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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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Perception Of Consultant Quality Trails That Of Permanent Staff

November 6 2007 - A recent survey finds that hiring managers are twice as likely to rate their permanent staff as 'excellent' than they rate consultants.

The survey of 899 randomly selected U.S. hiring managers was conducted by Yoh, a unit of Day & Zimmermann. The hiring managers were selected from outside Yoh's customer base. The survey asked respondents to rate the quality of their permanent employees on a report card scale, on grades 'A' for 'excellent' to 'F' for 'failure.' 513 of the hiring managers who used consultants rated their quality on the same scale. The survey found that:

  • Only 15% of hiring managers rated their consultants as 'excellent.'
  • Around 30% of respondents rated their permanent employees as 'excellent.'
  • Almost 58% rated their consultants as 'above average' - 'A' or 'B' grades
  • 83% graded permanent workers as 'A' or 'B' this year - compared to 80% last year.
  • 'D' and 'F' ratings were similar for both groups - 7% for permanent employees, and 8% for consultants.

According to Yoh's press release, a number of factors cause hiring managers to rate their full-time employees higher than consulting staff. For example, a reluctance on the part of many organizations to 'fully invest in or integrate their consulting staff with permanent staff.' Inadequate investment and assimilation may then lead to:

  • less-than-ideal hires
  • inefficient teams
  • a divided work force, and
  • mediocre output.

Some organizations will move consultants into jobs for which they are not qualified in order to 'retain consulting head-count' - e.g. allocating a software engineer to user support after launching new technology. Yoh state that this 'unfairly sets up consultants to potentially fail in their new role.'

Yoh places consulting and permanent professionals in companies. Yoh's Vice President of Strategy and Marketing, Jim Lanzalotto, commented:

"Consulting talent is not a commodity, yet many employers and staffing firms continue to view it that way. Companies stand to achieve optimal results from both consulting and permanent staff if they understand their business needs, communicate those to a capable staffing partner, integrate teams and commit resources to finding and training quality consultants."


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