Books for HR Professionals

With the advent of newer more nuanced technologies, the HR industry is constantly evolving. Therefore, it is only logical that HR managers also stay up-to-date on the latest trends, developments, and growth in this field. It is the key to running successful teams that will eventually contribute to thriving businesses. The simple and most useful solution to keeping in touch with the latest developments in the HR field is via books. They are a solid source of helping HR managers understand diverse views.

The following are some of the must-read books for HR professionals:

Foundational HR books

A. “The New HR Leader” by Dave Ulrich

The Ulrich HR Model, which emphasizes the necessity for HR practitioners to become true business partners and redefines the priorities of the function, has completely changed the role of HR in organizations. This transition has resulted in a shift from functional to strategic focus. Enhanced cooperation and the creation of new skills are also part of it.

HR professionals can more effectively produce value and align with the organization’s goals by comprehending and putting these tactics into practice.

B. “First Break All the Rules” by Marcus Buckingham and Curt Coffman

This book questions conventional management practices. It presents important research on effective management and worker engagement. The writers encourage a change in managerial viewpoints by highlighting the significance of concentrating on individual strengths rather than deficiencies. The idea of viewing workers as distinct persons and accordingly adjusting management strategies is introduced in the book. It offers practical advice for improving organizational performance.

Must read: How to become an HR manager: Job role and salary

Talent management and recruitment

A. “Who: The A Method for Hiring” by Geoff Smart and Randy Street

Hiring the right people is critical to organizational success, rather than focusing solely on strategy and actions. Smart and Street present “A Method for Hiring A Players” in their book.

The book also offers tactics for talent retention to hire A Players with a 90% success rate.

B. “Drive” by Daniel H. Pink

Daniel H. Pink’s book “Drive” examines motivation in ways other than the conventional “carrot and stick” methods. Pink identifies autonomy, mastery, and purpose as the three components that generate motivation in the contemporary workplace. Self-direction is a component of autonomy, improvement is the emphasis of mastery, and meaningful contribution is the main component of purpose.

According to Pink, cultivating these components promotes greater output, contentment, and creativity, providing a paradigm shift in our knowledge of what drives people in both their personal and professional lives.

Employee engagement and culture

A. “The Culture Code” by Daniel Coyle

In his book, Daniel Coyle provides us with a code on how to foster a positive organizational culture. He focuses on three key ideas that help enhance teamwork.

He discusses psychological safety, which is the notion that members of a high-performing team feel comfortable enough to speak up when necessary. This sense of collective safety embraces failure as well as accomplishment and doesn’t sugarcoat harsh realities. 

He then goes on to discuss the loop of vulnerability. It is assumed that when Person A owns up to a mistake or shortcoming, Person B will be encouraged to follow suit, resulting in high-candor interactions that boost output and foster confidence. Vulnerability loops are useful when things are stressful and there is disagreement on something that has gone wrong. He continues by discussing on how to create an implicit goal that unites the team.

B. “Dare to Lead” by Brené Brown

According to Brené Brown, a revolution is needed around the globe. To recover the authorship of our own stories and lives, we must shed our armor, rumble with vulnerability, act out our principles, trust with open hearts, and learn to rise. Brown thinks that growing bravery is a form of rebellion. This is because bravery demands us to set aside all of our preconceived notions about what it means to be a leader.

You might find this interesting: Navigating the modern HR landscape with HR analytics 

Employee development and training

A. “Mindset: The New Psychology of Success” by Carol S. Dweck

This self-improvement book aims to change readers’ mindsets to help them attain success. The fixed mindset and the progressive mindset are introduced in the book. Your IQ is static if you have a fixed perspective. You shy away from difficulties, disregard insightful criticism, believe your efforts are in vain, and are intimidated by other people’s success.

Your IQ, however, can be enhanced if you adopt a growth mentality. As a result, you rise to challenges, view effort as the route to mastery, absorb criticism, and draw motivation from other people’s accomplishments.

HR professionals can use the principles of a growth mindset outlined in this book in training programs for their employees.

B. “The Fifth Discipline” by Peter M. Senge

The book talks about the five principles of a learning organization. One of these includes systems thinking. A complete system’s observing process is reflected in systems thinking. Managers must realize that every action has a corresponding impact. Managers frequently lose sight of the larger picture as a result of their attention to detail and individual actions. They just have to observe patterns of change and interrelationships in everyday scenarios. Managers will, thus, have the ability to identify causes and effects. 

Similarly, all five disciplines – personal mastery, mental models, shared vision, team learning, and systems thinking – can be utilized by HR managers to help the organization learn, adapt, and evolve.

Compliance and legal aspects

A. “The HR Answer Book” by Shawn A. Smith and Rebecca A. Mazin

The approachable manual “The HR Answer Book” by Shawn A. Smith and Rebecca A. Mazin was created to handle typical HR problems. It offers workable answers to issues about hiring, employee relations, and compliance and is structured in the style of a question-and-answer series. The book provides best practices, practical advice, and legal considerations. It is one of the most valuable books for HR practitioners and students looking for advice on efficient and legal human resource management.

Emerging trends in HR

A. “AI Superpowers: China, Silicon Valley, and the New World Order” by Kai-Fu Lee

In this book, the author explores the impact of the AI revolution on jobs. The author also talks about the US, China, and other competitors in the AI race. The key takeaway for HR folk is the applications of AI in businesses.

How can an MBA with an HR specialization be great for your career?

Human resource management will always be important in any industry, from IT to finance, from large MNCs to tiny firms, since it is all about dealing with a company’s people. Human resource specialists are responsible for several tasks, such as hiring, training, etc.

MAHE provides an online MBA program with a comprehensive focus on human resources. The MBA in HRM program by MAHE aims to upskill and keep HR professionals updated with the latest advancements and practices in the industry. This course offers great flexibility and a well-rounded curriculum.

Just for you: Why choose an MBA in HR?

Conclusion

Books are a great resource for remaining current in the continuously changing subject of human resources. The reading list for HR professionals seeking development is long. Numerous more books offer a variety of perspectives on HR procedures, issues, and solutions. MAHE provides an online MBA program with a focus on human resources to prepare students for HR intricacies.