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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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Corporate Communication

Corporate Communication: A Guide to Theory and Practice

by Joep P. Cornelissen
  Academically grounded, it covers the key concepts, principles and models within corporate communication by bringing together academic knowledge and insights from the subject areas of management and communication
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Identifying MBA Talent

Identifying new talent improves MBA recruiting for Fortune 500

August 17 2006 - Fortune 500 employers are discovering that recruitment of 'perfect fit' MBA talent on the campuses of leading business schools is becoming more difficult than ever, says MBA Scouting Report, a new company specializing in early identification of new MBA students in the United States and abroad.

There is an increase in the number of applicants to business schools, but corporations are seeing a 'significant dilution' in the pool of desirable MBA students at top tier establishments. Students are now spread among first and second tier schools as well as across multiple MBA programs (part-time, online and executive). Schools are compensating by reducing class sizes and/or admitting more international students, most of whom lack long-term work visas, says MBA Scouting Report.

For employers, this means they must send more recruiters to more campuses and spend more money trying to identify candidates with the desired qualifications for their organizations. For many, this process is too much of a drain on already-stretched resources. 'Organizations that don't adjust to these challenges will find themselves falling short of their hiring goals or reducing the quality of their hires', the company warns.

Maury Hanigan, president of the MBA Scouting Report said:

'MBA recruiting is akin to professional sports recruiting. You go out and find the best talent, you don't wait to see who shows up at tryouts. Today, employers must identify candidates very early in the school year in order to get the best candidates, rather than wait to choose from students who sign up for an interview or submit a resume. Recruiting talent early on is one of the ways for organizations to maintain their competitive edge.'

Some candidates - particularly those from minority groups - are recruited as early as the summer before their first year of business school, so employers cannot afford to wait until the spring semester to identify potential interns. MBA Scouting Report addresses this with a targeted, pre-screened list of students that meet the organizations' requirements. The employer can then begin to build a relationship with the best students before formal interviewing begins.

Potential benefits to Fortune 500 clients are seen to include:

  • Cost reduction - companies do not spend time and money interviewing candidates who are eventually not hired.
  • Broader candidate pool - top students from more schools can be considered without increasing the organization's recruiting staff or budget.
  • Greater yield - more candidates accept job offers because they have been engaged with company recruiters for longer.
  • Better hires - companies don't miss highly qualified candidates because they didn't pick them out of a resume book or connect with them at a recruiting event.
  • Earlier identification - the interview process is streamlined by eliminating hundreds of non-qualified students from the interview process, putting companies ahead in the competition to hire top MBAs that represent a 'perfect fit' for their organization.



Successful Onboarding

Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization

Mark Stein and Lilith Christiansen
  Fact: 1/3rd of all external hires are no longer with the organization after 2 years. What can you do about it? In a word: onboarding; although poorly understood, subject to narrow definitions, and with limited best practice understanding or management rigor. Consultants Mark Stein & Lilith Christiansen have worked with leading companies on it, and they've synthesized their work into a ready to use system.
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The HR Answer Book

The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals

by Shawn A. Smith, Rebecca A. Mazin
  The HR Answer Book addresses 200 questions that every employer needs to deal with, from recruiting and hiring to discipline and termination, compensation and benefits to training and employee relations. Accessible and concise, this on-the-job companion offers expert guidance on all types of "people" issues.
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