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Human Resources Kit For Dummies
by Max MessmerAlign HR practices with your objectives and keep your company competitiveA company's ability to grow and stay on top of customer demand has always depended heavily on the quality of its people. Now, more than ever, businesses recognize that finding (and keeping) a highly skilled and motivated workforce is pivotal to success. Maybe you're a business owner and your company is growing, or you're an employee at a small- to midsize-company and management has asked you to take on some--or all--of their HR functions. Either way, knowing how to set up and implement successful HR practices (not to mention navigating the legal minefields in today's increasingly regulated environment) can be tricky.Human Resources Kit For Dummies is your one-stop resource for learning the nuts and bolts of HR. It gives you forms and templates that you can put to immediate and productive use.New information on anti-discrimination legislation; measuring performance; hiring, firing, and retaining employees; and training and development plansThe latest info on online and social media policiesUpdated forms and contracts, from job application forms and sample employee policies to performance appraisals and benefit plan worksheetsIf you're currently working in Human Resources or are responsible for employees in your business, the tools presented here help you maximize the effectiveness of your own HR program.
Human Resources Law (Fifth Edition)
by John Remington Richard Heiser Cyrus F. Smythe Kenneth L. SovereignThis text offers a comprehensive treatment of the entire subject of personnel law that reflects the author's personal experience as both a practising lawyer and personnel director.
Human Resources Management For Public And Nonprofit Organizations: A Strategic Approach
by Joan E. PynesSince the first edition was published in 1997, Human Resources Management for Public and Nonprofit Organizations has become the go-to reference for public and nonprofit human resources professionals. Now in its fourth edition, the text has been significantly revised and updated to include information that reflects changes in the field due to the economic crisis, changes in federal employment laws, how shifting demographics affect human resources management, the increased use of technology in human resources management practices, how social media has become embedded in the workplace, and new approaches to HRM policy and practice. Written by Joan E. Pynes--a noted expert in public administration--this authoritative work shows how strategic human resources management is essential for managing change in an increasingly complex environment. The book Includes new material on workplace violence and employee discipline.
Human Resources Management Success: The Ulrich Collection (3 Books)
by Dave Ulrich Brian E. Becker Mark A. Huselid Wayne BrockbankThis digital collection, curated by Harvard Business Review, includes three important books by experts in the human resources field-The HR Scorecard, The HR Value Proposition, and Human Resource Champions. Learn how individuals in human resources can partner with line managers to make organizations more competitive, how HR impacts business performance, and how HR leaders can bring substantial value to internal and external stakeholders.
Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach (Essential Texts for Nonprofit and Public Leadership and Management #43)
by Joan E. PynesSince the first edition was published in 1997, Human Resources Management for Public and Nonprofit Organizations has become the go-to reference for public and nonprofit human resources professionals. Now in its fourth edition, the text has been significantly revised and updated to include information that reflects changes in the field due to the economic crisis, changes in federal employment laws, how shifting demographics affect human resources management, the increased use of technology in human resources management practices, how social media has become embedded in the workplace, and new approaches to HRM policy and practice. Written by Joan E. Pynes—a noted expert in public administration—this authoritative work shows how strategic human resources management is essential for managing change in an increasingly complex environment. The book Includes new material on workplace violence and employee discipline Reviews updates on the legal environment of HRM Contains suggestions for managing a diverse workforce Offers a wealth of revised tables and exhibits Updates the most recent developments in collective bargaining in the public and nonprofit sectors Outlines the most current approaches to recruitment and selection Presents an overview of recent information on compensation and benefits Gives an update of the technological advances used for strategic human resources management Provides examples of HRM policies from other countries The book also includes an enhanced instructor's guide with examination questions, PowerPoint® slides, experiential exercises, and video vignettes that are coordinated with chapters in the book.
Human Resources Management in Construction (Chartered Institute of Building)
by David Langford R. F. Fellows M. R. Hancock A. W. GaleHuman Resources Management in Construction fills an important gap in current management literature by applying general principles of human resources management specifically to the construction industry. It discusses and explores findings from research to supplement the theoretical and practical procedures used. It explores issues such as the technology used and the pattern of social and political relationships within which people are managed.
Human Resources Management in Multinational Companies: A Central European Perspective (Routledge Advances in Management and Business Studies)
by Marzena StorHuman resource management (HRM) has a significant impact on companies' performance, as evidenced by research conducted in multinational companies (MNCs) based in Central Europe. This book provides a unique perspective of activities conducted in the HRM field in local subsidiaries of such enterprises. It also presents results verifying many hypotheses for each of the six models for single HRM subfunctions and their four relationships with the results of company performance. Particular chapters are devoted to activities including staffing the organization, shaping employee work engagement and job satisfaction, conducting employee performance appraisal, employee development, managerial staff development, and employer branding. The author used the Partial Least Squares Structural Equation Modeling to verify the research hypotheses. Readers will acquire knowledge about HRM practices in organizations in which the overwhelming ownership capital belongs to MNCs headquartered in Central Europe. The research findings presented confirm the positive impact that HRM activities have on the results of this type of enterprise in such areas as finance, quality, innovation and HRM itself. The research also sheds light on the new, interesting regularities identified in this regard, e.g. the perception of human factor as a competitive factor. This book will be of interest to academics, researchers, and advanced or postgraduate students who are interested in the latest research on HRM in MNCs in the region of Central Europe.
Human Resources Management: All the Information You Need to Manage Your Staff and Meet Your Business Objectives
by Patricia BuhlerHuman resources management is critical to the success of any organization, particularly in today's complex business environment. More and more often, managers and business owners, in addition to HR personnel, are charged with aspects of human resources management: recruitment, training and development, job analysis, corporate restructuring, compensation, and morale, to name a few. Lack of expertise can result in the loss of key staff, diminished productivity and profitability, or a lawsuit. Streetwise Human Resources Managementshows how to balance the needs of your employees with the objectives of your business.
Human Resources Management: All the Information You Need to Manage Your Staff and Meet Your Business Objectives (Streetwise)
by Patricia BuhlerHuman resources management is critical to the success of any organization, particularly in today's complex business environment. More and more often, managers and business owners, in addition to HR personnel, are charged with aspects of human resources management: recruitment, training and development, job analysis, corporate restructuring, compensation, and morale, to name a few. Lack of expertise can result in the loss of key staff, diminished productivity and profitability, or a lawsuit. Streetwise Human Resources Management shows how to balance the needs of your employees with the objectives of your business.
Human Resources Outsourcing: Solutions, Suppliers, Key Processes and the Current Market
by Ian Hunter Jane SaundersThis Orion Partners' report addresses the main considerations for an organization investigating a large-scale transference of HR transactional activity to an outsource provider. The report also provides an overview of the market for HR outsourcing services in Europe. There are sections profiling each of the main outsourcing providers in the UK and continental Europe and case studies drawn from both the public and private sector. Human Resources Outsourcing agreements, which typically run for seven years or more, have a critical influence on any organization's ability to deliver its long-term strategy. The Orion Partners' report is a valuable contribution to identifying the right model, locating the right partner and realising the value of one of the most important elements in the current strategic investment for large organizations. It also provides helpful advice on how to manage the impact of outsourcing on the retained HR team.
Human Resources Strategies: Balancing Stability and Agility in Times of Digitization (Future of Business and Finance)
by Armin TrostThe digitalization of businesses calls for new forms of leadership and collaboration, as traditional human resources strategies are reaching their limits. Personal responsibility, networking and diversity are increasingly recognized as key prerequisites for agility, adaptability and innovativeness. This book encourages HR managers who want to be pioneers of, or support, digital transformation to rethink their HR strategies. It begins with a clear illustration of the difference between stability and agility in leadership and organization. Building on this, it then guides the reader through a broad range of relevant HR topics and how they compare to the new strategic orientation. All major aspects of HR management are addressed, including recruitment, learning, talent management, remuneration, performance management, corporate training, executive development and change management. Providing a comprehensive, practical, differentiated and non-dogmatic alternative to traditional approaches, the book is a must-read for all those who are concerned with sustainable HR management in the era of digitalization.
Human Resources and Change Management for Safety Professionals (Occupational Safety & Health Guide Series)
by Thomas Schneid Shelby SchneidThe goal of this book is to prepare safety and health professionals to recognize and address human resource issues, applicable laws and regulations, as well as change management techniques used to alter the safety culture within their operations. This book will provide awareness to avoid or address HR related policies/issues/laws which can result in costly litigation, grievances, and other negative implications. The book will address the "pitfalls" for safety professionals to avoid as well as provide the methodology to attain the cultural change necessary to achieve and maintain safety performance. <P><P>Features <li>Prepares safety professionals how to avoid or address HR issues and laws <li>Provides awareness of applicable labor and employment laws and regulations <li>Covers change management skills applicable to the safety function <li>Enables the safety professional to recognize legal requirements from everyday questions asked by employees <li>Helps safety professionals to prevent becoming entangled in legal issues resulting from their actions or inactions
Human Resources and Payroll in China
by Chris Devonshire-Ellis Christian Fleming Eunice KuChinese law places significant obligations on employers to remain legally compliant in all labor matters. In this guide, we address the major issues in managing employment relationships in China. Including: Recruiting Professionals Hiring Staff Handling Payroll Managing the Employment Relationship Terminating the Employment Relationship Organizing Visas Within these topics, we address labor contracts, company rulebooks, salary packages, social insurance contributions, special circumstances for employees (extended sickness or pregnancy), termination and severance pay, and visas for foreign staff and Chinese staff being sent to work abroad.
Human Resources and Tourism
by Darren Lee-Ross Josephine PryceThe tourism industry provides employment for literally millions of individuals. Despite global recessions, terrorist attacks and other catastrophes this is likely to remain unchanged in the long-term. Resilience of this nature helps tourism remain a major global employer in both developed and emerging economies. The important role played by tourism workers cannot be overstated; some argue that they actually define the product on offer. Accordingly, mediocre or poor performance gives rise to an unremarkable service experience or one to which customers would not return willingly. The inextricable link between the calibre and performance of staff and service delivery is a key issue for human resources management. This challenge is further complicated by a number of structural characteristics including: dominance of unaffiliated small to medium-sized organizations; high levels of labour turnover; and a heterogeneous workforce with individuals having a wide variety of cultural differences and employment aspirations. This book accounts for the above factors using an approach which is part prescriptive and part enquiry or research-oriented. In doing so, espoused 'HRM convention' may be understood against 'HRM in practice'. Additionally, by using this method we hope to instil a sense of enquiry in the reader. This is a necessary intellectual asset for the future and will also allow the individual to make a positive contribution in the workplace.
Human Resources at Hewlett-Packard (A)
by Michael Beer Gregory C. RogersProvides an overview of the human resource policies and practices applied by Hewlett-Packard (HP). Discusses HP's reactions as an organization to changes in its business environment. As such, it is an opportunity to analyze HP's practices, and how they have been affected through the years in all four policy areas: stakeholder influence, flows, rewards, and work systems.
Human Resources at Hewlett-Packard (B)
by Michael Beer Gregory C. RogersDesigned as an in-class handout as a source of further discussion of the issues.
Human Resources for the Non-HR Manager
by Carol T Kulik Carol T. Kulik Elissa PerryHuman Resources for the Non-HR Manager appeals to anyone interested in management issues. The book explains why human resource issues are increasing the responsibilities of front-line managers rather than the HR department. Chapters present the basics of HR including the fundamentals of hiring, performance appraisal, reward systems, and disciplinary systems, so that any manager--regardless of his or her background or functional area--can approach these parts of the job with confidence. The book also covers the latest developments in equal opportunity law and describes the manager's responsibilities in controlling sexual harassment and managing diverse employees, including older workers and employees with disabilities. Each chapter's material is firmly grounded in the current HR academic literature, but the book's friendly, conversational tone conveys basic principles of good practice without technical jargon. Designed to make the material more accessible and personally relevant, the book includes the following special features:*Manager's Checkpoints--a series of questions that help the reader apply the material to his or her own organizational context; *Boxes that describe real-life examples of how companies respond to HR challenges;*For Further Reading--references to articles published in outlets that bridge the academic-practitioner divide;*Manager's Knots--presented in a question-and-answer format, these describe typical managerial problems, take the reader into some of the gray, ambiguous areas of HR, and suggest ways to apply the chapter material to real-life managerial dilemmas.
Human Resources for the Non-HR Manager
by Carol T. Kulik Elissa L. PerryHuman Resources for the Non-HR Manager gives every manager, regardless of their functional role, access to cutting-edge research and evidence-based recommendations so they can approach their people management responsibilities with confidence. Day-to-day people management is increasingly the responsibility of front-line managers, not HR professionals. But managers are often poorly prepared for these responsibilities; they receive little training (and sometimes have little interest!) in HR. People management is never easy, and it is particularly challenging in COVID-19’s "next normal" workplace, where managers must engage diverse employees across a wide range of working arrangements. This book focuses on the special relationship that line managers have with their employees and describes managers’ responsibilities across the entire employee lifecycle – from front-end recruiting and hiring through to long-term retention. The content is grounded in rigorous academic research, but the book’s conversational tone conveys basic principles without technical jargon. Each chapter includes Manager’s Checkpoints to help readers apply the material to their own workplace, and Manager’s Knots that address gray areas inherent in people management. The book is designed for any reader currently working as a line manager, or aspiring to a managerial role, who wants to improve their people management skills.
Human Resources for the Non-HR Manager
by Carol T. Kulik Elissa L. PerryHuman Resources for the Non-HR Manager gives every manager, regardless of their functional role, access to cutting-edge research and evidence-based recommendations so they can approach their people management responsibilities with confidence.Day-to-day people management is increasingly the responsibility of front-line managers, not HR professionals. But managers are often poorly prepared for these responsibilities; they receive little training (and sometimes have little interest!) in HR. People management is never easy, and it is particularly challenging in COVID-19’s "next normal" workplace, where managers must engage diverse employees across a wide range of working arrangements. This book focuses on the special relationship that line managers have with their employees and describes managers’ responsibilities across the entire employee lifecycle – from front-end recruiting and hiring through to long-term retention. The content is grounded in rigorous academic research, but the book’s conversational tone conveys basic principles without technical jargon. Each chapter includes Manager’s Checkpoints to help readers apply the material to their own workplace, and Manager’s Knots that address gray areas inherent in people management.The book is designed for any reader currently working as a line manager, or aspiring to a managerial role, who wants to improve their people management skills.Combined with a complete instructor package, the book provides different types of activities to accompany each chapter: Some Assembly Required, In the News, and Undercover Manager. The activities can be found in the Instructor Resources Download Hub, and are designed to align with student cohorts with varying levels of experience.
Human Resources in China
by Andy Scott Sam Woollard Chris Devonshire-EllisDue to the rapidly changing nature of the labor market and the laws that govern it in China, it can be very difficult for foreign investors and managers to understand how to manage human resources on the mainland. Specifically designed to cover the most important issues relating to managing a Chinese workforce, this guide details the HR issues that both local managers in China and investors looking to establish a presence on the mainland should know. China Briefing's guides are leaders in their field, providing practical and pragmatic legal and tax information to foreign investors in the People's Republic of China. They will interest all business people, lawyers, accountants and academics working in the field.
Human Resources in the Foodservice Industry: Organizational Behavior Management Approaches
by Dennis Reynolds Karthikeyan NamasivayamGet up-to-date research and innovative management strategiesOrganizational behavior and human resource management are fundamental aspects in the profitability of any foodservice business. Human Resources in the Foodservice Industry: Organizational Behavior Management Approaches examines the latest research critical in understanding indi
Human Resources in the Urban Economy (Routledge Revivals)
by Mark PerlmanDue to the urbanisation of American society and the economic problems that accompanied it; a series of conferences was held to explore the economics of human resources. Originally published in 1963, this study draws together papers from the first conference dealing mainly with the under-utilisation and misallocation of human resources, as well as wage rates, migration patterns and education in urban societies and the impact they have on the American labour force. This title will be of interest to students of Environmental Studies and Economics.
Human Resources or Human Capital?: Managing People as Assets
by Andrew MayoAre people really an organisation's most important asset? Not necessarily; some may be liabilities - but others are the most important drivers of value that an organisation has. But...who are they? How do you know? How can you maximise the value they have and the value they provide? Finding the answers to questions like these is what human capital management is about. Whether public or private, successful achievement depends first on the capability of people, and secondly on their commitment and productivity. Andrew Mayo's Human Resources or Human Capital? discusses how you can ensure the most effective management of these value creating assets. The first part of the book also shows how to create an integrated framework of measures that can become an integral part of the organisation's performance management - and how companies have done this in practice. Part Two shows how to do this strategically and successfully, and how HR can be a serious and credible 'Business Partner', enabling managers to achieve their goals through their people and adding real value to all the stakeholders of the organisation.
Human Resources, Care Giving, Career Progression and Gender: A Gender Neutral Glass Ceiling (Routledge Studies in Human Resource Development)
by Monica Lee Monica Lee Editor) Edward J. CoyneThis book presents a challenge to feminist perspectives that see the glass ceiling as the exclusive domain of women's careers and work life. The authors address existing debates and extend them to include original empirical evidence from several US and UK comparative studies that look at the effect of caring for dependents (including care for children and elder care) upon the careers and aspirations of both men and women.