HUMAN RESOURCE MANAGEMENT BOOK
The textbook covers most HR topics that are found in other HRM textbooks. Although many issues related to Equal Employment Opportunity (EEO) were. This work is licensed under a Creative Commons-ShareAlike International License. Human Resource Management. This book is not just one of the many introductions to Human Resource Management that are published, year after year, for use in HRM classes. Authors of those.
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What is Human Resource Management? Find the answers you need in these books. The titles in this category concentrate on the most important topics and. Human Resource Management, Twelfth Edition Changing Nature of Human Resource Management 2 .. HR professionals, the book is extensively used to. Agile People: A Radical Approach for HR & Managers (That.
The cases provided at the end of every chapter is also very helpful. Consistency rating: 5 I found the textbook to be consistent. There is not much of overlap between chapters. The book chapters are arranged in a logical chronological order , which provides an opportunity for the students to built on the concepts learnt in earlier chapters. Modularity rating: 5 The textbook is divided into different sections and organized very well.
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It is easy to read and understand each section. The table of contents provide link to different sections, which makes it easy to access the particular section in the textbook. Students would be curious to know about the benefits that they would be entitled for, as an employee. It would help to provide more details about employee benefits. Interface rating: 3 There is a scope for improvement, although I did not encounter major issues.
Grammatical Errors I did not come across any grammatical errors. Cultural Relevance rating: 5 The textbook appears inclusive. It is neither insensitive nor offensive. It has a separate chapter dedicated towards diversity and multiculturalism. It also makes a good point in that while diversity is about the ingredients, the mix of people and perspectives, inclusion is about the container, the place that allows employees to feel they belong, to feel both accepted and different.
Cultural sensitivity is a critical issue in managing people in an organization. It is one of the best textbooks I have used. It presents both the theoretical and practical aspects of HRM in appealing and convincing way. Overall, it is clear and easy to follow and is a great textbook for course in HRM for undergrad students.
My two comments are: Adding two more chapters: Equal Employment Opportunity EEO and employee benefits and updating the text with most recent laws and regulations. The book covers a wide variety of topics related to human resources management.
There is 1 brief mention of analytics for candidate sourcing, but much more discussion of HR analytics is needed in order to bring this forward to present day. The HR analytics subfield has grown dramatically in its significance to the field during the past decade. Also the related subfield of HR Information Systems is barely mentioned at all.
A solid understanding of HR practice requires knowledge of how these subfields work and how they relate to the other subfields such as recruitment, training, compensation, benefits, etc.
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The content is somewhat accurate but not always unbiased. For example, the discussion of how we define diversity vs multiculturalism is not necessarily how I would have constructed it. Another example is Table 2.
The citations URLs overall — when they are not broken links -- are from random local news and other types of websites that are rather dated like jobs. These are the kinds of sources that disappear quickly.
Academic citations would be much more stable, but admittedly less digestible for the average student. However, more solid academic citations would be more useful as resources to give students for writing their own academically rigorous papers. HR is a difficult topic to keep up-to-date. The activities are actually really good and pretty much timeless, especially the suggested group activities although most of those would be hard to do in an online class, could be useful face-to-face.
I have several concerns in the discussion of generational differences. Millennials now make up a slight majority of the workforce. Would be more compelling as a discussion of how Generation Z — the group really entering the workforce and college in the next 5 years — as Digital Natives differs from Millennial, Gen X, Baby Boomer and the earlier generations work styles.
In fact, Baby Boomers — and some of the older generation too -- have stuck around. Because of the recession, many could not afford to retire when they planned. As an instructor with this book I would have to supplement with more current articles. Also I have several concerns in the areas of compensation and benefits. The ACA discussion is very, very outdated. Section 6. Also policies and employee relations matters need updating.
Sections about social media recruiting are very outdated reflecting a timeframe. Issues with mobile device usage by nonexempt workers i. Internet usage policy is mentioned but nothing specifically about employee rights under the National Labor Relations Act even in non-union employers to conduct protected concerted activity online. This has in practice limited the legal scope of Internet acceptable use and social media policies.
The writing is accessible, conversational without being unprofessional, and generally clear even when addressing complex, confusing jargon-laden HR topics. This is where this book excels! The framework and terminology used are generally consistent without the textbook, although not always consistent with the terminology actually used by current-day HR practitioners. It would be pretty easy for me as an instructor to pick and choose chapters from this book to utilize and not stick with the textbook order.
For example, I would pretty much scrap Chapter 6 compensation and benefits and replace with more current articles that reflect current practice in Total Rewards, particularly the impacts of the Affordable Care Act.
But much of the other content I could use without too many changes and without much concern that the chapter refers to the previous chapter a great deal. The content generally flows well, although some of the "key takeaways" call-out boxes could be shorter and more succinct.
Most of the video links did not work for me, and the ones that did were pretty low-quality videos. Maybe that's just a function of my connection speed, but could use enhancement. Many of the images were stock photos of questionable relevance to the content.
The grammar and the writing style were generally easy to follow and there were few typographical errors. The discussion of multiculturalism vs diversity is a good one, but leaves out the most common diversity and inclusion training concept in U.
Also the imagery is still mostly white faces in this chapter, which is also problematic. Aspiring HR practitioners are in my experience more diverse than the general student population. Overall, the book has too many white faces in its imagery whether stock photos or cartoons which is problematic given the increasingly diverse U.
A textbook about HR matters including diversity and Equal Employment Opportunity needs to be especially cognizant of this. The textbook is very comprehensive, covering various subjects adequately. Unlike most other HRM textbooks, some unique chapters e.
However, some areas can be improved by adding more explanations or However, some areas can be improved by adding more explanations or detailed information. My overall impression about the contents is that they are short and simple. This is fine for a survey textbook, but can be too brief for students wanting to study the topics in depth. Furthermore, it would help to have an index or glossary at the end.
Some of the HR content e. Considering that the textbook was written several years ago, an update is recommended in terms of the content and the supplementary materials. The author did an excellent job on clarity of the content. The content was very straight-forward and well-guided for readers. The textbook has a high-level of consistency in terms of terminologies, interfaces, and organizations. The topics are arranged in a logical order.
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Also, chapters throughout the textbook did a great job on connecting different topics by referring to other chapters appropriately. This may help students understand the interconnectivity of contents.
There were no significant interface issues. The textbook's interface was easy to follow and consistent throughout the chapters. However, I recommend addressing an issue regarding page layout for tables or figures. Specifically, several pages do not present tables or figures despite showing only their titles. For example, the title of a table is placed on page , while the actual table is shown on page Similar issues are found on pages and pages I did not notice any cultural insensitivity or offensiveness in the content.
Rather, the textbook puts the importance of cultural perspectives as one of the key fundamentals for good HR practice; this was done by placing the subject of diversity and multi-culturalism at the front of the textbook while other HR textbooks do not. The author did an excellent job on making the content very practical and interesting.
Each chapter has a good balance of containing both general information and the necessary how-to's for particular, real-world situations. Human Resources Recall, cases, and exercises at the end of each chapter are very critical and thought-evoking - one of the best that I have ever seen.
Lastly, this book leaves a very positive impression in regards to the quality of open textbooks. This reviewer hopes the use of open textbooks becomes more mainstream throughout universities and other teaching institutions. The textbook covers most of the main topics typically associated with HRM and includes a "linked" table of contents.
The depth of coverage varies for each topic. The information on compensation, for example, is quite detailed and interesting, but the information on selection tends to "mention" ideas rather than develop details. In Chapter 4, the section on job analysis seems peculiar. First, figure 4 provides a very simple process model e. Where are students of this course supposed to get the questionnaires? Then task vs. If a competency approach focuses on KSAOs, is it still a job analysis?
A lot of the information presented is general and most information is accurate, albeit dated in places. Some of the information provided is incorrect. In other places, the presentation of information is peculiar and somewhat misleading, if not incorrect. It is important to note that some cognitive ability tests can have disparate impact.
For example, in EEOC v. Ford Motor Co. In fact, many if not most cognitive ability tests administered in the U. This is an important consideration, but is it part of the definition of what cognitive ability tests are? Why not have a separate paragraph about disparate impact in selection tests, which would include considering how interviews and various tests might create adverse impact? A few studies have found some support for the culture shock model of adjustment, but several studies have found that this model is not very accurate.
Further, expatriation is only one type of global assignment, and is not necessarily the most popular type of global work performed in organizations today.
More recent research evidence would really help to update the material presented. An HRM textbook can be difficult to keep up-to-date, and the author has done a good job in terms of the many laws and changes to HR systems that have occurred since the s. That said, the underlying assumptions and research evidence for the different recommendations regarding key HR practices do not always reflect current thinking in the field. There is so much to cover and keep up-to-date, it might be helpful to have co-authors from different areas of expertise in the different HR functional areas work on this textbook.
In addition, some of the actitivities seem dated. For example, in chapter 1 the exercise reads: The language used throughout the book is professional and accessible, but sometimes the author assumes that little to no explanation is necessary for examples or key points. Although the video is over twenty years old, the concepts used in it are still true today.
Why is this video excellent? The author writes, "this book is equally important to someone who wants to be an HR manager and to someone who will manage a business," but for the most part this book assumes that the reader is a student looking to begin a career as an HR manager. All of the information and cases put the reader in the role of an HR manager or consultant.
For example, in chapter 1, "You have just been hired to work in the human resource department of a small company.
For someone going into HR, some of the scenarios make it seem deceptively easy to change an organization's culture or people's attitudes towards, say, training or performance. In several places, key information is presented more like "do's and don'ts" advice than evidence-based guidelines. The overall format of the book is very consistent, with key concepts presented at the beginning and summary definitions and exercises presented at the end of each chapter.
Some of these exercises and cases seem quite good and interesting. For example, job analysis and specification needs to come before recruitment, which logically precedes information on selection, training, and performance appraisal.
Overall, this textbook does a fairly good job addressing so many different but related concepts and practices in separate chapters, and as such could probably be reorganized to some extent. One thing that could be improved, however, is the fact that in the first five chapters, the author often mentions that other topics will be covered later in the book.
For example, several legal concepts are embedded in the material for different chapters, but sometimes this information seems "too little, too late" in that students may not have the opportunity to develop an overall understanding of the U. By the time they get to international HRM in Chapter 14, it may not be obvious why the managers in the case about operating in Peru were unable to anticipate cultural and legal differences.
The opening case for chapter 4, similar to the one used in the other chapters, seems to refer to a employee company. Is the author recommending a job analysis for 50 employees? What about person-job fit or person-organization fit? The interface is ok. There aren't many images or figures. The figures are fairly small on the screen, and it would be good to have a "click to enlarge" link associated with some of them.
The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening.
I did not find this text to be insensitive or offensive. In chapter 3, the author perhaps approaches inclusiveness to a fault. At the end of the chapter, the focus on inclusiveness and respect seems to fade into the background: I appreciate and admire the effort that went into preparing this text, as I believe it is a tremendous endeavor in a rapidly changing field that functions in so many different ways in different types of organizations.
The exercises and case examples are a strength and they reflect the author's commitment to students application of course concepts and their development of critical thinking skills. That being said there area few areas that were left out or could be elaborated upon: Equal Employment Opportunity should have an entire chapter devoted to it. Workforce, jobs, and job Workforce, jobs, and job analysis should have an entire chapter devoted to it.
There should be a chapter devoted to employee rights and responsibilities. A new release is probably due to discuss changes in healthcare, etc. Content was accurately represented just needs to be updated with most recent laws and regulations , error-free, and unbiased with good examples and links that support the content. The most recent reference source noted was which is already 5 years old. A newer release would be good to make sure that recent changes in laws and regulations are covered such as with healthcare requirements.
It is consistent in that chapter concepts are introduced and further expanded upon, therefore, I see no disruption to the reader so yes the book's content has modularity.
I think the organization is for the most part good. However, equal employment opportunity should be covered early on and as I mentioned in 1 there are chapters that combine two important topics that should be in separate chapters, etc. Some videos required additional login information that I was not able to view.
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For the most part the book's interface was good. The content was written with no biases, it utilized good examples that were inclusive. I did not perceive anything to be insensitive or offensive. I teach a senior undergraduate level HRM course and this course needs to cover the latest in rules and regulations which this text does not in some case.
Therefore, I would not adopt this text for my course but it may be appropriate for lower level HRM courses. The text covers most of the necessary material to support an introductory course in Human Resource Management for undergraduate business students.
Details in the Relevance section. Dilbert Video in Chapter 1. Text uses data from census that should be updated Figure 1. Generational differences article was from The book was primarily written to the potential HR Manager. Sections on how to develop an HRM Plan, for example, would not be relevant to managers of other functions, even though the tasks in the HRM Plan might represent valuable work for any manager to perform.
I really like some of the examples and explanations of concepts. Section 3.
Chapter 4 on Recruitment is also very clearly laid out and would be simple for students to follow. Good integration of motivational theories to help students think about various compensation plans in Chapter 5.
The text could easily be aligned to a 10 week term or 15 week semester course, as the chapters can be assigned singly or in pairs to students and support classroom activities and projects. Chapters could also be assigned and used out of order. I thought the flow of the text was fine. Getting back to the text after watching a video required using the back button — it would be easy for students to be distracted by the additional videos offered, and not go back to their reading.
There were also some links that required a user. There were also YouTube videos linked to the text that are no longer available i. Chapter 3. There was a very good chapter on Diversity and Multiculturalism Chapter 3 and another on International HRM Chapter 14 that were very good and added to the global relevance and cultural issues in organizations.
I think this is a great book, and could be an asset to a course in Human Resource Management for undergrad students. It is well written and provides clear, easily usable activities, exercises, and cases. My only issues are that there are some issues with some of the videos and quite a few of the resources need to be updated to ensure relevance.
There have been several key legislative changes which have impacted the field of HRM since the text's last update. I was not able to locate an index or glossary per se, however, a list of references is provided at the end of each major topic. I did not observe any inaccuracies in reading the text and the language used is objective and neutral. The book is definitely arranged to make future updates relatively simple. In my earlier comments, I suggested several potential updates which could be along with all others seamlessly integrated into the existing work.
The author does an excellent job of keeping the text readable, particularly when addressing topics that can sometimes get bogged down in legalese and other jargon we love or acronyms. The author introduces the language of HR in a way an everyday reader can interpret. In its current form, the text is reasonable modular. Chapters are broken into topics and these are referenced in the Table of Contents making navigation straightforward.
Within each topic are various subtopics. These are arranged and blocked in manageable sizes for the reader. In many cases throughout the text, the number of subtopics under and topic heading are fairly large. It would benefit the reader to either have more topics with fewer subtopics, or to have subtopics referenced in the Table of Contents for easy navigation.
The topics are presented in a fairly standard fashion that mimics the flow of human capital through an organization. This is a glaring omission in many other works, and it serves to make the concepts feel isolated and distinct when they are very much interrelated. I did not observe any issues with the interface or distortion. I will note that at least one video link I attempted to follow required login credentials and I was therefore not able to view it see Chapter 2. The text includes a chapter on the front end devoted to Diversity and Multiculturalism.
I see this as an improvement over many texts that do not have a devoted chapter on the subject, or that "tuck it away" towards the end.
Cultural sensitivity is an important issue in HR and General Management, and introducing the topic up front allows the reader to consider cultural issues throughout the remainder of the text. The author does a noticeably good job of selecting images and stories the reflect cultural diversity as well.
One of the more comprehensive yet readable HR textbooks I have encountered.It is easy for an employee to fool their boss into thinking they perform well by giving it their best.
It is one of the best textbooks I have used. Consistency rating: 5 I found the textbook to be consistent. Comments I teach a senior undergraduate level HRM course and this course needs to cover the latest in rules and regulations which this text does not in some case. Why is internal communication important and what are the advantages that it can determine for an organization?
The cases and video links provided would help the students to understand the concept in a better way.
Cultural sensitivity is a critical issue in managing people in an organization. This book provides an introduction to the theory and practice of managing diversity and Equal Employment Opportunities or EEO.
An example is people who score high on the big-5 personality trait of conscientiousness. For example, in chapter 1, "You have just been hired to work in the human resource department of a small company.