Human Resource Management

Debra J. Cohen · Alexander Alonso · Montrese Hamilton

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Human Resource and Talent Management Management and Organizational Practices Employer Branding and e-HRM

Abstract

Human resource management (HRM) is a professional field consisting of both academic study and practitioners. The HRM profession is responsible for the interface between employees in an organization and the policies and procedures of that organization, overseeing everything from staffing to compliance, to performance management, to total rewards, to a myriad of other workforce issues and processes. In addition to the day-to-day workforce issues covered by HRM, there is also a strong strategic component to the function. HRM professionals operate as strategic business partners in an organization, providing guidance, advice, and direction that add value to organizational processes. The study of HRM has increased since the late 20th century, as has research of specific HRM issues. However, significant gaps in research exist in many areas of HRM practice.

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1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.1954The critical incident technique.1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.2001Human resources and the resource based view of the firm 1991Managing cultural diversity: implications for organizational competitiveness 1987Linking Competitive Strategies with Human Resource Management Practices 2004Conceptualizing and researching employer branding 2005Psychological success: When the career is a calling

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