This volume synthesizes thinking on knowledge management and intellectual capital from a broad range of sources and identifies how human resource management can make a value-added contribution.

This critical approach to the study of human resource development emphasizes the need for its effective integration with human resource management, as well as with the strategic management of the organization.

"Will help those committed to learning how to embed knowledge through HR systems and it will help those committed to HR to recognize and deliver knowledge as the outcome of their work." - cover.

This book, though, provides a deep discussion about e-HRM issues so the reader can have a thoughtful background about the key role played by those who participate in e-HRM activities. A variety of experiences are provided to involve the reader in real problems and, thus, to help the reader gain an understanding of current and future e-HRM challenges. The books also explores the impact of IT on communication effectiveness, the concept of protean career, the integration of handheld computer technology into HR practice, the B2E models and, perspectives in organizational development and IT.

Work analysis seeks to breakdown the work behaviors that people do and the characteristics of people who successfully perform the work, and then to reassemble the information in a form that has many uses in practice. The information can be used to specify job expectations, establish quality standards, develop training programs, document work processes, and anticipate safety risks, among many other uses. This book is a practical guide to using the work analysis process for improving performance in the workplace, particularly with the emergence of knowledge work. Work has undergone much change, and the trend is towards increased complexity, demanding employees to use their cognitive abilities to a greater extent. Work analysis has often been criticized for its historical focus on documenting simple, observable, and routine behaviors performed by individuals involved in low-skilled production work. But it doesn’t have to be so, as readers will discover. Indeed, the demands of organizations and societies in the digital age has placed greater emphasis on documenting the changing nature of work. This practical book addresses the questions of how does one perform a work analysis? How can complex work be documented? How can the information be used by organizations, technical schools, and government agencies? Readers will find detailed descriptions of numerous work analysis techniques, along with case studies and example documents from actual organizational and national workforce development situations. This book serves as a relatively comprehensive resource for human resource development professionals in range of settings. The book should also be useful for human resource managers, line managers and supervisors, and other professionals such as quality and safety staff. Readers will value the information in the book, based on the author’s extensive experience, which is presented in a clear and concise approach.

Effective Human Resource Management is the Center for Effective Organizations' (CEO) sixth report of a fifteen-year study of HR management in today's organizations. The only long-term analysis of its kind, this book compares the findings from CEO's earlier studies to new data collected in 2010. Edward E. Lawler III and John W. Boudreau measure how HR management is changing, paying particular attention to what creates a successful HR function—one that contributes to a strategic partnership and overall organizational effectiveness. Moreover, the book identifies best practices in areas such as the design of the HR organization and HR metrics. It clearly points out how the HR function can and should change to meet the future demands of a global and dynamic labor market. For the first time, the study features comparisons between U.S.-based firms and companies in China, Canada, Australia, the United Kingdom, and other European countries. With this new analysis, organizations can measure their HR organization against a worldwide sample, assessing their positioning in the global marketplace, while creating an international standard for HR management.

This critical approach to the study of human resource development emphasizes the need for its effective integration with human resource management, as well as with the strategic management of the organization. With special reference to workers in the "knowledge economy", the text draws readers through a reflection of human resource development's past and current organizational role and impact, analysing the role human resource development can play in an increasingly knowledge based environment.

This book argues that knowledge management and HRM systems should be integrated. This integration provides the foundation for designing knowledge-oriented high-performance HR practices.

This book reinvigorates the use of wisdom in management and work practice, promoting it as an important research topic and demonstrating how it can be applied across a number of important management areas such as knowledge innovation and strategy.

The authors of this text review the most current thinking on HR initiatives associated with current organisational performance and investigate how the field will need to mobilise in new ways to meet the demands of the future.