Human Resources Management in Practice (Paperback)

Tim Dein

ISBN 10: 1743079508 / ISBN 13: 9781743079508
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Title: Human Resources Management in Practice (...
Publication Date: 2013
Binding: Paperback
Book Condition: New

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1.

Published by Information Age Publishing (2006)
ISBN 10: 159311527X ISBN 13: 9781593115272
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Book Description Information Age Publishing, 2006. Condition: Good. A+ Customer service! Satisfaction Guaranteed! Book is in Used-Good condition. Pages and cover are clean and intact. Used items may not include supplementary materials such as CDs or access codes. May show signs of minor shelf wear and contain limited notes and highlighting. Seller Inventory # 159311527X-2-4

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Monica Sifuna-evelia
Published by Partridge Singapore (2017)
ISBN 10: 1543742289 ISBN 13: 9781543742282
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Book Description Partridge Singapore, 2017. Paperback. Condition: New. Language: English . Brand New Book ***** Print on Demand *****.The objective of this book is to link my human resource management experiences with my perception on what the Bible demonstrates about human resource management in general. My experiences are derived from industries such as health, media, security, education, manufacturing, and the banking industry. The Scripture quoted in this book is from the Holy Bible, New International Version (NIV). In the book, I have also made a number of references to the Kenyan Labor Laws of 2007 (Employment Act 2007, the Occupational Health and Safety Act, and Labor Relations Act 2007). This book serves to enlighten employees about human resource management. Employees should learn that when a human resource practitioner does something, it is not out of malice but rather in line with the human resource policies. It is therefore the duty of the employees to adhere to the employee code of conduct and the human resource policies. Managers in other departments will also get enlightened to embrace and support the human resource department. These managers should learn that human resource policies apply to everyone in the organization regardless of their job titles. The human resource department is just as important as any other department in any organization. Human resource practitioners are therefore to be treated with respect and dignity as a part of the larger team driving the vision of the organization. Human resource practitioners will be encouraged to learn that in my perspective, the Bible is in support of human resource management practices. The Bible also gives human resource practitioners guidelines on how to run the human resource function. The human resource practitioners should therefore demonstrate integrity and professionalism as they work in this noble profession. Students joining universities will get motivation to pursue human resource management as a career from my story in this book. This is a unique, interesting, and well-rewarding career. Seller Inventory # AAV9781543742282

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Monica Sifuna-evelia
Published by Partridge Singapore (2017)
ISBN 10: 1543742289 ISBN 13: 9781543742282
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Book Description Partridge Singapore, 2017. Paperback. Condition: New. Language: English . Brand New Book ***** Print on Demand *****. The objective of this book is to link my human resource management experiences with my perception on what the Bible demonstrates about human resource management in general. My experiences are derived from industries such as health, media, security, education, manufacturing, and the banking industry. The Scripture quoted in this book is from the Holy Bible, New International Version (NIV). In the book, I have also made a number of references to the Kenyan Labor Laws of 2007 (Employment Act 2007, the Occupational Health and Safety Act, and Labor Relations Act 2007). This book serves to enlighten employees about human resource management. Employees should learn that when a human resource practitioner does something, it is not out of malice but rather in line with the human resource policies. It is therefore the duty of the employees to adhere to the employee code of conduct and the human resource policies. Managers in other departments will also get enlightened to embrace and support the human resource department. These managers should learn that human resource policies apply to everyone in the organization regardless of their job titles. The human resource department is just as important as any other department in any organization. Human resource practitioners are therefore to be treated with respect and dignity as a part of the larger team driving the vision of the organization. Human resource practitioners will be encouraged to learn that in my perspective, the Bible is in support of human resource management practices. The Bible also gives human resource practitioners guidelines on how to run the human resource function. The human resource practitioners should therefore demonstrate integrity and professionalism as they work in this noble profession. Students joining universities will get motivation to pursue human resource management as a career from my story in this book. This is a unique, interesting, and well-rewarding career. Seller Inventory # AAV9781543742282

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Monica Sifuna-evelia
Published by Partridge Singapore (2017)
ISBN 10: 1543742289 ISBN 13: 9781543742282
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Book Description Partridge Singapore, 2017. Paperback. Condition: New. Language: English . This book usually ship within 10-15 business days and we will endeavor to dispatch orders quicker than this where possible. Brand New Book. The objective of this book is to link my human resource management experiences with my perception on what the Bible demonstrates about human resource management in general. My experiences are derived from industries such as health, media, security, education, manufacturing, and the banking industry. The Scripture quoted in this book is from the Holy Bible, New International Version (NIV). In the book, I have also made a number of references to the Kenyan Labor Laws of 2007 (Employment Act 2007, the Occupational Health and Safety Act, and Labor Relations Act 2007). This book serves to enlighten employees about human resource management. Employees should learn that when a human resource practitioner does something, it is not out of malice but rather in line with the human resource policies. It is therefore the duty of the employees to adhere to the employee code of conduct and the human resource policies. Managers in other departments will also get enlightened to embrace and support the human resource department. These managers should learn that human resource policies apply to everyone in the organization regardless of their job titles. The human resource department is just as important as any other department in any organization. Human resource practitioners are therefore to be treated with respect and dignity as a part of the larger team driving the vision of the organization. Human resource practitioners will be encouraged to learn that in my perspective, the Bible is in support of human resource management practices. The Bible also gives human resource practitioners guidelines on how to run the human resource function. The human resource practitioners should therefore demonstrate integrity and professionalism as they work in this noble profession. Students joining universities will get motivation to pursue human resource management as a career from my story in this book. This is a unique, interesting, and well-rewarding career. Seller Inventory # LIE9781543742282

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Steven G Carley MS
Published by Createspace Independent Publishing Platform, United States (2015)
ISBN 10: 1518854117 ISBN 13: 9781518854118
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Book Description Createspace Independent Publishing Platform, United States, 2015. Paperback. Condition: New. Language: English. Brand new Book. "HRM Practices" are present where ever one should engage in work endeavors. Such organizational activity occurs within both the private and public sectors. Managers within one sector may not be able to just transfer their experience to another sector. HRM practices involve a three step process of recruitment, selection, and orientation. Within these processes is the occurrence of both psychological and legal contracts, which may be dependent on the strength of a signal as defined by signaling theory. It may be the responsibility within HRM practices to create an orientation environment attracting prospective employees. This attraction phase as a psychological contract can become through the process of selection and orientation a binding legal contract. The use by organizations of human resource planning traditionally ensures the right job incumbent to work the right job at of course the right time. In the past, the focus of human resource planning dictated by management concerns is on the short-term. Changing the nature and need of human resources planning of the leading organizations is increasing heightened international competition, demographic shifts, environmental instability, and changes in technology. The product of planning is increasingly the interaction between planners and line management. The realization is taking place in organizations to develop not just short-term solutions but long-term ones to adequately address the concerns of human resources. Human resource planners face increased and new challenges and responsibilities in influencing the direction of the business and serving the needs of the business. Social responsibility is an entity which may present itself within the workforce. The question may arise, however, whether or not social responsibility is for the greater good of the organization. More to say if social responsibility is not for the greater good it will not occur. In a perfect world a socially responsible environment exists within all organizations. The facts are socially responsible behavior coexists with the necessary conditions of organizational development. If conditions do not present themselves accommodating the organization in regard to the practice of social responsibility, the interest of the organization in terms of reinforcement is to make use of an ulterior policy. Learn how United States organizations take action in better allowing the practice of social responsibility. What happens when these actions are not enough? The job of human resources management is to hire the best and most capable individuals in terms of job performance. This job may have become more difficult with the advent of the Civil Rights Act of 1964, stating in no manner shall one be denied employment basing on race or sex. The selection process now may not base strictly on performance, yet instead on other criteria resulting at times in a less efficient workforce. This is the result of a quota system and lower testing cutoff scores to accommodate the Uniform Guidelines on Employee Selection Procedures. It is a great difference hiring less capable front desk attendants and less capable pilots. Despite a more culturally fair employment practice losses in productivity do not gear toward the hiring of a minority population. As one can make the assumption, the field of industrial/organizational (IO) psychology is ever interested in this topic of employment selection and human resources management and their duty to hiring not only the most efficient and capable workforce but also one which is free of illegal employment practices. Seller Inventory # APC9781518854118

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Steven G Carley MS
Published by Createspace Independent Publishing Platform, United States (2015)
ISBN 10: 1518854117 ISBN 13: 9781518854118
New Paperback Quantity Available: 10
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The Book Depository
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Book Description Createspace Independent Publishing Platform, United States, 2015. Paperback. Condition: New. Language: English. Brand new Book. "HRM Practices" are present where ever one should engage in work endeavors. Such organizational activity occurs within both the private and public sectors. Managers within one sector may not be able to just transfer their experience to another sector. HRM practices involve a three step process of recruitment, selection, and orientation. Within these processes is the occurrence of both psychological and legal contracts, which may be dependent on the strength of a signal as defined by signaling theory. It may be the responsibility within HRM practices to create an orientation environment attracting prospective employees. This attraction phase as a psychological contract can become through the process of selection and orientation a binding legal contract. The use by organizations of human resource planning traditionally ensures the right job incumbent to work the right job at of course the right time. In the past, the focus of human resource planning dictated by management concerns is on the short-term. Changing the nature and need of human resources planning of the leading organizations is increasing heightened international competition, demographic shifts, environmental instability, and changes in technology. The product of planning is increasingly the interaction between planners and line management. The realization is taking place in organizations to develop not just short-term solutions but long-term ones to adequately address the concerns of human resources. Human resource planners face increased and new challenges and responsibilities in influencing the direction of the business and serving the needs of the business. Social responsibility is an entity which may present itself within the workforce. The question may arise, however, whether or not social responsibility is for the greater good of the organization. More to say if social responsibility is not for the greater good it will not occur. In a perfect world a socially responsible environment exists within all organizations. The facts are socially responsible behavior coexists with the necessary conditions of organizational development. If conditions do not present themselves accommodating the organization in regard to the practice of social responsibility, the interest of the organization in terms of reinforcement is to make use of an ulterior policy. Learn how United States organizations take action in better allowing the practice of social responsibility. What happens when these actions are not enough? The job of human resources management is to hire the best and most capable individuals in terms of job performance. This job may have become more difficult with the advent of the Civil Rights Act of 1964, stating in no manner shall one be denied employment basing on race or sex. The selection process now may not base strictly on performance, yet instead on other criteria resulting at times in a less efficient workforce. This is the result of a quota system and lower testing cutoff scores to accommodate the Uniform Guidelines on Employee Selection Procedures. It is a great difference hiring less capable front desk attendants and less capable pilots. Despite a more culturally fair employment practice losses in productivity do not gear toward the hiring of a minority population. As one can make the assumption, the field of industrial/organizational (IO) psychology is ever interested in this topic of employment selection and human resources management and their duty to hiring not only the most efficient and capable workforce but also one which is free of illegal employment practices. Seller Inventory # APC9781518854118

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Srinivas R. Kandula
Published by PHI Learning, India (2004)
ISBN 10: 8120324277 ISBN 13: 9788120324275
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Book Description PHI Learning, India, 2004. Paperback. Condition: New. Language: N/A. Brand New Book. Seller Inventory # AMO9788120324275

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Adam, MR Abdul-Kahar
Published by Ghana Library Authority 7/14/2013 (2013)
ISBN 10: 998818364X ISBN 13: 9789988183646
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Book Description Ghana Library Authority 7/14/2013, 2013. Paperback or Softback. Condition: New. Organisation and Human Resource Management Practice: For Undergraduate Business Administration Studies, Masters Programme, MBA Courses, Professional C. Book. Seller Inventory # BBS-9789988183646

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Published by John Wiley and Sons Ltd, United Kingdom (1996)
ISBN 10: 0631193685 ISBN 13: 9780631193685
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Book Description John Wiley and Sons Ltd, United Kingdom, 1996. Paperback. Condition: New. Language: English . Brand New Book. European Perspectives on Human Resource Management is designed to provide students with an understanding of HRM in Europe. Written by experts from Britain, Denmark, Germany, France, The Netherlands, Spain and Sweden, the book explores whether there is a single, shared conception of HRM which transcends national boundaries. It shows how such factors as cultural values, the industrial relations system, the leagl system and systems of education influence the ways in which the employment relationship is structured and concieved. Seller Inventory # AAH9780631193685

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ISBN 10: 0415632544 ISBN 13: 9780415632546
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Book Description Condition: New. New, may be indian print, Contents are same as US Edition, Fast Delivery , 100 % money back if any problem with product and services. if any problem please mail us before order. Seller Inventory # ABECA1239

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