Performance Management: Putting Research into Action (J-B SIOP Professional Practice Series) Review

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Performance Management: Putting Research into Action (J-B SIOP Professional Practice Series) ReviewThe book came in great condition. The delivery came just in time to be considered an on time delivery, but considering I ordered it during the holiday mail rush, I appreciate the timely delivery.Performance Management: Putting Research into Action (J-B SIOP Professional Practice Series) OverviewThere has been a shift in HR from performance appraisal to performance management. A new volume in the SIOP Professional Practice Series, this book contains a broad range of performance management topics, offers recommendations grounded in research, and many examples from a variety of organizations. In addition to offering state-of-the-art descriptions of performance management needs and solutions, this book provides empirical bases for recommendations, demonstrates how performance management tracks and helps promote organizational change, and exams critical issues. This book makes an ideal resource for I/O psychologists, HR professionals, and consultants.
"In this comprehensive and timely volume, Smither and London assemble an exceptional collection of chapters on topics spanning the entire performance management process. Written by leading researchers and practitioners in the field, these chapters draw on years of research and offer a blueprint for implementing effective performance management systems in organizations. This volume is a 'must-read' for all those interested in performance management."-- John W. Fleenor, Ph.D., research director, Center for Creative Leadership

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The Philosophy and Practice of Coaching: Insights and Issues for a New Era Review

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The Philosophy and Practice of Coaching: Insights and Issues for a New Era ReviewAs an executive coach who works with organizations in leadership development, I was eager to read this book. I reviewed Diane Brennan's chapter on Leadership Coaching: The Impact on the Organization, and took away several new insights. Brennan's intention was to explore the value of coaching for both the leader and the organization. She accomplishes this by introducing academic rigor to the coaching process, using case study material which is analyzed and linked back to leadership theory.
Brennan's writing style is easy to follow and informative. Using a scholar-practitioner model, Brennan offers her readers a synthesis of critical and creative insights. She challenges the reader to approach the coaching experience with a mind-set for continuous learning and critical reflective practice. Brennan demonstrates how to ask the "tough questions" as they relate to both the client and the coach. Furthermore, Brennan points out the duality of learning that can occur in the coaching partnership when inward reflection is at the core of the experience.
In my opinion, Brennan achieved her purpose by presenting a systematic approach that allows the reader to easily follow her thinking process. I highly recommend this book for anyone who wants to learn more about coaching and leadership.The Philosophy and Practice of Coaching: Insights and Issues for a New Era OverviewThe Philosophy and Practice of Coaching will help to advance the global conversation about the future of coaching. The book is organized into three key sections: Foundations for Coaching, Applications of Coaching, and Organizations and Coaching, and the focus is on enabling the reader to astutely link theory and practice.

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Leadership and the Sexes: Using Gender Science to Create Success in Business (J-B US non-Franchise Leadership) Review

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Leadership and the Sexes: Using Gender Science to Create Success in Business (J-B US non-Franchise Leadership) ReviewI am a professor of Cognitive Science who specialized in brain imaging at a major research University. I write this review having been disgusted to recently read some quotes from this book in a paper by a student. This book makes baldly false claims. It is worthless from a scientific point of view. Gender differences in the brain are subtle, and so far it has proven hard to identify any reliable brain differences that translate through to behavioral differences. I often look for such differences in my research on social and scientific reasoning, and to date I have found them too small to be significant. This is not to say that there are no biological gender differences. There are small behavioral differences (e.g. on mental rotation), and some small biological differences (see work by Larry Cahill). However cultural effects of gender stereotype are also very strong - the current evidence would suggest they are far stronger than any genuine biological differences. Self-report measures show clear differences, because those measures assess people's self-concept, but neither objective behavior nor neural measures show such clear differences.
Books like this one play loose with scientific facts in the service of reinforcing social stereotypes. These stereotypes tend to be heavily internalized by men and women, so that they actually influence their performance on tests, causing them to perform less well than they might otherwise. This phenomenon is called stereotype threat - you can google it. Because of stereoptype threat, we can't even be sure the small differences we see between genders on objective performance tests reflect genuine differences in potential, or are merely reflections of social sterotypes.
I hope this makes it clear that a book like this not just scientifically inaccurate, it is also socially dangerous.
Those who want to read a scientifically respectable, well-informed, and balanced book about gender differences in the brain should read Lise Eliot's book "Pink Brain, Blue Brain".Leadership and the Sexes: Using Gender Science to Create Success in Business (J-B US non-Franchise Leadership) Overview

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The New HR Analytics: Predicting the Economic Value of Your Company's Human Capital Investments Review

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The New HR Analytics: Predicting the Economic Value of Your Company's Human Capital Investments ReviewDr. Jac continues to set the standard for how to measure HR activities. This book exends his previous work in useful and innovative ways. He has the unique ability to take broad and complex issues like HR metrics and put them into simple and useful frameworks and actions. His work shows that human capital issues are direclty relevant to business success. And, when we quantify the impact of human capital, HR can help businesses grow in the right way.
Well done!!!The New HR Analytics: Predicting the Economic Value of Your Company's Human Capital Investments OverviewIn his landmark book, "The ROI of Human Capital", Jac Fitz-enz presented a system of powerful metrics for quantifying the contributions of individual employees to a company's bottom line. "The New HR Analytics" is another such quantum leap, revealing how to predict the value of future human capital investments. Using Fitz-enz's proprietary analytic model, readers learn how to measure and evaluate past and current returns. By combining those results with focused business intelligence and applying the exclusive analytical tools in the book. Brimming with real world examples and input from thirty top HR practitioners and thought leaders, this groundbreaking book ushers in a new era in human resources and human capital management.

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Decompiling Java Review

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Decompiling Java ReviewWhat I hoped to learn from the book was an understanding of modern Java decompilation techniques. With respect to this expectation, Nolan's book is a disappointment.
His implementation, though simple, will decompile only the most simple of byte code. Nolan points out that it is difficult to recover all legal control structures offered by Java, but is not so clear about the fact that this will never be possible with his approach (i.e. using syntactical analysis).
A stable decompiler which is able to produce clean code must do some control flow and structural analysis. The book gives no account here.
Regarding the other topics of the book such as obfuscation, legal issues, tool selection and case studies, there are more concise and cheaper books. Simply refer to Amazon's "Customers who bought this book also bought ...".Decompiling Java OverviewBoth Java and .NET use the idea of a "virtual machine" (VM) rather than a true executable. While very useful for some purposes, VMs make your source code and hence your intellectual property (IP) inherently less secure because the process can be reversed or "decompiled". This book is useful because you must understand how decompilation works in order to properly protect your IP. Anyone interested in protecting Java code from prying eyes will want to buy this one of a kind book as it separates fact from fiction about just how ineffective obfuscators are at protecting your corporate secrets.While it is very easy for anyone to decompile Java code and almost as easy to run it through an obfuscation protection tool, there is very little information on just what happens when you do this. How secure is your code after you run an obfuscator, for example? To answer these questions requires a greater understanding of the Java bytecodes and the Java Virtual Machine (JVM) than in any book yet published. This book redresses the imbalance by providing insights into the features and limitations of today's decompilers and obfuscators, as well as offering a detailed look at what JVM's actually do.Virtual machine is the computer science term used when (most often in an attempt to gain greater portability) you create an abstract "virtual processor" and write code for it instead of having your compiler generate actual machine language for a chip like the Pentium 4. You then write a relatively small piece of code for each real processor you want the code to run. This translates the virtual machine language to the real machine language of your processor. The intermediary code for the virtual machine is what can more easily be decompiled, although with a loss of security, since in order for the code to be converted to real machine language it must be relatively transparent and not just a sequence of 0's and 1's!

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Linkage Inc.'s Best Practices in Succession Planning (Essential Knowledge Resource) Review

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Linkage Inc.'s Best Practices in Succession Planning (Essential Knowledge Resource) ReviewOften, the main difference in a company's long-term success is how effective they are in succession planning. As a person that has worked with several companies over several decades, I can attest that most of us do a poor job in this all-important arena.
This excellent book removes any excuses we may have. Combining case studies and practical advice it provides a well-spring of well-written guidelines and procedures that we can implement. In addition, I found the plethora of charts, graphs and exhibits to be extremely useful in communicating and selling this concept to management.
The book is organized in a very useful way. Dividing the subject into 4 parts makes it much more palatable for even the worst of us ADD types. These sections are:
1.Introduction
2.Best Practices
3.Toolkit
4.Resource Guide
I purchased this book in 2007 and have referred to it many times in the past two years. I am really glad I have it. It has saved me countless hours of research and planning.
I hope you find this review helpful.
Michael L. Gooch, SPHR
Linkage Inc.'s Best Practices in Succession Planning (Essential Knowledge Resource) OverviewPlan For Your Organization's SuccessLinkage's Best Practices for Succession Planning provides the ultimate guide for planning, developing, implementing, and sustaining succession planning in any organization. This must-have book provides step-by-step instructions, practical advice, templates, and tools from some of the world's best companies and Linkage, a global organization development company that specializes in leadership development.Linkage Inc.'s Best Practices for Succession Planning is the comprehensive resource that includes information needed to* Ensure that succession management is owned by business leaders rather than just HR * Assess potential for future roles, not just track record of performance* Manage succession data on individuals and talent pools * Balance talent development and acquisition in achieving future objectives * Develop the processes, tools, and organizational capabilities necessary to effectively implement and sustain the system * Integrate succession planning systems with other businesses and HR systems in the organization to achieve efficiency, consistency, and impact

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