In a world of political and economic uncertainty where stress and unhappiness are on the rise, improving employee wellbeing has never been more important. But with budgets being squeezed and the constant need to do more with less, this can seem like an insurmountable task. 50 Top Tools for Employee Wellbeing shows that interventions don't need to be expensive or time-consuming. It contains practical tools for immediately improving staff wellbeing, resulting in happier, more engaged and more productive employees. Each tool in the book includes guidance on when to use it, how to get the most out of it and - most importantly - how to measure its impact to show what's working and where efforts are best focused. Addressing all the key areas of the subject, from career development and workplace culture to physical, mental and financial wellbeing, this is a complete resource for improving your workforce's wellbeing.

Engaged employees are more productive, motivated and resilient, yet gaining financial support to develop engagement is harder than ever as budgets are being squeezed and everyone is being asked to do more with less. 50 Top Tools for Employee Engagement shows that you don't need expensive interventions or additional resource to achieve employee engagement. It contains practical tools which can be used to make an immediate difference to engagement, whether you're working with individuals, teams or the organization as a whole. Each tool in 50 Top Tools for Employee Engagement includes guidance on when to use it, how long it will take and useful hints and tips to help get the most out of it. Most importantly, this book will give guidance on how to measure the impact of each tool to show what's working and where efforts are best focused. Addressing all the key areas of engagement throughout the employee life cycle, from talent attraction and induction to career progression and development, this book is a complete resource to engaging your workforce.

Split into the core areas of managing yourself and others, transferable management skills and postgraduate study skills, this is an ideal textbook for CIPD advanced level students and those on non-CIPD business masters degrees. Covering the theory and practice of the key topics needed for successful professional development and practice, Developing Skills for Business Leadership includes content on interpersonal and communication skills, managing information and projects in both academic and professional contexts, change management, decision making, managing financial resources and data analysis. This new edition has been fully updated throughout and now includes new material on on building and managing virtual teams, remote and hybrid working arrangements, resolving conflict, organizational learning and development as well as working across diverse cultures and how to foster inclusion. This book provides everything that students will need to manage teams in the workplace, make sound and justifiable business decisions and effectively lead, engage and influence others. Chapters are supported by 'development zones', examples, case studies and 'pause for thought' boxes to consolidate learning and help students with no prior business experience put the skills into context and see how they apply in the workplace. Online resources include a student guide, PowerPoint slides, lecturer manual, and downloadable templates.

A leading textbook in its field, Human Resource Management at Work is a comprehensive guide to the theory and practice of HRM. Aligned to the CIPD Level 7 qualification yet also relevant on non-CIPD accredited HR masters courses, this book covers everything students need to excel in their academic studies and will ensure that they can hit the ground running in a practitioner role after university. Divided into four key parts, the first part of the book covers HRM strategy and the global context, the forces shaping HRM at work and international and comparative HRM. Part Two discusses the role of HR professionals and line managers in the workplace, and how the responsibilities for delivering effective HR vary in a changing world of work, Part Three has expert coverage of the key areas of HR including resourcing and talent management, learning and development (L&D), reward and employment relations. The final part examines the impact that HRM can have on business performance and also outlines the key knowledge and skills required to carry out a business research project. Fully updated through, this seventh edition now has new coverage of diversity and inclusion (D&I), workplace analytics, ethics, wellbeing and precarious work as well as additional coverage of the alignment of HRM with organisational strategy and the integration of different components of HRM. Human Resource Management at Work includes new global case studies, reflective practice activities to encourage critical thinking, exercises to help the consolidation of learning and 'explore further' boxes to encourage wider reading. Online supporting resources include an instructor's manual and lecture slides.

50 Top Tools for Coaching contains a selection of forms, models and exercises and an explanation of how and when to use them. Tools are provided to cover all aspects of a coaching relationship, from coaching briefs and contracts through to planning for the future. The Toolkit is designed to be used like a reference book to dip into the topic when needed. Each tool contains an overview and model diagrams so that the coach can understand the words and the big picture. The book is accompanied by online resources, including audio and visual examples of best practice coaching. The forms and models are also available to download.

An organisation with a superior employment brand is one whose leadership and workforce behaviours match the company brand. Translation: the value proposition for the business is reflected in the actions of the employees at all levels of the organisation. Even for organisations that know how to attract the right talent, the challenge turns to how to engage them in their work and retain them longer than the competition. Every manager knows ... engaged and committed employees are proud to work for their employer and are dedicated to the organisation and willing to give the extra effort necessary to achieve the goals of the enterprise. "50 Plus One Tips to Attract, Engage and Retain Top Talent" provides different approaches to engage your employees. This book will serve as a blueprint for the creation, or re-creation, of your desired place to work by attracting, engaging, and retaining your company's top talent

Management approaches and workplace culture help determine employee productivity, morale, talent acquisition and retention, and organizational adaptability. How to Create a Coaching Culture is a practical guide to embedding effective coaching behaviours within an organization to empower and engage employees to perform at their best. Using a combination of practical tools, assessments, case studies and examples, it provides guidance on how to plan and develop a strategy aligned to your organization and its goals, engage the board to secure 'buy-in', and how to effectively measure and evaluate initiatives in every stage of the employee lifecycle. This fully updated second edition of How to Create a Coaching Culture contains new material on promoting employee engagement, reinventing performance reviews, and new and updated case studies from HarperCollins, British Airways and Leanintuit. Online resources include a series of downloadable templates and tools to use in practice, including a board report, communication strategy, development plan, and pre- and post-course training assessment. HR Fundamentals is a series of succinct, practical guides for students and those in the early stages of their HR careers. They are endorsed by the Chartered Institute of Personnel and Development (CIPD), the UK professional body for HR and people development, which has over 145,000 members worldwide.