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EASI·Consult® Announces New Teaming Relationship with Human Capital Solutions!

EASI·Consult® is proud to announce an exciting, new teaming relationship with Human Capital Solutions. The Human Capital Solutions group are consultants in the field of executive search. They know what it takes to deliver the results your business requires. They have the people and the processes to deliver those results. Their retained executive search consultants are experienced industry veterans.

EASI·Consult’s David Hoff was a guest expert on the CFR Career 100 podcast. Click here to listen.

Serious Games for Business: Using Gamification to Fully Engage Customer, Employees and Partners
Title: Serious Games for Business: Using Gamification to Fully Engage Customer, Employees and Partners
Authors: Phaedra Boinodirsi and Peter Fingar (2014)
Using an innovative multimedia format (60+ videos, articles and lectures cited with tiny URLs and smart phone QR Codes) this book offers perspectives linking engagement to various types of gamification in a business context. In the business world, gamification has typically leveraged badges, points and leaderboards in the hopes of engaging people. This falls far short of the potential of what gamification can do for businesses. On one end of the spectrum, businesses can use game design techniques in ways that are not overtly game-like to fully engage customers, partners, and employees. When well implemented, gamification can transform a work culture by cultivating deep emotional connections, high levels of active participation, and long-term relationships that drive business value. On the other end of the spectrum, businesses can utilize strategy games, simulation games, and role-playing games as means to teach, drive operational efficiencies, and innovate. This book explores the many aspects of using gamification in business and finds case studies describing how organizations have embraced social collaboration using playful design to reap tremendous value.
 
Thinking, Fast and Slow
Title: Thinking, Fast and Slow
Author: Daniel Kahneman (2013)
In Thinking, Fast and Slow, Daniel Kahneman, the renowned psychologist and winner of the Nobel Prize in Economics, explains the mind and the two systems that drive the way we think. System 1 is fast, intuitive, and emotional; System 2 is slower, more deliberative, and more logical. The impact of overconfidence on corporate strategies, the difficulties of predicting what will make us happy in the future, the profound effect of cognitive biases on everything from playing the stock market to planning our next vacation―each of these can be understood only by knowing how the two systems shape our judgments and decisions. Kahneman reveals where we can and cannot trust our intuitions and how we can tap into the benefits of slow thinking. He offers practical and enlightening insights into how choices are made in both our business and our personal lives―and how we can use different techniques to guard against the mental glitches that often get us into trouble.
 
The Differentiated Workforce: Transforming Talent into Strategic Impact
Title: The Differentiated Workforce: Transforming Talent into Strategic Impact
Authors: Brian E. Becker, Mark A. Huselid, Richard Beatty (2009)
The authors of The Differentiated Workforce: Transforming Talent into Strategic Impact suggest that you should think of your company’s talent as an investment to be managed like a portfolio- with disproportionate investments in the jobs that create the most wealth. They suggest that many companies fall into the trap of spending too much time and money on low performers, while high performers aren't getting the necessary resources, development opportunities, or rewards. The book focuses on strategy and workforce development, finding critical jobs and “A” players in organizations and developing and compensating those employees to maximize contribution.
 
Mindset: The New Psychology of Success
Title: Mindset: The New Psychology of Success
Author: Carol Dweck (2007)
In In Mindset: The New Psychology of Success, Dweck shows how success in school, work, sports, the arts, and almost every area of human endeavor can be dramatically influenced by how we approach our goals. People with a fixed mindset—those who believe that abilities are fixed—are far less likely to flourish than those with a growth mindset—those who believe that abilities can be developed through hard work, good strategies, and mentorship. Mindset reveals how great parents, teachers, managers, and athletes can put this idea to use to foster outstanding accomplishment.
 
The Aging Workforce: Realities, Myths, and Implications for Organizations
Title: The Aging Workforce: Realities, Myths, and Implications for Organizations
Authors: Jerry W. Hedge, Walter C. Borman, and Steven E. Lammlein (2006)
The Aging Workforce examines the changing demographics of the workforce, and their impact on the world of work. The numbers and proportions of older individuals in the U.S. population are increasing. Most organizations are ill-prepared to meet the challenges associated with older workers, and little research has addressed the development and implementation of effective human resource management practices for an aging workforce. The graying of America requires that we give more attention to both the problems and potential of an older workforce. Consequently, the book focuses on issues related to work life and aging. Topics include: age stereotyping (and employment discrimination); the impact of aging on cognitive performance, job performance, job attitudes, and motivation; the evolving concept of retirement, and what these issues mean for organizational human resource management policies and procedures.
 
Hardwiring Excellence: Purpose, Worthwhile Work, Making a Difference
Title: Hardwiring Excellence: Purpose, Worthwhile Work, Making a Difference
Author: Quint Studer (2003)
In Hardwiring Excellence: Purpose, Worthwhile Work, Making a Difference, author Quint Studer, CEO of Studer Group, offers a road map and practical how-to guide for creating and sustaining a culture of service and operational excellence. He draws on his personal experience as a former hospital executive who led two organizations to the top 1% in patient satisfaction and his experience coaching hundreds of healthcare organizations since. There is an emphasis on creating and using selection systems to get the right people on board, using five pillars of service, quality, people, finance, and growth.
 
* All Recommended Reading content adapted from www.amazon.com.
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