Includes index.

The nature and challenge of personnel management -- Evolving approaches toward personnel -- Toward the social role of the business firm -- Organizational design -- Managing the personnel unit -- Job analysis and human resources requirements -- Recruiting and hiring -- Tests and interviews -- Executive talent procurement -- Training operative personnel -- Executive and organization development -- Advancement -- Performance appraisal and management by objectives -- Base compensation job -- Incentive compensation person -- Supplementary compensation group -- Nature of the human resource -- Motivation -- The emerging informal organization -- Human and organizational conflicts -- Communication and counseling -- The status of the labor union -- Collective bargaining -- Safety and health -- Employee benefits -- Personnel research and change.

After fifteen years of use, the fundamental framework on which this text is based still proves sufficiently flexible to incorporate continuing developments in the field of personnel management. The book can be summarized in one somewhat lengthy sentence: personnel management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, and maintenance of human resources, to the end that organizational and societal objectives may be accomplished.
After attention is allocated to the changing responsibilities of a personnel manager within an organization, the greater bulk of the book is concerned with the processes and philosophies of obtaining personnel (procurement), developing their abilities development), rewarding them monetarily to effect feelings of equity and motivation (compensation), aligning group and individual interests with organizational goals integration), and preserving the mental and physical condition of this able and willing work force (maintenance).
This revision notes major changes in the role of the personnel manager. In Chapter 1, new challenges are noted, such as the altered mix of available work forces, notifications of worker values, and steadily increasing governmental legislation in the field. The continuing responsibility to assist in overall organization design is further emphasized through discussion of job enrichment programs.