There is an enormous amount of wasted potential within
organizations today because most do not adequately tap in to the
wealth of human capital available to them. Most organizations
believe that they are meritocracies, but that is a myth that masks
the real situation of unequal opportunity that exists in most
firms. Exclusionary tendencies are built into leadership,
management, and human resources practices that perpetuate unequal
opportunity. Most companies ‘sort and select, ‘ hiring
others most like themselves, and focus training and development on
those who are identified as high potential.
This book makes a business case for a new inclusive model of
human resource development, driven by the demands of increasingly
diverse workplaces and continuing expansion of the global economy.
It demonstrates that people who succeed often acquire their talent
because of the development attention they have received, and
it shows how to create a culture of inclusion and development to
unlock employee potential and productivity.
The authors ‘ approach — developing talent in
all employees and aligning human resource systems and senior
leadership commitment with that goal — is a response to a
business challenge facing corporate North America today. The
patterns of exclusion and preference that limit human potential are
universal; this book offers management insights for any corporate
audience serious about maximizing productivity in the competitive
global economy.
organizations today because most do not adequately tap in to the
wealth of human capital available to them. Most organizations
believe that they are meritocracies, but that is a myth that masks
the real situation of unequal opportunity that exists in most
firms. Exclusionary tendencies are built into leadership,
management, and human resources practices that perpetuate unequal
opportunity. Most companies ‘sort and select, ‘ hiring
others most like themselves, and focus training and development on
those who are identified as high potential.
This book makes a business case for a new inclusive model of
human resource development, driven by the demands of increasingly
diverse workplaces and continuing expansion of the global economy.
It demonstrates that people who succeed often acquire their talent
because of the development attention they have received, and
it shows how to create a culture of inclusion and development to
unlock employee potential and productivity.
The authors ‘ approach — developing talent in
all employees and aligning human resource systems and senior
leadership commitment with that goal — is a response to a
business challenge facing corporate North America today. The
patterns of exclusion and preference that limit human potential are
universal; this book offers management insights for any corporate
audience serious about maximizing productivity in the competitive
global economy.
€22.99
สารบัญ
Foreword by James M. Kilts.Acknowledgments.
Introduction: The Business Imperative.
Chapter One. Two Models of Development.
Chapter Two. Overcoming Barriers to Development: Eliminating
Negative Treatment and Encouraging Quality Treatment.
Chapter Three: Managing Inclusion: Positioning All Employees for
Success.
Chapter Four. Strategic Leadership: The Sine Qua Non of
change.
Chapter Five. Aligning Human Resources with a Culture of
Development.
Chapter Six. Jump-Starting Inclusion: Establishing the
Infrastructure.
Chapter Seven. Inclusion in the Global Economy.
Chapter Eight. Measuring Progress and Demonstrating Results.
Afterword. Unleashing the Potential of Your Workforce.
Index.
เกี่ยวกับผู้แต่ง
Mike Hyter is President and COO of Novations, Inc. ahuman capital training and consulting firm providing solutions to
increase the capacity of individuals and organizations worldwide.
He was most recently President and CEO for Novations/J. Howard
& Associates, a division within the Boston-based Novations,
Inc. that specializes in diversity and inclusion consulting.
Hyter’s work with executive leaders in Fortune 1000 companies
has resulted in organization-wide diversity and development
initiatives that have enhanced the business objectives with those
companies. He has also helped those firms expand their diversity
efforts into their subsidiaries in Europe.
Hyter has published articles in Inc. magazine, the
Handbook of Business Strategy, Director’s Monthly, and
Profiles in Diversity Journal, and speaks widely on the
topics of development and diversity to groups such as Linkage Inc.,
the Conference Board, the Minority Corporate Council Association,
Executive Leadership Council, and American Society for Training
& Development.
Contact Mike Hyter via href=’http://www.novations.com/’>www.novations.com or at
617-254-7600.
Judith Turnock is an attorney, experienced executive coach,
and inclusion expert. She is the founder and president of Hunter
Management Group and a frequent speaker and facilitator at
conferences and seminars on personal development as well as
diversity and inclusion, to groups such as Linkage Inc., the
Conference Board, the Executive Leadership Council, and the
Minority Corporate Council Association. She has published articles
in Forbes and Diversity and the Bar, and is the
co-author of Cracking the Corporate Code: The Revealing Success
Stories of 32 African-American Executives (AMACOM 2003).
Contact Judith Turnock via href=’mailto:[email protected]’>[email protected] or at
212-222-3206.
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