Books on human resources management

 1) The Manager’s Guide to Maximizing Employee Potential – William Rothwell

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With the book Maximize staff capacity, you will learn how to master and practice management talent every day. You’ll discover how your beliefs about work and human nature and your daily behavior in the workplace affect how employees’ ability and motivation to work.
There are many books written on the art of talent management. Still, only a few of them focus on how busy managers can combine the crucial task is their discovery, development and keep the best people in their daily work.

The book takes you to go through each strategy is simple but extremely effective:
Assessing the potential of each employee;
Attractive, evaluated the candidates based on the criteria really important and choosing the right people for each position;
To conduct training regularly through work;
Assess how your employees are working and often give positive feedback;
Actively encourage employees to career planning and advancement;
Transmitting the informal knowledge through assignments, tutorials, and after lessons;
Completing capable of guiding employees and seize the opportunity to develop this capability;
Working as a model for the development itself constantly, and more.

Targeted are the managers of all levels and typical portrayal, an indispensable handbook that explains why the management. Not the HR department must take the lead in attract, nurture, and keep those who work most effectively, most worthy of promotion … with the practical skills they need to do a great job every day.

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2) The Future of Human Resource Management – Mike Losey

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HR issue deserves attention, and HR professionals can make the difference between success and failure in the organization and affect colleagues’ lives.
HR as a profession
In 1996, Thomas Stewart, currently editor of the Harvard Business Journal, wrote an article in Fortune magazine that personnel bureaucratic, inefficient, and contribute very little to the organization’s success.

A lot of work has taken place since the article was published. At a recent SHRM conference, Mr. Stewart has led a program for HR professionals from the “100 companies with the best working environment” by Fortune magazine. That is not to show that he has completely changed the perspective of the impact, role, and efficiency of the personnel, which seemed both Stewart and HR managers have concluded that the HR profession will continue to exist and become more effective past.
With regular work environment changes, determining staffing requirements is not an easy task. Since the early twentieth century, they have identified the most important HR knowledge to teach, learn, and experiment. However, let’s have more work to do to realize the full potential of this occupation.

The purpose of this book is to help us achieve that goal.
Predicting the future – The main factor for the success of HR
HR leaders need to accurately predict the future and how these changes affect their responsibilities. Without recognizing and accurately planning for changes in the business environment, they can not implement coping strategies actively (proactive) – but only in style react (reactive) – and with a much higher cost.

Due to the very rapid changes occurring in today’s work environment, any HR leader who wants to create strategic contribution must look to the future with more foresight and Main determination than ever.
That is not an easy task. The author might have suggested a policy or specific practices in this book, while another might offer an opposite approach. But who is right and who is wrong is not important. The problem is that HR leaders, consultants, and academics need to consider the current and future challenges in a dedicated current and orderly. Only then will we be able to do better than before.

The sections in this book reflect the management personnel is currently heading: They focus on the results rather than action.
Hopefully, the articles in this book will generate much debate and not be used as the solution and will shape the situation where HR professionals to solve in the future. Hope can inform HR professionals about their potential, what they can do, and their requirements. The authors hope that confirms what expert experienced personnel know and helps us envision the next generation of HR professionals next. The authors also hope that I have indicated the HR profession. The authors constantly rediscovering themselves allows them to contribute more for the people they serve, the organizations they create, and the society in which they live and work.

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3) Gung Ho Turn On the People in Any Organization – Ken Blanchard

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“Gung Ho – Recipes promote employee enthusiasm” skills lessons on human resources management, namely increased labor productivity of employees in the form of a story.
Gung Ho began to set in a factory owned by Walton is standing on the calf brink of bankruptcy. Peggy Sinclair received director Walton factory 2 with a stagnant work environment in both crew leaders and workers. The only bright spot of the plant’s quality control department finished under the direction of Andy Longclaw – head of quality control of finished products. With the help of a master of business administration tribal, Peggy has become revive shining plant example in terms of revenue and ways to manage the work environment.

Their secret lies in Gung Ho’s philosophy associated with Andy’s grandfather’s secret three basic motivational by retransmission.
– The spirit of the squirrel: The relationship between the objectives and significance of the collective work of each individual. Between goals and objectives results in an organizational value.
– The way the nutria: How to manage employees through values ​​and objectives.
– Gift of geese: The principle of motivating and encouraging staff.

The story’s tone is transmitted through Gung Ho – a private cryptographic conversation of the two main characters, a slogan calling for the challenges and efforts to grow constantly. The age-old problems such as setting goals and objectives spread, licensing. The reward is expressed through allegorical figures of animals such as squirrels, beavers, geese, making the philosophy come alive, close, and rich in associations.

Besides, the management principles are built on a plot based on a brief and casual relationship with love between two people plus the wealth of enthusiasm and ideas.
Mark on the most urgent needs of today’s companies needs a management tool that can help change the staff of the most enthusiastic customers. Gung Ho is attractive, and the reader makes sense inspire administrators are faced with the problems of operating personnel.

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4) Human Resource Management – John Ivancevich

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Managers are aware that Human Resource Management (Human Resource Management – HRM) is a strategic function, plays an extremely important role in governing the company’s success. HRM is no longer a limited service or an offensive unit for the staff. HRM is active in charting a strategic course that a company needs to keep its competitive advantage and achieve higher productivity and efficiency.

Like the previous edition, the 11th edition of this explanation of the management-oriented, i.e., HRM, is seen as related to the management of each unit, project, team. The manager is always faced with the problem, the challenge, and the personnel decisions. Each director must play a diagnostic resolution and staffing issues and skillfully apply the concepts, processes, models, tools, and HRM methods. This book focuses on the process of HRM application in organizational management and real situations. Realism, pragmatism in understanding, and critical thinking are the basis of the subject presented in each section of this book.

Human resource management is essential for all organizations. The heart of it is the employee, and the employee is a vital element of the company. Without them – the workers, the company does not need to have the computer system, pay plan, claims strategy, planning, and strategic processes. Because human resource management activities involve many workers, the company needs to adjust the works subtly; properly implemented, and managed continuously to achieve the desired results. HRM emphasizes the human element in the work environment, and its concern is how the personnel in the company are happy and prosperous.

This edition focuses on:

1. The directors and executives are responsible for optimizing operation and correct moral action.
2. The employees (including engineers, secretaries, computer programmers, designers, mechanics, chemists, teachers, nurses) to carry out work.
3. The expert’s advice, help, and support managers and employees in non-managerial work.

The students and faculty have confirmed the strengths of this book is easy to read and easy to understand. However, it has never been used as a dictionary or encyclopedia compendium of tools, laws, or ideas in HRM. Instead, its purpose is to give teachers and students a book to study and stimulate their thinking while constantly updating the doctrine and principles of Human Resource Management.

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