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NEW: Tilde Publishing Services ~Your ‘virtual’ university press~

Tilde Publishing and Distribution is a boutique, commercial publishing house specialising in educational publishing.

Tilde is independent and privately owned, and receives no subsidies or government funding. As a consequence, Tilde is able to partner effectively, in quality publishing projects, with universities, recognised educational institutions, industry associations, not-for-profit organisations, government bodies, academic associations and industry organisation.

When works are published in partnership with Tilde, additional innovative and flexible distribution options become possible, including: bulk print purchase, bulk ebook purchase, and open access licencing.

For more information, click HERE or contact publisher@tilde.com.au.

NEW: SMEs in the Digital Economy: Surviving the Digital Revolution

SMEs in the Digital Economy and coffeeOur small to medium enterprises (SMEs) are currently facing the challenges and opportunities of the global trend towards digital, online and mobile technologies. However, many SMEs are not prepared to engage with these digital technologies, while others seem unwilling to embrace them.

SMEs in the Digital Economy: Surviving the Digital Revolution explores the many benefits, but also some of the risk, for SMEs in the digital economy. The overall message is that it is crucial to engage with the digital economy. Ignoring it is not an option.

For more information, click HERE.

Previously announced: Capstone HRM: Dynamics and Ambiguity in the Workplace

CThumbnail - Kramar-Holland - Capstone HRMapstone HRM: Dynamics and Ambiguity in the Workplace provides students, academics and practitioners with an alternative view of activities associated with managing people at work. Assuming readers have a sound understanding of ‘best practice’ human resource management (HRM) techniques, it seeks to speak to people fascinated by the puzzle posed by the real world of human resource management (HRM).

HRM broadly refers to the activities associated with the management of the people who do the work of organisations, while strategic HRM assumes that HRM activities are integrated with strategic objectives, and improve organisational performance. Unfortunately, often HRM policies represent an intent rather than the actual practice of managing people.

For more information, click HERE.

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