Human resource management books free download pdf

Today we will present you with a select list of books on Human Resources. In an organization, Human Resources refers to the function or department belonging to the management and administration of companies, which is in charge of organizing and maximizing the performance of the workers, with the objective of increasing productivity.

Outside the context of the function or department of an organization, it refers to human capital; that is, the personnel that works in the company. Our list of books on Human Resources is made up of more than 20 publications.

In each one of them you will be able to consult all the relevant information on the subject. We have incorporated books in Spanish and Portuguese for you to enjoy these languages, in case you wish to do so. If you found this list useful, do not forget to share it on your social networks. Here we present our complete selection of Human Resources books:. Human resource management author Shyamala M.

Source: University of Calicut 7. Develop policies in talent management, total rewards and employee engagement. Utilize new technology to improve the efficiency and effectiveness of HRM Balance business demands with corporate social responsibility Written in an accessible manner, Essentials of Human Resource Management acts as an introduction to the subject for undergraduate students on HRM courses, as well as for postgraduate students on MBA programmes, and it will also be a valuable reference source for line managers.

A companion website supports this text with further materials. Score: 5. Score: 4. Providing a complete resource for understanding and implementing HR in relation to the needs of the business as a whole, it contains in-depth coverage of all the key areas essential to the HR function, including performance, reward, employee engagement and HR policy.

This fully revised and updated thirteenth edition contains an entirely new part covering the increasingly important subject of international human resource management. Other new chapters have been added on rewarding special groups and on employment law, and the chapters on HRM, motivation and engagement have been completely revised. Armstrong's Handbook of Human Resource Management Practice has also been brought up to date by reference to the findings of a number of significant research projects and other investigations of how HRM operates in practice.

Comprehensive online support material for the instructor, student and practitioner is provided, offering a complete resource for teaching and self-learning. Online supporting resources include lecture slides, an instructor's manual, a student's manual complete with multiple-choice practice questions and case studies and a glossary of terms. Including a wide range of activities, exercises, case studies and real life examples, this book really involves the reader, helping you gain a good understanding of the theory and of how it applies in practice.

This edition includes: A thorough update on equality legislation, A new AWhat next? A feature to point you in the right direction if you want to deepen your knowledge of a topic, ADid you knowA and APause for thoughtA boxes to get you thinking, Review and self-check questions with answers to test your understanding, A wealth of extra activities, quizzes and multiple choice tests online to help you to check your knowledge and revise This book is ideal for a first course in human resource or personnel management at undergraduate or professional level, including courses that lead to a CIPD qualification.

Differing national laws prevent firms from developing consistent sets of employment policies, but, at the same time, employees are often expected to work closely with colleagues located in many different countries and seek comparable treatment. This critical volume offers a comprehensive analysis of how these contradictory issues are dealt with in five countries - Australia, Brazil, Germany, Japan and the United States. Popular Books. Fear No Evil by James Patterson. Mercy by David Baldacci.

Qualitative Approach This approach is also known as bottom up approach of HR planning under which the subordinates make an effort to prepare the draft of HR planning. Hence, it is also called sub-ordinate-driven approach. It is concerned with matching organizational needs with employee needs. In this approach, major role is played by lower level employees. Mixed Approach This is called mixed approach because it combines both top-down and bottom-up approaches of HR planning.

In fact, the effort is made by employees and the management equally. There is a equal participation of each level of employees of the organization.

Concept And Meaning Of Job Design Job design is a process through which job related data are revealed and the contents as well as methods of performing different tasks are specified. It plays a key role in bringing organizational productivity and employee motivation at work. Job design is a process by which required and job-related information is gathered to determine different tasks to be included in the job.

Methods Of Job Design 1. Classical Approach Under this approach, the job is designed in the basis of organizational requirements.

Its purpose is to simplify the tasks and break them down into small work units. The primary focus of this approach is planning, standardizing and improving human effort at work in order to optimize organizational productivity. Under it, jobs are designed according to individual needs and organizational requirements. Furthermore, this approach considers both job-related technical systems as well as accompanying social forces of the job.

The technical and social aspects of job are analyzed in order to create jobs which have supportive relationship. Behavioural Approach Behavioural approach is concerned with behavioural factors such as: autonomy, variety, task identity, task significance, feedback mechanism etc. It means the above mentioned behavioural factors are analyzed and considered while designing the jobs under this approach.

Concept And Meaning Of Job Analysis Job analysis collects and analyses the information related to jobs and various aspects of jobs. Job analysis is a process of gathering or collecting information relating to job description and job satisfaction. It is the systematic process of gathering and organizing the information relating to various aspects of job, which describes the job contents and minimum job requirements in terms of skills, efforts, responsibilities and working conditions.

Objectives Of Job Analysis Job Description Job description is a job profile which describes the contents, environment and condition of jobs. It provides information relating to activities and duties to be performed in a job. It differentiate one job from another by introducing unique characteristics of each job. Job Specification It includes the information relating to the requirements of skills and abilities to perform a specific task. The job specification statement identifies the knowledge, skills, abilities needed to perform that task effectively.

Job Evaluation Job analysis also provides required information which are necessary for evaluating the worthiness of jobs. After the preparation of job description and job specification statements, it assists for the evaluation of actual performance against the predetermined standard. Job evaluation is the rating of job in an organization which attempts to compare the relative intrinsic value of each job and forms a job hierarchy. Job specification is prepared along with job description statement to explain the minimum acceptable human qualities necessary to perform the task effectively.

It specifies the physical, psychological, personal, social and behavioural characteristics of each job-holder. Recruitment is a process of identifying and preparing potential candidates to fill the application form.

Recruitment may be defined as a process of bringing right people for right position, at the right time to perform organizational activities in order to achieve the objectives. Communicating The Information The potential candidates are informed about vacancy announcement.

Receiving Application Recruitment process ends receiving the application forms dropped by different applicants who are interested to apply for a job.

It provides a pool of candidates for selection. Internal Sources And Methods Of Recruitment Internal sources refer to recruiting employees from within the organization. Promotions It refers to promoting or upgrading an employee who is already existed in the pay roll and contributed for organizational performance. Transfers Under it, employees are internally recruited through transfer from one work place to another. Recalling of laid-off employees.

Methods Of External Recruitment External recruitment is concerned with generating a pool of qualified candidates from outside of the organisation. Direct Recruitment Direct recruitment refers to a process of recruiting qualified candidates from external sources by placing a notice of vacancy in an organization's notice board.

Casual Callers This method of recruitment is concerned with using previously applied candidates as a source of recruitment. Advertising Advertising is one of the most common and popular methods of external recruitment under which the job vacancy is announced through different print and electronic media 4. Employment Agencies Employment agencies run by private, public or government sectors are regarded as an important source of recruitment for unskilled, semi-skilled and skilled jobs.

Schools, Colleges And Universities It is also known as campus recruitment. Under this method of external recruitment, educational institutions such as schools, colleges and universities offer opportunities for recruiting fresh candidates.

Labour Contractors Labour contractors are an important source of recruitment under which workers are recruited through contractors.