California Employment Law 2025: The SHRM Guide for Employers

Business & Money

McDonald Jr. J.D. SHRM-SCP SPHR, James J.

Education & Reference

SHRM - Kogan Page

Aiming to create professional environments where differences are valued and people from divergent backgrounds can work productively together, this examination is designed to help create humane, prosperous, and productive organizations. Ideal for CEOs in the executive suite as well as supervisors on the shop floor, this guide combines systemic, strategic-level possibilities with a continuous array of both practical and tactical charts, tools, grids, assessments, models, and checklists, guaranteed to provide managers of all types with the tools they need to create a positive atmosphere. Suggestions, questions, and considerations regarding the steps an organization can take regarding culture change are featured throughout, making this the quintessential resource for those charged with the task of diversity implementation from start to finish.

Managing Diversity: A Complete Desk Reference & Planning Guide

Gardenswartz,Lee

Rowe,Anita

Business Culture

Measuring the return on investment (ROI) of human resources programs (HR) is critical for success in today's business world and is an absolute requirement for HR professionals who are part of the senior executive team. Responding to the current accountability demands that continue to challenge human resource professionals, this updated edition illustrates the use of ROI methodology as a communication tool that strengthens the relationship with senior management as well as a process-improvement tool that enhances and improves HR's contributions to the bottom line. With this guide, human resource managers will prove their value to their companies by learning how to measure ROI in a variety of programs, policies, practices, and solutions; develop the ROI of HR with basic, step-by-step instructions; and collect, analyze, and report data with sophistication.

Proving the Value of HR: How and Why to Measure ROI

Pulliam Phillips, Patricia

Phillips, Dr Jack

Management & Leadership

Nothing HR does contributes more to productivity than improving engagement and retention. Nothing supersedes the value of getting our employees to give their best and to stay. No administrative task like making payroll, no hiring task like filling jobs quickly, no program task like renting an ice cream machine for employee appreciation week. Nothing else we do. HR leaders know better than most that voluntary turnover is spiking and nearing its all-time high, that fewer than one-third of our employees are engaged in their work, and that executives say in survey after survey their number one concern is “talent.” Employees stay or leave – and engage or disengage – primarily based on their relationship with their manager. And that means their direct supervisor, the one they connect with – or don’t connect with – every day. So we need our executives to manage engagement and retention instead of us. We can coach them and play critical roles, but if CFOs read the financial data and HR distributes the turnover report, retention is already second-tier. HR’s Greatest Challenge will help HR executives • Convince their CEOs that engagement and retention are top-tier metrics as important as sales and service. • Replace those mysterious turnover percentages and engagement scores with dollar values that resonate with the CFO. • Train managers to conduct stay interviews because they bring proven solutions. • Ask leaders to forecast how long employees will stay and how many of their team will score high on the next engagement survey. And most importantly, this book will help you solve employee engagement and retention as a business issue.

HR's Greatest Challenge: Driving the C-Suite to Improve Employee Engagement and Retention

Finnegan, Richard P.

High-quality HR practitioners have advanced skill sets in the critical competencies needed to work our most pressing talent issues of today and to deliver HR strategy to enable businesses to evolve in the future. Now HR professionals are expected to be valued team members and contribute as business partners for the growth of the organization. Defining HR Success provides an in-depth review and application of the nine critical HR competencies practitioners need to be successful within the field of HR and leaders of their organizations: • HR Expertise (HR Knowledge) • Business acumen • Communication • Consultation • Critical evaluation • Ethical practice • Global and cultural effectiveness • Leadership and navigation • Relationship management

Defining HR Success: 9 Critical Competencies for HR Professionals

Cohen, Debra J.

Alonso, Alexander

Kurtessis, James N.

Strobe, Kari R.

Job Hunting & Careers

Today’s business environment is volatile, uncertain, complex, and ambiguous (VUCA), which presents huge challenges for organizations that seek to build capabilities that can provide advantages now and in the future. How can they leverage their people to effectively compete in this environment? View from the Top: Leveraging Human and Organization Capital to Create Value brings together some of today’s leading chief human resource officers and other HR thought leaders to share their expertise in addressing this very question. Through case studies, conceptual models, and empirical research, these authors provide a roadmap to help HR leaders develop and implement HR strategies that will build their organization’s human and organization capital as a source of competitive advantage.

View from the Top: Leveraging Human and Organization Capital to Create Value (Making an Impact in Small Business HR)

Wright,Patrick

VARIOUS

This book is for HR and business leaders who are looking for a roadmap to designing a manager onboarding program. The book touches on just a bit of theory and a whole lot of practical knowledge. It is filled with stories and examples about how companies' onboarding programs work—both for new employees as well as managers.

Manager Onboarding: 5 Steps for Setting New Leaders Up for Success

Lauby, Sharlyn

The small business HR professional has a unique work environment. For one, HR departments in small businesses are typically quite small, often consisting of only one or two employees. Because of this, these HR professionals are usually expected to be generalists able to answer all HR-related questions. But because there are only one or two of them, they are also expected to be specialists in those same areas. With so much responsibility, how do small business HR professionals have time to focus on their own professional development? And where to start? This is the first book in the "Making an Impact in Small Business HR" Series.

Developing Business Acumen (Making an Impact in Small Business HR, 8)

Currence, Jennifer

Economics

HR behavior competencies are critical for success today. Developing Proficiency in HR: 7 Self-Directed Learning Activities for HR Professionals provides a roadmap for HR professionals to help themselves and their HR colleagues develop the behaviors necessary to be successful. It is a pragmatic and easy-to-follow book that is filled with practical exercises and worksheets that will be useful to HR professionals—and to HR leaders. The book is designed to transform passive learners into active learners by helping HR professionals develop their HR behavioral competencies at their own pace and based on their own needs. Included is guidance on how to approach personal development in day-to-day activities rather than in a formal course setting. Self-directed activities such as role play, observation, and networking with a purpose—all of which are covered in the book—can be powerful drivers of learning and development.

Developing Proficiency in HR: 7 Self-Directed Activities for HR Professionals

In this hyper-competitive talent and recruiting market, digital recruiting presents employers with a distinct competitive advantage for reaching, engaging, and building relationships with qualified and interested job seekers. An expert in all things Digital Talent, Workology founder and popular podcaster Jessica Miller-Merrell offers readers both an extensive survey of the ever-changing landscape of recruiting and a curated collection of recruitment tools, techniques, and strategies to engage passive and active job-seeker candidates with success.

Digitizing Talent: Creative Strategies for the Digital Recruiting Age

Miller-Merrell, Jessica

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