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Managing people, human capital and culture - Human Resource Management (HRM) is critical for business success. HRM Guide publishes articles and news releases about HR surveys, employment law, human resource research, HR books and careers that bridge the gap between theory and practice.

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PHR/SPHR

PHR/SPHR: Professional in Human Resources Certification Study Guide

by Sandra M Reed and Anne M. Bogardus
The Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) exams from the Human Resources Certification Institute (HRCI) reflect the evolving industry standards for determining competence in the field of HR. Serving as an ideal resource for HR professionals who are seeking to validate their skills and knowledge.
This new edition is must-have preparation for those looking to take the PHR or SPHR certification exams in order to strengthen their resume.
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PHR Study Guide 2017

PHR Study Guide 2017: PHR Certification Test Prep and Practice Questions for the Professional in Human Resources Exam

Think all PHRŪ/SPHRŪ study guides are the same? Think again! With easy to understand lessons and practice test questions designed to maximize your score, you'll be ready.
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The Future of Human Resource Management

The Future of Human Resource Management: 64 Thought Leaders Explore the Critical HR Issues of Today and Tomorrow

Edited by Mike Losey, Dave Ulrich, Sue Meisinger
  The follow-up to the bestselling Tomorrow's HR Management, 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.
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Gulf between HR and Marketing

June 15 2005 - A survey by Corporate Project Resources, Inc. (CPRi), an interim marketing source for Fortune 500 companies, found that quality rather than quantity of communication between HR and Marketing departments is an ongoing problem. The survey showed that:

  • 81% of HR and Marketing departments communicate on a daily/weekly basis
  • 58% of marketers do not feel that HR understands what the Marketing department does on a daily basis
  • 36% of marketers believe HR could work more effectively with Marketing if they took the time to understand Marketing's role within the organization

"When it comes to finding the right skills and experience, marketing might be one of the most challenging to master," said Sean Bisceglia, CEO of CPRi. "Roles within marketing have been quickly evolving since the inception of the Internet. As the economic pendulum swings back and companies are looking to rebuild their marketing departments, HR executives will be tasked with understanding their marketing department's needs."

CPRi surveyed over 500 HR executives and over 1,000 marketing executives within Fortune 500 companies. They found that over 45% of marketing executives said that their biggest challenge with HR was having HR provide qualified candidates for open marketing positions. Another 31% of marketing executives said their biggest challenge with HR was having HR understand the urgency of filling gaps within the Marketing department. CPRi says that it aims to help bridge the communication gap by:

  • being a strategic partner to the HR department
  • helping them understand what marketing is looking for
  • quickly helping fill the gaps with quality marketing professionals on an interim or temp-to-perm basis.

Using contingent marketers

The survey found another disconnect over the use of contingent (temporary/agency) employees to fill gaps within marketing departments. While 71%of marketing executives said they would consider using contingent workers to fill gaps, only 45% of HR executives agreed.

"Since most marketing departments go through certain spikes throughout the year, whether it's the launch of a new product or an event, interim marketers are a great way for marketing departments to fill gaps that are only needed for certain period of time," stated Bisceglia. "In order to be a strategic partner to marketing, HR must understand the marketing department's workflow. CPRi helps provide insight to the ebb and flow of marketing departments and can be a resource to quickly fill needs with interim marketing professionals."

The full study is available at www.cpri.com.


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