Human Resource Management: Gaining a Competitive Advantage, 9th Edition, GE: Gaining A Competitive Advantage, 9/e
Raymond A. Noe,The Ohio State University
John R. Hollenbeck,Michigan State University
Barry Gerhart,University of Wisconsin-Madison
Patrick M. Wright,University of South Carolina
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integrates diagnostics as part of the learning experience.
enables you to assess which concepts students have efficiently learned on their own, thus freeing class time for more applications and discussion.See AlsoCanada Visa from South Africa - How to Apply for Canada Visitor Visa Application And Requirements Guide - Visa ReservationWhat Is a Competitive Analysis? Definition + Template (2022)How To Cancel AppleCare+ With Refund [Video Instructions] | MacMyths50 Work From Home Jobs That Pay Well for Remote Workers
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Updated and New! The popular boxes "Competing through Sustainability," "Competing through Globalization," "Competing through Technology" have been updated with new references to recent companies and examples and added discussion questions. Their practical relevance and timeliness to HR issues are essential for student learning in the classroom. A brand new box, "Integrity in Action," presents examples of ethical and not-so-ethical decisions by managers that push the discussion of human resources beyond the borders of other traditional texts.
Chapter-opening vignettes are updated and new, relevant examples of real business problems or issues that provide background for the issues discussed in the chapter.
Completely updated with new tables, statistics, examples, and discussions throughout: Safety in the Bangladesh Apparel Industry (Chapter 3); the Affordable Care Act (Chapter 5); performance in organizations (Chapter 6); experiential learning methods (Chapter 7); new evidence-based HR discussion features Google and its use of Big Data to evaluate managers' performance (Chapter 8); and a new section analyzes how incentive design can influence the likelihood of excessive risk taking by employees (Chapter 12).
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Interactive Applications provided for each chapter of the textbook allow instructors to assign application-focused interactive activities, engage students to "do" management, stimulate critical thinking, and reinforce key concepts. Students apply what they've learned and receive immediate feedback. Instructors can customize these activities and monitor student progress.
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Connect Plus Management A seamless integration of a media rich eBook and Connect Management. Connect Plus Management provides all of the Connect Management features plus the following:
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Learning objectives at the beginning of each chapter inform students about the key concepts they should understand after reading through the chapter.
"Evidence-Based HR" sections within the chapters highlight the growing trend to demonstrate how HR contributes to a company's competitive advantage.
The end-of-chapter segment, "A Look Back," encourages students to recall the chapter's opening vignette and apply it to what they have just learned.
Managing People cases look at incidents and real companies and encourage students to critically evaluate each problem and apply the chapter concepts.
Exercising Strategy cases at the end of each chapter provide additional cases with discussion questions. These examples pose strategic questions based on real-life practices.
Self-Assessment Exercises at the end of chapters provide a brief exercise for students to complete and evaluate their own skills.
Human Resource Management Video DVD volume 3 (ISBN: 9780077437183) offers video clips on HRM issues for each chapter of this edition. You'll find a new video produced by the SHRM Foundation, entitled "Once the Deal Is Done: Making Mergers Work." Three new videos specifically address employee benefits: "GM Cuts Benefits and Pay," "Sulphur Springs Teachers," and "Google Employee Perks." Other new videos available for this edition include "E-Learning English" for the chapter on employee development and "Recession Job Growth" for the chapter on HR planning and recruitment.
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Each test bank question for Human Resource Management, maps to a specific chapter learning outcome/objective listed in the text. You can use our test bank software, EZ Test and EZ Test Online, or in Connect Management to easily query for learning outcomes/objectives that directly relate to the learning objectives for your course. You can then use the reporting features of EZ Test to aggregate student results in similar fashion, making the collection and presentation of assurance of learning data simple and easy.
The McGraw-Hill Education is a proud corporate member of AACSB International. Understanding the importance and value of AACSB accreditation, Human Resource Management, 9e, recognizes the curricula guidelines detailed in the AACSB standards for business accreditation by connecting selected questions in the test bank to the six general knowledge and skill guidelines in the AACSB standards.
The statements contained in Human Resource Management, 9e, are provided only as a guide for the users of this textbook. The AACSB leaves content coverage and assessment within the purview of individual schools, the mission of the school, and the faculty. Although this book and the teaching package make no claim of any specific AACSB qualification or evaluation, we have within Human Resource Management, 9e, labeled selected questions according to the six general knowledge and skills areas.
How does HRM achieve competitive advantage? ›
Adequate addressing of employee needs reduces attrition rate and hence dedicated and talented employees are retained, which become an asset for the firm. Retention of talented workforce and designing of good HR practices have greatly assisted organisation to achieve competitive advantage over other firms.What is a competitive advantage How does HR management affect a firm's competitive advantage? ›
Competitive advantage in HR refers to the quality of the employees who can not be copied, unlike company's systems and processes. It comes down to the fact that companies with better employees have the competitive advantage.What are the various HR practices which help in sustaining competitive advantage? ›
Using Factor analysis, it identified five key factors as recruitment and reward system, training and skill development practices, organization climate, employee participation and empowerment; and effective communication system to determine competitive advantage in the banking industry in an emerging economy.How HRM policies and procedures are implemented to manage people successfully and maintain competitive advantage? ›
HRM helps organization to select best employee for them. They takes care of the performance of the management. They are responsible is caring people feel motivated for their work. Their effective feedback mechanism from time to time helps their employee to expand their skills.What is meant by competitive advantage? ›
What Is a Competitive Advantage? Competitive advantage refers to factors that allow a company to produce goods or services better or more cheaply than its rivals. These factors allow the productive entity to generate more sales or superior margins compared to its market rivals.How do employees help the company gain a competitive advantage? ›
Employees become your competitive advantage when they freely give you discretionary effort – when they give you creative solutions to problems, innovative ideas for new products or services, exceptional customer service, and an extra mile to meet deadlines.