Please Note: All of the books described below are published in the Dutch language only.
Those books which concern Personnel Management and Personnel Work are aimed particularly at the Dutch market and therefore handle these subjects in relation to Dutch Law.
If we receive sufficient enquiries for English language versions of the other books we will consider arranging for an English language version to be published. |
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Personeelswerk de basis (Personnel work - the basis)
Personnel work - the basis is intended for the courses that initially lead to support functions in personnel work. The book is based on the final terms for the subject Personnel work at the Dutch mbo-level. In the development of the book the author has aimed at those items which in her experience are important in practice in a department Personnel & Organisation, HRM or Human Talent Management.
The starting point here is that the assistant in a personnel department (who will often continue to study in order to eventually become a personnel officer themselves) must be able to understand how their own work relates to the other activities of the department. Only then is he able to make the correct decisions at specific moments in his work and provide the required support to management.
At the request of teachers and users the lesson material has been arranged into General - Instream - Throughstream - Outstream, but the chapters can also be used out of sequence.
Published in 2009 by Uitgeverij LEMMA, ISBN 978-90-5931-512-9.
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Competent Personeelsmanagement (Competent Personnel Management)
The activities of the beginning HR professional are divided into themes, which are developed into chapters in five sections. These are followed by a sixth section with chapters concerning development and the specific role of the HR professional in, or in relation to, the organisation.
In the first five sections the activities in each chapter are placed in recognisable cases, situations such as one encounters in the actual work environment. In each case an example from the object group plays the main role in continuously changing functions. The case is treated from the perspective of a different beginning HR professional each time, who needs to perform a particular activity. The different backgrounds (for instance the cultural background and the language knowledge) of the professionals play a role.
Published in 2008 by Uitgeverij LEMMA, ISBN 978-90-5931-191-6.
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Structureren en organiseren (Structuring & organising)
As soon as the strategy for an organisation has been established, managers need to decide how they intend to achieve the stated objectives. The manager is expected to divide the work into manageable parts and activities. The trick is to achieve results in the most effective way. Structureren en organiseren (Structuring & organising) builds on the books Visie ontwikkelen (Developing vision) and Strategie en doelen bepalen (Defining strategy and objectives) . Vision and Strategy determine after all where you want to go to and the best way to get there.
Structureren en organiseren (Structuring & organising) gives you the tools to achieve this.
Structureren en organiseren (Structuring & organising) is a part of the series Competent Managen (Competent management) which is aimed at the (future) manager.
The series is edited by Margriet Guiver-Freeman, Jurgen Hell (Mercer Human Resource Consulting) and No Sijben (Director of management consultancy ABC/OPES BV).
Published in 2005 by Academic Service, ISBN 90 395 2356 8.
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Strategie en doelen bepalen (Defining strategy and objectives)
Strategy development is the most fundamental management activity of an organisation. Goals emerge from strategy; a good strategy is impossible to implement without defining objectives. The formulation of good objectives at management level is, however, a difficult task. Strategie en doelen bepalen (Defining strategy and objectives) gives managers insight into the manner in which they can formulate sensible objectives, and hence provide an answer to the question that keeps them permanently occupied: what does the organisation, in my view, need to achieve?
Published in 2004 by Academic Service, ISBN 90 395 2242 1.
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Visie ontwikkelen (Developing vision)
Managers who do not have a clear picture of the future of their company, run great risks. If they don't really know what they are aiming for, they are inconsistent and take incorrect short-term decisions. To be effective in business a manager needs to continually think about and anticipate the future. That is the essence of doing business. Determining a good vision is, however, not an easy thing to do. How does one develop one's own vision? How do you convey this vision to others in the organisation and how do you motivate employees to work towards it?
These questions are central to the book
Visie ontwikkelen (Developing vision).
Published in 2004 by Academic Service, ISBN 90 395 2126 3.
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Development centres
How do you decide if a (new) employee is suitable for the vacancy you are offering, or eligible for a promotion? How do you arrange your management development, or the career possibilities for your 'high potentials'? Are you sure that you are promoting the right people? Or that you are not 'passing by' the people who are right for the opportunity?
This book explains how, by using a development centre, you can better direct many of your investments in this area and support the development of your employees.
Development centres deals with widely differing aspects of their use within the framework of competency management. Amongst other things you will find answers to the following questions:
● What is a development centre and what is it not?
● How does one set up a development centre?
● Which issues are important when starting development centres?
Development centres is written for organisations that wish to start using this methodology, and for employees who are invited to take part in an assessment or development centre.
The PMO-specials are an extension series of the well-known Praktijkgidsen voor Manager en Ondernemer (Practical guides for Managers and Businessmen). The subjects are, however, more specialist by nature and satisfy the desire of readers who want more depth of information than the standard PMO-books provide. The practical character, the well-organised treatment of the material and the use of checklists are nevertheless retained.
The PMO-specials are written by people who have gained many years experience in their area of expertise. The series is edited by Plattel & Partners, Baarn, The Netherlands.
Published in 2004 by Academic Service, ISBN 90 5261 444 X.
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Praktisch competentiemanagement (Practical competency management)
Many books have been written about competency management in recent years.
None of these books
really handled the practical aspects of this: the development of competency profiles and their implementation.
In this special an actual practical situation: the implementation of competency management as an integral way of working within HR. The reader can implement competency management in their own organisation on the basis of this practical handbook.
In this book the following topics are discussed:
• Theory versus practice
• Development and realisation of vision and policy
• A step-by-step plan of how to implement competency management in the organisation
* N.B. This book won the NVP-Public prize in 2002 for the best HR-publication of the year!
Published in 2001 by Academic Service, ISBN 90 5261 377 X.
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Modern Personeelsmanagement (Modern Personnel/HR Management)
Next to machines and buildings for many organisations personnel form the most important investment, the company's 'capital'. Investments only deliver the desired return if they are well maintained.
Employees also work better if they are given sufficient attention: a challenging function, a reasonable reward, education and training, etc.
HR policy is there to regulate this properly.
Modern Personeelsmanagement (Modern Personnel Management) offers you a treasure trove of accessible information and tips for the organisation of your personnel policies and the daily practice of HR management.
Subjects include:
• determining the required personnel information;
• recruitment and selection of employees;
• the various employment contracts;
• reward systems;
• the development of employees;
• conditions of employment;
• points requiring attention in the case of mergers and takeovers.
The series Praktijkgidsen voor Manager en Ondernemer (Practical guides for Managers and Businessmen) offer a practical training in management skills. With a minimum of theory and a maximum of practical guidelines you can gain a treasure trove of information and skills. Apart from this the books are ideal as reference works.
The Praktijkgidsen voor Manager en Ondernemer (Practical guides for Managers and Businessmen) are written by people who have gained many years experience in their area of expertise. The series is edited by Plattel & Partners, Barn, The Netherlands.
Published in 2001 by Academic Service, ISBN 90 5261 376 1.
*Sold out. |
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Personeelsmanagement (Personnel/HR management)
Personeelsmanagement (Personnel/HR management) is a practically-oriented study book for the educational courses aimed at HR work, that follows on from the book Personeelswerk (Personnel/HR work) by the same author. It is intended for professional and adult education.
It offers background information and in particular practical guidelines in the areas of staff facilities, development and redundancy of personnel, employee participation, guidance and training of personnel, business economic aspects and social policy. This book educates to the level of (junior) personnel/HR officer.
Fourth printing 2005.
First printing 1998
Published in 2005 by Lemma, ISBN 90 5931 378 X.
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Personeelswerk (Personnel/HR work)
Personeelswerk (Personnel/HR work) is a practically-oriented study book for the educational courses aimed at HR work and is intended for professional and adult education. It offers background information and in particular practical guidelines in the areas of staff facilities, care of personnel, conditions of employment and management of personnel. This book educates to the level of support and starters functions in a personnel/HR department.
Fifth printing 2005.
First printing 1997.
Published by Lemma, ISBN 10 90-5931-379-8 en 13 978-90-5931-379-8.
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Personeelsmanagement (Personnel/HR management)
For many organisations personnel form the most important investment, the company's 'capital'.
Employees work better if they are given sufficient attention: a challenging function, a reasonable reward, education and training, etc.
HR policy is there to regulate this properly.
Personeelsmanagement (Personnel/HR management) offers you a treasure trove of accessible information and tips for the organisation of your personnel policy and the daily practice of HR management. Subjects handled include:
• determining the required personnel information;
• recruitment and selection of employees;
• the various employment contracts;
• reward systems;
• the development of employees;
• conditions of employment.
When the third printing became necessary the book was completely revised. See above: Modern Personeelsmanagement.
Second printing 1999.
First printing 1995.
Published by Academic Service, ISBN 90 5261 169 6
* Sold out. |
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Handboek Praktisch Personeelsmanagement (Handbook of Practical Personnel Management)
The aim of Handboek Praktisch Personeelsmanagement (Handbook of Practical Personnel Management) is to give an integrated picture of personnel management as a key function in the organisation.
It is the intention with this book to fill a gap between the theoretical knowledge of a study on the one hand and on the other the practical situation. This book therefore contains a large number of appendices, in which a lot of usable models and working methods are included. By its design this book is especially aimed at the student of Personnel/HR Work or at the person who has just graduated and needs a practical handbook (during practical work experience or in the beginning of their actual career). Above all it can also be a good practical book for people who have entered personnel work from other disciplines and who want to quickly master a number of practical skills.
Personnel/HR Management is no longer restricted to the exclusive application of Human Resource Management (HRM), but envelops all aspects of this in relation to the needs of the organisation as a whole.
Personnel/HR Management is the strategic process that recognises that the quality of the people that an organisation has at its disposal is the key to its success and that the basic processes of planning and developing the 'human capital' are an integral part of the strategic plan of the organisation.
In this book extra attention is given to the most recent developments in the area of personnel management such as competency, flexibility, quality, decentralisation and the learning organisation.
In Handboek Praktisch Personeelsmanagement the following subjects are handled:
• personnel management and Human resource management
• organisation knowledge
• formation and recruitment
• development of employees
• reward management
• industrial/labour relations
• personnel welfare
• labour law and personnel administration
• trends in personnel management.
The author, Michael Armstrong, is a specialist in England in the area of HRM and has written several books on this subject. He has written the following books, published by Kogan Page: How to Be a Better Manager, A Handbook of Management Techniques and A Handbook of Human Resource.
As a result of her experience with the English and Dutch personnel/HR work
Margriet Guiver-Freeman has achieved a valuable addition to the Dutch literature on personnel management with her translation and adaptation of this work for the Dutch-language market.
Published in 1994 by Lemma, ISBN 90-5189-098-2
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