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Human Resource Management
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Human Resource Management
An Applied Approach

Fourth Edition
January 2025 | 536 pages | SAGE Publications, Inc
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Formerly published by Chicago Business Press, now published by Sage

Focusing on knowledge acquisition and skill development, Human Resource Management: An Applied Approach is designed to prepare future managers and non-managers alike to effectively utilize human resource management strategies to advance their own careers while supporting the growth and development of those they manage. Author Jean M. Phillips encourages students to take action and create a lasting impact in the field of HRM that goes beyond theoretical learning.

The Fourth Edition features new end-of-chapter exercises, company examples throughout the book, and a new section called Using This Knowledge at the end of each chapter, providing additional support for applying the topics covered. Through case studies, videos, and exercises, students will develop their personal skills and gain practical experience in applying various HR concepts, enabling them to become better managers and more effective leaders.

 
Preface
 
Acknowledgments
 
About the Author
 
Part One: The Importance and Context of Human Resource Management
 
1 Strategic Human Resource Management
What Is HRM?

 
What Does HRM Do?

 
How Does HRM Influence Organizational Perfromance?

 
The Role of HRM in Executing Business Strategy

 
Who Is Responsible for HRM?

 
Current Issues in HRM

 
Why Is HRM Important to Your Career?

 
 
2 The Role of Human Resource Management in Business
Why Is Organizational Culture Important?

 
What Is the Role of HRM in High-Performance Work Systems?

 
The Role of HRM in Corporate Ethics and Social Responsibility

 
How Does HRM Support Organizational Change?

 
Cultural Differences and Global HRM

 
HRM Metrics

 
 
3 Diversity and the Legal Context of HRM
The Role of HRM in Risk Managment

 
The Importance of Employment Laws

 
The Importance of Diversity and Inclusion to Business Performance

 
Laws and Definitions

 
Major Federal Employment Laws

 
Types of Employment Lawsuits

 
Enforcement Agencies

 
Legal Compliance Obstacles

 
 
Part Two: Planning and Staffing
 
4 Analyzing Work and Human Resource Planning
The Strategic Planning Process

 
Forecasting Labor Demand

 
Forecasting Labor Supply

 
Addressing Gaps Between the Firm's Labor Supply and Labor Demand Forecasts

 
Job Design

 
Job Analysis

 
Organizational Structure

 
Workflow Analysis

 
 
5 Sourcing and Recruiting
Types of Job Seekers

 
Internal Recruiting

 
External Recruiting Sources

 
Recruiting

 
Current Trends in Sourcing and Recruiting

 
Recruiting Metrics

 
Applicant Attraction Strategies

 
 
6 Selection and Hiring
Assessment Goals

 
Assessment Methods

 
Making the Job Offer

 
The Employment Contract

 
 
Part Three: Training and Development
 
7 Training and Development
Developing a Competitive Advantage Through Effective Training

 
Training in Ethics, Global Leadership, and Diversity

 
Orientation and Socialization

 
 
8 Performance Management
Why Is Performance Managment Important?

 
Steps in Performance Management Process

 
Performance Measurement Methods

 
Performance Ranking Methods

 
Improving Performance Through Feedback and Rewards

 
Employee Improvement and Development Plans

 
Performance Managment Obstacles

 
 
Part Four: Managing Total Rewards
 
9 Base Compensation
What Is Compensation?

 
What Influences Direct Financial Compensation?

 
Evaluating the Worth of a Job

 
Compensation Issues

 
Compensation Laws and Regulations

 
 
10 Incentives
Designing Incentive Plans

 
Individual Incentive Plans

 
Group, Organizational, and Special Incentive Plans

 
Managing Incentive Systems

 
 
11 Benefits
The Purpose and Types of Benefits

 
Communicating Benefits Information

 
Managing Benefits

 
 
Part Five: Managing the Work Environment and Increasing Employee Engagement
 
12 Creating a Safe and Healthy Work Environment
Employee Safety

 
The Occupational Safety and Health Administration (OSHA)

 
Employee Wellness

 
Creating Sustainable Performance

 
Security Issues

 
 
13 Unionization and Creating Positive Employee-Management Relations
Labor Relations and Unionizing

 
Collective Bargaining

 
Strategic Labor Relations

 
How Unions Impact Human Resource Managment

 
 
14 Managing Engagement and Turnover
Employee Engagement and Organizational Commitment

 
Turnover and Involuntary Employee Separations

 
Employee Retention

 
 
Glossary
 
Notes
 
Index
Key features
NEW TO THIS EDITION:
  • The new edition is available in Sage Vantage, an intuitive learning platform that integrates quality Sage textbook content with assignable multimedia activities and auto-graded assessments to drive student engagement and ensure accountability. Unparalleled in its ease of use and built for dynamic teaching and learning, Vantage offers customizable LMS integration and best-in-class support.
    • NEW! An AI Literacy module prepares students to engage confidently with today’s AI tools through an interactive, outcomes-focused experience—with minimal instructor lift and no course redesign required. Available exclusively in Sage Vantage and written by professors who teach and publish about AI, the AI Information Literacy, Academic Integrity, and Responsible AI Use module integrates video, data driven examples, applied activities, Knowledge Checks, and built-in assessments that help instructors track student understanding. Focused on strengthening critical thinking, the module teaches students how to evaluate AI outputs for accuracy and bias while developing responsible prompting strategies that support academic success without compromising students’ intellectual growth.
  • Updated to include current legal coverage and statistics, including new sections on OSHA, workplace safety, and cybersecurity.
  • Includes more coverage of HR trends such as AI, risk management, inclusive hiring, and gamification.
  • Expanded discussion around technology, AI, and the ethical use of AI throughout the text.
KEY FEATURES:
  • Case studies and real-world examples highlight real organizations using innovative HR practices. Examples include LinkedIn, Netflix, and IKEA.
  • Real World Challenge and Response case vignettes open up each chapter with an HR challenge faced by a real company and how the company addressed the challenge.
  • Exercises, self-assessments, activities, and a running case study support the text's applied approach.
  • Integrated coverage of HR Strategy, HR Flexibility, Global HR, and Technology and AI

Sample Materials & Chapters

Chapters 1 and 2

Vantage Reference: 
Human Resource Management-Vantage Learning Platform

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