Submit Search
Upload
Introduction to Human Resource Management
•
Download as PPT, PDF
•
0 likes
•
3 views
AI-enhanced title
Le Tien Dung
Follow
Human Resource Management
Read less
Read more
Education
Report
Share
Report
Share
1 of 36
Download now
Recommended
Dessler_HRM12e_PPT_01.ppt
Dessler_HRM12e_PPT_01.ppt
iubfinance6
Dessler_HRM12e_PPT_01.ppt
Dessler_HRM12e_PPT_01.ppt
samad abbas
Dessler_HRM12e_PPT_01.ppt
Dessler_HRM12e_PPT_01.ppt
AmanyHamdy15
Dessler hrm12e ppt_01
Dessler hrm12e ppt_01
Shofikul Islam
Chapter 1.ppt hrm hahhsjhjjjjjjjjjjjjjjjjjjj
Chapter 1.ppt hrm hahhsjhjjjjjjjjjjjjjjjjjjj
hadiakhan70
Dessler_HRM12e_PPT_01.ppt introduction to human resources management
Dessler_HRM12e_PPT_01.ppt introduction to human resources management
GJeeva5
10040365.ppt
10040365.ppt
ChandanChatterjee19
Hrm
Hrm
Mad Jutt
Recommended
Dessler_HRM12e_PPT_01.ppt
Dessler_HRM12e_PPT_01.ppt
iubfinance6
Dessler_HRM12e_PPT_01.ppt
Dessler_HRM12e_PPT_01.ppt
samad abbas
Dessler_HRM12e_PPT_01.ppt
Dessler_HRM12e_PPT_01.ppt
AmanyHamdy15
Dessler hrm12e ppt_01
Dessler hrm12e ppt_01
Shofikul Islam
Chapter 1.ppt hrm hahhsjhjjjjjjjjjjjjjjjjjjj
Chapter 1.ppt hrm hahhsjhjjjjjjjjjjjjjjjjjjj
hadiakhan70
Dessler_HRM12e_PPT_01.ppt introduction to human resources management
Dessler_HRM12e_PPT_01.ppt introduction to human resources management
GJeeva5
10040365.ppt
10040365.ppt
ChandanChatterjee19
Hrm
Hrm
Mad Jutt
Introduction to Human Resource Management - HRM Dessler 12e Chapter 01
Introduction to Human Resource Management - HRM Dessler 12e Chapter 01
Kashif Sohail
Hr,ch 1
Hr,ch 1
Anam Shoaib
Chapter 1_HRM_CBA.pptx
Chapter 1_HRM_CBA.pptx
chesterking12
HRM intro
HRM intro
Akhilesh Krishnan
Human Resource Management.ppt
Human Resource Management.ppt
ShahariarAsif1
The strategic Role of HRM
The strategic Role of HRM
Qamar Farooq
Hrm ppt ch. 01
Hrm ppt ch. 01
Anwal Mirza
dessler_ch1.ppt
dessler_ch1.ppt
AbuBakkarShayan
HRM-dessler_01.ppt
HRM-dessler_01.ppt
ssuser539268
Hrm10e ch01
Hrm10e ch01
Hasan Al Banna Sarker
HRM Dessler CH# 01
HRM Dessler CH# 01
Usman Rashid
Hrm10e ch01
Hrm10e ch01
SallySobhy
Hrm chapter 1
Hrm chapter 1
Zubair Ahmad
Introduction to H.R.M - Chapter#01 - Presentation
Introduction to H.R.M - Chapter#01 - Presentation
Amir Hussain
Hrm10 ppt01
Hrm10 ppt01
Ali Teo
Ch1 Human Resourse Management for (1).ppt
Ch1 Human Resourse Management for (1).ppt
MuhammadAdeel321
Ch1 HR.ppt
Ch1 HR.ppt
Syed Farjad Ali Shah
Ch1 Human recourse management gary dessler.ppt
Ch1 Human recourse management gary dessler.ppt
MuhammadAdeel321
Ch1 HR.ppt
Ch1 HR.ppt
NarzullaSuyunov
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
international islamic university islamabad
The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13
Steve Thomason
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
Thiyagu K
More Related Content
Similar to Introduction to Human Resource Management
Introduction to Human Resource Management - HRM Dessler 12e Chapter 01
Introduction to Human Resource Management - HRM Dessler 12e Chapter 01
Kashif Sohail
Hr,ch 1
Hr,ch 1
Anam Shoaib
Chapter 1_HRM_CBA.pptx
Chapter 1_HRM_CBA.pptx
chesterking12
HRM intro
HRM intro
Akhilesh Krishnan
Human Resource Management.ppt
Human Resource Management.ppt
ShahariarAsif1
The strategic Role of HRM
The strategic Role of HRM
Qamar Farooq
Hrm ppt ch. 01
Hrm ppt ch. 01
Anwal Mirza
dessler_ch1.ppt
dessler_ch1.ppt
AbuBakkarShayan
HRM-dessler_01.ppt
HRM-dessler_01.ppt
ssuser539268
Hrm10e ch01
Hrm10e ch01
Hasan Al Banna Sarker
HRM Dessler CH# 01
HRM Dessler CH# 01
Usman Rashid
Hrm10e ch01
Hrm10e ch01
SallySobhy
Hrm chapter 1
Hrm chapter 1
Zubair Ahmad
Introduction to H.R.M - Chapter#01 - Presentation
Introduction to H.R.M - Chapter#01 - Presentation
Amir Hussain
Hrm10 ppt01
Hrm10 ppt01
Ali Teo
Ch1 Human Resourse Management for (1).ppt
Ch1 Human Resourse Management for (1).ppt
MuhammadAdeel321
Ch1 HR.ppt
Ch1 HR.ppt
Syed Farjad Ali Shah
Ch1 Human recourse management gary dessler.ppt
Ch1 Human recourse management gary dessler.ppt
MuhammadAdeel321
Ch1 HR.ppt
Ch1 HR.ppt
NarzullaSuyunov
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
international islamic university islamabad
Similar to Introduction to Human Resource Management
(20)
Introduction to Human Resource Management - HRM Dessler 12e Chapter 01
Introduction to Human Resource Management - HRM Dessler 12e Chapter 01
Hr,ch 1
Hr,ch 1
Chapter 1_HRM_CBA.pptx
Chapter 1_HRM_CBA.pptx
HRM intro
HRM intro
Human Resource Management.ppt
Human Resource Management.ppt
The strategic Role of HRM
The strategic Role of HRM
Hrm ppt ch. 01
Hrm ppt ch. 01
dessler_ch1.ppt
dessler_ch1.ppt
HRM-dessler_01.ppt
HRM-dessler_01.ppt
Hrm10e ch01
Hrm10e ch01
HRM Dessler CH# 01
HRM Dessler CH# 01
Hrm10e ch01
Hrm10e ch01
Hrm chapter 1
Hrm chapter 1
Introduction to H.R.M - Chapter#01 - Presentation
Introduction to H.R.M - Chapter#01 - Presentation
Hrm10 ppt01
Hrm10 ppt01
Ch1 Human Resourse Management for (1).ppt
Ch1 Human Resourse Management for (1).ppt
Ch1 HR.ppt
Ch1 HR.ppt
Ch1 Human recourse management gary dessler.ppt
Ch1 Human recourse management gary dessler.ppt
Ch1 HR.ppt
Ch1 HR.ppt
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Recently uploaded
The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13
Steve Thomason
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
Thiyagu K
Mastering the Unannounced Regulatory Inspection
Mastering the Unannounced Regulatory Inspection
SafetyChain Software
Sports & Fitness Value Added Course FY..
Sports & Fitness Value Added Course FY..
Disha Kariya
CARE OF CHILD IN INCUBATOR..........pptx
CARE OF CHILD IN INCUBATOR..........pptx
GaneshChakor2
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
EduSkills OECD
Organic Name Reactions for the students and aspirants of Chemistry12th.pptx
Organic Name Reactions for the students and aspirants of Chemistry12th.pptx
VS Mahajan Coaching Centre
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdf
QucHHunhnh
A Critique of the Proposed National Education Policy Reform
A Critique of the Proposed National Education Policy Reform
Chameera Dedduwage
Separation of Lanthanides/ Lanthanides and Actinides
Separation of Lanthanides/ Lanthanides and Actinides
FatimaKhan178732
Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1
Maestría en Comunicación Digital Interactiva - UNR
Q4-W6-Restating Informational Text Grade 3
Q4-W6-Restating Informational Text Grade 3
JemimahLaneBuaron
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
RAM LAL ANAND COLLEGE, DELHI UNIVERSITY.
Web & Social Media Analytics Previous Year Question Paper.pdf
Web & Social Media Analytics Previous Year Question Paper.pdf
Jayanti Pande
The basics of sentences session 2pptx copy.pptx
The basics of sentences session 2pptx copy.pptx
heathfieldcps1
JAPAN: ORGANISATION OF PMDA, PHARMACEUTICAL LAWS & REGULATIONS, TYPES OF REGI...
JAPAN: ORGANISATION OF PMDA, PHARMACEUTICAL LAWS & REGULATIONS, TYPES OF REGI...
anjaliyadav012327
Advanced Views - Calendar View in Odoo 17
Advanced Views - Calendar View in Odoo 17
Celine George
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
iammrhaywood
Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104
misteraugie
The byproduct of sericulture in different industries.pptx
The byproduct of sericulture in different industries.pptx
Shobhayan Kirtania
Recently uploaded
(20)
The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
Mastering the Unannounced Regulatory Inspection
Mastering the Unannounced Regulatory Inspection
Sports & Fitness Value Added Course FY..
Sports & Fitness Value Added Course FY..
CARE OF CHILD IN INCUBATOR..........pptx
CARE OF CHILD IN INCUBATOR..........pptx
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Organic Name Reactions for the students and aspirants of Chemistry12th.pptx
Organic Name Reactions for the students and aspirants of Chemistry12th.pptx
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdf
A Critique of the Proposed National Education Policy Reform
A Critique of the Proposed National Education Policy Reform
Separation of Lanthanides/ Lanthanides and Actinides
Separation of Lanthanides/ Lanthanides and Actinides
Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1
Q4-W6-Restating Informational Text Grade 3
Q4-W6-Restating Informational Text Grade 3
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
Web & Social Media Analytics Previous Year Question Paper.pdf
Web & Social Media Analytics Previous Year Question Paper.pdf
The basics of sentences session 2pptx copy.pptx
The basics of sentences session 2pptx copy.pptx
JAPAN: ORGANISATION OF PMDA, PHARMACEUTICAL LAWS & REGULATIONS, TYPES OF REGI...
JAPAN: ORGANISATION OF PMDA, PHARMACEUTICAL LAWS & REGULATIONS, TYPES OF REGI...
Advanced Views - Calendar View in Odoo 17
Advanced Views - Calendar View in Odoo 17
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
Nutritional Needs Presentation - HLTH 104
Nutritional Needs Presentation - HLTH 104
The byproduct of sericulture in different industries.pptx
The byproduct of sericulture in different industries.pptx
Introduction to Human Resource Management
1.
PowerPoint Presentation by
Charlie Cook The University of West Alabama Chapter 1 Introduction to Human Resource Management Part One | Introduction Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–2 WHERE WE ARE NOW…
3.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–3 1. Explain what human resource management is and how it relates to the management process. 2. Show with examples why human resource management is important to all managers. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Briefly discuss and illustrate each of the important trends influencing human resource management. 5. List and briefly describe important trends in human resource management. 6. Define and give an example of evidence-based human resource management. 7. Outline the plan of this book. LEARNING OUTCOMES
4.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–4 Human Resource Management at Work • What Is Human Resource Management (HRM)? The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. • Organization People with formally assigned roles who work together to achieve the organization’s goals. • Manager The person responsible for accomplishing the organization’s goals, and who does so by managing the efforts of the organization’s people.
5.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–5 The Management Process Planning Organizing Leading Staffing Controlling
6.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–6 Human Resource Management Processes Acquisition Training Appraisal Compensation Labor Relations Health and Safety Fairness Human Resource Management (HRM)
7.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–7 Personnel Aspects of a Manager’s Job • Conducting job analyses • Planning labor needs and recruiting job candidates • Selecting job candidates • Orienting and training new employees • Managing wages and salaries • Providing incentives and benefits • Appraising performance • Communicating • Training and developing managers • Building employee commitment
8.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–8 Personnel Mistakes • Hire the wrong person for the job • Experience high turnover • Have your people not doing their best • Waste time with useless interviews • Have your firm in court because of discriminatory actions • Have your firm cited by OSHA for unsafe practices • Have some employees think their salaries are unfair and inequitable relative to others in the organization • Allow a lack of training to undermine your department’s effectiveness • Commit any unfair labor practices
9.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–9 Basic HR Concepts • The bottom line of managing: Getting results • HR creates value by engaging in activities that produce the employee behaviors that the organization needs to achieve its strategic goals. • Looking ahead: Using evidence-based HRM to measure the value of HR activities in achieving those goals.
10.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–10 Line and Staff Aspects of HRM • Line Manager Is authorized (has line authority) to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. • Staff Manager Assists and advises line managers. Has functional authority to coordinate personnel activities and enforce organization policies.
11.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–11 Line Managers’ HRM Responsibilities 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the firm’s policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining department morale 10. Protecting employees’ health and physical condition
12.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–12 Human Resource Managers’ Duties Line Function Line Authority Implied Authority Staff Functions Staff Authority Innovator/Advocacy Functions of HR Managers Coordinative Function Functional Authority
13.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–13 FIGURE 1–1 Human Resources Organization Chart for a Large Organization
14.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–14 FIGURE 1–2 Human Resources Organization Chart for a Small Company
15.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–15 Human Resource Specialties Recruiter EEO coordinator Labor relations specialist Training specialist Job analyst Compensation manager Human Resource Specialties
16.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–16 New Approaches to Organizing HR Transactional HR group Corporate HR group Embedded HR unit New HR Services Groups Centers of Expertise
17.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–17 Trends Shaping Human Resource Management Globalization and Competition Trends Technological Trends Indebtedness (“Leverage”) and Deregulation Trends in the Nature of Work Workforce and Demographic Trends Economic Challenges and Trends Trends in HR Management
18.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–18 FIGURE 1–4 Trends Shaping Human Resource Management
19.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–19 FIGURE 1–5 Employment Exodus: Percent of employers who said they planned as of 2008 to offshore a number of these jobs
20.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–20 Trends in the Nature of Work High-Tech Jobs Service Jobs Changes in How We Work Knowledge Work and Human Capital
21.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–21 TABLE 1–1 Demographic Groups as a Percent of the Workforce, 1986–2016
22.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–22 Workforce and Demographic Trends Demographic Trends Generation “Y” Retirees Nontraditional Workers Trends Affecting Human Resources
23.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–23 FIGURE 1–6 Gross National Product (GNP)
24.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–24 FIGURE 1–7 Case-Shiller Home Price Indexes
25.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–25 Important Trends in HRM The New HR Managers High-Performance Work Systems Strategic HRM Evidence-Based HRM Managing Ethics HR Certification Human Resource Management Trends
26.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–26 Meeting Today’s HRM Challenges Focus more on “big picture” (strategic) issues Find new ways to provide transactional services The New Human Resource Managers Acquire broader business knowledge and new HRM proficiencies
27.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–27 TABLE 1–2 Some Technological Applications to Support HR Technology How Used by HR Application service providers (ASPs) and technology outsourcing ASPs provide software application, for instance, for processing employment applications. The ASPs host and manage the services for the employer from their own remote computers Web portals Employers use these, for instance, to enable employees to sign up for and manage their own benefits packages and to update their personal information Streaming desktop video Used, for instance, to facilitate distance learning and training or to provide corporate information to employees quickly and inexpensively Internet- and network- monitoring software Used to track employees’ Internet and e-mail activities or to monitor their performance Electronic signatures Legally valid e-signatures that employers use to more expeditiously obtain signatures for applications and record keeping Electronic bill presentment and payment Used, for instance, to eliminate paper checks and to facilitate payments to employees and suppliers Data warehouses and computerized analytical programs Help HR managers monitor their HR systems. For example, they make it easier to assess things like cost per hire, and to compare current employees’ skills with the firm’s projected strategic needs
28.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–28 FIGURE 1–8 Effects CFOs Believe Human Capital Has on Business Outcomes
29.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–29 High-Performance Work Systems • Increase productivity and performance by: Recruiting, screening and hiring more effectively Providing more and better training Paying higher wages Providing a safer work environment Linking pay to performance
30.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–30 Evidence-Based HRM Actual measurements Existing data Providing Evidence for HRM Decision Making Research studies
31.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–31 Managing Ethics • Ethics Standards that someone uses to decide what his or her conduct should be • HRM-related Ethical Issues Workplace safety Security of employee records Employee theft Affirmative action Comparable work Employee privacy rights
32.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–32 HR Certification • HR is becoming more professionalized. • Society for Human Resource Management (SHRM) SHRM’s Human Resource Certification Institute (HRCI) SPHR (Senior Professional in HR) certificate GPHR (Global Professional in HR) certificate PHR (Professional in HR) certificate
33.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–33 The Plan of This Book: Basic Themes • HRM is the responsibility of every manager. • The workforce is becoming increasingly diverse. • Current economic challenges require that HR managers develop new and better skills to effectively and efficiently deliver and manage HR services. • The intensely competitive nature of business today means human resource managers must defend their plans and contributions in measurable terms.
34.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–34 FIGURE 1–10 Strategy and the Basic Human Resource Management Process
35.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–35 K E Y T E R M S organization manager management process human resource management (HRM) authority line authority staff authority line manager staff manager functional authority globalization human capital
36.
Copyright © 2011
Pearson Education, Inc. publishing as Prentice Hall 1–36 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
Editor's Notes
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Download now