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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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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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Acing Your Performance Review

By Alexandra Levit

Most people roll their eyes when it comes time for performance reviews.

This is because the review is, by nature, an uncomfortable and contrived process. In most companies, reviews happen once or twice a year, and during this time, every employee is forced to sit in a room with his boss and talk turkey about how he's progressed and how he's screwed up. Performance review documentation is notorious for being generic and vague, complete with ratings that are totally subjective and impossible to measure. Unfortunately, many reviews also take place in a vacuum: the items discussed are often not mentioned again until the next review.

As a result, many people perceive reviews as yet another bureaucratic exercise that wastes valuable time and need not be taken seriously. However, for all its flaws, the performance review is the only door to promotion inside much of the business world, so you must take advantage of it if you want to get ahead.

Preparing for the Big Day

If you don't care about your review, no one else will. The worst thing you can do for your career is to go through the process passively. Whether your company's review cycle takes place annually or bi-annually, your preparation should typically start weeks before. Think of your review as an opportunity to sell your manager on your value to the company.

You'll have a great head start if you've mapped out clear career goals and you and your boss have discussed them on an ongoing basis. Take your last review out of the file cabinet and dust it off. Look at the goals and/or action steps outlined last time around and gather facts to support how you've progressed in each area. Brainstorm concrete examples that illustrate outstanding performance and practice communicating them so they're on the tip of your tongue. Then, make a list of all of the things you would like to cover in the review conversation, independent of your manager's agenda. Your objectives will probably include soliciting feedback on your progress, identifying new goals and growth opportunities and hammering out a long-term promotion plan. This last item is particularly important. While you can't reasonably expect to be promoted after every review, you should at least leave with an understanding of where your current responsibilities are leading.

When it comes time for the actual review, make sure your boss gives it to you. This may sound ridiculous, but you'd be surprised how many companies will allow managers to get away with skipping the review process entirely. After all, bosses are busy and employee reviews are not on the top of their list of priorities. Remember, though, that it's your right to request a timely appraisal. During the meeting itself, maintain a good balance between listening to what your manager has to say and playing an active role in the conversation. Just because your boss offers constructive criticism doesn't mean you won't get a promotion or raise, so keep your defensiveness to a minimum. Even though a casual chitchat session might be more comfortable and fun than a serious conversation about your career aspirations, insist on getting through your objectives for the meeting.

Don't be afraid to ask questions about your boss's feedback and make sure you read over your written review carefully before signing it. Once the cycle is complete, your manager might be perfectly happy to forget about your performance for the next five or eleven months. Don't let her. Be proactive about setting up regular meetings to review your progress, address potential problems and incorporate new responsibilities and priorities into the master plan. If you keep the lines of communication open, nothing that comes up in your next review will be a surprise. Who knows, maybe you'll even look forward to it!

Continued: Asking for a Raise

Alexandra Levit worked for a Fortune 500 software company and an international public relations firm before starting Inspiration @Work, an independent marketing communications business. She's the author of They Don't Teach Corporate in College: A Twenty-Something's Guide to the Business World (Career Press 2004; This excerpt was reprinted, with permission of the publisher, from THEY DON'T TEACH CORPORATE IN COLLEGE © 2004 Alexandra Levit. Published by Career Press, Franklin Lakes, NJ. All rights reserved.

They Don't Teach Corporate in College

They Don't Teach Corporate in College: A Twenty-Something's Guide to the Business World
by Alexandra Levit
  Based on a mix of interviews, research and personal experience, this book's upbeat advice focuses on tangible tactics that recent college grads and experienced twenty-somethings can put to work immediately to enhance their employability now and in the future.
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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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