Human Resource Management: Contemporary Issues, Challenges, and Opportunities
The contributors in this book identify and clearly discuss contemporary and critical issues, challenges and opportunities in HRM. The book attempts to achieve the delicate balance between basic HRM functions, and the new world of HRM. Moreover, in a dynamic field like HRM, a complete look at contemporary HRM issues, challenges, and opportunities is a must for today's and tomorrow's students and future manages and leaders. After all, it is important for any book to undertake a current state of the field while also bridging the gap of traditional HRM activities (i.e., issues, challenges and opportunities) and the possible future state of the HRM field. An organizing principle for this book is the need to for an integrated HRM system, comprised of multiple activities, designed to influence organizational and employee behaviors. The books contributors include some basic theories and models that simultaneously consider how HRM activities like recruitment, selection, reward practices, and development activities among others are being impacted by contemporary issues, challenges and opportunities for the field of HRM, particularly HRM functions and professional as they are increasingly expected to play a role in enabling organizational managers and other employees to achieve desired organizational results. Thus, the essence of the book is that the collective chapters reflect both a functional orientation built on theory and models but also provide insights into how to translate theory into practice via the establishment of the increasingly critical role HRM procedures, practices, and processes play in accomplishing the goals and objectives in contemporary organizations.
What people are saying - Write a review
Other editions - View all
ability activities administration affirmative action applicants approach assessment Auburn University baby boomer behavior benefits business ethics candidates career development challenges chapter companies compensation competencies costs create critical culture decisions disabled domains effective employee's employees employment ensure environment evaluation example factors firm focus global goals hiring HRM personnel HRM professionals HRMIS human resource management identify impact implementation important improve increase individual integrated intellectual capital interview involves issues job analysis knowledge labor leaders leadership development learning ment moral opportunities orga organization organization's organizational organizational culture organizational development performance appraisal physicians policies position potential practices problems productivity programs psychological contract Psychology recruiting responsibility result role scores sector selection skills social specific strategic success theory tion tional U.S. Supreme Court validity values workers workforce workplace