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"This book is the latest of Dave Ulrichʹs treatises on gaining sustainable competitive advantage through the transformation of human resource management. Over the years, Ulrichʹs books on HR transformation would fill an average bookshelf -- 15 in all. As a result of the many books on the subject, the latest book, HR Transformation, could easily be regarded as one of the many -- a repetition of the story of how an organization can be improved through professional HR. Yet, this is not the case; this latest book is clearly built on two of the best previous books, Human Resource Champions (1997) and The HR Value Proposition (2005), and now deserves to be on the top of the stack. By most any standard it is a "must read." Most of Ulrichʹs books have been written with co-authors and published by Harvard Business School Press. This latest, published by McGraw Hill, is with Wayne Brockbank, also co-author of The HR Value Proposition, along with first-time book co-authors, Justin Allen, Jon Younger, and Mark Nyman. Dave Ulrich is a professor at the University of Michiganʹs Ross School of Business. All of the authors have a great deal of experience as teachers of managers and professionals, along with expertise as human resource consultants for organizations. The goal of the present book is to share these experiences with a broad professional audience. -- Description from http://business.troy.edu/jhre/Articles/PDF/3-3/32.pdf (Oct. 25, 2011)."

"ABSTRAKPenelitian ini membahas persepsi karyawan terhadap peran Departemen SDM tempat karyawan bekerja pada saat ini berdasarkan HR value proposition yangdikemukakan oleh Ulrich dan Brockbank 2005 . Metode analisis data yangdigunakan adalah analisis deskriptif dan content analysis. Responden diperolehdengan menggunakan teknik non-probability sampling dengan conveniencesampling. Pengumpulan data dalam penelitian ini dilakukan menggunakankuesioner yang didistribusikan secara online. Hasil penelitian secara keseluruhanmenunjukkan bahwa Departemen SDM dipersepsikan oleh karyawan sudah cukupbaik menjalankan peran employee advocate dan lumayan baik dalam functionalexpert, human capital developer, HR leader, dan strategic partner.

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ABSTRACTThis study discusses the employees perception of the Human Resources Department HRD role based on the HR value proposition proposed by Ulrichand Brockbank 2005 . Data were analyzed by using non probability samplingtechnique with descriptive and content analysis. Respondents in the study wasobtained by using convenience sampling. Data in this study were collected viaonline questionnaire. Overall result of this study indicate that HR department isperceived to be pretty good performing the role of employee advocate, and quitegood employing functional expert, human capital developer, HR leader, andstrategic partner."

"Business units everywhere are under the gun to prove their effectiveness and strategic value especially human resources departments. Now they can accurately gauge how well they're doing with this new edition of "Auditing Your Human Resources Department". This comprehensive guide walks readers through an in-depth self-assessment process rigorous, but far less costly and intimidating than an outside audit. The proven process entails gathering key information, scoring answers, analyzing data, and fixing problem spots while scrutinizing 11 HR functions, including: department organization and employees; recruitment and selection; compensation; benefits; education, training, and development; and, diversity and EOE. Hundreds of pages of questionnaires, checklists, and forms make the process as simple and painless as possible. Completely revised to include information on strategic planning and HR, important developments in technology, and new federal workplace laws, the second edition supplies the tools to pinpoint strengths, improve weaknesses and turn HR into an essential business asset."

"With changes in the economy, the job market, technology, and the law, human resources professionals and department managers alike are facing new challenges. Luckily, the second edition of "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. The new edition contains revised and expanded sections on FMLA, health insurance changes, and compensation laws, as well as information on salary reductions and using social networking to recruit employees. It is also packed with ready-to-use tools and checklists including: 10 Questions to Ask Before Scheduling an Interview; Job Applicant Flow logs; Performance Goals forms; and, Exit Interview Questionnaire. "The HR Answer Book" is an easy-to-use problem solver that can be read cover-to-cover or as a quick reference in specific situations."