Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards
Create the inclusive, high performance workforce needed to succeed in an ...increasing multicultural society and global marketplace
Learn how global organizations and leading professional associations develop integrated HR/diversity talent strategies, and the specific challenges they face
Get practical tools to assess integrated HR/diversity strategic planning, and see why organizations are not making more diversity progress
Develop specific performance indicators to track your progress in implementing synergistic HR/diversity approaches
Case studies of SHRM, federal and state government, global corporations, and higher education illustrate systematic, integrated HR/diversity effortsFor HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace.The authors' point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services.As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today's rapidly shifting national and global realities.Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them.Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations - the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) - to illustrate the dynamic intersection between HR and diversity practices.
Effectiveness of evidence-based psychotherapy (EBP) for PTSD can vary based on gender and trauma type, with poorer outcomes for men and sexual traumas. Among veterans receiving EBPs for PTSD, the ...effects of the interaction between gender and military sexual trauma (MST) on treatment outcome are unclear. This study examined how gender and MST impact PTSD symptoms following cognitive processing therapy (CPT) and prolonged exposure (PE).
We conducted a national, retrospective cohort study of all post 9/11 veterans who had a PTSD diagnosis from 10/2001-9/2017 at VHA facilities and >1 psychotherapy visit. Inclusion criteria included completion of ≥8 CPT/PE sessions and pre- and post-treatment PCL (N = 9711). Mixed-effects linear regression models were conducted, separately by treatment, to examine associations between changes in PTSD symptoms and gender, MST, and their interactions with time.
For both treatments, there were no significant differences in pre-treatment PCL by gender or MST, and PCL decreased significantly over time. In adjusted models, only the gender by time interaction on pre-to-post-CPT change was significant (p < .001); the decrease in women's PCL was 2.67 points greater, compared to men.
Women veterans demonstrated greater reductions in PTSD symptoms from CPT. There were no differences by gender for PE, suggesting men and women veterans benefit similarly. Results suggest outcomes may be impacted by gender socialization when utilizing certain cognitive behavioral techniques. MST, regardless of gender, did not impact PTSD outcomes for either treatment. Both CPT and PE may thus be effective for veterans irrespective of MST history.
•Women had larger PTSD reductions from Cognitive Processing Therapy than men.•No gender differences in PTSD outcomes from Prolonged Exposure.•No differences in PTSD outcomes based on MST history for either treatment.•Gender differences in treatment effectiveness do not vary by MST history.
This book investigates how the lives of soldiers deployed on international missions are affected during deployment and after returning home to family, work, and civilian life. Analyses are based on ...unique longitudinal data, comprehensive and deep interviews, making it possible to follow the impact of deployment on a broad range of life outcomes.
Where They Need Me examines
the work of Haitian health professionals in humanitarian aid
encounters. Haiti is the target of an overwhelming number
of internationally funded health projects. While ...religious
institutions sponsor a number of these initiatives, many are
implemented within the secular framework of global health. Pierre
Minn illustrates the divergent criteria that actors involved in
global health use to evaluate interventions' efficacy.
Haitian physicians, nurses, and administrative staff are hired
to carry out these global health programs, distribute or withhold
resources, and produce accounts of interventions' outcomes. In
their roles as intermediaries, Haitian clinicians are expected not
only to embody the humanitarian projects of foreign funders and
care for their impoverished patients but also to act as sources of
support for their own kin networks, while negotiating their future
prospects in a climate of pronounced scarcity and insecurity. In
Where They Need Me , Minn argues that a serious
consideration of these local health care providers in the context
of global health is essential to counter simplistic depictions of
clinicians and patients as heroes, villains, or victims as well as
to move beyond the donor-recipient dyad that has dominated
theoretical work on humanitarianism and the gift.
What happens to black health care professionals in the new economy, where work is insecure and organizational resources are scarce? InFlatlining, Adia Harvey Wingfield exposes how hospitals, clinics, ...and other institutions participate in "racial outsourcing," relying heavily on black doctors, nurses, technicians, and physician assistants to do "equity work"-extra labor that makes organizations and their services more accessible to communities of color. Wingfield argues that as these organizations become more profit driven, they come to depend on black health care professionals to perform equity work to serve increasingly diverse constituencies. Yet black workers often do this labor without recognition, compensation, or support. Operating at the intersection of work, race, gender, and class, Wingfield makes plain the challenges that black employees must overcome and reveals the complicated issues of inequality in today's workplaces and communities.
In management, decisions are expected to be based on rational analytics rather than intuition. But intuition, as a human evolutionary achievement, offers wisdom that, despite all the advances in ...rational analytics and AI, should be used constructively when recruiting and winning personnel. Integrating these inner experiential competencies with rational-analytical procedures leads to smart recruiting decisions.
Although much has been written about tank losses during the fighting near Prokhorovka as part of the battle for the Kursk salient in July 1943, little has been written about losses in personnel. This ...research note addresses the issue of Soviet personnel losses during the battle.
In the article, from the standpoint of theory and methodology, a competent approach to the evaluation of company personnel is described. The models for assessing the company's personnel from ...different approaches are presented. The methods used by modern companies for the personnel assessment procedure are highlighted. The meaning of the competence concept and approaches to understanding the essence of the competence concept are given. The concept of competency model is formulated and a variant of this competence model is presented. Deficient moments in the formation of competence models for the evaluation of company personnel were identified.
Objective To describe new onset and persistence of self reported post-traumatic stress disorder symptoms in a large population based military cohort, many of whom were deployed in support of the wars ...in Iraq and Afghanistan.Design Prospective cohort analysis.Setting and participants Survey enrolment data from the millennium cohort (July 2001 to June 2003) obtained before the wars in Iraq and Afghanistan. Follow-up (June 2004 to February 2006) data on health outcomes collected from 50 184 participants.Main outcome measures Self reported post-traumatic stress disorder as measured by the posttraumatic stress disorder checklist—civilian version using Diagnostic and Statistical Manual of Mental Disorders, fourth edition criteria.Results More than 40% of the cohort were deployed between 2001 and 2006; between baseline and follow-up, 24% deployed for the first time in support of the wars in Iraq and Afghanistan. New incidence rates of 10-13 cases of post-traumatic stress disorder per 1000 person years occurred in the millennium cohort. New onset self reported post-traumatic stress disorder symptoms or diagnosis were identified in 7.6-8.7% of deployers who reported combat exposures, 1.4-2.1% of deployers who did not report combat exposures, and 2.3-3.0% of non-deployers. Among those with self reported symptoms of post-traumatic stress disorder at baseline, deployment did not affect persistence of symptoms.Conclusions After adjustment for baseline characteristics, these prospective data indicate a threefold increase in new onset self reported post-traumatic stress disorder symptoms or diagnosis among deployed military personnel who reported combat exposures. The findings define the importance of post-traumatic stress disorder in this population and emphasise that specific combat exposures, rather than deployment itself, significantly affect the onset of symptoms of post-traumatic stress disorder after deployment.
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