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How the fear of a shortage in American science talent fuels cycles in the technical labor marketIs the United States falling behind in the global race for scientific and engineering talent? Are U.S. employers facing shortages of the skilled workers that they need to compete in a globalized world? Such claims from some employers and educators have been widely embraced by mainstream media and political leaders, and have figured prominently in recent policy debates about education, federal expenditures, tax policy, and immigration. Falling Behind? offers careful examinations of the existing evidence and of its use by those involved in these debates.These concerns are by no means a recent phenomenon. Examining historical precedent, Michael Teitelbaum highlights five episodes of alarm about "falling behind" that go back nearly seventy years to the end of World War II. In each of these episodes the political system responded by rapidly expanding the supply of scientists and engineers, but only a few years later political enthusiasm or economic demand waned. Booms turned to busts, leaving many of those who had been encouraged to pursue science and engineering careers facing disheartening career prospects. Their experiences deterred younger and equally talented students from following in their footsteps―thereby sowing the seeds of the next cycle of alarm, boom, and bust.Falling Behind? examines these repeated cycles up to the present, shedding new light on the adequacy of the science and engineering workforce for the current and future needs of the United States.

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A tour of more than two hundred projects by leading international firms documents the radical changes that have been taking place throughout the past fifteen years, in a lavish visual survey that reveals today's achievements in the arenas of technology, the environment, and social responsibility.

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High-quality HR practitioners have advanced skill sets in the critical competencies needed to work our most pressing talent issues of today and to deliver HR strategy to enable businesses to evolve in the future. Now HR professionals are expected to be valued team members and contribute as business partners for the growth of the organization.Defining HR Success provides an in-depth review and application of the nine critical HR competencies practitioners need to be successful within the field of HR and leaders of their organizations:· HR Expertise (HR Knowledge) · Business acumen · Communication · Consultation · Critical evaluation · Ethical practice · Global and cultural effectiveness · Leadership and navigation · Relationship management

HUMAN RESOURCE DEVELOPMENT is a comprehensive text for undergraduate and graduate courses that prepare students to train and develop people. As such, the book covers the entire field of HRD (as defined by the American Society for Training and Development’s competency study), from orientation and skills training, to career and organizational development. HUMAN RESOURCE DEVELOPMENT provides a clear understanding of the concepts, processes, and practices that form the basis of success and shows how concepts and theory can and have been put into practice in a variety of organizations. This textbook focuses on the shared role of line management and human resource specialists in HRD and also reflects the current state of the field, blending real-world practices with up-to-date research.

The Talent Management Handbook explains how organizations can identify and get the most out of “high-potential people” by developing and promoting them to key positions. The book explains: 1. A system for integrating three human resources “building blocks”: organizational competencies, performance appraisal, and forecasting employee/manager potential 2. Six human resources conditions necessary for organization excellence 3. How to link your employee assessment process to career planning and development The Talent Management Handbook will help you design career plans that boost employee morale, as well as create and sustain excellence in your organization. It is full of simple, efficient, easy-to-follow methods for assessing, planning, and developing high-value people to meet your organization’s current and future needs. And it will help you combine your organization’s diverse human resources activities into a single, cogent system. Featuring best practices from leading companies as well as contributions from field experts who hold top positions in such leading HR consultancies as AON Consulting, The Hay Group, Hewitt Associates, Right Management Consulting. Sibson Consulting, and Towers Perrin, The Talent Management Handbook is an authoritative resource for creating and maintaining excellence in your organization through people management.

There are four distinct types of managers. One performs much worse than the rest, and one performs far better. Which type are you?Based on a first-of-its-kind, wide-ranging global study of over 9,000 people, analysts at the global research and advisory firm Gartner were able to classify all managers into one of four types:  ·  Teacher managers, who develop employees' skills based on their own expertise and direct their development along a similar track to their own.  ·  Cheerleader managers, who give positive feedback while taking a general hands-off approach to employee development.  ·  Always-on managers, who provide constant, frequent feedback and coaching on all aspects of the employee's performance.  ·  Connector managers, who provide feedback in their area of expertise while connecting employees to others in the team or organization who are better suited to address specific needs.Although the four types of managers are more or less evenly distributed, the Connector manager consistently outperforms the others by a significant margin. Meanwhile, Always-on managers tend to see their employees struggle to grow within the organization. Why is that?Drawing on their groundbreaking data-driven research, as well as in-depth case studies and extensive interviews with managers and employees at companies like IBM, Accenture, and eBay, the authors show what behaviors define a Connector manager, and why they are able to build powerhouse teams. They also show why other types of managers fail to be equally effective, and how they can incorporate behaviors of Connector managers in order to be more effective at building teams.

HUMAN RESOURCE DEVELOPMENT is a comprehensive text for undergraduate and graduate courses that prepare students to train and develop people. As such, the book covers the entire field of HRD (as defined by the American Society for Training and Development’s competency study), from orientation and skills training, to career and organizational development. HUMAN RESOURCE DEVELOPMENT provides a clear understanding of the concepts, processes, and practices that form the basis of success and shows how concepts and theory can and have been put into practice in a variety of organizations. This textbook focuses on the shared role of line management and human resource specialists in HRD and also reflects the current state of the field, blending real-world practices with up-to-date research.

Apply predictive analytics throughout all stages of workforce management People Analytics in the Era of Big Data provides a blueprint for leveraging your talent pool through the use of data analytics. Written by the Global Vice President of Business Intelligence and Predictive Analytics at Monster Worldwide, this book is packed full of actionable insights to help you source, recruit, acquire, engage, retain, promote, and manage the exceptional talent your organization needs. With a unique approach that applies analytics to every stage of the hiring process and the entire workforce planning and management cycle, this informative guide provides the key perspective that brings analytics into HR in a truly useful way. You're already inundated with disparate employee data, so why not mine that data for insights that add value to your organization and strengthen your workforce? This book presents a practical framework for real-world talent analytics, backed by groundbreaking examples of workforce analytics in action across the U.S., Canada, Europe, Asia, and Australia. Leverage predictive analytics throughout the hiring process Utilize analytics techniques for more effective workforce management Learn how people analytics benefits organizations of all sizes in various industries Integrate analytics into HR practices seamlessly and thoroughly Corporate executives need fact-based insights into what will happen with their talent. Who should you hire? Who should you promote? Who are the top or bottom performers, and why? Who is at risk to quit, and why? Analytics can provide these answers, and give you insights based on quantifiable data instead of gut feeling and subjective assessment. People Analytics in the Era of Big Data is the essential guide to optimizing your workforce with the tools already at your disposal.

Artfully carved from a single piece of renewable mhugu wood using simple hand tools, this rustic pair of wooden salad servers showcase the talents of the Kenyan artisans in designing an animal silhouette in the handle. E ach piece is approximately 11 to 12 in. length. Due to the hand carved nature, actual size may vary by up to an in. Hand wash only. Periodically treat wood with food-grade mineral oil or olive oil to maintain their beauty and luster. 2- Piece Set. Hand-painted animal design. Product Features: Because these are made by hand using rudimentary tools, no two are identical and variations are to be appreciated and enjoyed. Socially responsible product assortments that is empowering consumers to purchase according to their values and help alleviate pOverty. Fair Trade is so much more than a product assortment. It's about safe workplaces, fair wages + community investment for factory employees. Package includes: 1 Set Colors: Natural Materials: Ethically handmade in Kenya from wood. Dimensions: 12 to 13 in. long; 2.5 in. to 3 in. wide. Color: Brown.

Designed to accompany the comprehensive and exceptional Community Practice Skills: Local to Global Perspectives, this workbook enhances the discussion of skills and competencies for community practice. Featuring direct exercises, project ideas, and role plays, this workbook contains a range of activities that focus on a host of practice and theory issues designed for use in class groups, field settings, and career practice. Crafted by leading social work practitioners and informed by the student perspective, the Community Practice Skills Workbook shows how to analyze and synthesize new knowledge and effectively incorporate new skills into ongoing practice. The workbook is intended for a variety of MSW/DSW graduate courses and higher level undergraduate (BSW) courses, especially those that focus on community practice and development. It also applies to programs specializing in more general methods of macro social work.

This comprehensive textbook analyzes the ethical issues of health and health care in global perspective. Ideal for students of public health, medicine, nursing and allied health professions, public policy, and ethics, the book helps students in all these areas to develop important competencies in their chosen fields. Applying a comparative, or multicultural, approach, the book compares different perspectives on ethical issues in various countries and cultures, such as informed consent, withholding or withdrawing treatment, physician-assisted suicide, reproductive health issues, research with human subjects, the right to health care, rationing of limited resources, and health system reform. Applying a transnational, or cross-border, approach, the book analyzes ethical issues that arise from the movement of patients and health professionals across national borders, such as medical tourism and transplant tourism, ethical obligations to provide care for undocumented aliens, and the “brain drain” of health professionals from developing countries. Comprehensive in scope, the book includes selected readings which provide diverse perspectives of people from different countries and cultures in their own words. Each chapter contains an introductory section centered on a specific topic and explores the different ways in which the topic is viewed around the globe. Ethics in Health Services and Policy is designed to promote student participation and offers methods of activity-based learning, including factual scenarios for analysis and discussion of specific ethical issues.

What does a truly global manager today need to know to lead responsibly? How does he or she develop the core management competencies needed? Globally Responsible Leadership: Managing According to the UN Global Compact uses the UN Global Compact and its Ten Principles as an overarching framework for understanding the issues facing business managers today. Drawing on the knowledge of contributors from different parts of the world, the book shows readers the intersection between business and the major global issues of our time―human rights, labor, the environment, anti-corruption and bribery―and most critically, how to address these issues in the day-to-day running of their operations.

A "brilliant" and "fascinating" investigation of the looming avian flu pandemic―and how we arrived at the brink of a global health catastrophe―The New York TimesThe virus known as H5N1 is now endemic among poultry and wild bird populations in East Asia. A flu strain of astonishing lethality, it has a talent for transforming itself to foil the human immune system―and kills two out of every three people it infects. The World Health Organization now warns that avian flu is on the verge of mutating into a super-contagious form that could travel at pandemic velocity, killing up to 100 million people within two years.In The Monster at Our Door, the first book to sound this alarm, our foremost urban and environmental critic reconstructs the scientific and political history of this viral apocalypse in the making, exposing the central roles played by burgeoning slums, the agribusiness and fast-food industries, and corrupt governments. Mike Davis tracks the avian flu crisis as the virus moves west and the world remains woefully unprepared to contain it. With drug companies unwilling to invest in essential vaccines, severe shortages persist, a scenario Davis compares to the sinking Titanic: there are virtually no lifesaving resources available to the poor, and precious few for the rich, too.

HR professionals' guide to creating a culturally agile talent pipeline Succeeding in today's global economy requires organizations to acquire, develop, and retain professionals who can operate effectively around the world, irrespective of country or culture. More than ever before, organizations need a pipeline of professionals who possess cultural agility, the ability to quickly, comfortably, and successfully work in cross-cultural and international environments. As the competition for culturally agile talent grows, meeting this critical human resource challenge requires highly effective, cutting-edge talent management practices. With step-by-step guidance and evidence of effectiveness, this book offers those critical practices―many which can be implemented today. Includes how-to details for implementing talent management practices to build a pipeline of cultural agile professionals in any organization Features illustrative examples from a wide range of organizations, including the Peace Corps, the US Military, and many Fortune 500 companies Allows access to the Cultural Agility Self-Assessment (CASA), an interactive online assessment This book is a must-have resource for human resource professionals and all business leaders who know that the key to their organizations' success in today's complex global economy is their culturally agile human talent.