Your education in human resources never stops. As the profession evolves and as you grow as a professional, experience new things, and gain a deeper understanding of HR issues, it’s important to have a frame of reference and knowledge to fall back on. This is why reading HR books, blogs, and literature is important. It will help you become more well-rounded, look at things from a different perspective, and to be ready for a variety of HR situations. If you are looking for a good HR book to read, consider picking up one of these must-read human resources books:
1. CRUCIAL CONVERSATIONS TOOLS FOR TALKING WHEN STAKES ARE HIGH
“[Crucial Conversations] draws our attention to those defining moments that literally shape our lives, our relationships, and our world. . . . This book deserves to take its place as one of the key thought leadership contributions of our time.” ―from the foreword by Stephen R. Covey.
2. THE IDEAL TEAM PLAYER: HOW TO RECOGNIZE AND CULTIVATE THE THREE ESSENTIAL VIRTUES
“Lencioni presents a practical framework and actionable tools for identifying, hiring, and developing ideal team players. Whether you’re a leader trying to create a culture around teamwork, a staffing professional looking to hire real team players, or a team player wanting to improve yourself, this book will prove to be as useful as it is compelling.”
3. THE 5 LANGUAGES OF APPRECIATION IN THE WORKPLACE: EMPOWERING ORGANIZATIONS BY ENCOURAGING PEOPLE
“This book helps supervisors and managers effectively communicate appreciation and encouragement to their employees, resulting in higher levels of job satisfaction, healthier relationships between managers and employees, and decreased cases of burnout.”
4. THE HR ANSWER BOOK: AN INDISPENSABLE GUIDE FOR MANAGERS AND HUMAN RESOURCES PROFESSIONALS
“The HR Answer Book covers these developments and addresses more than 200 questions that every employer needs to deal with, from recruiting and hiring to discipline and downsizing, compensation and benefits to training and employee relations.”
5. FIRST, BREAK ALL THE RULES: WHAT THE WORLD’S GREATEST MANAGERS DO DIFFERENTLY
“Buckingham and Coffman explain how the best managers select an employee for talent rather than for skills or experience; how they set expectations for him or her — they define the right outcomes rather than the right steps; how they motivate people — they build on each person’s unique strengths rather than trying to fix his weaknesses; and, finally, how great managers develop people — they find the right fit for each person, not the next rung on the ladder.”
6. WHY EMPLOYEES DON’T DO WHAT THEY’RE SUPPOSED TO AND WHAT YOU CAN DO ABOUT IT
“Based on the actual experiences of 25,000 managers, Why Employees Don’t Do What They’re Supposed to Do… gives you proven, straightforward methods that work on real jobs, in the real world. This results-oriented guidebook helps you handle the top 10 situations in which employees don’t perform the way they should, including a detailed analysis of the causes and the plans for preventing the same problems down the road.”
7. 1501 WAYS TO REWARD EMPLOYEES
“Adapted to meet the needs of an evolving workplace—especially to deal creatively with virtual employees, freelancers and permalancers, international colleagues, and the rule-bending expectations of millennials—its 1,501 low-and no-cost rewards and strategies are drawn from thousands of companies across the globe.”
Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.