Books written by Phyllis Hartman
Workplace leaders are challenged with not just having people who can do the job today, but who are prepared to step up when things change tomorrow. The Guide provides an easy-to-use roadmap for HR managers and small business executives to develop employee proficiency in the core HR competencies.
Loaded with tips, techniques, assessments tools, and real-life stories of management successes, it takes the mystery out of HR staff development by showing the value of the SHRM competencies in business and then clearly establishing the links between various competencies and HR functions. It also offers activities HR managers can use to develop their own competencies and features Proficiency Indicators for different levels of HR staff.
Advance praise for A Manager’s Guide to Developing Competencies in HR Staff
“Competencies exist at every level in the Human Resources professional’s career and Hartman provides indispensable guidelines and tools to help HR managers develop staff accordingly – or use themselves to assess and enhance their own skills and competencies. An excellent book and well worth the read.” —David S. Twitchell, SHRM-SCP, CCP, CBP, PHR, Vice President-HR, Catholic Charities New Hampshire
“Developing competencies is critical to success for Human Resources professionals and Hartman’s book does just that with all the guidance and tools to meet the challenges of what’s truly important in the world of HR. Highly recommended! –Tiffany L. Bloyer, SHRM-CP, MS, MBA, PHR, Director-HR, Franklin County Government
“A must-read for HR leaders dedicated to developing their staff and elevating the performance of their HR organizations. Hartman distills the broad concepts of SHRM’s Competency Model into practical how-to’s. Anyone who is immersed in improving their KSAOs can find ideas in the pages of this book.
If you are a SHRM Learning System instructor, this is the perfect addition to your teaching resources. Full of development plan examples and tools that demonstrate how concepts in the SHRM Competency Model can directly apply to real life situations. Hartman’s third book is a winner!” —Sally K. Wade, SHRM-SCP, SPHR, President, AKCW Associates LLP and former VP-HR, Mitsubishi Electric Power Products, Inc.
About the Author: Phyllis G. Hartman is president of PGHR Consulting, Inc., an HR consulting firm in Pittsburgh. She is a regular speaker at a variety of SHRM conferences and at SHRM chapter events and is a co-author of Never Get Lost Again: Navigating Your HR Career and Looking to Hire an HR Leader?
Available at shrmstore.org and Amazon
Looking to Hire an HR Leader? 14 Action Tools to Help You Decide, Find, and Keep the HR Professional Your Business Needs in a Competitive World is a critical resource for small to mid-sized businesses. A quick read, the book provides decision aids to insure hiring the right individual. With increasing business challenges, HR is crucial to success. The book explores deciding what kind of HR help you need and the best ways to find it. Though written for business management, Looking to Hire is also a resource for HR professionals who want to grow their careers.
Never Get Lost Again is an essential career development guide for every HR professional. It combines practical advice, tips, and experiences and success stories of HR professionals who have journeyed to their desired destinations. It recognizes roadblocks and barriers, and even considers how to deal with career derailment.
Praise for the Book
“Never Get Lost Again is a home run. The authors make it clear that talent development and business sense are crucial to the success and survivability of every organization and that these skills have never been more important for HR professionals than they are today. This is a must read for anyone in Human Resources and for leaders in other business functions as well.”—Jack Greaf, President & CEO, Mitsubishi Electric Power Products, Inc.
“In Never Get Lost Again Glube and Hartman have focused the reader on the value of HR professionals being different from the majority of co-workers by both intent and design. Their guidance on using these differences and on developing the legitimate ability to speak the language of business should be generously inserted into the development plan of anyone who plans to walk the career path ‘less traveled’ by their HR peers.”–Paul D. Gibson, Executive Vice President & Chief Human Resource, Officer, Mattamy Homes
Order at the SHRM Bookstore: http://shrmstore.shrm.org/browse.cfm/4,5498.html