Synopses & Reviews
The focus of HUMAN RESOURCE MANAGEMENT is on developing students' personal and managerial skills by (1) Helping students understand the role of HR in organizational effectiveness as well as their personal career success; (2) Enabling students to understand how to flexibly apply the HR concepts that are appropriate for different problems or situations, and how HR both influences and is influenced by business strategy; and (3) Creating an understanding of the HR context by embedding the important concepts of ethics, diversity, competitive advantage, and the global context throughout the book. This highly readable book will help students understand how to use HR to hire, develop, motivate, and retain the right people and bring out the best in employees to execute the company's business strategy. It is intended for anyone who is or who might become a manager or an HR professional. By developing readers' competence and confidence in using important HR skills, this book will help anyone become a more effective manager through a better use of HR tools. Because most students learn more easily when they see the applicability of concepts to real life situations, HUMAN RESOURCE MANAGEMENT provides numerous current company examples throughout the book. A book-long integrated case supplemented with interactive online videos develops students' personal skills and gives them some experience in applying various HR concepts. The case and videos reinforce the relevance of the textbook material and make the content even more understandable.
Review
"An exciting new resource for students and instructors at all levels in Human Resource Management. This text relates the concepts of Human Resource Management to current HR situations and uses interactive online videos to reinforce chapter learning objectives. A must text for use in the experiential approach to Human Resource Management."
Review
"I like the dynamic structure of the book, I like how it deals with current topics, and I like the fact that it uses real-life examples and organizations.... I like the overall approach taken by the author. I also like that this text seems to be 'fresh' in its approach to some difficult and sensitive areas of HRM."
Review
"I would seriously consider adopting this book for the following reasons: (1) Focus on the importance of using a situational approach (flexibility and adaptability) regarding application of HR concepts. (2) Focus on the direct relationship between HR and business strategy attainment. (3) Integration of diversity, ethics, competitive advantage, and the global environment with HR throughout the chapters reviewed. The author did a great job of the describing and defining key concepts and issues. Real world examples were provided that assist students in understanding the underlying theory."
About the Author
Jean Phillips is a professor in the Human Resource Management department in the School of Management and Labor Relations at Rutgers University. She earned her Ph.D. from Michigan State University in organizational behavior and human resource management. She has taught classroom and hybrid classroom/online courses in topics including organizational behavior, strategic human resource management, staffing, and teams and leadership in the United States and in Singapore at the undergraduate, Master's, Ph.D., and Executive Master's levels. Jean was among the top 5 percent of published authors in Journal of Applied Psychology and Personnel Psychology during the 1990s and received the 2004 Cummings Scholar Award from the Organizational Behavior Division of the Academy of Management. Her research interests focus on recruitment and staffing, leadership and team effectiveness, and issues related to learning organizations. Her research has appeared in Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, Small Group Research, Journal of Business and Psychology, and International Journal of Human Resource Management. She has served on the Editorial Boards of Journal of Applied Psychology, Journal of Management, Personnel Psychology, and the Journal of Business and Psychology. She is a member of the Academy of Management and the Society for Industrial and Organizational Psychology. Her consulting work includes the creation and evaluation of strategic recruitment and staffing programs, evaluating recruiting source effectiveness, coaching on enhancing leadership performance and work team effectiveness, and the development and evaluation of employee survey programs. Stan Gully is a professor in the Human Resource Management department in the School of Management and Labor Relations at Rutgers University. He earned his Ph.D. from Michigan State University in Industrial and Organizational Psychology. He has taught courses at the undergraduate, Master's, Ph.D., and Executive Master's level covering content such as organizational learning and innovation, recruiting and staffing, human resource management, performance management, training and development, data analysis, and leadership. He has taught using traditional and hybrid technologies in the United States, Singapore, and Indonesia. Stan has authored or presented more than 80 papers, research articles, and book chapters on a variety of topics. His work has appeared in Research in Personnel and Human Resources Management, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Journal of Organizational Behavior, Organizational Research Methods, and Advances in Interdisciplinary Studies of Work Teams, among other outlets. Stan has served on the editorial boards of Academy of Management Journal, Journal of Management, Journal of Organizational Behavior, and Journal of Applied Psychology. He has won several awards for his research, teaching, and service, including Rutgers' 2010 Jim Chelius Best Teacher Award. He is a former co-editor of the Academy of Management Research Methods Division Newsletter. Stan once worked in management at UPS (brown uniform and all!). His consulting work includes evaluating predictors of pharmaceutical salesperson effectiveness, assessing the effectiveness of an employer branding initiative, and implementing a multisource feedback system. He has also designed various training programs on topics including leadership and the evaluation of recruiting source effectiveness. His research interests include employee wellness, strategic recruiting, leadership and team effectiveness, training, and organizational learning.
Table of Contents
PART I: THE IMPORTANCE AND CONTEXT OF HUMAN RESOURCE MANAGEMENT. 1. Strategic Human Resource Management. 2. The Role of Human Resource Management in Business. 3. Diversity, Equal Employment Opportunity, and Affirmative Action. PART II: PLANNING AND STAFFING. 4. Analyzing Work and Human Resource Planning. 5. Sourcing and Recruiting. 6. Selection and Hiring. PART III: TRAINING AND PERFORMANCE MANAGEMENT. 7. Training and Development. 8. Performance Management. PART IV: MANAGING TOTAL REWARDS. 9. Base Compensation. 10. Incentives. 11. Benefits. PART V: MANAGING THE WORK ENVIRONMENT AND INCREASING EMPLOYEE ENGAGEMENT. 12. Creating a Healthy Work Environment. 13. Creating Positive Employee-Management Relations. 14. Managing Engagement and Turnover.