Fundamentals of human resource management:
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Hoboken, NJ
Wiley
2007
|
| Ausgabe: | 9. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XXV, 456 S. Ill., graph. Darst. |
| ISBN: | 047000794X 9780470007945 |
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| 245 | 1 | 0 | |a Fundamentals of human resource management |c David A. DeCenzo ; Stephen P.Robbins |
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| adam_text | Brief Contents
PART 1 UNDERSTANDING HRM
i
! 1 Strategic Implications of a Dynamic HRM Environment 2
j 2 Fundamentals of HRM 30
I PART 2 THE LEGAL AND ETHICAL CONTEXT OF HRM
: 3 Equal Employment Opportunity 58
; 4 Employee Rights and HR Communications 88
PART 3 STAFFING THE ORGANIZATION
5 Human Resource Planning and Job Analysis 122
6 Recruiting 146
7 Foundations of Selection 170
PART 4 TRAINING AND DEVELOPMENT
8 Socializing, Orienting, and Developing Employees 202
9 Managing Careers 230
PART 5 MAINTAINING HIGH PERFORMANCE
10 Establishing the Performance Management System 254
11 Establishing Rewards and Pay Plans 284
12 Employee Benefits 312
13 Ensuring a Safe and Healthy Work Environment 340
PART 6 LABOR MANAGEMENT ENVIRONMENTS
14 Understanding Labor Relations and Collective Bargaining 372
Endnotes 403
Glossary 429
Company Index 435
Subject Index 439
v
Contents
PART 1 UNDERSTANDING HRM
CHAPTER 1
Strategic Implications of a Dynamic HRM
Environment 2
Learning Outcomes 3
Introduction 4
Understanding Cultural Environments 4
The Changing World of Technology 5
What Is a Knowledge Worker? 6
Why the Emphasis on Technology? 7
How Technology Affects HRM Practices 7
Recruiting 7
Technology Corner: HRM Changing Times 8
Employee Selection 8
Training and Development 8
Ethical Issues in HRM: Invasion of Privacy? 9
Ethics and Employee Rights 9
Motivating Knowledge Workers 9
Paying Employees Market Value 10
Communications 10
Workplace Issues: What Is This Thing Called a
Blog? 10
Decentralized Work Sites 11
Skill Levels 11
A Legal Concern 11
Workforce Diversity 11
Did You Know?: International Diversity 12
The Workforce Today 12
Workplace Issues: Diversity Awareness 13
How Diversity Affects HRM 13
What Is a Work/Life Balance? 14
Did You Know?: Work/Life Issues 14
The Labor Supply 15
Do We Have a Shortage of Skilled Labor? 15
Why Do Organizations Lay Off During Shortages? 15
How Do Organizations Balance Labor Supply? 16
Issues Contingent Workers Create for HRM 17
Continuous Improvement Programs 19
Work Process Engineering 19
How HRM Can Support Improvement Programs 20
How HRM Assists in Work Process Engineering 20
Employee Involvement 20
How Organizations Involve Employees 21
Employee Involvement Implications for HRM 21
A Look at Ethics 22
Summary 22
Demonstrating Comprehension: Questions for
Review 23
Visual Summary 24
Key Terms 26
Crossword Comprehension 26
HRM Workshop 27
Linking Concepts to Practice: Discussion Questions 27
Developing Diagnostic and Analytical Skills 27
Case Application 1 A: Work/Life Balance at Baxter 27
Case Application 1 B: TEAM FUN! 27
Working with a Team: Understanding Diversity Issues 28
Learning an HRM Skill: Guidelines for Acting
Ethically 28
Enhancing Your Communication Skills 29
CHAPTER 2
Fundamentals of HRM 30
Learning Outcomes 30
Introduction 32
Did You Know?: A Management Recap 32
Why Is HRM Important to an Organization? 33
The Strategic Nature 34
HRM Certification 34
How External Influences Affect HRM 35
Technology Corner: HRM Basics 35
The HRM Strategic Environment 36
Governmental Legislation 36
Labor Unions 36
Management Thought 36
Staffing Function Activities 38
Goals of the Training and Development Function 39
The Motivation Function 40
How Important Is the Maintenance Function? 41
vii
)dlL» Contents
Translating HRM Functions into Practice 41
Employment 41
Training and Development 42
Compensation and Benefits 43
Did You Know?: Global Labor Costs 43
Employee Relations 44
Top Management Commitment 45
Effective Upward Communication 45
Determining What to Communicate 45
Ethical Issues in HRM: Purposefully Distorting
Information 46
Allowing for Feedback 46
Information Sources 46
Does HRM Really Matter? 47
Conclusion 47
HRM in an Entrepreneurial Enterprise 48
HRM in a Global Village 49
HR and Corporate Ethics 49
Summary 50
Demonstrating Comprehension: Questions for
Review 51
Key Terms 51
Visual Summary 52
Crossword Comprehension 54
HRM Workshop 54
Linking Concepts to Practice: Discussion Questions 54
Developing Diagnostic and Analytical Skills 55
Case Application 2 A: Nine to Five No More 55
Case Application 2 B: TEAM FUN! 55
Working with a Team: Making a Layoff Decision 56
Learning an HRM Skill: HR Certification 56
Enhancing Your Communication Skills 57
PART 2 THE LEGAL AND ETHICAL
CONTEXT OF HRM
CHAPTER 3
Equal Employment Opportunity 58
Learning Outcomes 59
Introduction 60
Laws Affecting Discriminatory Practices 60
The Importance of the Civil Rights Act of 1964 60
Affirmative Action Plans 61
Adverse Impact 62
What Other Laws Affect Discrimination Practices? 66
Age Discrimination in Employment Act of 1967 64
The Pregnancy Discrimination Act of 1978 64
The Americans with Disabilities Act of 1990 65
The Family and Medical Leave Act of 1993 65
Relevant Executive Orders 66
Technology Corner: Dealing with the Legal Side of
HRM 67
The Civil Rights Act of 1991 67
Guarding Against Discrimination Practices 67
Determining Potential Discriminatory
Practices 67
Did You Know?: Is a Problem Brewing? 68
The 4/5ths Rule 68
Restricted Policy 69
Geographical Comparisons 69
McDonnell Douglas Test 69
Responding to an EEO Charge 69
Business Necessity 70
Bona Fide Occupational Qualifications 70
Seniority Systems 70
Selected Relevant Supreme Court Cases 71
Cases Concerning Discrimination 71
Cases Concerning Reverse Discrimination 72
Ethical Issues in HRM: English Only Rules 74
Enforcing Equal Opportunity Employment 74
The Role of the EEOC 74
Office of Federal Contract Compliance Program
(OFCCP) 75
HRM in a Global Environment 75
Current Issues in Employment Law 76
What Is Sexual Harassment? 76
Did You Know?: Mackenzie v. Miller—The Final
Words 78
Are Women Reaching the Top of
Organizations? 78
Workplace Issues: If It s Offensive ... 79
Summary 80
Demonstrating Comprehension: Questions for
Review 81
Key Terms 81
Visual Summary 82
Crossword Comprehension 84
HRM Workshop 85
Linking Concepts to Practice: Discussion Questions 85
Developing Diagnostic and Analytical Skills 85
Case Application 3 A: When Oversight Fails 85
Case Application 3 B: TEAM FUN! 86
Working with a Team: What s Your Perception? 86
Learning an HRM Skill: Investigating a Harassment
Complaint 86
Enhancing Your Communication Skills 87
Contents
CHAPTER 4
Employee Rights and HR Communications 88
Learning Outcomes 89
Introduction 90
Employee Rights Legislation and Its HRM
Implications 90
The Privacy Act of 1974: HRM Requirements 90
The Drug Free Workplace Act of 1988 and HRM 91
The Polygraph Protection Act of 1988 92
The Worker Adjustment and Retraining Notification
Act of 1988 and HRM 92
Current Issues Regarding Employee Rights 94
Drug Testing 94
Did You Know?: Why Organizations Drug Test 95
Honesty Tests 96
Whistle Blowing 96
Employee Monitoring and Workplace Security 97
Workplace Romance 98
The Employment at Will Doctrine 98
Exceptions to the Doctrine 99
Contractual Relationship 99
Statutory Considerations 99
Public Policy Violation 99
Implied Employment Contract 99
Breach of Good Faith 100
Discipline and Employee Rights 100
What Is Discipline? 100
Factors to Consider When Disciplining 100
Workplace Issues: Managers Should Be Prepared Before
Disciplining Employees 101
Disciplinary Guidelines 102
Disciplinary Actions 104
Written Verbal Warning 105
Written Warning 105
Suspension 105
Dismissal 106
Employees and Spirituality 106
Why the Emphasis on Spirituality in Today s
Organizations? 106
What Does a Spiritual Organization Look Like? 106
HRM and Spirituality 107
Employee Counseling 107
Using Employee Communications to Enhance Employee
Rights 108
Why Use an Employee Handbook? 108
Using Information Technology for Employee
Communications 110
Ethical Issues in HRM: Complete Information 110
Networked Communication 110
Wireless Communications 111
Complaint Procedures 112
Why Companies Support Suggestion Programs 113
Summary 113
Demonstrating Comprehension: Questions for
Review 115
Key Terms 115
Visual Summary 116
Crossword Comprehension 118
HRM Workshop 119
Linking Concepts to Practice: Discussion Questions 119
Developing Diagnostic and Analytical Skills 119
Case Application 4 A: Off the Job Behaviors 119
Case Application 4 B: TEAM FUN! 120
Working with a Team: Dealing in Gray Areas 120
Learning an HRM Skill: Guidelines for Counseling
Employees 121
Enhancing Your Communication Skills 121
PART 3 STAFFING THE
ORGANIZATION
CHAPTER 5
Human Resource Planning and Job Analysis 122
Learning Outcomes 123
Introduction 124
An Organizational Framework 124
Ethical Issues in HRM: Competitive Intelligence 125
Linking Organizational Strategy to Human Resource
Planning 126
Assessing Current Human Resources 127
Human Resource Information Systems 127
Succession Planning 128
Determining the Demand for Labor 129
Predicting the Future Labor Supply 129
Where Will We Find Workers? 130
Matching Labor Demand and Supply 130
Job Analysis 132
Job Analysis Methods 132
Observation Method 132
Individual Interview Method 132
Group Interview Method 132
Structured Questionnaire Method 132
Technical Conference Method 132
Diary Method 132
.. JL—, Contents
Structured Job Analyses Techniques 133
The Department of Labor s Job Analysis
Process 133
Technology Corner: Employee Database
Requirements 134
Position Analysis Questionnaire 135
Purpose of Job Analysis 136
Job Descriptions 136
Job Specifications 137
Job Evaluations 137
The Multifaceted Nature of Job Analysis 137
Job Analysis and the Changing World of Work 138
Summary 138
Demonstrating Comprehension: Questions for
Review 139
Key Terms 139
Visual Summary 140
Crossword Comprehension 142
HRM Workshop 143
Linking Concepts to Practice: Discussion Questions 143
Developing Diagnostic and Analytical Skills 143
Case Application 5 A: MS Woes 143
Case Application 5 B: TEAM FUN! 143
Working with a Team: Job Analysis Information 144
Learning an HRM Skill: Conducting the Job
Analysis 144
Enhancing Your Communication Skills 145
CHAPTER 6
Recruiting 146
Learning Outcomes 147
Introduction 148
Recruiting Goals 148
Factors That Affect Recruiting Efforts 148
Did You Know?: Something for Everyone 149
Constraints on Recruiting Efforts 149
Organization Image 149
Job Attractiveness 150
Internal Organizational Policies 150
Government Influence 150
Diversity Issues in HRM: Job Advertisements and
EEO 150
Recruiting Costs 151
Recruiting: A Global Perspective 151
Recruiting Sources 152
The Internal Search 152
Employee Referrals and Recommendations 153
External Searches 153
Advertisements 154
Employment Agencies 156
Schools, Colleges, and Universities 157
Professional Organizations 157
Unsolicited Applicants 157
Online Recruiting 157
Recruitment Alternatives 158
Temporary Help Services 159
Employee Leasing 159
Independent Contractors 159
Workplace Issues: Best Practice Ideas Applicable
to Recruitment and Hiring 160
Meeting the Organization 160
Technology Corner: Creating a Resume 161
Preparing Your Resume 161
Some Final Remarks 162
Summary 163
Visual Summary 164
Demonstrating Comprehension: Questions for
Review 166
Key Terms 166
Crossword Comprehension 166
HRM Workshop 167
Linking Concepts to Practice: Discussion
Questions 167
Developing Diagnostic and Analytical Skills 167
Case Application 6 A: Priority Staffing 167
Case Application 6 B: TEAM FUN! 168
Working with a Team: A Question of Effective
Recruiting 168
Learning an HRM Skill: Writing a Job
Advertisement 168
Enhancing Your Communication Skills 169
CHAPTER 7
Foundations of Selection 170
Learning Outcomes 171
Introduction 172
The Selection Process 172
Initial Screening 172
Completing the Application Form 173
Diversity Issues in HRM: Employer s Guide to
Application Forms and Interviews under The
Saskatchewan Human Rights Code 174
Key Issues 175
Weighted Application Forms 175
Successful Applications 176
Contents
Employment Tests 176
Performance Simulation Tests 177
Work Sampling 177
Did You Know?: Remembering EEO 177
Assessment Centers 178
Testing in a Global Arena 178
Comprehensive Interviews 178
Interview Effectiveness 178
Ethical Issues in HRM: The Stress Interview 179
Behavioral Interviews 180
Realistic Job Previews 180
Background Investigation 180
Did You Know?: Interview Questions 182
Conditional Job Offers 184
Medical/Physical Examination 184
Job Offers 185
The Comprehensive Approach 185
Workplace Issues: Avoiding Hiring Mistakes 186
Now It s Up to the Candidate 186
Selection for Self Managed Teams 187
Key Elements for Successful Predictors 188
Reliability 188
Validity 188
Content Validity 188
Construct Validity 188
Criterion Related Validity 189
Validity Analysis 190
Cut Scores and Their Impact on Hiring 190
Validity Generalization 192
Selection from a Global Perspective 192
Final Thoughts: Excelling at the Interview 193
Summary 194
Demonstrating Comprehension: Questions for
Review 195
Key Terms 195
Visual Summary 196
Crossword Comprehension 198
HRM Workshop 199
Linking Concepts to Practice: Discussion
Questions 199
Developing Diagnostic and Analytical Skills 199
Case Application 7 A: Timing of the Job Offer 199
Case Application 7 B: TEAM FUN! 200
Working with a Team: Preparing for the Interview 200
Learning an HRM Skill: Becoming an Effective
Interviewer 200
Enhancing Your Communication Skills 201
xi
PART 4 TRAINING AND
DEVELOPMENT
CHAPTER 8
Socializing, Orienting, and Developing
Employees 202
Learning Outcomes 203
Introduction 204
The Insider Outsider Passage 204
Socialization 204
Assumptions of Employee Socialization 204
Socialization Strongly Influences Employee
Performance and Organizational Stability 204
Organizational Stability Also Increases Through
Socialization 205
New Members Suffer from Anxiety 205
Socialization Does Not Occur in a Vacuum 205
Individuals Adjust to New Situations In Remarkably
Similar Ways 205
The Socialization Process 205
The Purpose of New Employee Orientation 207
Learning the Organization s Culture 207
The CEO s Role in Orientation 207
HRM s Role in Orientation 208
Employee Training 209
Diversity Issues in HRM: Training and EEO 209
Determining Training Needs 210
Training Methods 211
Employee Development 211
Employee Development Methods 212
Job Rotation 212
Assistant To Positions 212
Committee Assignment 212
Lecture Courses and Seminars 212
Simulations 213
Outdoor Training 213
Organization Development 214
What Is Change? 214
Did You Know?: Training Expenditures 214
The Calm Waters Metaphor 215
The White Water Rapids Metaphor 215
OD Methods 216
Organization Development 216
OD Techniques 216
Ethical Issues in HRM: OD Intervention 217
Workplace Issues: Playing Coach 218
A Special OD Case: The Learning Organization 218
Ml^. Contents
Evaluating Training and Development
Effectiveness 219
Evaluating Training Programs 219
Performance Based Evaluation Measures 220
Post Training Performance Method 220
Pre Post Training Performance Method 220
JF re Post Training Performance with Control Group
Method 220
International Training and Development Issues 221
Cross Cultural Training 221
Development 222
Summary 222
Demonstrating Comprehension: Questions for
Review 223
Key Terms 223
Visual Summary 224
Crossword Comprehension 226
HRM Workshop 227
Linking Concepts to Practice: Discussion Questions 227
Developing Diagnostic and Analytical Skills 227
Case Application 8 A: Delivering at UPS 227
Case Application 8 B: TEAM FUN! 227
Working with a Team: Orienting Employees 227
Learning an HRM Skill: Coaching Employees 227
Enhancing Your Communication Skills 228
CHAPTER 9
Managing Careers 230
Learning Outcomes 231
Introduction 232
What Is a Career? 233
Individual versus Organizational Perspective 234
Career Development versus Employee
Development 233
Career Development: Value for the
Organization 234
Needed Talent Will Be Available 234
The Organization s Ability to Attract and Retain
Talented Employees Improves 234
Minorities and Women Have Comparable
Opportunities for Growth and Development 234
Reduced Employee Frustration 234
Enhanced Cultural Diversity 235
Organizational Goodwill 235
Career Development: Value for the Individual 235
Mentoring and Coaching 236
Ethical Issues in HRM: Special Mentoring Programs for
Women and Minorities 238
Traditional Career Stages 238
Exploration 239
Establishment 239
Mid Career 240
Late Career 241
Decline (Late Stage) 241
Did You Know?: Where Are the Jobs? 241
Career Choices and Preferences 242
Holland Vocational Preferences 242
The Schein Anchors 243
The Myers Briggs Typologies 244
Workplace Issues: A Special Case of a Career—
Entrepreneurship 245
Enhancing Your Career 245
Summary 247
Demonstrating Comprehension: Questions for
Review 247
Visual Summary 248
Key Terms 250
Crossword Comprehension 250
HRM Workshop 250
Linking Concepts to Practice: Discussion Questions 250
Developing Diagnostic and Analytical Skills 241
Case Application 9 A: A Fudge Career 251
Case Application 9 B: TEAM FUN! 251
Working with a Team: Career Insights 252
Learning an HRM Skill: Making a Career Choice 252
Enhancing Your Communication Skills 253
PART 5 MAINTAINING HIGH
PERFORMANCE
CHAPTER 10
Establishing the Performance Management
System 254
Learning Outcomes 255
Introduction 256
Performance Management Systems 256
Purposes of a Performance Management System 256
Ethical Issues in HRM: The Inaccurate Performance
Appraisal 257
Difficulties in Performance Management Systems 258
Focus on the Individual 258
Did You Know?: Fun Facts on Performance
Evaluations 258
Focus on the Process 259
Contents
Performance Management and EEO 259
The Appraisal Process 260
Appraisal Methods 261
Evaluating Absolute Standards 261
Critical Incident Appraisal 261
Checklist Appraisal 262
Graphic Rating Scale Appraisal 262
Forced Choice Appraisal 263
Behaviorally Anchored Rating Scales 264
Relative Standards Methods 265
Group Order Ranking 265
Workplace Issues: Forced Rankings—Are They
Working? 265
Individual Ranking 266
Paired Comparison 266
Using Achieved Outcomes to Evaluate
Employees 266
Common Elements in an MBO Program 267
Does MBO Work? 267
Factors That Can Distort Appraisals 268
Leniency Error 268
Halo Error 269
Similarity Error 269
Low Appraiser Motivation 269
Central Tendency 269
Inflationary Pressures 269
Inappropriate Substitutes for Performance 270
Attribution Theory 270
Creating More Effective Performance
Management Systems 271
Use Behavior Based Measures 271
Technology Corner: Technology and the Employee
Appraisal 271
Combine Absolute and Relative Standards 272
Provide Ongoing Feedback 272
Use Multiple Raters 273
Use Peer Evaluations 273
360 Degree Appraisals 274
Rate Selectively 274
Workplace Issues: Team Performance
Appraisals 274
Train Appraisers 275
International Performance Appraisal 275
Who Performs the Evaluation? 275
Did You Know?: Performance Metrics in China 276
Evaluation Formats 276
Summary 277
Visual Summary 278
Demonstrating Comprehension: Questions for
Review 280
Key Terms 280
Crossword Comprehension 280
HRM Workshop 281
Linking Concepts to Practice: Discussion Questions 281
Developing Diagnostic and Analytical Skills 281
Case Application 10 A: Rank Em and Yank Em 281
Case Application 10 B: TEAM FUN! 282
Working with a Team: The 360 Degree Performance
Appraisal 282
Learning an HRM Skill: Conducting the Performance
Evaluation 283
Enhancing Your Communication Skills 283
CHAPTER 11
Establishing Rewards and Pay Plans 284
Learning Outcomes 285
Introduction 286
Intrinsic versus Extrinsic Rewards 286
Workplace Issues: Job Enrichment 286
Financial versus Nonfinancial Rewards 287
Performance Based versus Membership Based
Rewards 287
Compensation Administration 288
Government Influence on Compensation
Administration 288
Fair Labor Standards Act 290
Did You Know?: The Minimum Wage
Debate 290
The Civil Rights and Equal Pay Acts 291
Job Evaluation and the Pay Structure 291
Job Evaluation 291
Isolating Job Evaluation Criteria 291
Job Evaluation Methods 292
Ordering Method 292
Classification Method 292
Point Method 292
Establishing the Pay Structure 294
Compensation Surveys 294
Wage Curves 294
The Wage Structure 295
A Final Word 296
Special Cases of Compensation 296
Incentive Compensation Plans 296
Individual Incentives 296
Group Incentives 297
Plant Wide Incentives 297
~JQSL., Contents
Paying for Performance 298
Team Based Compensation 299
Executive Compensation Programs 300
Salaries of Top Managers 300
Ethical Issues in HRM: Are U.S. Executives
Overpaid? 301
Supplemental Financial Compensation 301
Supplemental Nonfinancial Compensation:
Perquisites 302
International Compensation 302
Base Pay 303
Did You Know?: Compensation in the Global
Village 303
Differentials 304
Incentives 304
Assistance Programs 304
Summary 304
Demonstrating Comprehension: Questions for
Review 305
Key Terms 305
Visual Summary 306
Crossword Comprehension 308
HRM Workshop 309
Linking Concepts to Practice: Discussion Questions 309
Developing Diagnostic and Analytical Skills 309
Case Application 11 A: Is It Merit or Not? 309
Case Application 11 B: TEAM FUN! 310
Working with a Team: Understanding Incentive Plans 310
Learning an HRM Skill: Pay for Performance
Goal Setting 310
Enhancing Your Communication Skills 311
CHAPTER 12
Employee Benefits 312
Learning Outcomes 313
Introduction 314
Costs of Providing Employee Benefits 314
Contemporary Benefits Offerings 314
Ethical Issues in HRM: Domestic Partner
Benefits 316
Legally Required Benefits 316
Social Security 316
Unemployment Compensation 316
Diversity Issues in HRM: When Employees Are Called
to Active Duty 318
Workers Compensation 318
Family and Medical Leave Act 319
Voluntary Benefits 319
Health Insurance 319
Traditional Health Insurance 319
Health Maintenance Organizations 320
Preferred Provider Organizations 320
Employer Operated Coverage 322
Health Insurance Continuation 322
The HIPAA Requirement 322
Retirement Benefits 323
Defined Benefit Plans 324
Defined Contribution Plans 324
Money Purchase Pension Plan 324
Profit Sharing Plans 324
Individual Retirement Accounts 325
Roth IRAs 325
401 (k)s 325
Workplace Issues: Revising the Stock Option
Plan 326
Other Retirement Income Vehicles 326
Paid Time Off 327
Vacation and Holiday Leave 327
Did You Know?: Benefits Around the Globe 327
Disability Insurance Programs 328
Survivor Benefits 329
Group Term Life Insurance 329
Travel Insurance 329
The Service Side of Benefits 330
An Integrative Perspective on Employee Benefits 330
Flexible Spending Accounts 331
Modular Plans 331
Core Plus Options Plans 332
Summary 332
Demonstrating Comprehension: Questions for
Review 333
Key Terms 333
Visual Summary 334
Crossword Comprehension 336
HRM Workshop 337
Linking Concepts to Practice: Discussion Questions 337
Developing Diagnostic and Analytical Skills 337
Case Application 12 A: A Perky Way to
Productivity 337
Case Application 12 B: TEAM FUN! 337
Working with a Team: Benefit Selections 338
Learning an HRM Skill: Calculating a Long Term Disability
Payment 339
Enhancing Your Communication Skills 339
Contents
CHAPTER 13
Ensuring a Safe and Healthy Work
Environment 340
Learning Outcomes 341
Introduction 342
The Occupational Safety and Health Act 342
OSHA Enforcement Priorities 342
OSHA Record Keeping Requirements 345
Technology Corner: OSHA Compliance 345
OSHA Punitive Actions 348
OSHA: A Critique 349
Workplace Issues: OSHA and Needlesticks 349
Job Safety Programs 350
Causes of Accidents 353
Preventive Measures 353
Ensuring Job Safety 353
A Safety Issue: Workplace Violence 354
Maintaining a Healthy Work Environment 355
The Smoke Free Environment 355
Ethical Issues in HRM: Safety and Health
Programs 356
Repetitive Stress Injuries 356
Stress 357
Defining Stress 357
Common Causes of Stress 358
Symptoms of Stress 358
Did You Know?: Employees Wasting Time at
Work 359
Reducing Stress 359
A Special Case of Stress: Burnout 360
Causes and Symptoms of Burnout 360
Reducing Burnout 360
Employee Assistance Programs 360
A Brief History of EAPs 361
EAPs Today 361
Wellness Programs/Disease Management 362
Workplace Issues: The Obese Need Not Apply 362
International Safety and Health 363
International Health Issues 363
International Safety Issues 364
Summary 365
Demonstrating Comprehension: Questions for
Review 365
Visual Summary 366
Key Terms 368
_JQL.
Crossword Comprehension 368
HRM Workshop 369
Linking Concepts to Practice: Discussion Questions 369
Developing Diagnostic and Analytical Skills 369
Case Application 13 A: Protection OSHA Style 369
Case Application 13 B: TEAM FUN! 370
Working with a Team: Health and Safety 370
Learning an HRM Skill: Developing Safety Skills 371
Enhancing Your Communication Skills 371
PART 6 LABOR MANAGEMENT
ENVIRONMENTS
CHAPTER 14
Understanding Labor Relations and Collective
Bargaining 372
Learning Outcomes 373
Introduction 374
Why Employees Join Unions 375
Higher Wages and Benefits 375
Greater Job Security 375
Influence over Work Rules 375
Compulsory Membership 375
Upsets with Management 377
Labor Legislation 377
The Wagner Act 377
The Taft Hartley Act 378
Other Laws Affecting Labor Management
Relations 379
Diversity Issues in HRM: Unions and EEO 379
The Railway Labor Act of 1926 380
Landrum Griffin Act of 1959 380
Executive Orders 10988 and 11491 380
Racketeer Influenced and Corrupt Organizations Act
(RICO) of 1970 381
Civil Service Reform Act of 1978 381
Unionizing Employees 381
Workplace Issues: The Union Drive 382
Collective Bargaining 383
Objective and Scope of Collective Bargaining 383
Collective Bargaining Participants 384
The Collective Bargaining Process 384
Preparing to Negotiate 384
Negotiating at the Bargaining Table 385
Contract Administration 385
Failure to Reach Agreement 387
«,«^L Contents
Strikes versus Lockouts 387
Ethical Issues In HRM: The Striker Replacement
Dilemma 388
Impasse Resolution Techniques 388
Critical Issues for Unions Today 389
Union Membership: Where Have the Members
Gone? 389
Workplace Issues: The Union Summer 391
Labor Management Cooperation 391
Public Sector Unionization 392
Unionizing the Nontraditional Employee 392
Do You Know?: Is There Addition by
Subtraction? 393
International Labor Relations 393
Differing Perspectives Toward Labor Relations 394
The European Community 395
Summary 395
Visual Summary 396
Demonstrating Comprehension: Questions for
Review 398
Key Terms 398
Crossword Comprehension 399
HRM Workshop 400
Linking Concepts to Practice: Discussion Questions 400
Developing Diagnostic and Analytical Skills 400
Case Application 14 A: Hockey on Ice 400
Case Application 14 B: TEAM FUN! 401
Working with a Team: Handling a Grievance 401
Learning an HRM Skill: Negotiation Skills 402
Enhancing Your Communication Skills 402
ENDNOTES 403
GLOSSARY 429
COMPANY INDEX 435
SUBJECT INDEX 439
|
| adam_txt |
Brief Contents
PART 1 UNDERSTANDING HRM
i
! 1 Strategic Implications of a Dynamic HRM Environment 2
j 2 Fundamentals of HRM 30
I PART 2 THE LEGAL AND ETHICAL CONTEXT OF HRM
: 3 Equal Employment Opportunity 58
; 4 Employee Rights and HR Communications 88
PART 3 STAFFING THE ORGANIZATION
5 Human Resource Planning and Job Analysis 122
6 Recruiting 146
7 Foundations of Selection 170
PART 4 TRAINING AND DEVELOPMENT
8 Socializing, Orienting, and Developing Employees 202
9 Managing Careers 230
PART 5 MAINTAINING HIGH PERFORMANCE
10 Establishing the Performance Management System 254
11 Establishing Rewards and Pay Plans 284
12 Employee Benefits 312
13 Ensuring a Safe and Healthy Work Environment 340
PART 6 LABOR MANAGEMENT ENVIRONMENTS
14 Understanding Labor Relations and Collective Bargaining 372
Endnotes 403
Glossary 429
Company Index 435
Subject Index 439
v
Contents
PART 1 UNDERSTANDING HRM
CHAPTER 1
Strategic Implications of a Dynamic HRM
Environment 2
Learning Outcomes 3
Introduction 4
Understanding Cultural Environments 4
The Changing World of Technology 5
What Is a Knowledge Worker? 6
Why the Emphasis on Technology? 7
How Technology Affects HRM Practices 7
Recruiting 7
Technology Corner: HRM Changing Times 8
Employee Selection 8
Training and Development 8
Ethical Issues in HRM: Invasion of Privacy? 9
Ethics and Employee Rights 9
Motivating Knowledge Workers 9
Paying Employees Market Value 10
Communications 10
Workplace Issues: What Is This Thing Called a
Blog? 10
Decentralized Work Sites 11
Skill Levels 11
A Legal Concern 11
Workforce Diversity 11
Did You Know?: International Diversity 12
The Workforce Today 12
Workplace Issues: Diversity Awareness 13
How Diversity Affects HRM 13
What Is a Work/Life Balance? 14
Did You Know?: Work/Life Issues 14
The Labor Supply 15
Do We Have a Shortage of Skilled Labor? 15
Why Do Organizations Lay Off During Shortages? 15
How Do Organizations Balance Labor Supply? 16
Issues Contingent Workers Create for HRM 17
Continuous Improvement Programs 19
Work Process Engineering 19
How HRM Can Support Improvement Programs 20
How HRM Assists in Work Process Engineering 20
Employee Involvement 20
How Organizations Involve Employees 21
Employee Involvement Implications for HRM 21
A Look at Ethics 22
Summary 22
Demonstrating Comprehension: Questions for
Review 23
Visual Summary 24
Key Terms 26
Crossword Comprehension 26
HRM Workshop 27
Linking Concepts to Practice: Discussion Questions 27
Developing Diagnostic and Analytical Skills 27
Case Application 1 A: Work/Life Balance at Baxter 27
Case Application 1 B: TEAM FUN! 27
Working with a Team: Understanding Diversity Issues 28
Learning an HRM Skill: Guidelines for Acting
Ethically 28
Enhancing Your Communication Skills 29
CHAPTER 2
Fundamentals of HRM 30
Learning Outcomes 30
Introduction 32
Did You Know?: A Management Recap 32
Why Is HRM Important to an Organization? 33
The Strategic Nature 34
HRM Certification 34
How External Influences Affect HRM 35
Technology Corner: HRM Basics 35
The HRM Strategic Environment 36
Governmental Legislation 36
Labor Unions 36
Management Thought 36
Staffing Function Activities 38
Goals of the Training and Development Function 39
The Motivation Function 40
How Important Is the Maintenance Function? 41
vii
)dlL» Contents
Translating HRM Functions into Practice 41
Employment 41
Training and Development 42
Compensation and Benefits 43
Did You Know?: Global Labor Costs 43
Employee Relations 44
Top Management Commitment 45
Effective Upward Communication 45
Determining What to Communicate 45
Ethical Issues in HRM: Purposefully Distorting
Information 46
Allowing for Feedback 46
Information Sources 46
Does HRM Really Matter? 47
Conclusion 47
HRM in an Entrepreneurial Enterprise 48
HRM in a Global Village 49
HR and Corporate Ethics 49
Summary 50
Demonstrating Comprehension: Questions for
Review 51
Key Terms 51
Visual Summary 52
Crossword Comprehension 54
HRM Workshop 54
Linking Concepts to Practice: Discussion Questions 54
Developing Diagnostic and Analytical Skills 55
Case Application 2 A: Nine to Five No More 55
Case Application 2 B: TEAM FUN! 55
Working with a Team: Making a Layoff Decision 56
Learning an HRM Skill: HR Certification 56
Enhancing Your Communication Skills 57
PART 2 THE LEGAL AND ETHICAL
CONTEXT OF HRM
CHAPTER 3
Equal Employment Opportunity 58
Learning Outcomes 59
Introduction 60
Laws Affecting Discriminatory Practices 60
The Importance of the Civil Rights Act of 1964 60
Affirmative Action Plans 61
Adverse Impact 62
What Other Laws Affect Discrimination Practices? 66
Age Discrimination in Employment Act of 1967 64
The Pregnancy Discrimination Act of 1978 64
The Americans with Disabilities Act of 1990 65
The Family and Medical Leave Act of 1993 65
Relevant Executive Orders 66
Technology Corner: Dealing with the Legal Side of
HRM 67
The Civil Rights Act of 1991 67
Guarding Against Discrimination Practices 67
Determining Potential Discriminatory
Practices 67
Did You Know?: Is a Problem Brewing? 68
The 4/5ths Rule 68
Restricted Policy 69
Geographical Comparisons 69
McDonnell Douglas Test 69
Responding to an EEO Charge 69
Business Necessity 70
Bona Fide Occupational Qualifications 70
Seniority Systems 70
Selected Relevant Supreme Court Cases 71
Cases Concerning Discrimination 71
Cases Concerning Reverse Discrimination 72
Ethical Issues in HRM: English Only Rules 74
Enforcing Equal Opportunity Employment 74
The Role of the EEOC 74
Office of Federal Contract Compliance Program
(OFCCP) 75
HRM in a Global Environment 75
Current Issues in Employment Law 76
What Is Sexual Harassment? 76
Did You Know?: Mackenzie v. Miller—The Final
Words 78
Are Women Reaching the Top of
Organizations? 78
Workplace Issues: If It's Offensive . 79
Summary 80
Demonstrating Comprehension: Questions for
Review 81
Key Terms 81
Visual Summary 82
Crossword Comprehension 84
HRM Workshop 85
Linking Concepts to Practice: Discussion Questions 85
Developing Diagnostic and Analytical Skills 85
Case Application 3 A: When Oversight Fails 85
Case Application 3 B: TEAM FUN! 86
Working with a Team: What's Your Perception? 86
Learning an HRM Skill: Investigating a Harassment
Complaint 86
Enhancing Your Communication Skills 87
Contents
CHAPTER 4
Employee Rights and HR Communications 88
Learning Outcomes 89
Introduction 90
Employee Rights Legislation and Its HRM
Implications 90
The Privacy Act of 1974: HRM Requirements 90
The Drug Free Workplace Act of 1988 and HRM 91
The Polygraph Protection Act of 1988 92
The Worker Adjustment and Retraining Notification
Act of 1988 and HRM 92
Current Issues Regarding Employee Rights 94
Drug Testing 94
Did You Know?: Why Organizations Drug Test 95
Honesty Tests 96
Whistle Blowing 96
Employee Monitoring and Workplace Security 97
Workplace Romance 98
The Employment at Will Doctrine 98
Exceptions to the Doctrine 99
Contractual Relationship 99
Statutory Considerations 99
Public Policy Violation 99
Implied Employment Contract 99
Breach of Good Faith 100
Discipline and Employee Rights 100
What Is Discipline? 100
Factors to Consider When Disciplining 100
Workplace Issues: Managers Should Be Prepared Before
Disciplining Employees 101
Disciplinary Guidelines 102
Disciplinary Actions 104
Written Verbal Warning 105
Written Warning 105
Suspension 105
Dismissal 106
Employees and Spirituality 106
Why the Emphasis on Spirituality in Today's
Organizations? 106
What Does a Spiritual Organization Look Like? 106
HRM and Spirituality 107
Employee Counseling 107
Using Employee Communications to Enhance Employee
Rights 108
Why Use an Employee Handbook? 108
Using Information Technology for Employee
Communications 110
Ethical Issues in HRM: Complete Information 110
Networked Communication 110
Wireless Communications 111
Complaint Procedures 112
Why Companies Support Suggestion Programs 113
Summary 113
Demonstrating Comprehension: Questions for
Review 115
Key Terms 115
Visual Summary 116
Crossword Comprehension 118
HRM Workshop 119
Linking Concepts to Practice: Discussion Questions 119
Developing Diagnostic and Analytical Skills 119
Case Application 4 A: Off the Job Behaviors 119
Case Application 4 B: TEAM FUN! 120
Working with a Team: Dealing in Gray Areas 120
Learning an HRM Skill: Guidelines for Counseling
Employees 121
Enhancing Your Communication Skills 121
PART 3 STAFFING THE
ORGANIZATION
CHAPTER 5
Human Resource Planning and Job Analysis 122
Learning Outcomes 123
Introduction 124
An Organizational Framework 124
Ethical Issues in HRM: Competitive Intelligence 125
Linking Organizational Strategy to Human Resource
Planning 126
Assessing Current Human Resources 127
Human Resource Information Systems 127
Succession Planning 128
Determining the Demand for Labor 129
Predicting the Future Labor Supply 129
Where Will We Find Workers? 130
Matching Labor Demand and Supply 130
Job Analysis 132
Job Analysis Methods 132
Observation Method 132
Individual Interview Method 132
Group Interview Method 132
Structured Questionnaire Method 132
Technical Conference Method 132
Diary Method 132
. JL—, Contents
Structured Job Analyses Techniques 133
The Department of Labor's Job Analysis
Process 133
Technology Corner: Employee Database
Requirements 134
Position Analysis Questionnaire 135
Purpose of Job Analysis 136
Job Descriptions 136
Job Specifications 137
Job Evaluations 137
The Multifaceted Nature of Job Analysis 137
Job Analysis and the Changing World of Work 138
Summary 138
Demonstrating Comprehension: Questions for
Review 139
Key Terms 139
Visual Summary 140
Crossword Comprehension 142
HRM Workshop 143
Linking Concepts to Practice: Discussion Questions 143
Developing Diagnostic and Analytical Skills 143
Case Application 5 A: MS Woes 143
Case Application 5 B: TEAM FUN! 143
Working with a Team: Job Analysis Information 144
Learning an HRM Skill: Conducting the Job
Analysis 144
Enhancing Your Communication Skills 145
CHAPTER 6
Recruiting 146
Learning Outcomes 147
Introduction 148
Recruiting Goals 148
Factors That Affect Recruiting Efforts 148
Did You Know?: Something for Everyone 149
Constraints on Recruiting Efforts 149
Organization Image 149
Job Attractiveness 150
Internal Organizational Policies 150
Government Influence 150
Diversity Issues in HRM: Job Advertisements and
EEO 150
Recruiting Costs 151
Recruiting: A Global Perspective 151
Recruiting Sources 152
The Internal Search 152
Employee Referrals and Recommendations 153
External Searches 153
Advertisements 154
Employment Agencies 156
Schools, Colleges, and Universities 157
Professional Organizations 157
Unsolicited Applicants 157
Online Recruiting 157
Recruitment Alternatives 158
Temporary Help Services 159
Employee Leasing 159
Independent Contractors 159
Workplace Issues: "Best Practice" Ideas Applicable
to Recruitment and Hiring 160
Meeting the Organization 160
Technology Corner: Creating a Resume 161
Preparing Your Resume 161
Some Final Remarks 162
Summary 163
Visual Summary 164
Demonstrating Comprehension: Questions for
Review 166
Key Terms 166
Crossword Comprehension 166
HRM Workshop 167
Linking Concepts to Practice: Discussion
Questions 167
Developing Diagnostic and Analytical Skills 167
Case Application 6 A: Priority Staffing 167
Case Application 6 B: TEAM FUN! 168
Working with a Team: A Question of Effective
Recruiting 168
Learning an HRM Skill: Writing a Job
Advertisement 168
Enhancing Your Communication Skills 169
CHAPTER 7
Foundations of Selection 170
Learning Outcomes 171
Introduction 172
The Selection Process 172
Initial Screening 172
Completing the Application Form 173
Diversity Issues in HRM: Employer's Guide to
Application Forms and Interviews under The
Saskatchewan Human Rights Code 174
Key Issues 175
Weighted Application Forms 175
Successful Applications 176
Contents
Employment Tests 176
Performance Simulation Tests 177
Work Sampling 177
Did You Know?: Remembering EEO 177
Assessment Centers 178
Testing in a Global Arena 178
Comprehensive Interviews 178
Interview Effectiveness 178
Ethical Issues in HRM: The Stress Interview 179
Behavioral Interviews 180
Realistic Job Previews 180
Background Investigation 180
Did You Know?: Interview Questions 182
Conditional Job Offers 184
Medical/Physical Examination 184
Job Offers 185
The Comprehensive Approach 185
Workplace Issues: Avoiding Hiring Mistakes 186
Now It's Up to the Candidate 186
Selection for Self Managed Teams 187
Key Elements for Successful Predictors 188
Reliability 188
Validity 188
Content Validity 188
Construct Validity 188
Criterion Related Validity 189
Validity Analysis 190
Cut Scores and Their Impact on Hiring 190
Validity Generalization 192
Selection from a Global Perspective 192
Final Thoughts: Excelling at the Interview 193
Summary 194
Demonstrating Comprehension: Questions for
Review 195
Key Terms 195
Visual Summary 196
Crossword Comprehension 198
HRM Workshop 199
Linking Concepts to Practice: Discussion
Questions 199
Developing Diagnostic and Analytical Skills 199
Case Application 7 A: Timing of the Job Offer 199
Case Application 7 B: TEAM FUN! 200
Working with a Team: Preparing for the Interview 200
Learning an HRM Skill: Becoming an Effective
Interviewer 200
Enhancing Your Communication Skills 201
xi
PART 4 TRAINING AND
DEVELOPMENT
CHAPTER 8
Socializing, Orienting, and Developing
Employees 202
Learning Outcomes 203
Introduction 204
The Insider Outsider Passage 204
Socialization 204
Assumptions of Employee Socialization 204
Socialization Strongly Influences Employee
Performance and Organizational Stability 204
Organizational Stability Also Increases Through
Socialization 205
New Members Suffer from Anxiety 205
Socialization Does Not Occur in a Vacuum 205
Individuals Adjust to New Situations In Remarkably
Similar Ways 205
The Socialization Process 205
The Purpose of New Employee Orientation 207
Learning the Organization's Culture 207
The CEO's Role in Orientation 207
HRM's Role in Orientation 208
Employee Training 209
Diversity Issues in HRM: Training and EEO 209
Determining Training Needs 210
Training Methods 211
Employee Development 211
Employee Development Methods 212
Job Rotation 212
Assistant To Positions 212
Committee Assignment 212
Lecture Courses and Seminars 212
Simulations 213
Outdoor Training 213
Organization Development 214
What Is Change? 214
Did You Know?: Training Expenditures 214
The Calm Waters Metaphor 215
The White Water Rapids Metaphor 215
OD Methods 216
Organization Development 216
OD Techniques 216
Ethical Issues in HRM: OD Intervention 217
Workplace Issues: Playing Coach 218
A Special OD Case: The Learning Organization 218
Ml^. Contents
Evaluating Training and Development
Effectiveness 219
Evaluating Training Programs 219
Performance Based Evaluation Measures 220
Post Training Performance Method 220
Pre Post Training Performance Method 220
JF're Post Training Performance with Control Group
Method 220
International Training and Development Issues 221
Cross Cultural Training 221
Development 222
Summary 222
Demonstrating Comprehension: Questions for
Review 223
Key Terms 223
Visual Summary 224
Crossword Comprehension 226
HRM Workshop 227
Linking Concepts to Practice: Discussion Questions 227
Developing Diagnostic and Analytical Skills 227
Case Application 8 A: Delivering at UPS 227
Case Application 8 B: TEAM FUN! 227
Working with a Team: Orienting Employees 227
Learning an HRM Skill: Coaching Employees 227
Enhancing Your Communication Skills 228
CHAPTER 9
Managing Careers 230
Learning Outcomes 231
Introduction 232
What Is a Career? 233
Individual versus Organizational Perspective 234
Career Development versus Employee
Development 233
Career Development: Value for the
Organization 234
Needed Talent Will Be Available 234
The Organization's Ability to Attract and Retain
Talented Employees Improves 234
Minorities and Women Have Comparable
Opportunities for Growth and Development 234
Reduced Employee Frustration 234
Enhanced Cultural Diversity 235
Organizational Goodwill 235
Career Development: Value for the Individual 235
Mentoring and Coaching 236
Ethical Issues in HRM: Special Mentoring Programs for
Women and Minorities 238
Traditional Career Stages 238
Exploration 239
Establishment 239
Mid Career 240
Late Career 241
Decline (Late Stage) 241
Did You Know?: Where Are the Jobs? 241
Career Choices and Preferences 242
Holland Vocational Preferences 242
The Schein Anchors 243
The Myers Briggs Typologies 244
Workplace Issues: A Special Case of a Career—
Entrepreneurship 245
Enhancing Your Career 245
Summary 247
Demonstrating Comprehension: Questions for
Review 247
Visual Summary 248
Key Terms 250
Crossword Comprehension 250
HRM Workshop 250
Linking Concepts to Practice: Discussion Questions 250
Developing Diagnostic and Analytical Skills 241
Case Application 9 A: A Fudge Career 251
Case Application 9 B: TEAM FUN! 251
Working with a Team: Career Insights 252
Learning an HRM Skill: Making a Career Choice 252
Enhancing Your Communication Skills 253
PART 5 MAINTAINING HIGH
PERFORMANCE
CHAPTER 10
Establishing the Performance Management
System 254
Learning Outcomes 255
Introduction 256
Performance Management Systems 256
Purposes of a Performance Management System 256
Ethical Issues in HRM: The Inaccurate Performance
Appraisal 257
Difficulties in Performance Management Systems 258
Focus on the Individual 258
Did You Know?: Fun Facts on Performance
Evaluations 258
Focus on the Process 259
Contents
Performance Management and EEO 259
The Appraisal Process 260
Appraisal Methods 261
Evaluating Absolute Standards 261
Critical Incident Appraisal 261
Checklist Appraisal 262
Graphic Rating Scale Appraisal 262
Forced Choice Appraisal 263
Behaviorally Anchored Rating Scales 264
Relative Standards Methods 265
Group Order Ranking 265
Workplace Issues: Forced Rankings—Are They
Working? 265
Individual Ranking 266
Paired Comparison 266
Using Achieved Outcomes to Evaluate
Employees 266
Common Elements in an MBO Program 267
Does MBO Work? 267
Factors That Can Distort Appraisals 268
Leniency Error 268
Halo Error 269
Similarity Error 269
Low Appraiser Motivation 269
Central Tendency 269
Inflationary Pressures 269
Inappropriate Substitutes for Performance 270
Attribution Theory 270
Creating More Effective Performance
Management Systems 271
Use Behavior Based Measures 271
Technology Corner: Technology and the Employee
Appraisal 271
Combine Absolute and Relative Standards 272
Provide Ongoing Feedback 272
Use Multiple Raters 273
Use Peer Evaluations 273
360 Degree Appraisals 274
Rate Selectively 274
Workplace Issues: Team Performance
Appraisals 274
Train Appraisers 275
International Performance Appraisal 275
Who Performs the Evaluation? 275
Did You Know?: Performance Metrics in China 276
Evaluation Formats 276
Summary 277
Visual Summary 278
Demonstrating Comprehension: Questions for
Review 280
Key Terms 280
Crossword Comprehension 280
HRM Workshop 281
Linking Concepts to Practice: Discussion Questions 281
Developing Diagnostic and Analytical Skills 281
Case Application 10 A: Rank 'Em and Yank 'Em 281
Case Application 10 B: TEAM FUN! 282
Working with a Team: The 360 Degree Performance
Appraisal 282
Learning an HRM Skill: Conducting the Performance
Evaluation 283
Enhancing Your Communication Skills 283
CHAPTER 11
Establishing Rewards and Pay Plans 284
Learning Outcomes 285
Introduction 286
Intrinsic versus Extrinsic Rewards 286
Workplace Issues: Job Enrichment 286
Financial versus Nonfinancial Rewards 287
Performance Based versus Membership Based
Rewards 287
Compensation Administration 288
Government Influence on Compensation
Administration 288
Fair Labor Standards Act 290
Did You Know?: The Minimum Wage
Debate 290
The Civil Rights and Equal Pay Acts 291
Job Evaluation and the Pay Structure 291
Job Evaluation 291
Isolating Job Evaluation Criteria 291
Job Evaluation Methods 292
Ordering Method 292
Classification Method 292
Point Method 292
Establishing the Pay Structure 294
Compensation Surveys 294
Wage Curves 294
The Wage Structure 295
A Final Word 296
Special Cases of Compensation 296
Incentive Compensation Plans 296
Individual Incentives 296
Group Incentives 297
Plant Wide Incentives 297
~JQSL., Contents
Paying for Performance 298
Team Based Compensation 299
Executive Compensation Programs 300
Salaries of Top Managers 300
Ethical Issues in HRM: Are U.S. Executives
Overpaid? 301
Supplemental Financial Compensation 301
Supplemental Nonfinancial Compensation:
Perquisites 302
International Compensation 302
Base Pay 303
Did You Know?: Compensation in the Global
Village 303
Differentials 304
Incentives 304
Assistance Programs 304
Summary 304
Demonstrating Comprehension: Questions for
Review 305
Key Terms 305
Visual Summary 306
Crossword Comprehension 308
HRM Workshop 309
Linking Concepts to Practice: Discussion Questions 309
Developing Diagnostic and Analytical Skills 309
Case Application 11 A: Is It Merit or Not? 309
Case Application 11 B: TEAM FUN! 310
Working with a Team: Understanding Incentive Plans 310
Learning an HRM Skill: Pay for Performance
Goal Setting 310
Enhancing Your Communication Skills 311
CHAPTER 12
Employee Benefits 312
Learning Outcomes 313
Introduction 314
Costs of Providing Employee Benefits 314
Contemporary Benefits Offerings 314
Ethical Issues in HRM: Domestic Partner
Benefits 316
Legally Required Benefits 316
Social Security 316
Unemployment Compensation 316
Diversity Issues in HRM: When Employees Are Called
to Active Duty 318
Workers' Compensation 318
Family and Medical Leave Act 319
Voluntary Benefits 319
Health Insurance 319
Traditional Health Insurance 319
Health Maintenance Organizations 320
Preferred Provider Organizations 320
Employer Operated Coverage 322
Health Insurance Continuation 322
The HIPAA Requirement 322
Retirement Benefits 323
Defined Benefit Plans 324
Defined Contribution Plans 324
Money Purchase Pension Plan 324
Profit Sharing Plans 324
Individual Retirement Accounts 325
Roth IRAs 325
401 (k)s 325
Workplace Issues: Revising the Stock Option
Plan 326
Other Retirement Income Vehicles 326
Paid Time Off 327
Vacation and Holiday Leave 327
Did You Know?: Benefits Around the Globe 327
Disability Insurance Programs 328
Survivor Benefits 329
Group Term Life Insurance 329
Travel Insurance 329
The Service Side of Benefits 330
An Integrative Perspective on Employee Benefits 330
Flexible Spending Accounts 331
Modular Plans 331
Core Plus Options Plans 332
Summary 332
Demonstrating Comprehension: Questions for
Review 333
Key Terms 333
Visual Summary 334
Crossword Comprehension 336
HRM Workshop 337
Linking Concepts to Practice: Discussion Questions 337
Developing Diagnostic and Analytical Skills 337
Case Application 12 A: A Perky Way to
Productivity 337
Case Application 12 B: TEAM FUN! 337
Working with a Team: Benefit Selections 338
Learning an HRM Skill: Calculating a Long Term Disability
Payment 339
Enhancing Your Communication Skills 339
Contents
CHAPTER 13
Ensuring a Safe and Healthy Work
Environment 340
Learning Outcomes 341
Introduction 342
The Occupational Safety and Health Act 342
OSHA Enforcement Priorities 342
OSHA Record Keeping Requirements 345
Technology Corner: OSHA Compliance 345
OSHA Punitive Actions 348
OSHA: A Critique 349
Workplace Issues: OSHA and Needlesticks 349
Job Safety Programs 350
Causes of Accidents 353
Preventive Measures 353
Ensuring Job Safety 353
A Safety Issue: Workplace Violence 354
Maintaining a Healthy Work Environment 355
The Smoke Free Environment 355
Ethical Issues in HRM: Safety and Health
Programs 356
Repetitive Stress Injuries 356
Stress 357
Defining Stress 357
Common Causes of Stress 358
Symptoms of Stress 358
Did You Know?: Employees Wasting Time at
Work 359
Reducing Stress 359
A Special Case of Stress: Burnout 360
Causes and Symptoms of Burnout 360
Reducing Burnout 360
Employee Assistance Programs 360
A Brief History of EAPs 361
EAPs Today 361
Wellness Programs/Disease Management 362
Workplace Issues: The Obese Need Not Apply 362
International Safety and Health 363
International Health Issues 363
International Safety Issues 364
Summary 365
Demonstrating Comprehension: Questions for
Review 365
Visual Summary 366
Key Terms 368
_JQL.
Crossword Comprehension 368
HRM Workshop 369
Linking Concepts to Practice: Discussion Questions 369
Developing Diagnostic and Analytical Skills 369
Case Application 13 A: Protection OSHA Style 369
Case Application 13 B: TEAM FUN! 370
Working with a Team: Health and Safety 370
Learning an HRM Skill: Developing Safety Skills 371
Enhancing Your Communication Skills 371
PART 6 LABOR MANAGEMENT
ENVIRONMENTS
CHAPTER 14
Understanding Labor Relations and Collective
Bargaining 372
Learning Outcomes 373
Introduction 374
Why Employees Join Unions 375
Higher Wages and Benefits 375
Greater Job Security 375
Influence over Work Rules 375
Compulsory Membership 375
Upsets with Management 377
Labor Legislation 377
The Wagner Act 377
The Taft Hartley Act 378
Other Laws Affecting Labor Management
Relations 379
Diversity Issues in HRM: Unions and EEO 379
The Railway Labor Act of 1926 380
Landrum Griffin Act of 1959 380
Executive Orders 10988 and 11491 380
Racketeer Influenced and Corrupt Organizations Act
(RICO) of 1970 381
Civil Service Reform Act of 1978 381
Unionizing Employees 381
Workplace Issues: The Union Drive 382
Collective Bargaining 383
Objective and Scope of Collective Bargaining 383
Collective Bargaining Participants 384
The Collective Bargaining Process 384
Preparing to Negotiate 384
Negotiating at the Bargaining Table 385
Contract Administration 385
Failure to Reach Agreement 387
«,«^L Contents
Strikes versus Lockouts 387
Ethical Issues In HRM: The Striker Replacement
Dilemma 388
Impasse Resolution Techniques 388
Critical Issues for Unions Today 389
Union Membership: Where Have the Members
Gone? 389
Workplace Issues: The Union Summer 391
Labor Management Cooperation 391
Public Sector Unionization 392
Unionizing the Nontraditional Employee 392
Do You Know?: Is There Addition by
Subtraction? 393
International Labor Relations 393
Differing Perspectives Toward Labor Relations 394
The European Community 395
Summary 395
Visual Summary 396
Demonstrating Comprehension: Questions for
Review 398
Key Terms 398
Crossword Comprehension 399
HRM Workshop 400
Linking Concepts to Practice: Discussion Questions 400
Developing Diagnostic and Analytical Skills 400
Case Application 14 A: Hockey on Ice 400
Case Application 14 B: TEAM FUN! 401
Working with a Team: Handling a Grievance 401
Learning an HRM Skill: Negotiation Skills 402
Enhancing Your Communication Skills 402
ENDNOTES 403
GLOSSARY 429
COMPANY INDEX 435
SUBJECT INDEX 439 |
| any_adam_object | 1 |
| any_adam_object_boolean | 1 |
| author | DeCenzo, David A. 1955- Robbins, Stephen P. 1943- |
| author_GND | (DE-588)124203981 (DE-588)124203973 |
| author_facet | DeCenzo, David A. 1955- Robbins, Stephen P. 1943- |
| author_role | aut aut |
| author_sort | DeCenzo, David A. 1955- |
| author_variant | d a d da dad s p r sp spr |
| building | Verbundindex |
| bvnumber | BV022298228 |
| 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)255575781 (DE-599)BVBBV022298228 |
| 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 |
| discipline_str_mv | Wirtschaftswissenschaften |
| edition | 9. ed. |
| format | Book |
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| genre | (DE-588)4151278-9 Einführung gnd-content |
| genre_facet | Einführung |
| id | DE-604.BV022298228 |
| illustrated | Illustrated |
| index_date | 2024-07-02T16:54:09Z |
| indexdate | 2024-08-01T10:51:53Z |
| institution | BVB |
| isbn | 047000794X 9780470007945 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-015508266 |
| oclc_num | 255575781 |
| open_access_boolean | |
| owner | DE-863 DE-BY-FWS DE-473 DE-BY-UBG DE-Aug4 DE-2070s |
| owner_facet | DE-863 DE-BY-FWS DE-473 DE-BY-UBG DE-Aug4 DE-2070s |
| physical | XXV, 456 S. Ill., graph. Darst. |
| publishDate | 2007 |
| publishDateSearch | 2007 |
| publishDateSort | 2007 |
| publisher | Wiley |
| record_format | marc |
| spellingShingle | DeCenzo, David A. 1955- Robbins, Stephen P. 1943- Fundamentals of human resource management Personnel management Personalpolitik (DE-588)4045269-4 gnd |
| subject_GND | (DE-588)4045269-4 (DE-588)4151278-9 |
| title | Fundamentals of human resource management |
| title_auth | Fundamentals of human resource management |
| title_exact_search | Fundamentals of human resource management |
| title_exact_search_txtP | Fundamentals of human resource management |
| title_full | Fundamentals of human resource management David A. DeCenzo ; Stephen P.Robbins |
| title_fullStr | Fundamentals of human resource management David A. DeCenzo ; Stephen P.Robbins |
| title_full_unstemmed | Fundamentals of human resource management David A. DeCenzo ; Stephen P.Robbins |
| title_short | Fundamentals of human resource management |
| title_sort | fundamentals of human resource management |
| topic | Personnel management Personalpolitik (DE-588)4045269-4 gnd |
| topic_facet | Personnel management Personalpolitik Einführung |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=015508266&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| work_keys_str_mv | AT decenzodavida fundamentalsofhumanresourcemanagement AT robbinsstephenp fundamentalsofhumanresourcemanagement |
Inhaltsverzeichnis
THWS Würzburg Zentralbibliothek Lesesaal
| Signatur: |
1000 QV 578 D292(9)st |
|---|---|
| Exemplar 1 | ausleihbar Verfügbar Bestellen |