- Paperback: 320 pages
- Publisher: Career Press (18 January 2012)
- Language: English
- ISBN-10: 1601631898
- ISBN-13: 978-1601631893
- Product Dimensions: 17.1 x 1.9 x 24.8 cm
- Average Customer Review: 2 customer reviews
- Amazon Bestsellers Rank: #2,93,243 in Books (See Top 100 in Books)
Big Book of HR Paperback – 18 Jan 2012
Customers who bought this item also bought
What other items do customers buy after viewing this item?
Description for Big Book of HR
About the Author
Barbara Mitchell is a human resources professional and management consultant who is a recognised expert in the HR field. She is co-author of The Essential HR Handbook. Cornelia Gamlem has served on the National Board of Directors of the Society for Human Resources Management.
Enter your mobile number or email address below and we'll send you a link to download the free Kindle App. Then you can start reading Kindle books on your smartphone, tablet, or computer - no Kindle device required.
To get the free app, enter mobile phone number.
Top customer reviews
There was a problem filtering reviews right now. Please try again later.
Most helpful customer reviews on Amazon.com
Whether you are a HR specialist or solo generalist, a supervisor with HR oversight, even a small business owner wearing multiple hats, you will find "The Big Book of HR" easy to read and applicable with tips and techniques to help any business leader succeed. Roy A. Norville, SPHR, Managing Partner/HR Practitioner, Strategic HR Solutions, LLC
When I hear discourse on the value of HR, I am often struck by the lack of understanding folks have as to the size and scope of the HR function. I am at the point of asking everyone I meet to read The Big Book of HR before they start talking about the merits and detriments of this critical business support function.
The Big Book of HR is an encyclopedic reference on every process and procedure that we call Human Resources. Mitchell and Gamlem have done all of us an enormous favor by detailing the inner working of HR. The book is big but can easily be read as a desk reference, perusing the issues or areas that are of immediate concern.
Although the topics can be read in any order, the strength of The Big Book of HR is that Mitchell and Gamlem present the functions in a logical sequence, discussing topics in terms of how they fit with concepts covers earlier in the book. For instance, their section on employee development notes that "any employee development must take into consideration the needs of the organization as defined by the strategic and workforce plans." Workforce plans are covered earlier in the book, giving the reader the framework in which to plan employee development. By linking different HR initiatives to the overall strategy of the business, Mitchell and Gamlem espouse implementing HR solutions as business support systems, not just isolated one-time events with minimum business integration.
Structurally, The Big Book of HR is easy to navigate and use. The book is composed of five sections, each covering a major milestone in the employee lifecycle: Selecting and Assimilating, Engagement and Retention, Total Rewards, Employee Development and Employee Relations. Chapters within each section describe specific tasks and activities with current business examples and drill-down specifics covered in side bars. Periodic discussion questions let the reader self-test their understanding of the material.
The real value for the HR practitioner and business leader is in the ample appendix which contains templates, charts, forms and sample policies. This additional material allows one to go from obtaining rich background information to designing usable applications for their organization.
If I was a CEO or Executive Director, I would want a copy of The Big Book of HR on the desk of anyone in my organization who directed the work of others. The processes and procedures detailed here need to be understood, used and supported by all members of the management need. HR staff alone cannot assure a well-functioning employee support system. All leaders are responsible to build and maintain systems that promote top performance for all. The more folks understand the nuances and complexity of this function we call human resources, the more we help create organizations that optimize business success.