Human resource management:
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Cincinnati/Ohio [u.a.]
South-Western College Publishing
2000
|
| Ausgabe: | 9. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XXII, 682 graph. Darst. 1 CD-ROM (12 cm) |
| ISBN: | 0538890045 |
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| 245 | 1 | 0 | |a Human resource management |c Robert L. Mathis ; John H. Jackson |
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Datensatz im Suchindex
| _version_ | 1804129214970986496 |
|---|---|
| adam_text | Preface xvii
SECTION 1
HR Management—Strategies and
Environment 1
1 Changing Nature of Human Resource
Management 2
2 Strategic Human Resource Planning 38
3 Individuals, Jobs, and Effective HR
Management 72
4 Global Human Resource Management 108
SECTION 2
Staffing the Organization 139
5 Diversity and Equal Employment
Opportunity 140
6 Implementing Equal Employment 174
7 Analyzing and Identifying Jobs 212
8 Recruiting in Labor Markets 248
9 Selecting and Placing Human Resources
276
SECTION 3
Training and Developing Human
Resources 313
10 Training Human Resources 314
11 Human Resource Development and
Careers 348
12 Performance Management and
Appraisal 378
SECTION 4
Compensating Human
Resources 413
13 Compensation Strategies and Practices 414
14 Variable Pay and Executive Compensation
456
15 Managing Employee Benefits 490
SECTION 5
Employee and Labor Relations 527
16 Health, Safety, and Security 528
17 Employee Rights and Discipline 564
18 Labor/Management Relations 602
APPENDIXES
A Content Outline of the HR Body of
Knowledge® 634
B Important Organizations in HR
Management 638
C Current Literature in HR Management 640
D Starting a Career 642
E Annual Report Form EEO 1 648
Glossary 650
Index 658
1 Changing Nature of Human Resource
Management 2
HR TRANSITIONS HR Management
Contributes to Organizational Success 3
HR Management Challenges 4
Economic and Technological Change 4
Workforce Availability and Quality 5
Demographics and Diversity 7
Organizational Restructuring 10
HR Management Activities 10
HR Planning and Analysis 12
Equal Employment Opportunity 12
Staffing 12
HR Development 12
Compensation and Benefits 13
Health, Safety, and Security 13
Employee and Labor/Management Relations 13
HR Management In Transition 13
HR as Employee Advocate 14
Administrative Role ofHR Management 14
Operational Role of HR Management IS
Strategic Role ofHR Management IS
HR Management as Strategic Business
Contributor 16
Enhancing Organizational Performance 16
Expanding Human Capital 18
HR PERSPECTIVE Workforce Availability
Tight Now and Getting Worse 19
Delivering Cost Effective Compliance Systems 21
Managing HR Activities 22
Evolution ofHR Management 24
Organizing the HR Unit 27
HR PERSPECTIVE Research on HR Outsourcing
29
Ethics and HR Management 30
HR PERSPECTIVE SHRM Code of Ethics 31
HR Management Competencies and
Careers 32
Knowledge of Business and Organization 32
Influence and Change Management 32
Specific HR Knowledge and Expertise 32
Summary 34
Review and Discussion Questions 34
Terms to Know 34
Using the Internet: Outsourcing 35
Case: Remedy for HR Management 35
Notes 36
2 Strategic Human Resource Planning 38
HR TRANSITIONS Welfare to Work 39
Organizational Strategy and Human
Resources 41
Human Resources as a Core Competency 41
Resource Based Organizational Strategies 42
Organizational Culture and HR Strategy 42
Organization/Industry Life Cycle Stages and HR
Strategy 43
Linking Organizational Strategies and HR Plans
45
HR PERSPECTIVE Research on Human
Resources as a Core Competency and
Organizational Strategy 47
Human Resource Planning 47
HR Planning Responsibilities 47
HR Planning in Evolving Small and
Entrepreneurial Organizations 47
HR Planning Process 49
Scanning the External Environment 50
Government Influences 51
Economic Conditions 52
Geographic and Competitive Concerns 52
Workforce Composition and Work Patterns 53
Internal Assessment of Organizational
Workforce 54
Auditing fobs and Skills 54
Organizational Capabilities Inventory 55
Human Resource Information Systems
(HRIS) 56
Purposes of an HRIS 56
Uses of an HRIS 56
Establishing an HRIS 57
Forecasting 59
Forecasting Periods 60
Forecasting the Need for Human Resources
(Demand) 60
Forecasting Availability of Human Resources
(Supply) 60
Managing a Human Resource Surplus 63
Workforce Reductions and the WARN Act 63
Downsizing 63
Downsizing Approaches 66
Outplacement Services 67
Summary 68
Review and Discussion Questions 68
Terms to Know 69
Using the Internet: Downsizing 69
Case: Merging Incompatible Organizational
Cultures 69
Notes 70
Individuals, Jobs, and Effective HR
Management 72
HR TRANSITIONS Effective HR: Linking
Individuals and Jobs Successfully 73
Individual Employee Performance 74
Productivity 75
Quality Production 77
Service 78
Individual/Organizational Relationships 79
Importance of Employee/Organizational
Relationships 79
The Psychological Contract 79
HR PERSPECTIVE Conflicts between Flexible
Workforce and Employee Relationships
80
Individual Motivation 82
Content Theories of Motivation 82
Process Theories of Motivation 83
Job Design 84
Nature of fob Design 85
fob Characteristics 86
Consequences of fob Design 87
Changes in fob Design: Reengineering fobs 87
Using Teams in fobs 88
Advantages and Disadvantages of Team fobs 89
Job Satisfaction and Organizational
Commitment 89
HR PERSPECTIVE At Levi Strauss, Teams Are a
Problem 90
Absenteeism 91
Turnover 93
Assessing HR Effectiveness 94
HR Evaluation Model 96
Assessing HR Effectiveness Using Records 96
HR Audit 96
HR PERSPECTIVE Research on HR Effectiveness
97
Using HR Research for Assessment 97
HR Performance and Benchmarking 100
Professional Organizations as Information
Sources for Benchmarking 100
Doing the Benchmarking Analysis 101
Summary 103
Review and Discussion Questions 104
Terms to Know 104
Using the Internet: Self Directed Work
Teams and Their Development 104
Case: Benchmarking HR at Goodyear 105
Notes 106
4 Global Human Resource Management
108
HR TRANSITIONS Mercedes Benz Builds World
Class Vehicles in Alabama 109
A Survey of Business Issues Worldwide 110
North America 110
Latin America 111
Asia 111
Europe 111
Africa 112
Factors Affecting Global HR Management
112
Legal and Political Factors 112
Economic Factors 113
HR PERSPECTIVE The Legal and Political
Environment of Unemployment in
Europe 114
Cultural Factors 115
HR PERSPECTIVE Cultural and Ethical
Differences 117
Types of Global Organizations 118
Managing Internationally 119
International Staffing 120
HR PERSPECTIVE The Female Factor 121
Types of International Employees 121
Selection for International Assignments 124
International Training and Development
126
Pre Departure Orientation and Training 126
Continuing Employee Training/Development
128
Repatriation Training and Development 128
SECTION 2
Staffing the Organization 139
5 Diversity and Equal Employment
Opportunity 140
HR TRANSITIONS Diversity and Law
Enforcement 141
The Nature of Diversity 142
Demographics and Diversity 142
HR PERSPECTIVE Best Companies for African,
Asian, and Hispanic Americans 147
Managing Diversity 147
Common Components of Diversity Management
Efforts 148
Prevalence of Diversity Programs 148
Diversity Training 149
Diversity, Equal Employment, and
Affirmative Action 150
Equal Employment Opportunity 150
Affirmative Action 151
HR PERSPECTIVE Debate: Why Affirmative
Action Is Needed 152
HR PERSPECTIVE Debate: Why Affirmative
Action Should Be Eliminated 153
International Compensation 128
Balance Sheet Approach 129
Global Market Approach 130
Tax Concerns 130
Global Employee Relations Issues 130
Global Health and Safety 131
International Security and Terrorism 131
Global Labor Management Relations 132
HR PERSPECTIVE Research on Expatriate
Withdrawal from International
Assignments 133
Maintaining the Expatriate Employee 133
Summary 134
Review and Discussion Questions 134
Terms to Know 135
Using the Internet: Training Your
Workforce for Global Business
Negotiations 135
Case: McDonald s Global HR 135
Notes 136
Civil Rights Acts of 1964 and 1991 154
Civil Rights Act of 1964, Title VII 156
Civil Rights Act of 1991 156
Enforcement Agencies 158
Equal Employment Opportunity Commission
(EEOC) 158
Office of Federal Contract Compliance Programs
(OFCCP) 158
Enforcement Philosophies and Efforts 158
HR PERSPECTIVE Testers 159
State and Local Enforcement Agencies 159
Interpretations of EEO Laws and
Regulations 159
When Does Illegal Discrimination Occur? 160
Uniform Guidelines on Employee Selection
Procedures 162
No Disparate Impact Approach 163
fob Related Validation Approach 165
Validity and Equal Employment 165
Content Validity 166
Criterion Related Validity 166
Construct Validity 168
Validity Generalization 169
Summary 169
Review and Discussion Questions 170
Terms to Know 171
Using the Internet: Defining and Managing
Workplace Diversity 171
Case: Hooters 171
Notes 172
6 Implementing Equal Employment 174
HR TRANSITIONS The Costs of Discrimination
175
Discrimination Based on Race, National
Origin, and Citizenship 176
Immigration Reform and Control Acts (IRCA)
176
HR PERSPECTIVE Bilingual Employees and
English Only Requirements 177
Conviction and Arrest Records 178
Gender Discrimination and Sexual
Harassment 178
Workplace Relationships and Romances 178
Types of Sexual Harassment 178
Changing Legal Standards on Sexual Harassment
180
Employer Responses to Sexual Harassment
Complaints 181
HR PERSPECTIVE Research on Confronting
Sexual Harassment 182
Pregnancy Discrimination 183
Compensation Issues and Sex Discrimination
183
Sex Discrimination in Jobs and Careers 185
Age Discrimination 187
Age Discrimination in Employment Act (ADEA)
187
Older Workers Benefit Protection Act (OWBPA)
188
Americans With Disabilities Act (ADA) 189
Discrimination Against Individuals with
Disabilities 189
Who Is Disabled? 190
Essential Job Functions 192
Reasonable Accommodation 192
Undue Hardship 192
Other Bases of Discrimination 193
Religious Discrimination 193
Discrimination and Appearance 195
Sexual Orientation and Gay Rights 195
Veterans Employment Rights 196
Seniority and Discrimination 196
EEO Compliance 196
EEO Policy Statement 197
EEO Records 197
EEOC Compliance Investigation Process 199
Employer Responses to EEO Complaints 200
Preemployment vs. After Hire Inquiries 203
Affirmative Action Plans (AAPs) 204
Executive Orders 11246, 11375, and 11478 204
Who Must Have an Affirmative Action Plan?
204
Contents of an Affirmative Action Plan 205
Summary 207
Review and Discussion Questions 207
Terms to Know 207
Using the Internet: Americans with
Disabilities Act Regulations 208
Case: Denny s Deals with Discrimination
208
Notes 209
7 Analyzing and Identifying Jobs 212
HR TRANSITIONS Decline of Secretaries,
Growth of Administrative Coordinators
213
Nature of Job Analysis 214
What Is a Job? 214
Differentiating between fob Analysis and fob
Design 214
Job Analysis and the Changing Nature of
Jobs 215
Work Analysis 215
Task Based fob Analysis 216
Competency Approach to fob Analysis 216
HR Activities and Competency Analysis 218
Organizational Components and Job
Analysis 219
fob Analysis Responsibilities 219
Job Descriptions and Job Specifications 221
Developing Job Families and Organization
Charts 221
Job Analysis and HR Activities 224
HR Planning 224
Recruiting and Selection 225
Compensation 225
Training and Development 225
Performance Appraisal 226
Safety and Health 226
Union Relations 226
Legal Aspects of Job Analysis 226
Job Analysis and the Americans with Disabilities
Act (ADA) 226
Reasonable Accommodations 227
fob Analysis and Wage/Hour Regulations 228
Behavioral Aspects of Job Analysis 228
Job Inflation 228
Managerial Straitjacket 229
Current Incumbent Emphasis 229
Employee Anxieties 229
Job Analysis Methods 230
Observation 230
Interviewing 230
Questionnaires 231
Job Analysis and U.S. Department of
Labor 232
Specialized Job Analysis Methods 232
Computerized Job Analysis 234
Combination Methods 234
Stages in the Job Analysis Process 234
Planning the Job Analysis 235
Preparing and Introducing the Job
Analysis 236
Conducting the Job Analysis 236
Developing Job Descriptions and Job
Specifications 236
Maintaining and Updating Job Descriptions
and Job Specifications 237
Job Descriptions and Job Specifications 237
Job Description Components 237
Preparing Job Descriptions 240
Writing Job Specifications 241
The ADA and Writing KSAs 241
HR PERSPECTIVE Research on Identifying
Minimum Qualifications for Jobs 242
Summary 242
Review and Discussion Questions 243
Terms to Know 244
Using the Internet: Conducting a Job
Analysis 244
Case: Job Analysis Guides Reorganization at
Bethphage 244
Notes 245
8 Recruiting in Labor Markets 248
HR TRANSITIONS Innovative Recruiting in
Tight Labor Markets 249
Labor Markets 250
Planning and Strategic Decisions About
Recruiting 252
Internal vs. External Recruiting 252
Flexible Staffing as Recruiting 253
Reconsider the Job Requirements 255
Retention 255
HR PERSPECTIVE The 100 Best Companies to
Work for in America 256
Decisions on Recruiting Sources/Methods
256
Recruiting and Legal Considerations 256
Recruiting Diverse Workers 257
Maintaining Recruiting Visibility 259
Organizational Recruiting Responsibilities 259
Internal Recruiting 260
Job Posting and Bidding 260
Promotion and Transfer 261
Current Employee Referrals 261
Recruiting Former Employees and Applicants 261
Internal Recruiting Database 262
External Recruiting 262
School Recruiting 262
College Recruiting 263
HR PERSPECTIVE Research on Reactions to
Campus Interviews 264
Labor Unions 265
Media Sources 265
Trade and Competitive Sources 266
HR PERSPECTIVE Cisco Means Successful
Recruiting 267
Employment Agencies 267
Executive Search Firms 268
Internet Recruiting 268
Recruiting Evaluation 268
Evaluating Recruiting Quantity and Quality 269
Evaluating Recruiting Costs and Benefits 271
Summary 272
Review and Discussion Questions 272
Terms to Know 272
Using the Internet: Compensation and
Recruiting 273
Case: Spring Break Recruiting 273
Notes 274
9 Selecting and Placing Human Resources
276
HR TRANSITIONS The Search for Useful
Selection Tests 277
The Nature of Selection 279
Criteria, Predictors, and fob Performance 280
Combining Predictors 281
Administering the Selection Process 282
Legal Concerns with Selection 282
Selection Responsibilities 283
The Selection Process 284
Reception and Job Preview/Interest
Screening 286
Computerized Screening 286
HR PERSPECTIVE Scanning Scannable
Resumes 287
Realistic Job Previews 287
Application Forms 288
EEO Considerations and Application Forms 288
Weighted Application Forms 290
Resumes 290
HR PERSPECTIVE Ethical Issues in
Interviewing Women 291
Immigration Requirements 292
Selection Testing 292
Ability and Aptitude Tests 292
SECTION 3
Training and Developing Humai
10 Training Human Resources 314
HR TRANSITIONS Web Based Training 315
HR PERSPECTIVE Research on Identifying the
Economic Value of Training 317
The Context of Training 317
Training Responsibilities 317
Types of Training 318
Legal Aspects of Training 320
Learning Principles: The Psychology of
Learning 320
Intention to Learn 321
Whole Learning 321
Reinforcement 321
Behavior Modification 322
Immediate Confirmation 322
Assessment Centers 293
Psychological/Personality Tests 294
Polygraph and Honesty Testing 294
Selection Interviewing 296
££O Considerations and Interviewing 296
Types of Interviews 296
HR PERSPECTIVE Job Interview Horror Stories
298
Interviewing Basics 299
Questioning Techniques 300
Problems in the Interview 301
What Interviewers Evaluate 303
Background Investigation 303
Types of References 304
Legal Constraints on Background Investigations
304
Reference Checking Methods 306
Medical Examinations 306
Summary 308
Review and Discussion Questions 308
Terms to Know 309
Using the Internet: Defining Hiring
Specifications 309
Case: Selecting Manufacturing Employees
309
Notes 310
q Resources 313
Learning Practice and Patterns 322
Transfer of Training 323
Orientation: Training for New Employees
324
Orientation Responsibilities 324
Purposes of Orientation for Employers 324
Purpose of Orientation for New Employees 325
HR PERSPECTIVE Passport for New Employee
Success 326
Establishing an Effective Orientation System
327
Systems Approach to Training 330
Assessment Phase 330
Implementation Phase 331
Evaluation Phase 331
Training Needs Assessment 331
Organizational Analyses 332
Task Analyses 332
Individual Analyses 332
Establishing Training Objectives and Priorities
334
Training Approaches 334
On the Job Training (OJT) 334
Simulation 335
Cooperative Training 336
Workforce Investment Partnership Act (1998)
336
Behaviorally Experienced Training 336
Classroom and Conference Training 337
Training Media 338
Selecting Training Approaches 339
Evaluation of Training 340
Benchmarking Training 340
Levels of Evaluation 340
Evaluation Designs 342
Summary 343
Review and Discussion Questions 344
Terms to Know 344
Using the Internet: Training and Employee
Turnover 345
Case: Disney Magic Training at Dierberg s
345
Notes 346
11 Human Resource Development and
Careers 348
HR TRANSITIONS Development in the
Professional Sports World 349
HR Development Today 350
Changes in Career Development 351
Developing Capabilities 352
Lifelong Learning 352
HR PERSPECTIVE Developing Physicians 353
The HR Development Process 353
Development Needs Analysis and
Succession Planning 354
Development Needs Analysis 355
Succession Planning 356
Planning and Choosing a Development
Approach 356
HR PERSPECTIVE Research on Employee
Participation in Development 357
Development Approaches: fob Site Methods 357
Development Approaches: Off Site Methods 359
Management Development 362
Managerial Modeling 364
Management Coaching 364
Mentoring 365
Problems with Management Development Efforts
366
HR PERSPECTIVE Management Development
Problems in Japan 367
Careers 367
Organization Centered vs. Individual Centered
Career Planning 367
How People Choose Careers 368
General Career Progression 369
Retirement 370
Career Planning: Individual Issues 371
Career Plateaus 371
Dual Career Paths for Technical and Professional
Workers 371
Dual Career Couples 372
Moonlighting As a Career Strategy 374
Summary 375
Review and Discussion Questions 375
Terms to Know 375
Using the Internet: Coaching Tips 376
Case: Development Changes at Chevron
376
Notes 377
12 Performance Management and Appraisal
378
HR TRANSITIONS 360° Performance Appraisal
379
Identifying and Measuring Employee
Performance 381
fob Criteria and Information Types 381
Relevance of Criteria 382
Potential Criteria Problems 382
Performance Standards 382
Uses of Performance Appraisal 384
Administrative Uses 384
Development Uses 385
Informal vs. Systematic Appraisal 386
HR PERSPECTIVE The CEO s Performance
Review 387
Appraisal Responsibilities 387
Who Conducts Appraisals? 388
Supervisory Rating of Subordinates 389
Employee Rating of Managers 389
Team/Peer Ratings 390
Self Ratings 391
Outside Raters 391
Multisource Rating 391
Methods for Appraising Performance 393
Category Rating Methods 393
Comparative Methods 395
Narrative Methods 397
Behavioral/Objectives Methods 397
Management by Objectives (MBO) 399
Combinations of Methods 401
Rater Errors 402
Problems of Varying Standards 402
Recency Effect 402
Central Tendency, Leniency, and Strictness Errors
402
HR PERSPECTIVE Research on Influence
Tactics 403
SECTION 4
Compensating Human Resources
13 Compensation Strategies and Practices
414
HR TRANSITIONS Strategic Redesign of
Compensation at Bayer 415
Nature of Compensation 416
Types of Compensation 416
Compensation Responsibilities 417
Strategic Compensation 418
Compensation Philosophies 418
Strategic Compensation Design 419
HR PERSPECTIVE Research on Skill Based Pay
and Organization Performance 422
HR PERSPECTIVE Team Based Rewards 425
Behavioral Aspects of Compensation 426
Equity 426
Importance of Equity and Compensation
Activities 427
Legal Constraints on Pay Systems 428
Fair Labor Standards Act (FLSA) 428
HR PERSPECTIVE Ethical Debate on Minimum
Wage vs. a Living Wage 429
Rater Bias 403
Halo Effect 404
Contrast Error 404
Appraisal Feedback 404
Feedback as a System 405
The Appraisal Interview 405
Reactions of Managers 405
Reactions of Appraised Employees 406
Legal and Effective Performance Appraisals
407
Performance Appraisals and the Law 407
Effective Performance Management 408
Summary 409
Review and Discussion Questions 409
Terms to Know 410
Using the Internet: Conducting Team
Based Performance Appraisals 410
Case: Revising the Performance Appraisal
System at St. Luke s Hospital 410
Notes 411
i 413
Independent Contractor Regulations 432
Acts Affecting Government Contractors 432
Equal Pay and Pay Equity 433
State Laws 433
Garnishment Laws 434
Wage and Salary Administration 434
Pay Policies 434
Unions and Compensation 435
Development of a Base Pay System 436
fob Evaluation 437
Legal Issues and fob Evaluation 440
Pay Surveys 441
HR PERSPECTIVE The Internet and Pay Survey
Data 442
Pay Structures 443
Individual Pay 446
Rates Out of Range 447
Pay Compression 447
Pay Increases 448
Summary 451
Review and Discussion Questions 452
Terms to Know 452
Using the Internet: Using Pay Survey Data
452
Case: Implementing a New Compensation
Program 453
Notes 453
14 Variable Pay and Executive
Compensation 456
HR TRANSITIONS Employees Stock Up 457
Variable Pay: Incentives for Performance
458
Types of Variable Pay 458
Successes and Failures of Variable Pay Plans
460
Guidelines for Variable Pay Plans 461
Individual Incentives 463
Piece Rate Systems 463
HR PERSPECTIVE Piece Rate Plan Clear
Winner at Safelite Glass 464
Bonuses 464
Special Incentive Programs 466
Sales Compensation and Incentives 467
Sales Performance Measurement 467
Sales Compensation Plans 468
HR PERSPECTIVE Balancing Sales
Compensation and Ethical Concerns
469
Team Based Variable Pay 470
Types of Team Incentives 470
Distributing Team Incentives 471
Problems with Team Based Incentives 472
Successful Team Based Incentives 473
Organizational Incentives 474
Gainsharing 474
Profit Sharing 476
Employee Stock Ownership Plans (ESOPs) 477
Executive Compensation 478
Elements of Executive Compensation 478
Board of Directors Role with Executive
Compensation 480
HR PERSPECTIVE Research on Board
Compensation Committees and
Organizational Performance 482
Reasonableness of Executive Compensation 482
HR PERSPECTIVE Ethics of Huge Golden
Parachutes 484
Summary 485
Review and Discussion Questions 486
Terms to Know 486
Using the Internet: Executive
Compensation Issues 486
Case: County Governments and Incentive
Programs 487
Notes 488
15 Managing Employee Benefits 490
HR TRANSITIONS Competing with Employee
Benefits 491
Strategic Perspectives on Benefits 492
Nature of Benefits 493
Evaluating Benefits Strategically 494
Types of Benefits 494
Security Benefits 496
Workers Compensation 496
Unemployment Compensation 497
Severance Pay 497
Retirement Security Benefits 498
Retirement Benefits and Age Discrimination 498
HR PERSPECTIVE Ethics of Cutting Retiree
Benefits 500
Social Security 500
Pension Plans 501
Individual Retirement Benefit Options 504
Health Care Benefits 505
Health Care Costs 506
Managed Care 506
HR PERSPECTIVE Backlash against Managed
Care 507
Other Health Care Cost Management Tools 508
Health Care Legislation 508
Financial and Other Benefits 509
Financial Benefits 509
Other Insurance Benefits 510
Educational Benefits 510
Social and Recreational Benefits 511
Family Oriented Benefits 512
Family and Medical Leave Act (FMLA) 513
Family Care Benefits 513
HR PERSPECTIVE Benefit Discrimination
against Childless Workers 514
Benefits for Domestic Partners and Spousal
Equivalents 515
Time Off Benefits 516
Holiday Pay 516
Vacation Pay 517
Leaves of Absence 517
Benefits Administration 518
Benefits Communication 519
Flexible Benefits 519
Summary 522
SECTION 5
Employee and Labor Relations
16 Health, Safety, and Security 528
HR TRANSITIONS Companies Develop Best
Safety Practices with Voluntary
Protection Programs 529
Health, Safety, and Security 530
Health, Safety, and Security Responsibilities 531
Legal Requirements for Safety and Health 531
Child Labor Laws 533
Americans with Disabilities Act and Safety 533
HR PERSPECTIVE Ethical Gray Area? 534
Occupational Safety and Health Act 534
Current Mission/Priorities ofOSHA 535
Major OSHA Provisions Affecting Employers 536
OSHA Inspections 538
Record Keeping Requirements 540
Evaluating Effects of OSHA 541
Safety Management 543
An Effective Safety Management Program 543
Engineering Issues in Safety and Health 546
Individual Approach to Safety 548
HR PERSPECTIVE Working on the Railroad
550
Health 551
AIDS and Other Life Threatening Illnesses 551
Smoking at Work 552
Substance Abuse 552
Stress 554
Managing Health Issues at Work 554
Wellness Programs 555
Employee Assistance Programs (EAPs) 555
Security 556
Workplace Violence 557
Domestic Causes of Workplace Violence 558
Security Audit 559
Controlled Access 559
Review and Discussion Questions 522
Terms to Know 523
Using the Internet: OWBPA and Early
Retirement Plans 523
Case: Don t Cut My Benefits 523
Notes 524
527
Employee Screening and Selection 560
Security Personnel 560
Summary 560
Review and Discussion Questions 561
Terms to Know 561
Using the Internet: Conducting a Job Safety
Analysis 561
Case: Improving Safety and Health at
Oneida Silversmiths 562
Notes 562
17 Employee Rights and Discipline 564
HR TRANSITIONS Employment Practices
Liability Insurance (EPLI) 565
Employee Rights and Responsibilities 566
Statutory Rights 566
Contractual Rights 567
HR PERSPECTIVE Organizational Secrets and
Employment Contracts 569
Rights and Employee Employer Relations 569
Rights Affecting the Employment
Relationship 570
Employment at Will (EAW) 570
Just Cause 572
Due Process 574
Due Process and Alternative Dispute Resolutions
(ADR) 575
Balancing Employer Security Concerns and
Employee Rights 576
Rights Issues and Employee Records 576
Employer Restrictions on Employees Free Speech
Rights 578
HR PERSPECTIVE Research on Whistle
blowing 579
Workplace Performance Monitoring and
Surveillance 581
Employer Investigations 583
Employee Theft 583
Employee Substance Abuse and Employer Drug
Testing 584
HR Policies, Procedures, and Rules 586
Responsibilities for HR Policy Coordination 586
Guidelines for HR Policies and Rules 586
Guidelines for an Employee Handbook 589
Communicating HR Information 590
Employee Discipline 591
Approaches to Discipline 591
Reasons Why Discipline Might Not Be Used 594
Effective Discipline 594
Discharge: The Final Disciplinary Step 596
Summary 596
Review and Discussion Questions 597
Terms to Know 597
Using the Internet: Employment Contracts
598
Case: Disciplining at Red Lobster 598
Notes 599
18 Labor/Management Relations 602
HR TRANSITIONS General Motors and the
United Auto Workers—Labor Conflict
603
When Management Faces a Union 604
Why Employees Unionize 604
Targeting Organizations by Unions 604
HR PERSPECTIVE Unions Needed Here? 605
HR Responsibilities with Unions 606
Union Membership Trends 606
Unions in the United States—and Globally 606
Union Decline Worldwide 608
Reasons for Union Decline in the U.S. 608
Geographic Changes 609
Public Sector Unionism 609
The History of American Unions 610
TheAFL CIO 610
Early Labor Legislation 611
Basic Labor Law: National Labor
Code 611
Wagner Act (National Labor Relations Act) 611
Taft Hartley Act (Labor Management Relations
Act) 612
Landrum Grifftn Act (Labor Management
Reporting and Disclosure Act) 613
Civil Service Reform Act of 1978 613
Union Structure 614
National Unions 615
Local Unions 615
The Process of Unionizing 615
Organizing Campaign 616
Authorization Cards 616
Representation Election 616
Certification and Decertification 618
Contract Negotiation (Collective Bargaining)
618
Collective Bargaining Issues 619
Management Rights 619
Union Security 620
Classification of Bargaining Issues 620
The Bargaining Process 621
Preparation and Initial Demands 621
Continuing Negotiations 621
HR PERSPECTIVE Important Current Issues in
the Labor Movement 622
Settlement and Contract Agreement 623
Bargaining Impasse 623
Strikes and Lockouts 623
Management s Choice: Cooperate or Stay
Nonunion 624
Cooperation and Employee Involvement 624
HR PERSPECTIVE Two Very Different Strikes in
the 90s 625
Employee Involvement and the NLRB 625
Union Ownership: The Ultimate Cooperation
626
Staying Nonunion 626
Grievance Management 627
Grievance Responsibilities 627
Grievance Procedures 628
Summary 629
Review and Discussion Questions 630
Terms to Know 630
Using the Internet: Recognizing
Unionization Activity 631
Case: The Stolen Orange Juice 631
Notes 632
Contents
APPENDIXES
A Content Outline of the HR Body of
Knowledge® 634
B Important Organizations in HR
Management 638
C Current Literature in HR Management 640
D Starting a Career 642
E Annual Report Form EEO 1 648
Glossary 650
Index 658
|
| any_adam_object | 1 |
| author | Mathis, Robert L. Jackson, John Harold 1945- |
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| author_role | aut aut |
| author_sort | Mathis, Robert L. |
| author_variant | r l m rl rlm j h j jh jhj |
| building | Verbundindex |
| bvnumber | BV014316513 |
| callnumber-first | H - Social Science |
| callnumber-label | HF5549 |
| callnumber-raw | HF5549 |
| callnumber-search | HF5549 |
| callnumber-sort | HF 45549 |
| callnumber-subject | HF - Commerce |
| classification_rvk | QV 578 |
| ctrlnum | (OCoLC)246121526 (DE-599)BVBBV014316513 |
| dewey-full | 658.3 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3 |
| dewey-search | 658.3 |
| dewey-sort | 3658.3 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| edition | 9. ed. |
| format | Book |
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| indexdate | 2024-07-09T19:01:35Z |
| institution | BVB |
| isbn | 0538890045 |
| language | English |
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| oclc_num | 246121526 |
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| physical | XXII, 682 graph. Darst. 1 CD-ROM (12 cm) |
| publishDate | 2000 |
| publishDateSearch | 2000 |
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| publisher | South-Western College Publishing |
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| spelling | Mathis, Robert L. Verfasser aut Human resource management Robert L. Mathis ; John H. Jackson 9. ed. Cincinnati/Ohio [u.a.] South-Western College Publishing 2000 XXII, 682 graph. Darst. 1 CD-ROM (12 cm) txt rdacontent n rdamedia nc rdacarrier Personeelsmanagement gtt Personnel - Direction Personnel Management Personnel management Personalpolitik (DE-588)4045269-4 gnd rswk-swf Humanvermögen (DE-588)4240300-5 gnd rswk-swf Personalwesen (DE-588)4076000-5 gnd rswk-swf 1\p (DE-588)4123623-3 Lehrbuch gnd-content Personalwesen (DE-588)4076000-5 s DE-604 Personalpolitik (DE-588)4045269-4 s Humanvermögen (DE-588)4240300-5 s 2\p DE-604 Jackson, John Harold 1945- Verfasser (DE-588)124404030 aut HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=009821920&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis 1\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk 2\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk |
| spellingShingle | Mathis, Robert L. Jackson, John Harold 1945- Human resource management Personeelsmanagement gtt Personnel - Direction Personnel Management Personnel management Personalpolitik (DE-588)4045269-4 gnd Humanvermögen (DE-588)4240300-5 gnd Personalwesen (DE-588)4076000-5 gnd |
| subject_GND | (DE-588)4045269-4 (DE-588)4240300-5 (DE-588)4076000-5 (DE-588)4123623-3 |
| title | Human resource management |
| title_auth | Human resource management |
| title_exact_search | Human resource management |
| title_full | Human resource management Robert L. Mathis ; John H. Jackson |
| title_fullStr | Human resource management Robert L. Mathis ; John H. Jackson |
| title_full_unstemmed | Human resource management Robert L. Mathis ; John H. Jackson |
| title_short | Human resource management |
| title_sort | human resource management |
| topic | Personeelsmanagement gtt Personnel - Direction Personnel Management Personnel management Personalpolitik (DE-588)4045269-4 gnd Humanvermögen (DE-588)4240300-5 gnd Personalwesen (DE-588)4076000-5 gnd |
| topic_facet | Personeelsmanagement Personnel - Direction Personnel Management Personnel management Personalpolitik Humanvermögen Personalwesen Lehrbuch |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=009821920&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
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