Order from a Major Online Bookstore
Ultimate Book Price Comparison Engine
Save Your Time And Money
| AnyBook4Less.com | Order from a Major Online Bookstore |
|
| Home | Store List | FAQ | Contact Us | | ||
| Ultimate Book Price Comparison Engine Save Your Time And Money |
||
 |
Title: High Performance HR: Leveraging Human Resources for Competitive Advantage by David S. Weiss ISBN: 0471643858 Publisher: John Wiley & Sons Pub. Date: February, 1999 Format: Hardcover Volumes: 1 List Price(USD): $50.00 |
Average Customer Rating: 4
Rating: 3
Summary: HR transformation
Comment: In all sectors of the economy competition has increased and changed, for instance by technological developments and vanishing trade barriers. The world of work changes like never before. Anybody who works is confronted with new work circumstances, new tasks and new demands. Old rules no longer apply. Organizations desperately look for new formulas of success. The human resources function, too, has to reflect on its own role and future, amidst all of this turbulence. That is what is happening now. HR slowly but surely has begun to transform itself fundamentally in many companies. This book is about that revolution.
The professionalization of the personnel function (nowadays usually called HR) first expressed itself in the development and implementation of procedures and systems for recruitment and selection, appraisal and reward, job descriptions and job evaluation and career development. At the same time the HR-person became the one who guarded the compliance with employee rights legislation.
In the last decade, the HR-function has increasingly become a target of criticism. The criticism is that the HR-function is too bureaucratic, controlling, too operationally focused, reactive and powerless. The author of this book, Weiss, says that HR indeed has not kept up with developments elsewhere in organizations. He says that HR professionals have become numb by the monopoly position they long enjoyed.
Weiss describes in High Impact HR not only how he views the role and positioning of HR in the future but also how HR can transform itself. An entire chapter even deals with the question how HR can systematically get rid of old activities by disposing of them, postponing them, or outsourcing them.
The role of HR can, according to the author, become a very important one, that of a strategic business partner responsible for the return on investment in personnel and organisation. As main contributions of HR the following remain:
1) Business transformation processes: the cultivation of a flexible culture, alignment of initiatives, the implementation of changes and transition and the return on investment in human capital.
2) Organization value added processes: HR technology processes, creation of a continuous learning environment, organization development and consultancy.
3) Core people processes, for instance recruitment and selection, performance development, compensation, etc.
To a lesser extent than before, HR will play a purely operational, administrative and service delivery role. Administration and execution remain important but a considerable part of these activities will be automated or outsourced to external suppliers. HR then becomes more a distributor than a producer of services. Another part of the HR activities will disappear through new technology applications. HR-information systems for example, take over routine tasks by automating the processing transactions and administration. Further, personnel itself will more and more be able to retrieve information from and change information in databases.
I find this book interesting bu not great. Not all ideas in this book get clearly worked out, for instance how HR could play a role in facilitating adding value to external customers. Another point of criticism is that Weiss defines the role of HR very broad. He states for instance that HR can help the company in developing excellence in managing relationships with its suppliers. Must HR be involved in everything and have expertise on everything? Weiss marks out the role of HR too broadly and vaguely, I think. The book contains several other examples of this. I think has little chance of becoming a classic. It does address, however, a very interesting and (still) timely topic. It also offers some useful and relevant knowledge. And, there are not too many other books on this. For that reason I think it is worth reading for HR people (in particular of larger organizations).
Rating: 5
Summary: "High-Impact HR" Delivers Strategic Value!
Comment: A fresh perspective on the HR function, "High-Impact HR" challenges the traditional view of HR as a service function and replaces it with a new vision of HR as an internal business accountable for the return on investment of essential corporate assets - people and organizational processes.
"High-Impact HR" not only challenges HR's traditional role, but also provides practical strategies for transforming HR's role, priorities, accountabilities, and organizational design. It positions the human resources function as a key business partner in helping any organization achieve its strategic goals.
"High-Impact HR" also focuses on what 'not' to do - how and why HR should abandon specific types of work for a better fit with the company's strategic goals. It then provides a roadmap for executives and HR leaders attempting to transform the HR function for competitive advantage.
The book has been widely endorsed by major leaders in the field of HR. Here are some examples of endorsements:
"It is brilliantly insightful" Lynn Evans, Vice President Nortel Networks
"Finally a book that shows us how to build the HR function into one that is truly valued as a strategic business partner - a must-read for all business leaders." James Marchant, Vice President C-MAC Industries
"Don't miss this important new book- a must read for the forward-looking HR professional." Dr. Carol Beatty, Queen's University
"High-Impact HR" was the best selling book at the 1999 Human Resources Professional Association of Ontario Conference.
The National Post listed "High-Impact HR" as the #1 Human Resources bestseller at Books For Business on April 1, 1999 and on April 29, 1999.
The Globe and Mail listed "High-Impact HR" as the #8 best-selling business book at Books For Business.
 |
Title: The Company of the Future by Frances Cairncross ISBN: 1578516579 Publisher: Harvard Business School Press Pub. Date: 15 January, 2002 List Price(USD): $27.50 |
 |
Title: Reframing Organizations : Artistry, Choice, and Leadership by Lee G. Bolman, Terrence E. Deal ISBN: 0787908215 Publisher: Jossey-Bass Pub. Date: April, 1997 List Price(USD): $34.00 |
 |
Title: Marketing of High-Technology Products and Innovations by Jakki J. Mohr, Jakki Mohr ISBN: 0130136069 Publisher: Prentice Hall Pub. Date: 15 January, 2001 List Price(USD): $90.67 |
 |
Title: Re-inventing HR- Changing Roles to Create the High Performance Organization by Margaret Butteriss ISBN: 0471642479 Publisher: John Wiley & Sons Pub. Date: 01 June, 1998 List Price(USD): $60.00 |
 |
Title: How to Measure Human Resource Management by Jac Fitz-Enz, Barbara Davison ISBN: 0071369988 Publisher: McGraw-Hill Trade Pub. Date: 26 December, 2001 List Price(USD): $49.95 |
Thank you for visiting www.AnyBook4Less.com and enjoy your savings!
Copyright� 2001-2021 Send your comments
