What books do you recommend to HR?

The so-called reading breaks thousands of volumes, and writing is like a god. Only by reading more books can we have some knowledge support. Here, I have compiled the following list of books that human resources managers must read, hoping to help you.

1. Required reading for human resource management 12.

This book provides you with many cases to explain some intractable diseases of human resources. For example, how to motivate employees to work better without raising wages? How to reduce the gap between departments and the interest disputes between colleagues to zero? How to interpret the employment needs of department managers? How to make HR newcomers become masters in dealing with "intractable diseases"? It has certain reference significance.

2. Full-time legal adviser of human resources

For the current HR personnel and managers, they should not only have excellent management ability, but also have certain legal knowledge, especially labor legal knowledge. For new HR or legal personnel, especially business department managers, labor law has become one of the necessary knowledge. This book takes 38 main concepts in the field of labor law as key words, makes a professional analysis of key words, and makes a professional interpretation of difficult problems often encountered in human resource management, and further explains them in combination with relevant laws, regulations and judicial precedents. With clear context and strict logic, it is a tool book of labor law and personnel management worth reading.

3. A real year of human resources development

This book will still tell several stories about human resource management in foreign-funded enterprises. You should treat these stories as broadening your horizons or analogies. Having your own model does not mean that you are not open.

Sometimes, the workplace is really like a "nine-story demon tower" with traps, horrors and beautiful and charming scenes. In the book, the author writes down his years of experience and understanding, hoping to show readers a real adventure of a human resources director.

4. "Strugglers are the foundation"

The essence of Huawei's 25-year human resource management thought has been sorted out in five years.

China has no mature experience and management system on how to manage a world-class and commercialized large-scale high-tech enterprise. I can only learn from western companies with an open mind, keep practicing and summing up, master some knowledge and make some discoveries. This struggler-oriented Huawei human resource management outline provides a good reference. It is mainly used for Huawei's internal management training, and its official publication is conducive to absorbing criticisms and opinions from the business community and all walks of life, so as to further improve it.

5. Examples of necessary systems and forms of human resource management

Human resource management involves all aspects of enterprise management and is very important for the development and growth of enterprises. Examples of Necessary Systems and Forms of Human Resource Management does not generally explain the whole system of human resource management, but selects the more practical and core parts of human resource management, that is, taking the six commonly used modules of human resource management-planning, recruitment and deployment, training and development, salary and welfare, and labor relations management as the main line, taking the system and form as the content, working hard on practicality, and integrating into WeChat scanning function. All the systems and tables can be used with a little modification, so that you can easily master the practical methods of these six basic modules without a thorough understanding of human resource management, which greatly saves working time.

6. Recruit like a headhunter

High-end talents are important, but difficult to recruit! How can we accurately recruit high-end talents that enterprises need? How can we leave talents who can bring direct benefits to enterprises? It is the confusion of current enterprises in the recruitment of high-end talents. This book aims at this confusion of enterprises, aiming at teaching many enterprises in recruitment difficulties how to use headhunting recruitment methods to find outstanding talents for themselves.

This book is divided into ten chapters, starting with the recruitment dilemma. Let enterprises clearly understand the current situation of talent recruitment in which they are located; Then teach enterprises to change their recruitment concepts, recruitment methods and recruitment strategies, and make full use of headhunting recruitment to solve the demand for high-end talents. This book tells enterprises how to accurately search for high-end talents, skillfully identify talents, successfully convince talents, and finally achieve the goal of retaining core talents from four aspects: recruitment, selection, employment and evaluation.