Product Description
New and faster technology, redefined values, and shifting customer demands are changing the way businesses operate in the twenty-first century. Human resources and business leaders are faced with the challenge of redefining their strategies on leadership, talent, and diversity, while evaluating their operational effectiveness. This book presents the compelling contributions of thought leaders-such as David Ulrich, Rosabeth Moss Kanter, and Jeffrey Pfeffer-who offer a road map for what these leaders can expect. Renowned HR executives also provide their expert advice and prescriptions for the future. The nature of human resources will continue to evolve as the new century progresses-with this book, HR professionals can change with it.

Marc Effron (Darien, CT) is the Global Practice Leader for Hewitt Associates Leadership Practice. His leadership work centers on helping organizations attract, develop and retain top leadership talent. Robert Gandossy (Redding, CT) heads Hewitt's Global Practice Leaders for Talent and has over twenty years' experience in human resources, leadership, and change management. Marshall Goldsmith (Santa Fe, CA) is a founding Director of The Alliance for Strategic Leadership, a consulting organization. ... Read more

Customer Reviews (3)

Timeless HR Classic - Must Have!
'Human Resources in the 21st Century' is a classic book that deserves to be read by not only HR professionals, but by all business professionals that are engaged in developing, retaining, and nurturing the human capital component of their business and play a critical role in their organization's strategic success.

Extremely well-organized, the book is a collection of essays written by leading HR thought leaders and working professionals. Some of the stand-out essays are as follows:

'Managing for Execution'
'Accommodating Change in the 21st Century'
'Mother's Work Is Never Done: Myths and Facts About Organizational Change'
'Learning via Education and Training'
'Free to Choose'

A timeless axiom about HR and people is that there is a 'war for talent.' As I write this review, there is still a war to recruit talented people within the organization, and developing that talent to the point that employees feel engaged not only with their work, but with the company as a whole (company branding - employer of choice concept), and that employees produce the OUTCOMES desired to add bottom-line value. Strategic HR planning remains "pie in the sky" thoughts for many executives - especially those that feel that HR professionals fall short on implementation and don't have a clue about business objectives. However, serious HR professionals want their "seat at the table" and this book points out many ways in how they can do just that (gain that seat) - by adding value and implementing programs that work and meet the goals and objectives set forth by key business leaders with buy-in from stakeholders.

Training and Development is one area in which this work addresses the issue. There is a delicate mix of providing education opportunities while balancing training events that directly support the organization's goals.I, for one, utilize many of the concepts in this work when advising on developing a successful career plan, which inserts points in which employees feel valued yet the necessary-required training and development events are taking place. One of the most critical elements in training and education is in development for the generic leadership criteria for a job.General Electric is known for it's ELDS 360 degree feedback program and these tools are still poplar.Want to be hit with your boss - review pages 67 - 77 (Leveraging HR) and also read pages 115 - 125 (Learning via Education and Training).Afterwords, see how you can immediately apply both the concepts of formal leadership development and employee development in one breath.Combined, I for one think you will impress your supervisor and she might actually implement your recommendation - be strategic about it and ensure you can implement it.

Another gem is the discussion on globalization. 'Strategic global skills' is a buzzword found in many companies, but what does that mean?! Well it means more than just assimilating into a culture and knowing what behavior is accepted. There is a bottom-line meaning to knowing how to effectively integrate total rewards with an iron-clad career path that sets leadership (or aspiring leadership) on the right path to succeed within their organizations for the long term. How does a monetary and stock incentive play in Asia? Not the same as it does in the U.S. and the book explains why and cues what ideas that HR professionals should be aware (refer to pages 35 - 56; chapters entitled 'Globalization' and 'Understanding Referent Groups and Diversity').

Change Management is perhaps the most exciting part about being a strategic HR professional because of the audacious goals that immediately fill our mind. However, change management is different for each organization. Change management may be incremental changes for someone working at Target, but it may be transformational for someone working at Google. Consistency and culture are components that need to be considered when developing change management strategies and this book covers both areas well. At the very least business professionals should know that change is continuous both externally and internally - just how you change can make all the difference of business success. This book has some sound strategies and brief case studies that should benefit the HR professional in this area ('Convergence of HR,' 'Finding the Missing Link,' and 'Transforming Your HR Department Into a Start-Up Professional Services Firm') are worthy of your time and attention.

In conclusion: This book deserves a revisit if you have already read it and a concentrated read for those that have not. Put it on the shelf and refer to it often.

Note: Despite a 2003 publication date, the principles contained within this book are still relevant in 2008.

Balancing HR?RealityvFantasy,EmotionalvEconomic,
My recent attendence at the HRO conference in New York only substantiated my growing belief that in the absence of strong HR leadership, the United States economy will soon feel the harsh reality of a population isolated and devalued by agressive competition, and incapable of finding the required trust to consolidate and unify to grow security of life in the future.

Above economic value, lies the rewards of emotional value(EQ) being trust in relationship, unconditional love, emotional strength, social esteem, trust in ability, self esteem, social security, creative value, balanced health, and every core competence that a true HR leader should represent.

In choosing to write on HR in the 21st Century, any realistic leader who fails to identify the behavioural implications of an insecure population incapable of identifying a secure future is only seeking recognition for the insecurity they embody. To outsource an individual's cultural life purpose identifies appalling leadership judgements who for an immediate comparitive monetary advantage effectively destroys all hope of realising future growth by growing mistrust and emotional weakness having deserted the real value the workforce creates in the community.In devaluing an employee to a third world equivalent, does theleader realise the employee whose job has disappeared is now incapable of emotionally contributing a purposeful contribution to the community?The same community our children require the freedom to experiment, fantasise and discover essential adult skills while developing physiological security, and after finding personal security, the community adolescents rely on to emotionally rehearse to develop social esteem and value independence, the community selected out of all other communties because of the mutual bond felt with other like minded members who collectively share in the hope of securing a better quality of life in the future.

Civilisations were built on a common premise to share in the rewards of social connection and to develop a secure future. Value was defined by creatively interacting to diversify skills to express specialist value above primary value. Life begins and ends in the community, where happiness is defined in relativity to others, where we emotionally share in identifying with life meaning, and where organisations appeal to community needs to develop flourishing, viable communities to secure customer allegiences and future growth.

Economic value holds no meaning if it fails to add meaning or enhance life in the community.Organisations who have outsourced their workforce to India have effectively committed economic suicide.Agile, socially responsible companies will soon discover the value in appealing to community needs.In realising employees add a distinct character to a community's culture, and encourages value growth in a specialist set of skills and emotional associations.When combined and shared with other specialist skills, the developed value supports community growth and wealth far beyond a productive, materialist value.

Civilisations defined the human ability to emotionally identify and cooperate for social value. If we cannot share in the experience of creating and defining life in the community then we will never realise life rewards. To feel insecure in one's community is to merely exist. A community without purpose feels the stress associated with cultural insecurity and social anxiety.Globalisation has disconnected communities from recognising and developing the security of a purposeful future.Economic Man has fractured and disabled the only means of securing future growth. Without sharing value amongst the community, the value of accumulated wealth is but a mere fantasy in the bank account of the beholder who is effectively hoarding dead value.

Strong leadership needs to show a willingness to cast a realistic view on what the objective purpose of Globalisation is, and what will define the end of the outward flow of jobs.HR's failure to define the significance of cultural purpose on developing human value and the need to actively create security of life is the fundamental cause of every problem in our world today.Cultural insecurity is felt by every person and leader who fails to actively work to secure a meaningful life in the future.

In omitting behavioural value, emotional intelligence and personal development, this book is only fit for the Artifically Intelligent transactional HR type who typically disrupt the development of strategic value.The independent creative value of transformational HR leadership is the one asset in short supply in a world built on conformist views who cannot express true value.

Human Resources in the 21st Century
Just like Coaching for Leadership, Human Resources in the 21st Century is a MUST read and should be an ACTIVE resource for leading edge HR Professionals and Service Providers who want to (positively) impact people and performance and provide value to the business. ... Read more

Product Description
The HR Answer Book addresses 200 questions that every employer needs to deal with, from recruiting and hiring to discipline and termination, compensation and benefits to training and employee relations. Accessible and concise, this on-the-job companion offers expert guidance on all types of "people" issues, enabling managers and human resources professionals to:

* Save time, money, and trouble* Increase employee productivity, satisfaction, and retention* Attract and hire the best candidates while avoiding the inferior ones** Handle tough issues like sexual harassment, Internet and e-mail usage, performance problems, and more -- fairly, sensitively, and legally.

The HR Answer Book is an easy-to-use problem solver that can be read cover-to-cover or as a quick reference in specific situations. An appendix of tools, templates, and lists of additional resources completes this excellent and valuable guide. ... Read more

Customer Reviews (18)

Not for anyone with common sense
What a waste of an hour I spent, looking for something useful in this book. I'm a small business owner, so I am already familiar with many of the HR issues that pop up on a typical day. I hoped this book with delve into some of the deeper matters, for instance, legally, about HR. It did not.

It is full of common sense stuff that is almost ridiculous. For example, about conducting an employee investigation: "Don't physically restrain your employees or tell them that they cannot leave if they don't answer your questions."
And the book tells you, in regards to installing a camera system "do not place cameras in break areas, bathrooms , and employee changing rooms". It's insultingly simple advice.

To boot, the Kindle version contains a few sentences that are completely cut-off in mid-sentence and other grammatical errors.

If you are a savvy business person, I highly doubt you'll find this book useful. Look elsewhere.

I really can't imagine why anyone would rate this book above one-star.

Good for manager, needs more depth to be useful for HR professionals
This in excellent primer on all things HR for HR professionals as well as managers. The 10 chapters covers all the major areas of HR including selection; policies; performance management; training & development; employees relations; as well as compensation and benefits.

The chapters are Witten in a Q & A format: common questions relating to the chapter's topic are answered in a fairly straight-forward manner and with enough details. Most concepts are explained succinctly and clearly without boring the reader. I especially liked the fact that the questions deal with both conceptual and practical elements of each topic. For example, in the chapter on HR policies, one of the questions is "should our company have an employee handbook?" and the answer explains both the legal and practical need for the handbook. Another question focuses on the "stylistic considerations in writing the manual."

The only complaint I had with the book is in the depth of the material covered. In targeting both HR professionals and managers, the authors may have had, by necessity, to "tune-down" some of the content and therefore, as an HR professional this was a little too basic for me to be as useful as it could've been.

The HR Answer Book
I found this book very helpful for a new person to the field of HR, obviously its not meant as an "authority" but it does provide helpful insight on what to do. It's a SUPER easy read and it was very, very practical. The best way I can describe it is that it's like one of those "for dummy's" books; you have a question-the book answers it.

Again, very helpful, great advice, a must have for anyone new to the field.

Great resource!
I am the sole HR person at my company.So, using this book has been very helpful and easy to use.I hope this book gets updated in a timely manner for future HR professionals/managers to use.

Keep Within Easy Reach
As a corporate HR director for a fortune 500 company, I am supposed to have all the answers when the phone rings or someone walks in the door.I don't have all the answers and never will and that is why I keep reference books such as the HR Answer Book within easy reach.

I can recommend this book to anyone in HR at any level. It's topic matter ranges from the very simple to more complex issues.I hope the revised version will contain a large section on labor relations as this is an area that many in HR struggle with.Michael L. Gooch, SPHR Author ofWingtips with Spurs
... Read more

Product Description

This classic, readable book does the best job at covering the current issues within HRM, and provides a complete, comprehensive review of essential personnel management concepts and techniques. Considering the intensely competitive nature of business today, this book focuses on practical applications that all managers can use to deal with their HR-related responsibilities, while being able to defend their plans and contributions in measurable terms.

A five-part format begins with an introduction, and then covers recruitment and placement, training and development, compensation, and labor relations and employee security.

For all human resource personnel and managers.

Customer Reviews (14)

Happy overall
Book was described as nearly new and it was, with the exception of some highlighted areas throughout the book. Overall happy with the purchase. Will buy from this seller again.

superb
It took a little long to arrive, but it was worth it. The book condition is better than describe; looks so new.thanks

HR Manangement
This book is a great book for those interested in Management or just simply working in the non profit organizaation.You will learn a lot about being an employee as well as being a manager.I have learn abundance of information and the book break it down in simple terms that you can understand.I recommed that anyone who work or going to school to be a manager or supervisor get this book.

Human Resource Management
Text is well written and filled with current references to business dealing with HR issues.

Wrong product
I am very disappointed because I dit not received the product that was actually listed for sale.I believe that people should be honest and list the edition that they really are going to send.I bought the Human resource managment book because according to the picture shown on the internet and the ISB NUMBER it was the same edition I was looking for, but instead I received the international edition, which was not the one I was hoping to receive.This is not good. ... Read more

Product Description
Sixty-three stellar academics, consultants, and practitioners look at the future of human resources

The follow-up to the bestselling Tomorrow's HR Management (0-471-19714-9), this book presents an international panel of expert contributors who offer their views on the state of HR and what to expect in the future. Topics covered include HR as a decision science, understanding and managing people, creating and adapting organizational culture, the effects of globalization, collaborative ventures, and investing in the next generation. Like its bestselling predecessor before it, The Future of Human Resource Management offers the very best thinking on the future of HR from the most respected leaders in the field. ... Read more

Customer Reviews (7)

Great purchase, great price
The book was in excellent condition and arrived quickly. The price was reasonable and affordable based on price comparisons. I am very pleased with this item.

Future of Human Resources
A lot of authors (64), touch an important range of HR issues. Every chapter provides tips and advise on how can we face each HR issue, adding value to the organization.

Business Imperative/Business Critical
If you are interested in the critical issues facing Human Resources today and business leadership in general, this text is a must. This book is for the HR practitioner and corporate leaders. The strategic business partner role is the future of Human Resources as the tactical and transactional basics of HR are either being exported outside of HR departments or outsourced. The HR role today is business focused, business critical and business imperative. All the critical isses facing HR are discussed in this anthology - from the strategic national issues, regional issues and globalization. I highly recommend. I also recommend the first addition of this series "Tomorrow's HR Management: 48 Thought Leaders Call For Change." Thanks Amazon for bringing both books to my attention.

TW

Practice lags behind theory as usual
The first section of this book was interesting, but it was not an example of what was to come.Many of the practitioner/authors made it clear that actual practice lags behind the available body of knowledge.The usual development of jargon, charts and soft salable materials seem to still dominate actual practice.Many less than expert consultants want to make money and the HR practitioners want to bring in consultants that will make them look good.No wonder the title "consultant" has such a poor connotationNot much has changed in the past 30 years.

Many of the personnnel practices including recruiting, selection, retention, etc. have been written about for years and little is added here.Employee assessment was briefly mentioned, but the development of assessment centers that would measure results was not discussed at any length.Human Resource Accounting by Likert should have had much more explanation.The discussion of Power without differentiating power from authority was pretty weak.

People thinking about this book might ought to first read works by Rensis Likert, K. Lewin, Maslow and other leaders in Organizational Behavior.Experts in this field should be real experts and not just feel good marketers.

The Future of Human Resource Management by Ulrich et al.
The authors describe human resource management as both an art and
a science. It is an art because we are required to motivate,
build alliances, assume new roles, adopt to the corporate culture
and collaborate on mutually beneficial ventures.

Human Resource management issues range from functional experience
to talent management in an organization. An HR advisor is
knowledgable on core competencies . Generally, such a team member
is trusted by superiors to provide the talent necessary to
accomplish corporate goals. Often, it is necessary to adapt the
corporate culture to take full advantage of business conditions.
Employees must focus on building markets of customers locally
and globally. This task requires both new skills and a considerable technical analysis. The HR management process
is a science in that there are reams of statistical data to
sort and interpret for senior management, customers and governmental units at every level.

This work is a good primer for the Human Resource function in
an organization both large and small. ... Read more

Product Description
A thorough but concise treatment of today's key training issues: goal setting theory, new legal thinking, and the training of minorities. For human resource generalists and specialists in the private and public business sectors. Softcover. ... Read more

Product Description

Product Description
Wayne Cascio's Managing Human Resources, 7/e, is perfect for the general management student whose job inevitably will involve responsibility for managing people. It explicitly links the relationship between productivity, quality of work life, and profits to various human resource management activities and, as such, strengthens the students' perception of human resource management as an important function, which affects individuals, organizations, and society. It is research-based and contains strong links to the applicability of this research to real business situations. ... Read more

Customer Reviews (4)

Trusted Consumer
I was quite pleased with how responsive this seller was when I sent messages concerning my order with her. I would recommend this seller to most anyone.

Great Book, Great Service
This book has many great resources. It is very understandable and easy to relate to.

Cascio Managing Human Resources
Efficiency and promptness of delivery - 5 plus stars!I got this book in just a few days.Problems in the book were quite a few typos - to where I wondered if this was a final version of the book since textbooks like these go through substantial editing.Doesn't appear to have any affect on content - but I haven't compared my text with other students.

Super Fast!
Found this book on Amazon after pricing it at my college bookstore. What a difference! Paid less than half of bookstore price and the shipping was super fast! Would definitely recommend! ... Read more

Product Description

Encouraging a long overdue shift in thinking, this book gives managers and executives the means to maximize employee potential by first showing them how to increase the improvement power of their HR departments. Cheryl M. Jekiel, who has been implementing Lean initiatives out of HR offices for 20 years, defines the people-related approaches and practices needed to alter any cultural dynamic that keeps employees from leveraging their peak abilities. She looks at why so many companies allow this sort of waste to exist, how traditional HR departments have not been especially effective in combating waste, and why today’s HR department should be seen differently, as a partner delivering exceptional customer service to employees.

Everyone Needs to Learn and Improve
Everyone Needs to Participate and Be Involved

Ultimately, lasting change requires evolution in an organizational cultural and to achieve such change requires definitive changes in behavior. To ensure that changes are properly paced and effectively put into operation, the book puts forth a proven five-year plan that includes the building of improvement-linked competencies into each job.

Everyone Can Lead
Lead with the Customer in Mind
Lead by Teaching and Coaching
Lead by Creating More Leaders

A final section is designed especially for CEOs who must address their own views of HR before addressing improvement. They must recognize that Lean HR strategies and methods can be used to create a highly motivating place to work, and that anything less would be a waste of talent. To begin, an organization must realize the value of its HR staff and put it to use implementing improvement that is organic, fundamental, and self perpetuating.

Product Description
Contents include HR in context; HR and the labor market; HR planning-control to seduction; job design-signs, symbols & resignations; recruitment and selection; learning and development; Hr development-the organization and the national framework; management development; employment relationship and contractual regulation; establishing the terms and conditions of employment; reward and performance management; employee empowerment; from Morrison to Markets to modernization; HR in the public sector; international human resources; HR in Europe; HR in Japan, China & South East Asia. ... Read more

Customer Reviews (2)

Now this is a good textbook
This was a simply stated book that gave common sense examples.

The chapters were easy to understand without having to have your professor explain everything.

There are a couple of chapters that seem like they should be reorganized, and a couple of chapters that should be put in a different order. Overall though, this is a very good book to help you understand Human Resource Management.

Creative multimedia tie-ins, but getting dated?
I suspect that a new edition will be out shortly.Some of the Internet links sprinkled throughout this book are broken, and the text frequently refers to conditions as they were, "as of mid-1997."Hopefully, the authors will employ a proofreader/style editor, as the sytnax is awkward in a few places.That said, this is a good introductory book.The creative integration of Internet links and video case studies ("On Location at Showtime," and ABC News reports on business trends and issues) add to the value of the text.An Internet site allows instructors to develop an on-line syllabus for students to view and download.Key terms are set on the margins in blue print, repeating their definitions from the text.Summaries at the end of each chapter do the same, and include questions designed to verify reader knowledge of major concepts.The book dwells at length on diversity issues, which is appropriate, given the plethora of Exceutive Orders, Supreme Court decisions, and legislation mandating various EEO/affirmative action practices in the HR field.The chapters on recruitment, selection, and training are the strongest in the book, and cover the topics in a fair amount of depth. The chapter on labor unions reveals a pro-union bias; otherwise, the book is ideology-free.Overall, this is a more than adequate treatment of the subject, and is quite serviceable. ... Read more

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Customer Reviews (1)

Plus ça change, plus c'est la même
Lawler and Boudreau masterfully trace HR's efforts to become a strategic business partner, e.g. roles, skills, organization, and use of analytics. They have gathered and analyzed data from surveys conducted between 1995, 1998, 2001, 2004 and 2007. What is particularly telling in the data are the differences and similarity in views between Business and HR executives; often, plus ça change, plus c'est la même chose.Comments and alternative interpretations of such data are especially revealing.Also insightful are the newer topics that were added to the most recent survey which show that certain types of business strategy and management styles tend to drive greater use of HR as a strategic business partner. For example, organization performance, and knowledge driven strategies tend to encourage more value-added HR; there is a similar relationship between a high involvement management style and HR effectiveness. The book can be particularly useful for those concerned with organization and people issues including the relationship between more traditional HR disciplines and the more strategic emphasis of organization design, change and talent management----an apt preface and rationale for "retooling HR." ... Read more

Product Description

This essential book provides a thorough foundation for anyone studying or working in international human resource management. Featuring data and examples from international business, consulting practice, academic research, and interviews with IHRM managers in multinational and global organizations, it covers almost everything that is currently known in the field. The approach offers both a theoretical and practical treatment of this important and evolving area, relying heavily on the authors’ varied and international backgrounds.

Thoroughly updated and revised, this third edition includes learning objectives, key terms, discussion questions, and end-of-chapter vignettes for application of the ideas in the text. It is designed to lead readers through all of the key topics in a highly engaging and approachable way. The language is very ‘reader-friendly’ and it is global in scope and examples. The book focuses on IHRM within multinational enterprises (MNEs) from throughout the world, featuring topics including:

• globalization of business and HRM
• global strategy and structure
• global HR planning and forecasting
• global talent management
• global training and management development
• global compensation and benefits
• global employee performance management
• new trends in international HRM.

Uncovering precisely why IHRM is important for success, this outstanding textbook provides an essential foundation for an understanding of the theory and practice of IHRM. It is essential reading for all students, lecturers and IHRM professionals.

Customer Reviews (1)

Exploring HRM in the multinational enterprise.
A comprehensive text on IHRM. Covers problems for the multinational global firm, evolution of multinational enterprise, and HRM strategy, staffing, organization and human resource development, compensation and benefits,labor and employee relations, health and safety, support and specialinternational services, comparative HR practices, development of HRmanagers, and the future of IHRM. Impressive in scope and depth. ... Read more

Product Description
Named as BusinessWeek's #1 Management Educator, expert Dave Ulrich and his team of authors bring human resources a whole new way of thinking and practicing—moving the focus from internal issues to actively helping to set business strategies. Businesses of the future need "all hands on deck" when implementing new ways to stimulate grown and cost efficiency, and this includes human resources.

In HR Transformation, the team presents a four-phase model of transformation that shows you step-by-step how to make meaningful progress in contributing to the performance of your company by redesigning HR to work as a strategic partnership.

From the “#1 Management Educator & Guru”-BusinessWeek

“The authors have presented us with an accessible, readable, and practical illustration of a clear path for successful strategy execution in a complex environment.”
-Majed Al Romaithi, Executive Director, Abu Dhabi Investment Authority

“HR can only transform organizations if it transforms HR. This book shows us how. HR Transformation would have been important in the past-it is critical now! We are entering a new world. HR Transformation can help our organizations thrive in the midst of uncertainty.”
-Marshall Goldsmith, author of the Wall Street Journal bestsellers What Got You Here Won't Get You There and Succession: Are You Ready?

“Ulrich and his colleagues talk tough and provide a detailed blueprint for how those of us in the field can use our own tools to do a “720-degree” evaluation of ourselves. We cannot contribute to the success of our organizations until we upgrade ourselves.”
-Linda A. Hill, Wallace Brett Donham Professor of Business Administration, Harvard Business School

“Based on groundbreaking research with hundreds of companies and thousands of executives, HR Transformation provides compelling theory and practical tools to create alignment between strategy, systems, and people. This important book should be read carefully by leadership teams everywhere.”
-Mark Huselid, Professor of HR Strategy, Rutgers University, Co-author of The HR Scorecard, The Workforce Scorecard, and The Differentiated Workforce

Turn to the front matter for more than thirty rousing endorsements of HR Transformation.

INCLUDES CASE STUDIES FROM Intel, Pfizer, Takeda,Flextronics ... Read more

Customer Reviews (12)

Get this book!!
As a Human Resource Professional, whether you are an Individual Contributor, a Manager, Director, or VP; if you feel you are not being respected as a strategic partner in your company, this book will show you how to think and behave differently to transform your HR to create value.This book and the accompanying tools will guide you toward a solid understanding of what is needed to make a transformation from "doing" HR to being a full partner in the business.

HR Transformation - New Thinking in HR
Time and again, we have the world of HR being revisited - in the hope that we discover something new. That the effectiveness of HR is not going to be co-related to the HR Leader in that organization or that transactional focus is IT! Jokes apart, this book does raise the bar and the level of insight it provides to us.

It is very specific, and helpful in terms of ensuring that HR is linked, derived from and responsive to the business it serves. One has to be a careful reader, as one could miss a gem like' Simply stated, we propose that the biggest challenge for HR professionals today is to help their respective organizations succeed' Or the fact that a HR function needs to be able to answer the following questions "Who are we? What do we deliver? And, why do we do it?" - for it to have any hopes of survival or earn the basic modicum of credibility in today's business context.

I'm particularly thrilled that the authors dedicate a little bit to what they call - "Contribution" - as a part of what drives the understanding of talent (Talent = Competence x commitment x Contribution). It's about helping employees find meaning in the organization where they spend most of their waking time - in the context that the same meaning used to be provided by family, neighbourhoods, hobby groups and religious affiliations.

As a practicising HR Professional, I get some inspiration as to what a really comprehensive HR function would look like. As well as the extremely useful multi-media tools provided.

What leaves me a little cold, is I wonder if the context is truly global. Whether the recommendations and approach will work in a world where the dominance of historical markets is starting to shift. Where we sit today, is on the cusp - where perhaps the meaning of an organization will change - especially to employees (both volume/value wise) who will become the key users of what's dished out by management/hr.

Or to be a skeptic - how much of the new HR proposed is really a bit of smart wordplay - required to be contemporary and earn/maintain credibility with the smartest business leaders?

Even with that sense of slight disappointment, it's worth a read, especially for the chapters upfront, where the authors have some powerful ideas, communicated very well. If one reads those and asks oneself - what am I doing to get this done in my role - is enough value to justify a read. And, as the authors themselves, say - take this as a recipe - but make the dish your own.

A Thoughtful Guide for HR Transformation
HR Transformation is a must read for any professional who is serious about implementing the organizational changes necessary to align a firm's HR strategy with its business strategy.The book offers a pragmatic and structured approach one can follow to ensure that all aspects of the HR organization are considered and perfectly aligned with the strategic priorities of the firm.

As a business professional with 20 years of Fortune 500 company experience, I have read dozens of books on leadership, strategy, change management and people development.HR Transformation is perhaps the finest organizational transformation "field guide" that I've ever read.In addition to the great text, RBL has developed many additional on-line (multi-media tools) resources to reinforce the learnings by providing implementation suggestions and exercises.

How Can HR Transformations Be Successful?
Highly recommended for aspiring HR leaders and for all involved in organizational transformation initiatives. We're reminded clearly that HR Transformation is not about doing HR. The book starts with defining the large picture, core questions in the transformation model and links transformation to building organisational capabilities, competitive advantage and ultimately business success. Valuable inputs from the authors' previous books, including HR Competencies and HR Value Proposition have been brought together in a comprehensible manner. The online HR Transformation toolkit brings everything together for practical applications.

A real life workbook to improve organizational performance
HR Transformation is by far, the best book I have experienced in the 15 years that I have been in the Human Resources.I say "experienced" because it is not a book you simply read, mark up and set aside for later reference.This is a comprehensive tool utilizing various media to guide HR and line managers to develop common goals toward the success of the Company, through better human practices for performance. The written words, figures, detailed explanations and acess to Internet tools and exercises provide the means to build a roadmap with management and to form a commitment to focus on results. HR professionals who say they want to gain access have no excuse now for not trying again.

I especially appreciate the guidance and encouragement that is directed to how HR and line managers can work together to meet their departmental "business" goals.I am a strong believer that every manager (from line to C-level) should "own" a piece of their Company and that those working in HR should have a working knowledge of the business and adopt ownership as well. That way, all can better work as a team to achieve the desired end results for their Company. HR Transformation gives us the tools can help us accomplish this. If you are not yet covinced that this book is for you, go to [...] and you will be. I would like to thank Dave Ulrich and collegues for their commitment and passion in their quest for helping business be better through improving human performance. HR professionals are better because of you and your offerings. ... Read more

Product Description
The HR Professional's Career Guide recognizes and honors the human resource (HR) profession as a distinguished career path with its own set of challenges, opportunities and achievements to celebrate along the way. This book fills a gap in the literature and offers much-needed guidance, information, statistics, and tools for HR professionals who are intent on building their own long-term career paths. ... Read more

Customer Reviews (6)

Great!
I think this book offers really good advice and guidance for people entering or considering the HR career.

A real guide
This book differs from the rest of the getting started in HR books. This book is not a how-to resource for running an HR department, but a real framework for pursuing an HR career. Most others sort of talk about what HR is and give generic advice for students. This book has some of that, but also looks at real-world people who by accident or design choose HR, or are chosen by it, further alon in their work life and need to build a career path in the discipline. Along with the content are chapter endin interviews with real, successful HR professionals that bring the subject of the chapter into focus.

This book enables you to see the trees in the forest!
Every once in awhile, a book is crafted that helps a reader see the smaller picture in context of the larger picture. This is such a book. Jeanne Palmer does a terrific job at walking the reader through decision trees around HR career strategies and tactics. She makes it easy to understand the "who, what, when, where, why and hows"of the Human Resources world, and makes plain what is often seen as complicated or elusive. In my world of executive search, she has given me greater understanding ofthe HR professionals with whom we interface on a daily basis. I would recommend this book to anyone who works in the human capital industry.

In a nutshell, this is a career map for HR professionals
This book provides inspiration and practical information for readers at almost any stage of their careers. It is about cultivating an HR career over time. The chapters examine core competencies and key characteristics and how to: tell the stories behind career choices and accomplishments; lay out and track an HR career plan; plan your next career move well in advance; build a powerful network; overcome career missteps; come to terms with what you can't change and mitigate hazards to career prospects; successfully engage in senior-level interviews; and prepare for unexpected changes that offer new opportunities. Includes interviews with senior HR executives that provide lessons learned and insights. Appendices offer a map of career paths linked with qualifications and a list of valuable websites. Viewing this book as a senior HR professional and consultant (co-founder, Stern & Associates, hrconsultant.com) I wish such a book was available to me when I was first getting started. A must read for every HR practitioner and those aspiring to be one.

Career counselling for HR professionals
With so many HR professaionals helping others with their careers, this book enables such people to look after their own career through self assessment and interviews of successful people in HR.Surveying the HR landscape today, Jeanne Palmer enables you to map out your own career, assess what you need to get to your next goal, and how best to conduct yourself in acheiving it (including how to avoid common pitfalls and how to recovery from them).The Human Resource Professional's Career Guide is of particular help to those individuals who are at the beginning and all the way to the later stages of their career.For those who are at the end of their career or teach, it is an excellent tool for mentoring. ... Read more

Product Description
This book examines issue in human resource management in hospitality, including selection, compensation, motivation, training, and labor relations. ... Read more

Product Description

A Logical, Proven Framework for Understanding the Economic Value of Human Resources Investments

• How to choose Human Resources investments that deliver optimal strategic value—and eliminate those that don’t
• Best-practice metrics and analysis techniques for talent management, performance management, health and wellness programs, and much more

Investing in People introduces a breakthrough approach to Human Resources (HR) measurement that systematically aligns HR investments with organizational goals and helps make HR the true strategic partner it needs to be. Wayne F. Cascio and John W. Boudreau show exactly how to choose, implement, and use metrics to improve decision-making, optimize organizational effectiveness, and maximize the value of HR investments.

You’ll master crucial foundational principles such as risk, return, and economies of scale—and use them to evaluate investments objectively in everything from work/life programs to training. Cascio and Boudreau also introduce powerful ways to integrate HR with enterprise strategy and budgeting and for gaining commitment from business leaders outside the HR function.

If you truly want “a seat at the table”—or if you want to keep the one you have—you’ll find this book utterly indispensable.

Free software available online

You don’t need to be a math wizard to get results from Investing in People! Visit www.shrm.org/publications/books to access software that automates virtually all of this book’s key formulas and calculations.

Foreword xi

Acknowledgments xiii

About the Authors xiv

Preface xv

Plan for the Book xvii

Chapter 1: Making HR Measurement Strategic 1

Chapter 2: Analytical Foundations of HR Measurement 21

Chapter 3: The Hidden Costs of Absenteeism 43

Chapter 4: The High Cost of Employee Separations 67

Chapter 5: Employee Health, Wellness, and Welfare 99

Chapter 6: Employee Attitudes and Engagement 125

Chapter 7: Financial Effects of Work-Life Programs 151

Chapter 8: Staffing Utility: The Concept and Its Measurement 171

Chapter 9: The Economic Value of Job Performance 195

Chapter 10: The Payoff from Enhanced Selection 223

Chapter 11: Costs and Benefits of HR Development Programs 245

Chapter 12: Talent-Investment Analysis: Catalyst for Change 271

Appendix A: The Taylor-Russell Tables 285

Appendix B: The Naylor-Shine Table for Determining the Increase in Mean Criterion Score Obtained by Using a Selection Device 297

Index 309

Amazon.com Review
Susan R. Meisinger on Investing in People: Financial Impact of Human Resource Initiatives

"If you can't measure it, you can't manage it."

It's a lesson I learned more than twenty-five years ago, as a young manager, from one of the most effective executives I've ever worked with. More importantly, I also learned that "measuring it" wasn't enough. What's measured, why it's measured, and how the measurement is used to drive outcomes are what really matters.

As the human resource (HR) profession has continued to evolve beyond transactional responsibilities, many HR professionals have embraced the fact that technology enables them to collect and analyze data efficiently and in ways never before possible. They've discovered that the ability to analyze, measure and articulate HR's contributions to organizational success allow them to make even greater contributions within their organizations. They're using measurement to invest in people.

But many HR professionals aren't agile in the use of measurements to move their businesses forward. Some simply don't know where to begin or are still looking for the "one true way" to measure—or are asking, "just tell me what to measure and what the number should be." They are thirsty for an analytic framework that underlies the whole issue of measurement.

The mission of the Society for Human Resource Management (SHRM) is to serve the HR professional and to advance the HR profession. As you read this book, I think you'll find that Investing in People shares this mission. The profession will be well-served by the tools and analytic frameworks for the use of measurement provided by Wayne Cascio and John Boudreau. The observations offered by the authors on how best to "get started" in using measurements to inform and motivate strategic partners to think more clearly about the implications of decisions about talent will also serve the HR profession well. By basing their work on a foundation of solid scholarship and practice gained through their academic and consulting experiences, Wayne and John help to advance HR as a profession that is recognized as a decision science requiring special knowledge and expertise.

—Susan R.Meisinger, SPHR
President and Chief Executive Officer of the Society for Human Resource Management

... Read more

Customer Reviews (2)

Valuable for HR in large corporations
Investing in People is a valuable, technical resource that is probably most useful to Human Resource professionals in large corporations or labor intensive organizations.The title is a bit misleading in the sense that Investing in People doesn't really tell the average business owner or department head, or HR manager how to invest in people.

What this book does do, quite well, is to explain how the results of specific tactical HR iniatives can be measured.Given the soft, less than practical reputation of some work-life programs, this is a good thing.Its a proactive tool for theHuman Resource Executiveto use to measure the impact of something like a healthy eating program, a quit smoking, or stress reduction program.With this information the HR Executive can measure the impact of a given initiative, and decide rationally whether such a program should be continued or changed.Some of the areas examined are absenteism, health, turnover and work-life programs such as childcare.

This is a fairly technical book.Most HR execs who read it will end up assigningat one or more professionals to the task of applying the information.The workinvolved is not the kind of thing someone does during an odd slow period.To use this book an HR department has to be focused and determined to measure results. The population studied should be significant.For this reason Investing in People will be most useful to an HR exec who needs to study the effects of a program on a large population of employees.

A solid approach to strategic HRM
I think this is an important book for HR management.The authors show the way of moving from the odd notions of how well HR delivers its services to demonstrating hard number measurements of HR value added to the performance of the company.After presenting their argument for making HR Management as strategic as Finance and Marketing, they show you how to become more analytical in your approach to HRM.

They then go through ten subjects showing you how to analyze the financial impact of that topic and then offer you a case study to work through using the tools you were given in that chapter.Then ten topics are:

1) The Hidden Costs of Absenteeism
2) The High Cost of Employee Separations
3) Employee Health, Wellness, and Welfare
4) Employee Attitudes and Engagement
5) Financial Effects of Work-Life Programs
6) Staffing Utility - Concept and Measurement
7) The Economic Value of Job Performance
8) The Payoff from Enhanced Selection (hiring better people using tools)
9) Costs and Benefits of HR Development Programs
10) Talent-Investment Analysis: Catalyst for Change

I found this book to be smart, on point, easy to understand, and think it will be of real use to anyone serious about becoming more analytical about the HR Management function.

Reviewed by Craig Matteson, Ann Arbor, MI
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Product Description
The Tenth Edition of Human Resource Management continues to present both the theoretical and practical aspects of HRM.The theoretical material is presented throughout the textbook and highlighted via a marginal glossary.The practical aspects of HRM are presented through lively and pedagogically-effective examples woven throughout the text and in the end-of-chapter materials.This edition reflects the challenges of diversity, technology and globalization in the business world and how these forces impact the HRM function within organizations. ... Read more

Customer Reviews (23)

Human Resource Management Book Review
I ordered this book for a reasonable price in near perfect condition, as stated before my purchase. I was very pleased with the timeliness of the delivery as well as the wonderful condition of the book.

Good
Book came in great condition.The only thing is the product took a little longer than anticipated to receive.

Human Resource Management
The book I received was in great condition.The only thing I had an issue with was that this is the longest it has taken me to receive a product I have ordered off of here.

HRM
This book was a necessary purchase for a class that i have been taking.I think it is organized well but tedious to read.

Human Resource Book
The book came very quickly and was in very good condition (as stated in the description). ... Read more

Product Description

The Human Resources Program-Evaluation Handbook is the first book to present state-of-the-art procedures for evaluating and improving human resources programs. Editors Jack E. Edwards, John C. Scott, and Nambury S. Raju provide a user-friendly yet scientifically rigorous "how to" guide to organizational program-evaluation. Integrating perspectives from a variety of human resources and organizational behavior programs, a wide array of contributing professors, consultants, and governmental personnel successfully link scientific information to practical application.

Product Description
Focus on the information most important in preparing for the HR certification exam with a blend of practical HR concepts and proven HR practices found in HUMAN RESOURCE MANAGEMENT: ESSENTIAL PERSPECTIVES, 5E. To further your professional success, this concise essentials text by leading HR authors Robert Mathis and John Jackson reviews today's most important laws and regulations and addresses the information most often used by human resource professionals. Easy to use and economical, the book introduces HR concepts and practices in a format that's applicable for practicing HR professionals in virtually all industries. New chapter openers place concepts in a strong managerial context, making it easy to understand the importance and impact of the principles you are learning. Timely Internet resources and additional readings offer clear guidelines for further HR study in the areas that interest you. Discover the best in human resource management in HUMAN RESOURCE MANAGEMENT: ESSENTIAL PERSPECTIVES, 5E. ... Read more

Customer Reviews (3)

Book in great shape
The book was in great shape.As far as the text goes, the chapters are short, the text is easy to understand, and the layout of the book makes the reading easier to retain.

Human Resource Mngmt: Review
Book was in good condition. Book arrived on time. My only problem is that there was some gum stuck between 3 pages, which was not specified in the description.

Do not buy unless required reading for a class!
It feels bad enough to spend in the neighborhood of $[...] on a book that turns out to be a tiny little paperback that barely weighs a few ounces.It's pretty much a given fact that textbook prices are obscenely inflated these days.But when books are selling at prices like this, publishing companies could at least have the simple decency to hire a proofreader!So far I've only gotten through the first five chapters, but already (including the text and the glossary in the appendix) I've stumbled through more typos, misprints, repeated sentences or sections of text, and just downright poorly written sentences, than a fourth grade English teacher would expect to see in an entire year.

As I said in the title, unless you are required to buy this book for a class, please stay away!If you are an instructor, department head, or school administrator considering using this for a class, please do yourself and your students a favor and look elsewhere! ... Read more

Product Description
The third edition of Strategic Human Resources Management In Health Services Organizations articulates the links that exist among strategy, organizational design and behavior, and human resources management: It not only describes human resources functions within organizations but also provides a model of major organizational components that shape the human resources options available for health services managers. ... Read more

Customer Reviews (1)

STRATEGIC MANAGEMENT
Describes the relation between strategy and related organizational systems, and, the legal and economic environment, processes for the formation of strategy within health services organizations, the relationship that should exist between strategy and human resources management, and methods for strategic management of human resources at various stages of the organizational life cycle. Explicates the influence of these choices upon structural and behavioral systems and provides information on the performance of selected human resources functions such as recruitment, selection, training and development, compensation management, and negotiating and administering the labour relations contract.

TONY IRAGS ... Read more

Product Description
This popular text written from a ?what human resources can do for you? perspective, demonstrates how human resources fit into the organizational big picture. Many cross-functional topics are integrated throughout the text including, marketing, finance, operations, and accounting. Updated cases include material that reinforces the key concepts presented in the text and provides an additional practical perspective to problems faced by human resource managers. The market includes all universities that teach a course in Human Resource Management. It may be used for both upper-division undergraduate and graduate level courses. ... Read more

Customer Reviews (6)

Human Resource Management: A strategic approach
This book is a great resource.The book was in great condition and arrived as schedules.Thanks.

Happy Customer
I am happy that I got a great book for a good price.Communication was great and I definitely recommend.

Human Resource Management: A Strategic Approach
The book arrived on time and in perfect condition as described

I've always had good results when ordering used textbooks from Amazon

Very pleased consumer!!
Book came quickly DESPITE holidays, so I was able to start my course on time.Book arrived in better condition than described - could not find any flaws with it.Looked brand new!!Would def. order again, much cheaper than list cost!!!

Thanks a bunch!!!

If this is your textbook, skip the class for now..........
This textbook is very poorly designed, while it should be a resource to help us understand common HR practices, it does not explain many of the terms used in the explanation of HR practices so unless you take the time to research the terms, this textbook makes it difficult to grasp HR management strategies.If this textbook was created for someone already practicing HR it would be helpful. ... Read more