Advantage Books: Human Resource Management Essential Perspectives

by Mathis, Robert L.; Jackson, John H.

• ISBN13: 9780324361780
• ISBN10: 0324361785
• Edition: 4th
• Format: Paperback
• Copyright: 2006-03-10
• Publisher: South-Western College Pub

Summary

HUMAN RESOURCE MANAGEMENT: ESSENTIAL PERSPECTIVES is the perfect guide for anyone preparing for the HR certification exam. This text offers you practical coverage of basic concepts, as well as a "managerial perspectives" at the beginning of each chapter that will encourage you to apply the concepts you have learned.

Table of Contents

CHAPTER 1 Changing Nature of Human Resource Management	1	(18)
Nature of Human Resource Management	1	(3)
HR Activities
HR in Organizations
Human Capital and HR
Human Resources as a Core Competency
HR Management Challenges	4	(2)
Globalization of Business
Economic and Technological Changes
Workforce Demographics and Diversity
HR Management Roles	6	(1)
Administrative Role of HR
Operational and Employee Advocate Role for HR
Strategic Role for HR
HR Technology	7	(1)
Ethics and HR Management	8	(1)
HR Management as a Career Field
Nature of Strategic HR Management	8	(2)
Organizational Productivity and HR Efforts
Organizational Effectiveness and Financial Contributions of HR
Customer Service and Quality Linked to HR Strategies
Organizational Culture and Organizational Effectiveness
Human Resource Planning	10	(2)
HR Planning Process
Scanning the External Environment	12	(1)
Assessing the Internal Workforce	12	(1)
Jobs and Skills Audit
Organizational Capabilities Inventory
Forecasting HR Supply and Demand	13	(2)
Forecasting the Demand for Human Resources
Forecasting the Supply of Human Resources
Succession Planning Managing a Human Resources Surplus
HR Planning in Mergers and Acquisitions
Measuring HR Effectiveness Using HR Metrics	15	(4)
Measures of Strategic HR Effectiveness
HR Measurement and Benchmarking
HR Audit
CHAPTER 2 Organization/Individual Relations and Retention	19	(14)
Individual/Organizational Relationships	19	(2)
The Psychological Contract
Job Satisfaction, Loyalty, and Commitment
Loyalty and Organizational Commitment
Employee Absenteeism	21	(1)
Types of Absenteeism
HR Metrics: Measuring Absenteeism
Controlling Absenteeism
Employee Turnover	22	(2)
Types of Turnover
HR METRICS: Measuring Turnover
Individual Employee Performance	24	(1)
Individual Performance Factors
Individual Motivation
Management Implications for Motivating Individual Performance
Retention of Human Resources	25	(5)
Characteristics of the Employer and Retention
Job Design, Work and Retention
Job Design, Work Schedules, and Telework
Career Opportunities and Retention
Rewards and Retention
Employee Relationships and Retention
Managing Retention	30	(3)
Retention Measurement and Assessment
Determining Retention Management Actions
Retention Evaluation and Follow-Up
CHAPTER 3 Equal Employment	33	(14)
Equal Employment Opportunity Concepts	33	(1)
Major Equal Employment Laws	34	(4)
Civil Rights Act of 1964, Title VII
Civil Rights Act of 1991
Executive Orders 11246, 11375, and 11478
Affirmative Action
Uniform Guidelines on Employee Selection Procedures
Validity and Equal Employment	38	(1)
EEO Compliance	39	(3)
Sex/Gender Discrimination
Americans with Disabilities Act
Age, Race, and Other Types of Discrimination	42	(2)
Age Discrimination
Other Types of Discrimination
Managing Diversity	44	(3)
CHAPTER 4 Staffing	47	(18)
Nature of Job Analysis	47	(2)
Task-Based Job Analysis
Competency-Based Job Analysis
Conducting the Job Analysis
Job Analysis and the Americans with Disabilities Act (ADA)
Job Analysis and Wage/Hour Regulations
Job Descriptions and Job Specifications	49	(1)
Strategic Approach to Recruiting	50	(1)
Labor Markets and Recruiting Decisions
Training of Recruiters
Regular versus Flexible Staffing
Internal Recruiting	51	(1)
Job Posting
Promotions and Transfers
Employee-Focused Recruiting
External Recruiting Sources	52	(1)
Internet Recruiting	53	(1)
E-Recruiting Methods
Advantages and Disadvantages of Internet Recruiting
Recruiting Evaluation and Metrics	54	(1)
Evaluating the Cost of Recruiting
Selection and Placement	55	(2)
Criteria, Predictors, and Job Performance
The Selection Process	57	(3)
Applicant Job Interest
Pre-employment Screening
Application Forms
Immigration Forms
Selection Testing
Ability Tests
Personality Tests
Honesty/Integrity Tests
Selection Interviewing	60	(1)
Structured Interviews
Less-Structured Interviews
Problems in the Interview
Background Investigation	61	(1)
Sources of Background Information
Making the Job Offer	62	(3)
CHAPTER 5 Training and Developing Human Resources	65	(18)
Nature of Training	65	(2)
Organizational Competitiveness and Training
Performance Consulting
Training and Organizational Strategy
Training Process	67	(2)
Training Needs Assessment
Establishing Training Objectives and Priorities
Training Design
Transfer of Training
Training Categories	69	(1)
Training Delivery	70	(2)
Internal Training
External Training
E-learning: Online Training
Training Approaches
Training Evaluation	72	(2)
Levels of Evaluation
Training Evaluation Metrics
Training for Global Assignments	74	(1)
Careers and Career Planning	74	(3)
Career Planning Perspectives
Organization-Centered Career Planning
Career Transitions and HR
Global Career Development
Late-Career/Retirement Issues
Women and Careers
Special Career Issues for Organizations and Individuals	77	(1)
Career Plateaus
Technical and Professional Workers
Dual-Career Couples
Developing Human Resources	78	(1)
Developing Specific Capabilities/Competencies
Lifelong Learning
Redevelopment
Company Web Sites and Career Development
Development Needs Analyses	79	(1)
Assessment Centers
Psychological Testing
Performance Appraisals
Succession Planning	80	(1)
Succession Planning Process
Choosing a Development Approach	81	(2)
Job-Site Development Approaches
Off-Site Development Approaches
Management Development
CHAPTER 6 Performance Management and Appraisal	83	(18)
Nature of Performance Management	83	(1)
Difference between Performance Management and Performance Appraisals
Performance-Focused Organizational Culture	84	(1)
Executive Commitment to Performance Management
Identifying and Measuring Employee Performance	85	(2)
Types of Performance Information
Relevance of Performance Criteria
Performance Standards
Legal and Effective Performance Appraisal Processes	87	(2)
Legal Concerns and Performance Appraisals
Uses of Performance Appraisals
WHO Conducts Appraisals?	89	(3)
Supervisory Rating of Subordinates
Employee Rating of Managers
Team/Peer Rating
Self-Rating
Outsider Rating Multisource/360° Feedback
Methods for Appraising Performance	92	(3)
Category Scaling Methods
Comparative Methods
Narrative Methods
Management by Objectives
Combinations of Methods
Training of Managers and Employees	95	(2)
Rater Errors
Appraisal Feedback	97	(4)
Appraisal Interview
Reactions of Managers
Reactions of Appraised Employees
Effective Performance Management
CHAPTER 7 Compensation Strategies and Practices	101	(18)
Types of Compensation	101	(1)
Base Pay
Variable Pay
Benefits
Compensation Philosophies	102	(1)
Entitlement Philosophy
Performance Philosophy
Compensation System Design Issues	103	(3)
Global Compensation Issues
Market Competitiveness and Compensation
Competency-Based Pay
Individual versus Team Rewards
Compensation Fairness
Legal Constraints on Pay Systems	106	(2)
Fair Labor Standards Act (FLSA)
Independent Contractor Regulations
State and Local Laws
Garnishment Laws
Development of a Base Pay System	108	(3)
Valuing Jobs with Job Evaluation Methods
Valuing Jobs Using Market Pricing
Pay Surveys
Pay Structures	111	(1)
Pay Grades
Pay Ranges
Individual Pay	111	(1)
Pay Compression
Determining Pay Increases	112	(2)
Pay Adjustment Matrix
Seniority/COLAS/LSI
Executive Compensation	114	(5)
Global Executive Compensation
Elements of Executive Compensation
Reasonableness of Executive Compensation
CHAPTER 8 Variable Pay and Benefits	119	(20)
Variable Pay: Incentives for Performance	119	(3)
Measuring the Success of Variable Pay Plans
Successes and Failures of Variable Pay Plans
Individual Incentives	121	(1)
Piece-Rate Systems
Bonuses
Special Incentive Programs
Sales Compensation	122	(1)
Types of Sales Compensation Plans
Sales Compensation Challenges
Group/Team Incentives	123	(3)
Design of Group/Team Incentive Plans
Problems with Group/Team Incentives
Successes and Failures of Group/Team Incentives
Types of Group/Team Incentives
Organizational Incentives	126	(1)
Profit Sharing
Employee Stock Plans
Strategic Perspectives on Benefits	127	(1)
Benefits as Competitive Advantage
Benefits and Workforce Attraction/Retention
Benefits Design
Types of Benefits	127	(1)
Government-Mandated Benefits
Voluntary Benefits
Security Benefits	128	(1)
Workers' Compensation
Unemployment Compensation
Severance Pay
Retirement Benefits	129	(2)
Retirement Benefits and Age Discrimination
Social Security
Pension Plans
Health-Care Benefits	131	(2)
Increases in Health Benefits Costs
Controlling Health-Care Benefits Costs
Health-Care Legislation
Financial Benefits	133	(1)
Family-Oriented Benefits	134	(1)
Family and Medical Leave Act
Benefits for Domestic Partners
Time-off and Other Miscellaneous Benefits	135	(1)
Benefits Administration	135	(4)
Benefits Communication
HR Technology and Benefits
Flexible Benefits
CHAPTER 9 Employee Relations	139	(18)
Health, Safety, and Security	139	(1)
Legal Requirements for Safety and Health	140	(1)
Workers' Cosmpensation
Americans with Disabilities Act and Safety Issues
Child Labor Laws
Occupational Safety and Health Act	141	(2)
OSHA Enforcement Standards
Ergonomics and OSHA
OSHA Recordkeeping Requirements
OSHA Inspections
Critique of OSHA Inspection Efforts
Safety Management	143	(2)
Organizational Commitment and a Safety Culture
Safety Policies, Discipline, and Recordkeeping
Safety Training and Communication
Safety Committees
Inspection, Investigation, and Evaluation
Employee Health	145	(2)
Workplace Health Issues
Health Promotion
Security Concerns at Work	147	(1)
Workplace Violence
Security Management
Employee Screening and Selection
Rights and Responsibilities Issues	148	(2)
Employment Contracts
Implied Contracts
Rights Affecting the Employment Relationship	150	(1)
Employment-at-Will
Wrongful Discharge
Alternative Dispute Resolution
Balancing Employer Security Concerns and Employee Rights	151	(3)
Employees' Free Speech Rights
Workplace Monitoring
HR Policies, Procedures, and Rules	154	(3)
Employee Handbooks
Employee Discipline
Discharge: The Final Disciplinary Step
CHAPTER 10 Labor Relations	157	(16)
Nature of Unions	157	(2)
Why Employees Unionize
Global Labor Union Issues
Union Membership in the United States	159	(2)
Public-Sector Unionism
Reasons for U.S. Union Membership Decline
Basic Labor Law: "National Labor Code"	161	(2)
Wagner Act (National Labor Relations Act)
Taft-Hartley Act (Labor-Management Relations Act)
Landrum-Griffin Act (Labor-Management Reporting and Disclosure Act)
Civil Service Reform Act of 1978
Unionization Process	163	(2)
Organizing Campaign
Authorization Cards
Representation Election	165	(1)
Certification and Decertification
Contract Negotiation (Collective Bargaining)
Collective Bargaining	166	(1)
Collective Bargaining Process	167	(2)
Preparation and Initial Demands
Continuing Negotiations
Settlement and Contract Agreement
Bargaining Impasse
Strikes and Lockouts
Union
Management Cooperation
Employee Involvement Programs
Unions and Employee Ownership
Grievance Management	169	(4)
Grievance Procedures
Steps in a Grievance Procedure
APPENDIX A Major Federal Equal Employment Opportunity Laws and Regulations	173	(2)
APPENDIX B Guidelines to Lauful and Unlawful PreEmployment Inquiries	175	(2)
APPENDIX C SampleJob Description	177	(2)
APPENDIX D Effective Interviewing	179	(2)
APPENDIX E Legal Do's and Don'ts for Managers During the Unionization	181	(2)
Glossary	183	(12)
Index	195