Fundamentals of Human Resource Management by Raymond Noe, John Hollenbeck, Barry Gerhart, Patrick Wright

By Raymond Noe, John Hollenbeck, Barry Gerhart, Patrick Wright

Fundamentals of Human source Management offers a whole advent to human source administration for the final enterprise supervisor who desires to examine extra approximately how HRM is utilized in the typical paintings surroundings. Its adaptive studying software and its engaging, focused, and applied content material make it the quickest growing to be HRM software at the market.

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In other words, whether it manufactures automobiles or forecasts the weather, for an organization to succeed at what it does, it needs employees with certain qualities, such as particular kinds of training and experience. This view means employees in today’s organizations are not interchangeable, easily replaced parts of a system but the source of the company’s success or failure. By influencing who works for the organization and how those people work, human resource management therefore contributes to basic measures of an organization’s performance, such as quality, profitability, and customer satisfaction.

Likewise, if a company plans to set up teams to manufacture products, it might offer a development program to help employees learn the ins and outs of effective teamwork. Decisions related to training and development include whether the organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. An organization may offer programs to a few employees in whom the organization wants to invest, or it may have a philosophy of investing in the training of all its workers.

Approaching these tasks in terms of talent management is one way HR managers are making the link to organizational strategy. At Zeno Group, a Chicago public relations firm, CFO Tony Blasco has collaborated with the HR manager to identify people to hire as future strategic needs arise. ” box, this commitment to talent management has yet to catch on at many organizations. As part of its strategic role, one of the key contributions HR can make is to engage in evidence-based HR. Evidence-based HR refers to demonstrating that human resource practices have a positive influence on the company’s profits or key stakeholders Human Resource Planning Identifying the numbers and types of employees the organization will require to meet its objectives.

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