Now in its second edition, Strategic HRM: A Balanced Approach has been updated and revised throughout to examine the latest in theory and practice. Central to its theme is putting HRM in its organizational context and creating a more balanced approach to managing people HR sensitivity.To illustrate how understanding context is key to successful strategic HRM, this text doesnt offer best-practice solutions but takes a critical perspective HRM builds on economics, psychology, sociology and industrial relations. Its a multilevel approach that includes the individual employee, teams, business units, organizations, sectors/populations, and countries.Key additions:New chapter on talent management New chapter on strategy implementation New cases studies, including CERN IKEA and Efteling Major revisions to chapters on achieving the right balance and HR roles.Key Features:Cases and Discussion Questions provide real-world scenarios and issues to illustrate contemporary HR issues in practice Stop and Reflect Boxes throughout each chapter designed to encourage students to critically evaluate topics and issues raised and how they can be applied to real-life situations Personal Development Boxes help students think about how to link theoretical concepts with the development of personal skills appropriate to effective HRMExperiential Exercises present Individual and Team tasks at the end of each chapter that can be used as in-class exercises encouraging students to learn from direct experiences Chapter Summaries provide links to learning objectives to help students remember key facts, concepts and issues. They also serve as an excellent study or revision guide References and Further Reading list the literature referred to and highlight sources to help students to research and read around the topic in more depth.Strategic HRM: A Balanced Approach offers an engaging and comprehensive discussion of the factors that shape Human Resource Management (HRM) in organizations.Paul Boselie is a Professor in Strategic Human Resource Management (SHRM) in the Utrecht University School of Governance at Utrecht University (the Netherlands). His research traverses human resource management (HRM), institutionalism, strategic management and industrial relations.
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