Today, one of the most valuable assets of companies is their workforce. Primarily, the importance of information is increased and the human factor that absorbs and uses it by creating value has become much more essential. One of the most critical steps that managers need to take to be successful is to enhance human power in the most efficient way possible. Companies that want to be long-lasting need to make HR the main item on their agenda. Human resource practices are critical for companies to survive. In addition to firms in general, family firms are also a special and the most common type of business in the economy. Hence, family firm HR practices are also an important part of this book. Among the most famous features of a family firm, complex HR management practices are on top of it all. Owners and family members are all aware that non-family employees are needed, and non-family managers are required for the success and sustainability of the family firm. Hence, family firms cannot have biased, bifurcated, or different HR practices towards non-family employees. Readers will find this book comprehensive and inclusive of new issues of HR management literature. The book is comprised of chapters, each describing current and important practices and problems of HR management. Along with the family firm-specific problems like nonfamily managers, women entrepreneurship, and nepotism, chapters cover the state-of-the-art topics and findings in the HR management literature. This includes organizational development and HR management relationship, discrimination and nepotism, women in family firms and tourism, HR accounting and digital age, quality and management, behavior, and change management. Students and scholars of human resource management, along with the leaders of modern management teams, will benefit from this book from the first page to the last page. Each chapter will carry its reader to the next level of understanding of issues and findings of human resource management.

Today, one of the most valuable assets of companies is their workforce. Primarily, the importance of information is increased and the human factor that absorbs and uses it by creating value has become much more essential. One of the most critical steps that managers need to take to be successful is to enhance human power in the most efficient way possible. Companies that want to be long-lasting need to make HR the main item on their agenda. Human resource practices are critical for companies to survive. In addition to firms in general, family firms are also a special and the most common type of business in the economy. Hence, family firm HR practices are also an important part of this book. Among the most famous features of a family firm, complex HR management practices are on top of it all. Owners and family members are all aware that non-family employees are needed, and non-family managers are required for the success and sustainability of the family firm. Hence, family firms cannot have biased, bifurcated, or different HR practices towards non-family employees. Readers will find this book comprehensive and inclusive of new issues of HR management literature. The book is comprised of chapters, each describing current and important practices and problems of HR management. Along with the family firm-specific problems like nonfamily managers, women entrepreneurship, and nepotism, chapters cover the state-of-the-art topics and findings in the HR management literature. This includes organizational development and HR management relationship, discrimination and nepotism, women in family firms and tourism, HR accounting and digital age, quality and management, behavior, and change management. Students and scholars of human resource management, along with the leaders of modern management teams, will benefit from this book from the first page to the last page. Each chapter will carry its reader to the next level of understanding of issues and findings of human resource management.