Human Resource Management Essential Perspectives

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

• ISBN13: 9780324107586
• ISBN10: 0324107587
• Edition: 2nd
• Format: Paperback
• Copyright: 2001-03-08
• 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

Strategic Human Resources Management and Planning	1	(16)
HR Management Challenges	1	(2)
Economic and Technological Change
Occupational Shifts
Workforce Availability and Quality
Demographics and Diversity
Balancing Work and Family
Organizational Restructuring
HR Management Activities	3	(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	(2)
HR as Employee Advocate
Roles of HR Management
Ethics and HR Management
HR Management Competencies and Careers
Organizational Strategies and HR Planning	8	(5)
Scanning the External Environment
Internal Assessment of Organizational Workforce
Human Resource Information Systems
Forecasting
Managing a Human Resource Surplus	13	(4)
Workforce Reductions and the WARN Act
Downsizing
Organizational Performance and Global Effectiveness	17	(18)
Organizational and Global Productivity	17	(2)
Global Competitiveness and Productivity
Organizations and Productivity
Increasing Productivity
Quality and Productivity
Service
Individual/Organizational Relationships	19	(2)
The Psychological Contract
Productivity and Job Design	21	(1)
Consequences of Job Design
Teams and Jobs
Advantages and Disadvantages of Team Jobs
Job Satisfaction and Organizational Commitment	22	(2)
Absenteeism
Turnover
Assessing HR Effectiveness	24	(2)
HR Audits
Employee Attitude Surveys
Exit Interviews
HR Performance and Benchmarking
Global Human Resource Management	26	(2)
Legal and Political Factors
Economic Factors
Cultural Factors
Types of Global Organizations	28	(1)
Importing and Exporting
Multinational Enterprises
Global Organizations
International Staffing and Training	29	(2)
Types of International Employees
Selection for International Assignments
International Training and Development
International Compensation and Other Activities	31	(4)
International Security and Terrorism
Global Labor-Management Relations
Equal Employment Opportunity	35	(14)
Diversity	35	(3)
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	(1)
Equal Employment Opportunity and Affirmative Action	39	(3)
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	(1)
``No-Disparate-Impact'' Approach
Job-Related Validation Approach
Gender Discrimination and Sexual Harassment	43	(2)
Sexual Harassment
Pregnancy Discrimination
Equal Pay and Pay Equity
The ``Glass Ceiling''
Age Discrimination	45	(1)
Americans with Disabilities Act (ADA)	46	(1)
Essential Job Functions
Reasonable Accommodation
Undue Hardship
Other Bases of Discrimination	47	(2)
Immigration Reform and Control Act (IRCA)
Religious Discrimination
Sexual Orientation
Veterans' Employment Rights
Military Employment Rights
Job Analysis	49	(12)
Nature of Job Analysis	49	(2)
Work Analysis
Task-Based Job Analysis
Competency Approach to Job Analysis
Uses of Job Analysis	51	(4)
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	(1)
Observation
Interviews
Questionnaires
Computerized Job Analysis
The Job Analysis Process	56	(2)
Planning
Preparation and Introduction
Conducting the Job Analysis
Job Descriptions and Job Specifications	58	(3)
Job Description Components
Writing Job Descriptions
Writing Job Specifications
Staffing	61	(14)
Planning and Strategic Decisions about Recruiting	62	(2)
Internal versus External Recruiting
Flexible Staffing
Internal Recruiting	64	(1)
Job Posting and Bidding
Promotion and Transfer
Current Employee Referrals
Recruiting Former Employees and Applicants
Internal Recruiting Database
External Recruiting	65	(2)
Schools
Colleges and Universities
Media Sources
Trade and Competitive Sources
Employment Agencies
Executive Search Firms
Internet Recruiting
Recruiting Evaluation	67	(1)
Nature of Selection	67	(2)
Criteria, Predictors, and Job Performance
Legal Concerns
Selection Responsibilities
The Selection Process	69	(4)
Reception and Job Preview
Interest Screening
Application Forms
Selection Testing
Selection Interviewing
Background Investigation	73	(2)
Legal Constraints
Medical Examinations
Drug Testing
Training and Development	75	(14)
Nature of Training	75	(2)
Types of Internal Training
External Training
Web-Based Training
Learning Principles: The Psychology of Learning	77	(1)
Intention to Learn
Whole Learning
Reinforcement
Behavior Modification
Immediate Confirmation
Learning Practice
Transfer of Training
Orientation: Training for New Employees	78	(1)
Organizational Overview
Establishing an Effective Orientation System
Systems Approach to Training	79	(3)
Training Needs Assessment
Implementing Training
Evaluation of Training
Human Resource Development	82	(3)
The HR Development Process
Succession Planning
Development Approaches
Management Development
Careers	85	(4)
Organization-Centered vs. Individual-Centered Career Planning
Dual Career Paths for Technical and Professional Workers
Dual-Career Couples
Retirement
Managing and Appraising Performance	89	(14)
Identifying and Measuring Employee Performance	89	(4)
Job Criteria and Information Types
Potential Criteria Problems
Performance Standards
The Nature and Uses of Performance Appraisal	93	(3)
Informal versus Systematic Appraisal
Who Conducts Appraisals?
Methods for Appraising Performance	96	(5)
Category Rating Methods
Comparative Methods
Narrative Methods
Behavioral
Objectives Methods
Rater Errors
Appraisal Feedback
Performance Appraisals and the Law	101	(2)
Effective Performance Management
Compensation	103	(18)
The Nature of Compensation	103	(2)
Base Pay
Variable Pay
Benefits
Strategic Compensation	105	(2)
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	(3)
Fair Labor Standards Act (FLSA)
Independent Contractor Regulations
Equal Pay and Pay Equity
Wage and Salary Administration	110	(1)
Pay Policies
Unions and Compensation
Developing a Base Pay System	111	(6)
Job Evaluation
Pay Surveys
Pay Structures
Individual Pay Issues
Executive Compensation	117	(4)
The Role of the Board of Directors in Executive Compensation
Criticism of Executive Compensation
``Golden Parachutes'' for Executives
Variable Pay and Benefits	121	(14)
Variable Pay: Incentives for Performance	121	(2)
Guidelines for Variable Pay Plans
Individual Incentives	123	(1)
Bonuses
Special Individual Incentive Programs
Sales Compensation and Incentives
Team-Based Incentives	124	(2)
Types of Team Incentives
Distributing Team Incentives
Problems with Team Incentives
Successful Team Incentives
Gainsharing
Organizational Incentives	126	(1)
Profit Sharing
Employee Stock Ownership Plans (ESOPs)
Benefits	127	(1)
Security Benefits	128	(1)
Retirement Benefits	129	(1)
Pension Plans
Individual Retirement Benefit Options
Health-Care Benefits	129	(2)
Managed Care
Health-Care Legislation
Other Benefits	131	(1)
Insurance Benefits
Family-Oriented Benefits
Time-Off Benefits
Benefits Administration	132	(3)
Benefits Communication
Flexible Benefits
Employee Relations	135	(18)
Health, Safety, and Security	135	(2)
Workers' Compensation
Child Labor Laws
Americans with Disabilities Act
Occupational Safety and Health Act	137	(2)
OSHA Inspections
Record-Keeping Requirements
Evaluating the Effects of OSHA
Safety Management	139	(1)
Components of Effective Safety Management Programs
Issues in Safety and Health	140	(2)
Individuals and Safety
Health	142	(2)
Smoking at Work
Substance Abuse
Wellness Programs
Employee Assistance Programs (EAPs)
Security	144	(1)
Employee Rights and Responsibilities	145	(1)
Rights Affecting the Employment Relationship	145	(2)
Employment-at-Will (EAW)
Just Cause
Due Process
Balancing Employer Security Concerns and Employee Rights	147	(2)
Monitoring of E-Mail and Voice Mail
Video Surveillance
The Drug-Free Workplace Act of 1988
HR Policies, Procedures, and Rules	149	(1)
Guidelines for an Employee Handbook
Employee Discipline	150	(3)
Approaches to Discipline
Union-Management Relations	153	(16)
When Management Faces a Union	153	(1)
Why Employees Unionize
Unions in the United States	154	(3)
Union Decline Worldwide
Public-Sector Unionism
The History of American Unions	157	(1)
The ``National Labor Code''	157	(2)
Wagner Act (National Labor Relations Act)
Taft-Hartley Act (Labor-Management Relation Act)
Landrum-Griffin Act (Labor-Management Reporting and Disclosure Act)
The Process of Unionizing	159	(5)
Collective Bargaining
Bargaining Impasse
Strikes and Lockouts
Management's Choice: Cooperate or Stay Nonunion	164	(1)
Cooperation and Employee Involvement
Staying Nonunion
Grievance Management	165	(4)
Steps in a Grievance Procedure
APPENDIX A Content Outline of the HR Body of Knowledge	169	(8)
APPENDIX B Important Organizations in HR Management	177	(4)
Associations	177	(2)
U.S. Department of Labor Agencies	179	(1)
Other Government Agencies	179	(2)
APPENDIX C Current Literature in HR Management	181	(6)
A. Research-Oriented Journals	181	(2)
B. Management-Oriented Journals	183	(1)
C. Abstracts & Indices	184	(3)
APPENDIX D Major Federal Equal Employment Opportunity Laws and Regulations	187	(2)
APPENDIX E Guidelines to Lawful and Unlawful Preemployment Inquiries	189	(2)
APPENDIX F Sample Job Description and Specifications	191	(2)
Glossary	193	(8)
Index	201