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Fundamentals of Human Resource Management,3e
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2014.01.23
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■ Fundamentals of Human Resource Management: Pearson New

    International Edition, 3/E

 

■ Author : Gary Dessler

 

■ Pub Date : 02 Aug 2013   /   Copyright : 2014

 

■ 488 Page /  Pearson Higher Education

 

■ 정가 38,000원

 

■ ISBN : 9781292023700


 

■ About the Author


Gary Dessler has degrees from New York University, Rensselaer Polytechnic Institute, and the Baruch School of Business of the City University of New York. Dr. Dessler's best-selling Human Resources Management is also available in more than 10 languages including Russian and Chinese. Dessler's other books include Framework for Human Resource Management, Fundamentals of Human Resource Management, Managing Now, Management: Modern Principals and Practices for Tomorrow's Leaders, and Winning Commitment: How to Build and Keep a Competitive Workforce.

He has published articles on employee commitment, leadership, supervision, and quality improvement in journals including the Academy of Management Executive, SAM Advanced Management Journal, Supervision, Personnel Journal, and International Journal of Service Management.  As a Founding Professor at Florida International University, Associate Dean, and Chairman of the Management and International Business department, teaching courses in human resource management, strategic management, and management. For the past few years, Dessler has focused on his research and textbook writing, and on giving lectures, seminars, and courses in Asia and around the world on topics including strategic management, modern human resource management, evidence-based human resource management, and talent management.

 


■ Description


Were you looking for the book with access to MyManagementLab?  This product is the book alone and does NOT come with access to MyManagementLab.  Buy the book and access card package to save money on this resource.

 

For introductory courses in Human Resource Management.

 

A brief format, ideal for instructors who want flexibility while maintaining the integrity of the material.

 

Fundamentals of Human Resource Management covers a wide range of HR topics and shows students the importance of human resource management within the restraints of a compact semester. Offering a wealth of functional examples and applications, this text emphasizes the notion that all managers need basic human resource management skills.

 

This edition is the first text on the market to build its core around the talent management process–which the author defines as the goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees.
  


■ Table of Contents

 

 

1. Managing Human Resources Today

 

2. Managing Equal Opportunity and Diversity

 

3. Human Resource Strategy and Analysis

 

4. Job Analysis and Talent Management

 

5. Personnel Planning and Recruiting

 

6. Selecting Employees

 

7. Training and Developing Employees

 

8. Performance and Management  Appraisal

 

9. Managing Employee Retention, Engagement, and Careers

 

10. Developing Compensation Plans

 

11. Pay for Performance and Employee Benefits

 

12. Ethics, Employee Relations, and Fair Treatment at Work

 

13. Working with Unions and Resolving Disputes

 

14. Improving Occupational Safety, Health, and Risk Management

 

Module A. Managing HR Globally
Glossary

Name/Organization Index

 

 

 

 

■ Features   

 

 

MyManagementLab is an online homework, tutorial, and assessment program that truly engages students in learning. It helps students better prepare for class, quizzes, and exams—resulting in better performance in the course—and provides educators a dynamic set of tools for gauging individual and class progress. And, MyManagementLab comes from Pearson, your partner in providing the best digital learning experiences.

Engaging Students and Holding Them Accountable for Their Class Performance. MyManagementLab helps you hold students accountable for class preparation and supports more active learning styles by providing students with the tools necessary to assess their knowledge and identify areas for improvement. Consisting of the pretest, remediation material based on the pretest results, and the posttest, the Study Plan helps professors ensure that their students have a basic understanding of course material before coming to class.

 

Mini-simulations. Unique mini-simulations use adaptive technology to allow students to make management decisions and see the impact of their decisions. Mini-simulations help students practice concepts such as:

  • Leadership
  • Motivation
  • Decision Making
  • Working in Teams
  •  Inspiring Creativity
  •  Handling Change

BizTube Videos. The BizTube videos found in MyManagementLab will feature breaking business news and scenarios pertinent to the topics covered in your course. Discussion Questions (along with answers) accompany these videos so that you can use this asset in your classroom immediately. Videos are updated monthly.

 

Company Videos and Video Case Studies. Give your students access to videos and video cases that feature both large corporations and small businesses. These videos are also supported with teaching notes, slides, and discussion and quiz questions. Examples of featured companies include:

 

Corporations:

  • Zappos 
  • Ford Motor Company
  • Abercrombie and Fitch

Small/Local Businesses:

  • Boston Boxing
  • Zifty (online deliveries)
  • Triple Rock Brewery

MyManagementLab New Design is now available for this title!  MyManagementLab New Design offers: 

  • One Place for All of Your Courses. Improved registration experience and a single point of access for instructors and students who are teaching and learning multiple MyLab/Mastering courses.
  • A Simplified User Interface.  The new user interface offers quick and easy access to Assignments, Study Plan, eText & Results, as well as additional option for course customization.
  • New Communication Tools. The following new communication tools can be used to foster collaboration, class participation, and group work.
    • Email: Instructors can send emails to their entire class, to individual students or to instructors who has access to their course.
    • Discussion Board: The discussion board provides students with a space to respond and react to the discussions you create. These posts can also be separated out into specific topics where students can share their opinions/answers and respond to their fellow classmates’ posts.
    • Chat/ ClassLive: ClassLive is an interactive chat tool that allows instructors and students to communicate in real time. ClassLive can be used with a group of students or one-on-one to share images or PowerPoint presentations, draw or write objects on a whiteboard, or send and received graphed or plotted equations. ClassLive also has additional classroom management tools, including polling and hand-raising.
  • Enhanced eText. Available within the online course materials and offline via an iPad app, the enhanced eText allows instructors and students to highlight, bookmark, take notes, and share with one another.

(See the Resources tab for more information on MyManagementLab, or visit www.mymanagementlab.com)
 

Dessler’s Fundamentals of Human Resource Management, 2/e


Brevity. This text provides full coverage of human resource management in a lively and manageable 14-chapter text. This text is the perfect fit for an adopter that wants to cover the full range of HR topics within the constraints of a tight semester timeline.

 

New Guidelines from the Society of Human Resource Management. This text was written to comply closely with the new guidelines set forth by the Society of Human Resource Management (SHRM). These guidelines advocate building curriculums around modules with three interrelated components:

  • HR Content
  • Personal Competencies
  • Applications of Business

The Talent Management Process. This edition has put the talent management process at the very core of the material. It’s not enough for students to simply think about personnel planning, recruiting, selecting, training, appraising, and compensating as isolated topics–they need to see how these topics work together for the overall benefit of the company.

Address today’s business environment:

  • Managing HR in Challenging Times Feature. Due to the current economic recession and this text’s goal to provide the most useful and current information to students, this edition has added the new Managing HR in Challenging Times feature. This feature highlights managers that are adjusting their human resource pay, promotion, selection, and other practices to improve performance in economically challenging times.
  • HR Apps 4 U feature. This new in-text feature reflects the latest issues in HR today–addressing topics like how managers can use iPhone-type applications to carry out human resource tasks such as record keeping and testing.

End-of-Chapter Exercises. Two boxed features from the previous edition–Personal Competencies and Business Knowledge–have been converted into end-of-chapter exercises. Now readers can easily concentrate on the chapter’s content and then test their understanding when the chapter is complete.

 

 

 

■ New To This Edition

 

 

1.  Three New Chapters. Replacing the second edition’s single Compensation chapter, two chapters on Developing Compensation Plans andEmployee Incentives and Benefits have been added. Replacing the second edition’s single Recruiting and Talent Management chapter, two chapters on Job Analysis and Talent Management and Recruiting Employees have been added. There is also a new chapter on Employee Retention, Engagement, and Careers. To make space for these new chapters, the second edition’s two chapters on Global HR and Small Business HR are now two shorter end-of-book Modules, and a concise version of the second edition’s chapter on Building High Performance Systems is now part of the new edition’s chapter on Strategic Human Resources and Analysis.

 

2.  PHR and SPHR Knowledge Base. The author took several steps to harmonize this edition’s topic coverage with SHRM’s PHR and SPHR Knowledge Base:

  • Three new chapters have been added in part to better synchronize this book’s coverage with the suggested Knowledge Base coverage, (for example of 12% to 16% of content devoted to Total Rewards).
  • Dozens of new topics have been added, drawn specifically from the recommended Knowledge Base topic coverage, for instance on techniques for facilitating positive employee relations, on developing HR policies and procedures, and on making employment offers. Knowledge Base icons throughout the book pinpoint that coverage.
  • Many end-of-chapter questions and exercises reference the knowledge base content, and the PHR and SPHR Knowledge Base is in an appendix at the end of the book.

 

3.  Dozens of new topics. Chapter 6 (Employee Selection), has been thoroughly revised to include new expanded treatments of reliability, validity, generalizability, utility, person-job fit, person-organization fit, and bias. Dozens of other new topics appear throughout the book, including using the standard deviation rule in equal employment compliance, retaliation, job satisfaction and withdrawal, managing voluntary turnover, management’s willingness to take a strike, cross training, the Myers-Briggs type indicator, workflow analysis, job design in job analysis, task analysis and task statements, the psychological contract, job hazard analysis, safety awareness programs, updated diversity management topics, operations reviews, competencies of HR professionals, managing voluntary turnover, the process of job withdrawal, cumulative trauma disorders, a thoroughly revised and expanded description of the ADDIE training process in Chapter 7, and a completely rewritten and practical discussion of how to actually develop a market competitive salary structurein Chapter 10. This edition also contains many dozens of new recent citations.

 

4.  New The Strategic Context boxed features. These boxes illustrate the strategic context of each chapter’s material—for instance, how Costco’s employee compensation plans help to produce the employee competencies and behaviors that in turn support the company’s customer service strategy. The new Strategic Context Part opening model says this: that (1) the company’s human resource policies and practices should (2) produce the employee competencies and behaviors that (3) the company needs to implement its strategic plan.

 

5.   New HR as a Profit Center boxed features. The author has added a new focus throughout the book on the value proposition and on HR strategy, metrics, and analysis. The new HR as a Profit Center features give readers actual examples of human resource management practices they can apply on their jobs to cut costs, boost revenues, and improve performance.

 

6.  (Eighteen) new videos, all reviewed by the author, include discussion questions and a synopsis for each at the end of each part of the textbook.

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