Human resource management:
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Mason, Ohio
Thomson/South-Western
2003
|
| Ausgabe: | 10. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XXI, 650 S. Ill., graph. Darst. 1 Booklet (16 S.) |
| ISBN: | 0324071515 |
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Datensatz im Suchindex
| _version_ | 1804129317862506496 |
|---|---|
| adam_text | Preface xvi
Chapter 1 Changing Nature of Human Resource Management 2
Chapter 2 Strategic Human Resource Management 28
Chapter 3 Individual Performance and Retention 66
Chapter 4 Legal Framework for Equal Employment 100
Chapter 5 Managing Diversity and Equal Employment 136
Chapter 6 Jobs 166
Chapter 7 Recruiting in Labor Markets 200
Chapter 8 Selecting and Placing Human Resources 232
Chapter 9 Training Human Resources 270
Chapter 10 Careers and HR Development 304
Chapter 11 Performance Management and Appraisal 336
Chapter 12 Compensation Strategies and Practices 370
Chapter 13 Variable Pay and Executive Compensation 408
Chapter 14 Managing Employee Benefits 438
Chapter 15 Health, Safety, and Security 474
Chapter 16 Employee Rights and Discipline 508
Chapter 17 Union Management Relationship 542
Chapter 18 Globalization of HR Management 574
Appendixes
Appendix A Human Resource Certification Institute Test Specifications 606
Appendix B Current Literature in HR Management 610
Appendix C Major Federal Equal Employment Opportunity Laws and Regulations 614
Appendix D Starting a Career 615
Glossary 622
Name Index 630
Subject Index 635
iv
Preface xvi
SEC
CHAPTER 1
Changing Nature of Human
Resource Management 2
HR Insights People Can Be Problematic 3
Nature of Human Resource Management 4
Who Is an HR Manager? 5
HR in Small and Large Organizations 5
HR Perspectives Small Business and HR 6
HR Activities 6
HR Management Challenges 9
Economic and Technological Changes 9
Workforce Availability and Quality 10
Growth in Contingent Workforce 11
Demographics and Diversity 12
Balancing Work and Family 13
HR Perspectives Family/Work Issues 14
Organizational Restructuring,
Mergers/Acquisitions 14
HR Management Roles 15
Administrative Role for HR 16
e HR The Effect of e 17
Employee Advocate Role for HR 17
Operational Role for HR 18
HR Perspectives Too Much Strategic Approach 19
Strategic Role for HR 19
Ethics and HR 21
What Is Ethical Behavior? 21
Responding to Ethical Situations 22
Ethical Issues in HR Management 22
HR Management Competencies and Careers 23
Knowledge of Business and Organization 23
Influence and Change Management 24
HR Specific Knowledge 24
Summary 25
Review and Discussion Questions 25
Terms to Know 25
T I O N 1
Using the Internet: Professional Development
in HR Management 26
Case: A Change in HR 26
~ Notes 27
CHAPTER 2
Strategic Human Resource
Management 28
HR Insights Productivity and Changing Gears
Fast 29
Human Resources as a Core Competency 30
Organizational Strategies Based on Human
Resources 30
Productivity as an HR Based Strategy 31
Quality and Service as HR Based Strategies 32
Linking HR Planning and Strategy for Competitive
Advantage 33
Human Resource Planning 35
HR Planning Responsibilities 35
Small Business and HR Planning 36
HR Planning Process 36
Scanning the External Environment 38
Scanning Government Influences 38
Economic Conditions 39
Geographic and Competitive Concerns 39
Workforce Composition 40
HR Perspectives Research on Flexible Staffing 41
Internal Assessment of the Organizational
Workforce 41
Auditing Jobs and Skills 41
Organizational Capabilities Inventory 41
HR Practices Using an Electronic Employee
Profile 42
Forecasting HR Supply and Demand 43
Forecasting Methods 43
Forecasting Periods 45
v
Forecasting the Demand for Human Resources 45
Forecasting the Supply of Human Resources 45
Managing Human Resource Surplus
or Shortage 47
Workforce Reductions and the WARN Act 47
Workforce Realignment 48
HR Perspectives Doing Layoffs and Downsizing
Well . . . and Badly 49
Downsizing Approaches 49
Outplacement Services 51
Assessing HR Effectiveness 52
Assessing HR Effectiveness Using Records 52
HR Audit 54
Using HR Research for Assessment 54
HR Performance and Benchmarking 55
Doing the Benchmarking Analysis 55
Human Resource Information Systems (HRIS) 57
Purposes of an HRIS 57
Uses of an HRIS 57
e HR Data Smart 58
Designing and Implementing an HRIS 58
Summary 60
Review and Discussion Questions 61
Terms to Know 61
Using the Internet: Benchmarking HR
Practices 62
Case: Merging Incompatible Organizational
Cultures 62
Notes 63
CHAPTER 3
Individual Performance
and Retention 66
HR Insights Employment Branding—Becoming an
Employer of Choice 67
SECT
CHAPTER 4
Legal Framework for Equal
Employment 100
HR Insights Discrimination Is Expensive 101
Diversity, Equal Employment, and Affirmative
Action 102
vi
Individual Employee Performance 68
Individual Performance Factors 68
Individual Motivation 69
Management Implications for Motivating Individual
Performance 71
Individual/Organizational Relationships 72
The Psychological Contract 72
HR Perspectives Research on the Changing
Psychological Contract 73
Loyalty 74
Job Satisfaction and Organizational
Commitment 75
Absenteeism 75
Turnover 78
Retention of Human Resources 79
Importance of Retention 79
Why People Stay or Leave 80
Retention Determinants 81
Organizational Components 81
Organizational Career Opportunities 84
Rewards and Retention 84
Job Design and Work 86
Employee Relationships 88
The Retention Management Process 88
Retention Measurement and Assessment 89
e HR Employee Surveys Online 92
Retention Interventions 93
Evaluation and Follow Up 93
HR Practices Conducting Exit Interviews 94
Summary 94
Review and Discussion Questions 95
Terms to know 95
Using the Internet: Determining Turnover
Costs 95
Case: Inside the Container Store 96
Notes 97
ION 2
Equal Employment Opportunity 102
Affirmative Action 103
Major Equal Employment Laws and Concepts 104
Civil Rights Act of 1964, Title VII 105
Civil Rights Act of 1991 107
Affirmative Action Regulations 108
Laws on Sex/Gender Discrimination 109
Contents
HR Perspectives Research on Pay Differences by
Gender and Race 111
Americans with Disabilities Act (ADA) 112
Age Discrimination in Employment Act (ADEA) 113
HR Practices The ADA and the Employment
Process 114
Immigration Reform and Control Acts (IRCA) 115
Other Types of Discrimination 115
HR Perspectives Ethical Issues with Genetic
Testing 116
Pre employment vs. After Hire Inquiries 117
Enforcement Agencies 120
Equal Employment Opportunity Commission
(EEOC) 120
Office of Federal Contract Compliance Programs
(OFCCP) 120
State and Local Enforcement Agencies 120
Evolving Nature ofEEO Enforcement 120
Uniform Guidelines on Employee Selection
Procedures 121
No Disparate Impact Approach 121
Job Related Validation Approach 123
Validity and Equal Employment 124
Content Validity 124
Criterion Related Validity 125
Construct Validity 126
Elements ofEEO Compliance 127
EEO Policy Statement 127
EEO Records 127
EEOC Compliance Investigation Process 128
Employer Responses to EEO Complaints 129
Summary 130
Review and Discussion Questions 131
Terms to Know 132
Using the Internet: Recruiting Individuals
with Disabilities 132
Case: Race Discrimination Costs Coca Cola 133
Notes 134
CHAPTER 5
Managing Diversity and Equal
Employment 136
HR Insights Booming Hispanic Workforce
and Diversity Issues 137
Managing Diversity 138
Approaches to Managing Diversity 139
HR Perspectives Research on Racial Diversity
and Organizational Performance 140
Diversity Management Programs and Activities 141
Contents
Diversity Training 141
Components of Diversity Training 141
Effects of Diversity Training 142
Backlash Against Diversity Efforts 143
Affirmative Action and Diversity Efforts 143
HR Perspectives Affirmative Action Is Needed 144
HR Perspectives Eliminate Affirmative Action 145
HR Perspectives Ethical and Legal Aspects
of Affirmative Action 146
EEO Issues and Race, National Origin,
and Citizenship 146
Racial/Ethnic Demographics 146
Immigrants and Foreign Born Worker
Requirements 147
Bilingual Employees and English Only
Requirements 148
Sex/Gender Issues in Equal Employment 149
Sex Discrimination in Jobs and Careers 150
Sexual Harassment and Workplace
Relationships 151
Consensual Relationships and Romance at Work 152
Nature of Sexual Harassment 152
e HR Sexual Harassment Becomes Electronic 154
Changing Legal Standards on Sexual Harassment 154
Age Issues and Diversity Management 156
Job Opportunities for Older Employees 156
Individuals with Disabilities in the Workforce 157
Reasonable Accommodations 158
Individuals with Life Threatening Illnesses 159
Religion and Spirituality in Workplaces 160
Managing Religious Diversity in Workplaces 160
Individuals with Differing Lifestyles and Sexual
Orientations 160
HR Practices Transgendered Employees: When
Individuals Change Sex 161
Summary 161
Review and Discussion Questions 162
Terms to Know 162
Using the Internet: Developing Diversity
Training 163
Case: Construction Industry Confronts
Diversity 163
Notes 164
CHAPTER 6
Jobs 166 HR Insights Jobs 24/7 167
HR Management and Jobs 168
vii
Dividing the Work into Jobs 168
Workflow Analysis 169
Re engineering Business Processes 170
Developing Jobs for Individuals and Teams 170
HR Perspectives Jobs in the Future 171
Nature of Job Design 172
Characteristics of Jobs 172
Consequences of Job Design 174
Using Teams in Jobs 174
HR Perspectives Research on Crafting a Job 175
Advantages and Disadvantages of Team Jobs 176
Other Job Design Issues: Work Schedules
and Locations 177
Work Schedules 177
Alternative Physical Work Locations 178
The Nature of Job Analysis 179
Task Based Job Analysis 180
Job Analysis Responsibilities 180
Stages in the Job Analysis Process 181
Planning the Job Analysis 181
Preparing and Introducing the Job Analysis 181
Conducting the Job Analysis 182
Developing Job Descriptions and Job
Specifications 182
Maintaining and Updating Job Descriptions and Job
Specifications 183
Job Analysis Methods 183
Observation 183
Interviewing 185
Questionnaires 185
Specialized Job Analysis Methods 186
Computerized Job Analysis 186
e HRO*Net 187
Job Analysis and the U.S. Department of Labor 187
Combination Methods 188
Behavioral Aspects of Job Analysis 188
Job Inflation 188
Managerial Straitjacket 188
Current Incumbent Emphasis 189
Employee Anxieties 189
Legal Aspects of Job Analysis 190
Job Analysis and the Americans with Disabilities Act
(ADA) 190
Job Analysis and Wage/Hour Regulations 191
Job Descriptions and Job Specifications 191
Job Description Components 193
The Competency Approach to Job Analysis 193
Competency Analysis Methodology 195
Possible Legal Problems with the Competency
Approach 196
Summary 196
viii
Review and Discussion Questions 197
Terms to Know 197
Using the Internet: Computer Programmer Job
Description 198
Case: Airline Mechanic s Job 198
Notes 198
CHAPTER 7
Recruiting in Labor Markets 200
HR Insights Where Are the Workers We Need? 201
Labor Markets 202
Labor Market Components 202
Labor Markets and Recruiting Issues 203
HR Perspectives Tapping the Global Labor
Market 205
Strategic Approach to Recruiting 205
Organizational Recruiting Activities 206
Strategic Recruiting Decisions 208
Organizational Based vs. Outsourcing 208
HR Perspectives Research on Small Businesses
and PEOs 209
Regular vs. Flexible Staffing 209
Recruiting and EEO/Diversity Considerations 210
Recruiting Source Choices: Internal vs. External 212
Internal Recruiting 213
Internal Recruiting Processes 213
Employee Focused Recruiting 214
Internet Recruiting 216
E Recruiting Methods 217
Advantages of Internet Recruiting 217
e HR Effective On Line Job Postings 218
Disadvantages of Internet Recruiting 219
External Recruiting 219
College and University Recruiting 219
HR Perspectives Experiences of College
Recruiters 220
School Recruiting 220
Labor Unions 221
Employment Agencies and Search Firms 221
Competitive Sources 222
Media Sources 222
Job Fairs and Special Events 222
Creative Recruiting Methods 223
Recruiting Evaluation 224
Evaluating Recruiting Costs and Benefits 224
Evaluating Time Required to Fill Openings 224
Evaluating Recruiting Quantity and Quality 224
Increasing Recruiting Effectiveness 227
Summary 227
Contents
Review and Discussion Questions 228
Terms to Know 228
Using the Internet: Recruiting Physical
Therapists 228
Case: Recruiting for the Ritz Carlton 229
Notes 229
CHAPTER 8
Selecting and Placing Human
Resources 232
HR Insights Selection at Home Depot 233
Selection and Placement 234
Selection Responsibilities 234
Placement 235
HR Perspectives Research on Person Job and
Person Organization Fit 237
Criteria, Predictors, and Job Performance 237
Combining Predictors 239
The Selection Process 239
Legal Concerns in the Selection Process 239
Applicant Job Interest 242
F re Employment Screening 242
Application Forms 243
HR Practices Reviewing Application Forms and
Resumes 246
Selection Testing 247
Ability Tests 247
Personality Tests 248
SECT
CHAPTER 9
Training Human Resources 270
HR Insights Cisco Systems and E Learning 271
The Nature of Training 272
The Context of Training 273
Training and Performance Consulting 274
Integrating Training Responsibilities 275
Chief Learning Officers 276
Strategic Training 276
Linking Training to Business Strategies 277
Developing a Strategic Training Plan 277
The Training Process 278
Training Needs Assessment 278
Organizational Analyses 280
Contents
Honesty/Integrity Testing 248
Controversial and Questionable Tests 251
Testing Considerations and Concerns 251
Selection Interviewing 252
Structured Interviews 253
Less Structured Interviews 254
HR Perspectives Creative Interviewing Tactics 255
Who Does Interviews? 255
Effective Interviewing 256
Problems in the Interview 258
HR Perspectives Job Interview Tales 259
Reliability and Validity of Interviews 259
Background Investigation 260
Falsification of Background Information 261
Reference Checking Methods 261
Legal Constraints on Background Investigations 261
e HR Web Based Background Checks 262
Medical Examinations and Inquiries 263
Making the Job Offer 264
Relocation Assistance 264
Summary 264
Review and Discussion Questions 265
Terms to Know 265
Using the Internet: Preparing for a Behavioral
Interview 265
Case: Improving Selection in Smaller
Companies 266
Notes 266
ION 3
Job/Task Analyses 280
Individual Analyses 280
Establishing Training Objectives and Priorities 281
Training Design 281
Learning: The Focus of Training 281
Learner Readiness 281
HR Perspectives Research on Age Differences
and Technology Training 283
Learning Styles 283
Transfer of Training 285
Types of Training 285
HR Practices Effective New Employee
Orientation 287
Training Delivery 288
Internal Training 289
ix
External Training 290
E Learning: Training On line 291
Training Methods 293
Evaluation of Training 295
Levels of Evaluation 295
Cost Benefit Analyses 296
Return on Investment (ROI) 297
Benchmarking Training 297
Evaluation Designs 297
HR Perspectives Measuring the Value Added
by Training 298
Summary 299
Review and Discussion Questions 299
Terms to Know 300
Using the Internet: Planning for E Learning 300
Case: Hotels Link Training and Customer
Service 300
Notes 301
CHAPTER 10
Careers and HR Development 304
HR Insights Evolution of Career Development 305
Careers 307
Organization Centered Career Planning 307
HR Perspectives Career Changes at Sears Credit 308
Individual Centered Career Planning 308
How People Choose Careers 309
General Career Progression 309
Career Transitions and HR 311
Late Career/Retirement Issues 311
Special Career Issues for Organizations
and Employees 312
Career Plateaus 312
Technical and Professional Workers 313
Dual Career Couples 313
Developing Human Resources 315
The HR Development Process 316
Make or Buy? 316
Developing Specific Capabilities 318
Lifelong Learning 318
Redevelopment 318
HR Perspectives Etiquette and More 319
Development Needs Analyses 319
Assessment Centers 319
Psychological Testing 320
Performance Appraisals 320
HR Perspectives Research on Succession with CEO
Heirs Apparent 321
Succession Planning 321
x
Succession in Small and Closely Held
Organizations 321
Succession Planning Process 321
Choosing a Development Approach 323
Development Approaches: Job Site Methods 323
Development Approaches: Off Site Methods 325
Management Development 327
Managerial Modeling 328
Management Coaching 328
Mentoring 329
Women and Management Development 330
Executive Education 331
Problems with Management Development Efforts 331
Summary 331
Review and Discussion Questions 332
Terms to Know 332
Using the Internet: Development of Management
through Coaching 332
Case: Reverse Mentoring at GE 333
Notes 333
CHAPTER 11
Performance Management
and Appraisal 336
HR Insights Grading on the Curve 337
Identifying and Measuring Employee
Performance 339
Types of Performance Information 339
Relevance of Performance Criteria 340
Potential Performance Criteria Problems 340
Performance Standards 342
HR Perspectives European Union Evaluates Senior
Officials 342
Uses of Performance Appraisal 342
Administrative Uses 343
Development Uses 344
Informal vs. Systematic Appraisal 344
Appraisal Responsibilities 345
Who Conducts Appraisals? 346
Supervisory Rating of Subordinates 347
Employee Rating of Managers 347
Team/Peer Ratings 348
Self Ratings 349
Outside Raters 349
Multisource Rating/3600 Feedback 349
e HR Managing 360° Without Paper 350
Methods for Appraising Performance 351
Category Rating Methods 352
Comparative Methods 354
Contents
Narrative Methods 355
Behavioral/Objectives Methods 356
Management by Objectives 357
Combinations of Methods 358
Rater Errors 359
Varying Standards 359
Recency/Primacy Effect 360
Central Tendency, Leniency, and Strictness
Errors 360
Rater Bias 360
Halo Effect 360
Contrast Error 360
HR Perspectives Research on Influence Tactics 361
Similar to/Different from Me 361
Sampling Error 361
Appraisal Feedback 361
The Appraisal Interview 362
SECT
CHAPTER 12
Compensation Strategies
and Practices 370
HR Insights Compensation Rollercoaster 371
Nature of Compensation 372
Types of Compensation 372
Compensation Responsibilities 373
Compensation System Design Issues 374
Compensation Philosophies 374
A Range of Compensation Approaches 376
Traditional Compensation Approach 376
HR Perspectives dotxomp 377
Total Rewards Approach 377
Decisions about Compensation Levels 378
Competency Based Pay 379
Individual vs. Team Rewards 380
Perceptions of Pay Fairness 381
Procedural and Distributive Justice in
Compensation 381
Pay Openness 382
External Equity 382
Legal Constraints on Pay Systems 382
Fair Labor Standards Act (FLSA) 383
HR Perspectives Ethics and Minimum/Living
Wage 384
Independent Contractor Regulations 387
Acts Affecting Government Contractors 388
Equal Pay and Pay Equity 388
Contents
Feedback as a System 362
HR Practices Lessons from Two Different
Performances: A Supervisor s Story 363
Reactions of Managers 363
Reactions of Appraised Employees 364
Legal and Effective Performance Appraisals 364
Performance Appraisals and the Law 364
Effective Performance Management 364
Summary 365
Review and Discussion Questions 366
Terms to Know 366
Using the Internet: 360° Feedback for Your
Organization 366
Case: Revising the Performance Appraisal System
at St. Luke s Hospital 367
Notes 368
ION 4
State Laws 388
Garnishment Laws 389
Development of a Base Pay System 389
Job Evaluation 390
Integrated and Computerized Job Evaluation 393
Legal Issues and Job Evaluation 393
HR Perspectives Research on Job Evaluation
and Power 394
Pay Surveys 394
Pay Structures 396
Different Pay Structures 397
Establishing Pay Grades 397
Broadbanding 397
Pay Ranges 398
Individual Pay 399
Rates Out of Range 400
Pay Compression 401
Issues Involving Pay Increases 401
Pay Adjustment Matrix 401
Seniority 403
Cost of Living Adjustments (COLA) 403
Lump Sum Increases (LSI) 403
Summary 404
Review and Discussion Questions 405
Terms to Know 405
Using the Internet: Researching Salaries Using
the Web 406
xi
Case: Implementing a New Compensation
Program 406
Notes 407
CHAPTER 13
Variable Pay and Executive
Compensation 408
HR Insights Incentive System at Discovery 409
Variable Pay: Incentives for Performance 410
Types of Variable Pay 410
Successes and Failures of Variable Pay Plans 411
Factors Affecting Successful Variable Pay Plans 412
HR Perspectives Research on the Incentive Effects
of Motivators 413
Individual Incentives 414
Piece Rate Systems 415
Bonuses 415
Special Incentive Programs 416
Sales Compensation and Incentives 417
Measuring Sales Performance 417
Sales Compensation Plans 418
Sales Compensation Challenges 418
HR Perspectives Balancing Sales Compensation
and Ethical Concerns 419
Group/Team Based Variable Pay 420
Distributing Team Incentives 420
Problems with Team Based Incentives 421
Successful Team Incentives 421
Types of Group Incentives 422
Organizational Incentives 423
Profit Sharing 424
Employee Stock Options 425
Employee Stock Ownership Plans (ESOPs) 425
HR Practices Making Stock Ownership Plans
Work 426
Executive Compensation 427
Elements of Executive Compensation 428
Executive Compensation and the Board of
Directors 430
Debating the Reasonableness of Executive
Compensation 431
Determining the Reasonableness of Executive
Compensation 433
Summary 434
Review and Discussion Questions 434
Terms to Know 434
Using the Internet: Reviewing Executive
Compensation Program 435
xii
Case: County Governments and Incentive
Programs 435
Notes 436
CHAPTER 14
Managing Employee Benefits 438
HR Insights Changing Benefits 439
Strategic Perspectives on Benefits 440
Goals for Benefits 441
Benefits Needs Analysis 441
Funding Benefits 442
The Nature and Types of Benefits 442
Types of Benefits 442
Security Benefits 444
Workers Compensation 444
Unemployment Compensation 444
Severance Pay 445
Retirement Security Benefits 446
Retirement Benefits and Age Discrimination 446
Social Security 447
HR Perspectives China s Pension Plan 448
Pension Plans 448
Pension Terms and Concepts 449
Individual Retirement Options 450
Health Care Benefits 451
Controlling Health Care Benefits Costs 452
Managed Care 453
e HR Internet Auction for Health Benefits 454
Health Care Legislation 454
Financial and Other Benefits 456
Financial Benefits 456
Relocation Benefits 457
Insurance Benefits 457
Educational Benefits 457
HR Practices Strategic Decisions about Educational
Benefits 458
Social and Recreational Benefits 458
Family Oriented Benefits 458
Family and Medical Leave Act (FMLA) 459
Family Care Benefits 460
Benefits for Domestic Partners and Spousal
Equivalents 461
Time Off Benefits 462
Holiday Pay 462
Vacation Pay 462
Leaves of Absence 463
Benefits Administration 464
Benefits Communication 464
Flexible Benefits 465
Contents
Problems with Flexible Plans 466
Benefits in the Future 466
Summary 467
Review and Discussion Questions 468
Terms to Know 468
SECT
CHAPTER 15
Health, Safety, and Security 474
HR Insights Health and Safety Pays Off 475
Health, Safety, and Security 476
Nature of Health, Safety, and Security 476
Health, Safety, and Security Responsibilities 476
Legal Requirements for Safety and Health 477
Workers Compensation 477
Americans with Disabilities Act and Safety 479
Child Labor Laws 479
Occupational Safety and Health Act 480
OSHA Enforcement Standards 481
e HR Material Safety Data Sheets Online 482
Ergonomics and OSHA 483
Work Assignments and OSHA 484
Record Keeping Requirements 485
OSHA Inspections 486
Critique of OSHA Inspection Efforts 488
Safety Management 489
Organizational Commitment and Safety Culture 490
Safety Policies and Discipline 491
HR Perspectives Cellular Phones, Safety,
and Individual Rights 492
Safety Committees 492
Safety Training and Communications 493
Employee Safety Motivation and Incentives 493
Inspection, Accident Investigation,
and Evaluation 493
Health 494
Workplace Health Issues 494
Health Promotion 497
HR Perspectives Research on Financial Impact
of Health Promotion 499
Security 500
Workplace Violence 500
HR Practices Handling Domestic Violence
in Workplaces 502
Security Management 503
Employee Screening and Selection 504
Security Personnel 504
Contents
Using the Internet: OWBPA and Early Retirement
Plans 469
Case: Merging 401(k) Plans 469
Notes 470
ION 5
Summary 504
Review and Discussion Questions 505
Terms to Know 505
Using the Internet: Developing a Wellness
Program 505
Case: Anheuser Busch Brews Employee
Wellness 506
Notes 506
CHAPTER 16
Employee Rights and Discipline 508
HR Insights E Mail and Privacy 509
Rights and Responsibilities Issues 510
Statutory Rights 510
Contractual Rights 511
Implied Contracts 512
HR Perspectives Ethics, Intellectual Property,
and Noncompetes 513
Employment Practices Liability Insurance
(EPU) 513
Rights Affecting the Employment
Relationship 514
Employment at Will 514
Just Cause 516
Due Process 517
Alternative Dispute Resolution (ADR) as Due
Process 518
Balancing Employer Security Concerns
and Employee Rights 520
Chief Privacy Officer 520
Rights Issues and Employee Records 520
Employees Free Speech Rights 522
Workplace Performance Monitoring
and Surveillance 524
Employer Investigations 525
Employee Theft 525
Employee Substance Abuse and Employer Drug
Testing 526
HR Policies, Procedures, and Rules 529
xiii
HR Policy Coordination Responsibilities 529
HR Perspectives Rules and Holiday Parties 530
Employee Handbooks 530
Communicating HR Information 531
Employee Discipline 533
Approaches to Discipline 533
Reasons Why Discipline Might Not Be Used 535
HR Practices The Hot Stove Rule 536
Effective Discipline 536
Discharge: The Final Disciplinary Step 536
Summary 537
Review and Discussion Questions 538
Terms to Know 538
Using the Internet: Progressive Discipline
in the Workplace 538
Case: Manager on Camera 539
Notes 539
CHAPTER 17
Union Management Relationship 542
HR Insights Unions and Wal Mart 543
Nature of Unions 544
Why Employees Unionize 544
HR Responsibilities with Unions 545
State of VS. Unions 545
Union Structure 546
Mergers of Unions 547
Union Membership in the United States 547
Public Sector Unionism 547
Reasons for Union Decline in the U.S. 548
Union Targets for Membership Growth 550
The History of American Unions 551
TheAFL CIO 551
Early Labor Legislation 551
HR Perspectives Labor Conflicts in the Airline
Industry 552
Basic Labor Law: National Labor Code 553
Wagner Act (National Labor Relations Act) 553
Taft Hartley Act (Labor Management Relations
Act) 554
Landrum Griffin Act (Labor Management Reporting
and Disclosure Act) 555
Civil Service Reform Act of 1978 556
The Process of Unionizing 556
Organizing Campaign 557
e HR Union Organizing Becomes Electronic 558
Authorization Cards 558
Representation Election 558
xiv
Certification and Decertification 560
Contract Negotiation (Collective Bargaining) 561
Collective Bargaining Issues 561
Management Rights 561
Union Security 562
Classification of Bargaining Issues 562
The Bargaining Process 563
Preparation and Initial Demands 56J
Continuing Negotiations 563
Settlement and Contract Agreement 563
Bargaining Impasse 563
Strikes and Uxkouts 564
Union Management Cooperation 565
HR Perspectives Union Management Cwperation
in Workplace Restructuring 566
Cooperation and Joint Efforts 566
Employee Involvement Pwgrams 566
Unions and Employee Ownership 567
Grievance Management 567
Grievance Responsibilities 568
Grievance Procedures 56fi
Steps in a Grievance Procedure 569
Summary 570
Review and Discussion Questions 570
Terms to Know 571
Using the Internet: Responding to Unionization
Activity 571
Case: Misfiring the Furnace, Firing
the Employee 571
Notes 572
CHAPTER 18
Globalization of HR
Management 574
HR Insights HR Concerns and the Backlash Against
Globalization 575
Globalization of Business and HR 576
Global Population Changes 576
Global Economic Interdependence 576
Regional Alliances 576
Global Communications 577
Types of Global Organizations 577
Factors Affecting Global HR Management 579
Legal and Political Factors 579
HR Perspectives Ethics and Global Differences 580
Economic Factors 581
Cultural Factors 581
Staffing Global Assignments 584
Types of Global Employees 584
Contents
HR Perspectives Research on Staffing Foreign
Subsidiaries 585
Possible Global Assignments 586
Recruiting for Global Assignments 587
Selection for Global Assignments 587
Legal Issues in Selecting Global Employees 590
HR Perspectives Women Employees, EEO,
and Global Staffing 591
Global Assignment Management 592
Pre Departure Orientation and Training 592
Expatriate Support and Development 594
Repatriation 595
International Compensation 596
Balance Sheet Approach 596
Global Market Approach 597
Tax Concerns 598
Global Benefits 598
Global Employee Relations Issues 598
Global Labor Management Relations 598
Sexual Harassment Regulations Globally 599
Global Health, Safety, and Security 600
Contents
Summary 601
Review and Discussion Questions 602
Terms to Know 602
Using the Internet: Setting International
Compensation 603
Case: McDonald s Global HR 603
Notes 604
Appendixes
A Human Resource Certification Institute Test
Specifications 606
B Current Literature in HR Management 610
C Major Federal Equal Employment
Opportunity Laws and Regulations 614
D Starting a Career 615
Glossary 622
Name Index 630
Subject Index 635
xv
|
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| discipline | Wirtschaftswissenschaften |
| edition | 10. ed. |
| format | Book |
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| spelling | Mathis, Robert L. Verfasser aut Human resource management Robert L. Mathis ; John H. Jackson 10. ed. Mason, Ohio Thomson/South-Western 2003 XXI, 650 S. Ill., graph. Darst. 1 Booklet (16 S.) txt rdacontent n rdamedia nc rdacarrier 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- Sonstige (DE-588)124404030 oth HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=009886901&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. Human resource management 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 | Personnel Management Personnel management Personalpolitik (DE-588)4045269-4 gnd Humanvermögen (DE-588)4240300-5 gnd Personalwesen (DE-588)4076000-5 gnd |
| topic_facet | Personnel Management Personnel management Personalpolitik Humanvermögen Personalwesen Lehrbuch |
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