You'll note our reference to Human Resources and the term HR. We are viewing this area in its broadest sense, inclusive of the HR, Learning, and OD disciplines practiced today. Essentially, this book is written for people who work in the people side of any organization - for profit, not-for-profit, and public. This book is written from the perspective of someone who works within an organization, whether that organization is small or large. However, most of the techniques and practices are relevant to those individuals who work externally in a consultative role.

Strategic Business Partner: Aligning People Strategies with Business Goals (16pt Large Print Edition)

Business & Money

Robinson, Dana Gaines

Human Resources

ReadHowYouWant

Performance Consulting: A Strategic Process to Improve, Measure, and Sustain Organizational Results [16 Pt Large Print Edition]

Phillips, Jack J.

Robinson, James C.

Strategic Business Partner: Aligning People Strategies with Business Goals

Document your efforts in terms management will understand Are your employee training efforts really paying off? In thishands-on guide, two top human resources consultants present aresults-oriented, twelve-step approach that directly links trainingto specific organizational goals. Here is all the information andguidance you need to create a work environment that reinforces newskills and maximizes training results. You'll also learn todocument the effect your efforts have on the bottom line, tracksubtle but important changes in employee values and beliefs, anddemonstrate increased sales and productivity. It's THE definitivehandbook for tracking and cost justification of training anddevelopment efforts.

Training for Impact: How to Link Training to Business Needs and Measure the Results

Management & Leadership

Pfeiffer

Research clearly indicates that there is a strong need for the Human Resources (HR) function, and the people in it, to adopt a more strategic and business-linked approach. In one study business executives ranked the HR function as third, after sales and customer service, as a function that makes a very significant contribution to a company’s bottom line. Unfortunately research also indicates that few HR functions have become strategic. Most still operate in a primarily administrative and tactical manner—the very work that is increasingly being outsourced. Clearly there is a gap between what business leaders and employees need from their HR departments and what HR is providing. HR functions must become more integrated into the business, with some people on the HR team assuming the role of Strategic Business Partner (SBP). Here, Dana and Jim Robinson offer guidance for HR, Organization Development and Learning professionals who aspire to transform themselves into effective Strategic Business Partners. They explain how SBPs build partnerships, based upon credibility and trust, with key organization leaders. These partnerships provide SBPs with opportunities to identify and support projects directly aligned with business goals. The success of these projects deepens the SBPs’ credibility, enabling them to be viewed as strategic partners. At this higher level of accountability, SBPs work with business leaders to form long-range business strategies and plans, creating and implementing people initiatives that link into and support the business strategies and plans. This practical guide offers case studies, exercises, tips, and tools you can use to become a Strategic Business Partner in your organization.

Berrett-Koehler Publishers

The first edition of ""Performance Consulting"" introduced a concept which has since become a cornerstone of the human resource, learning and organizational development fields: training and HR solutions must be tied to an organization's business goals. Performance consulting is a process in which a client and consultant partner to achieve business goals by optimizing workgroup performance. 
In this updated edition, Dana and Jim Robinson provide both a robust conceptual framework and improved tools and techniques to help the reader move from the traditional role to that of a Performance Consultant. They show readers how to work with management to identify the performance required to achieve business goals and assist management in taking actions needed for performance to change. This revised and updated edition features dozens of new tools, techniques and illustrative exercises, and two completely new chapters.

Performance Consulting: Moving Beyond Training

Industries

NEW EDITION, REVISED AND UPDATED In America, organizations spend $175 billion in training initiatives and more than $500 billion in human resource solutions every year yet often have little to show for it. One reason is that people “jump to solutions” before they identify the causes of the problem. Performance consultants are effective because they partner with clients to clarify business goals and determine root causes for gaps between desired and current results. Only then are specific solutions agreed upon and implemented. This third edition of the classic book that introduced performance consulting adds a wealth of new material. There are new case examples throughout and four new chapters providing detailed steps for measuring results from performance consulting initiatives on five different levels, including ROI. The book includes a never-before-published Alignment and Measurement Model, allowing you to connect organizational needs and performance consulting initiatives designed to address those needs with the appropriate level of measurement. This remains a profoundly practical book, featuring tools, models, and checklists. It will enable you to make a difference in your organization that is valued, measurable, and sustainable.

Performance Consulting: A Strategic Process to Improve, Measure, and Sustain Organizational Results

Phillips, Patricia Pulliam

The traditional training process confuses training activity with performance improvement by focusing on employees' learning needs, rather than on their performance needs. Traditional programs focus on developing excellent learning experiences, while failing to ensure that the newly acquired skills are transferred to the job. Thus, to be effective, training professionals must become ""performance consultants, "" shifting their focus from training delivery to the performance of the company and its individual contributors. Dana &amp; Jim Robinson describe an approach suitable for use in any organizational setting or industry and with any content area. Dozens of useful tools, illustrative exercises, and a case study that threads through the book show how the techniques described are applied in an organizational setting.

Performance Consulting (CL)

Performance Consulting

De la formación a la gestión del rendimiento: Una guía práctica

Editorial Universitaria Ramón Areces

See the best price to sell, buy, or rent books by Robinson, Dana Gaines. BookScouter helps to compare book prices from 25+ online bookstores and 30+ buyback vendors with a single search.

Books by Robinson, Dana Gaines

See the best price to sell, buy, or rent books by Robinson, Dana Gaines. BookScouter helps to compare book prices from 25+ online bookstores and 30+ buyback vendors with a single search.

Strategic Business Partner: Aligning People Strategies with Business Goals (16pt Large Print Edition)

Performance Consulting: A Strategic Process to Improve, Measure, and Sustain Organizational Results [16 Pt Large Print Edition]

Strategic Business Partner: Aligning People Strategies with Business Goals

Training for Impact: How to Link Training to Business Needs and Measure the Results

Strategic Business Partner: Aligning People Strategies with Business Goals

Performance Consulting: Moving Beyond Training

Performance Consulting: A Strategic Process to Improve, Measure, and Sustain Organizational Results

Performance Consulting (CL)

Performance Consulting

De la formación a la gestión del rendimiento: Una guía práctica