The author of the classic bestseller "The Articulate Executive" now shows how to put the principles of competence, clarity, and communication to work--at work--in the day-to-day interactions that get the job done.

Dr Mark Bussin together with world-class experts who are thought leaders and highly regarded by their peers and clients answered the question - "e;Who can say they find it easy to attract top talent, and once they are in the organisation, pay them fairly, and are able to retain them relatively easily?"e;The global pool of highly skilled employees is in great demand, and those with both critical skills and experience come at a hefty price. The million dollar question is whether money alone is enough to secure the best talent in the market.This is a practical and informative book for managing the tension between talent and remuneration in organisations.Contents include: The Context to Remuneration: Strategy, Organisation Design, Leadership and Talent Management Components of an Integrated Talent Management Strategy Talent Retention - Customising Retention Strategies: A Case Study How to Identify Talent Integrated Talent Management - Practical Ideas, Tools and Tips Engaging Talent The Employee Value Proposition (EVP) and Talent Rewarding Talent Talent Management and Variable Pay Long-term Incentives Attracting, Retaining and Leveraging Generation Y Talent Rewarding the Talent at the Top I am Talent - Empowering the Individual to Manage His/Her Own Career Securing Talent: The Role of the Contract of Employment and Restraints of Trade Remuneration as a Talent Investment Strategy - Increasing the Value of your Talent PortfolioReviews"e;Mark once again accomplishes what few authors do - writing in an accessible way. A must-read for HR practitioners, consultants, students and academics in understanding the mechanics of remuneration and talent management in the South African context."e; - Professor Anita Bosch, Lead researcher: Women in the Workplace Research Programme, Department of Industrial Psychology and People Management, Faculty of Management, University of Johannesburg"e;This book navigates the reader practically through the labyrinth of reward and talent. It unpacks the crucial elements of reward and talent and exposes alignment considerations that will enable the practitioner to establish an employee value proposition with strategic significance."e; - Michelle Pirie, Group CHRO, Econet Wireless"e;This book truly explores and explains the very critical and often-asked question about how to manage remuneration and talent within an organisation. It answers that question and more!"e; - Willem Verwey, Head: Remuneration and Benefits, Anglo American PlatinumDr Mark Bussin consistently contributes to the development of a host of human resource managers in the remuneration and talent management field in Africa via his corporate and consulting experience, wise counsel, writings, and hundreds of lectures, TV and radio interviews. He has developed a generation of remuneration and talent experts, helped define the field of practice, and made a significant contribution to the national level of excellence in these fields.

The basic strucure doctrine articulated by the Indian Supreme Court in 1973 made it amply clear that the basic features of the Constitution must remain inviolable. The doctrine has generatd serious debates ever since as it placed substantive and procedural limits on the amending powers of the Execuive. Despite the lack of clarity as to its nature, the scope of the doctrine has been broadened in recent years, and a wide range of state actions are covered in its purview. In this book, Krishnaswamy analyses its legitimacy in legal, moral and sociological terms, and argues that the doctrine has emerged from a valid interpretation of the constituitional provisions. This book will be of interest to scholars of Indian Constitutional law, political theory and jurisprudence as well as judges and legal practitioners.

The Dept. of Energy (DoE) spends billions of dollars each year at its national labs. on advanced science, energy, and other research. Federal laws and policies have encouraged the transfer of federally developed technologies to private firms, universities, and others to use or commercialize. The Amer. Recovery and Reinvestment Act of 2009 further emphasized the role of such technologies for addressing the nation's energy, economic, and other challenges. This report examined: (1) the nature and extent of technology transfer at DoE's labs.; (2) the extent to which DoE can measure the effectiveness of its technology transfer efforts; and (3) factors affecting, and approaches for improving, DoE's efforts. Charts and tables.

This book integrates and assesses the vast and rapidly growing literature on strategic leadership, which is the study of top executives and their effects on organizations. The basic premise is that in order to understand why organizations do the things they do, or perform the way they do, we need to deeply comprehend the people at the top-- their experiences, abilities, values, social connections, aspirations, and other human features. The actions--or inactions--of a relatively small number of key people at the apex of an organization can dramatically affect organizational outcomes. The scope of strategic leadership includes individual executives, especially chief executive officers (CEOs), groups of executives (top management teams, or TMTs); and governing bodies (particularly boards of directors). Accordingly, the book addresses an array of topics regarding CEOs (e.g., values, personality, motives, demography, succession, and compensation); TMTs (including composition, processes, and dynamics); and boards of directors (why boards look and behave the way they do, and the consequences of board profiles and behaviors). Strategic Leadership synthesizes what is known about strategic leadership and indicates new research directions. The book is meant primarily for scholars who strive to assess and understand the phenomena of strategic leadership. It offers a considerable foundation on which professionals involved in executive search, compensation, appraisal and staffing, as well as board members who evaluate executive performance and potential, might build their tools and perspectives.

Although many associate Franklin D. Roosevelt with the inauguration of the robust, dominant American presidency, the roots of his executive leadership style go much deeper. Examining the presidencies of John Quincy Adams, Ulysses S. Grant, and William Howard Taft, Stephen Rockwell traces emerging connections between presidential action and a robust state over the course of the nineteenth century and the Progressive Era. By analyzing these three undervalued presidents’ savvy deployment of state authority and their use of administrative leadership, legislative initiatives, direct executive action, and public communication, Rockwell makes a compelling case that the nineteenth-century presidency was significantly more developed and interventionist than previously thought. As he shows for a significant number of policy arenas, the actions of Adams, Grant, and Taft touched the lives of millions of Americans and laid the foundations of what would become the American century.

This is the second report on the Troubled Asset Relief Program (TARP). It follows up on the nine recommendations from a December 2, 2008, report. It also reviews: (1) the nature and purpose of activities that had been initiated under TARP as of January 23, 2009; (2) Treasury's Office of Financial Stability (OFS) hiring and transition efforts, use of contractors, and progress in developing a system of internal control; and (3) preliminary indicators of TARP's performance. To do this work, the auditor reviewed signed agreements and other relevant documentation and met with officials from OFS, contractors, federal agencies, and some participating institutions. Charts and tables.