HR

Mr. Giger, I have experienced your biomechanical drawings and such from your book. The theme "Tracing Thoughts" came to me from your drawing of No. 625 Pump Excursion, when suicide was an option. Then I gotten control of myself by expressing my thoughts, feelings, and for free lance of my own personal amusement. It inspired me (No.625) to pick up biomechanics and hopefully get the chance to meet you in person. Because of the biography on you, your intellect seems avanced to were I would enjoy an intelligent complex trade in art expressionism. Well life is short and so shall this review. Continue the well deserved talent and rake in the DOUGH .Signed, fellow artist Eric Everett.

This book have the personal design of Giger, and the quality of Taschen Books. The book includes very rare pieces like the first giger`s drawings and oleos, and explores every side of his work. The stereograms include Li II, and The cascade, in 3D.

Estoy Feliz de saber que estas bien!....ya estoy en linea....extrañando horrores al Indio Blanco!

This book presents a wondeful overview of the topics affecting HR. I admit I was a little wary, because this is supposed to be about "tomorrow's" HR trends, and I bought it four years after publication. Despite that, it seems fresh, some of the forecasted trends have already come to pass, and this book is as impressive and essential as when it was first published. Maybe more so. Kudos all the way 'round.

Cualquiera que trabaje en Recursos Humanos DEBE de leer este libro. This books is about what HR should be in any organization where HR has any kind of value added. No se lo pierdan esta realmente "abre ojos", despierta al mas dormido de la funcion de Recursos Humanos. Even better than HR Champions.

"This book offers one approach to thinking about the future of HR. A number of other approaches can and have been used. Futurist methodologies have been applied to study the 'state of the art' and the future and have through surveys of thought leaders identified likely priorities for the future. Our approach", D.Ulrich, M.R.Losey, and G.Lake write, "to thinking about the future of HR parallels closely and draws heavily on a methodology used by F.Hesselbein, M.Goldsmith, and R.Beckhard (Leader of the Future, Organization of the Future)...We have tried to select thought leaders in three groups : academics who study and write HR issues, consultants who offer advice and councel on an array of HR issues, and HR professionals who practice the craft of HR in leading companies...Each of the contributors to this book was asked to write an original ten-page essay on 'the future of HR' as he or she chose to define it...Our hope in this book was for a unique variety of opinion : positive, negative; broad, narrow; optimistic, pessimistic; provocative, discreet; calls for change, calls for status quo (from the Introduction pp.2-3)."

In this context, Ulrich, Losey, and Lake organize the 37 essays into six general sections.Each of these sections deals with a series of questions such as :

Section I :

* What is the strategy of HR?

* What are the products and services of HR?

* How should HR be organized to ensure that the strategy is executed?

Section II :

* What are the future deliverables from HR work?

* What are the metaphors of the HR professional of the future?

* What are the actions for future HR professionals?

Section III :

* What is the history of HR?

* What of the past should be left in the past, and what should be adapted for the future?

* What set of conditions will create a new future?

Section IV :

* Where should HR work be done?

* How do we measure HR work?

* How do HR executives align HR work both inside and outside?

Section V :

* How is intellectual capital operationalized?

* How can HR practices be created that motivate and commit employees?

* What is the impact of humane treatment of employees?

Section VI :

* What are the HR implications of a more global business?

* How can HR practices help a business develop a more global outlook?

* What are the competencies of global leaders?

"If our purpose is to propose a debate about the future", D.Ulrich writes, "it is better to end with questions than with answers. Questions elicit new frameworks, approaches, and alternatives, so, the final two questions we would ask (with our answer) are :

* Do you want to play in this always changing and at times unclear future?

* Are you having fun?

Without a doubt, all the authors in this volume and many others of the best HR professionals we know answer with a resounding 'yes' (p.360)."

I highly recommend.

Very good Giger book for those who can't afford the pricey ones.

When I bought this book, I was expecting it to be full of Giger's "as seen on TV" biomechanical art. And yes, those black-and-gray conflations of living tissue, buildings, and machines are well-represented, and it's great stuff-- cables, bones, human forms or parts of human forms, chitin, metal. The liquid, glossy motifs Giger uses are much more effective on a well-printed page than on a CRT, and it seems like every time I look at them, there's another nuance or detail or set of teeth or something that I hadn't noticed.

But there's also a lot of stuff in here I hadn't seen before. The "Totems" toward the very end actually affected me more strongly than any of the classic biomechanisms.

If you know what you're getting into, this is a good way to get examples of several types of work Giger's done besides the Alien/Species style. (He does have some all-biomechanical books as well, if that's your sole interest.)

...H. R. Giger has been a fave of mine for years--even before "Alien" and "Species". I was silently pleased when some of his work was lent to medium other than the sci-fi and slick 'zines he was noted for doing--deb harry's solo project's album cover, for one. These are visions of biological organisms as mechanisms and of architecture as anatomy with, for instance, veins and sinews as electrical conduits and potable water lines and sewers as ligaments and ribs and tissue...living organisms have a mechanical metallic sheen, bridges and sewers and scaffolds have mouths and faces and deformed bodies that may be human or may not...they are sensuous at times, horrific at other times, but they all are bold and eye-catching modern art...it is almost like he has vision of a nightmare future...see how he's developed his style throughout the years in this great, great book...

My name is Woodrow and I'm in this dang book. Let me tell you it's all a pack of lies. Most of the stuff Reavis wrote about me NEVER EVEN HAPPENED! Well, SOME of it may have happened, but I don't think he needs to be airing all of our dirty longjohns out in public. Doc, Wrong Willie, Jerry Wayne and all the rest of us agree Reavis needs some kind of therapy... and fast. And I don't mean the kind of therapy he's been getting from Charlie Daniels' brother, Jack, if you know what I mean.

Set aside a couple of hours and read this book non-stop. You won't have a choice because you cannot put it down until you have finished. One story just makes you hungry for another. Caution: do not attempt to read one of the stories to another person, because you will be unable to speak, having fallen into uncontrollable spasms of laughter. I tried to read one to my wife and we both fell on the floor howling.

This book appeals to outdoor persons of course, but the humor will not be lost on anyone.

Eat Gas Now by R. Wortham brings two things together that makes me giggle: first, a group of hunting buddies who enjoy each other's company probably more than hunting (it's a male bonding thing); and second, the diner that grace's any small town where local's sip coffee and trade yarns. This group reminds me of my 'lunch bunch' who just have a funny way of looking at things. I highly recommend this book.

"The equation of Human Resources with the processing of personel forms-payroll, benefits, evaluation, etc.-no longer makes sense to companies diven by global markets, global competition, and new technology...The rapidly changing nature of business in today's economy requires a fundamental rethinking of many HR processes...", Margaret Butteriss writes, "Thus, HR is increasingly becoming an important part of executive planning and actions and far more of an integral part of management than ever before...The HR fuction itself is increasingly being asked to take on new roles, and not all of its practitioners are equally equipped and ready to do this. We are in time when the competencies of individual HR practitioners must be developed to better support the business organization. If the HR function does not meet the challenges of today's global business environment, it is danger of being outsourced or cut out completely...(In fact), some organizations are cutting costs in Human Resources and outsourcing HR because they still see it largely as a transactional and reactive function that can effectively be done by outside organizations. Others are building more strategic partnerships between line, management, and HR experts and are creating a consultative role for HR to cope with the rapidly changing business realities. They recognize that HR can no longer be simply transactional and administrative, but must be far more proactive in assisting senior management plan for the future."

In this context, Margaret Butteriss and other contributors:

* discuss, based on a data from interviews with top Canadian executives and HR professionals, how organizations are being changed by globalization, competition, and advances in information technology, and identify seven key ways in which HR can contribute to dealing with changes in the marketplace and workplace.

* examine general and technical competencies required by HR professionals as they take on more strategic roles.

* define standard measurement ways to measure the effectiveness of HR in organizations such as functional measures, operational measures, and strategic measures.

* provide an example of a company that redefined its HR function in order to meet its current and future business needs.

* identify the fundamentals of Change Management, particularly HR's role.

* look at components of executive leadership development, including the required infrastructure, the process of talent identification, and the selection and resourcing of candidates to fill vacant leadership positions.

* discuss why most performance management systems are either questionable or fail to reach the required objectives.

* define competency and examine the history of competency, and examine the development of competencies and competency scales, both in individuals and job families.

* define the underlying principles necessary for a compensation strategy that supports business direction in a changing business environment.

* look at how individual pay is decided, whether it be on the performance of the individual, the division or department, the team, or the the entire organization.

* discuss how HR professionals can contribute to corporate success by taking a new approach to compensation, and introduce ,based on a case study, the concept of competency-based pay.

I highly recommend.

This is an excellent collection of essays by leading practitioners centering on the nature of human resources in the context of the new forms and dynamics of organization. Topics includes: human resources competencies; measuring effectiveness; redefining and restructuring the human resources function; the new shape and nature of organization; change management; leadership; compensation strategy; and competency-based pay. This gathering of perspectives and some case studies provides considerable insight into the changing nature of human resource management. Recommended. Reviewed by Gerry Stern, author of Stern's Sourcefinder: The Master Directory to HR and Business Management Information & Resources, Stern's CyberSpace SourceFinder, and Stern's Compensation and Benefits SourceFinder.

Butteriss describes how information technology is impacting the human resources function and how to reengineer work processes and retrain staff accordingly. She examines current hardware and software applications. The volume includes a team readiness questionnaire.

Information technology (IT) is changing the entire organizational landscape and human resource management must be in the vanguard of this transformation. Sadly, this is not the case in many (probably most) enterprises, both in the for-profit and not-for-profit sectors. Given these realities, and the consequent pressures for keeping technologically abreast in today's competitive world, this book delivers relevant information that is of substantial value. Well written and substantive, we recommended the book for all human resource professionals whose HR department is not yet keeping up with the IT curve. Reviewed by Yvette Borcia, author of Stern's Sourcefinder: The Master Directory to HR and Business Management Information & Resources, Stern's CyberSpace SourceFinder, and Stern's Compensation and Benefits SourceFinder.

Giger is the artist who created the creature for "Alien" movie. If you like "gothic", creepy, spooky (little bit) style, probably you will also like the creatures that he draws. I would consider this collection of postcards a good bargain for a sampling of his works. But how appropriate are these cards for mailing out to friends is another question. Maybe it is better as keepsake or collection rather than goodwill (hard to imagine) postcards.

this is so brillant it shows somw of his best work it is really worth getting

"Many business leaders are realizing that", Mone and London write in their Preface "HR practitioners can offer much more to the enterprise than maintaining personnel transactions such as payroll, benefits, and compensation. As important as these functions are, executives and HR practitioners alike increasingly recognize the transformational nature of human resource development functions. Human resource development is a key component of successful organizational transformation. For example, HR personnel get involved in determining job requirements to make the business successful, in recruiting and hiring people who match the new and emerging skill demands, and in training these new employees and managers, as well as existing personnel to ensure they have to required knowledge and skills. Significant changes in how business is conducted entail concomitant changes in how employees are attracted, developed, maintained, and rewarded."

Thus, emphasis of this book can be summarized as is demonstrating how human resource development principles, strategies, and programs can ensure the requisite business transformations to meet significant business challenges facing corporate leaders and human resources professionals.

Through case studies written by contributors, HR professionals learn some major lessons such as :

* work collaboratively with senior management during periods of strategically driven change.

* recognize transformational change and its impact on the organization.

* ensure leaders are visible and engaged.

* build commitment to the change in other parts of the organization.

* form partnership between business managers, HR, and external consultants.

* be flexible when introducing a new process.

* focus on the end result, not the survey.

* include a communication phase before launching each initiative.

* involve the people in the organization who are most critical to the operating success of the initiative.

* establish uniform criteria for identifying high-potential people.

* reward the high-performers in the organization.

* use technology to support HR efforts.

* help people overcome their resistance to learning and using new technology.

* help CEO become the HR leader.

* recognize that changes takes time.

I highly recommend this invaluable study to all HR professionals.

HR is too often viewed as playing a strictly support role, often that of the majordomo or naysayer, in the drama of business, strategy and organization. But the ten case studies presented in this intriguing volume demonstrate how crucial HR can be to enterprise success! In these pages you will learn how practitioners have had a profound impact on their organizations. The cases detail specific ways in which HR has played a vital, strategic role. The editors provide a helpful set of diagnostic questions to aid in fathoming each case. Additionally, the key features of each case are highlighted in one-page tables that make the content further accessible. This book can infuse an HR practitioner with a new sense of purpose and resolve, and a renewed realization of the pivotal value of human resource management. Reviewed by Gerry Stern, founder, hrconsultant.com and Stern & Associates.

What could an LP expert possibly teach me about Human Resources? The answer, after reading this outstanding book, is "plenty." This is indeed the future of my profession.

Author Copeland writes about creating a "loss-free" organization. This goal is now non-negotiable. He insists that associates deserve a better work environment than they have today; I must agree. And he tells you how to get there, step by step. That's the recipe for a great book.

This is a makes-sense book that I highly recommend to anyone in HR who takes their responsibilities seriously and strives everyday to protect associates in a nurtured environment.

Yes, Mr. Copeland, LP and HR can indeed work together to make a much better workplace, one that is violence-free, harassment-free, and respectful...all the while accomplishing the business' goals.

HR Pro? Read this book! I recommend it to one and all.

It's a book that I proudly share with my peers,and that's the best compliment I can give to any book.

We in HR are responsible for much of what happens throughout the business, including loss prevention! It wasn't until I read LP For HR that I realized how little I knew about my role in preventing loss, especially regarding violence in the workplace.

After I read this excellent book, I partnered immediately with our security staff. Today, after just one month of following this book's advice, we have made tremendous strides toward creating Mr. Copeland's "perfect" work environment.

Yes, it's all here. My entire staff has a copy, and we're marching to the tune of this knowledgeable drummer. Congratulations to Mr. Copeland for writing what no others seemed capable of writing, in a sensible format.

Look at the news any day of the week...you've got to be saying as an HR executive, "there but for the grace of God go I."

Don't be a statistic, be a reader. Here's the "real deal."

Congratulations, Mr. Copeland. I hope all my counterparts in HR read your book.

Above all others, one source eases the difficult task of finding sources of information. Stern's SourceFinder, written by Gerry Stern and Yvette Borcia, provides the most comprehensive available listing of sources for HR data and information.

HRNews, December, 1999, page 14

"current, complete and clearly based on a conscientious effortto inform." Richard B. Frantzreb, Training and DevelopmentYearbook

"an outstanding reference! I use it every day. It's great! Carey Randow, Director of Compensation, State of Washington

"powerful, covers the most critical management topics, cuts project time in half." Ernest Binstock, Vice President, Human Resources, Coverall North America

"the most up-to-date human resource information." William Dickinson, Total Employee Involvement Newsletter

"a necessity for any company trying to navigate its way through the complexities of HR." Zan F. Calhoun, Partner, Ernst & Young

"A versatile and easy-to-use reference book". Book Review Editor, Business Horizons

"I had my answers in seconds!" Tom Bria, President, Bria Compensation Consulting Group

"a real goldmine of useful information for the human resource professional." Leo Patterson, The Fact Finder

"well-organized, well-indexed at home in corporate or university HR departments." A. Maio, Choice (American Library Association)

"surprising someone has not produced something like this before, mandatory for the HR library." HR Planning Newsletter

"the most comprehensive guide I've come across in my 18 years working in HR." Anne Skillin, Small Press

"Both employers and employees will find Stern's SourceFinder a valuable reference." Personnel (American Management Association)

"points the way to the best and most current HR information." Diana M. Osinski, Bank Personnel News

"one of the best new reference sources, a real bargain." Michael S. Gelinne, Business Information Alert

"Excellent! Bravo!!!." Edward P. Gorchinski, Human Resource Manager, GW Plastics

"covers just about anything an HR professional needs to find. Its an excellent publication, easy to use." Elizabeth Blancharczyk, Managing Editor, Human Resource Management News

"If you liked the book, you'll love the screen adaptation." Profit: Information Technology for Entrepreneurs "The time I've saved on finding just one item is worth the price of the book. It's invaluable." Chris Landenderger, HR Administrator, Rockwell International.

Finally, here's a book that gives us the tools and wisdom for navigating a career in human resounces. While there are hundreds of management and organization development books or books that describe one aspect of the human resource function, this is the first book I've seen that offers itself as a trusted friend that will help you not only do your job better but also take your career to the top. Coming from Libby Sartain, it's not just theory. She's been there herself every step of the way. Warning. If you're used to the typically formal business book personality, HR From the Heart will come as a shock. Sartain's person-to-person style breaks the mold. Read this book and you'll want to invite her to your house for dinner. In fact, you'll feel as though you already have!

If you're employed in the human resources field, you'll get a lot out of this book. You'll enjoy a conversation about a wide range of relevant topics with someone who's become a sort of legend in the human resources (HR) field. If you're not in HR, thinking about going into HR, or related to someone in HR, this book will have less value for you.

That said, we must appreciate that a book written in one specialty field may also have value for professionals in another field. While many of the stories and perspectives won't be germane for marketing people, financial folks, or sales professionals, there are some cross-functional lessons to be learned. Although the book is obviously intended for an HR audience, it will have value for people in other professions in the corporate world.

Over the course of 44 chapters, Sartain, who gained fame as Vice President of People for Southwest Airlines, shares her experiences-and some advice-with readers. She shows how valuable HR can be to an organization and how meaningful a career HR can be. This volume will be powerfully reinforcing for people in the field, describing some of the ups and downs and lessons of the author's experience. Anyone contemplating entering the field-or debating about staying in HR-should read these pages.

Readers will gain a better understanding of what Sartain did to build her career, as well as where things didn't go so well. This is not a touchy-feely gushy book as the title might imply, but a realistic report that confronts a wide range of issues in the profession head-on. The chapters are full of advice, some presented directly and some inferred by the lessons learned by the author.

HR from the Heart is the kind of book that will be read thoughtfully by a senior or mid-level professional in the HR field, then passed around to colleagues. Thought-provoking, its reading will stimulate conversations that will raise sensitivities, intensify reality, offer balance, and probably hold some people in the profession that have given some thought to leaving. HR is a field in transition, in search of its rightful place in the corporate design. The contents of Sartain's book, assembled with the able assistance of the insightful professional writer, Martha Finney, comfortably address issues in a way that will aid in the growth of respect for HR and its influence on the corporate world.

Libby and Martha have written an excellent book reflecting the learnings of many years of HR Experience. For those with lots of experience and a caring heart, you will reflect on your HR career and say "hey, that's what I've learned in 20 years." There are good ideas on how to be a strategic and caring leader that will help you be more successful.

For those newer to HR, the book will provide insights that may prevent you from making the same mistakes that us older folks have made. There are also insights on managing your HR career.

I would also recommend the book to CEO and other high-level Execs that 1) want more from their HR department or 2) don't know what they want or what HR can be.

The book is well written and inspirational. Thanks to the authors.