Human Resource Management

Tittle
Contents
PART ONE INTRODUCTION TO HUMAN RESOURCE MANAGEMENT AND THE ENVIRONMENT
	1 Human Resource Management
		A Brief History of Human Resource Management
		Strategic Importance of HRM
		HRM and Organizational Effectiveness
		Objectives of the HRM Function
			Helping the Organization Reach Its Goals
			Efficiently Employing the Skills and Abilities of the Workforce
			Providing Well-Trained and Well-Motivated Employees
			Increasing Employees ’ Job Satisfaction and Self-Actualization
			Achieving Quality of Work Life
			Communicating HRM Policies to All Employees
			Maintaining Ethical Policies and Socially Responsible Behavior
			Managing Change
			Managing Increased Urgency and Faster Cycle Time
		Who Performs HRM Activities
			Outsourcing
			The Interaction of Operating and HR Managers
			HRM’s Place in Management
		HR Department Operations
			HRM Strategy
			Clarifying Meaningful HRM Objectives
			HRM Policy
			HRM Procedures
			Organization of an HR Department
		Summary
		Key Terms
		Questions for Review and Discussion
		Application Case 1–
			The Human Resource Manager and Managing Multiple Responsibilities
			Appendix 1A Careers in HRM
			Notes
	2  A Strategic Management Approach to Human Resource Management
		A Model to Organize HRM
		How to Take a Diagnostic Approach to HRM
		External Environmental Influences
			Government Law and Regulations
			The Union
			Economic Conditions
			Competitiveness
			Composition and Diversity of the Labor Force
			Geographic Location of the Organization
		Internal Environmental Influences
			Strategy
			Goals
			Organization Culture
			Nature of the Task
			Work Group
			Leader’s Style and Experience
		Strategies HRM: An Important Key to Success
		Strategic Challenges Facing HRM
			Technology
			Diversity: Building a Competitive Workforce
			Caliber of the Workforce
			Organizational Restructuring and Downsizing
			Contingent Workers
		People and the HRM Diagnostic Framework
			Abilities of Employees
			Employees ’ Attitudes and Preferences
			Motivation of Employees
			Personality of Employees
		Desirable End Results
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 2–
			Dissecting the ARDM Model and Its Application
		Application Case 2–
			Culture Clash
		Notes
	3  Equal Employment Opportunity: Legal Aspects of Human Resource Management
		How Did EEO Emerge?
			Societal Values and EEO
			Economic Status of Minorities: Before 1964
			The Government
		Equal Employment Opportunity Laws: Content and Court Interpretations
			Title VII of the 1964 Civil Rights Act
			Title VII and Sexual Harassment
			Title VII and Pregnancy Discrimination
			Title VII and Religious Minorities
			Title VII and “English-Only” Rules
			Civil Rights Act of 1991
			Executive Order 11246 (1965)
			Equal Pay Act of 1963
			Age Discrimination in Employment Act (ADEA) of 1967
			Americans with Disabilities Act (ADA) of 1990
			State Laws
		Enforcing the Law
			Equal Employment Opportunity Commission (EEOC)
			The Courts
		Affirmative Action in Organizations
			What Is Affirmative Action?
			Voluntary Affirmative Action Plans
			Involuntary Affirmative Action Plans
			Affirmative Action Issues
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 3–
			Dissecting the Diagnostic Model and Its Application
		HRM Legal Advisor
		Application Case 3–
			Sexual Harassment Cases Are Becoming More Complex
		Notes
	4  Global Human Resource Management
		A Global Perspective
			The Cultural Nature of Global HRM
			The Concept of “Fit” in Global HRM
			Multinational and Global Corporations
		The Expatriate Manager in the Multinational Corporation
			Selecting the Expatriate Manager
			Culture Shock and the Expatriate Manager
			Training the Expatriate Manager
			Compensating the Expatriate Manager
		Host Country Nationals and the Global Corporation
			A Note on Global Corporate Boards of Directors
		The Legal and Ethical Climate of Global HRM
		Labor Relations and the International Corporation
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 4–
			Development of Global Managers
		Exercise 4–
			Avoiding Costly International HRM Mistakes
		HRM Legal Advisor
		Application Case 4–
			Solving the Labor Dilemma in a Joint Venture in Japan
		Application Case 4–
			Reverse Offshoring: A New Source of Jobs for College Graduates?
		Notes
PART TWO ACQUIRING HUMAN RESOURCES
	5 Human Resource Planning and Alignment
		Human Resource Planning
		Strategic and Human Resource Planning
		The HR Planning Process
			Situation Analysis and Environmental Scanning
			Forecasting Demand for Employees
			Analyzing the Current Supply of Employees
			Action Decisions in Human Resource Planning
		Human Resource Information Systems
			Employees ’ Privacy, Identity Theft, and HRIS
		Summary
		Key Terms
		Questions for Review and Discussion
		HRM Legal Advisor
		Application Case 5–
			Human Resource Planning and Virtual Human Resource Management
		Notes
	6 Job Analysis and Design
		The Vocabulary of Job Analysis
		The Steps in Job Analysis
		The Uses of Job Analysis
		Who Should Conduct the Job Analysis?
		The Use of Charts
		Methods of Data Collection
			Observation
			Interviews
			Questionnaires
			Job Incumbent Diary or Log
			Which Method to Use?
		Specific Quantitative Techniques
			Functional Job Analysis
			Position Analysis Questionnaire
			Management Position Description Questionnaire
		Job Descriptions and Specifications
			Job Analysis and Strategic Human Resource Management
			Job Analysis and Employee Competencies
		Job Design
			Scientific Management and the Mechanistic Approach
			Job Enrichment: A Motivational Approach
			Work–Family Balance and Job Design
			Job Design: The Next Challenge
		Summary
		Key Terms
		Questions for Review and Discussion
		HRM Legal Advisor
		Application Case 6–
			Job Analysis: Assistant Store Managers at Today ’s Fashion
		Application Case 6–
			Job Analysis and Maternity Leave: Calming the Boss ’s and Co-workers ’ Nerves
		Notes
	7 Recruitment
		External Influences
			Government and Union Restrictions
			Labor Market Conditions
			Composition of Labor Force and Location of Organization
		Interactions of the Recruit and the Organization
			The Organization’s View of Recruiting
			The Potential Employee’s View of Recruiting
		Methods of Recruiting
			Internal Recruiting
			External Recruiting
		Realistic Job Previews
		Alternatives to Recruitment
			Overtime
			Outsourcing
			Temporary Employment
		Cost-Benefit Analysis of Recruiting
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 7–
			Netiquette: Effectively Communicating with E-Mail
		HRM Legal Advisor
		Application Case 7–
			E-Recruiting: Too Much of a Good Thing?
		Application Case 7–
			Are New Recruits Looking for Work–Life Balance?
		Notes
	8 Selection
		Influences on the Selection Process
			Environmental Circumstances Influencing Selection
		Selection Criteria
			Categories of Criteria
			Reliability and Validity of Selection Criteria
		The Selection Process
			Step 1: Preliminary Screening
			Step 2: Employment Interview
			Step 3: Employment Tests
			Step 4: Reference Checks and Recommendations
			Step 5: Selection Decision
			Step 6: Physical Examinations
		Selection of Managers
		Cost-Benefit Analysis for the Selection Decision
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 8–
			Posting Your Résumé Online
		HRM Legal Advisor
		Application Case 8–
			Internet-Based Reference Checks:A New Approach
		Application Case 8–
			Are Traditional Résumés Gone Forever?
		Notes
PART THREE REWARDING HUMAN RESOURCES
	9 Performance Evaluation and Management
		The Case for Using Formal Evaluation
			Purposes of Evaluation
			Performance Evaluation and the Law
		Format of Evaluation
			Establish Criteria
			Set Policies on Who Evaluates, When, and How Often
			Who Should Evaluate the Employee?
		Selected Evaluation Techniques
			Individual Evaluation Methods
			Multiple-Person Evaluation Methods
			Management by Objectives
			Which Technique to Use
		Potential Problems in Performance Evaluations
			Opposition to Evaluation
			System Design and Operating Problems
			Rater Problems
			Eliminating Rater Errors
			Avoiding Problems with Employees
		The Feedback Interview
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 9–
			Selecting and Appraising Administrative Assistants at Row Engineering
		HRM Legal Advisor
		Application Case 9–
			Evaluating Store Managers at Bridgestone/Firestone Tire & Rubber
		Application Case 9–
			The Politics of Performance Appraisal
		Notes
	10 Compensation: An Overview
		Objective of Compensation
		External Influences on Compensation
			The Labor Market and Compensation
			Economic Conditions and Compensation
			Government Influences and Compensation
			Union Influences and Compensation
		Internal Influences on Compensation
			The Labor Budget
			Who Makes Compensation Decisions
			Pay and Employees ’ Satisfaction
			Pay and Employees ’ Productivity
		Compensation Decisions
			The Pay-Level Decision
			Pay Surveys
			The Pay Structure Decision
			Delayering and Broadbanding
			The Individual Pay Decision
		Summary
		Key Terms
		Questions for Review and Discussion
		HRM Legal Advisor
		Application Case 10–
			The Comparable Worth Debate
		Notes
	11 Compensation: Methods and Policies
		Determination of Individual Pay
		Methods of Payment
			Flat Rates
			Payment for Time Worked
			Variable Pay: Incentive Compensation
			Ownership
			People-Based Pay
			Executive Pay
		Issues in Compensation Administration
			Pay Secrecy or Openness
			Pay Security
			Pay Compression
		Summary
		Key Terms
		Questions for Review and Discussion
		HRM Legal Advisor
		Application Case 11-
			Customizing Bonus Pay Plans
		Notes
	12 Employee Benefits and Services
		Background
			Why Do Employers Offer Benefits and Services?
			Who Makes Decisions about Benefits?
		Mandated Benefits Programs
			Unemployment Insurance
			Social Security
			Workers ’ Compensation
		Voluntary Benefits
			Compensation for Time Off
			Paid Holidays
			Paid Vacations
			International Vacation Benefits
			Personal Time Off
			Sick Leave
			Family Leave
			Maternity and Parental Leave
			Employer-Purchased Insurance
			Health Insurance
			Life Insurance
			Disability Income Replacement Insurance
		Income in Retirement
			Retirement Income from Savings and Work
			Individual Retirement Accounts (IRAs)
			SEP (Simplified Employee Pension) IRAs
			401(k) Plans
		Employee Services
			Stock Ownership Plans
			Education Programs
			Preretirement Programs
			Child Care
			Elder Care
			Financial Services
			Social and Recreational Programs
		Flexible Benefits Plans and Reimbursement Accounts
		Managing an Effective Benefits Program
			Step 1: Set Objectives and Strategy for Benefits
			Step 2: Involve Participants and Unions
			Step 3: Communicate Benefits
			Step 4: Monitor Costs Closely
		Cost-Benefit Analysis of Benefits
		Summary
		Key Terms
		Questions for Review and Discussion
		HRM Legal Advisor
		Application Case 12–
			Benefits Are Vanishing
		Notes
PART FOUR DEVELOPING HUMAN RESOURCES
	13 Training and Development
		Introduction to Orientation
			Goals of Orientation
			Who Orients New Employees?
			Orientation Follow-Up
		Introduction to Training
			Goals of Training
			Learning Theory and Training
			Training Activities
		Managing the Training Program
			Determining Needs and Objectives
			Choosing Trainers and Trainees
		Training and Development Instructional Methods
			On-the-Job Training
			Case Method
			Role-Playing
			In-Basket Technique
			Management Games
			Behavior Modeling
			Outdoor-Oriented Programs
			Which Training and/or Development Approach Should Be Used?
		Management Development: An Overview
			What Is Management Development?
		Development: Individual Techniques
			Goal Setting
			Behavior Modification
		Development: Team Building
		Evaluation of Training and Development
			Criteria for Evaluation
			A Matrix Guide for Evaluation
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 13–
			Assessing Training Needs
		HRM Legal Advisor
		Application Case 13–
			Dunkin ’ Donuts and Domino ’s Pizza: Training for Quality and Hustle
		Notes
	14 Career Planning and Development
		The Concept of Career
			Career Stages
			Career Choices
		Career Development: A Commitment
		Career Development for Recent Hirees
			Causes of Early Career Difficulties
			How to Counteract Early Career Problems
		Career Development during Midcareer
			The Midcareer Plateau
			How to Counteract Midcareer Problems
			Preretirement Problems
			How to Minimize Retirement Adjustment Problems
		Career Planning and Pathing
			Career Planning
			Career Pathing
		Career Development Programs: Problems and Issues
			Integrating Career Development and Workforce Planning
			Managing Dual Careers
			Career Planning and Equal Employment Opportunity
			Downsizing and Job Loss
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 14–
			My Career Audit
		HRM Legal Advisor
		Application Case 14–
			The Dual-Career Couple
		Notes
PART FIVE LABOR–MANAGEMENT RELATIONS AND PROMOTING SAFETY AND HEALTH
	15 Labor Relations and Collective Bargaining
		Early Collective Action and Union Formation
		Labor Legislation Overview
			National Labor Relations Act (Wagner Act)
			Labor Management Relations Act (Taft-Hartley Act)
			Labor–Management Reporting and Disclosure Act (Landrum-Griffin Act)
		Structure and Management of Unions
			Federation of Unions
			Intermediate Union Bodies
			National Unions
			Local Unions
		The Union Organizing Campaign
			Authorization Card Campaign and Union Certification
		Union Security
			Levels of Union Security
			Right-to-Work Requirements
		Public Employee Associations
			Background
			Public Sector Labor Legislation
		Collective Bargaining
			Prenegotiation
			Selecting the Negotiators
			Developing a Bargaining Strategy
			Using the Best Tactics
			Reaching a Formal Contractual Agreement
			Contract Ratification
		Failure to Reach Agreement
			Strikes
			Lockouts
			Permanent Replacements
			Third-Party Intervention
		Administering the Contract
			Discipline
			Grievances
			Arbitration
		The Changing Climate of Unionization in the United States
			Union Membership Trends
			Global Unionization
			Union Organizing Trends
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 15–
			Reporting on Labor Unions
		Exercise 15–
			Union–Management Contract Negotiations
		HRM Legal Advisor
		Application Case 15–
			The Union ’s Demand for Recognition and Bargaining Rights
		Notes
	16 Managing Employee Discipline
		Categories of Difficult Employees
			Category 1: Ineffective Employees
			Category 2: Alcoholic and Substance-Abusing Employees
			Category 3: Participants in Theft, Fraud, and Other Illegal Acts
			Category 4: Rule Violators
		The Discipline Process
		Approaches to Discipline
			The Hot Stove Rule
			Progressive Discipline
			Positive Discipline
		The Disciplinary Interview: A Constructive Approach
		Legal Challenges to Discipline and Termination
			Employment at Will
			Alternative Dispute Resolution
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 16–
			Making Difficult Decisions
		HRM Legal Advisor
		Application Case 16–
			The Case for and against Drug Testing
		Notes
	17 Promoting Safety and Health
		Background
		Causes of Work-Related Accidents and Illnesses
		Who Is Involved with Safety and Health?
		Governmental Responses to Safety and Health Problems
			OSHA Safety Standards
			OSHA Inspections
			OSHA Record Keeping and Reporting
			OSHA: A Report Card
		Organizational Responses to Safety and Health Issues
			Safety Design and Preventive Approaches
			Inspection, Reporting, and Accident Research
			Safety Training and Motivation Programs
		Preventive Health Programs: A Wellness Approach
		Safety and Health Issues
			Stress Management
			Violence in the Workplace
			Indoor Environmental Quality (IEQ)
			HIV-AIDS in the Workplace
			Cumulative Trauma Disorders (CTDs)
		Evaluation of Safety and Health Programs
		Summary
		Key Terms
		Questions for Review and Discussion
		Exercise 17–
			Preparing for an OSHA Inspection
		Application Case 17–
			Campus Food Systems
		Notes
Appendix A Measuring Human Resource Activities
Appendix B Sources of Information about Human Resource Management: Where to Find Facts and Figures
Appendix C Career Planning
Glossary
Name Index
Company Index
Subject Index