Tony Miller – författare

The term "guardian angel" has been known throughout the centuries. What if there was more to this belief? Each person born on earth is given a watcher when they are conceived. They may either be angelic or demonic, but each of us has a watcher. Developing the bond between human and watcher brings supernatural powers to the individual. This allows them to participate in the ongoing battle between the light and darkness. Who is your watcher? What side would you fight for? And how far would you be willing to go?

The very latest research shows that a process approach to interviewing provides greater structure and has the potential for significantly reducing bias. Learn how to deter and filter the poor performers and benefit from structured prewritten score able questions that will really make a difference to interviewing effectiveness and securing talented people. In a time when all organizations are striving to get the best talented people, it makes sense for organizations to upgrade and review their interviewing procedures and incorporate whatever techniques are available to reduce interviewing errors. The evidence shows that many HR functions have failed in the past to understand the long-term financial consequences of poor performance or to realize that talented people do so much more work than other employees. Financial examples are shown in this book using data from the 2015 work done survey. Successful talent recruitment is critical to any organization’s long-term success. This book gives you a detailed guide to the entire nine-step process with worked examples.

The very latest research shows that a process approach to interviewing provides greater structure and has the potential for significantly reducing bias. Learn how to deter and filter the poor performers and benefit from structured prewritten score able questions that will really make a difference to interviewing effectiveness and securing talented people. In a time when all organizations are striving to get the best talented people, it makes sense for organizations to upgrade and review their interviewing procedures and incorporate whatever techniques are available to reduce interviewing errors. The evidence shows that many HR functions have failed in the past to understand the long-term financial consequences of poor performance or to realize that talented people do so much more work than other employees. Financial examples are shown in this book using data from the 2015 work done survey. Successful talent recruitment is critical to any organization’s long-term success. This book gives you a detailed guide to the entire nine-step process with worked examples.

This book sets out new approaches, formulas, and software needed to enable any HR function or organization to forecast trends and to use existing retrospective data to their organization's advantage, which, in short, is to maximize efficiency and productivity. The reader will encounter new formulas to use and new approaches that will add value. Readers will also learn that most of the existing 52 formulas available don't work in today's environment. There is new software that will enable you to do forecasts with certainty and you can use a new mathematical model to rightsize any organization. Are you using an outdated organizational model? Do you have pro-cesses that don't work any more? These are areas that are major inhibitors to productivity and can be significantly improved. Most important of all, this book will help you to create immense added value in any organization.

This book sets out new approaches, formulas, and software needed to enÂable any HR function or organization to forecast trends and to use existÂing retrospective data to their organization''s advantage, which, in short, is to maximize efficiency and productivity. The reader will encounter new formulas to use and new approaches that will add value. Readers will also learn that most of the existing 52 formulas available don''t work in today''s environment. There is new software that will enable you to do forecasts with certainty and you can use a new mathematical model to rightsize any organization. Are you using an outdated organizational model? Do you have pro-cesses that don''t work any more? These are areas that are major inhibiÂtors to productivity and can be significantly improved. Most important of all, this book will help you to create imÂmense added value in any organization.

In current “what’s new” topics this is the biggest. Just how does HR become a business partner? This book is a step-by-step guide to becoming a business partner and showing the financial benefit of HR participation. The book contains six chapters and includes a self-diagnostic for HR functions to complete. In addition, the key competencies needed are explained together with worked examples of how HR can add financial value. The methodologies will work in public and private sectors and is the future direction for any HR function. This book is focused on providing those interested with a “how to do it” approach to lift HR and to transform it into an effective unit with the capacity of becoming a true business partner and possibly a profit value centre.

This practical book sets out how HR can become a true business partner. It will require a rethinking of HR’s contribution to the organization in the future. All the key topics are covered in this work from a specific HR strategic model, reshaping of HR to align itself better with the business, and a number of new tools and techniques to aid in creating real financial value to the organization. Many HR personnel have already jumped onto the title of calling themselves a business partner, but what this involves is a very different and complex skill set as well as a new process approach to creating added value. Being a business partner is a very different and exciting approach to creating measurable value, specifically from HR activities and interventions.

The world of work is undergoing the most significant change since the Industrial revolution. Cognitive A.I. is driving world change faster than at any time in history. There are massive advantages for employers who act and act quickly. At precisely the same time, COVID has been a wake-up call. Organizations have discovered that they employ too many people, and the realization – many can be more productive working remotely. Productivity increases, reduction in office space and management are all being actioned through home working.A significant study on Homeworkers indicates that worldwide, 1 in 5 will be working from home. Already many Global companies have announced this year plans to reduce office space by 40%. Productivity results that have been realized from remote working have exceeded expectations, which will accelerate.This innovative book will guide you through A.I., how it will affect employment and existing processes, and what the employer and employee can expect in the new and rapidly changing world of work.

A massive paradigm shift in the world of work and the way we manage people. What's changing – everything!All of this has been brought about by several converging factors. The impact of COVID on how we work; causing a shift from where work is done. Recent significant changes in Artificial intelligence, Chat GPT and robotics will impact on every area of work worldwide – it's happening now.Predictably, fewer people are now required in the world of work; those with a potentially amazing career will be talented people who will be paid on what they do rather than what they know – a huge change.A new type of management. Inspirational leaders with a special skillset will be in high demand. Managers of the past are unlikely to have the skills or personality to get the best from the new breed of super employees.In this book we will look at all these issues and provide readers with the current facts, case studies form the world's leading companies, worked examples and most importantly practical advice on how to do it.

Artificial Intelligence (A.I.) will change the world as we know it within only a few years. Its most significant impact will be on our Human Resource.What is A.I. and what's made it significant is contained in this concise book. The book has a wide readership and will provide for many organizations the catalyst for swift change to take strategic advantage of what A.I. has to offer. In this book are some of the HR process that can be changed today, suggestions on what’s available and some resources you may wish to use.The evidence so far is that many HR functions have not developed A.I. strategies, in a false belief that A.I. is in the future. Its here and its happening and the change is expediential in its growth; we are in the change window for a massive paradigm shift, now is the time for immediate action.

This book offers organizations the catalyst for swift change to take strategic advantage of what AI has to offer.

Artificial intelligence (AI) will change the world, as we know it, within only a few years. Its most significant impact will be on our human resource (HR).

What is AI and what’s made it significant–the answers lie within this concise book. The book offers organizations the catalyst for swift change to take strategic advantage of what AI has to offer. In this book are some of the HR processes that can be changed today, suggestions on what’s available, and some resources readers may wish to use.

The evidence so far is that many HR functions have not developed AI strategies, in a false belief that AI is in the future. But it’s here and it’s happening, and the change is expediential in its growth; we are in the change window for a massive paradigm shift, now is the time for immediate action. This is truly a golden opportunity for human resource professionals, organizational designers, business managers, business students, and workforce planners.

Organizations that act, and act fast, will be the beneficiaries of the AI revolution.