THE OXFORD HANDBOOK OF HUMAN RESOURCE MANAGEMENT
The Oxford Handbook of Human Resource Management aims to provide an authoritative account of current trends and developments in Human Resource Management (HRM). HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in personnel management, industrial relations, and industrial psychology. People Management and High Performance teams have become key functions and goals for managers at all levels in organizations. The text is divided into four parts: foundations and frameworks; core processes and functions; patterns and dynamics; and finally measurement and ...view middle of the document...
HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in Personnel Management, Industrial Relations, and Industrial Psychology. People Management and High Performance teams have become key functions and goals for manager at all levels in organizations.
The Oxford Handbook brings together leading scholars from around the world - and from a range of disciplines - to provide an authoritative account of current trends and developments. The Handbook is divided into four parts:
* Foundations and Frameworks,
* Core Processes and Functions,
* Patterns and Dynamics,
* Measurement and Outcomes.
Overall it will provide an essential resource for anybody who wants to get to grips with current thinking, research, and development on HRM.
Oxford's Handbook of HR Management is a large textbook pertaining to Human Resource Management. Although it covers many topics and goes into great detail with examples from US and UK work environments, it has several weaknesses.
PROS - Thorough, Multitude of References and Sources : unbiased, applicable to different HR markets
CONS - Dense, repeats itself, overly theoretical - too far from realities of day to day HRM
Chapter 1 –HRM- Scope, Analysis and Significance
Chapter 2- The Development of HRM in Historical and International Perspective
The practice and academic study of HRM has made huge progress over the last century. At the turn of the twentieth century, the concept of human resource management had not yet been invented, its practice in industry was highly informal and often grossly inefficient and inequitable, and no organized research or teaching on HRM existed. At the beginning of the twenty-first century, the situation is transformed. Not only has the idea of HRM spread across the world, it is now recognized and practiced as a fundamental part of business, is the subject of a voluminous academic and practitioner research literature, and has greatly promoted efficient enterprise and more equitable and harmonious employee relations.
But the evolution of HRM is now without problem areas and shortcomings. Compared to some other areas of business management, such as finance, marketing, and accounting, HRM has often ranked lower in strategic importance, corporate investment, and professional status. Likewise, while some companies ‘walk and talk’, view employees as organizational assets, and make HRM a strategic driver of competitive importance, many others have either significantly scaled back their investment in employees and HRM or continue to practice people management in a largely tactical, administrative and cost-focused manner. With regard to academic research, a wide frequency of distribution of firms exists ranked by their breadth and depth of HRM practices. The frequency distribution also varies in systematic ways among countries, depending on their respective...