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Product details

File Size: 8258 KB

Print Length: 356 pages

Simultaneous Device Usage: Up to 5 simultaneous devices, per publisher limits

Publisher: Pearson FT Press; 1 edition (December 7, 2012)

Publication Date: December 7, 2012

Sold by: Amazon Digital Services LLC

Language: English

ASIN: B00AU3JPEY

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Amazon Best Sellers Rank:

#785,373 Paid in Kindle Store (See Top 100 Paid in Kindle Store)

This is a nice resource for any Human Resource professional. In fact, I used this book to supplement my study materials while preparing for my Professional in Human Resources (PHR) Certification Test. It truly helped me grasp the concepts on a deeper level.

Interesting book

Compensation and Benefit Design: Applying Finance and Accounting Principles to Global Human Resource Management Systems. Bashker D. Biswas, PhD. FT Press (2013)Topics:- Business, Financial and Human Resource Planning- Projecting Base Compensation Costs- Incentive Compensation- Share-based Compensation Plans- International and Expatriate Compensation- Sales Compensation Accounting- Employee Benefit Accounting- Healthcare Benefits Cost Management- The Accounting and Financing of Retirement Plans- Human Resource Analytics- Human Resource AccountingDr. Biswas's book focuses on applying finance and accounting principles to HR management systems. He has done an admirable job in writing a book that addresses a very complex topic. In its present form this book will only be utilized by a limited number of HR consultants with the accounting and finance expertise to both understand and apply the information to client companies with hundreds if not thousands of employees.The Human Resources profession attracts a diverse array of talented professionals. Many HR professionals gain experience via OTJ (on-the-job) supplemented by educational programs by the professional HR society (SHRM; [...] while others completed a BBA in business administration with elective courses in Human Resources.In the Preface of the book, Dr. Biswas notes this diversity of educational background in HR professionals: "the current HR professional has come to this line of work from a whole host of different backgrounds. There are no common threads of knowledge, know-how, and skills in the current repertoire of the HR professional..." Biswas contrasts this with the professional qualifications and certifications for accounting and finance professionals (CPA/CMA, BA/MA in accounting, MBA in finance etc.) which assure common core competencies. Biswas makes the case that core competencies in HR are still being defined and that HR departments don't always, as he puts it, "use the language of business" (accounting). His goal in this book is to bring finance and accounting together with HR by "imparting to the HR community the finance and accounting skills needed...to talk the language of business." He notes that these skills are truly necessary when dealing with compensation and benefits, as these are "the most technical, requiring hard skills...dealing with numbers...compensation and benefits are therefore the most affected by accounting and finance implications."I suspect that many HR professionals who do not have a background in finance and accounting will leaf through the contents of the book and immediately place it on a library shelf, finding it heavy going. For those individuals, especially HR professionals tasked with managing compensation and benefit design, I would encourage them to persevere...the time spent will be worth it.Who should buy this book? HR, Accounting and Finance professionals in organizations where the human capital costs represent a significant portion of expenditures of the organization. The content of this book should be utilized in both core and elective courses in BBA programs. SHRM certification programs need to include components of the chapters included in this book. I would also encourage the author and publisher to design workbook study guides to accompany the textbook if it is to be fully utilized in both academic courses and certification programs.For companies to benefit from the techniques espoused in this book, my short term recommendation for HR department leaders would be to recruit or partner with their accounting and finance colleagues and embed an accounting/finance professional within the HR Department. A company that I worked for in the past did this and the synergies were amazing. Both departments gained competency in each other's areas of expertise; and decisions, when made, had the full-confidence of senior corporate management.Longer term, HR organizations should make every effort to recruit a diverse array of talent including both accounting and finance professionals.I highly recommend this book.Review completed by:Don Fraser PharmD MBACareer Novations

I recently completed my MBA in organizational leadership and marketing. While some of my classes touched on many concepts in HR, it certainly was not my focus. Now in management, I am exposed to the myriad of issues within the organization that require understanding and attention. This book elucidates the numerous issues that affect HR decision at companies of all sizes, explaining them in clear and easy to understand language.The book is truly a book of finance, not a book on leadership or dealing with people, but one of profit per employee, human resource planning, computing incentives for salaried, hourly, and commission based employees, and figuring out bonus plans such as stock award, stock options, and profit sharing.The book also addresses issues related to international employee compensation.Of particular interest to all companies today is the discussion of defined benefit versus defined contribution retirement plans, and the various types of health insurance programs that a company is able to offer.The book is a serious read, and assumes a significant knowledge of the world of corporate finance before you start. The subtitle is "applying finance and accounting principles to global human resource management" and indeed, without a background in finance and accounting, this book will lose you quickly.It would be nice to have some sample problems in the book in the sections on finances, but overall it is a great treatment of a difficult topic and a great one for post-MBA managers looking to understand human resources better.

This book is not just for human resource personnel. Others in a large organisation might find its contents interesting. It describes how to impose some logic and rigour on how to determine compensation for professional employees. Rather than being a black art. The book is directed at US corporations, with frequent reference to the US Generally Accepted Accounting Practises and the IFRS.Some sections just touch on the complexity. I'm thinking about the chapter on expatriate compensation. One overriding principle is that the employee and his family should be revenue neutral on his foreign assignment. Of course, if the employee has a family, then the sheer cost of relocating them to another country can be comparable to the person's salary. This is often the case, if only simply because if the employee is senior enough professionally then he [or she] is likely to be married with children.On page 141 is a table of an example of expatriate compensation, where the person moves from New Jersey to Paris. One line item is hardship premium. Realistically, this value is zero for this move. But if the person is heading to Karachi or Ulan Bator, a hardship premium might indeed be well deserved. Related to that is a line item for a danger premium. Here, the Karachi example would be germane. Where an American might well face terrorism risks.The text also has a long discussion of retirement plans and how these are financed. The accounting intricacies are summarised. But you get a feel for the underlying assumptions of how asset classes are expected to grow over the years and how this affects the overall value of a retirement plan.

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