History: Fiction or Science? (Chronology, No. 1)

Book Description

Recorded history is a finely-woven magic fabric of intricate lies about events predating the sixteenth century. There is not a single piece of evidence that can be reliably and independently traced back earlier than the eleventh century. This book details events that are substantiated by hard facts and logic, and validated by new astronomical research and statistical analysis of ancient sources.

Customer Reviews:

Has history been tampered with?.......2007-10-23

Watch Video Here: http://www.amazon.com/review/RAZQNMXM4M9CL Has history been tampered with? Yes, it has! Did events and eras such as the crucifixion of Jesus Christ, the Roman Empire , the Dark Ages, and the Renaissance, actually occur within a very different chronology from what we've been told? Yes, they certainly did!

The history of humankind is both drastically shorter and dramatically different than generally presumed.

Why is it so? On one hand, it was usual custom to justify the claims to title and land by age and ancestry, and on the other the court historians knew only too well how to please their masters. The so called universal classic world history is a pack of intricate lies for all events prior to the 16th century. World history as we learn it today was entirely fabricated in the 16th-18th centuries. It's likely that nobody told you before, but

there is not a single piece of firm written evidence or artefact that is reliably and independently dated prior to the 11th century.

Naturally, after what you've learned in school and university, you will not easily believe that the classical history of ancient Rome, Greece, Asia, Egypt, China, Japan, India, etc., is manifestly false.

You will point accusing finger to the pyramids in Egypt, to the Coliseum in Rome and Great Wall of China etc., and claim, aren't they really ancient, thousands of years ancient? Well, there is no valid scientific proof that they are older than 1000 years!

The oldest original written document that can be reliably dated belongs to the 11th century!

New research asserts that Homo sapiens invented writing (including hieroglyphics) only 1000 years ago. Once invented, writing skills were immediately and irreversibly put to the use of ruling powers and science.

The consensual chronology we live with was essentially crafted in the 16th century by the Jesuits.

The world history was compiled from contradictory mix of innumerable copies of ancient Latin and Greek manuscripts and other irrefutable proofs delivered by late mediaeval astronomers that were cemented by the authority of writings of the Church Fathers.

Early in life, we learn about ancient history. Children love the magical lessons of history - they are like fairy tales. Teachers recite breathtaking stories; very soon We learn by heart the names and deeds of brave warriors, wise philosophers, fabulous pharaohs, cunning high priests and greedy scribes.

We learn of gigantic pyramids and sinister castles, kings and queens, dukes and barons, powerful heroes and beautiful ladies, emaciated saints and low-life traitors.

Ancient history is based documents, manuscripts, printed books, paintings, monuments and artefacts - called primary sources.

The problem is that neither these ancient documents, nor events described therein can be irrefutably dated, moreover they contradict each other for the most part.

When a school textbook tells us that Genghis Khan in year X or Alexander in year Y, have each conquered half of the world, it means only that it is so said in some of the written sources.

There are no answers to simple questions:

When were these primary sources written?

Where and by whom were these sources found?

It is wrongly presumed that ancient and medieval chronicles, written by Genghis Khan's or Alexander the Great contemporaries and eyewitnesses, are readily available. Actually, only sources written hundreds or even thousands of years after the events are there, compiled mostly in the 16th 18th centuries, or even later.

As a rule, these sources suffered considerable multiple manipulations, falsifications and distortions by editing. At the same time,

innumerable originals of ancient documents under various pretexts were destroyed in Europe under various pretexts.

The names of persons and geographical sites often changed meaning and location during the course of the centuries.

Geographical locations became clearly defined on maps only with the advent of printing.

This made possible the circulation of identical copies of the same map for purposes of the military, navigation, education and governance tasks.

Historians from Oxford say: "hey, everybody knows that Julius Caesar lived in the first century B.C.

`Julius Caesar' statement is only a point of view as

there is simply no irrefutable documentary proof that Julius Caesar or any other great name of antiquity ever existed.

Better than that - extremely rare sources that can be reliably dated back to the 10th-14th centuries A D, do not show the polished picture of classical history.

They show a picture both contradictory and confusing.

All methods of dating of ancient sources and artefacts are erroneous:

Radio-carbon C14 method produces dating with exactitude of plus minus 1500 years, therefore it is too crude for dating of events in historical timeframe!

The Almagest tractate, which lies as corner stone contemporary chronology, compiled in the 2nd century A D by Ptolemy, the founding father of astronomy, contains astronomical data of 9th to 16th century!

The Bronze Age,that has supposedly began 5000 years ago. Bronze is made of 90% copper and 10% tin, but the technology for tin extraction dates back to 14th century A D!.

All eclipses contained in manuscripts, like Thucydides one, relating 'ancient' events have exclusively medieval dating. All horoscopes cut in stone or painted in Egyptian temples, like Dendera have exclusively early medieval dating solutions.

Not quite what you have learned in school? Open your eyes, and, you will find sufficient proof to reach step by step the inevitable conclusion that the classical chronology is false and therefore, that the history of ancient and medieval world universally accepted today, is also false. Have a fresh outlook on everything said or printed about "ancient" and "enigmatic" Roman, Greek and Egyptian, medieval as well as all other "lost and found" civilizations.

Antiquity and Dark Ages are phantoms invented in the 16th 18th and polished in 19th 20thcenturies. Human civilization is in fact barely 1000 years old!

This book will change your perception of History forever!
What if Ancient Rome, Greece and Egypt were invented during Renaissance?
What if The Old Testament was a rendition of events of the Middle Ages?
What if Jesus Christ was born in 1053 and crucified in 1086 AD?
Sounds Unbelievable?
Not after you've read "History: Fiction or Science?" by Anatoly Fomenko, the genius mathematician.
Armed with astronomy and computers Anatoly Fomenko turns History into a rocket science.

Calculations are only as good as your numbers.......2007-08-03

Yes, we can all agree that mainstream history is nearly 100% BS due to politics, economics, ego, problems with dating techniques, and various conspiracies. Agreed. But, I've been researching the distinct possibility that human history (in terms of civilizations) are much more ancient than we've been told, so coming across this book was very interesting to me. I wondered how Fomenko could be wrong (if at all) because he is very persuasive in his presentations. Then it dawned on me. If at previous times in prehistory, due to the various catastrophies that are well documented (comets, asteroids, planetary disruptions, plasma discharge, pole reversals, etc) the Earth was in a different position in relation to the sun, different tilt on its axis, different orbit, different rotation (in terms of velocity and DIRECTION), and the continents were in different positions, then would this not cause the ancients to see the sky (constellations) differently? In other words, is Fomenko making erronious assumptions about the physics of the Earth in pre-history, which then corrupt his data with regards to dating the relevant astrology? The last event to seriously disrupt our planet occured roughly 3500 years ago, according to other good researchers, so is it possible Fomenko has been confused by this? The vastly different physics of our planet in the not so distant past may explain this confusion, which is not to say the "mainstream" version of history is correct; on the contrary. I am not an expert in these fields, but wanted to see if this idea could spark discussion.

Pants on fire?.......2007-07-19

Will people ever read before spamming? Yes, Jesuits could not rewrite world history alone, they had help. Anyway, Dr Prof Acad A.Fomenko does not point to jesuits as the driving force of world wide history manipulation in published volumes 1,2,3;, actually he barely mentions the poor devils. Check it with 'Search inside' feature, please. China is rarely mentioned either, in fact, Dr Fomenko is completely eurocentric. Right, his theory contradicts all mainstream schools of history, because in their actual state they are all built on blatantly erroneus chronology. You don't need a mysterious cabal (conspiracy) to falsify history, the falsification is its modus operandi. It is inherent to history(ians) to falsify (distort) events, as it is inherent to humans to boast as it is inherent to power (authority) to legimize itself by referrring to glorious past made to its own order. Dr Prof Fomenko and team have identified scores of instances of such manipulation in Russian, European, etc.. history, and delivered valid statistical proof thereof. His own 'reconstruction' is completely another story. Forget c14 as a valid method of dating. W.Libby has initially discovered a brilliant method of INDEPENDENT dating. Too bad, c14 method has become a joke after a forced marrige with dendrochronology with consensual chronological scale inbuilt. Radiocarbon method can't stand blind tests, but is so very productive as a rubberstamp.

Accepted History & Chronology Must Be Changed. .......2007-04-09

There is no doubt that history as most know it is a sham, & institution's version of History both University & Church is fradulent & inaccurate. Everything was established with an agenda, The real "Dark Ages" are now when we have access to incredible amounts of information past authorities & more important 'common folk' didn't have but our institutions & educators are slow to evolve because of what has ignorantly & arrogantly been taught for too long. This is on many subjects not just Chronology.

For anyone to question "Why would a Mathematician have anything credible to say of History?" The answer is from Dr. Fomenko's preface in the book: "It would be worthwhile to remind the reader that in the XVI-XVII century Chronology was considered to be a subdivision of Mathematics." These volumes could possibly be some of the most important works to date & should be read by everyone with an interest in History, especially professors & educators who have a duty to the public. I have read both books & must say that 'Chronology 1' has some very eye opening & revolutionary information. Even if these volumes are part true the implications are profound & opens the doors to further investigations & questions which must be done. I speak several different lanquages & must say the logic Dr. Fomenko uses with "inflection" of words & words being read from left to right in one region & right to left in another then written backwards, the removal of vowels & get down to basics of words, or different cities & locations having the same name etc. is correct. Vowel usage has always been optional & varied, actually complicating linquistics & study. The first thing one has to understand is that words never had a fixed spelling in history like we do now, the spelling of words was mutable & regional, as well as names & titles of people were vast, varied & changed, NOTHING WAS FIXED or understood linear. Matters of Life & Death as well as financial profiteering yesterday & today were & are made with ignorant, illogical & conspiratorial views of history & reality, it's time people get closer to the Truth & society collectively grow up.

Very Interesting.......2007-03-07

It is a good proposal and I believe it will mature into something even better in the future. I think it deserves to be read.

Foundations of Human Resource Development

Average customer rating:

A classic in the field
A must-have for every trainer's library.

Foundations of Human Resource Development
Richard A. Swanson , and Elwood F. Holton III
Manufacturer: Berrett-Koehler Publishers
ProductGroup: Book
Binding: Hardcover

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ASIN: 1576750752

Book Description

Foundations of Human Resource Development is a careful presentation of the basic theory and practice of human resource development (HRD). The book clearly frames and explains HRD in a manner that is useful for beginners and experts. Working definitions and core values derived from the history of HRD and its present challenges are presented.

Customer Reviews:

A classic in the field.......2002-01-11

Although it has a long and rich history, HRD has emerged only recently as a distinct discipline and field of practice. This book provides an review and synthesis of how many fields (psychology, economics, systems theory, and others) have contributed to the development of HRD. In so doing it details how these fields, along with a growing body of research, have contributed to the development of the theoretical and philosophical foundations and HRDs emergence as a unique discipline. This is not a quick "how-to" book but rather a scholarly examination of the core beliefs, values, worldview, and principles that are the framework for HRD. It will be of primary interest to academics, scholars, and researchers. It also offers reflective practitioners the opportunity to re-examine the beliefs, values, and approaches that guide their work. The book is logically organized, well written, and replete with diagrams, models, and graphics that illustrate and clarify key concepts. Sure to become a classic text and reference, I highly recommend it to anyone who seeks to develop a deeper understanding of Human Resource Development.

A must-have for every trainer's library........2001-11-12

I've waited 15 years for a training/HRD text to do what this text does: Give a total comprehensive view of the practice of human resource development. It's a must-have for every training professional's library.

The 10 Lenses: Your Guide to Living & Working in a Multicultural World (Capital Ideas for Business & Personal Development)

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The 10 Lenses: Your Guide to Living & Working in a Multicultural World
Promising, but in the end Disappointing
The Eleventh Lens
"The Ten Lenses" -- A Breath of Fresh Air!
"The Ten Lenses" Opens Your Eyes!

The 10 Lenses: Your Guide to Living & Working in a Multicultural World (Capital Ideas for Business & Personal Development)
Mark Williams
Manufacturer: Capital Books
ProductGroup: Book
Binding: Paperback

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ASIN: 1892123592

Book Description

In this ground-breaking new book, acclaimed diversity expert Mark Williams offers ten "eye-opening" lenses to help you, your organization, and everyone in it, understand how cultural diversity affects the way we live and work. There's the Assimilationist who believes that everyone should act like a true blue American, and the Culturalcentrist who believes that a person's race or ethnicity is central to their personal and public identity; the Meritrocratist who is sure that if you have the abilities and work hard enough you can make your dreams come true regardless of race or culture, and the Victim/Caregiver who believes that because of bias they will never succeed. Learn more about these lenses, as well as six other lenses that Mark Williams has developed to respond to cultural diversity.

Customer Reviews:

The 10 Lenses: Your Guide to Living & Working in a Multicultural World.......2007-01-04

I first read the 10 Lenses several years ago after meeting author Mark Williams at a Summit on Leading Diversity Conference in Atlanta. I have been using The 10 Lenses in our diversity education programs ever sense. This book has proven to a great conversation starter, without the usual "blame and shame" sometimes associated with diversity training. In fact, we have even established a very successful four-week course around "The 10 Lenses" in our Hampton Diversity Leadership Academy. Mark has advanced the entire discussion of "diversity" with this book. I highly recommend it to any diversity/inclusion professional.

John L. Johnson
Certified Diversity Professional
Executive Director
Hampton Citizens' Unity Commission
22 Lincoln Street, 5th Floor
Hampton, VA 23669

Promising, but in the end Disappointing.......2003-12-04

This is a useful Guide to Living as & Working with Immigrants in a Multicultural USA, not a Multicultural World. It really has little or no street-credibility outside the USA.

I've worked for a US Fortune500 Company for 20 years, and in over 30 Countries.

The book confesses upfront to its limitations : although the information is US-centric, Williams, Clifton & Thomas believe their concepts are universal - but they haven't the experience to back that up. They admit they don't know whether current observations will hold up in different cultures, or whether different cultures have different profiles with respect to the lenses. The initial research has focussed on race, culture, nationality & ethnicity. In practice 90% of its focus is on race & ethnicity. Sexual orientation is ignored, and the word 'gay' doesn't appear until over 80% of the way through the book - and its only for one sentence.

Consider some of the Lenses :

For the Assimilationist they talk about "adapting US business norms appropriately, given global norms and standards" - well I've never met a "Global norm" - and as for being able to adapt US norms, there's the problem - you have to reject US norms in order to get on with the outside world. The Assimilationist must think about "Western cultural arrogance" - woah - what about "US Cultural arrogance" - ask a Canadian or a Mexican or the French how they feel about US hegemony.

The Culturalcentrist talks about the "Irish, Polish & Italian Communities", and in the same breath about the "Asian Community" - I'm sure the "Asians" would argue they had less in common between India, Vietnam, Korea etc than those Europeans, who at least had Catholicism in common.

For the Seclusionist : "Globalisation ... diminishes the authority of the USA" - hmm, I thought everyone was rioting recently complaining that Globalisation meant US hegemony? The Seclusionist "rewards the efforts of the majority group" - oh so Williams has never thought of a Society where the dominant group is itself a Minority, such as in Apartheid-era South Africa, and a number of other inequitable Societies today?

The Transcendant options were just not for me - according to Williams you are either 'Religious' or you are 'Spiritual' - nothing else applies. I am neither, and quite happy thank you. I'm always made to feel uncomfortable with this aspect of US Society, and it would be good if Williams had a section on how to work with 'agnostics'.

The Elitist offered no alternatives - what about Communism or Socialism - the inequalities of US Society would not be tolerated in Scandinavia. As I say to my friends in Minneapolis, it's a pity the wrong shipload of explorers colonised North America.

For all the talk about race, there's no mention of working with people in mixed-race relationships or of mixed-race ethnicity - over 10% of marriages in the UK are mixed-race, even though the ethnic minorities constitute less than 8% of the population. I find mixed-race marriages in the USA to be a tragic rarity - and why aren't they promoted in TV programs?

There were no examples of other diversities which can be just as sensitive in Society, such as no case studies featuring Native Americans, Hindus, Moslems, Lesbians, Vegetarians or people with Physical/Mental disabilities.

The much-promoted mystical Chapter on the Eleventh Lens was a real disappointment - just some new world 'Nirvana' where everyone loved each other and did right by each other (I presume so long as you could still hire & fire at will).

When I looked through the Bibliography, I understood; of the 86 references, only 2 of them weren't published in the USA, and they were published in London (both looking back at the USA). You can't write a book about a Multicultural world if you don't read/travel widely.

Williams continually refers back to Title VII of the (US) Civil Rights Act (pity he didn't include it as an Appendix). It would have been nice to talk about the UN Universal Declaration of Human Rights - since so much of US Society doesn't comply with it. I recall when one of our Senior US Executives starting to spout about Affirmative Action etc at a staff meeting in Germany - he had to be told to leave or they'd call the Police - because his US-speak was illegal under anti-Nazi legislation.

I scored myself on the Lenses : I am Colorblind, an Integrationalist, Meritocratist and a Multiculturalist. Williams was (in 2001) inviting Contributors to help them develop the book for a wider audience - I'm going to volunteer to help them, because boy do they need it.

The Eleventh Lens.......2003-03-01

Mark Williams' research outlining 10 human mindset "lenses" addresses the problems of conflicting worldviews both in and out of the workplace. His work is extremely well organized for easy reference; you'll recognize in yourself and/or others the Assimilationist, Colorblind, Culturalcentrist, Elitist, Integrationist, Meritocratist, Multiculturalist, Seclusionist, New Age/Transcendent and/or Victim/Caretaker. With hope, you'll also recognize the real point of the book and the research: that you've been reaching for your inclusive ELEVENTH LENS where paradoxical thinking acknowledges and discerns the strengths and weaknesses each limited lens brings to the whole personally, professionally and socially -- and globally. See also the integrative developmental framework in A Brief History of Everything by Ken Wilber and Spiral Dynamics by Don Beck and Christopher Cowan.

"The Ten Lenses" -- A Breath of Fresh Air!.......2001-11-09

"The Ten Lenses" is a badly needed breath of fresh air -- a sophisticated, intellectually grounded, and constructive framework for thinking about diversity issues. It respects and values all people and all perspectives on diversity. It opens a path to understanding each different perspective, even those dramatically different from one's own. It helps take the emotional charge out of verbal interactions between people whose approaches and reactions to diversity issues are widely divergent. It provides a new framework and a new language through which we can talk about diversity and move towards greater understanding. "The Ten Lenses" was an enormous help to me and I highly recommend it.

"The Ten Lenses" Opens Your Eyes!.......2001-11-08

I live and work in Washington, D.C., one of the most diverse cities in America. My department at work was having a lot of problems due to such a diverse workforce. We could not communicate well and our projects were never completed on time and never completed correctly. My boss brought this book in one day after he stayed up all night reading it. He could not put "The 10 Lenses" down. In a very short time, my department has turned itself around using the premises in this book. If you want to have a successful business, buy "The 10 Lenses."

Beyond HR: The New Science of Human Capital

Average customer rating:

Must read
I would like to see the table of contents before ordering

Beyond HR: The New Science of Human Capital
John W. Boudreau , and Peter M. Ramstad
Manufacturer: Harvard Business School Press
ProductGroup: Book
Binding: Hardcover

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ASIN: 142210415X

Book Description

Is your talent strategy a unique competitive advantage? As competition for top talent increases, companies must recognize that decisions about talent and its organization can have a significant strategic impact.

Beyond HR shows how organizations can uncover distinctive talent contributions, strategically differentiate their HR practices and metrics, and more optimally allocate talent to create value. Illustrations from companies such as Disney, Boeing, and Corning describe a new decision science called Talentship, that reveals opportunities by identifying strategy pivot points and the optimal talent and organization decisions that address them.

A unique framework helps readers identify their own distinctive strategic pivot points and connect them to talent decisions, showing how today’s “HR” can evolve to fulfill its potential as a source of strategic advantage.

Customer Reviews:

Must read.......2007-10-23

This book will change your thinking about managing "human resources." It's a must read for anyone making decisions that involve or impact people in an organization. The framework provides a very practical and usable tool to guide organizational decisions aimed at creating value through people, and the real world examples bring the framework to life. Again, anyone faced with managing human capital -- HRM professionals, organizational leaders, line managers, and consultants -- would benefit from reading this book.

I would like to see the table of contents before ordering.......2007-10-04

I prefer to order books online, but at a minimum, I would like to see the table of contents. If I cannot, then I will go to a bookstore where I can.

Janet McAllister

Human Development across Lives and Generations: The Potential for Change (The Jacobs Foundation Series on Adolescence)

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Human Development across Lives and Generations: The Potential for Change (The Jacobs Foundation Series on Adolescence)

Manufacturer: Cambridge University Press
ProductGroup: Book
Binding: Hardcover

Developmental Psychology | Psychology & Counseling | Health, Mind & Body | Subjects | Books

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Families Count: Effects on Child and Adolescent Development (The Jacobs Foundation Series on Adolescence)

ASIN: 0521828848

Book Description

How much change is possible over a lifetime and across generations? What is realistic in what we can do to promote healthy human development in our world? A group of leading international scholars in the fields of psychology and psychiatry, economics, and sociology address these important questions. Contributions cover marriage, divorce, and "living together"; poverty or economic disadvantage; and psychological traits and health, and how these affect parents and their children. Each section also has a chapter on interventions to improve lives.

Natural Capital and Human Economic Survival, Second Edition (Ecological Economics Series (International Society for Ecological Economics).)

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Natural Capital and Human Economic Survival, Second Edition (Ecological Economics Series (International Society for Ecological Economics).)
Thomas Prugh , Robert Costanza , Herman Daly , Robert Goodland , John H Cumberland , and Richard B Norgaard
Manufacturer: CRC
ProductGroup: Book
Binding: Hardcover

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ASIN: 1566703980

Book Description

Most people love nature and consider themselves environmentalists, but nature isn't just pretty and lovable, it is indispensable to our survival and economic activity. That is the most compelling reason for environmental protection. The conventional economic wisdom views land (natural capital) as a small part of the economy, along with capital, labor, technology and so on. The authors argue that this is backwards: that the economy nests within the environment (land) and not the other way around. The authors give a brief history of the origins of conventional economic wisdom and critique it from a the standpoint of ecological economics. They explain what natural capital -our life support system - is and does, and describe the severe strains that have been put on it. They conclude with some policy options, such as green taxes and suggestions for personal action that would conserve natural capital and thus make conserve resources for present and future generations. Natural Capital and Human Economic Survival is written for environmentalists, environmental studies majors and anyone concerned about the flaws of mainstream economics - how it has led us into unsustainable ways of living - and who would like to learn about alternatives that are more sustainable.

The Talent Solution: Aligning Strategy and People to Achieve Extraordinary Results

Average customer rating:

A Good Read!
Very useful reference in the search for talent!
"Improving Business Results with People"
PROVES, AGAIN, THAT THE RACE GOES TO THE MOST TALENTED!
Outstanding book. One of the best.

The Talent Solution: Aligning Strategy and People to Achieve Extraordinary Results
Edward L. Gubman
Manufacturer: McGraw-Hill Trade
ProductGroup: Book
Binding: Hardcover

Strategy & Competition | Management & Leadership | Business & Investing | Subjects | Books

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ASIN: 0070251614

Book Description

Today's workplace is facing a talent crisis. The economy is booming but companies are finding it harder to fill positions and keep good people. The Talent Solution holds the key to leveraging a company's most vital competitive advantage--its people. In this research-driven, ground-breaking book, Gubman shows top managers exactly how to boost performance by aligning strategy and employees. More than a quick fix, The Talent Solution will enable managers to transform their organization into a world-class competitor.

Download Description

The Talent Solution holds the key to leveraging a company's most vital competitive advantage--its people. In this research-driven, ground-breaking book, you'll learn exactly how to boost performance by aligning strategy and employees.

Customer Reviews:

A Good Read!.......2001-06-02

Your strategic planning must incorporate the people who work for you, says author Edward L. Gubman in a book that gets high marks for its easy, bullet-point organization, but scores in the middle of the curve in terms of originality. Grubman preaches that you must create a strategic alliance between your company’s mission and competencies and the people who work there. Then, he describes how to motivate and involve people, and finally how to assess their performance. He uses research examples and starts each chapter with a bullet-point summary of key information. The book includes questions to ask yourself, and many useful charts and summary lists. However, the theoretical discussion of how to engage and reward employees seems oddly dry and analytical for a how-to guide on how to motivate and excite people. The areas of job matching, motivation, and assessment have been covered in many other books, but we... recommend Gubman’s authoritative approach to these topics.

Very useful reference in the search for talent!.......2001-03-30

A well thought through book written by a consultant with a vast amount of varied experience. The illustrative brief case studies were most helpful in understanding the thoughts, concepts, ideas and strategies. In a global economy where talent is an increasingly scarce resource, HR practitioners will find the book a very valuable resource to craft, adapt, adjust or align their practices to be more organisation and employee friendly. Mr Gubman strategic perspective of people in terms of organisational development and growth of people is indeed a very commendable effort and very insightful. The "Creating the Talent Solution" at the end of each chapter should provoke readers to critically look at their own organisation with a fresh perspective. It will help you draw a better road map in your talent search!

"Improving Business Results with People".......2000-06-24

"This book is about why it's essential to connect strategy and people to manage talent, and more importantly, how to do it. It rests on three key concepts: alignment, engagement, and measurement. Alignment means pointing people in the right direction. Engagement means fostering commitment to your basic purpose and direction. Measurement means providing connected and balanced ways for your company and employees to keep score about how you are doing. When you do all three things, you will be managing your talent and company to achieve extraordinary results" (from the Introduction p.9).

In this context, Edward L. Gubman introduces 'Improving Business Results with People (IBR) Model' used by Hewitt consultants as an alignment model. He argues that "The IBR model is designed to ensure you line up all the critical elements in talent management. If you pay attention to these pieces and execute them right, you will create alignment that enables you to achieve extraordinary business results" (p.32). Thus, he elaborates this model in more detailed throughout the book.

The stages of the IBR model can be outlined as follows:

1. 'Business Results and Strategies' describe the outcomes you are trying to achieve as a company and the strategies you are using to get there. Thus, he defines strong business results as:

* great value for customers,

* rewarding work situations for employees-including psychological, social, and financial rewards,

* high returns for shareholders. (more detailed discussion see Chapter 2).

2. 'Business Capabilities' refer to your distinctive abilities as an organization to use money, technology, information, people, and other resources to create a competitive advantage. He argues that "Your goal in developing these capabilities is to build unique abilities that competitors have difficulty copying so you have the advantage" (p.46).(more detailed discussion see Chapter 3).

3. 'People Requirements' are the things you demand from people to exercise your capabilities-what you need from them to be successful. He describes these requirements as the Three Cs: culture, competencies, and contract, and argues that "These three are interrelated so it's hard to separate them completely" (p.57).(more detailed discussion see Chapter 4).

4. 'Employee Priorities' are the 'bottom-up' of the equation. In this stage, he focuses on the changing nature of the employement relationship as a context for engaging employees, what engagement is and how you can increase it, and the psychology of engagement and change.(more detailed discussion see Chapters 9 to 11).

5. 'Workforce Strategies' are the distinctive plans you have for acquiring, developing, deploying, and retaining your people for competitive advantage. He argues that "Smart companies build plans for their workforce just like they build plans for the other parts of their business" (p.75). Hence, he describes elements of a workforce strategy: (a).people requirement-the cultural values, competencies, and contract, (b).employees' needs, fears, and goals, (c).the resulting employement relationship, (d).organization design, and (e).priorities for change.(more deatailed discussion see Chapter 5).

6. 'Management Practices' describe the ways you enact your workforce strategies. In this stage, he examines (1) three major criteria for excellent management practices-alignment, integration, and execution, and (2) five management practices-staffing, organizing, learning, performing, and rewarding.(more detailed discussion see Chapters 6 to 7).

7. 'Business Interactions' is where all business results occur. He argues that "All business results come from interactions-leaders with employees, employees with employees, and employees with customers. These interactions are changing, and some are becoming much more electronic. Sometimes the 'employee' now is an ATM machine, a voice-mail box, home page, or voice response circuit" (p.143). Hence, in this stage, he examines these interaction processes.(more detailed discussion see Chapter 8).

8. 'Balanced Measurements' are both the business and individual measurements that gauge how well you and your employees are doing. He argues that "Measurement is the last of the three processes you need to connect talent to strategy to deliver outstanding results" (p.225).(more detailed discussion see Chapters 12 to 14).

Finally, as conclusion, he rightly argues that "The growing effects of the information economy, globalization, and changing demographics are coinciding to create a new era in business-the era of talent. Your ability to attract, manage, and retain talent will determine whether you succeed. This wasn't always true in the past. Before, you could succeed if you controlled enough physical resources. Today, talent is the fundamental resource in business" (p.292).

Highly recommended.

PROVES, AGAIN, THAT THE RACE GOES TO THE MOST TALENTED!.......1999-04-11

The key theme of this work is that the competitive advantage goes to those companies that are best at finding, motivating, and retaining talent to fill critical positions-especially in high technology sectors. The book is filled with good advice on staffing, recruiting, motivating, managing, and retaining people. Adding to its value, Gubman gives many references to what leading companies are doing. Plenty of sound advise and examples make this worthwhile reading. Reviewed by Yvette Borcia, co-founder, Stern & Associates, author of Stern's Sourcefinder: The Master Directory to HR and Business Management Information & Resources, Stern's CyberSpace SourceFinder, and Stern's Compensation and Benefits SourceFinder.

Outstanding book. One of the best........1999-02-23

Mr. Gubman provides some of the best, most straight-forward information I have read on the subject. His simple, clear, discussion was extremely refreshing. His method of aligning the HR practice with Company strategy is excellent. I most enjoyed the little nuggets of wisdom located in the tables throughout the text. They are an superb summary of the text material for those with limited time or who decide to only scan the material.

Organizational Needs Assessments: Design, Facilitation, and Analysis

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Essential Textbook

Organizational Needs Assessments: Design, Facilitation, and Analysis
Samuel B. McClelland
Manufacturer: Quorum Books
ProductGroup: Book
Binding: Hardcover

General | Organizational Behavior | Business & Investing | Subjects | Books

Organizational Change | Organizational Behavior | Business & Investing | Subjects | Books

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A Practical Guide to Needs Assessment (Essential Knowledge Resource)

ASIN: 089930950X

Book Description

An indispensable reference for designing and conducting organizational needs assessments, this book advocates a "system"-oriented approach to help meet the complex challenges confronting organizations today. Using examples drawn from real-life situations, it offers practical suggestions and guidelines for planning and managing the overall needs-assessment process from the selection of data-gathering methods and use of statistical analyses to the eventual design and implementation of training management-development and quality-improvement programs. The work concludes with an extensive case study of an actual project to illustrate the complexities associated with designing and conducting organizational needs assessments along with a reference exhibit of an actual needs assessment project summary and recommendations.

Customer Reviews:

Essential Textbook.......1998-06-21

Sam McClelland passed away as this, his first textbook,was being readied for publication. It is lamentably his highest contribution to his field, but not by design. His friends all miss him very much, and we know his colleagues lament the loss of his clear intelligence.

Capacity-Building: An Approach to People-Centered Development (Oxfam Development Guidelines)

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Capacity-Building: An Approach to People-Centered Development (Oxfam Development Guidelines)
Deborah Eade
Manufacturer: Oxfam Publishing
ProductGroup: Book
Binding: Paperback

Economic Policy & Development | Economics | Business & Investing | Subjects | Books

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ASIN: 0855983663

Book Description

The prime purpose of Oxfam and similar development agencies is to assist poor men and women in changing their situation and exercising their right to participate in the development of their societies. However, aid agencies that ignore peoples existing strengths may create dependency, and so make people more vulnerable than before. This book examines the concept of capacity-building and why it is such an integral part of development. It considers specific and practical ways in which NGOs can contribute to enabling people to build on the capacities they already possess, while avoiding undermining such capacities.

"Capacity-Building" reviews the types of social organization with which NGOs might consider working, and the provision of training in a variety of skills and activities, for the people involved and for their organization. The particular importance of using a capacity-building approach in emergency situations, and the dynamic and long-term nature of the process, are emphasized.

The Strategic Management of Intellectual Capital (Resources for the Knowledge-Based Economy)

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The Strategic Management of Intellectual Capital (Resources for the Knowledge-Based Economy)
David A. Klein
Manufacturer: Butterworth-Heinemann
ProductGroup: Book
Binding: Paperback

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ASIN: 0750698500

Book Description

The fourth in the readers' series Resources for the Knowledge-Based Economy, The Strategic Management of Intellectual Capital analyzes the link between the strategic and operational roles of intellectual capital in the organization.

The Strategic Management of Intellectual Capital is the perfect resource for the growing number of companies pursuing a strategic approach to managing their intellectual capital and harnessing and leveraging their knowledge, experience, and expertise more systematically to attain a competitive advantage.

Offers a compilation of articles pertinent to the management of intellectual capital.
Included are case studies, frameworks, and tools for developing organizational programs in this emerging enterprise.
Provides an understanding of the importance of intellectual capital and how to manage it.

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