Holdings: Human resource management

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Bibliographic Details
Main Authors:	Mathis, Robert L. (Author), Jackson, John Harold 1945- (Author)
Format:	Book
Language:	English
Published:	Cincinnati/Ohio [u.a.] South-Western College Publishing 2000
Edition:	9. ed.
Subjects:	Personeelsmanagement Personnel - Direction Personnel Management Personnel management Personalpolitik Humanvermögen Personalwesen Lehrbuch
Online Access:	Inhaltsverzeichnis
Physical Description:	XXII, 682 graph. Darst. 1 CD-ROM (12 cm)
ISBN:	0538890045

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MARC


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Record in the Search Index

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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
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genre	1\p (DE-588)4123623-3 Lehrbuch gnd-content
genre_facet	Lehrbuch
id	DE-604.BV014316513
illustrated	Illustrated
indexdate	2024-07-09T19:01:35Z
institution	BVB
isbn	0538890045
language	English
oai_aleph_id	oai:aleph.bib-bvb.de:BVB01-009821920
oclc_num	246121526
open_access_boolean
owner	DE-1051
owner_facet	DE-1051
physical	XXII, 682 graph. Darst. 1 CD-ROM (12 cm)
publishDate	2000
publishDateSearch	2000
publishDateSort	2000
publisher	South-Western College Publishing
record_format	marc
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
work_keys_str_mv	AT mathisrobertl humanresourcemanagement AT jacksonjohnharold humanresourcemanagement

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