Succession Planning For A Vital Workforce In The Information Age
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Succession Planning for a Vital Workforce in the Information Age by Myron Olstein Pdf
"A major generational change is coming to the water and wastewater industry as the Baby Boomers retire. As with any major change this will present both problems and opportunities to utility managers" -- p. xv.
Author : James Alexander,William J. Rothwell,Mark Bernhard Publisher : Human Resource Development Page : 333 pages File Size : 52,5 Mb Release : 2008 Category : Civil service ISBN : 9781599961545
Author : Neil S. Grigg Publisher : American Water Works Association Page : 243 pages File Size : 44,8 Mb Release : 2011-01-12 Category : Employment (Economic theory) ISBN : 9781613000861
Author : Steve Maxwell Publisher : American Water Works Association Page : 261 pages File Size : 54,6 Mb Release : 2011-01-12 Category : Water resources development ISBN : 9781613000731
Author : Edward G. Means Publisher : American Water Works Association Page : 228 pages File Size : 52,8 Mb Release : 2006 Category : CD-ROMs ISBN : 9781583214282
A Strategic Assessment of the Future of Water Utilities by Edward G. Means Pdf
Forty-three (43) water professionals met to discuss and develop the ten top future trends and formulate the strategies to deal with each trend. Nineteen trends are presented within this paper. The top ten trends are described along with potential implications, and coping strategies are: Energy; Drinking Water Industry Employment and Workforce Issues; Political Environment; Population and Demographic Trends;Regulatory Trends; Total Water Management; Customer Expectations; Information Technology; Utility Finances; Information Security. The nine future trends identified and discussed are: Automation; Climate Change; Health Trends; Medical Trends; Regionalization Trends; Drinking Water Treatment Technology Issues; Economic Trends; Private Sector Participation; Physical Security. CD is included
A detailed look at the water industry and the trends that can lead to investment opportunities Water has quickly grown into a big global business, with annual revenues in the United States alone reaching over $200 billion. In the years ahead, companies as well as governments must find innovative ways to address important issues within this field without sacrificing basic needs, such as safety of drinking water or the reliability of water for energy production. Nobody understands this better than author Neil Grigg, a forty-year veteran of the water industry, and now, with Water Finance, he shares his extensive experience with you. Most of the water business operates under the radar, but with this reliable resource, Grigg shines a bright light on this essential area and offers comprehensive coverage of the public responsibilities and private opportunities associated with it. While Water Finance does contain many facts and figures, it also takes the time to pull together the various aspects of water, going far beyond water as just a commodity, to skillfully explain it as the integrated business that it is. Opens with a detailed discussion of the water industry before turning its focus to water handling, which includes water supply, wastewater, industrial water, storm water, irrigation and drainage, and instream flows Reveals the different driving forces, and issues, surrounding the water industry such as government involvement, privatization, law and regulations, financial structure, water and health, and workforce capacity Offers insights on water industry business, careers, and investments Organized around the idea that the water business is about all aspects of handling water, from the global environment to your tap, Water Finance contains the information you need to succeed in this dynamic field.
Succession Planning in Canadian Academic Libraries by Janneka Guise Pdf
Succession Planning in Canadian Academic Libraries explores the current Canadian academic library environment, and the need for succession planning in that environment. The literature review demonstrates the lack of reported succession planning activities in Canadian academic libraries. Site visits and in-depth interviews with professional librarians at six libraries across Canada highlight best practices and barriers to succession planning. These best practices and barriers are addressed in individual chapters, with tips and strategies for library leaders. Focuses on the Canadian academic library Includes a comprehensive literature review on succession planning in academic libraries Provides evidence-based approach to why succession planning is or is not happening in Canadian academic libraries
Promoting an Age-Inclusive Workforce Living, Learning and Earning Longer by OECD Pdf
All OECD economies are undergoing rapid population ageing, leading to more age diversity in workplaces than ever before as people are not only living longer but working longer. This report presents a business case for embracing greater age diversity at the workplace and debunks several myths about generational differences in work performance, attitudes and motivations towards work.
United States. Congress. House. Committee on Government Reform. Subcommittee on Civil Service and Agency Organization
Author : United States. Congress. House. Committee on Government Reform. Subcommittee on Civil Service and Agency Organization Publisher : Unknown Page : 144 pages File Size : 49,8 Mb Release : 2004 Category : Business & Economics ISBN : UOM:39015089030236
Human capital succession planning by United States. Congress. House. Committee on Government Reform. Subcommittee on Civil Service and Agency Organization Pdf
Staff Management in Library and Information Work by Peter Jordan,Caroline Lloyd Pdf
This standard text has been fully revised and updated for its fourth edition to reflect continuing technological changes, as well as issues such as social inclusion, lifelong learning and European employment legislation. Chapter 1 on the working environment has been completely rewritten. The present environment brings problems of staff motivation, de-professionalization and the loss of control: Chapter 2 reminds readers of basic motivation theories, now presented in a more logical sequence, and how to deal with such problems. Chapter 3 on workforce planning has been retitled Human Resource Planning and revised to take into account the modes of staffing appropriate for today's turbulent environment. Effective human resource planning requires excellent selection and recruitment procedures: best practice and developments in this area are explored in Chapters 4, Job Descriptions and Person Specifications, and 5, Recruitment and Selection of Staff. In Chapter 6 on staff appraisal more attention has been given to multi-rating approaches, such as 360° whereby different aspects of work can be assessed by different groups of people, and to appraisal of junior by senior staff. The last decade has seen increased emphasis on training and development to deliver high quality services in a climate of constant change. Chapter 7 has therefore been reordered and expanded in order to reflect new approaches and changes in this area. In Chapter 8, Staff Supervision and Interpersonal Skills, recent emphasis on leadership and counselling skills are reflected, as is the growing need to do more with less through enhanced time management and stress management techniques. With this new edition, this core guide brings professionals involved in managing library and information staff up to date with how to cope with the most pressing problems and challenges in today's fast-changing environment.
We are living in an uncertain world that is rapidly changing with an overload of information and a continual rise of technologies. Automation, the gig economy, digital platforms and other innovations are changing the fundamental nature of work and are having a significant impact on the workforce, workplace and the HR function. Digital HR Strategy is crucial reading for all HR practitioners and leaders wanting to ensure that their organization adapts to this changing and increasingly competitive environment by creating a strategic approach for sustainable transformation which goes beyond conventional digital HR propositions. Featuring case studies from organizations including Airbnb and PepsiCo, it covers areas such as the importance of cultural change and creating a human-centric employee experience, leveraging value propositions, and harnessing data insights and analytics to improve performance. Digital HR Strategy also explores frameworks, strategies and opportunities for wellbeing initiatives, upskilling and reskilling workforces to respond to and establishing a culture of collaboration and innovation. Featuring tips, tools, and key questions to consider, it is an indispensable resource for all HR practitioners and leaders looking to build, develop and execute a digital HR strategy in order to achieve and sustain competitive advantage in this fast-changing digital age.
Legal and Regulatory Issues in Human Resources Management by Ronald R. Sims,William I. Sauser Pdf
This edited book is intended to address the need for an updated look at the HRM legal and regulatory environment. Contrary to existing books which address legal issues in HRM from a narrower focus or specific issue (like sexual harassment, performance appraisal or employment termination), this book provides a comprehensive and in-depth look at legal issues, regulations and laws which govern all aspects of human resource management—recruitment, selection, placement, performance management (i.e., employee training and development), benefits and compensation—and specific issues such as job analysis, sexual harassment, and the like. The contributors to this book offer their insight derived from their own research and practical experience with the HRM legal and regulatory environment/world of work. More specifically, the contributors examine, analyze and discuss challenges, issues and opportunities related to HRM legal and regulatory issues and the implications for employees and their organizations while emphasizing the importance of navigating such laws and regulations to the employment cycle and toward sustainable competitive advantage in today’s and tomorrow’s organizations.
