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Personnel Literature
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Human Resource Management
Human Resource Management addresses the challenges faced by human resource managers, integrating traditional theory with real-world strategy to equip students with the knowledge, perspective, and skills they need to thrive in the ever-changing global business environment. Presented in a clear and relatable style, this text emphasizes how effective human resource management and strategic planning work in concert to allow organizations to achieve maximum success. The focus on practical application illustrates the essential link between strategic planning and implementation, providing an inside look at how real-world companies increase effectiveness through world-class human resources management practices. A wealth of case studies, discussion topics, and exercises reinforce key concepts, strengthening students' ability to think strategically and integrate core HR management principles into the decision-making process. By mirroring the current landscape's increased reliance on smart people-management strategy, this text underscores the importance of HR management in attracting and retaining the top talent that drives an organization forward.
Personnel Management in Government Agencies and Nonprofit Organizations
Includes coverage of issues relating to every level of government (federal, state, and local agencies) as well as in nonprofit organizations Examines the latest management theories (such as employee engagement and motivation) and current issues including disability and LGBT inclusivity, privatization, merit systems, and family and medical leave The discussion is rooted in public policy issues, providing students with a better understanding of the actors involved and the broader context of personnel administration The focus on the human resource issues is important to the work of all managers--not just personnel specialists Abundant pedagogical tools, including learning objectives, summaries, and discussion questions, guide student understanding and foster critical thinking Exercises and case studies throughout the book can be assigned for individual or group work, helping students apply public personnel management concepts to real world situations.
Human Resource Management
The text covers the function areas of human resource management. Themes that are in chapters and through the book include strategic human resource management, international issues in HRM, ethical issues in HRM, utility (cost/benefit analysis), the role of human resource managers in improving productivity and quality, and controversial issues.
Human Resource Selection
This leading text offers an advanced treatment of the technical issues involved in developing and implementing selection programs within organisations. The new edition offers the most thorough coverage of HR selection on the market and is appropriate for upper-level undergraduate and graduate courses in management and industrial/organisational psychology departments, as well as for corporate HR departments. Features: * Bringing advanced topics to an understandable level, this reader-friendly text is frequently noted for its clear presentation of research findings. * The text's transition of research findings into organization actions applies chapter concepts to real-world practice. * Detailed descriptions explain the steps necessary to identify employee characteristics required for selection and the development of an appropriate selection plan. * With thorough descriptions, the text walks readers through the steps necessary to develop and implement selection instruments. * Integrated throughout are significant legal changes affecting staffing and selection decisions, as well as extensive coverage of work force diversity and international selection issues. New to this edition: * Com
Next Generation Performance Management
There is no HR-related topic more popular in the business press than performance management (PM). There has been an explosion in writing on this topic in the past 5 years, condemning it as a failure and calling for fundamental change. The vast majority of organizations use the same basic process which I call “Last Generation Performance Management” or PM 1.0 for short. Despite widespread agreement that PM 1.0 is failing, few companies have abandoned it or made fundamental changes to it. While everyone agrees it is broken, few agree on how to fix it. Companies continue to tinker with their systems, making incremental changes every few years with no lasting improvement in effectiveness. Em...
Asha
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