For Undergrad or MBA level Human Resource Mgmt courses; Appropriate for both majors and non-majors. The book specifically focuses on helping students learn about managing employees rather than managing the HR function. Further, the text highlights the importance of managing employees in context and heightens the integration of these HR activities with each other and within the context of organizational demands and environmental influences to achieve a competitive advantage. The following are pedagogical features that support the framework and goals of this book: •. About the Author(s) David Lepak is Professor of Human Resource Management and Chairperson of the Human Resource Management department in the School of Management and Labor Relations at Rutgers University. He received his PhD in management from the Pennsylvania State University. He teaches and conducts research on a variety of human resource topics with an emphasis on strategic human resource management and has presented his research to domestic and international audiences.

Corel Paint Shop Pro Xi Multi Incl Keygen Music. He is associate editor of Academy of Management Review and has served on the editorial boards of Academy of Management Journal, Journal of Management, Human Resource Management, British Journal of Management, and Journal of Management Studies. Mary Gowan is Professor of Management and Dean of the Martha and Spencer Love School of Business at Elon University. She received her PhD in business administration from the University of Georgia. In addition to her administrative responsibilities as a dean, she teaches and conducts research in human resource management with a focus on career management and international human resources.

Echo And The Bunnymen Porcupine Rar Extractor more. Buy Human Resource Management: Managing Employees for Competitive Advantage 2nd edition (435) by David Lepak for up to 90% off at Textbooks.com. Human Resources Management Managing Employees For Competitive Advantage Chapter 1 David Lepak, Mary Gowan.

She has published her research in academic and practitioner journals, is on the editorial review boards of the Journal of Management and Human Resource Management. She is also a member of the SHRM Foundation Board, the Alamance Country Chamber of Commerce, and the Piedmont Triad Leadership Initiative. Her consulting experience is with major corporations such as Lockheed-Martin and Harris Teeter Corporation as well as with government and nonprofit agencies.

The four Ps of marketing – product, place, promotion, and price – certainly present many compelling ways to differentiate your firm’s product or services from those of your competition, and it is often where new entrepreneurs start. However, as you plan to get your business off the ground, you need to consider more than just marketing strategies to achieve a sustainable competitive advantage, no matter which market your firm is in. Displaylink Driver Mac there. One of the most important aspects of your business is what is known as your HR strategy and your human capital – you, your team, and your employees.

© Shutterstock.com Rawpixel.com In this article, we explore, 1) the importance of human capital, 2) HR as a source of competitive advantage, 3) building your team, 4) obtaining business services, 5) subcontracting, and 6) your first (and subsequent) hires. THE IMPORTANCE OF HUMAN CAPITAL Effectively and efficiently managing your human capital – moreover, successfully leveraging your human capital to achieve your firm’s strategic business objectives, can help you achieve considerable success in the marketplace. Conversely, failing to do so, through a lack of planning or poor implementation, can result in reduced productivity and profits, and even a poor brand reputation. Many fledgling entrepreneurs often overlook in the early stages of their firm’s creation. Many think that human resources begins when a firm grows large enough to have a formal human resource department – an office, a director, a dedicated budget line, and other hallmarks of a large firm.

However, the truth is that HR strategy starts when a firm is a single person. Whether or not you have a formal written plan for human resources at the start-up stage for how you handle your own entrepreneurial education, compensation, and working hours, HR strategy can set the stage for how you will handle these kinds of decisions when you decide to hire your first employee(s). Similarly, how you acquire business services to fulfill business functions you do not have the time or expertise to fulfill, and subcontractors for those extra services you wish to provide, will lay the foundation for how you make those decisions when your firm grows larger. Therefore, it is critical that you approach these decisions strategically from the very beginning.