Human Resource Management is made up of five parts. Part One looks at the nature of human resource management (HRM). Part Two is about the external and internal contexts of HRM. It looks atexamines the business environment of HRM. Part Three is about concerned with the essence of HRM. Topics covered include recruiting and selecting staff, developing human resources, rewarding people at work, utilizing human resources in organizations, and redundancy. The fourth part looks atPart Four discusses the challenges and controversies of HRM. This includesThese include equality, diversity, dignity, managing performance and absence, employment relations, and managing grievances and conflict. The final part is aboutconsiders ethics and international HRM.
Book
Introducing Employment Relations is composed of five parts. Part 1 introduces the nature of employment relations. The second part covers the dimensions of employment relations and includes chapters on the contemporary economy, the politics of employment relations, and social divisions and employment relations. The third part introduces key elements of employment relations, with individual chapters focusing on managing employment relations, trade unions and worker representations, pay determination, and working time. The next part looks at conflict and employment relations. It considers labour conflict and its resolution. The last part looks at wider issues such as globalization.
Book
Paul Banfield, Rebecca Kay, and Dean Royles
Introduction to Human Resource Management is made up of three parts. Part One looks at the foundations of human resource management (HRM). This includes an examination of managing people at work, the evolution of the human resources (HR) function, and a strategic perspective. Part Two looks at operational challenges, including talent management, ethics and leadership, HRM in an international context, recruitment and selection, employee relations, and misconduct. The last part looks HRM processes, which encompass workforce planning and management; learning, training, and development; managing performance; and managing rewards.
Book
Eileen Crawley, Stephen Swailes, and David Walsh
Introduction to International Human Resource Management consists of two main parts. The first part is about the context of international human resource management (IHRM). It starts by defining key concepts before looking at the wider context of IHRM and key academic models, theories, and debates. It considers why culture is an important aspect to consider in the context of IHRM and introduces the institutional approach. The second part looks at the challenges of HRM in multi-national enterprises. This includes discussions on recruitment and selection, international reward management, performance management, training and development, and how to manage diversity. The second part also looks at corporate social responsibility and ethical issues, the employment relationship, global talent management, and the dark side of international employment.
Book
Catherine Bailey, David Mankin, Clare Kelliher, and Thomas Garavan
Strategic Human Resource Management is made up of four parts. The first part looks at the context of strategic human resources management (SHRM). It considers the global context. The second part looks at strategic SHRM in terms of the role of the human resources (HR) function, HR strategy, resources-based and institutional perspectives on SHRM, and performance. The third part looks at strategic imperatives which includes examinations of talent management, employment relations, employee engagement, and business ethics. The last part is about new forms of SHRM.
