The Big Book of HR - 10th Anniversary Edition

The BIG BOOK OF HR, 10th Anniversary Edition provides essential information for managing people in today's workplace, covering topics such as remote and distributed workforces, diversity, equity, inclusion, workplace harassment, changing technology, pay equity, benefits, and state and local laws.

Format: Paperback / softback
Length: 352 pages
Publication date: 14 February 2022
Publisher: Career Press

Managing people is the biggest challenge any organization faces, and it has become even more difficult over the past decade. Since the publication of THE BIG BOOK OF HR, we have seen dramatic changes in the workplace and the workforce. This 10th anniversary edition incorporates discussions and reflections on these changes and examines new and emerging trends useful for any business owner, manager, or HR professional.

The BIG BOOK OF HR, 10TH ANNIVERSARY EDITION includes up-to-date information about:

• The challenges of remote and distributed workforces
• Diversity, equity, and inclusion
• Workplace harassment and its prevention
• Changing technology and its impact on every facet of people management
• Pay equity and its effect on transparency in compensation
• Benefits that meet the needs of a multigenerational workforce
• State and local laws that are addressing societal changes
• Gamification and other training strategies

The challenges of remote and distributed workforces:

Remote and distributed workforces have become increasingly common in recent years, and they present a number of challenges for organizations. These include:

• Communication: Communication can be difficult when employees are not in the same physical location. This can lead to misunderstandings, delays, and reduced productivity.
• Collaboration: Collaboration can be difficult when employees are not in the same physical location. This can lead to missed opportunities and reduced productivity.
• Work-life balance: Work-life balance can be difficult for employees who are working remotely. This can lead to burnout, stress, and other health problems.
• Training and development: Training and development can be difficult for employees who are working remotely. This can lead to a lack of skills and knowledge, which can impact their performance.

Diversity, equity, and inclusion:

Diversity, equity, and inclusion are important issues for organizations. These include:

• Race: Race can impact an employee's experience in the workplace. This can lead to discrimination, harassment, and other negative outcomes.
• Gender: Gender can impact an employee's experience in the workplace. This can lead to discrimination, harassment, and other negative outcomes.
• Sexual orientation: Sexual orientation can impact an employee's experience in the workplace. This can lead to discrimination, harassment, and other negative outcomes.
• Disability: Disability can impact an employee's experience in the workplace. This can lead to discrimination, harassment, and other negative outcomes.
• Age: Age can impact an employee's experience in the workplace. This can lead to discrimination, harassment, and other negative outcomes.

Workplace harassment and its prevention:

Workplace harassment is a serious issue that can impact an employee's experience in the workplace. It can include:

• Physical harassment: Physical harassment can include touching, grabbing, pushing, or other physical contact.
• Verbal harassment: Verbal harassment can include name-calling, insults, or other verbal abuse.
• Sexual harassment: Sexual harassment can include unwanted sexual advances, comments, or other inappropriate behavior.
• Racial harassment: Racial harassment can include comments, jokes, or other behavior that is based on race.
• Disability harassment: Disability harassment can include comments, jokes, or other behavior that is based on a disability.

Changing technology and its impact on every facet of people management:

Technology has had a significant impact on every facet of people management. This includes:

• Recruitment: Recruitment has become more efficient and effective with the use of technology. This can include online job boards, social media, and video interviews.
• Training and development: Training and development has become more efficient and effective with the use of technology. This can include online courses, webinars, and e-learning platforms.
• Performance management: Performance management has become more efficient and effective with the use of technology. This can include performance reviews, goal setting, and feedback.
• Compensation: Compensation has become more efficient and effective with the use of technology. This can include salary surveys, bonus programs, and stock options.
• Benefits: Benefits have become more efficient and effective with the use of technology. This can include health insurance, retirement plans, and paid time off.

Pay equity and its effect on transparency in compensation:

Pay equity is the practice of ensuring that employees are paid fairly for their work. This can be difficult to achieve, especially in industries that are dominated by men. Pay equity can be achieved through a number of strategies, including:

• Salary surveys: Salary surveys can help organizations determine the average salary for a particular job. This can help organizations ensure that they are paying their employees fairly.
• Bonus programs: Bonus programs can help organizations reward employees for their performance. This can help organizations ensure that they are paying their employees fairly.
• Stock options: Stock options can help employees build wealth. This can help organizations ensure that they are paying their employees fairly.

Benefits that meet the needs of a multigenerational workforce:

A multigenerational workforce is a workforce that includes employees of different ages. This can be difficult to manage, but it can also be a great opportunity for organizations. Benefits that meet the needs of a multigenerational workforce include:

• Health insurance: Health insurance can help employees stay healthy. This can help organizations reduce healthcare costs.
• Retirement plans: Retirement plans can help employees save for retirement. This can help organizations reduce healthcare costs.
• Paid time off: Paid time off can help employees balance work and personal life. This can help organizations reduce healthcare costs.
• Flexible work arrangements: Flexible work arrangements can help employees work from home or other locations. This can help organizations reduce healthcare costs.

State and local laws that are addressing societal changes:

State and local laws are changing rapidly to address societal changes. This includes:

• Minimum wage: Minimum wage laws are designed to ensure that employees are paid fairly for their work.
• Paid sick leave: Paid sick leave laws are designed to ensure that employees can take time off to care for themselves or their family members.
• Paid family leave: Paid family leave laws are designed to ensure that employees can take time off to care for a new child or a family member who is ill.
• Discrimination laws: Discrimination laws are designed to ensure that employees are treated fairly in the workplace.

Gamification and other training strategies:

Gamification and other training strategies are becoming increasingly popular in the workplace. This includes:

• Gamification: Gamification is the use of game-like elements in training and development. This can help employees learn more effectively.
• Virtual reality: Virtual reality is the use of virtual environments to train and develop employees. This can help employees learn more effectively.
• Mobile learning: Mobile learning is the use of mobile devices to train and develop employees. This can help employees learn more effectively.

In conclusion, managing people is the biggest challenge any organization faces, and it has become even more difficult over the past decade. THE BIG BOOK OF HR, 10TH ANNIVERSARY EDITION includes up-to-date information about the challenges of remote and distributed workforces, diversity, equity, and inclusion, workplace harassment and its prevention, changing technology and its impact on every facet of people management, pay equity and its effect on transparency in compensation, benefits that meet the needs of a multigenerational workforce, state and local laws that are addressing societal changes, and gamification and other training strategies. These resources can help organizations get the most from their talent-from strategic HR-related issues to the smallest tactical details of managing people.

Weight: 1g
Dimension: 254 x 178 (mm)
ISBN-13: 9781632651945
Edition number: 10 Revised edition