BOOK REVIEW

Prepared by: Leilani Bueno- Carino

Ejin Celis

Submitted to: Dr. Ulysses A. Brito

Author of the Book: George T Milkovich and John W. Bouddreau

Title of the book: HUMAN RESOURCES MANAGEMENT

Name of the Publisher: RICHARD D. IRWIN

Place of Publication: IRWIN Homewood, IL 60430

IRWIN Boston M.A {d 021i6

Year of Publication: 1996

I. SUMMARY OF THE BOOK:

The design of this book is largely based on four basic phases of the diagnostic
of human resources management. As the model in Chapter I illustrates,
these phases include: (1) assessing the conditions, both external and internal to
the organization, that face managers of human resources; (2) planning and setting
human resources objectives for the organization that are based on these conditions; (3)
choosing the appropriate human resources actions that will achieve these desired objectives;
and (4) evaluating the results. The major sections in the book examine these phases and
discuss the major human resource issues involved. The heart of the book examines how to
make effective decisions about human resources. It achieves this by analyzing the prevailing
pressures and human resource issues facing managers; discussing the concepts, theories,
and research related to these issues; and describing the actions taken by leading
organizations to achieve their objectives. Examples of the issues covered include: the effects
of demographic shifts and work force diversity (Chapter 2); international developments, such
as Europe 1992 (integrated throughout the book see Chapter 17 as an example); quality
teams and new approaches to employee relations (Chapter 15); recent Supreme Court
decisions and equal opportunity (Chapter 6); pay incentives and health care costs (Chapters
13 and 14); college student recruiting (Chapter 7); work force reductions and layoffs
(Chapter 9);
managing careers (Chapter 10); establishing the link between business strategies and
human resource decisions (Chapter 5); and more. Our objective is to help you prepare to
make effective decisions about human resources. To achieve this objective, this book
undertakes three basic tasks. The first is to examine the current theory and research related
to human resource management. We draw upon theory and research from organization
behavior, psychology, economics, sociology, and the law. This discussion is supported by
extensive up-to.date references, which offer the opportunity to dig
into topics beyond what is provided in the text discussion. The next task is to examine the
rapidly changing state of practices among employers. Here we draw upon practices actually
used by a wide variety employer; examples from public and private, large and small, as well
as domestic and international firms, are included. Those practices illustrate new
developments, as well as established approaches, to human resource management. Finally,
this book offers an opportunity for you to develop your own decision- making skills of
exercises based on actual events. One option is "Your
Turn," included in each chapter. "Your Turn" presents a short real-life human resource
problem. You make your decision and compare it to the actions actually taken by managers
in the real organization. Next three, computer applications with software specifically
designed for this text are included. These applications focus on human resource decision
making, not data entry, and are based on our work with leading employers. A series of
integrated cases (nine of them) set within one firm are another option. It gives you the
opportunity to dig into situations and work through more involved projects. In addition, there
are other cases, role-playing exercises, and discussion topics. Our intention is to offer you a
menu of exercises from which to choose. Completing these exercises will help you better
understand the concepts and issues discussed in the book and help as you develop skills
readily transferable to future jobs.

II. DISCUSSIONS

1) Did you like the book?

I really love the books because the heart of this book remains the authors' belief that
what sets successful organizations apart is how they manage human resources. Their
 book is differentiated by its continuing focus on so many aspects of Human resources.
And all about the impact and relevance of HR programs, scholarly research, and
academic theories on achieving competitive advantage and fair treatment for employees.
The text is further differentiated by its diagnostic approach, which guides managers'
decisions. Using the diagnostic model, students assess relevant conditions, set
objectives, make decisions, and evaluate their impact. Another differentiating feature is
that the book is full of examples drawn from the authors' extensive hands-on consulting
experience with leading companies worldwide. Discuss completely all information needed
for HR Managers, organizations and students required to study and learn HR strategies
and goal setting. It is beneficial because information are very specific to the management
of human resources, the human resource profession, the roles of a human resources
professional or the strategic partnership of human resources managers with leadership
teams, You've found it here. Read more to understand the opportunities for value added
from human resources professionals in your organization. The institution effectively uses
its human, physical, technology, and financial resources to achieve its broad educational
purposes, including stated student learning outcomes, and to improve institutional
effectiveness.

2) Which topic do you like most? Why?

The topic we like most is the JOB DESIGN PHILOSOPHIES AND APPROACHES we
chose this also as our topic to be presented in our Book review. The rule of Human
Resources is very important they were doing Work arrangement (or rearrangement) aimed
at reducing or overcoming job dissatisfaction and employee alienation arising from
repetitive and mechanistic tasks. Through job design, organizations try to raise
productivity levels by offering non-monetary rewards such as greater satisfaction from a
sense of personal achievement in meeting the increased challenge and responsibility of
one's work, Job enlargement, job enrichment, job rotation, and job simplification.
We were very interested, as a student with a Marketing Major this is very important for us
to determine that the Good Job design incorporates the relationship with organizational
goals and values and should be well understood in order to align and prioritize the job’s
responsibilities to each of those people assigned to that specific job. Starting as
Marketing students and future HR managers should know and analyze all these
information needed for the future positions. We got interested with these topics because
 it was designed to inspire and motivate students, introduce them to particular topics and
give an overview of current issues and debates within the discipline. Some are given by
visiting practitioners who provide ‘live’ case material and offer students industry contacts.

This topic covers the knowledge and understanding deemed essential for all practitioners
and students in the personnel and training profession. The content covers the key
elements of personnel and development in the generic areas of resourcing, development,
relations and analysis. The topic provides sufficient knowledge and understanding for the
personnel and development specialist to give informed advice and solutions at workplace
level, contribute to improvements in organizational performance and undertake basic
human resources processes. Change management is seen as a core issue, as it can be
applied in each subject area.

Handling and managing people is very sensitive in all ways so as future managers we
students should realize the earlier advantages and disadvantages. We as students are
encouraged to develop a more extensive understanding of the nature of employment
relationships and gain insight into the processes through which human resource
management enables or disables professional practice. For us students will provide and
prepare us to competent and will guide us in our future. Students will develop skill and
proficiency in all areas of human resources

III. ANALYSIS

1) Analyze the significance of the principles, general statements, and theories

concepts etc… Cited by the author to the students and management
practitioners.

All the theories and principles, general statements and etc…are designs by the author
to provides completes information that will help future students and management
practitioners provides vital, behind-the-scenes support for managers at the present in
the future. All things needed for us to know about the Human Resources Management
are discussed very well by the author, they want to convey to each of us the
importance of HR decision making. The books Provides a complete resource for
understanding and implementing HR in relation to the needs of the business as a
whole, it includes in-depth coverage of all the key areas essential to the HR function.
The authors cited on experiences and those of leading HR practitioners to address
the critical questions and present the latest research in the area to inform your
decisions and approach to transformation. Innovative and strategic way of handling
human resources considers a human capital holds the key to an organization's future
success. HR people serve as strategic players, administrative experts, employee
champions and change agents. Full of illustrations and examples from dozens of
companies, this book show how HR professionals can operate in all four areas
simultaneously.

The authors of “Human Resource Management” offer a comprehensive and

accessible analysis of contemporary theories and concepts in key human resources
activities. It encourages students to think critically and evaluate the nature of HRM in
order to develop a deeper understanding of employment relations. This book has
been thoroughly updated including new material on: the contemporary context of
HRM; new employment-related topics, such as flexibility, emotional labor, knowledge
work; diversity in work organizations, a new discussion on workplace wellness;
partnership strategies; ethics in HRM; and new legislation, reflecting the growing
emphasis on global management.
This book demonstrates that for businesses to thrive in today's economy, human
resource managers must take on four new roles: human capital steward, knowledge
facilitator, relationship builder, and rapid deployment specialist.

This is an ideal foundation textbook for anyone studying or working in the Human
Resource Management arena. This text utilizes and incorporates most of what is
currently known, researched or experienced in the field. It features data and examples
from academic research, international businesses, consulting firms and interviews
with HR managers in multinational and global enterprises. This book offers both a
theoretical and practical treatment of this important and constantly evolving area. This
 book is thoroughly updated and revised in this third edition. It includes key terms,
learning objectives, discussion questions and an end-of-book integrative case. It also
has a set of Power Point slides for each chapter as well as a resource guide for the
discussion questions and the integrative case. The book was w ri tte n to p ro vid e a
si ng l e , co mp re he n si ve sou rce o f a va ri e ty o f ca se s th a t h a ve p ro ve n
u se fu l i n ma n y man a g e me n t, org a ni za ti o na l be h a vio r, a n d hu ma n
re so u rce ma n a ge me n t co u rse s.

IV . C onc lus ions /R e c om m e nda tions

We co n cl ud e d th a t If we want to understand the emerging challenges in the

human resources management, it is perhaps necessary to develop a perspective of
the new situation which organizations might have to face in future. Some of these
changes are clearly discernible, while others show clear evidence of their probable
occurrence.

Approaches to Human Resources Management are not static, in the sense that they
are made one time and hold good forever; on the other hand, they are dynamic. They
undergo systematic changes to meet the requirements that crop up in the future. The
techniques that worked well in the past may not work well in the present and those
which are operationally effective currently may need realignment to cope with future
needs.

Anticipating possible changes and new requirements of the future and making prior
preparations are always better strategy than waiting for the changes to catch us
unaware, or remaining in complacency or involving in what is termed as ‘fire fighting’.
Thus in the area of human resources management the practitioners should have
futuristic-orientation as in the case of other functional areas, such as technology
forecast, investment decisions, market analysis etc.

The fact that future may pose totally new problems due to different kind of changes
and pressures in the business environment and that the current strategies may prove
inadequate, bring us to the awareness of so called ‘Emerging challenges in Human
Resource Management’.

Emerging challenges assume the form of the need to deal with emerging problems in
the area of Personal Management and Industrial Relations in the coming decade. In
order to understand the emerging challenges in the management of Human
Resources, it is perhaps necessary to survey, understand and predict changes in the
following sub-environments of the total environment within which Business and
Industry operate, adopting ‘Systems Approach’

Technological Developments (Technological Revolution)

This includes growth in size and complexities of organizations and automation,
including computerization. It is necessary to examine (a) how technological
developments affects the design of jobs in terms of changing pattern of educational
skill requirements, organizational structure performance control, etc, and the
implication of these on techniques like personnel recruitment, selection, job analysis,
job evaluation, developing compensation plans, developing appraisal systems and
task structuring and (b) the strategies in the introduction and management of
technological changes to secure the vital employee acceptance of the program and
productivity of the enterprise.

We recommend that the human resource will help provide 21st-century skills,
knowledge and understanding of human resource functions in private- and public-
sector organizational settings. And these functions include human resource planning;
recruitment, selection, placement and orientation of employees; training and career
development; labor relations; management of performance appraisal, compensation
and benefit programs; and development of personnel policies and procedures. The
curriculum also covers management and organizational theory, organizational
behavior and development approaches, labor relations theory and practice,
interpersonal skill development and women's perspectives in management. Students
are prepared for work in business administration and human resources in the for-
profit, nonprofit or public sector. Through the proper selection of courses, the student
can prepare for the certification examinations for Professional in Human Resources,
Senior Professional in Human Resources and Global Professional in Human
Resources, which are offered by the Society of Human Resource Management