What books should a newbie in HR read?

If you are new to human resources, I highly recommend you read the book "12 Must-read Human Resources Management Articles". In fact, there are many books on human resource management, but most of them focus on theory. However, real personnel management in enterprises is more concerned with how to achieve the results of the six major modules of human resources, and how to truly affect the business of the enterprise and bring about high performance and output. . Unfortunately, many books on human resources management cannot do this. "12 Must-read Human Resources Management Books" is an exception.

So, if you want to learn human resource management well, it is recommended that you study all the contents in "12 Must-read Human Resources Management Articles" and be sure to read it thoroughly, intensively and completely. Then you also accumulate a certain amount of work experience and apply what you learn in the book into practice. Theory and practice complement each other. I believe you will achieve good results in this field.

Introduction to this book:

The importance of human capital in enterprises is increasing day by day. The competition between enterprises is first of all the competition of "people". How to effectively motivate and manage employees through scientific methods and human resources mechanisms is a talent challenge that every company is facing.

"12 Must-Read Human Resources" brings together classics from the world's top human resource management masters, starting from aspects and modules such as motivation, employees, compensation, performance, organizational development, recruitment, and training, which fully embodies human capital. The minutiae of management without losing the practical level can help enterprises overcome stubborn organizational human resources problems and make the CHO (Chief Human Resources Officer) comparable to the CFO (Chief Financial Officer).

How to do a good job in corporate human resource management

Human resource management has received increasing attention. The essence of enterprise management is an activity of cultivating, exploring, utilizing and coordinating various limited resources in order to achieve specific enterprise goals. The objects of enterprise management are various limited resources related to achieving specific goals, including people, finances, materials, time and information. It is not only a matter of coordination for limited resources, but more importantly, it is necessary to fully explore their potential and effectively play their role, so as to better achieve specific goals. Among the elements of enterprise management objects, people are the most dynamic resources and the most important and active factors. The management of other resources is achieved through the management of people.

Human resource management practices include: identifying human resource needs (human resource planning), attracting potential employees (recruiting), selecting new employees (selection), teaching employees how to complete their jobs, and preparing for the future (training and development), providing compensation to employees (compensation), evaluating employee performance (performance management), and creating a positive work environment (employee relations). From the perspective of management functions, human resources can be summarized into four aspects: human resource allocation (including planning, recruitment, selection, employment, deployment, promotion, demotion, transfer, etc.), training and development (including skills training, potential training , career management, organizational learning, etc.), wages and benefits (remuneration, incentives, etc.) and system construction (organizational design, job analysis, employee relations, employee participation, personnel administration, etc.).

The first is the change in the positioning of human resources management. Human resource management must be upgraded from the current auxiliary and transactional tactical level to the strategic level of gaining competitive advantage. It is no longer an executor of corporate business strategy, but participates in or even leads the decision-making process of corporate strategy. At the same time, in the process of strategy implementation, we help companies gain competitive advantages through the design and practice of various human resource management systems.

Secondly, human resource management must change from the role of administrative management to establishing a new customer-oriented concept, truly establishing a customer-oriented human resources management system, so that the human resources management department can truly start from the perspective of cost. Transit becomes a profit center. Senior human resource managers have begun to treat the human resource management function as a strategic business and try to define their business content based on their customer base, customer needs and technical conditions to meet customer needs. In response to the different needs of different customers, the human resources management department uses its own professional knowledge to determine which technologies need to be used and through which channels to meet their needs. This customer-oriented human resource management concept helps the company become a customer-oriented organization as a whole.

Third, human resources management should be considered as a long-term systematic project, and attention should be paid to the connection and matching of all aspects of the human resources management system. Before promulgating each policy or taking each strategic action, we must consider whether it is conducive to the realization of the company's strategic goals and whether it is conducive to improving employee morale.

Fourth, traditional human resource management is mainly limited to employee behavior management during working hours in the enterprise; modern human resource management has begun to take into account all factors that affect employee work performance. Greatly expanded the scope of management. Paying attention to the quality of family life and work life, and paying attention to the balance between family and career are considered to be modern management concepts that are more in line with human nature and more conducive to improving employees' dedication. “Without satisfied employees, there will be no satisfied customers.”

Fifth, human resources are the core and most valuable resources of an enterprise. The emergence of its functions and the improvement of its status make human resource management the most decisive content in enterprise management. It is of great significance to human resource managers. It also puts forward higher quality and ability requirements.

Today's HR managers must be able to perform both functional and strategic roles, managing and coordinating.