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Armstrong's Handbook of Human Resource Management Practice

ISBN-10: 0749452420

ISBN-13: 9780749452421

Edition: 11th 2009 (Handbook (Instructor's))

Authors: Michael Armstrong

List price: $39.50
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Book details

List price: $39.50
Edition: 11th
Copyright year: 2009
Publisher: Kogan Page, Limited
Publication date: 5/3/2009
Binding: Paperback
Pages: 1088
Size: 6.75" wide x 9.50" long x 2.00" tall
Weight: 4.422
Language: English

Born in 1966, Walton Golightly hails from Durban, KwaZulu-Natal - on the doorstep of what used to be the Zulu Kingdom. The People of the Sky is his third novel, and the final instalment in the Amazulu trilogy.Michael Armstrong is a Companion and former Chief Examiner of the Chartered Institute of Personal Development (CIPD), joint managing partner of e-reward and an independent management consultant. He is the author of several best-selling HR titles including Armstrong's Handbook of Human Resource Management Practice, Armstrong's Handbook of Reward Management Practice, Armstrong's Handbook of Performance Management, Strategic Human Resource Management and Armstrong's Handbook of Management and Leadership

Human Resource Management
The Practice of Human Resource
Management
Introduction
Human resource management defined
The objectives of HRM
Theories of HRM
Characteristics of HRM
The development of the concept of HRM
Reservations about HRM
The context of HRM
The ethical dimension
Strategic Human Resource
Management
Introduction
The conceptual basis of strategic HRM
Strategic HRM defined
The resource-based view of strategic HRM
Strategic fit
Perspectives on strategic HRM
The reality of strategic HRM
Practical implications of strategic HRM theory
HR Strategies
Introduction
What are HR strategies?
General HR strategies
Specific HR strategies
Criteria for an effective HR strategy
How should HR strategies be formulated?
Developing HR strategies
Implementing HR strategies
Human Capital
Management
Introduction
Human capital management defined
The concept of human capital
The constituents of human capital
Human capital measurement
Human capital internal reporting
Human capital external reporting
Introducing HCM
The Role and Organization of the HR Function
Introduction
The role of the HR function
The organization of the HR function
Evaluating the HR function
HR shared service centres
Outsourcing HR work
Offshoring
Using management consultants
Marketing the HR function
HR budgeting
The HR role of front line managers
The Role of the HR Practitioner
Introduction
The basic role
The business partner role
The strategic role of HR specialists
Service provision
The guardian of values role
Models of HR roles
Gaining support and commitment
Ethical considerations
Professionalism in human resource management
Ambiguities in the role of HR practitioners
Conflict in the HR contribution
The qualities required by HR professionals
Continuous professional development
The Impact of HRM on Performance
Introduction
The impact made by HRM
How HRM strategies make an impact
How HRM practices make an impact
International HRM
Introduction
International HRM defined
Issues in international HRM
Global HR policies and practices
Managing expatriates
Corporate Social Responsibility
Introduction
Strategic CSR defined
CSR activities
The rationale for CSR
Developing a CSR strategy
Human Resource Management Research Methods
Introduction
The nature of research
Research philosophy
Planning and conducting research programmes
Literature reviews
Quantitative and qualitative methods of research
Methods of collecting data
Processes involved in research
Statistical analysis
Human Resource Management Processes
Competency-based HRM
Introduction
Types of competencies
Competency frameworks
Coverage of competencies
Applications of competency-based HRM
Developing a competency framework Competencies and emotional intelligence
Knowledge Management
Introduction
Knowledge management defined
The concept of knowledge
The purpose and significance of knowledge management
Knowledge management strategies
Knowledge management systems
Knowledge management issues
The contribution of HR to knowledge management
High-performance Work Systems
Introduction
High-performance culture
High-performance work system defined
Characteristics of a high-performance work system
Components of an HPWS
Impact of high-performance work systems
Reservations about the impact of an HPWS
Developing a high-performance work system
Work and Employment
Work
Introduction
The nature of work
Organizational factors affecting work
Changes in the pattern of employment
The future of work
The Employment Relationship
Introduction
The employment relationship defined
The basis of the employment relationship
Employment relationship contracts
What is happening to the employment relationship
Managing the employment relationship
Developing a high trust organization
Theories explaining the employment relationship
The Psychological Contract
Introduction
The psychological contract defined
The psychological contract and the employment relationship
The significance of the psychological contract
Changes to the psychological contract
State of the psychological contract 2004
How psychological contracts develop
Developing and maintaining a positive psychological contract
The Essence of Organizational Behaviour
Introduction
Organizational behaviour defined
Organizational behaviour defined
Organization behaviour and the social and behavioural sciences
Explaining organizational behaviour
Factors affecting organizational behaviour
The sources and applications of organization behaviour theory
The significance of organizational behaviour theory
Organizational Behaviour
Characteristics of People
Introduction
Individual differences
Personal characteristics
Types of behaviour
Implications for HR specialists
Motivation
Introduction
Motivation defined
Types of motivation
Motivation theories
Motivation and money
Motivation strategies
Engagement and Commitment
Introduction
The concepts of engagement and commitment compared
Employee engagement
Organizational commitment
The contribution of HR to developing commitment
How Organizations Function
Introduction
Organization theory
Organization structure
Types of organization
Organizational processes
Organizational Culture
Introduction
Organizational culture defined
Organizational climate defined
How organizational culture develops
The diversity of culture
The components of culture
Classifying organizational culture
Assessing organizational culture
Measuring organizational climate
Appropriate cultures
Supporting and changing cultures
Organization Design and Development
Organization Design
Introduction
The process of organizing
Aims of organization design
Conducting organization reviews
Who does the work?
Organization Development
Introduction
Organization development defined
Organization development programmes
Assumptions and values of organization development
Organization development activities
Change Management
Introduction
Types of change
The change process
Change models
Resistance to change
Implementing change
Guidelines for change management
Organizational transformation
The role of HR in managing change
Job, Role, Competency and Skills Analysis
Introduction
Definitions
Job analysis
Job descriptions
Role analysis and role profiles
Generic role profiles
Behavioural competency modelling
Analysing technical competencies
Skills analysis
Job and Role Design and Development
Introduction
Job design
Role development
People Resourcing
People Resourcing Strategy
Introduction
The objective of people resourcing strategy
The strategic HRM approach to resourcing
Integrating business and resourcing strategies
The components of employee resourcing strategy
Bundling resourcing strategies and activities
Human Resource Planning
Introduction
Human resource planning defined
Aims of human resource planning
Use of human resource planning
Approaches to human resource planning
People Resourcing Practice
Introduction
Employee value proposition
Employer brand
Employee turnover
Retention planning
Absence management
Flexibility planning
Recruitment and Selection
Introduction
The recruitment and selection process
Defining requirements
Attracting candidates
Processing applications
Selection methods
Dealing with recruitment problems
References and offers
Selection Interviewing
Introduction
Purpose
The basis of an interview -- the person specification
The nature of an interview -- obtaining the information
Advantages and disadvantages of interviews
Interviewing arrangements
Preparation
Planning an interview
Types of interviews
Interview techniques -- starting and finishing
Interviewing techniques -- asking questions
Selection interviewing skills
Coming to a conclusion
Selection Tests
Introduction
Psychological tests
Ability tests
Characteristics of a good test
Interpreting test results
Choosing tests
The use of tests in a selection procedure
Good practice in psychological testing
Talent Management
Introduction
The meaning of talent management
The process of talent management
Developing a talent management strategy
Management succession planning
Career Management
Introduction
Career management defined
Aims
Career stages
Career development strategy
Career management activities
The process of career management
Self-managed careers
Introduction to the Organization
Introduction
Induction: what it is and why it is important
Reception
Documentation
Company induction -- initial briefing
Introduction to the workplace
Formal induction courses
On-the-job induction training
Release from the Organization
Introduction
Redundancy
Dismissal
Retirement
Performance Management
The Process of Performance Management
Introduction
Performance management defined
Objectives of performance management
Characteristics of performance management
Underpinning theories
The performance management cycle
Conducting a performance review meeting
Assessing performance
Dealing with under-performers
Introducing performance management
Line managers and performance management
360-degree Feedback
Introduction
Use of 360-degree feedback
360-degree feedback - methodology
360-degree feedback -- advantages and disadvantages
Development and implementation
Learning and Development
Learning and Development Strategy
Introduction
Features of a learning and development strategy
Learning culture
The learning organization
The contribution of learning and development to organizational performance
The Process of Learning and Development
Introduction
Learning and development defined
Elements of learning and development
Approaches to learning and development
Informal and formal learning
E-learning
Blended learning
Self-directed learning
Development
Training
Learning and Development Programmes and Events
Introduction
The business case for learning and development
Planning and delivering learning programmes and events
Responsibility for the implementation of learning
Identifying learning needs
Evaluation of learning
How People Learn
Introduction
Learning defined
The learning process
Learning theory
Learning styles
Learning to learn
The learning curve
The motivation to learn
The implications of learning theory and concepts
Organizational Learning
Introduction
Organizational learning defined
The process of organizational learning
Outcomes of organizational learning
Outcomes of organizational learning
Evaluative enquiry
Organizational learning and the learning organization
Management Development
Introduction
Management development policy
Management development strategy
Approaches to management development
The integrated approach to management development
Responsibility for management development
Criteria for management development
Rewarding People
Reward Management
Introduction
Reward management defined
The philosophy of reward management
The reward system
Total reward
Reward strategy
Reward management and line management capability
Job Evaluation
Introduction
Job evaluation defined
Approaches
Analytical job evaluation schemes
Non-analytical schemes
]Market pricing
Computer-aided job evaluation
Choice of approach
Designing an analytical point-factor job evaluation scheme
Designing an analytical matching job evaluation scheme
Equal pay considerations
Conclusions
Market Rate Analysis
Introduction
The concept of a market rate
Job matching
Use of benchmark jobs
Sources of market data
Interpreting and presenting market rate data
Using survey data
Grade and Pay Structures Introduction
Definitions
Types of grade and pay structure
Designing grade and pay structures
Contingent Pay
Introduction
Contingent pay as a motivator
Arguments for and against contingent pay
Alternatives to contingent pay
Criteria for success
Performance-related pay
Competency-related pay
Contribution-related pay
Skill-based pay
Readiness for individual contingent pay
Developing and implementing individual contingent pay
Service-related pay
Summary of individual contingent pay schemes
Bonus schemes
Team-based pay
Organization-wide bonus schemes
Choice of approach to contingent pay
Rewarding Special Groups Reward management for directors and executives
Reward management for sales representatives
Paying manual workers
Employee Benefits, Pensions and Allowances
Employee benefits
Pensions
Communicating pensions policies
Total reward statements
Allowances
Managing Reward Systems
Introduction
Controlling reward
Monitoring and evaluating reward policies and practices
Conducting pay reviews
Reward procedures
Managing the development of reward systems
Devolution to line managers of responsibility for reward
Communicating to employees
Employee Relations
The Employee Relations Framework
Introduction
The basis of employee relations
Industrial relations as a system of rules
Regulations and rules in industrial relations
Collective bargaining
The unitary and pluralist views
The concept of social partnership
Individualism and collectivism
Voluntarism and its decline
The HRM approach to employee relations
The context of industrial relations
Developments in industrial relations
The parties to employee relations
Employee Relations Processes Introduction
Employee relations policies
Employee relations strategies
Employee relations climate
Union recognition
Collective bargaining arrangements
Collective bargaining outcomes
Informal employee relations processes
Other features of the industrial relations scene
Negotiating and bargaining
Managing with unions
Managing without trade unions
The state of employment relations
Handling employment issues
Employee Voice
Introduction
The meaning of employee voice
The forms of employee voice
The framework for employee voice
Expression of employee voice
Joint consultation
Attitude surveys
Suggestion schemes
Effectiveness of employee involvement and participation
Planning for voice
EU Directives affecting employee voice procedures
Employee Communications
Introduction
The importance of employee communications
What should be communicated?
Communication methods
Employee communication strategy
Health, Safety and Employee Well-being
Health and Safety
Introduction
Managing health and safety at work
Health and safety policies
Conducting risk assessments
Health and safety audits
Health and safety inspections
Accident prevention
Occupational health programmes
Measuring health and safety performance
Communicating the need for better health and safety practices
Health and safety training
Organizing health and safety
Employee Well-being Introduction
Significance of the work environment
Services for individuals
Group employee services
HR Policies, Procedures and Systems
HR Policies
Introduction
Why have HR policies?
Overall HR policy
Specific HR policies
Formulating HR policies
Implementing HR policies
HR Procedures What are HR procedures?
Capability procedure
Disciplinary procedure
Grievance procedure
Redundancy procedure
HR Information Systems
Introduction
Reasons for introducing an HRIS
The functions of an HRIS
Features of an HRIS
Introducing an HRIS
Appendices
Example of Employee Engagement and Commitment Survey
Example of Performance Management Survey
Example of Reward Survey
Learning and Development Activities and Methods
HRM Research Methods
Web Addresses
Subject/Author Index