Human Resource Practice 8th Edition by Fiona Whiting, Malcolm Martin 9781789665789 1789665787

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Product details:

• ISBN 10:1789665787 

• ISBN 13:9781789665789

• Author:Fiona Whiting, Malcolm Martin 

 Human Resource Practice
Human Resource Practice is a practical and accessible guide for students and anyone looking to gain a thorough understanding of HR and is the definitive text for the CIPD’s Level 3 Foundation Certificate in HR Practice. This book covers all the core areas of HR including recruitment and selection, performance management, reward and learning and development (L&D). It also provides students with the broader coverage of the business environment that they need to succeed including topics such as change management, organisational context and the legal background to employment. This fully updated 8th edition of Human Resource Practice now includes new coverage of the changing nature and demographic of the workforce, the continuing impact of technology and new developments that may be used. There is also coverage of the importance of data and people analytics to HR as well as an enhanced final chapter which includes additional material on working in a team, influencing skills and the importance of empathy, resilience and emotional intelligence. Reflective activities, case studies and explore further boxes throughout encourage students to think critically about the content and understand how it applies in practice in the workplace. Online resources include an instructor’s manual, lecture slides and annotated web links.

Human Resource Practice 8th Table of contents:

01 Introduction and overview
Our purpose
The structure
02 The organisational context
Introduction
External environment
Characteristics of organisations
What should an HR practitioner achieve?
What type of actions can practitioners take?
Organising the HR function
Trade unions
Advisory, Conciliation and Arbitration Service (Acas)
Summary
03 The legal background to employment
Introduction
Why is legislation important?
Where does employment legislation come from?
Pre-employment and starting work with a new employer
During employment: rights and responsibilities
Ending employment
Resolving disputes and dealing with claims
The role of HR practitioners
Summary
04 Job analysis and design
What are job analysis and design and for what are they used?
The development of job analysis and design
Approaches to and techniques for job analysis
The organisation chart
Job design
Change and job design
Job evaluation
The role of HR practitioners
Summary
05 Recruitment and selection
Introduction
The changing nature of the workforce
Workforce planning
Why are recruitment and selection important?
The legislation
Equality, diversity and inclusion
Recruitment and selection: an overview
The recruitment process
The selection process
Making the appointment
Induction
Evaluation
The role of HR practitioners
Summary
06 Performance management
Introduction
What is performance management?
Why is performance management important?
Why is performance management not always successful?
Performance management versus performance appraisal
Performance appraisal/review
Motivation
Legal considerations
The role of HR practitioners
Interviewing skills
Summary
07 Reward
Introduction
What do we mean by ‘reward’?
Pay systems and structures
Linking pay with performance
Non-pay rewards
The legal aspects of paying employees
Equal pay legislation
Making pay decisions
Pensions
The role of HR practitioners
Summary
08 Employee relations
Introduction
The changing nature and focus of employee relations
Why is it important to manage employee relations?
Discipline
Capability
Handling grievances
The right to be accompanied at hearings
Interviewing skills
Employee voice and employee engagement
The psychological contract
The role of HR practitioners
Summary
Appendix to Chapter 8: Checklist for taking notes of disciplinary interviews
09 Learning and development
Introduction
Why are learning and development important?
The learning cycle
Learning needs arise because the world changes
Learning needs arise because people’s jobs and careers change
Learning needs analysis
Learning and development plans and options
Implementing learning and development activities
Why should we evaluate our learning and development?
Why is learning and development so frequently not evaluated?
The role of HR practitioners
Summary
10 Information and communication technology in HR
Introduction
Why records are important in HR
Electronic and hardcopy records
Workforce reporting and people analytics
Data protection
Other legislation relating to information
Information and consultation
Social media and technology
Confidentiality, openness and social media
The role of HR practitioners
Summary
11 Change in organisations
Introduction
Why is managing change important?
Why organisations need to change
Approaches to change
Managing change
The impact of change on individuals
Supporting employees through change
The role of HR practitioners
Summary
12 Personal effectiveness
Introduction
Why is personal effectiveness important?
Communication and interpersonal skills
Negotiating, influencing and persuading
Handling difficult conversations
Assertiveness
Emotional intelligence, empathy and resilience
Behaviours
Self-development
Continuous professional development
Summary
Appendix to Chapter 12: Checklists for report-writing
Index
Copyright
 

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