Some of these realities include diversity, technology, and differences between the generations. Sharon Armstrong and Barbara Mitchell are seasoned professionals in human resources. Armstrong has worked as a recruiter and trainer at two large law firms and three non-profit associations.
Mitchell spent most of her career in senior leadership with Marriott International, Human Growth Sciences, and two of her own HR firms. The title gives away the practical nature of this work; it is a human resource handbook. Whenever you need it, this book should be on hand as an informational resource. However, I also recommend reading the book cover to cover on the initial read. The handbook is very convenient when looking at specific issues that relate to talent management.
The chapters focus on:. I found that none of the chapters in the Essential HR Handbook may be deep enough to answer all of your questions on a given topic when read alone. However, when you need assistance you will find that there are also handy resources at the back of the book. These resources include sample forms, checklists, and summaries of some current federal laws. There is also an excellent section that provides additional resources that can be found online.
Now for some impressions of the book. It impressed me that the authors chose to find two professionals to supplement their work. A no frills primer on everything you need to know about Human Resources. The Essential HR Handbook cuts to the chase and tells you what you need to know about performance reviews, employee relations, and advice for managers. Targeted at people new to management and HR who are looking for the best ways to give employees what they need to thrive, and strategies to craft effective corporate policy, and providing knowledge beyond how to simply hire, onboard, and retain employees.
Because whether you're a small business owner, a manager in a business without an HR department, or even a seasoned HR professional, The Essential HR Handbook will help you handle any personnel problem-from onboarding to outplacement-quickly and easily.
Human Resource Management HRM is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management 9 1. The Essential Performance Review Handbook will help you understand why performance reviews serve as an important business tool; motivate personnel and increase productivity; help achieve your company goals; improve manager-employee communication; and reduce your risk of legal liability.
HR managers have to serve the interests of their organizations, comprising employees, customers and the community at large as well as shareholders, or, in the public or voluntary sectors, those who have the ultimate responsibility for what the organization does. It also means exercising social responsibility, being concerned for the interests well-being of employees and acting ethically with regard to the needs of people in the organization and the community.
Armstrong's Essential Human Resource Management Practice provides a complete overview of the practices and processes fundamental to managing people. The text provides a thorough introduction to the core areas of HR including: people resourcing, performance management, learning and development and rewarding people. It also examines the contribution of HR to organizational aims and objectives and how it is integrated within the business.
The book is accompanied by online resources for both lecturers and students and adopts an increased focus on employee engagement, a concept which is becoming increasingly prominent in people management, but which is often presented as a mantra without being properly understood; this is examined in detail with reference to recent research. Michael Armstrong's original Handbook of Human Resource Management is the classic text for all those studying HR or who are entering the profession for the first time.
In this new title Michael Armstrong provides a condensed text which has been rewritten with the non-HR student or professional in mind, describing and evaluating key HRM concepts such as: HRM itself; strategic HRM; the resource-based view; the choice between best practice and best fit; human capital measurement; motivation theory; emotional intelligence; the flexible firm; the learning organization; and financial rewards.
Today's workplaces are dynamic, so it shouldn't surprise anyone that tension can develop quickly and ruinously. The Essential Workplace Conflict Handbook is the ideal resource for anyone ready to confront conflict at work rather than run from it. Managed correctly, conflict can be a positive source for innovation and creativity. Using examples drawn from a wide range of corporate and entrepreneurial experiences, along with checklists and other practical tools, The Essential Workplace Conflict Handbook will help employees, managers at all levels, and business owners answer the following important questions: What's changing in the workplace and the workforce today?
Are the right issues being addressed? How can we create more options to solve conflicts? What's my conflict style, and why is it important?
0コメント