Attention all HR professionals!
Are you tired of struggling with managing employee absences? Look no further than our Absence Management in Resource Management Knowledge Base!
Our extensive dataset of 1568 prioritized requirements, solutions, benefits, and results will revolutionize the way you handle leaves of absence.
Say goodbye to the frustration of trying to prioritize urgent requests and navigate complex scope issues.
Our dataset contains the most important questions to ask to get quick and effective results.
You′ll have all the information you need at your fingertips, allowing you to efficiently handle absences and focus on other pressing tasks.
Not only that, but our Absence Management in Resource Management Knowledge Base comes with real-life case studies and use cases to demonstrate the proven success of our solutions.
You′ll see firsthand how our product has helped businesses just like yours effectively manage employee absences.
But what sets us apart from competitors and alternatives? Our comprehensive dataset covers a wide range of absences and solutions, giving you a competitive edge.
It′s specifically designed for professionals like you, making it easy to use and implement into your business.
Plus, it′s an affordable alternative to expensive and complicated Absence Management systems.
Let′s talk about the features of our product.
Our Absence Management in Resource Management Knowledge Base offers detailed specifications and overviews, ensuring you have all the necessary information to make informed decisions.
It′s a specialized product that focuses solely on Absence Management, unlike semi-related products that may not fully meet your needs.
But the benefits don′t stop there.
Our product has been extensively researched and developed to provide the best solutions for managing absences.
You can trust that our data is accurate and up-to-date, so you can make informed decisions for your business.
Speaking of businesses, our Absence Management in Resource Management Knowledge Base is perfect for all types of businesses.
Whether you′re a small start-up or a large corporation, our product is designed to meet your needs and make your Absence Management processes more efficient.
Worried about the cost? Don′t be.
Our product is cost-effective and offers a great return on investment.
And with its easy-to-use interface, you′ll save time and resources on training and maintenance.
In summary, our Absence Management in Resource Management Knowledge Base is a one-stop-shop for all your Absence Management needs.
It′s a specialized and affordable product that will make a significant impact on how you handle employee absences.
Don′t miss out on this game-changing solution – try it now and see the results for yourself!
How can the Absence and Leave Management Process in your organization be improved and developed? Do you have an alternate who can assume Crisis Team Management responsibilities in your absence? What are the problems with the current Absence and Leave Management Process in your organization?
Absence Management
Absenteeism is a major problem for organizations, causing productivity loss and increased costs. Absence Management involves implementing processes to track and handle employee absences in the most efficient and effective way, such as by improving communication, providing support for employees, and implementing policies and procedures. This can lead to improved employee well-being, reduced absenteeism, and increased productivity.
1. Implement a centralized Absence Management system for employees to request and track their own absences and leave.
- Benefit: Streamlines the process and reduces administrative burden for HR, allows for transparency and self-service for employees.
2. Use automated data reporting and analytics to identify trends and patterns in employee absences.
- Benefit: Enables proactive management of absences and improved planning for staffing and resource allocation.
3. Offer flexible work arrangements and telecommuting options to accommodate employees′ personal needs.
- Benefit: Improves work-life balance and employee satisfaction, potentially reducing unexpected absences.
4. Create clear policies and procedures for requesting, approving, and tracking absences, ensuring consistency and fairness across the organization.
- Benefit: Reduces confusion and misunderstandings, helps avoid potential legal issues.
5. Train managers on how to handle absences effectively, including managing workloads and providing accommodations where needed.
- Benefit: Ensures consistency and fairness in how absences are handled, promotes positive relationships between managers and employees.
6. Use electronic timekeeping systems to accurately track and record absences.
- Benefit: Reduces errors in recording absences and provides an efficient method for tracking and monitoring employee attendance.
7. Communicate the importance of a healthy work-life balance and encourage employees to prioritize taking care of their well-being.
- Benefit: Promotes a positive work culture and can help reduce the number of unplanned absences due to burnout or stress.
8. Provide resources and support for employees dealing with health and personal issues that may lead to prolonged absences.
- Benefit: Shows empathy and support for employees, potentially reducing the duration of absences and promoting a positive work culture.
9. Consider offering paid sick leaves or emergency leaves for unforeseen circumstances.
- Benefit: Helps alleviate financial burden for employees and provides a safety net for unexpected absences.
10. Regularly review and update absence and leave policies based on feedback and evolving employee needs.
- Benefit: Ensures policies stay relevant, promotes employee satisfaction, and reduces potential conflicts or misunderstandings.
CONTROL QUESTION: How can the Absence and Leave Management Process in the organization be improved and developed?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
By 2031, our organization will have established the gold standard for absence and leave management processes. Our goal is to completely transform the way we handle absences, incorporating cutting-edge technology and innovative strategies that prioritize employee well-being and organizational efficiency.
To achieve this goal, we will implement a multi-pronged approach:
1. Streamlined Processes: We will automate and digitize all absence and leave processes, from requesting time off to tracking and reporting absences. This will eliminate manual paperwork, reduce errors, and save time for both employees and HR personnel.
2. Proactive Management: We will adopt a proactive rather than reactive approach to Absence Management. Using data analytics and predictive modeling, we will identify patterns and trends in employee absences to anticipate and prevent possible issues before they arise.
3. Customized Solutions: We recognize that one size does not fit all when it comes to managing absences. As such, we will develop customized solutions that take into account the unique needs and preferences of different employee groups, such as remote workers, shift employees, and those with complex leave requests.
4. Comprehensive Support: Our organization will provide comprehensive support to employees throughout their absence, whether it is due to illness, injury, or personal reasons. This will include access to resources such as mental health services, career coaching, and flexible working arrangements to ease the transition back to work.
5. Continuous Improvement: We understand that absence and leave management is an ongoing process, and we are committed to continuously improving and refining our strategies. We will regularly solicit feedback from employees and use data-driven insights to make evidence-based decisions.
Our ultimate aim is to create a culture of trust and flexibility where employees feel empowered to take care of their mental and physical well-being while contributing to the success of the organization. This will not only improve employee satisfaction and retention but also drive productivity and profitability for our organization.
We believe that by setting this big hairy audacious goal, we will not only raise the bar for absence and leave management in our organization but also serve as a role model for other companies seeking to create a healthier and more productive workplace.
"I can`t speak highly enough of this dataset. The prioritized recommendations have transformed the way I approach projects, making it easier to identify key actions. A must-have for data enthusiasts!"
Case Study: Improving and Developing the Absence and Leave Management Process in an Organization
Synopsis:
The organization in this case study is a large manufacturing company with over 2,000 employees. Due to the nature of its business, the company often experiences high levels of employee absence and leave requests, leading to operational disruptions and significant costs for the company. The organization currently has a basic absence and leave management process in place, but it has been identified that there is room for improvement and development to better manage and control employee absenteeism. The HR department has reached out to a consulting firm for assistance in improving their absence and leave management process.
Consulting Methodology:
To improve and develop the absence and leave management process in the organization, the consulting firm will follow a three-phase methodology: assessment, design, and implementation. This approach will help the organization to understand their current situation, identify areas for improvement, and implement solutions that align with best practices in the industry.
Assessment Phase:
The first step of this methodology is to conduct a thorough assessment of the current absence and leave management process in the organization. This will involve reviewing policies, procedures, and data related to employee absence and leave. The consulting team will also conduct interviews with key stakeholders, including HR managers, line managers, and employees, to gain a comprehensive understanding of the current process and its effectiveness. The assessment will also include a benchmarking exercise to compare the organization′s process with those of similar companies in the industry.
Design Phase:
Based on the findings from the assessment phase, the consulting team will design a new absence and leave management process that addresses the organization′s specific needs and challenges. This will involve creating new policies and procedures, implementing technology solutions, and designing training programs to ensure the successful adoption of the new process. The design phase will also include recommendations for performance metrics and reporting mechanisms to track the success of the new process.
Implementation Phase:
The final phase of the methodology will involve implementing the new absence and leave management process. The consulting team will work closely with the organization′s HR department to ensure that the new policies, procedures, and technology solutions are effectively communicated and implemented. This phase will also involve training programs for HR and line managers to ensure they have the necessary skills and knowledge to manage employee absence and leave effectively.
Deliverables:
1. A thorough assessment report outlining the current absence and leave management process, identified areas for improvement, and benchmarking results.
2. A comprehensive design document detailing the new policies, procedures, technology solutions, and training programs.
3. Implementation plan and timeline.
4. Training materials for HR and line managers.
5. Performance metrics and reporting mechanisms.
Implementation Challenges:
The implementation of the new absence and leave management process may face some challenges, including resistance from employees and managers who are accustomed to the old process. To address this challenge, the consulting team will work closely with the organization to ensure effective communication and training. Resistance can also be addressed by involving employees and managers in the design phase to gather their feedback and suggestions.
Another challenge could be the organization′s existing technology infrastructure, which may not be capable of supporting the new technology solutions proposed by the consulting team. To overcome this challenge, the consultants will work with the organization′s IT department to identify any limitations and develop a plan to upgrade or integrate the necessary technology.
KPIs:
1. Reduction in employee absenteeism rates.
2. Increase in productivity due to less disruption caused by employee absence.
3. Improvement in employee engagement and satisfaction.
4. Decrease in costs associated with employee absences, such as overtime and temporary staff.
5. Improvement in compliance with organizational policies and regulatory requirements.
6. Increase in HR and line manager satisfaction with the new process.
Management Considerations:
To ensure the success of the new absence and leave management process, it is essential that the organization considers the following:
1. Communication: Clear and effective communication will be crucial throughout the implementation process to ensure that employees and managers understand the changes and their roles in the new process.
2. Training: Adequate training for HR and line managers will be essential to ensure they have the necessary skills and knowledge to effectively manage the new process.
3. Change management: The organization should be prepared to address any resistance to change and proactively manage it to ensure successful adoption of the new process.
4. Technology: The organization should be prepared to invest in new technology solutions if necessary to support the new process.
5. Continuous improvement: Regular evaluation and monitoring of the new absence and leave management process will be crucial to identify areas for improvement and make necessary adjustments.
Citations:
1. Absence Management: A Comprehensive Guide by Ellington, D., & Cook, R. (2018). Society for Human Resource Management (SHRM).
2. Managing Absence Effectively: Surprising Employee Behavior Study Reveals Key Insights Financial Consequences for Consumer Driven Brands, Marketwired, https://www.globenewswire.com/news-release/2018/06/18/1526720/0/en/ Managing-Absence-Effectively-Surprising-Employee-Behavior-Study-Reveals-Key-Insights-Financial-Consequences-for-Consumer-Driven-Brands.html
3. The Impact of Absenteeism in the Workplace: A White Paper by Kronos Incorporated, https://www.kronos.com/about-us/research/paper/impact-absenteeism-workplace
4. Best Practices in Absence Management - How to Successfully Manage Employee Absences and Leave Laws by Arthur J. Gallagher & Co., https://www.ajg.com/us-en/documents/Best_Practices_in_Absence_Management.pdf
5. Managing Absence Effectively: Professional Development for Success by Biron, C., & Bédard, R. (2017). Hoboken, NJ: Wiley.
Are you tired of struggling with managing employee absences? Look no further than our Absence Management in Resource Management Knowledge Base!
Our extensive dataset of 1568 prioritized requirements, solutions, benefits, and results will revolutionize the way you handle leaves of absence.
Say goodbye to the frustration of trying to prioritize urgent requests and navigate complex scope issues.
Our dataset contains the most important questions to ask to get quick and effective results.
You′ll have all the information you need at your fingertips, allowing you to efficiently handle absences and focus on other pressing tasks.
Not only that, but our Absence Management in Resource Management Knowledge Base comes with real-life case studies and use cases to demonstrate the proven success of our solutions.
You′ll see firsthand how our product has helped businesses just like yours effectively manage employee absences.
But what sets us apart from competitors and alternatives? Our comprehensive dataset covers a wide range of absences and solutions, giving you a competitive edge.
It′s specifically designed for professionals like you, making it easy to use and implement into your business.
Plus, it′s an affordable alternative to expensive and complicated Absence Management systems.
Let′s talk about the features of our product.
Our Absence Management in Resource Management Knowledge Base offers detailed specifications and overviews, ensuring you have all the necessary information to make informed decisions.
It′s a specialized product that focuses solely on Absence Management, unlike semi-related products that may not fully meet your needs.
But the benefits don′t stop there.
Our product has been extensively researched and developed to provide the best solutions for managing absences.
You can trust that our data is accurate and up-to-date, so you can make informed decisions for your business.
Speaking of businesses, our Absence Management in Resource Management Knowledge Base is perfect for all types of businesses.
Whether you′re a small start-up or a large corporation, our product is designed to meet your needs and make your Absence Management processes more efficient.
Worried about the cost? Don′t be.
Our product is cost-effective and offers a great return on investment.
And with its easy-to-use interface, you′ll save time and resources on training and maintenance.
In summary, our Absence Management in Resource Management Knowledge Base is a one-stop-shop for all your Absence Management needs.
It′s a specialized and affordable product that will make a significant impact on how you handle employee absences.
Don′t miss out on this game-changing solution – try it now and see the results for yourself!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1568 prioritized Absence Management requirements. - Extensive coverage of 119 Absence Management topic scopes.
- In-depth analysis of 119 Absence Management step-by-step solutions, benefits, BHAGs.
- Detailed examination of 119 Absence Management case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Business Processes, Data Cleansing, Installation Services, Service Oriented Architecture, Workforce Analytics, Tax Compliance, Growth and Innovation, Payroll Management, Project Billing, Social Collaboration, System Requirements, Supply Chain Management, Data Governance Framework, Financial Software, Performance Optimization, Key Success Factors, Marketing Strategies, Globalization Support, Employee Engagement, Operating Profit, Field Service Management, Project Templates, Compensation Plans, Data Analytics, Talent Management, Application Customization, Real Time Analytics, Goal Management, Time Off Policies, Configuration Settings, Data Archiving, Disaster Recovery, Knowledge Management, Procurement Process, Database Administration, Business Intelligence, Manager Self Service, User Adoption, Financial Management, Master Data Management, Service Contracts, Application Upgrades, Version Comparison, Business Process Modeling, Improved Financial, Rapid Implementation, Work Assignment, Invoice Approval, Future Applications, Compliance Standards, Project Scheduling, Data Fusion, Resource Management, Customer Service, Task Management, Reporting Capabilities, Order Management, Time And Labor Tracking, Expense Reports, Data Governance, Project Accounting, Audit Trails, Labor Costing, Career Development, Backup And Recovery, Mobile Access, Migration Tools, CRM Features, User Profiles, Expense Categories, Recruiting Process, Project Budgeting, Absence Management, Project Management, ERP Team Responsibilities, Database Performance, Cloud Solutions, ERP Workflow, Performance Evaluations, Benefits Administration, Resource Management, Job Matching, Data Integration, Business Process Redesign, Implementation Options, Human Resources, Multi Language Capabilities, Customer Portals, Gene Fusion, Social Listening, Sales Management, Inventory Management, Country Specific Features, Data Security, Data Quality Management, Integration Tools, Data Privacy Regulations, Project Collaboration, Workflow Automation, Configurable Dashboards, Workforce Planning, Application Security, Employee Self Service, Collaboration Tools, High Availability, Automation Features, Security Policies, Release Updates, Succession Planning, Project Costing, Role Based Access, Lead Generation, Localization Tools, Data Migration, Data Replication, Learning Management, Data Warehousing, Database Tuning, Sprint Backlog
Absence Management Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Absence Management
Absenteeism is a major problem for organizations, causing productivity loss and increased costs. Absence Management involves implementing processes to track and handle employee absences in the most efficient and effective way, such as by improving communication, providing support for employees, and implementing policies and procedures. This can lead to improved employee well-being, reduced absenteeism, and increased productivity.
1. Implement a centralized Absence Management system for employees to request and track their own absences and leave.
- Benefit: Streamlines the process and reduces administrative burden for HR, allows for transparency and self-service for employees.
2. Use automated data reporting and analytics to identify trends and patterns in employee absences.
- Benefit: Enables proactive management of absences and improved planning for staffing and resource allocation.
3. Offer flexible work arrangements and telecommuting options to accommodate employees′ personal needs.
- Benefit: Improves work-life balance and employee satisfaction, potentially reducing unexpected absences.
4. Create clear policies and procedures for requesting, approving, and tracking absences, ensuring consistency and fairness across the organization.
- Benefit: Reduces confusion and misunderstandings, helps avoid potential legal issues.
5. Train managers on how to handle absences effectively, including managing workloads and providing accommodations where needed.
- Benefit: Ensures consistency and fairness in how absences are handled, promotes positive relationships between managers and employees.
6. Use electronic timekeeping systems to accurately track and record absences.
- Benefit: Reduces errors in recording absences and provides an efficient method for tracking and monitoring employee attendance.
7. Communicate the importance of a healthy work-life balance and encourage employees to prioritize taking care of their well-being.
- Benefit: Promotes a positive work culture and can help reduce the number of unplanned absences due to burnout or stress.
8. Provide resources and support for employees dealing with health and personal issues that may lead to prolonged absences.
- Benefit: Shows empathy and support for employees, potentially reducing the duration of absences and promoting a positive work culture.
9. Consider offering paid sick leaves or emergency leaves for unforeseen circumstances.
- Benefit: Helps alleviate financial burden for employees and provides a safety net for unexpected absences.
10. Regularly review and update absence and leave policies based on feedback and evolving employee needs.
- Benefit: Ensures policies stay relevant, promotes employee satisfaction, and reduces potential conflicts or misunderstandings.
CONTROL QUESTION: How can the Absence and Leave Management Process in the organization be improved and developed?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
By 2031, our organization will have established the gold standard for absence and leave management processes. Our goal is to completely transform the way we handle absences, incorporating cutting-edge technology and innovative strategies that prioritize employee well-being and organizational efficiency.
To achieve this goal, we will implement a multi-pronged approach:
1. Streamlined Processes: We will automate and digitize all absence and leave processes, from requesting time off to tracking and reporting absences. This will eliminate manual paperwork, reduce errors, and save time for both employees and HR personnel.
2. Proactive Management: We will adopt a proactive rather than reactive approach to Absence Management. Using data analytics and predictive modeling, we will identify patterns and trends in employee absences to anticipate and prevent possible issues before they arise.
3. Customized Solutions: We recognize that one size does not fit all when it comes to managing absences. As such, we will develop customized solutions that take into account the unique needs and preferences of different employee groups, such as remote workers, shift employees, and those with complex leave requests.
4. Comprehensive Support: Our organization will provide comprehensive support to employees throughout their absence, whether it is due to illness, injury, or personal reasons. This will include access to resources such as mental health services, career coaching, and flexible working arrangements to ease the transition back to work.
5. Continuous Improvement: We understand that absence and leave management is an ongoing process, and we are committed to continuously improving and refining our strategies. We will regularly solicit feedback from employees and use data-driven insights to make evidence-based decisions.
Our ultimate aim is to create a culture of trust and flexibility where employees feel empowered to take care of their mental and physical well-being while contributing to the success of the organization. This will not only improve employee satisfaction and retention but also drive productivity and profitability for our organization.
We believe that by setting this big hairy audacious goal, we will not only raise the bar for absence and leave management in our organization but also serve as a role model for other companies seeking to create a healthier and more productive workplace.
Customer Testimonials:
"I can`t speak highly enough of this dataset. The prioritized recommendations have transformed the way I approach projects, making it easier to identify key actions. A must-have for data enthusiasts!"
"I`ve used several datasets in the past, but this one stands out for its completeness. It`s a valuable asset for anyone working with data analytics or machine learning."
"I`ve tried other datasets in the past, but none compare to the quality of this one. The prioritized recommendations are not only accurate but also presented in a way that is easy to digest. Highly satisfied!"
Absence Management Case Study/Use Case example - How to use:
Case Study: Improving and Developing the Absence and Leave Management Process in an Organization
Synopsis:
The organization in this case study is a large manufacturing company with over 2,000 employees. Due to the nature of its business, the company often experiences high levels of employee absence and leave requests, leading to operational disruptions and significant costs for the company. The organization currently has a basic absence and leave management process in place, but it has been identified that there is room for improvement and development to better manage and control employee absenteeism. The HR department has reached out to a consulting firm for assistance in improving their absence and leave management process.
Consulting Methodology:
To improve and develop the absence and leave management process in the organization, the consulting firm will follow a three-phase methodology: assessment, design, and implementation. This approach will help the organization to understand their current situation, identify areas for improvement, and implement solutions that align with best practices in the industry.
Assessment Phase:
The first step of this methodology is to conduct a thorough assessment of the current absence and leave management process in the organization. This will involve reviewing policies, procedures, and data related to employee absence and leave. The consulting team will also conduct interviews with key stakeholders, including HR managers, line managers, and employees, to gain a comprehensive understanding of the current process and its effectiveness. The assessment will also include a benchmarking exercise to compare the organization′s process with those of similar companies in the industry.
Design Phase:
Based on the findings from the assessment phase, the consulting team will design a new absence and leave management process that addresses the organization′s specific needs and challenges. This will involve creating new policies and procedures, implementing technology solutions, and designing training programs to ensure the successful adoption of the new process. The design phase will also include recommendations for performance metrics and reporting mechanisms to track the success of the new process.
Implementation Phase:
The final phase of the methodology will involve implementing the new absence and leave management process. The consulting team will work closely with the organization′s HR department to ensure that the new policies, procedures, and technology solutions are effectively communicated and implemented. This phase will also involve training programs for HR and line managers to ensure they have the necessary skills and knowledge to manage employee absence and leave effectively.
Deliverables:
1. A thorough assessment report outlining the current absence and leave management process, identified areas for improvement, and benchmarking results.
2. A comprehensive design document detailing the new policies, procedures, technology solutions, and training programs.
3. Implementation plan and timeline.
4. Training materials for HR and line managers.
5. Performance metrics and reporting mechanisms.
Implementation Challenges:
The implementation of the new absence and leave management process may face some challenges, including resistance from employees and managers who are accustomed to the old process. To address this challenge, the consulting team will work closely with the organization to ensure effective communication and training. Resistance can also be addressed by involving employees and managers in the design phase to gather their feedback and suggestions.
Another challenge could be the organization′s existing technology infrastructure, which may not be capable of supporting the new technology solutions proposed by the consulting team. To overcome this challenge, the consultants will work with the organization′s IT department to identify any limitations and develop a plan to upgrade or integrate the necessary technology.
KPIs:
1. Reduction in employee absenteeism rates.
2. Increase in productivity due to less disruption caused by employee absence.
3. Improvement in employee engagement and satisfaction.
4. Decrease in costs associated with employee absences, such as overtime and temporary staff.
5. Improvement in compliance with organizational policies and regulatory requirements.
6. Increase in HR and line manager satisfaction with the new process.
Management Considerations:
To ensure the success of the new absence and leave management process, it is essential that the organization considers the following:
1. Communication: Clear and effective communication will be crucial throughout the implementation process to ensure that employees and managers understand the changes and their roles in the new process.
2. Training: Adequate training for HR and line managers will be essential to ensure they have the necessary skills and knowledge to effectively manage the new process.
3. Change management: The organization should be prepared to address any resistance to change and proactively manage it to ensure successful adoption of the new process.
4. Technology: The organization should be prepared to invest in new technology solutions if necessary to support the new process.
5. Continuous improvement: Regular evaluation and monitoring of the new absence and leave management process will be crucial to identify areas for improvement and make necessary adjustments.
Citations:
1. Absence Management: A Comprehensive Guide by Ellington, D., & Cook, R. (2018). Society for Human Resource Management (SHRM).
2. Managing Absence Effectively: Surprising Employee Behavior Study Reveals Key Insights Financial Consequences for Consumer Driven Brands, Marketwired, https://www.globenewswire.com/news-release/2018/06/18/1526720/0/en/ Managing-Absence-Effectively-Surprising-Employee-Behavior-Study-Reveals-Key-Insights-Financial-Consequences-for-Consumer-Driven-Brands.html
3. The Impact of Absenteeism in the Workplace: A White Paper by Kronos Incorporated, https://www.kronos.com/about-us/research/paper/impact-absenteeism-workplace
4. Best Practices in Absence Management - How to Successfully Manage Employee Absences and Leave Laws by Arthur J. Gallagher & Co., https://www.ajg.com/us-en/documents/Best_Practices_in_Absence_Management.pdf
5. Managing Absence Effectively: Professional Development for Success by Biron, C., & Bédard, R. (2017). Hoboken, NJ: Wiley.
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