Additional information
by Clare Anne Francis Phd (Author)
This book has been designed as a resource for instructors, trainers, learners, supervisors and managers. It may accompany traditional Human Resource Management (HRM) textbooks to provide hands on tools to support learning experiences. The ultimate aim is to stimulate learners' creativity to design original HR sample materials. The designs may facilitate implementation of high quality HRM practices that support business success. Each chapter begins with two brief discussions. One introduces the HR topic with cause and effect relationships and the second differentiates high quality versus low quality HR practices on the HR topic. All chapters contain sample materials related to one or a few specific HR practices to demonstrate how a small part of HR functions in a firm. Seven of eleven chapters have cases to consider HR issues in organizations. Chapters also include activities such as problems to solve and HR designs to create for higher quality HRM practices. The first five chapters present broad topics in HRM: the field of HRM, HRM strategy, legal issues in HRM, organizing work and employee turnover. For example, Chapter 4 on Organizing the Work suggests numerous HR practices to improve how work is arranged to motivate individuals and groups. Chapters six through eleven present core HR topics including recruiting job applicants, hiring job candidates, training employees, conducting employee appraisals, designing employee compensation and incentive plans. For example, Chapter 6 considers the process to recruit job applicants. Learners are given guidance on information necessary to create a high quality job ad. They are asked to prepare a job ad for a specific job title. A second sub-topic is on sources of job candidates: specific outlets such as university career centers, print media, and online job boards. Learners are asked to create a list of recruiting sources with contact information for the job title in the ad they created. Finally, recruiting metrics are discussed with a presentation of numerous specific metrics and sample calculations to show a hypothetical firm's experience in recruiting. The metrics provide important guidelines for future recruiting campaigns. They also give insight on the better sources of job applicants, those likely to provide candidates who will be high performers for the firm.
Author Biography
Clare A. Francis, Ph.D., teaches management and human resource management courses in the College of Business and Public Administration at the University of North Dakota. Prior to earning her graduate degree, she was in accounting and finance, management consulting and healthcare administration. While serving as a hospital CFO, Prof. Francis actively participated in Human Resource Management initiatives that sought to improve work processes and the work environment for employees. She worked with teams of managers and employees to improve employee contributions to the organization. She has taught finance and management concepts to a variety of learners including employees, clinical staff, members of boards of directors, executives, graduate and undergraduate students and military officers. Her research interests are in the areas of leadership and ethics, citizenship behavior in organizations and the supervisor-employee relationship.
