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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 2019-2020: 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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Dramatic Improvement in MBA Job Market

April 15 2005 - The job market for MBA graduates has been sluggish for several years but a recent GMAC survey finds that opportunities for MBAs are increasing rapidly and are set for a dramatic improvement during 2005. A total of 1,691 recruiters, representing 1,019 companies worldwide, participated in the survey.

The latest Corporate Recruiters Survey sponsored by the Graduate Management Admission Council finds that the improved job market for MBAs largely results from greater confidence in the economy. The percentage of survey respondents who said the economy is weak has steadily declined from a high of 99% in 2001-02 (the first year of the survey) to 82% in 2003-04. However, the current year's survey shows a significant turnaround in the perception of recruiters, with only 55% perceiving the economy as weak.

There was a drop also in the percentage reporting that the economy is constraining their recruiting plans. This year, only 30% of recruiters who said that the economy is weak also reported the economy constrained their recruiting plans - a massive reduction from 69% in 2001-02.

"All the signals are there for the best recruiting year since the irrational exuberance of the dot-com era. MBAs are back," said David A. Wilson, president and CEO of GMAC. "Recruiter optimism about the economy is translating into more openings, with larger numbers of companies coming back to more campuses than last year."

Different industries are experiencing different economic conditions. Recruiters in the high-tech (68%) and health care (72%) industries are significantly more likely than respondents in the finance industry to state that the economy is weak. Half of the respondents (52 percent) in the high-tech industry feel that the economy is constraining their recruitment efforts, compared with a mere 21% and 18% of respondents in finance and consulting, respectively.

Internships continue to have a major impact on the hiring of MBAs. Nearly one third (31%) of MBA graduates hired in 2004 served as interns at the companies where they found permanent jobs. The trend was particularly significant in the healthcare, manufacturing, and finance industries.

The average starting salary for MBA graduates for 2005 is estimated at $78,040, compared with $72,021 in 2001-02. The total compensation package for a new MBA graduate hire in 2005 is estimated at $96,657.

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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