The Dictionary of Human Resource Management is an authoritative source of precise and easy to understand definitions of words, terms, and phrases that are encountered in the fields of human resource management, personnel, and industrial relations. It has been compiled to demystify and make accessible the vast specialist language that has developed within the human resource discipline. The dictionary includes over 1,400 entries, with 1,250 full definitions. These cover the latest contemporary terms and management buzzwords; key theoretical terms and concepts from academics and consultants; jargon from the present and the past; technical terms used by practicing personnel/HR managers and trade unionists; major policies, practices, and institutions; and legal terms. The authors also provide a full list of abbreviations and acronyms and a thematic categorization of the main concepts. In compiling the dictionary the authors were aware that often there is no one agreed definition of a term, but instead various competing ideas or interpretations. To take this into account, the entries differ in length, and the various theoretical, political, and other viewpoints are fully represented.
There are also plenty of links to other terms, so that readers can explore related ideas and concepts. While aimed primarily at MBA and undergraduate students who need a book of clear, concise definitions to complement their core course textbook, the dictionary is also ideal for anyone studying for professional qualificiations in human resources/personnel management; busy human resource pratitioners who need a quick reference source; trade unionists who need to cut through the management jargon; and students whose first language is not English.
Table of Contents
INTRODUCTION; THE DICTIONARY; APPENDIX 1: CLASSIFICATION OF KEY TERMS; APPENDIX 2: ABBREVIATIONS AND ACRONYMS
Edmund Heery is Professor of HRM at Cardiff Business School and coordinator of his department's recently launched M.Sc. in Human Resource Management. He worked previously at Kingston University, Imperial College, City University, and the London School of Economics. His research and publications cover two main fields: the analysis of trade unions and the management of pay and rewards. Currently he is engaged in research into union recruitment and organizing, and the representation by unions of workers with contingent and non-standard contracts. Edmund Heery is an adviser to the Trades Union Congress and editor (with Rick Delbridge) of the Routledge Studies in Employment Relations. Mike Noon is Professor of Human Resource Management at the School of Business, De Montfort University, Leicester. He has previously held research and teaching positions at Cardiff Business School, University of Wales, and the Management School, Lancaster University. His current research interests include: organizational change and work transformation; equality and discrimination (with specific reference to ethnic minorities); and contemporary developments in human resource management. He has published widely in academic journals in the fields of industrial relations, human resource management, organizational behaviour, and the sociology of work.