One of the useful tools to help managers improve the capacity human resource management is a hr management policies. These books not only provide theoretical knowledge but also share practical experience, helping businesses solve issues such as recruitment, staff retention, build corporate culture, enhance work performance.
However, with countless options on the market, choosing the book suitable to the unique needs of business is not simple. Therefore, this article Lac Viet Computing will provide detailed information about the types of books personnel management, reputation helps the organizations and enterprises are to find out information about list management personnel have an overview choose the material best suited.
1. Overview “books personnel management”
1.1. Definition list management personnel
Hr management policies is the in-depth documentation provides knowledge and methods necessary skills to effectively manage human resources in the business. Content of the book is usually revolve around topics such as:
- Recruit, develop talent: guide the process of recruiting, interviewing, personnel evaluation, professional development for staff.
- Reviews work performance: Provide methods, tools to evaluate the work performance of employees, from there take measures to improve.
- Administrator salary bonus benefits: introduce the strategy building systems salary fair, reasonable, contribute to improving the motivation of employees.
- Construction corporate culture: a guide to creating construction work environment positive, cohesive staff and promote creativity.
For example, the book “human resource Management” by author John Bratton is a popular material, provided an overview of the aspects in personnel managementfrom recruitment to employee development.
1.2. The importance of hr management policies for business (H3)
Reading and apply knowledge from the book the hr manager brings many practical benefits for business:
- Advanced power management: managers can learn the methods, new strategies to solve the problems in the management of personnel.
- Improve process management: applying the knowledge from books to help businesses build finishing processes such as recruitment, training, performance evaluation, thereby improving work efficiency.
- Solved practical problems: The situation practical lessons in the book to help businesses identify solve the specific problem as a ratio of the high teen mounts employees or job performance is not stable.
2. Criteria for selecting books personnel management, suitable for business
The selection of books personnel management matching is an important step to help the organizations and enterprises improve efficiency of the hr management. To ensure proper selection, businesses should consider the following criteria:
2.1. Determine the actual needs of the business
Before choosing books, businesses need to clearly define the specific problems are encountered in the management of personnel. This helps to choose the appropriate policy to target the actual situation of the organization.
Illustrative examples:
- Troubled business in the personnel recruitment, quality: select the book provides methods for effective recruitment, such as “Hiring for Attitude” by Mark Murphy.
- Businesses want to improve the work performance of employees: Pick up a book on performance management as “First Break All the Rules” by Marcus Buckingham and Curt Coffman.
- Enterprises need to build a corporate culture positive: read books such as “Drive: The Surprising Truth About What Motivates Us” by Daniel H. Pink.
Identifying specific needs, helping businesses save time, resources, and apply knowledge from the book effectively into practice.
2.2. Select the book from the author prestigious trusted source
To ensure the quality and reliability of information, businesses should choose books from reputable authors in the field of hr management. These authors often have practical experience, in-depth research is recognized by the professional community.
Criteria for evaluating credibility of author:
- Practical experience: The author has many years working in the field of personnel administration or has consulted for many organizations, big business.
- In-depth study: The author is the research work is recognized, the article posted on the magazine specialized credibility.
- Recognized by the professional community: The author was invited to give lectures, share at the workshop, specialized events.
Example of author credits:
- Dave Ulrich: is considered the father of the pattern “HR Business Partner”, author of many famous books such as “HR from the Outside In”.
- Gary Dessler: author of the book “Human Resource Management”, be used extensively in teaching, practice hr management.
The selection of books from the author credits to help businesses access to quality knowledge, there is theoretical basis and practical solid.
2.3. Application of knowledge into practice
After selecting the appropriate business need to build a plan to deploy the application knowledge from books into the real work of administration personnel. This will help turn theory into concrete action to bring practical results.
Steps to implement:
- Reading group discussion: Organization of the reading and group discussion to share knowledge and experience.
- Building action plan: Based on knowledge from books, build action plans specific to each department.
- Training: Organization of training courses and the training to improve the capacity for the hr team.
- Adjustable rating: monitor, evaluate results after deployment, adjust the plan if necessary.
3. List of 10 books for hr executives classics best-selling of all time
1. “Human Resource Management” – Gary Dessler
This is the book platform in the field of hr management is widely used in teaching HR globally. Gary Dessler provides an overview, comprehensive personnel management, from basic operations to advanced strategies. The book helps the reader understand the strategic role of HR in the development business.
The knowledge theme in the book:
- Recruitment, personnel selection: the recruitment process effectively assess candidate competency-based corporate culture.
- Training development: build, program, training, skills and capacity of staff.
- Performance management: setting KPI's, evaluate competencies, create a plan to improve performance.
- Salaries and bonuses benefits: building systems salary rewarded by, motivational work.
- Labor relations and the law: Understanding labor law, construction working environment, legal and healthy.
Suitable object:
- Student, HR practitioners new to the profession.
- The new management or management personnel.
- Expert HR want to update general knowledge, modern practice.
Restrictions:
- Quite content overview, can't go deep into the specific situation or the business peculiarities.
- Some examples can be theoretical, need to flexibly applied to real business.
2. “First, Break All the Rules” – Marcus Buckingham & Curt Coffman
Based on the research of Gallup about thousands of managers across the globe, this book challenges the traditional notions about human resource management. The author focuses on the development of strengths of employees instead of fixing weaknesses, thereby improving work efficiency, coherence staff.
The knowledge theme in the book:
- Strengths of employees: emphasizes the identification, development personal strengths to optimize performance.
- Performance management: How managers measure the results based on strengths, not just based on general standards.
- Mounting employees: strategies create a working environment that helps employees feel are rated growing.
- Building effective teams: developing leadership skills to create resonance between the members.
Suitable object:
- Managers seeking to enhance performance team.
- Businesses want to build a culture focused on strengths of employees.
- HR would like to improve the assessment process and development.
Restrictions:
- Does not provide detailed instructions about the process of HR standards should be combined with other materials if you want to deploy comprehensive.
- A number of methods that needs to be modified to suit the business that traditional culture or on a large scale.
3. “Drive: The Surprising Truth About What Motivates Us” – Daniel H. Pink
The book explores mechanisms of human motivation in the work environment, modern, contrary to the traditional notion that people only work for money. Daniel Pink points out that motivation autonomy, competently and purpose to bring the long-lasting effect than with the measures of reward and punishment alone.
The knowledge theme in the book:
- Motivation autonomy (Autonomy): allows employees To control their work to increase the responsibility, creativity.
- Motivation proficient (Mastery): encourage skills development, continuous improvement
- Motivational purpose (Purpose): connect the work with the value, the larger goal of the organization.
- Practical application: building strategy work environment promotes cohesion and performance.
Suitable object:
- Managers want to increase the motivation and engagement of employees.
- Businesses are reform, cultural orientation to the work environment positive, creative.
- HR would like to apply the strategy of modern dynamics into development program employees.
Restrictions:
- Does not provide detailed instructions on the tools human resource management traditional as KPI or performance reviews.
- A number of theories should be adjusted to match the business structure, management closely or work repeated.
4. “The HR Scorecard” – Brian E. Becker, Mark A. Huselid & Dave Ulrich
This book focuses on the measurement efficiency of the personnel and a direct link to the operational HR with the strategic goals of the business. The author introduces the concept of HR Scorecard, a tool that helps managers, HR quantitative impact assessment of the personnel policies to business performance.
The knowledge theme in the book:
- HR Scorecard: the Method of construction of the index measure the effectiveness HR, from recruitment and training to performance management.
- Link HR with business strategy: How to assess the impact of the activity to the business results.
- Performance management, capacity: Determine the capacity needed and measure the results achieved by the employee.
- Cost analysis benefits: optimized budget HR based on data, the actual efficiency.
Suitable object:
- The HR manager wants to apply the methods of scientific measurement.
- Enterprise-scale, medium and large, want HR to become a strategic partner.
- The expert HR want to raise capacity to analyze hr data.
Restrictions:
- Content is the theoretical part and the material requires the reader to have basic knowledge about management and data analysis.
- Applied practices can be complicated for small businesses, there is no system data HR standardized.
5. “HR from the Outside In” – Dave Ulrich, Jon Younger, Wayne Brockbank & Mike Ulrich
The book presents models HR modern, emphasizing the strategic role of HR in creating value for the business. The author provides a framework practices to the managers and HR to become a strategic partner, mounted target hr with business goals.
The knowledge theme in the book:
- Models HR strategy: integrating HR into the decision-making process of the business.
- Create value from HR: The hr activities contribute directly to profits, productivity, cohesion staff.
- Fixation capacity HR: Define the role, competencies needed for HR to support business sustainability.
- Measure the impact HR: building instructions, indicators for measuring results and impact strategy.
Suitable object:
- The HR manager wants to transform HR from administrative roles to strategy.
- Business that is looking to optimize the value that hr brings.
- The expert HR want to learn pattern modern management, applied in practice.
Restrictions:
- A number of strategic concepts can be difficult to immediately apply to small business or there is no system for HR firm.
- Need to combine with practical tools other to full deployment.
6. “Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead” – Laszlo Bock
Author Laszlo Bock, former director of hr at Google, share recipes hr manager at Google, one of the company whose corporate culture is excellent reviews. The book focuses on how to build the work environment innovative mounts staff, optimal performance.
The knowledge theme in the book:
- Smart recruitment: selection process human resources competency-based culturally appropriate.
- Business culture: building on the work environment of openness, encourage creative renewal.
- Reviews development staff: the rating System fair, transparent support personal development.
- Application data in HR: Using data for decision-making personnel exact objective.
Suitable object:
- Managers want to learn model management personnel of the business-leading technology.
- Businesses want to build corporate culture positive, creative.
- HR would like to apply the HR strategy based on data and actual results.
Restrictions:
- A number of methods applicable at Google can be difficult to implement directly in the traditional business or have a management structure closely.
- Content focuses on the culture, environment, creative, little mention in detail the process of HR as traditional as salary or employment law.
7. “The Five Dysfunctions of a Team” – Patrick Lencioni
This book focuses on the analysis of the reasons that a team does not reach optimum efficiency. Patrick Lencioni given the pattern “5 Dysfunctions” help managers identify problems in the team offer solutions to build cohesion, increase work productivity.
The knowledge theme in the book:
- Lack of trust (Absence of Trust): When members do not trust each other, they are hard to share information, difficult to admit mistakes.
- Fear of conflict (Fear of Conflict): Avoid conflict led to the decision is delayed and the quality of work decreases.
- Lack of commitment (Lack of Commitment): If there is no consensus, the decision will be difficult to be effectively implemented.
- Avoiding responsibility (Avoidance of Accountability): Employees do not take personal responsibility to reduce the general effect.
- Focus on personal results more general results (Inattention to Results): When personal goals more important than the goal team work efficiency decreases.
The book offers specific solutions, for example practices to overcome each issue, from building trust to promote commitment, responsibility in the group.
Suitable object:
- Managers want to build team cohesion effective.
- Businesses are problems of coordination, communication or group performance.
- HR want to apply the model on training program development team.
Restrictions:
- Content is primarily focused on behavioral issues, cultural groups, less refers to the process of HR or hr strategies overall.
- A number of illustrative examples bring theory, should managers use flexible according to the actual organization.
8. “Hiring for Attitude” – Mark Murphy
This book emphasizes the importance of attitude, the appropriate corporate culture in recruitment, instead of just relying on professional skills. Mark Murphy provides methods that help recruiters assess the right candidates, reduce risk hiring the wrong person and enhance the work performance of the team.
The knowledge theme in the book:
- Assess the attitude of candidate: identifying personality, values, and mindset fit with corporate culture.
- Method effective interview: questioning technique to harness the true information about the attitudes, how candidates solve situations.
- Reduce risk hiring the wrong person: strategy, selection of personnel based on the combination of ability and attitude.
- Optimize the hiring process: Integration of the evaluation step attitudes in the recruitment process out there.
Suitable object:
- Recruiters, HR professionals want to improve the quality selection.
- Businesses are seeking to reduce the rate of quitting early, increase cohesion staff.
- Management departments want to learn how to choose suitable candidates with cultural goals of the group.
Restrictions:
- Content-focused attitude, little mention details about professional skills, or a process, HR overall.
- A number of methods need to adjust to suit the business process, recruiting, traditional or technical work intensive.
9. “Lean HR” – Dwane Lay
“Lean HR” apply the principles of Lean Management into human resource management to optimize processes, eliminate activities that do not create value, improve the efficiency of the HR. The book provides a practical guide to the management of HR to improve processes, reduce time wasted resources.
The knowledge theme in the book:
- Optimal process HR: applying Lean to streamline the recruitment process, training, performance evaluation, data management personnel.
- Eliminate waste: Identify the step operation is not necessary, reduce the processing time records, and reports.
- Increase the value for employees and business: Shipping capacity HR from administrative to support the strategy, creating a positive experience for employees.
- Measurement efficiency: construction of the indicators to measure productivity, efficiency, operational HR after the application of Lean.
Suitable object:
- Small and medium sized businesses want to improve the operational efficiency HR.
- The HR manager wants to improve the process, reduce cost, increase efficiency.
- The expert HR interested in applying the Lean approach in human resource management.
Restrictions:
- Some concept of Lean can be complex requires a basic understanding of process management.
- Don't go deep into the technical staff assessment or building strategic compensation.
- Need time and resources to deploy comprehensive, especially with business, there are no procedures HR standardized.
10. “The Talent Delusion” – Tomas Chamorro-Premuzic
The book combines psychological research study with strategic hr management to help businesses identify and develop talent, really. Tomas Chamorro-Premuzic points out the common mistakes in recruitment, employee assessment based on gut feeling, since it provides the tools to make decisions more accurate.
The knowledge theme in the book:
- Get comprehensive, real talent: How to distinguish between real capacity, the initial impression.
- Evaluate the effectiveness of employees: Using data, psychological tests, assess the capacity to make decisions objectively.
- Risk management HR: Reduce mistakes in hiring and promotion based on emotions or personal bias.
- Staff development: build training plans, develop skills and retain talent long-term.
Suitable object:
- Businesses want to optimize your strategy, recruit, develop talent.
- Managers, HR and recruitment want to make decisions based on data and scientific research.
- Organizations interested in developing leadership and team design.
Restrictions:
- A number of methods requires skills psychological assessment or use depth data may be difficult to apply for small business.
- The content focuses more on strategy recruitment, talent development, less refers to the process HR administration such other compensation or performance management.
The selection and study personnel management not only helps managers enhance professional knowledge, but also bring practical benefits for business, from improving the recruitment process, retain talent, to build corporate culture mounting efficiency. The books classics such as Human Resource Management, First, Break All the Rules, or Drive provides the strategies, methods and examples illustrate real-world organizations, business apply to work in hrm.
3. Improve the efficiency of hr management with solution Lac Viet SureHCS HRM
To improve the efficiency of hr management, you can start by finding read the book in accordance with business needs, in combination with the tool human resource management software modern to implement the knowledge into practice.
Lac Viet SureHCS HRM is a software solution managing the entire interface is designed to support the organizations and enterprises manage all activities related to hr in a smart way automatically.
The software provides the subsystem from important records management personnel, timekeeping, payroll, benefits manager, to evaluate the performance training to help businesses deploy the process HR fast, accurate transparent. In addition, with reporting features intelligent data analysis, Lac Viet SureHCS HRM helps managers make decisions promptly, in accordance with the development strategy of the organization.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS HRM
LV SureHCS HRM is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
TYPICAL CUSTOMERS DEPLOYING LV SUREHCS HRM
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
SIGN UP TO RECEIVE DEMO NOW
AI INTEGRATION ACCELERATES DIGITAL TRANSFORMATION OF HUMAN RESOURCES
Vietnam has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
WHAT DO BUSINESSES GET WHEN DEPLOYING LAC VIET SUREHCS SOFTWARE?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: surehcs@lacviet.com.vn | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
With friendly interface, easy to use and the ability to customize according to the characteristics each enterprise, Lac Viet SureHCS HRM not only reduce the administrative burden for room HR but also improve the experience of staff, at the same time creating working environment, efficient, professional, modern.
