We\u2019ve curated a list of the 15 best HR books for HR professionals like you who want to grow at work. These HR books blend the wisdom of seasoned veterans and insights into the latest industry trends impacting talent management.<\/p>\n\n\n\n
Let’s dive in!<\/p>\n\n\n
- Top 15 HR Books for Human Resources Professionals<\/a>
- 1. Human Resource Management by Gary Dessler<\/a><\/li>
- 2. The Essential HR Handbook (10th Anniversary Edition) by Sharon Armstrong and Barbara Mitchell<\/a><\/li>
- 3. Victory Through Organization: Why the War for Talent is Failing Your Company and What You Can Do About It by Dave Ulrich, David Kryscynski, Wayne Brockbank, and Mike Ulrich<\/a><\/li>
- 4. The HR Scorecard: Linking People, Strategy, and Performance by Brian Becker, Mark Huselid, and Dave Ulrich<\/a><\/li>
- 5. Work Rules! Insights from Inside Google That Will Transform How You Live and Lead by Laszlo Bock<\/a><\/li>
- 6. Putting The Human Back into HR: Success as an HR Professional Begins with You by Su Patel<\/a><\/li>
- 7. HR On Purpose: Developing Deliberate People Passion by Steve Browne<\/a><\/li>
- 8. Belonging at Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization by Rhodes Perry<\/a><\/li>
- 9. HR Disrupted: It\u2019s Time for Something Different by Lucy Adams<\/a><\/li>
- 10. The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth by Amy C. Edmondson<\/a><\/li>
- 11. Bring Your Human To Work by Erica Keswin<\/a><\/li>
- 12. Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace by Gustavo Razzetti<\/a><\/li>
- 13. Diversity in the Workplace: Eye-Opening Interviews to Jumpstart Conversations about Identity, Privilege, and Bias by B\u00e4r\u00ed A. Williams<\/a><\/li>
- 14. The Drama-Free Workplace: How You Can Prevent Unconscious Bias, Sexual Harassment, Ethics Lapses, and Inspire a Healthy Culture by Patti Perez<\/a><\/li>
- 15. The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals by Shawn Smith and Rebecca Mazin<\/a><\/li><\/ul><\/li>
- ClickUp for HR Professionals<\/a><\/li><\/ul>\n\t\t\t<\/div>\n\t\t<\/div><\/div>\n\n\n
Top 15 HR Books for Human Resources Professionals<\/h2>\n\n\n\n
1. Human Resource Management by Gary Dessler<\/h3>\n\n\n
\n![\"Human](\"https:\/\/clickup.com\/blog\/wp-content\/uploads\/2024\/02\/image-569-1096x1400.png\")
Gary Dessler’s guide stands tall among HR books
via Amazon<\/a><\/figcaption><\/figure><\/div>\n\n\n- \n
- Author:<\/strong> Gary Dessler<\/li>\n\n\n\n
- No. of pages:<\/strong> 720<\/li>\n\n\n\n
- Year published:<\/strong> 1994<\/li>\n\n\n\n
- Estimated reading time: <\/strong>12-15 hours<\/li>\n\n\n\n
- Ideal for:<\/strong> HR professionals across all levels<\/li>\n\n\n\n
- Ratings:<\/strong>\n
- \n
- 3.8\/5 (Amazon)<\/li>\n\n\n\n
- 3.96\/5 (Goodreads)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
Sometimes known as the \u2018bible of the HR world,\u2019 Gary Dessler’s iconic Human Resource Management<\/em> is a 700-page, in-depth guide on the science and execution of people operations. <\/p>\n\n\n\n
Today, one of the most iconic HR books, it breaks down the essentials of HR according to functional areas, from hiring and talent management to training, compensation, and managing employee relations.<\/p>\n\n\n\n
Now, in its 17th edition (with multiple international versions as well), the book not only explores the history of HR practices but focuses on how technology (like cloud computing) and social media (LinkedIn, in particular) shape the field. It also discusses how the latest HR tech tools and software<\/a> are shaking things up in the ever-evolving world of HRM.<\/p>\n\n\n\n
Key takeaways<\/h4>\n\n\n\n
- \n
- Revamp the hiring process:<\/strong> Make sure you’re not just filling positions but placing them in a way that syncs with your organization’s HR goals<\/a><\/li>\n\n\n\n
- Create a workplace where employees are fully involved:<\/strong> Invest in training, development, and fair compensation to keep your team motivated and committed to the organization’s success<\/li>\n\n\n\n
- Maintain a positive workplace culture: <\/strong>Build healthy relationships within your team and focus on resolving conflicts<\/li>\n<\/ol>\n\n\n\n
What readers say:<\/h4>\n\n\n\n
Gary Dessler’s Human Resource Management book is a staple textbook for learning what HRM does in a company\/organization as a department and a function. The book gives a solid explanation of [sic] what an HR manager’s roles are, what they should do and avoid, and what to do in situations where dilemmas (technical or ethical) occur [sic]. It is a must-read for any HR Managers and students undertaking the Human Resource Management course.<\/p><\/blockquote><\/div>\n\n\n\n
2. The Essential HR Handbook (10th<\/sup> Anniversary Edition) by Sharon Armstrong and Barbara Mitchell<\/h3>\n\n\n
\n![\"2.](\"https:\/\/clickup.com\/blog\/wp-content\/uploads\/2024\/02\/The-Essential-HR-Handbook-10th-Anniversary-Edition-by-Sharon-Armstrong-and-Barbara-Mitchell-890x1400.png\")
One of the ideal HR books for beginners
via Amazon<\/a><\/figcaption><\/figure><\/div>\n\n\n- \n
- Authors: <\/strong>Sharon Armstrong and Barbara Mitchell<\/li>\n\n\n\n
- No. of pages:<\/strong> 256<\/li>\n\n\n\n
- Year published:<\/strong> 2008<\/li>\n\n\n\n
- Estimated reading time:<\/strong> 4-5 hours<\/li>\n\n\n\n
- Ideal for:<\/strong> HR beginners<\/li>\n\n\n\n
- Ratings:<\/strong>\n
- \n
- 4.6\/5 (Amazon)<\/li>\n\n\n\n
- 3.61\/5 (Goodreads)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
For over a decade now, The Essential HR Handbook <\/em>by Sharon Armstrong and Barbara Mitchell has been helping HR professionals navigate a range of functions like recruitment, legal compliance, performance management, and workplace diversity. <\/p>\n\n\n\n
Freshly updated in 2020, the 10th<\/sup> edition of this book has easy-to-understand explanations on everything from handling diverse teams to crafting employee-friendly policies and benefits. Even today, this edition remains a go-to resource, providing tips and checklists for most HR practitioners.<\/p>\n\n\n\n
Key takeaways<\/h4>\n\n\n\n
- \n
- Align HR with company goals:<\/strong> HR plans must be prepared to be in sync with the organization’s overall mission and strategic direction for the most impact<\/li>\n\n\n\n
- Retention is key<\/strong>: It\u2019s not enough just to hire people; HR departments must invest in a great onboarding and orientation process and also provide opportunities for continued training and development to employees<\/li>\n\n\n\n
- Make performance reviews a positive experience:<\/strong> Instead of feeling like a fault-finding exercise, performance reviews should provide employees with positive feedback and reinforcement. For this, use the BEER (Behavior, Effect, Expectation, Results) and the FAST (Frequently, Accurately, Specific, Timely) methodologies<\/li>\n<\/ol>\n\n\n\n
What readers say<\/h4>\n\n\n\n
This book is a great resource for someone beginning in the HR field as I am. I wanted a book that had information as well as sample forms and checklists, and this little book was it. If you’re just beginning in HR, I highly recommend this book.<\/em><\/p><\/blockquote><\/div>\n\n\n\n
3. Victory Through Organization: Why the War for Talent is Failing Your Company and What You Can Do About It by Dave Ulrich, David Kryscynski, Wayne Brockbank, and Mike Ulrich<\/h3>\n\n\n
\n![\"Victory](\"https:\/\/clickup.com\/blog\/wp-content\/uploads\/2024\/02\/image-571-928x1400.png\")
Victory Through Organization ranks among the more popular HR books for senior leaders
Via Amazon<\/a><\/figcaption><\/figure><\/div>\n\n\n- \n
- Authors: <\/strong>Dave Ulrich, David Kryscynski, Mike Ulrich, and Wayne Brockbank<\/li>\n\n\n\n
- No. of pages:<\/strong> 417<\/li>\n\n\n\n
- Year published:<\/strong> 2017<\/li>\n\n\n\n
- Estimated reading time:<\/strong> 5-6 hours<\/li>\n\n\n\n
- Ideal for:<\/strong> Senior HR managers<\/li>\n\n\n\n
- Ratings:<\/strong>\n
- \n
- 4.5\/5 (Amazon)<\/li>\n\n\n\n
- 3.82\/5 (Goodreads)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
Not a fan of old-school HR\u2014where employees were encouraged to impress rather than bring their authentic selves to work? Then you’ll love Dave Ulrich’s bestseller, Victory Through Organization<\/em>.<\/p>\n\n\n\n
Published in 2017, it suggests a fresh approach to HR: building dynamic systems where great talent is not restricted to one department or practice area but leveraged across the entire organization. What’s unique about this book is that its ideas are based on insights from 30,000 HR professionals and business leaders!<\/p>\n\n\n\n
Victory through Organization <\/em>covers various HR themes, such as organizational effectiveness, talent development and deployment, building a sustainable competitive advantage, and more. It is considered a handbook for senior HR leaders.<\/p>\n\n\n\n
The book challenges norms, busts myths, and pushes for real change. Its overall message is that success isn’t just about hiring top talent; it’s about making the most of it.<\/p>\n\n\n\n
Key takeaways<\/h4>\n\n\n\n
- \n
- Use the 3-box strategic HR model:<\/strong> Distribute your focus between administrative efficiency, employee experience, and strategic HR capability-building (the three boxes) for maximum impact<\/li>\n\n\n\n
- Gain a sustainable competitive advantage: <\/strong>Don\u2019t just attract top talent; build a sustainable competitive advantage by leveraging and deploying that talent effectively <\/li>\n\n\n\n
- Win the war for talent: <\/strong>Look beyond traditional approaches to talent acquisition and management if you want to attract the best, most in-demand people<\/li>\n<\/ol>\n\n\n\n
What readers say<\/h4>\n\n\n\n
Victory Through Organization is an extraordinary accomplishment: data-based, original, creative, and comprehensive. The case for why HR must re-conceptualize its core responsibility is brilliant. HR must be continuously ready to re-think and re-perceive why it exists; it has to change in the most fundamental ways from a status quo of meeting regulation requirements and the like, which are imposed from outside to being a proactive business partner which contributes to the development of strategy and financial outcomes while being an ongoing source of creativity and reality in terms of human performance.<\/em><\/p><\/blockquote><\/div>\n\n\n\n
4. The HR Scorecard: Linking People, Strategy, and Performance by Brian Becker, Mark Huselid, and Dave Ulrich<\/h3>\n\n\n
\n![\"The](\"https:\/\/clickup.com\/blog\/wp-content\/uploads\/2024\/02\/image-16-903x1400.jpeg\")
One of the few HR books that talks about the ROI of HR
via Amazon<\/a><\/figcaption><\/figure><\/div>\n\n\n- \n
- Authors:<\/strong> Brian Becker, Mark Huselid, and Dave Ulrich<\/li>\n\n\n\n
- No. of pages:<\/strong> 235<\/li>\n\n\n\n
- Year published:<\/strong> 2001<\/li>\n\n\n\n
- Estimated reading time:<\/strong> 4-6 hours<\/li>\n\n\n\n
- Ideal for:<\/strong> Mid-senior HR professionals<\/li>\n\n\n\n
- Ratings:<\/strong>\n
- \n
- 4.5\/5 (Amazon)<\/li>\n\n\n\n
- 3.78\/5 (Goodreads)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
In a world where a company’s strength lies in intangibles and brainpower, The HR Scorecard<\/em> by Brian Becker makes a strong case for the importance of HR. <\/p>\n\n\n\n
This book introduces the concept of an HR scorecard\u2014a measurement principle that links the role of an HR professional to the firm\u2019s performance. With insights drawn from surveying over 2,800 companies, the book concludes that companies with effective HR management systems often outperform their competitors. <\/p>\n\n\n\n
The book explains how to measure parameters like HR key performance indicators (KPIs) against business goals and covers a few indexes to help you calculate the ROI of any HR program.<\/p>\n\n\n\n
Key takeaways<\/h4>\n\n\n\n
- \n
- Connect HR with organizational strategy:<\/strong> To be successful, HR today must understand and align with the business strategy and focus on achieving results that have a tangible impact on the company goals<\/li>\n\n\n\n
- Develop HR metrics and measure impact:<\/strong> Measure the effectiveness of the HR function through leading and lagging metrics across talent acquisition, performance management, and training and development<\/li>\n\n\n\n
- Balance long-term and short-term priorities:<\/strong> The book recommends that HR teams collaborate with business leaders to understand the business context and challenges. They should then work out a plan that balances short-term requirements (hiring needs, for example) with longer-term organization goals (such as personnel development)<\/li>\n<\/ol>\n\n\n\n
What readers say<\/h4>\n\n\n\n
The book provides a measurement model to guide the implementation of human capital strategy, the ultimate objective of the model being to align strategy, people, and organizational performance. The authors present a new approach to managing a firm\u2019s \u2018HR architecture\u2019 as a strategic asset, as well as measuring its contribution to the firm\u2019s performance. The authors argue in favor of a top-down, rather than a bottom-up approach to the implementation of strategy, along with an innovative assessment system to measure HR\u2019s contribution<\/em>.<\/p><\/blockquote><\/div>\n\n\n\n
5. Work Rules! Insights from Inside Google That Will Transform How You Live and Lead by Laszlo Bock<\/h3>\n\n\n
- Develop HR metrics and measure impact:<\/strong> Measure the effectiveness of the HR function through leading and lagging metrics across talent acquisition, performance management, and training and development<\/li>\n\n\n\n
- Connect HR with organizational strategy:<\/strong> To be successful, HR today must understand and align with the business strategy and focus on achieving results that have a tangible impact on the company goals<\/li>\n\n\n\n
- No. of pages:<\/strong> 235<\/li>\n\n\n\n
- Gain a sustainable competitive advantage: <\/strong>Don\u2019t just attract top talent; build a sustainable competitive advantage by leveraging and deploying that talent effectively <\/li>\n\n\n\n
- Use the 3-box strategic HR model:<\/strong> Distribute your focus between administrative efficiency, employee experience, and strategic HR capability-building (the three boxes) for maximum impact<\/li>\n\n\n\n
- No. of pages:<\/strong> 417<\/li>\n\n\n\n
- Retention is key<\/strong>: It\u2019s not enough just to hire people; HR departments must invest in a great onboarding and orientation process and also provide opportunities for continued training and development to employees<\/li>\n\n\n\n
- Align HR with company goals:<\/strong> HR plans must be prepared to be in sync with the organization’s overall mission and strategic direction for the most impact<\/li>\n\n\n\n
- No. of pages:<\/strong> 256<\/li>\n\n\n\n
- Create a workplace where employees are fully involved:<\/strong> Invest in training, development, and fair compensation to keep your team motivated and committed to the organization’s success<\/li>\n\n\n\n
- Revamp the hiring process:<\/strong> Make sure you’re not just filling positions but placing them in a way that syncs with your organization’s HR goals<\/a><\/li>\n\n\n\n
- No. of pages:<\/strong> 720<\/li>\n\n\n\n
- 2. The Essential HR Handbook (10th Anniversary Edition) by Sharon Armstrong and Barbara Mitchell<\/a><\/li>
- 1. Human Resource Management by Gary Dessler<\/a><\/li>
![\"Work](\"https:\/\/clickup.com\/blog\/wp-content\/uploads\/2024\/02\/image-574-917x1400.png\")
![\"Putting](\"https:\/\/clickup.com\/blog\/wp-content\/uploads\/2024\/02\/image-577.png\")