Key Indicators of the Labour Market 1999 (KILM)

Book Description

This valuable, wide-ranging reference tool meets the ever-increasing demand for timely, accurate, and accessible information on the rapidly changing world of work. Key Indicators of the Labour Market 1999 (KILM) provides the general reader as well as the expert with concise explanations and analysis of the data on the world's labor markets, including global and regional estimates.

Harvesting vast information from international data repositories as well as regional and national statistical sources, this important reference offers data on a broad range of countries for the years 1980 and 1990, and all available subsequent years. The volume employs an expanded, up-to-date range of 18 key labor market indicators allowing researchers to compare and contrast among countries and within regions across time. Using statistical data on the labor force, employment, unemployment, underemployment, educational attainment of the workforce, wages and compensation, productivity and labor costs, and poverty and income distribution as market indicators, the volume enables readers to access the most current information available. KILM is available in two formats--standard print version and CD-ROM. The CD-ROM's interactive design allows users to customize a search by any combination of labor market indicator, country, year, and data inputs. Its easy-to-use format makes searching for relevant information quick and simple.

The CD-ROM version is accompanied by the KILM Country Profiles, 1999 edition, a quick reference for users.

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Key Indicators of the Labour Market 1999.(Review) (book review): An article from: International Labour Review

Manufacturer: International Labour Office
ProductGroup: Book
Binding: Digital
ASIN: B00099O198
Release Date: 2005-07-28

Book Description

This digital document is an article from International Labour Review, published by International Labour Office on December 22, 1999. The length of the article is 538 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

Citation Details
Title: Key Indicators of the Labour Market 1999.(Review) (book review)
Publication: International Labour Review (Refereed)
Date: December 22, 1999
Publisher: International Labour Office
Volume: 138 Issue: 4 Page: 482

Article Type: Book Review

Distributed by Thomson Gale

Labour market dynamics in Indonesia: Analysis of 18 key indicators of the labour market (KILM), 1986-1999

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Labour market dynamics in Indonesia: Analysis of 18 key indicators of the labour market (KILM), 1986-1999
Puguh B Irawan
Manufacturer: International Labour Office
ProductGroup: Book
Binding: Unknown Binding

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A Critical Step for a Performance-Driven Organization

Smashing those unchallenged assumptions about appraisal.

The side effects can kill the method

Great Starting Point

Good and bad

Abolishing Performance Appraisals: Why They Backfire and What to Do Instead
Tom Coens , and Mary Jenkins
Manufacturer: Berrett-Koehler Publishers
ProductGroup: Book
Binding: Paperback

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Stress-Free Performance Appraisals: Turn Your Most Painful Management Duty into a Powerful Motivational Tool

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The Performance Appraisal Question and Answer Book: A Survival Guide for Managers

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High-Impact Hiring

ASIN: 1576752003

Book Description

This is the first book to offer specific suggestions on how to replace performance appraisals with a more effective system that emphasizes teamwork and empowerment. Feedback, compensation, coaching, promotion, and legal documentation are all covered, as well as a variety of new alternatives that produce better results for both managers and employees.

Customer Reviews:

A Critical Step for a Performance-Driven Organization.......2007-08-25

This book becomes more relevant every year! For organizations that want responsible employees, it challenges leadership to consider the assumptions that drive traditional HR performance appraisal processes - most importantly those arising from the common `parental' or `patriarchy' model of leadership and organizational development.

In this research-based analysis of the multiple purposes of performance appraisal, a labor attorney and an experienced HR professional team-up to explain why appraisals backfire - and they clearly accomplish that key goal of the book. In particular they explain why, in a world in which 98% of people see themselves as being in the top half of performers, the requirement to force-rank employees is a demoralizing and demotivating policy - if you then connect pay raises to this policy, it is a policy to pay money to demotivate the majority of staff! What responsible leader wants their name on such a policy?

So, is there a solution? Yes, but not a ready-made one. Because the authors recognize that the performance appraisal process is only a part of a highly integrated organization framework (the authors refer to this as `The System' - others ask you to think 7-S model) that drives organizational effectiveness, the book does not recommend a one-size-fits-all solution to replacing performance appraisals. Instead, it recommends that the reader make a paradigm shift away from the patriarchy model to a more adult to adult concept, think about what the organization really wants to accomplish (what problem is to be addressed), and provide choices for different individual situations. The book is not an easy read, nor does it provide a feel good solution - it is recommended for thoughtful practitioners who want to know what questions to ask for their situation, rather than what answers others have found for their own, perhaps very different, situation.

Smashing those unchallenged assumptions about appraisal........2007-03-02

If you grapple with performance appraisal, then it might be worth thinking through the assumptions that you have built your performance appraisal system upon. And that's how Tom and Mary's book can help. They describe a series of assumptions that most performance appraisal systems are based on, and they offer up some more useful (and more reality-based) assumptions that provide the foundations for a more effective alternative (not an improvement - a completely different concept altogether).

Even if you aren't convinced to let go of traditional performance appraisal methods, you will still glean some valuable pearls from this book, that can help with problems you're currently having with appraisal.

The side effects can kill the method.......2006-10-24

Get past the title, and the authors' "we are totally right" style, and you'll find good material in here. "This book is about ... choos[ing] ... the most effective ways of working with people, [and] refocusing on outstanding organizational performance."

It tells you why most formal appraisal systems have a lot of good goals, but the negative side-effects of trying to reach them through a regular, compulsory, recorded system prevent most people from reaching them. Suggests abolishing the single system, reviewing the goals, and setting up multiple voluntary systems to do the job better.

Read this book to remind yourself what real personal and group improvement communication is about, so that you can include it in your daily work.

Great Starting Point.......2005-10-06

I seached out this book when I was tasked to be part of creation of a review process for my smallish company. "Abolishing Performance Appraisals" operated as a great resource during the process.

Especially helpful were the case studies, which pointed out how real companies were creating alternatives to clunky performance appraisals.

Good and bad.......2004-05-15

Extensive research, good case studies, knowledgeble discussion of legal issues are strengths of this book. However, there are numerous weaknesses:
1 Linking enlightened management directly to ineffective appraisal systems. They are not nedessarily related.
2 Not acknowledging managers insight on employees performance.
3 Assuming apprasials are generally a high corporate priority compared with other management activities.
4 Not recommending one or two focused appraisal functions as an alternative to no appraisals.
5 Not providing an explaination of how to administer most pay raise systems (Hay for example).
6 Not clearly identifying how the rating drives pay, promotion and bonus. An alternative is required.
7 Not disussing how requirements may vary by industry job specifics or the impact of enviromental factors, such as, confidentiality and raises based on senioity. jrj

Abolishing Performance Appraisals : Why They Backfire and What to Do Instead

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Abolishing Performance Appraisals : Why They Backfire and What to Do Instead
Tom; Jenkins, Mary Coens
Manufacturer: Berrett-Koehler Publishers, Incorporated
ProductGroup: Book
Binding: Hardcover
ASIN: B000OLUAFA

Book Description

Whether you are contracting your services to others or hiring independent contractors to work for you, it's essential to get everything in writing -- if you don't, you could lose time, money and credibility.

Consultant and Independent Contractor Agreements gives you the plain-English instructions and easy-to-use forms you need to get the legalities straight, stay out of trouble and get the job done.

If you're an independent contractor...

Take the legal steps necessary to document each new project that comes your way -- if you get audited, you'll be glad you did. This easy-to-use book gives you all the tools you need to:

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*drum up new business

If you're hiring independent contractors...

Using freelancers can get you great results and save you money-- but you need to know what it takes to avoid the ire of the IRS while protecting your business and intellectual property. Here's everything you need to:

*put your agreement in writing

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*satisfy IRS requirements

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*avoid disputes with independent contractors

*get your money's worth

The 5th edition is completely updated to provide the latest rules and regulations. It now includes a checklist to help prevent the IRS from reclassifying contractors as employees.

Download Description

"Whether you are contracting your services to others or hiring independent contractors to work for you, it's essential to get everything in writing -- if you don't, you could lose time, money and credibility. Consultant and Independent Contractor Agreements gives you the plain-English instructions and easy-to-use forms you need to get the legalities straight, stay out of trouble and get the job done. If you're an independent contractor... Take the legal steps necessary to document each new project that comes your way -- if you get audited, you'll be glad you did. This easy-to-use book gives you all the tools you need to: put your agreement in writing define a project's scope, components and duration satisfy IRS requirements get paid on time and in full avoid disputes with clients drum up new business If you're hiring independent contractors... Using freelancers can get you great results and save you money -- but you need to know what it takes to avoid the ire of the IRS while protecting your business and intellectual property. Here's everything you need to: put your agreement in writing define a project's scope, components and duration satisfy IRS requirements protect your trade secrets, trademarks, patents and copyrights avoid disputes with independent contractors get your money's worth "

Customer Reviews:

Use templates but get final validation from a lawyer........2003-08-11

If you are running a small business, you will definitely need some sort of agreements to use with your clients or vendors. This Nolo guide should be used in conjunction with another Nolo guide 'How to Create Noncompete Agreements' to have the best combination of contracts to protect yourself.

The first few chapters in the book outline both perspectives - hired consultant and client hiring the consultant. The chapters following these initial chapters focus on different kinds of situations like Agreements for Accounting and Bookkeeping Services, Agreements for Software Consultants (the one I started using right away), etc. These chapters basically outline the relevant contract and discuss the purpose of each clause in the contract along with their alternatives. You can then select the alternative that best suits your situation and modify the contract accordingly.

You will find the various sample agreements to be used by the hiring firm and by the independent contractor at the end of the book (and on the CD-ROM).

It took me all of 15 minutes to read the chapter on agreements for software consultants and highlight the clauses I wanted to modify. I spent an additional hour modifying the electonic version of the form and saving the file. After this, I emailed the electronic copy to my lawyer who charged me a much lower fee to check the contract! She basically found 3 errors I didn't know about and fixed them for me. I then sent the contract to my client to sign. Right there, the book paid for itself many times over!

But don't forget to combine this book with the other book on Noncompete Agreements. It is especially critical if you are the hiring firm. Good luck!

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Practical Guide to Independent Contractor & Consultant Agreements

Manufacturer: "AllBusiness.com, Inc."
ProductGroup: Book
Binding: Digital
ASIN: B000E4FJG2
Release Date: 2005-01-01

Book Description

A 111-page Business Guide discussing key provisions of consulting and independent contractor agreements, as well as the tax implications, and confidentiality and intellectual property issues, that arise when hiring consultants and independent contractors. The Guide also includes a sample Consulting Agreement, Agreement for Professional Services, Consultant Confidentiality & Invention Assignment Agreement, and more.

The Guide and forms are available for immediate download at www.allbusiness.com. Email forms@allbusiness.com for more information.

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The Vermont Farm Year in 1890
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This volume is the Proceedings of a Workshop on the applications of Combinatorics and graph theory in the biological and social sciences, held at the Institute for Mathematics and its Applications in January 1988. Combinatorial and graph-theoretical methods are increasingly important in the biological and social sciences. The Workshop emphasized mathematical techniques and open problems arising in such fields as ecology, genetics, enzyme kinetics, economics, political science, sociology, and psychology.

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This collection of papers presents ideas and problems arising over the past 100 years regarding classical and quantum gravity, gauge theories of gravity, and spacetime transformations of accelerated frames. Both Einstein's theory of gravity and the YangMills theory are gauge invariant. The invariance principles in physics have transcended both kinetic and dynamic properties and are at the very heart of our understanding of the physical world. In this spirit, this book attempts to survey the development of various formulations for gravitational and YangMills fields and spacetime transformations of accelerated frames, and to reveal their associated problems and limitations. The aim is to present some of the leading ideas and problems discussed by physicists and mathematicians. We highlight three aspects: formulations of gravity as a YangMills field, first discussed by Utiyama; problems of gravitational theory, discussed by Feynman, Dyson and others; spacetime properties and the physics of fields and particles in accelerated frames of reference. These unfulfilled aspects of Einstein and YangMills' profound thoughts present a great challenge to physicists and mathematicians in the 21st century.

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In these essays some of today's leading literary scholars and cultural critics re-examine major writers, genres, and themes in relation to their traditional period affiliations. The essays cover a broad range of writers and periods from the Middle Ages to the present, grouped in two main areas: Chaucer and Medieval and Renaissance studies (Larry D. Benson, Heiko A. Oberman, Lee Patterson, and Aldo Scaglione), and English and American literary history (Sanford Budick, H. M. Daleski, Denis Donoghue, Robert J. Griffin, Geoffrey Hartman, J. Hillis Miller, Jerome McGann, and Helen Vendler). In addition to shedding new light on a specific author, each essay also refines or reinvigorates critical approaches to specific periods. The analyses illuminate and clarify our understanding of what are traditionally but problematically called the Medieval, Renaissance, Enlightenment, Romantic, Modern, and Postmodern eras in European cultural history.

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A highly readable scholarly anthology .......2004-10-17

This is an outstanding anthology. The introductory essay by the anthology's editor distinguished Chaucer scholar Professor Lawrence Besserman ably sets the agenda of the anthology , summarizing the articles to follow, and providing insight into the whole dilemna of ' periodization'. A highly recommended work.

Book Description

This digital document is an article from Journal of Southern History, published by Southern Historical Association on May 1, 2005. The length of the article is 488 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

Citation Details
Title: Cherokee Women in Crisis: Trail of Tears, Civil War, and Allotment, 1838-1907.(Book Review)
Author: Katherine M.B. Osburn
Publication: Journal of Southern History (Refereed)
Date: May 1, 2005
Publisher: Southern Historical Association
Volume: 71 Issue: 2 Page: 440(2)

Article Type: Book Review

Distributed by Thomson Gale

Book Description

"The Global Environment Outlook" (GEO) series are the flagship publications of the world's leading environmental organization. They present comprehensive and authoritative reviews and analyses of worldwide environmental conditions and trends and the policies and policy instruments available to address them.
"GEO-3," which includes a CD, is published 10 years after the Earth Summit in Rio in 1992 and in time for its successor, the 2002 World Summit on Sustainable Development in Johannesburg. It sets an action-oriented environmental agenda for the future.
Continuing the global and regional focus of the series, it complements the detailed assessment of the state of the global environment set out in "GEO-2000". "GEO-3" examines environmental trends over the past 30 years to provide an integrated explanation of the developments that have occurred. It not only examines the state of the environment over that period, but also the full range of social, economic, political and cultural drivers that have brought about change. Highlighting human vulnerability to environmental deterioration, it assesses effects of the spectrum of policy measures adopted.
From this retrospective analysis, "GEO-3" then projects future outcomes. It develops a range of scenarios for the next 30 years, from 2002-2032, with detailed exploration of the policies and instruments available at different levels for improving environmental conditions.
Clearly organized and in accessible non-technical language, in full color with extensive graphics, statistics, boxes and quick highlights, "GEO-3" will be an essential tool for teaching and research as well as a vital guide for policy-makers and stimulus to future action.

Global Environment Outlook 3: Data Compendium

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Global Environment Outlook 3: Data Compendium

Manufacturer: United Nations Environment Program
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Global Environment Outlook Scenario Framework: Background Paper For Unep's Third Global Environment Outlook Report (geo-3)

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