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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: 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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Gender Sterotypes

October 1 2005 - A study by Elizabeth Gorman, assistant professor of sociology at the University of Virginia analyzed hiring decisions of 700 law firms in the USA in the mid-1990s. She found that stereotypes of men as decisive and aggressive and of women as indecisive and gentle are 'alive and well' and influencing personnel decisions at large, private law firms.

Elizabeth Gorman said:

"Women have gained a foothold in the legal profession over the past quarter century. But even among law firms, which should be more than usually attuned to discrimination in employment, the power of stereotypes shapes hiring to a statistically significant degree."

The study entitled 'Gender Stereotypes, Same-Gender Preferences, and Organizational Variation in the Hiring of Women: Evidence from Law Firms,' published in the American Sociological Review, is believed to present the first evidence from the workplace for employer discrimination according to gender stereotypes. In recent years, expert testimony in courts along these lines has been discounted because it relied on controlled laboratory experiments. The study also found that when women are in charge of hiring, organizations hire more women.

Other findings of the study included:

  • A majority of the law firms (55 per cent) had a lower proportion of women among their entry level hires than the proportion of women enrolled in law schools, suggesting a hiring disadvantage for women;
  • In 1994-95, on average, only 39 per cent of associates and 13 per cent of partners were women;
  • The presence of a female hiring partner increased the odds that a woman would be hired by 13 per cent.

Gorman argues that these results underline the importance of ensuring awareness among hiring officials that gender stereotypes can influence their decisions. Training and sensitization to the issues are important to battling discrimination. She also calls for the establishment of institutional safeguards, such as restricting the discretion of decision makers and requiring written records of all hiring decisions. The study suggests that the legal understanding of discrimination should be broadened beyond a deliberate decision not to hire a woman, to encompass the subtle impact of stereotypes on decision making.

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