Fundamentals of Hrm

Four-Volume Set
ISBN: 978-1-4129-3080-2
Verlag: Sage Publications

Buch, Englisch, 1576 Seiten, Format (B × H): 156 mm x 234 mm, Gewicht: 2889 g

Reihe: SAGE Library in Business and Management

Human resource management (HRM) as an international focus for research and practice is a well-established and respected branch of management science. The articles in this four-volume set are drawn from the best scholarship in the field and comprehensively cover the central currents of HRM as a discipline as well as reflecting its historical development.

Advised by a panel of eminent HRM scholars, Neil Anderson has selected a collection of classic and field-defining articles.

Volume One: HRM Defined and in Organization Context
Volume Two: HRM Practices and Procedures I
Volume Three: HRM Practices and Procedures II
Volume Four: Key Debates and the Future of HRM Globally

Autoren/Hrsg.

Anderson, Neil

Fachgebiete

• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management

Inhaltsverzeichnis

Volume One
HRM Defined and in Organizational Context
PART ONE: THE HISTORY AND UTILITY OF HRM
Gaining a Competitive Advantage through Human Resource Management Practices - R S Schuler and I C MacMillan
Human Resource Management and Industrial Relations - D Guest
Organizational Capability as Competitive Advantage - D Ulrich
Human Resource Professionals as Strategic Partners
The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance - M A Huselid
Understanding Human Resource Management in the Context of Organizations and Their Environments - S E Jackson and R S Schuler
PART TWO: PERSPECTIVES AND THEORETICAL APPROACHES
The People Make the Place - B Schneider
Theoretical Perspectives for Strategic Human Resource Management - P M Wright and G C McMahan
Human Resource Management and Performance - D Guest
A Review and Research
Review Article - T Keenoy
HRMism and the Languages of Re-Presentation
Institutional and Rational Determinants of Organizational Practice - P Gooderham, O Nordhaug and K Ringdal
Human Resource Management in European Firms
Understanding HRM-Firm Performance Linkages - D E Bowen and C Ostroff
The Role of the 'Strength' of the HRM System
A Critical Assessment of the High Performance Paradigm - J Godard
European Human Resource Management - W Mayrhofer and C Brewster
Researching Developments over Time
PART THREE: INTERNATIONAL HRM
Human Resource Management and the American Dream - D Guest
Strategic Human Resource Management - R S Schuler
Linking the People with the Strategic Needs of the Business
An Integrative Framework of Strategic International Human Resource Management - R S Schuler, P J Dowling and H De Cieri
Towards a New Model of Globalizing HRM - C Brewster, P Sparrow and H Harris
A Quarter-Century Review of Human Resource Management in the US - R S Schuler and S E Jackson
The Growth in Importance of the International Perspective
Volume Two
HRM Practices and Procedures I
PART ONE: SELECTION AND SOCIALIZATION OF EMPLOYEES
Constructs and Assessment Center Dimensions - P R Sackett and G F Dreher
Some Troubling Empirical Findings
The Big Five Personality Dimensions and Job Performance - M R Barrick and M K Mount
A Meta-Analysis
Organizational Socialization as a Learning Process - C Ostroff and S W J Kozlowski
The Role of Information Acquisition
The Validity and Utility of Selection Methods in Personnel Psychology - F L Schmidt and J E Hunter
Practical and Theoretical Implications of 85 Years of Research Findings
PART TWO: PERFORMANCE MEASUREMENT AND MANAGEMENT
The Relationship of Performance Appraisal System Characteristics to Verdicts in Selected Employment Discrimination Cases - H S Feild and W H Holley
A Cognitive View of the Performance Appraisal Process - A S DeNisi, T P Cafferty and B M Meglino
Model and Research Propositions
Outcome Expectancies of People Who Conduct Performance Appraisals - N Napier and G P Latham
Expanding the Criterion Domain to Include Elements of Contextual Performance - W C Borman and S J Motowildo
Performance Management - D N Den Hartog, J P Boselie and J Paauwe
A Model and Research Agenda
A New Model of Work Role Performance - M A Griffin, A Neal and S K Parker
Positive Behavior in Uncertain and Interdependent Contexts
PART THREE: COMPENSATION AND PAYMENT SYSTEMS
Effects of Compensation Strategy on Job Pay Decisions - C L Weber and S L Rynes
Generalizability Analysis of a Point Method Job Evaluation System - S L Fraser, S F Cronshaw and R A Alexander
A Field Study
Productivity and Extra-Role Behavior - P M Wright et al
The Effects of Goals and Incentives on Spontaneous Helping
PART FOUR: HUMAN RESOURCES DEVELOPMENT
Evaluating Training Programs - D L Kirkpatrick
Evidence versus Proof
The Effects of Psychologically Based Intervention Programs on Worker Productivity - R A Guzzo, R D Jette and R A Katzell
A Met

Über Autor(innen)

Anderson, Neil
Neil Anderson is Professor of Human Resource Management and Director of Research of the HRM-OB research centre (WORC) at Brunel University. Having obtained his PhD in Industrial/Organizational Psychology from Aston University in 1989, Professor Anderson has previously held chairs at the University of London (Goldsmiths College) and the University of Amsterdam (The Netherlands). He has published in several areas spanning HRM and organizational psychology over a number of years, and is now one of the top-five most cited Industrial-Organizational psychologists in Europe. Professor Anderson is Fellow of the British Psychological Society, a Chartered Occupational Psychologist, and Fellow of both the American Psychological Association and Division 14 of the APA (the Society for Industrial-Organizational Psychology)