This revised edition will build on the strengths of the previous editions. Feedback from academics suggests this book is regarded as being a comprehensive, authoritative set of essays. It is more detailed and analytical than the mainstream treatments of HRM in rival books, whilst remaining accessible to a wide variety of audiences. It has a clear position in the marketplace, being more advanced than standard HRM texts and is highly regarded by HR academics as customer feedback indicates. Our aim, as in previous editions, is to analyse HRM, the study of work and employment, using an integrated multi-disciplinary approach. The starting point is a recognition that HRM practice and firm performance are influenced by a variety of institutional arrangements that extend beyond the firm. The consequences of HRM need to incorporate analysis of employees and other stakeholders as well as the implications for organizational performance.
Book Details:
- Author: Stephen Bach
- ISBN: 9781118509975
- Year Published: 2013
- Pages: 440
- BISAC: BUS030000, BUSINESS & ECONOMICS/Human Resources & Personnel Management
About the Book and Topic:
This revised edition will build on the strengths of the previous editions. Feedback from academics suggests this book is regarded as being a comprehensive, authoritative set of essays. It is more detailed and analytical than the mainstream treatments of HRM in rival books, whilst remaining accessible to a wide variety of audiences. It has a clear position in the marketplace, being more advanced than standard HRM texts and is highly regarded by HR academics as customer feedback indicates. Our aim, as in previous editions, is to analyse HRM, the study of work and employment, using an integrated multi-disciplinary approach. The starting point is a recognition that HRM practice and firm performance are influenced by a variety of institutional arrangements that extend beyond the firm. The consequences of HRM need to incorporate analysis of employees and other stakeholders as well as the implications for organizational performance.
Since the last edition HRM has evolved in two main directions. First, the engagement with organisational behaviour has deepened and a number of formerly OB issues have entered the HRM mainstream. These include a focus on employee wellbeing and a concern to examine a variety of outcomes (labour turnover, job satisfaction, employee engagement) which extend beyond the previous narrow focus on organisational performance. Second, HRM has expanded it horizons beyond the dominance of Anglo-American perspectives to incorporate a wider variety of institutional contexts and has become more attuned to the significance of global developments for the study of HRM, such as the trend towards outsourcing. These trends are reflected in our planned revisions for the book.
ADVANCED, EXPERT ANALYSIS OF HR THEORY mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;”>TOP UK AUTHORS: UP-TO-DATE COVERAGE: SOLID ESTABLISHED UK ADOPTION MARKETING: Existing adopters will welcome the revision of the current edition and the new coverage of such important trends as globalization, outsourcing and employee engagement. UNIQUE HOOK: The distinctive feature of this text is that in contrast to most texts aimed at undergraduates and CIPD students, MHR is explicitly targeted at advanced level study; primarily MSc level, but also specialist third year modules in HRM (e.g. Contemporary issues in HRM is a widespread 3rd year module).
About the Author
Stephen Bach is Professor of Employment Relations at Kings College London. Before joining Kings College, he worked at the University of Warwick. His principal research activities relate to public service HRM in an international context and changing workforce roles. His books include: Employment Relations and the Health Service (2004) and he is editor of Managing Human Resources 4e (2005). He is a member of the Editorial Board of Personnel Review and Human Resources for Health. Martin Edwards is Senior Lecturer in HRM and Organizational Psychology at Kings College London,. Martin has contributed regularly to practitioner publications such as IRS Employment Review and has also worked for a number of years as an HR consultant. Martins academic interests include researching organizational identification, social and multiple identities in organizations and the role of employee and employer branding in organizations.