Introduction to Human Resource Management, Second Edition by John Stredwick

By John Stredwick

An creation to Human source administration is perfect for these learning HRM for the 1st time. this simple and available textual content takes the reader via either sensible and theoretical facets of the topic and is designed for use at the same time with semester established teaching,The variety and nature of HR paintings is illustrated by means of a mixture of genuine lifestyles case stories and examples of present examine which are awarded through the textual content to intensify wisdom of key concerns enthusiastic about HR today.'A entire and wide-ranging textual content which examines all significant features of Human source administration in a all the way down to earth and pratical approach while supplying the mandatory theoretical underpinning.'Richard Underwood, Senior Lecturer, enterprise institution, Wolverhampton University.'I came upon it a robust textual content and loved examining it.It is obvious, good written and comprises the relevant concerns required through this kind of text.'Dr Louise Preget, Senior Lecturer, Bournemouth collage enterprise SchoolKey phrases (needed for net se's and the like)Human source administration, HRM, team of workers, Recruitment, choice, staff, functionality administration *Clear, concise and accomplished* Up- to this point with all appropriate new legislation.* New case reviews* academics source fabric

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Extra info for Introduction to Human Resource Management, Second Edition

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If they are the professional advisers who stand back from the day-to-day personnel activities, such as recruitment and discipline, giving advice and counselling, how will they develop their skills in these areas to be able to give the advice? If they can do the job better, will not the hardpressed line management want to ‘dump’ these activities back on HR? Taking this form of empowerment further, there has been doubts expressed as to whether employees will perform better in organisations where this process has meant an overload of work and responsibility.

Centre on the customer. HR should help to create boundary-less organisations where the customers’ viewpoint seriously influences policy decisions and ensure that customer-directed activity is central in performance reviews, promotion criteria and reward decisions. Maximise services/Minimise staff. HR needs to focus on its internal customers, identifying where it adds value and driving down its costs. Steward the values. HR’s role should not just be the organisation’s conscience or the ‘values police’.

Even when business is on an even keel, it is sometimes difficult to reconcile the emphasis of individual development through empowerment and learning contracts (See Chapter 10) and the need Chapter 1 Introduction 21 to have a unitarist approach. Where there is a variety of individual developments, there is more likely to be a variety of different views, ideals and objectives. Practitioners have also found Rucci’s advice on reducing their own costs and staff difficult to stomach, especially where he places such great emphasis on simplifying standardisation and moving away from compliance.

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