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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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Talent Management - A 'Vague Concept'

August 27 2007 - "Talent management" is a vague concept for many organizations, according to a recent survey of 524 business professionals by the Institute for Corporate Productivity (i4cp).

The survey found that only 30 per cent of respondents rated their company as good or excellent at managing talent. Only a quarter reported that their organization had an agreed definition of the term, and 38 per cent that it was used to any significant degree.

The survey suggests that, when implemented successfully, talent management is associated with performance benefits. Companies that define and make frequent use of the concept are significantly more likely to perceive themselves as good at managing talent and be high market performers. Nearly half of the best market performers rate their ability to manage talent as good or excellent (compared to 35 per cent overall).

The survey found that companies that identified as good talent managers were also more likely to integrate it with other human capital processes and to believe that all managers, not just HR professionals, are responsible for talent management. Respondents cited "more effective communication about its importance" as the most significant strategy for improving talent management.

Jay Jamrog, i4cp's senior vice president of research said:

"It's no surprise to me that talent management pays performance dividends when it's done right. As the war for talent heats up, more companies will be looking at integrated talent management as their secret weapon to succeed and ultimately outperform. But it has to be more than just a buzzword. It has to become part of the culture of the organization, and the responsibility has to be borne by groups outside of the HR department."

Respondents identified nine primary components of an integrated talent management initiative:

      leadership development
      career planning
      development of high-potential employees
      performance management
      succession planning
      learning and training
      competency management
      retention
      professional development

Jay Jamrog commented:

"Understanding what the most important components of talent management are can go a long way toward helping organizations integrate the concept into their cultures and other human capital processes. Clearly, it's a lot easier to manage something well if you know what you're trying to manage."



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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