“The text offers useful and appropriate examples of the use of analytics in HRM.” — Gwendolyn M. Combs

“An interesting and novel approach to teaching HRM.” — Michael W. Hill

“[This] is a good, comprehensive Human Resource Management textbook for the Undergraduate level or for Graduate students with a concentration in HR.” — Patricia A. Ippoliti

“Excellent data-driven text.” — Kevin J. Hurt

“A state-of-the-art textbook on HRM.” — Robert W. Halliman

“?adds elements of currency and insight based on business and industry trends. The book purports to focus on data analysis and improving HR decision making skills based on data, objectivity, ethics, and legal frameworks.” — Jalane Meloun

“This [HRM] textbook does a much better job of acknowledging the importance of data and gives students a chance to work with data?a big plus.” — Brian D. Webster

“This textbook is an all-encompassing book that covers in detail, the critical performance areas of human resource management and how information technology is used for decision making and in creating a competitive advantage.” — Benjamin B. Yumol

“[Human Resource Management] is a well written, well organized textbook with current cases taken from today?s headlines, laid out in an instructor and student friendly way.  If our college wants to emphasize data driven analytical HRM strategic decision making, this is the perfect introductory text.” — Otha Carlton Hawkins

“With the recent changes to the HR field as a whole to be a more integrated discipline, Bauer et al?s text does a spectacular job of expanding upon core content from organizational behavior, business law, business analytics, leadership, and management and frames that content in an HR lens?this text provides in-depth integration of those topics fused with current case studies and references to popular culture.” — Lou L. Sabina

“A refreshing approach to HRM that highlights the importance of HRM in maintaining and building the bottom line for companies and enhancing work environments.” — Robert W. Halliman

“The practice and science of HR come together!” — Joseph Simon

“I would say that this HR textbook is a more research-focused and data-driven textbook. It really focuses on the importance of leveraging data to make more informed HR decisions. It is evidence-based and draws more heavily on research. I think it is a textbook that would challenge our students more and better prepare them for the changing nature of human resources.” — Kathleen Jones

“[This is] an upper-level HRM textbook that presents material with a data-focused approach. The textbook covers traditional HRM concepts such as job analysis, talent management, and occupational safety and health through the use of a data-analytics approach, in which students actually practice implementing HRM decisions using data.” — Caitlin A. Demsky

“[This is] the start of a new era in HR textbooks by linking content to the SHRM competencies and making the concepts more applicable in practice using the EBDM approach.” — Randy McCamey

“Very quantitative in its application. References a great deal of research from SHRM and heavy emphasis on data analytics.” — Terry J. Schindler

“The text provides relevant and current research data through real world scenarios which impacts current HRM challenges.” — Mike Bojanski

“This text provides a very engaging and illustrative overview and analysis of current topics in HRM.  It engages the students to think beyond the content of the book and evaluate how they have been or how they want to be treated in organizations from an HR perspective.” — Bruce Gillies

“This text is an excellent Introduction to Human Resources text. Its major advantage over competing books is the conveying the growing importance of analytics in HR management.” — Jeffrey Hefel

“This textbook is very well written and extremely detailed. I feel like all of the HR books I have used are not this in-depth in their scope nor do they cover so many important topics. In addition, all of the information in the text is supported by research and current real-world examples.” — Candice A. Osterfeld Ottobre –This text refers to the paperback edition.

Talya Bauer (PhD, Purdue University) works at the School of Business at Portland State University and serves as the area director for the Human Resource Management program. She is an award-winning teacher and was awarded the Innovation in Teaching Award from the HR Division of the Academy of Management. She teaches HR analytics, introduction to HRM, training and development, and negotiations courses and was recognized by the Society for Industrial and Organizational Psychology (SIOP) with the Distinguished Teacher Award. She conducts research about relationships at work. More specifically, she works in research areas across the employee life cycle including recruitment and selection, new employee onboarding, and coworker and leader relationships which have resulted in dozens of research grants, journal publications, and book chapters. She has acted as a consultant for dozens of government, Fortune 1,000, and start-up organizations. She has been quoted and her work has been covered in The New York Times, Harvard Business Review, Wall Street Journal, Fortune, The Washington Post, Business Week, Talent Management, USA Today, as well as appearing on NPR?s All Things Considered.  She has been a Visiting Professor in France, Spain, and at Google, Inc. Talya is involved in professional organizations and conferences at the national level such as serving on the Human Resource Management Executive Committee of the Academy of Management and as SIOP president.  She has received several SHRM research grants and wrote a SHRM Professional Practices ?Onboarding? paper. She is the former Editor of Journal of Management and is on the editorial boards for the Journal of Applied Psychology, Personnel Psychology, and Industrial and Organizational Psychology: Perspectives on Science and Practices. She has co-authored multiple textbooks including Organizational Behavior, Principles of Management, and Psychology and Work: Introduction to Industrial and Organizational Psychology. She is a Fellow of SIOP, APA, IAAP, and APS.

Berrin Erdogan (PhD, University of Illinois, Chicago) joined Portland State University in 2002. She teaches courses on human resources management, performance management, global human resources management, and organizational behavior at undergraduate and graduate levels. Prior to academia, she worked as a corporate trainer at a large bank in Istanbul, Turkey.  Berrin?s research focuses on two themes. First, she examines how leaders lead through the relationships they build with their employees and the implications of manager?employee relationships for employee effectiveness, retention, and well-being. Second, she is interested in understanding person?job fit and misfit, with a focus on why and how employees find themselves overqualified for their jobs and the consequences of being overqualified. She conducted studies and shared results with organizations in manufacturing, retail, health care, education, information technology, construction, and banking, among others, in the U.S., UK, China, Turkey, Vietnam, France, and India. To date, she has published over 60 journal articles and book chapters, coauthored the textbooks Organizational Behavior and Principles of Management, Psychology and Work, and coedited the Oxford Handbook of Leader?Member Exchange, published by Oxford University Press. In 2013, she was elected a SIOP fellow for unique and unusual contributions to the field of industrial-organizational psychology. She served as an associate editor for the European Journal of Work and Organizational Psychology and Personnel Psychology. Berrin is a frequent speaker at national and international conferences and served as a visiting scholar and gave invited talks in Australia, Canada, Greece, Singapore, Spain, Turkey, the UK, and the U.S.

David Caughlin (PhD, Portland State University) is an instructor of management at Portland State University where he conducts research on topics related to supervisor support, employee motivation, and occupational safety and health. His research has been published in peer-reviewed outlets such as the Journal of Occupational Health Psychology, Stress and Health, and Psychology, Public Policy, and the Law. He has worked with a variety of organizations on projects related to employee selection, performance management, and organizational culture. He is also an affiliated faculty member with Portland State University?s Advancement of Interdisciplinary Methodology for Social Science. In the School of Business, David teaches courses in human resource management, reward systems and performance management, human resource information systems, HR analytics, and organizational behavior at the undergraduate and graduate levels. In recognition of his course designs and teaching methods, he was awarded the Teaching Innovation Award by Portland State University?s School of Business.

Donald Truxillo (PhD, Louisiana State University) is a Professor at the Kemmy Business School, University of Limerick, Ireland. Previously, he worked in the areas of selection, employee development, and promotions for the City of New Orleans as an industrial psychologist and as a professor in the industrial/organizational psychology program at Portland State University. He studies the methods employers use to hire workers and the experiences of job applicants during recruitment and hiring. In addition, Donald examines issues related to workplace safety and health as well as age differences at work. He served as associate editor for the Journal of Management and is currently an associate editor at Work, Aging and Retirement. He is a member of nine editorial boards including Journal of Applied Psychology, Personnel Psychology, and Human Resource Management Review. He is the author of over 100 peer-reviewed journal articles and book chapters.  He is the recipient of SIOP?s 2017 Distinguished Teaching Contributions Award and a coauthor of the textbook, Psychology and Work: Introduction to Industrial and Organizational Psychology. His research has been supported by the SHRM Foundation, the National Institute of Occupational Safety and Health (NIOSH), and the National Science Foundation (NSF), most recently to study privacy and security issues associated with online hiring.  He has taught courses in human resource management, training and development, research methods, and industrial psychology. He has received three Fulbright grants to study abroad and has visited at universities in Italy, Portugal, Spain, Switzerland, Ireland, and Germany. Since 2010 he has been a member of the Doctoral Training Committee, Department of Psychological Science and Education, University of Trento, Italy. He is a fellow of SIOP, APA, APS, and IAAP.

–This text refers to the paperback edition.