3 Review(s)

For upper-level, specialized courses in Human Resources Management or Industrial/Organizational Psychology. Interdisciplinary and research-based in approach, this text integrates psychological theory with tools and methods for dealing with human resource problems in organizations and for making organizations more effective and more satisfying as places to work. It reflects the state of the art in personnel psychology and the dramatic changes that have recently characterized the field, and outlines a forward-looking, progressive model toward which HR specialists should aim. Salient Features Interdisciplinary-oriented, research based approach- Provides balanced coverage of the conventional scientific procedures with fundamental psychological theory. Enables students to develop a solid foundation upon which to build a broad base of knowledge. Personnel psychology approach-Seeks to make organizations more effective and satisfying places to work. Enables students to apply psychological research and theory to human resource management in organizations. Forward-looking, progressive presentation-Integrated with statistical, psychometric and psychological theory. Provides students with a comprehensive and practical approach that challenges the field to advance, rather than to simply document past practice. NEW - Addition of new co-author Herman Aguinis. Brings considerable additional content and methodological expertise to this text. NEW - Technology, strategy, globalization and social responsibility themes throughout. Provides students with a holistic view of the field that integrates all the key elements. NEW - Completely revised and updated-More than 500 new references have been added since the last edition. Provides students with a extensively researched, current textbook. NEW - Updated legal issues in HRM-Based on new developments in case law in areas of age discrimination, national origin, disabilities, family and medical leaves, testing, sexual harassment and preferential selection. Keeps students abreast of the latest legal issues and provides preventative actions and practical tips for dealing with them. NEW - Broader performance management emphasis replaces performance appraisal approach. Provides students with a proactive approach to performance that examines the fundamental requirements of successful performance management systems, behavioral and judgmental biases in rating, types of performance measures and performance feedback. NEW - In-depth treatment of differential prediction. Offers students specific suggestions to improve the accuracy of the differential-prediction test and suggestions on how to minimize adverse impact. NEW - Changes in the organization of work-Presents eight choices that confront job analysts, plus new methods for establishing minimum qualifications, collecting work-related information, incorporating personality dimensions and competency modeling. Provides students with an extensive discussion of changes in the organization of work and their implications for job analysis. NEW - Strategic workforce planning updates-e.g. Business strategy, alternative approaches to strategic planning and the relationship between strategic business and workforce plans. Provides students with the latest industry techniques to strategic workforce planning approaches. NEW - Training design chapter updated and revised-Including the latest theories and new material on self-regulation and adaptive guidance to enhance transfer. Provides students with a discussion of key challenges that modern organizations face and their impact on training design and learning systems. NEW - International dimensions of applied psychology chapter added -Emphasizing five main areas: identification of potential for international management; selection for international assignments; cross cultural training and development; and performance management and repatriation. Provides students with a comprehensive analysis of the global dimensions of applied psychology and shows them the special issues involved when psychological measurement instruments are transported across cultures. NEW - Five codes of ethics updated. Provides students with the recently updated codes of ethics, as well as corporate ethics programs and the effects of individual differences variables on ethical behavior. Integrates psychological theory with tools and methods. Enables students to translate theory into practice effectively. New to this Edition Addition of new co-author Herman Aguinis. Technology, strategy, globalization and social responsibility themes throughout. Completely revised and updated-More than 500 new references have been added since the last edition. Updated legal issues in HRM-Based on new developments in case law in areas of age discrimination, national origin, disabilities, family and medical leaves, testing, sexual harassment and preferential selection. Broader performance management emphasis replaces performance appraisal approach. In-depth treatment of differential prediction. Changes in the organization of work-Presents eight choices that confront job analysts, plus new methods for establishing minimum qualifications, collecting work-related information, incorporating personality dimensions and competency modeling. Strategic workforce planning updates-e.g. Business strategy, alternative approaches to strategic planning and the relationship between strategic business and workforce plans. Training design chapter updated and revised-Including the latest theories and new material on self-regulation and adaptive guidance to enhance transfer. International dimensions of applied psychology chapter added -Emphasizing five main areas: identification of potential for international management; selection for international assignments; cross cultural training and development; and performance management and repatriation. Five codes of ethics updated.