William Hughes has been a director of human resources, CEO of his own management consulting firm, an international management consultant and an associate professor of management at the University of Malaysia. He has written numerous articles and blogs on performance and human resource management and is the author of nine books. He has trained supervisors and managers in people management skills in numerous organizations in the US and overseas. He is the designer of the track system, which has been used in many training programs for supervisors and managers and for career development of employees. The track concept is described in his book, Your Career Track (Old Line Publishing, 2012). In this book Hughes covers all of the topics of his many performance management courses and seminars he has conducted in the past forty years. Like the content of his training courses for supervisors and managers, it is a basic "how-to" for managing people effectively. As the author has frequently said, "there is no such thing as good or bad people managers. But there is definitely such a thing as effective and ineffective people managers. What makes for an effective people manager is mainly determined by the kind of results he or she gets from his or her management techniques." This book is presented to assist the new or veteran people manager to get the best results from his or her employees.
In We, Rudy Karsan and Kevin Kruse dig deep to reveal the nature of work in the modern organization and share the secrets for achieving full engagement at work, based on findings from over 10 million worker surveys in 150 countries, and ...
"If you think you know everything it takes to attain associate/employee engagement, put yourself to the test. This book provides a holistic approach to engagement that will create the competitive edge required to succeed in this economy.
This text describes a process that identifies the critical behaviour of employees that directly affects an organization's productivity and profit. Primary emphasis is placed on practical applications of the theoretical...
Lundy (2017) asserted employee performance evaluation is a process of examining the contribution of personnel in ... to utilize performance evaluations more frequently because it can increase its effectiveness in managing employees.
In the end, the only thing that matters is whether a sale is made. A strong manager will use all resources available to her to ensure that the rep understands expectations and has the support and resources to make the sale.
Harrison, D.A., Newman, D. A. & Roth, P. L. (2006), 'How important are the job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences', Academy of Management Journal, 49(2): 305–25. Hartwell ...
Evaluating Employee Performance
Federal Government agencies are moving to better align pay with performance & create organizational cultures that emphasize performance rather than tenure. However, agencies must invest time, money, & effort in...
In P. David & M. Reder (Eds.), Nations and households in economic growth: Essays in honor of Moses Abramovitz. New York, NY: Academic Press. Easterlin, R. A., McVey, L. A., Switek, M., Sawangfa, O., & Zweig, J. S. (2010).
Investing more time where it counts will exponentially increase your satisfaction with and payoff from your time investment. Will you get every e-mail answered? Probably not. But you'll end up investing in your health, completing key ...