensure it remains on schedule and on budget.
Westminster City Council
HR Transformation Technology provides:
We are on the verge of major breakthroughs in • An understanding of the role of IT in HR
change management, knowledge management, and the way in which it supports key elements
organizational design, talent management, employee such as the HR shared service centre and HR
engagement, innovation, outsourcing and almost all Business Partners
of the traditional approaches to HR. Managing and • A clear picture of the features and benefits
motivating people effectively in a turbulent, of the main types of HR IT application and an
fast-changing world is, for the first time, about to overview of what can commonly go wrong
enter the executive’s comfort zone. • The knowledge to build and communicate
a definitive business case for the project
Neil Farmer explains how to adapt your organization • Details of the processes to be followed when
to the informal networks that form most of the defining what you need and selecting the
basis for communication between managers and partners who can deliver it.
employees. It is possible to identify accurately who
the key players are across informal personal networks This book is indispensable for anyone with
and this book explores the key themes. responsibility for delivering HR systems.
Contents: Preface – The birth of an insight. ‘The Contents: Part 1 The Role of Technology in the
Invisible Organization’: Highlights of the book. The HR Function: How the HR function has evolved;
failure of business leadership; The importance of The evolution of HR technology. Part 2 Core HR
influencers; The importance of informal employee Technologies for the New Model: Technology in
networks; Balancing formal and informal employee the HR Service Centre. Part 3 Managing the
networks; Throwing out those tired old HR models; Transition: Linking strategy and technology; Project
Managing your business using informal employee definition and start-up; Project initiation and feasibility;
Networks; Appendices: Using informal networks – Selecting the technology; Delivering HR technology.
questions and answers; Final reflections on ‘leadership Part 4 Building on Experience: Lessons learned;
and change’. References; Index. Case studies. Index.
Hardback November 2008 Hardback April 2008
978-0-566-08877-3 224 pages £60.00 978-0-566-08833-9 230 pages £65.00
eBook 978-0-7546-8372-8
Human Resources Outsourcing How To Get Best Value From HR
Solutions, Suppliers, Key Processes and the The Shared Services Option
Current Market Peter Reilly and Tony Williams
Ian Hunter and Jane Saunders
An efficient and cost-effective HR function
This Orion Partners’ report addresses the main is essential to the successful running of any
considerations for an organization investigating organization. And yet for many businesses it
a large-scale transference of HR transactional is impossible or costly to have HR staff in every
activity to an outsource provider. The report office. This is particularly true for companies who
also provides an overview of the market for HR have many branches, such as banks and building
outsourcing services in Europe. There are sections societies. So what are they to do? Increasingly
profiling each of the main outsourcing providers they are turning to shared services by creating
in the UK and continental Europe and case studies a unit within the organization that typically
drawn from both the public and private sector. undertakes personnel administration and basic
operational support. This may be delivered to
Human Resources Outsourcing agreements, managers and employees through some
which typically run for seven years or more, have combination of call centre, personal contact
a critical influence on any organization’s ability to or intranet.
deliver its long-term strategy. The Orion Partners’
report is a valuable contribution to identifying the This book explains what shared services are and
right model, locating the right partner and realising what they look like for the HR function. It describes
the value of one of the most important elements why organizations opt for shared services and what
in the current strategic investment for large activities are included. It sets out the relationship
organizations. It also provides helpful advice on between shared services and the other HR activities,
how to manage the impact of outsourcing on the and between HR and line management.
retained HR team.
How To Get Best Value From HR outlines the process
A4 Hardback 2007 of introducing shared services, from identifying
978-0-566-08801-8 92 pages £75.00 customer needs through designing the structure
to implementation and monitoring. It also outlines
the likely pitfalls and, importantly, offers possible
e-HR solutions. In particular the book highlights the big
Using Intranets to Improve the Effectiveness design issues, including whether to outsource
of Your People services, where a shared services centre should
Bryan Hopkins and James Markham be located, how services should be delivered and
organized, including through the option of e-HR.
‘...If your organisation is contemplating the Crucially it features an extended case study of the
introduction of HR technology, and you need to weigh Royal Bank of Scotland’s experience of introducing
up the pros and cons before investing in it, this book HR shared services, providing a unique insight into
will be of enormous help. It is well-written and steers the reality of this new way of working.
clear of IT jargon. Best of all, it promotes the
introduction of technology for shared services in a Hardback 2003
format that is easy to understand.’ Personnel Today 978-0-566-08495-9 160 pages £60.00
eBook 978-0-566-08964-0
Hardback 2003
978-0-566-08539-0 256 pages £60.00
eBook 978-0-566-08953-4
Strategic HR Communicating Strategy
Building the Capability to Deliver Phil Jones
Peter Reilly and Tony Williams
‘Each chapter of Communicating Strategy poses
‘There are surprisingly few books about the HR practical business strategy questions. If you can
function itself, rather than its policies, set in a answer them, you’ve obviously read the book – if you
UK context. Of those, there are very few good can’t it’s time you did!’
ones – and this book is definitely one of them.’ Philip Dearing, Managing Director, Mutual One Ltd
Duncan Brown, Assistant Director-General
CIPD in People Management Magazine Phil Jones’ Communicating Strategy is designed
to help you communicate your strategy in a
‘...a comprehensive and reflective volume that should compelling and effective way, and dramatically
prove to be a valuable information source for teachers, improve implementation and the resulting
students and practitioners within the HR field.’ outcomes. It provides a clear framework for building
Economic Outlook and Business Review a communication plan as well as practical information,
techniques, tools, tips and exercises that can be
This book looks at the developments that have applied to explain and deliver a complete and
brought HR to its present position. It sets out coherent message.
a vision of where HR might be headed, including
a definition of its role and activities. It identifies There is guidance on how to identify likely obstacles
a number of challenges that HR will have to face to change and how the psychology behind your story
if it is to be effective. These include not just skills, – and the language you use – can help create change
but problems with structures and relationships with champions; as well as details of how to use metaphor,
stakeholders, be they line managers or employees. quotations and imagery to paint a vivid picture.
The authors also highlight ways of monitoring HR The author also explores the reasons why your
performance and of demonstrating its value. It all organization’s structure, processes and culture
adds up to an authoritative reference guide for all may stifle your story and the steps you can take
HR directors seeking to define their role and future to align each of these to the strategy.
aims, for those new to the function on the challenges
they will face, and for senior executives on what This is an exceptional book that includes elements
they should expect the added value to be from of organizational theory, human psychology and
their HR function. good, straightforward common sense.

Contents: Introduction. Part 1 The Story So Far: If you believe that people will do a better job if they
The changing nature of HR; The HR function now. understand what you are thinking and what you
Part 2 Where Next for HR?: New role; New content; want, this book is for you.
New relationships; New structures and roles; New Contents: They don’t get the strategy; Ten heresies;
skills; New technology; New approach to monitoring Communicate what, to whom and why?; Understanding
and evaluation. Part 3 Impediments to Success… and motivating change; What’s in it for…?; Developing
and Some Solutions: The challenge of positioning; the story of the strategy; Let me tell you a story;
Solution to positioning challenges; Challenges with The aligned management team; The handcuffed
the operating model: structures and roles; Challenges organization; Developing your communications
of capability; Capability solutions. Conclusion; Index. strategy and plan; Final thoughts; Index.
Hardback 2006 Paperback February 2008
978-0-566-08674-8 242 pages £60.00 978-0-566-08810-0 198 pages £25.00
eBook 978-0-7546-8312-4 eBook 978-0-7546-8288-2
Requisite Organization Systems Leadership
A Total System for Effective Managerial Creating Positive Organisations
Organization and Managerial Leadership Ian Macdonald, Catherine Burke
for the 21st Century and Karl Stewart
Second Edition
Elliott Jaques This book is concerned with how people come together
to achieve a productive purpose. Human survival has
‘This book is required reading for CEOs or anyone always depended upon our ability to form and sustain
responsible for designing and leading an organization. social organisations. People have a deep need to
Requisite Organization is Elliott Jaques at his best. be creative and to belong. By creating positive
His ideas about organizations and people are down organisations we can fulfil these needs and build
to earth and practical. We are using them.’ a worthwhile society. Such organisations do not
A F Smith, President and Chairman, occur by chance; they are created by the hard work
Gilbert Associates, Inc of leaders and members and influenced by the way
the organisation is designed, especially its systems.
‘A remarkable book that should be read by anyone
seriously interested in understanding what makes This book outlines that work; how to build a positive
organizations work.’ Long Range Planning organisation in terms of general principles and
practical examples. Understanding and applying this
Jaques has written a practical high-level,
work requires discipline and creativity. The authors
how-to book, that applies to all kinds of working
show the significant positive results that can be
organizations – industrial, commercial, service
achieved and detail a range of case studies. Unlike
and public. He sets out a totally new way of doing
some books which are based on goals, objectives
business. Step by step, he builds up the concepts,
or visions this book concentrates on how this can
and then introduces the working procedures to
be achieved.
enable CEOs and senior executives, managers,
and HR specialists, to develop requisite organization This work has been applied in businesses, social
for themselves – in other words, organization which service agencies, hospitals, city governments,
enhances creativity, productive effectiveness, human national governments, armies, churches, public
satisfaction and excellent morale. utilities, indigenous communities, schools and other
unique organisations. It is intended to help leaders
Requisite Organization challenges all of our current
create more humane and productive organisations
methods and assumptions in the field of organization,
that can both meet their objectives and improve the
leadership and management, and presents a unified
human condition. It does so by presenting a coherent
total management system built upon a rigorous
theory exemplified by numerous cases and practical
theoretical base, Stratified Systems Theory.
experience. As more than one leader has commented,
Any enterprise can gain a competitive edge in the ‘this stuff actually works’.
short-term by introducing new products and services.
The CD supplied with the book contains 11 case studies
In the long-term, however, an adaptive and successful
which look at the application of systems leadership
enterprise calls for soundly structured organization
techniques in a range of organisational contexts.
with effective staffing and managerial leadership at
every level – a requisite organization. Hardback 2006
978-0-566-08700-4 312 pages £55.00
Hardback 1997
eBook 978-0-7546-8313-1
978-0-566-07940-5 290 pages £57.50
Practical Succession Management Senior Executive Reward
How to Future-Proof Your Organisation Key Models and Practices
Andrew Munro Sandy Pepper
Succession management, often little more than ‘...should be essential reading for everyone, from
an annual form-filling chore and a throwback to CIPD students to HR directors and remuneration
‘chess board’ charting of 1950s multinationals, committee chairs. Sandy Pepper, a partner at
needs revitalisation to become a key driver PricewaterhouseCoopers, shows commendable
of organisational renewal in the twenty-first vision and independence in writing this short yet
century. Whilst recent corporate failings have informative work.’
focused attention on the difficulties of leadership Duncan Brown, Assistant director-general,
succession, those organisations which have made CIPD in People Management
the transition to greatness have understood the
impact of strategic resourcing in renewing their Executive pay remains a contentious topic for many
leadership capability and character. organizations. Unfortunately for company executives,
much of the writing about it is either sensationalist
The challenge for organisations is reconciling or highly academic; none of it much help to the
leadership demand and supply. When it may be reader looking for a balanced and informed view
impossible to say what your organisation will look of the subject.
like in three years time, or what strategy it will be
pursuing, demand becomes difficult to predict. Sandy Pepper provides company executives,
And in an era of shifting career realities, supply investors, and advisers with a summary of the
management needs to be more than an analysis main theories (from economics, game theory and
of the age profile of the leadership population. the behavioural sciences) and best practices (in
corporate governance, tax, accounting, compliance
Practical Succession Management is a response to and so on) that relate to the compensation of senior
the increasing relevance of proactive succession executives. He also reviews the current state of
management but the widespread difficulty of corporate governance as it affects executive reward
making it happen. The author focuses on the in Europe and the US. And he backs the text up
business realities of succession management with case study examples.
rather than provide a conceptualisation of how
it might work in principle or simply headline Senior Executive Reward is an intelligent, practical
a series of corporate ‘just so’ stories. and balanced explanation of the basis on which
modern executives are compensated – and why.
In a robust evaluation of relevant research and It is must-have reading for anyone who is interested
imaginative practice, Andrew Munro maps out in the complex and often controversial topic of
the battlegrounds for succession management, executive pay, particularly remuneration committee
with tools and techniques to guide readers members, professional advisers and senior executives
from start to finish. The result is a book that will anxious to understand for themselves (and explain
stimulate and challenge your thinking in opening to others) the basis on which they are rewarded.
up new options and provide practical methodologies
to advance strategic resourcing within your Hardback 2006
organisation. 978-0-566-08733-2 102 pages £47.50
eBook 978-0-7546-8310-0
Hardback 2005
978-0-566-08570-3 268 pages £60.00


HR Business Partners Improving Learning Transfer

Ian Hunter, Jane Saunders, Allan Burroughs A Guide to Getting More Out of What You
and Simon Constance Put Into Your Training
Cyril Kirwan
‘A detailed, useful and practical guide to realizing the
potential of HR in any organization.’ ‘...In this well organised and practical book, learning
Brian Wishart, providers, those charged with organizing training,
European Head of Organizational Development, and managers will all gain an understanding of the
BP Group role they play in contributing to successful learning
This book highlights the changes and challenges to Mary O’Rafferty, Director, Leadership and
the role of the HR Business Partner, overviewing the Management, Institute of Public Administration
emerging service delivery models for the HR function
(in particular the development of shared services and Cyril Kirwan’s Improving Learning Transfer, addresses
outsourcing options) and what this means for the HR this critical issue at a number of levels. Firstly, it
Business Partner (HRBP) in the modern enterprise. explores what learning transfer actually is (it’s about
application of learning back at work, as well as
The purpose of this book is to provide a conceptual maintenance of that learning over time).
framework and practical advice, based on real life Secondly, it describes the main factors that affect
case studies and recent research, into how HR transfer, in terms of trainee characteristics, training
Business Partners best add value to the organization. design factors, and work environment characteristics.
The authors have extensive experience of working in It also examines how those factors exert their effect,
the area of HR restructuring and have consistently which ones are more important, how they interact
come up against confusion and contradiction about with one another, and in doing so constructs a
what is the new role of the HR Manager/Business practical learning transfer model for practitioners.
Partner in supporting business managers in the The book also describes in some detail what the
delivery of strategic and tactical objectives. various factors working for or against learning
Contents: The evolution of HR. Part 1 The HR transfer look like in practice. Finally, using case
Business Partner Model in Practice: The HR BP studies, it points the way towards what can be done
role; The role of the shared service centre; The role before, during and after training to improve the rate
of the HR centre of excellence; The role of outsourcing; of transfer.
What does this mean for the line manager? Part 2 HR This highly practical book will help trainers,
Technology – The Business Partner Toolkit: The HR development specialists and line managers ensure
BP and technology; Integrated solutions or ‘best of that their training is about real outcomes and not
breed’; Functional scope and business requirements; just inputs.
The business case for technology investment.
Part 3 Completing the Jigsaw: The role of the HR Contents: Introduction: Setting the scene; Learning
BP – the line manager’s viewpoint; Measurement and learning transfer; Getting the programme right;
of success; Capabilities for successful business Bridging the gap; Getting the work environment
partnering; Developing the HR BP; Selection and right; It’s up to you – making it happen; Dealing with
career management for business partners; Lessons resistance; Measuring learning outcomes; How to
learnt implementing the HR BP model. Index. improve learning transfer. Appendix; Index

Hardback 2006 Hardback February 2009

978-0-566-08625-0 184 pages £55.00 978-0-566-08844-5 222 pages £55.00
eBook 978-0-7546-8299-8 eBook 978-0-566-08986-2

Emotional Intelligence Activity-Based Training Design

Activities for Developing You and Your Business Transforming the Learning of Knowledge
Ann Cartwright and Amanda Solloway John Rodwell
Building rapport, communicating and establishing Activity-Based Training Design shows you how to
trust with people, as a line manager, as part of a design new training sessions or transform existing
department or a temporary project team, involves a sessions using tools and techniques that engage
fundamental set of human and business skills. And the participants, promote the effective learning of
yet this set of skills is also the area where the majority knowledge, and are fun to work with. It provides you
of managers feel least equipped to cope. with active reading techniques like Info Hunt, card-sort
activities like Washing Line and ideas for games and
Emotional intelligence is, at its heart, all about activity boards like The Evaluation Game.
self-awareness; an understanding of how people
relate and respond to you. This collection of training Overall, this is a book that provides the tools and
activities provides managers and employees with techniques for transforming a training session into
a series of proven exercises for raising personal an accelerated learning activity.
and social awareness, skills for managing self and
relationships with others. Each activity includes Hardback 2007
detailed instructions for the user or facilitator as well 978-0-566-08796-7 194 pages £55.00
as copies of any handout materials.
The collection is available as a loose-leaf manual or Kennedys’ Simulations for
on CD-ROM.
Negotiation Training
Contents: Core skills of emotional intelligence; Third Edition
Activities for self-awareness; Activities for Gavin and Florence Kennedy
self-management; Social awareness; Relationship
management; Inspirational leadership; Sample This wide-ranging and proven collection of 30 exercises,
workshops outlines. now updated and with new simulations and cases,
should be extremely useful to anyone responsible
A4 Looseleaf April 2009 for developing negotiation skills as well as to those
978-0-566-08836-0 376 pages c. £200.00 training in sales, purchasing, people management and
CD-ROM April 2009 problem solving. The simulations are graded ‘basic’,
978-0-566-08909-1 c. £200.00+VAT ‘intermediate’ or ‘advanced’ and provide scenarios
suitable for managers wishing to improve negotiation
skills, whatever their level. Professor Kennedy also
Gower Website provides guidance on how to prepare for simulations,
The Gower site offers 1000 Gower controlling the exercises, evaluating the outcome
management books and 400 and using observers, together with comprehensive
training materials. 10% discount guidance on the 4-phase ‘wants’ method of negotiating.
on all online orders along with the A4 Looseleaf 2007
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Our website also includes full contents for all books CD-ROM 2007
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Hacking the Human Information Security

Social Engineering Techniques and and Employee Behaviour
Security Countermeasures How to Reduce Risk Through Employee Education,
Ian Mann Training and Awareness
‘Full of ideas and angles that turn day-to-day security Angus McIlwraith
management on its head. For years the security ‘Information is every organisation’s most prized
business has ground away at technical issues that asset. This book will be essential reading for
company boards don’t understand...this book lays organisations which, although content with the
open the reality of ‘real’ security – the security that technical security measures in place, nonetheless
the CEO understands and worries about.’ have concerns over whether their staff have
Jon Pumfleet, Head of Information Security sufficient understanding of this area.’
Information security is about people, yet in most Information Security Specialist Group Magazine
organizations protection remains focused on Research suggests that between 60 and 75% of all
technical countermeasures. information security incidents are the result of a lack
Ian Mann turns the black art of social engineering of knowledge and/or understanding amongst an
into an information security risk that can be organization’s own staff, and yet the great majority
understood, measured and managed effectively. The of money spent protecting systems is focused on
text highlights the main sources of risk from social creating technical defences against external threats.
engineering and draws on psychological models to Angus McIlwraith’s book explains how corporate
explain the basis for human vulnerabilities. Chapters culture affects perceptions of risk and information
on vulnerability mapping, developing a range of security, and how this in turn affects employee
protection systems and awareness training provide behaviour. He then provides a pragmatic approach
a practical and authoritative guide to the risks and for educating and training employees in information
countermeasures that are available. security and explains how different metrics can be
Ian Mann provides a rich mix of examples, applied used to assess awareness and behaviour.
research and practical solutions that will enable you Information security awareness will always be an
to assess the level of risk in your organization. If you ongoing struggle against complacency, problems
are responsible for physical or information security associated with new systems and technology,
or the protection of your business and employees and the challenge of other more glamorous and
from significant risk, then Hacking the Human is a often short term priorities. This book will help you
must-read. develop the capability and culture that will enable
Contents: Introduction; Part One The Risks: What your organization to avoid or reduce the impact
is social engineering?; Understanding your risks; of unwanted security breaches.
People, your weakest link; Limitations to current Contents: Introduction. Part 1 A Framework for
security thinking. Part Two Understanding Human Understanding: Employee risk; Security culture; How
Vulnerabilities: Trust me; Reading a person; are we perceived?; Summary. Part 2 A Framework for
Subconscious mind; Parent, Adult, Child. Part Three Implementation: Practical strategies and techniques;
Countermeasures: Vulnerability mapping; Protection Measuring awareness; Delivery media and graphic
systems; Awareness and Training; Testing. Index. design; Conclusions; Bibliography; Index.
Hardback November 2008 Hardback 2006
978-0-566-08773-8 266 pages £80.00 978-0-566-08647-2 176 pages £60.00
eBook 978-0-7546-9351-2 eBook 978-0-7546-8301-8
Vetting and Monitoring Employees Age Discrimination in Employment
A Guide for HR Practitioners Malcolm Sargeant
Gillian Howard
Increased life expectancy and an ageing workforce
Most employers will at some time need to monitor, have highlighted the problem of age discrimination
record and read e-mails sent and received by in developed countries. Malcolm Sargeant’s Age
their staff, or check on their employees’ use of Discrimination in Employment is an encyclopedic
the telephone and internet, or access business guide for HR specialists and employment lawyers
correspondence received at work but addressed to the nature of age discrimination in the workplace
to a member of staff. There may also be clear cases in a number of countries, along with a discussion
where covert surveillance either by video camera of the main thrust of employment law in this area,
or private investigators is considered as a means including an analysis of the Employment Equality
to collect evidence of criminal activity on site. (Age) Regulations 2006.
The law in this area is complex and, in some
cases, contradictory. The book opens with a consideration of what
age discrimination is and how it manifests itself
Gillian Howard aims to set out the law clearly and at the workplace and elsewhere. It also breaks
give practical guidance, both to employers as to their discrimination down by age (discrimination
legal rights, and to employees as to what safeguards against young, middle, old and senior age
to their privacy the law gives them. She provides employees) and explores multiple discrimination,
precedents and useful examples of policies and including age and gender, ethnicity, sexual
procedures for monitoring employees at work. orientation, and disability. An important reference
for HR departments, policy-makers and others
Vetting staff before taking them into employment concerned with organizational culture and
can be equally fraught with legal issues. The Data development, discrimination, and social policy.
Protection Act 1998 requires employers to obtain
explicit consent from an employee before seeking Contents: Age discrimination; United Kingdom
and using certain sensitive information. This book perspectives; European perspectives and the
gives guidance in this difficult area of employment Framework Directive; Age discrimination at work;
law with practical advice, precedents and policies, Retirement; Experiences in other countries; Multiple
and details of legal interpretations of the law by the discrimination; The Employment Equality (Age)
Courts and Employment Tribunals. Regulations 2006; Bibliography; Index.
Contents: Introduction; The law on monitoring Hardback 2007
telephone calls and emails and internet regulation; 978-0-566-08774-5 242 pages £70.00
Monitoring telephone calls; Discipline and dismissing eBook 978-0-7546-8896-9
employees; Harassment, diversity and pornography;
Covert surveillance and Data Protection; Data
Protection and Freedom of Information; Human rights eBooks
and monitoring employees; Pre-employment checks All Ashgate and Gower titles that
and references; Defamation and the internet; Email feature an eISBN are available to
and internet policies and procedures; Appendices: purchase in eBook format via eBook
Policy documents; Index. providers. For more information see:
Hardback 2006
978-0-566-08613-7 206 pages £60.00 Gower eBooks are also available on a subscription
basis from:
Addiction at Work Deception at Work
Tackling Drug Use and Misuse in the Workplace Investigating and Countering Lies
Edited by Hamid Ghodse and Fraud Strategies
Michael J. Comer and Timothy E. Stephens
Written by some of the world-authorities on drug
use in the workplace, Addiction at Work enables you ‘To sum up, this is another Comer masterpiece worth
to understand the background and extent of the studying deeply by anyone whose job means facing
problem: the cost of drug abuse to your organization; tricky, deceitful or plain lying people.’
the role your own organizational culture may have in Professional Security
encouraging drug misuse; the risks associated with
dangerous or stressful jobs. There are also chapters Deception at Work tells you how to recognize and
to help you understand the symptoms of drug abuse deal with lies, in meetings, negotiations, discussions
and the potential risks associated with perfectly legal and in writing. It is guaranteed to make you a more
prescription or over-the-counter medicines. effective and confident operator, no matter what
job you do. Simply leaving the book on your desk
Hardback 2005 for others to see will improve your chances of not
978-0-566-08619-9 278 pages £80.00 being deceived.
It exposes deception in all of its forms, linking the
authors’ 40 years of experience in dealing with
Data Protection for the HR Manager fraudsters with the most recent findings on MRI
Mandy Webster scanning and the human brain. It explains how,
‘…This document is very useful guidance in why and in what circumstances both achievement
an increasingly complex area of HR practice. and exculpatory lies are told, and how they can
The suggested actions and various tables make be resolved. It sets out a low key but effective plan
it a useful reference tool.’ for dealing with liars in all shapes and sizes, from
Nigel Trowbridge, Company Secretary, confidence tricksters to malingerers and hard-nosed
The Walbrook Group, UK fraudsters.

Mandy Webster’s book provides a practical and This ground-breaking work includes the most
comprehensive guide to the complex issue of data comprehensive summary of the clues to deception
protection within human resources, looking at the of any book currently in print.
implications throughout the employment lifecycle. Contents: List of figures; List of tables; List of Mind
It effectively brings together the strict legal Maps®; Foreword; Prologue. Part 1 The Problem
requirements with best practice standards of of Deception: Introduction; Taxonomy; The human
relevant codes of practice, including the mind; Signs of deception. Part 2 Countermeasures:
Employment Practices Data Protection Code. Planning investigations and legal background
for tough interviews; Planning tough interviews;
If you are an HR manager and concerned to stay on Conducting tough interviews; Dealing with deceptions
the right side of the law of data protection, then this in writing; Other applications. Part 3 In Court: Giving
book is your essential reference. evidence. Part 4 Golf: Golf and the cunning plan.
Appendix 1 Suspects checklist; Appendix 2 Elimination
Hardback 2003 questionnaire; Appendix 3 CIA witness statement
978-0-566-08596-3 160 pages £55.00 form; Appendix 4 RIPA analysis; Index.
Hardback 2004
978-0-566-08636-6 480 pages £70.00
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