Human resource management: essential perspective
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Cincinnati/Ohio [u.a.]
South-Western College Publishing
2002
|
| Ausgabe: | 2. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XII, 210 S. graph. Darst. |
| ISBN: | 0324107587 |
Internformat
MARC
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| 245 | 1 | 0 | |a Human resource management |b essential perspective |c Robert L. Mathis ; John H. Jackson |
| 250 | |a 2. ed. | ||
| 264 | 1 | |a Cincinnati/Ohio [u.a.] |b South-Western College Publishing |c 2002 | |
| 300 | |a XII, 210 S. |b graph. Darst. | ||
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| 338 | |b nc |2 rdacarrier | ||
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Datensatz im Suchindex
| _version_ | 1804129429894463488 |
|---|---|
| adam_text | Table of Contents
CHAPTER ONE Strategic Human Resources Management
and Planning 1
HR Management Challenges 1
Economic and Technological Change / Occupational Shifts /
Workforce Availability and Quality / Demographics and
Diversity / Balancing Work and Family / Organizational
Restructuring
HR Management Activities 3
HR Planning and Analysis / Equal Employment Opportunity /
Staffing / HR Development / Compensation and Benefits /
Health, Safety, and Security / Employee and Labor
Management Relations
Nature of HR Management 6
HR as Employee Advocate / Roles of HR Management /
Ethics and HR Management / HR Management Competencies
and Careers
Organizational Strategies and HR Planning 8
Scanning the External Environment / Internal Assessment of
Organizational Workforce / Human Resource Information
Systems / Forecasting
Managing a Human Resource Surplus 13
Workforce Reductions and the WARN Act / Downsizing
chapter TWO Organizational Performance and Global
Effectiveness 17
Organizational and Global Productivity 17
Global Competitiveness and Productivity / Organizations and
Productivity / Increasing Productivity / Quality and
Productivity / Service
Individual/Organizational Relationships 19
The Psychological Contract
vii
viii Table of Contents
Productivity and Job Design 21
Consequences of Job Design / Teams and Jobs / Advantages
and Disadvantages of Team Jobs
Job Satisfaction and Organizational Commitment 22
Absenteeism / Turnover
Assessing HR Effectiveness 24
HR Audits / Employee Attitude Surveys / Exit Interviews /
HR Performance and Benchmarking
Global Human Resource Management 26
Legal and Political Factors / Economic Factors /
Cultural Factors
Types of Global Organizations 28
Importing and Exporting / Multinational Enterprises /
Global Organizations
International Staffing and Training 29
Types of International Employees / Selection for International
Assignments / International Training and Development
International Compensation and Other Activities 31
International Security and Terrorism / Global Labor
Management Relations
CHAPTER THREE Equal Employment Opportunity 35
Diversity 35
Women in the Workforce / Racial and Ethnic Diversity in the
Workforce / Aging of the Workforce / Individuals with
Disabilities in the Workforce / Individuals with Differing
Sexual Orientations in the Workforce
Managing Diversity 38
Equal Employment Opportunity and Affirmative Action 39
Affirmative Action / Reverse Discrimination / Civil Rights
Acts of 1964 and 1991 / Enforcement Agencies /
Interpretations of EEO Laws and Regulations / EEO
Compliance
Uniform Guidelines on Employee Selection Procedures 42
No Disparate Impact Approach / Job Related Validation
Approach
Gender Discrimination and Sexual Harassment 43
Sexual Harassment / Pregnancy Discrimination / Equal Pay
and Pay Equity / The Glass Ceiling
Age Discrimination 45
Americans with Disabilities Act (ADA) 46
Essential Job Functions / Reasonable Accommodation /
Undue Hardship
Other Bases of Discrimination 47
Immigration Reform and Control Act (IRCA) / Religious
Discrimination / Sexual Orientation / Veterans Employment
Rights / Military Employment Rights
Table of Contents ix
chapter FOUR Job Analysis 49
Nature of Job Analysis 49
Work Analysis / Task Based Job Analysis / Competency
Approach to Job Analysis
Uses of Job Analysis 51
Job Descriptions and Job Specifications / Job Families and
Organization Charts / Job Analysis and HR Activities /Job
Analysis and Legal Issues / Behavioral Aspects of Job Analysis
Job Analysis Methods 55
Observation / Interviews / Questionnaires / Computerized
Job Analysis
The Job Analysis Process 56
Planning / Preparation and Introduction / Conducting the
Job Analysis
Job Descriptions and Job Specifications 58
Job Description Components / Writingjob Descriptions /
Writing Job Specifications
CHAPTER FIVE Staffing 61
Planning and Strategic Decisions about Recruiting 62
Internal versus External Recruiting / Flexible Staffing
Internal Recruiting 64
Job Posting and Bidding / Promotion and Transfer / Current
Employee Referrals / Recruiting Former Employees and
Applicants / Internal Recruiting Database
External Recruiting 65
Schools / Colleges and Universities / Media Sources / Trade
and Competitive Sources / Employment Agencies / Executive
Search Firms / Internet Recruiting
Recruiting Evaluation 67
Nature of Selection 67
Criteria, Predictors, and Job Performance / Legal Concerns /
Selection Responsibilities
The Selection Process 69
Reception and Job Preview/Interest Screening / Application
Forms / Selection Testing / Selection Interviewing
Background Investigation 73
Legal Constraints / Medical Examinations / Drug Testing
CHAPTER Six Training and Development 75
Nature of Training 75
Types of Internal Training / External Training / Web Based
Training
Learning Principles: The Psychology of Learning 77
Intention to Learn / Whole Learning / Reinforcement /
Behavior Modification / Immediate Confirmation / Learning
Practice / Transfer of Training
x Table of Contents
Orientation: Training for New Employees 78
Organizational Overview / Establishing an Effective
Orientation System
Systems Approach to Training 79
Training Needs Assessment / Implementing Training /
Evaluation of Training
Human Resource Development 82
The HR Development Process / Succession Planning /
Development Approaches / Management Development
Careers 85
Organization Centered vs. Individual Centered Career
Planning / Dual Career Paths for Technical and Professional
Workers / Dual Career Couples / Retirement
CHAPTER SEVEN Managing and Appraising Performance 89
Identifying and Measuring Employee Performance 89
Job Criteria and Information Types / Potential Criteria
Problems / Performance Standards
The Nature and Uses of Performance Appraisal 93
Informal versus Systematic Appraisal / Who Conducts
Appraisals?
Methods for Appraising Performance 96
Category Rating Methods / Comparative Methods / Narrative
Methods / Behavioral/Objectives Methods / Rater Errors /
Appraisal Feedback
Performance Appraisals and the Law 101
Effective Performance Management
CHAPTER eight Compensation 103
The Nature of Compensation 103
Base Pay / Variable Pay / Benefits
Strategic Compensation 105
Cost Effectiveness and Labor Market Positioning /
Competency Based Pay / Broadbanding / Use of Variable
Pay / Team Based Compensation / Behavioral Aspects of
Compensation
Legal Constraints on Pay Systems 107
Fair Labor Standards Act (FLSA) / Independent Contractor
Regulations / Equal Pay and Pay Equity
Wage and Salary Administration 110
Pay Policies / Unions and Compensation
Developing a Base Pay System 111
Job Evaluation / Pay Surveys / Pay Structures / Individual
Pay Issues
Executive Compensation 117
The Role of the Board of Directors in Executive
Compensation / Criticism of Executive Compensation /
Golden Parachutes for Executives
Table of Contents xi
chapter nine Variable Pay and Benefits 121
Variable Pay: Incentives for Performance 121
Guidelines for Variable Pay Plans
Individual Incentives 123
Bonuses / Special Individual Incentive Programs / Sales
Compensation and Incentives
Team Based Incentives 124
Types of Team Incentives / Distributing Team Incentives /
Problems with Team Incentives / Successful Team Incentives /
Gainsharing
Organizational Incentives 126
Profit Sharing / Employee Stock Ownership Plans (ESOPs)
Benefits 127
Security Benefits 128
Retirement Benefits 129
Pension Plans / Individual Retirement Benefit Options
Health Care Benefits 129
Managed Care / Health Care Legislation
Other Benefits 131
Insurance Benefits / Family Oriented Benefits / Time Off
Benefits
Benefits Administration 132
Benefits Communication / Flexible Benefits
CHAPTER TEN Employee Relations 135
Health, Safety, and Security 135
Workers Compensation / Child Labor Laws / Americans with
Disabilities Act
Occupational Safety and Health Act 137
OSHA Inspections / Record Keeping Requirements /
Evaluating the Effects of OSHA
Safety Management 139
Components of Effective Safety Management Programs
Issues in Safety and Health 140
Individuals and Safety
Health 142
Smoking at Work / Substance Abuse / Wellness Programs /
Employee Assistance Programs (EAPs)
Security 144
Employee Rights and Responsibilities 145
Rights Affecting the Employment Relationship 145
Employment at Will (EAW) / Just Cause / Due Process
Balancing Employer Security Concerns and Employee
Rights 147
Monitoring of E Mail and Voice Mail / Video Surveillance /
The Drug Free Workplace Act of 1988
xii Table of Contents
HR Policies, Procedures, and Rules 149
Guidelines for an Employee Handbook
Employee Discipline 150
Approaches to Discipline
CHAPTER ELEVEN Union Management Relations 153
When Management Faces a Union 153
Why Employees Unionize
Unions in the United States 154
Union Decline Worldwide / Public Sector Unionism
The History of American Unions 157
The National Labor Code 157
Wagner Act (National Labor Relations Act) / Taft Hartley Act
(Labor Management Relations Act) / Landrum Griffin Act
(Labor Management Reporting and Disclosure Act)
The Process of Unionizing 159
Collective Bargaining / Bargaining Impasse / Strikes and
Lockouts
Management s Choice: Cooperate or Stay Nonunion 164
Cooperation and Employee Involvement / Staying Nonunion
Grievance Management 165
Steps in a Grievance Procedure
appendix A Content Outline of the HR Body of Knowledge 169
appendix B Important Organizations in HR Management 177
Associations 177
U.S. Department of Labor Agencies 179
Other Government Agencies 179
appendix c Current Literature in HR Management 181
A. Research Oriented Journals 181
B. Management Oriented Journals 183
C. Abstracts Indices 184
APPENDIX D Major Federal Equal Employment Opportunity Laws
and Regulations 187
APPENDIX E Guidelines to Lawful and Unlawful Preemployment
Inquiries 189
APPENDIX F Sample Job Description and Specifications 191
Glossary 193
Index 201
|
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| isbn | 0324107587 |
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| title | Human resource management essential perspective |
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