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Gärtner C: SAP-Personalwirtschaft

SAP-Personalwirtschaft

Das Praxishandbuch

&nbsp;&nbsp;So nutzen Sie dieses Buch ... 19 &nbsp;&nbsp;1.&nbsp;&nbsp;Was ist SAP? ... 23 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;1.1 ... Das Unternehmen SAP und seine Softwareprodukte ... 23 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;1.2 ... Weiterentwicklung und Anpassung des Systems ... 27 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;1.3 ... Aufbau von HCM ... 27 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;1.4 ... Zusammenfassung ... 32 &nbsp;&nbsp;2.&nbsp;&nbsp;Grundlagen und Navigation ... 33 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.1 ... Am SAP-System anmelden ... 33 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.2 ... SAP-GUI-Fenster ... 37 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.3 ... Vom SAP-System abmelden ... 54 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.4 ... Im SAP-System navigieren ... 55 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.5 ... Datenpflege ... 63 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.6 ... Benutzervorgaben ... 67 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.7 ... Mit Reports arbeiten ... 72 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.8 ... Drucken ... 81 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.9 ... Mit SAP-Fiori-Apps arbeiten ... 87 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.10 ... Zusammenfassung ... 102 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;2.11 ... bungsaufgaben zu Kapitel 2 ... 103 &nbsp;&nbsp;3.&nbsp;&nbsp;Personaladministration ... 105 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.1 ... Bedeutung der Stammdaten f r SAP ERP HCM ... 105 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.2 ... Funktion der Personaladministration ... 109 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.3 ... Infotypkonzept ... 110 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.4 ... Infotyppflege am Beispiel des Infotyps 0006 (Anschriften) ... 115 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.5 ... Ma nahmenkonzept ... 128 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.6 ... Einstellungsma nahme ausf hren ... 130 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.7 ... Ausgew hlte Ma nahmen ausf hren ... 166 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.8 ... Tipps und Tricks ... 171 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.9 ... Zusammenfassung ... 182 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;3.10 ... bungsaufgaben zu Kapitel 3 ... 183 &nbsp;&nbsp;4.&nbsp;&nbsp;Pflege ausgew hlter Infotypen ... 185 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;4.1 ... Zahlungsrelevante Infotypen ... 185 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;4.2 ... Infotypen f r die Schweiz ... 197 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;4.3 ... Infotypen f r sterreich ... 201 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;4.4 ... Sonstige Infotypen ... 204 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;4.5 ... Zusammenfassung ... 212 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;4.6 ... bungsaufgaben zu Kapitel 4 ... 213 &nbsp;&nbsp;5.&nbsp;&nbsp;Reports und Querys in der Personaladministration ... 215 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;5.1 ... Auswertungen -- Grundlagen und Werkzeuge ... 215 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;5.2 ... Reports ber Personalstammdaten ... 218 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;5.3 ... Querys ber Personalstammdaten ... 240 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;5.4 ... Zusammenfassung ... 258 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;5.5 ... bungsaufgaben zu Kapitel 5 ... 259 &nbsp;&nbsp;6.&nbsp;&nbsp;Zeitwirtschaft ... 261 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.1 ... berblick ... 261 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.2 ... Zeitdaten pflegen ... 265 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.3 ... Zeitabrechnung und Zeitnachweis ... 292 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.4 ... Tagesgesch ft im Arbeitsvorrat ... 301 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.5 ... Time Manager's Workplace (TMW) ... 309 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.6 ... Zeitdaten auswerten ... 315 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.7 ... Zusammenfassung ... 319 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;6.8 ... bungsaufgaben zu Kapitel 6 ... 320 &nbsp;&nbsp;7.&nbsp;&nbsp;Personalabrechnung ... 321 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.1 ... berblick ... 322 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.2 ... Voraussetzungen in den Stammdaten ... 327 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.3 ... Abrechnungskonzeption und Abrechnungsergebnisse ... 328 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.4 ... Abrechnungssimulation und Entgeltnachweis ... 333 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.5 ... Abrechnungsstatus und Abrechnungsverwaltungssatz ... 344 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.6 ... Ablauf der Personalabrechnung am Beispiel des deutschen Abrechnungsverfahrens ... 349 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.7 ... Auswertungen in der Personalabrechnung ... 393 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.8 ... Besonderheiten f r sterreich und die Schweiz ... 398 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.9 ... Abrechnungsprozess mit dem Payroll Control Center (PCC) ... 400 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.10 ... Entsendung (A1-Bescheinigung) ... 402 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.11 ... Voraussetzung in den Stammdaten ... 403 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.12 ... Zusammenfassung ... 406 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7.13 ... bungsaufgaben zu Kapitel 7 ... 406 &nbsp;&nbsp;8.&nbsp;&nbsp;Organisationsmanagement ... 407 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;8.1 ... berblick ... 407 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;8.2 ... Organisationsstruktur pflegen ... 414 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;8.3 ... Ausgew hlte Daten pflegen ... 437 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;8.4 ... Auswertungen im Organisationsmanagement ... 440 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;8.5 ... Zusammenfassung ... 446 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;8.6 ... bungsaufgaben zu Kapitel 8 ... 447 &nbsp;&nbsp;9.&nbsp;&nbsp;Learning-Management-Systeme ... 449 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;9.1 ... SAP-Veranstaltungsmanagement ... 449 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;9.2 ... SAP Learning Solution ... 450 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;9.3 ... SAP Enterprise Learning ... 452 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;9.4 ... SAP SuccessFactors Learning und SAP Litmos Training ... 453 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;9.5 ... Zusammenfassung ... 454 10.&nbsp;&nbsp;Reisemanagement ... 457 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.1 ... Voraussetzung in den Stammdaten ... 457 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.2 ... Reisedaten im Reisemanager erfassen ... 461 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.3 ... Verschiedene Status einer Reise ... 477 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.4 ... bung: Reisen genehmigen ... 480 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.5 ... bung: Reisekostennachweis drucken ... 483 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.6 ... Zahlung und Buchung ... 486 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.7 ... Reisedaten in SAP Concur erfassen ... 487 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.8 ... Zusammenfassung ... 494 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;10.9 ... bungsaufgaben zu Kapitel 10 ... 494 11.&nbsp;&nbsp;Employee und Manager Self-Services in SAP ERP HCM ... 497 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;11.1 ... Voraussetzungen ... 498 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;11.2 ... Unterscheidung der Oberfl chentechnologien ... 499 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;11.3 ... ESS und MSS mit WebDynpro ... 500 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;11.4 ... ESS und MSS mit SAP Fiori ... 514 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;11.5 ... Zusammenfassung ... 529 12.&nbsp;&nbsp;HCM Prozesse und Formulare ... 531 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;12.1 ... Grundlagen ... 531 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;12.2 ... Komponenten von HCM Prozesse und Formulare ... 532 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;12.3 ... Ablaufmuster der Prozesse ... 542 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;12.4 ... Nachvollziehbarkeit der Prozesse ... 551 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;12.5 ... Prozessbeispiele ... 554 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;12.6 ... Zusammenfassung ... 558 13.&nbsp;&nbsp;Arbeiten mit SAP SuccessFactors ... 559 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.1 ... HR im Wandel: Warum SAP SuccessFactors? ... 559 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.2 ... Was ist SAP SuccessFactors? ... 562 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.3 ... Die Module von SAP SuccessFactors im berblick ... 566 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.4 ... SAP SuccessFactors in der t glichen Arbeit ... 581 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.5 ... Wege in die SAP-SuccessFactors-Welt ... 585 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.6 ... KI und HR-Innovation mit SAP SuccessFactors ... 590 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.7 ... Auswirkungen auf Rollen und Organisation ... 591 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;13.8 ... Fazit und Empfehlungen ... 593 14.&nbsp;&nbsp;Hilfe-Funktionen ... 595 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;14.1 ... Online-Hilfen ... 595 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;14.2 ... SAP Learning Portal ... 603 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;14.3 ... Hilfe-Funktionen des Systems ... 605 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;14.4 ... Zusammenfassung ... 608 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;14.5 ... bungsaufgaben zu Kapitel 14 ... 608 &nbsp;&nbsp;Anhang ... 609 &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;A ... Wichtige Transaktionscodes ... 609 &nbsp;&nbsp;Index ... 615

Organizations around the world have lost their way. It's time to get back to basics and focus on what really drives people and performance. In chasing talent, organizations have turned employee experience into an entitlement culture - lavishing perks without accountability, lowering standards in the name of empathy, and confusing short-term fixes with long-term solutions. The result? Performance suffers, leaders are scared to lead, and culture drifts. The 8 Laws of Employee Experience is a reset, a new framework to build a future-ready organization in an AI driven world. Best-selling author and professionally trained futurist Jacob Morgan shows that employee experience must return to its core: a value exchange where employees contribute, grow, and lead, and where organizations enable them to thrive. Based on over 100 CHRO interviews at companies like Verizon, Delta, Hilton, IBM,and LVMH, Morgan lays out eight unshakeable laws that form the new operating system for the future of work. This book isn't just about where we are today - it's about where employee experience is going over the next decade, and how leaders can design the future instead of being dragged into it. After reading this book you'll learn how to: <ul> <li>Separate signal from noise in an era of trend-chasing with the STEEPLE methodology</li> <li>Discover the eight laws required to build a future-ready organization and how to implement them</li> <li>Use futurist frameworks like the Cone of Possibilities to map out multiple employee experience scenarios</li> <li>Conduct a future-ready audit to see where your company stands today and where it must go next</li> <li>Explore the five potential futures of employee experience and how to steer your organization towards the right one</li> <li>Challenge the myth that employee experience is about making people happy</li> </ul> Combining insights from CHROs who are collectively leading millions of people around the world with a futurist framework, The 8 Laws of Employee Experience: How to Build a Future-Ready Organization offers a blueprint to design organizations that don't just adapt to the future but build it. You'll see what works, what fails, and what the future demands.

How to Build a Future-Ready Organization

The 8 Laws of Employee Experience

Unlock Your Unique Edge and Transform Your World of Work

Human Mode

The go-to resource for uncovering, understanding and overcoming accent and linguistic bias in the workplace. The way you speak can determine everything from whether you get hired or promoted, to whether people listen to you in meetings. It can affect the strength of your business relationships and reputation, but also whether people think they can trust you. We hear accents loud and clear, yet often they are quietly derailing our efforts to create inclusive work environments where every voice is heard. Linguistic discrimination is still unrecognized in the great majority of Diversity, Equity &amp; Inclusion (DEI) circles, yet it underpins every type of discrimination in the workplace from race and age to gender, neurodiversity and even sexuality. It is the hidden bias that is derailing even the best DEI efforts. Accent Matters is the go-to resource for uncovering, understanding and overcoming linguistic bias in the workplace. Through fascinating stories and examples of accent bias from all over the world, you'll find out how you've been conditioned to prefer certain accents over others, and how those preferences interfere with the way you listen to and interact with those around you. For those who have accents, but especially for those who think they don't, this book will be an eye-opening journey into a fundamental bias that affects every aspect of our lives, both professionally and personally.

Include every voice by challenging accent bias at work

Accent Matters

Management for Professionals

Organisations currently face fundamental changes such as technological innovations; global power shifts and tensions; changing economic systems; and socio-cultural tensions. These conditions compel them to ask identity-related questions like: Who are we? Why do we exist, and for whom? &nbsp;What are our aspirations? and What difference do we want to make for whom, where, and when? Intended for organisational leaders and organisational effectiveness advisors, this book is the first substantive guide on how to center and apply the values of organisational identity--such as virtue, authenticity, coherence, and legitimacy--so that leaders can transform their organisations into identity-driven entities and to stay true to who they are through changing times.

A Practice Guide

Moulding a Durable Organisational Identity

From New York Times bestselling author and pioneer of the strengths movement comes a bold new blueprint for leading with the most powerful force in business--love.Think about the last time you said, "I love that." Maybe it was about a product that exceeded expectations, a service experience that built instant loyalty, or a moment when your work brought out the best in you. That reaction isn't just emotional--it's electric. In the organization, it fuels engagement, strengthens performance, and drives lasting success. Yet most leaders don't even acknowledge it, let alone measure or make use of it.In Design Love In, leading researcher on human performance and bestselling author Marcus Buckingham reveals how love--the deep connection that makes people feel seen, valued, and inspired--isn't just a soft feeling. It's a measurable driver of performance and growth. He shows how leaders, as experience-makers, can intentionally "design love in" to everything we do: our interactions with team members, our company policies and practices, the products and services and experiences we create for those we lead and serve. When we do this, we not only unlock deeper commitment, higher engagement, stronger customer loyalty, and lasting business results, we strengthen the human connection between us and create a better world.Featuring vivid stories of global brands, current research, and personal experiences, Buckingham illustrates that tapping into this force is not simply about being more "warm and fuzzy"--it's a concrete strategy of utilizing loving experiences to drive behaviors to drive outcomes, and the book provides step-by-step advice on how to "design love in" to all your actions as a leader.Love--it's the most powerful force in business. This book shows how you as a leader can unleash it.

How to Unleash the Most Powerful Force in Business

Design Love In

Essential insights that get to the heart of who you want to be as a leader and help you identify the actions that will take you there. What is it that differentiates a good enough leader from a truly great one?&nbsp;&nbsp; In What Great Leaders Do, bestselling author Andy Stanley shares timeless and transformational leadership insights he has learned (sometimes the hard way!) that are essential to breaking through the noise and getting to the core of who you want be as a leader and that set you on a path to transforming your organization into something greater while unlocking the potential of its people.&nbsp;In this essential guide, Andy supplies 10 leadership imperatives learned through his own experience and working with others that will help you:Ask the right questions and listen well. Set priorities. Empower employees and set direction. Know the difference between solving a problem and managing a tensionCreate and recreate systems. Yes, there may be certain basics to effective leadership, and you can find those lists anywhere, but it's the understanding of how to put those in place that separates the great from the average. From one leader to another, Andy details how to build a lasting legacy and be the leader your organization needs.&nbsp;

7 Essentials for Enduring Impact

What Great Leaders Do

Leadership is often described as the ability to inspire people toward a shared vision-but what if leadership could be understood as something more dynamic? What if it were a practical framework that intentionally integrates organizational culture, strategic execution, and human potential?The CEO's STAMP of Approval is far more than a leadership book-it is a transformational blueprint for executives and leaders determined to elevate their organizations amid volatility, uncertainty, complexity, and ambiguity. Drawing from decades of hands-on leadership experience and academic rigor, T. Wiles Fowler delivers a compelling narrative that blends real-world insight, innovative frameworks, and engaging storytelling to empower leaders at every level.This book challenges conventional leadership thinking by offering actionable strategies that redefine how leaders build teams, drive performance, and cultivate high-performing cultures. Framed around the setting of a golf tournament, the story introduces the S-T-A-M-P framework-Support, Teamwork, Aptitude, Morale, and Performance-as a practical sequence for leadership and team development aligned with organizational vision. Through the experiences of HARDAWAY Tools and The Learning Center (TLC), readers see how situational agility, employee alignment, and continuous improvement can overcome inertia and organizational friction, transforming stagnation into momentum.The book's use of memorable acronyms-such as L-E-A-D-S,T-R-A-I-N, and C-H-E-C-K-distills complex leadership and operational theories into clear, actionable steps. Fowler's extensive background, including his Lean Six Sigma expertise, is evident throughout, offering evidence-based strategies for talent development, team dynamics, and performance improvement.Ideal for leaders navigating economic pressure, operational challenges, or organizational change, The CEO's STAMP of Approval provides a clear and practical roadmap to improve morale, streamline processes, and enhance profitability. Its balance of relatable storytelling and academic depth makes it both engaging and credible.

Teaming-Plus for Talent Development

The CEOs STAMP of Approval

Mastering the Invisible Shifts That Shape Your Career

The Five Stages of Career Growth

Build Teams that Thrive and Last Using Psychometric Science

The Talent Alchemist

Uri Levine, founder of "unicorns" Waze and Moovit, brings you the ultimate guide to starting and running a business – with a bonus chapter on surviving and thriving in a crisis in this paperback edition. Unicorns – companies that reach a valuation of more than $1 billion – are rare. Uri Levine has built two. And in Fall in Love with the Problem, Not the Solution, he shows you just how he did it. As the cofounder of Waze – the world's leading commuting and navigation app with more than 700 million users to date, and which Google acquired in 2013 for $1.15 billion – Levine is committed to spreading entrepreneurial thinking so that other founders, leaders and employees in the tech space can build their own highly valued companies. Levine offers an inside look at the creation and sale of Waze and his second unicorn, Moovit, revealing the formula that drove those companies to compete with industry veterans and giants alike. He offers tips on: <ul><li>Validating your idea</li><li>Raising funding</li><li>Leadership</li><li>Hiring and firing</li><li>Understanding your users</li><li>Making up-scale decisions</li><li>Going global</li><li>Deciding when to sell</li></ul> With an all-new chapter on not only surviving but thriving in times of major external crisis, Fall in Love with the Problem, Not the Solution offers mentorship in a book from one of the world's most successful entrepreneurs, and empowers you to build a successful business by identifying your consumers' biggest problems and disrupting the inefficient markets that currently serve them.

A handbook for entrepreneurs

Fall in Love with the Problem, Not the Solution

You know you have more to offer, but you're tired of waiting for a seat at the table to prove it. Most emerging leaders feel stuck in a holding pattern, believing that their ability to make an impact is capped by their current title or the person above them on the org chart. But influence isn't a reward for a promotion. It's a muscle you build in the mundane, everyday moments of your current role.In 90 Days to Grow Your Influence Clay Scroggins, bestselling author of How to Lead When You're Not in Charge, provides a daily roadmap for the "not-in-charge" leader. Drawing from his foundational work on leveraging influence without authority, this 90-day reader helps you navigate the tension of having great responsibility but very little power.Each day is designed to be a "snackable" but substantial 5-minute read, perfect for your morning coffee or the commute to the office. Through a mix of relatable stories, leadership metaphors, and spiritually grounded reflections, you'll learn how to: <ul><li>Understand Identity: Secure your worth in who you are, not just what you do or what your business card says.</li><li>Lead Yourself: Master the disciplines of self-awareness and emotional intelligence.</li><li>Choose Positivity: Cultivate a resilient, solution-oriented mindset that shifts the energy of every room you enter.</li><li>Think Critically: Stop being a passive observer and start solving problems.</li><li>Reject Passivity: Take ownership of the ground you're standing on today.</li><li>Challenge Well: Influence the leaders above you with relational equity and wisdom.</li></ul>Whether you are a new hire, a middle manager, or an aspiring executive, this book is your daily reminder that your seat on the org chart doesn't define your impact. You have everything you need to start leading right where you are. Real influence starts here.

Daily Habits for Leading from Any Level

90 Days to Grow Your Influence

Burnout rising. Systems cracking. Talent leaving. The solution: design for human dignity and full-person diversity—with this award-winning guide. The Canary Code reorganizes work for thriving—starting with those first impacted by faulty systems, like canaries first sensing toxic air in coal mines. Neurodivergent talent (members of ADHD, autism, Tourette’s syndrome, and learning-differences communities, and others who think and experience life differently) offer unique skills and exceptional work ethics, yet face employment barriers. Their unique abilities and perspectives are excluded, and their canary warnings about bullying, broken workflows, or ethical drift are ignored. This practical guide helps CEOs, managers, HR leaders, and changemakers improve work for all. Drawing on science and lived experience, 2025 Thinkers50 Talent Award winner and internationally renowned management expert Ludmila Praslova shows how embracing neurodiversity creates healthier, more innovative systems. A neurodivergent organizational psychologist with over twenty-five years of global practice and research on inclusive organizations, she offers the following: <ul><li>A holistic framework of human differences (social, cognitive, emotional, physical)</li><li>An intersectional, whole-person approach to neuroinclusion</li><li>Dignity-based talent practices, from hiring to leadership development</li><li>Global perspectives celebrating diverse neurodivergent voices</li><li>Actionable strategies for change at any organizational level</li></ul> Blending lived experience, academic rigor, and accessible writing, this groundbreaking work exemplifies neuroinclusion. It clearly indicates academic, applied, and personal content, supporting an individualized reader experience.

A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work

The Canary Code

SAP-Personalwirtschaft

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