DeSimone, R. L., Werner, J. M., Human Resource Development (6th International Edition), South-Western, Cengage Learning, 2012

Abstract

1 A Capsule Summary of the Book In its recent survey, the Society for Human Resource Management (SHRM) identified the shortage of a skilled workforce, including science, technology, engineering and mathematics (STEM) graduates, and demographic challenges such as the succession of a large number of retiring baby boomers among the top 10 trends for 2013 (SHRM 2013). In addition to the above issues, the authors of the textbook reviewed herein emphasize that organizations and human resource development (HRD) professionals are currently facing a number of further challenges related to global competition, the growing diversity of the workforce, the promotion of lifelong and organizational learning, and ethical issues. Throughout the textbook the authors seek to address these challenges by describing the essence of HRD practices with respect to various aspects of organizational life. In doing so, they underscore the interrelations between HRD and other fields of human resource management (HRM) and focus on real-life examples and practical caveats related to HRD work. For instance, in addition to detailed descriptions of principal human resource activities related to training and development or the emphasis on core HRD applications, the authors outline the possible suboptimal outcomes of recruiting practices (p. 304) and discuss practical topics and examples such as infringements of copyright (p. 160) and the ethical behavior of HRD professionals (p. 170). The practical relevance of the book is also underscored by the emphasis on involving trade unions as facilitators of HRD measures and programs such as technical training (pp. 281-283), counseling (p. 329), assistance (p. 334), or organizational development interventions (pp. 493-494). Thus, this book represents a truly comprehensive compendium of HRD issues, activities, and practices in modern organizations. 2 Objective and Target Audience The authors define the primary intended audience as undergraduate and graduate students on various courses related to business management and administration. In an effort to achieve this goal, the textbook successfully provides both an introduction to the field as well as a comprehensive summary of the major topics related to HRD, supported by multiple cases and exercises. However, it is also stated by the authors that the book can serve as a guide for HRD professionals, managers, and supervisors (p. xiv). Indeed, in addition to the practical relevance of the text described above, one of its specific strengths is its focus on return on investment or the effectiveness of the respective HRD programs and measures (an example on p. 191). In addition, important features of the book are detailed descriptions of academic studies on each of the presented topics, including analyses and critiques of the extant research and implications for further investigations in the respective fields. Thus, this textbook may also be equally interesting to junior scholars who are looking for a basic summary of research in one of the HRD topics. 3 Structure and Contents The book consists of three parts divided into 15 chapters. 3.1 Part I Part I (Chapters 1-3) is dedicated to the foundations of HRD and starts with an introduction to the field. Here, the authors present the historical development and current status of the discipline, show the relationship between HRD and HRM and its subfields, describe the specifics of the HRD profession, outline the current challenges faced by HRD professionals, and build the basic framework of the HRD process consisting of an assessment of HRD needs, the design of effective HRD programs, and the evaluation and implementation of HRD programs. The second chapter is dedicated to the topic of employee behavior and its influencing factors. It covers the major external aspects affecting employee behavior and presents the main theories of motivation along with further internal factors influencing employee behavior such as attitudes, knowledge, skills, and abilities. …