An Introduction to Human Resource Management

by Stredwick, John

• ISBN13: 9780750645805
• ISBN10: 0750645806
• Edition: 1st
• Format: Paperback
• Copyright: 2000-08-01
• Publisher: Butterworth-Heinemann

Summary

Ideal for those studying HRM for the first time, this straightforward and accessible text takes the reader through both practical and theoretical aspects of the subject. Designed to be used concurrently with semester based teaching, this interactive text has a coherent learning structure consisting of: * Each chapter beginning with a set of aims to guide readers into each new learning section * Activities and Review Questions for seminars or individual assignments * A combination of real life and fictional case studies with activities to illustrate the range and nature of HR work and reinforce learning * Legal issues and examples of the latest research are highlighted where appropriate to encourage awareness * References, further reading and Internet sites * A lecturer's supplement accompanies the text

Author Biography

John Stredwick is Senior Lecturer at Luton Business School and is a consultant

Table of Contents

Preface	xiii
Introduction	1	(28)
The economic and business context	3	(3)
Origins of human resource management	6	(3)
The Humane Bureaucrat	7	(1)
The Consensus Negotiator	7	(1)
The Manpower Analyst	8	(1)
The Organization Man	8	(1)
The Human Resource Manager	8	(1)
The role of human resources - early stages	9	(2)
Personnel and Human Resource Management - is there a difference?	11	(4)
Contradiction in the models	15	(2)
The role of human resources today	17	(6)
Human Resource Planning Manager	18	(1)
Equal Opportunities Manager	18	(1)
Recruitment and Selection Manager	18	(1)
Employee Relations Manager	18	(1)
Compensation and Benefits Manager	19	(1)
Training Manager	19	(1)
Health and Safety Manager	19	(1)
International Human Resources Manager	20	(1)
Human Resources Manager	20	(3)
The relationship between human resources and line management	23	(2)
Auditing and benchmarking human resources performance	23	(2)
Summary	25	(1)
References	26	(1)
Further reading	27	(2)
Human resource planning	29	(25)
Reasons for lack of planning	31	(1)
Purpose of human resource planning	32	(2)
Dimensions of HR planning	33	(1)
Planning for specific purposes	34	(2)
Carrying out human resource planning	36	(9)
The numerical or `hard' aspects	36	(1)
Assessment future demand	36	(4)
Assessment future internal supply	40	(3)
Assessment of external supply	43	(2)
Producing the human resource plan	45	(7)
Summary	52	(1)
References	52	(1)
Further reading	53	(1)
Equal opportunities and managing diversity	54	(34)
The business case for equal opportunities	56	(4)
Equal opportunities legislation	60	(4)
Sex Discrimination Act 1975	60	(1)
Race Relations Act 1976	61	(1)
Disability Discrimination Act 1995	62	(2)
Equal Pay Act 1970	64	(1)
Remedies for the employee	64	(1)
Defining discrimination	65	(3)
Direct discrimination	66	(1)
Indirect discrimination	66	(1)
Victimization	67	(1)
Harassment	67	(1)
Approaches to equal opportunities policy	68	(3)
Implications for equal opportunities practice	71	(13)
Finding out the facts	72	(1)
Generating and communicating EO strategy and policies	72	(1)
Recruitment and selection	73	(2)
Retention policies	75	(1)
Disability requirements	76	(1)
Health and safety	76	(1)
Performance management issues	77	(1)
Handling harassment and bullying	77	(2)
Equal pay issues	79	(1)
Age discrimination	79	(1)
Monitoring and evaluation - the role of human resources	80	(4)
Summary	84	(1)
References	85	(1)
Further reading	86	(2)
Recruitment	88	(39)
Drafting a recruitment policy	89	(1)
Does a vacancy exist?	89	(2)
Do away with the work altogether	90	(1)
Automate the work	90	(1)
Contract-out the work	90	(1)
Reorganize the work	90	(1)
Reorganize the laws	90	(1)
Defining the details of the vacancy	91	(11)
Job analysis	92	(1)
Job description	93	(2)
Job profile	95	(1)
Person specification	96	(4)
Using a competency framework	100	(2)
Selecting the employment package	102	(1)
Attracting the applicants	102	(22)
Internal candidates	105	(1)
Using third parties	106	(2)
Designing and placing advertisements	108	(4)
Providing information to applicants	112	(1)
The application form	113	(5)
Other methods of attracting applicants	118	(1)
Innovative recruitment methods	118	(2)
Who carries out the recruitment and selection process	120	(4)
Summary	124	(1)
References	125	(1)
Further reading	125	(2)
Selection	127	(38)
Aim of selection	128	(2)
Systems approach or Processual approach	129	(1)
Steps in the selection process	130	(1)
Short-listing	130	(3)
Biodata	133	(1)
Selection testing	133	(9)
Ability tests	134	(1)
Aptitude tests	135	(2)
Personality tests	137	(4)
What makes a good test?	141	(1)
Interviewing the candidates	142	(11)
Problems associated with interviewing	142	(2)
Who carries out the interview	144	(2)
Interviewing technique	146	(5)
Structured interviews	151	(2)
Assessment centres	153	(2)
Choosing the successful candidate	155	(1)
Obtaining references	156	(1)
Offering the position	157	(2)
Evaluating the selection process	159	(3)
Summary	162	(1)
References	162	(1)
Further reading	163	(2)
Effective ways of working	165	(31)
Motivating employees	166	(5)
Motivation theory	168	(2)
Summing up motivation	170	(1)
Flexible working practices	171	(15)
The Flexible Firm	171	(2)
Temporal flexibility	173	(5)
Numerical flexibility	178	(1)
Geographical flexibility	178	(5)
Occupational flexibility	183	(1)
Policies that support flexibility	184	(2)
Summing up flexibility	186	(1)
Total Quality Management	187	(2)
Teamworking	189	(3)
Summary	192	(1)
References	193	(2)
Further reading	195	(1)
Relationships with employees	196	(39)
Workplace negotiating	197	(7)
Trade unions	197	(1)
The role of management	198	(4)
Third parties	202	(1)
Role of the government	203	(1)
Negotiating and bargaining	203	(1)
Involvement and participation	204	(5)
Individual approaches	205	(1)
Collective approaches - works councils	206	(3)
Dealing with individual sources of conflict - grievance, discipline and dismissal	209	(12)
Grievances	210	(1)
Discipline	211	(4)
Dismissal	215	(6)
Redundancy and its implications	221	(9)
Summary	230	(1)
References	231	(1)
Further reading	232	(3)
Performance management	235	(38)
The purpose of performance management	237	(2)
What should the process be called?	239	(1)
Performance management in practice	239	(1)
Stages in the performance management framework	240	(26)
Raising performance through performance agreements	240	(3)
Measuring performance	243	(10)
Providing feedback	253	(12)
Outcomes of the performance management process	265	(1)
Operational issues	266	(3)
The need to consult	266	(1)
Training for participants	266	(1)
Teams or individuals	266	(3)
Summary	269	(1)
References	270	(1)
Further reading	271	(2)
Rewarding employees	273	(36)
Strategic elements of reward	274	(5)
The influence of motivation theory	279	(1)
Component parts of the reward package	279	(2)
Designing basic pay structures	281	(14)
Job evaluation	281	(8)
Market tracking	289	(1)
Equal pay	290	(1)
Salary structures - conventional and broad-banded	290	(1)
Criticisms of formal job evaluation schemes	291	(2)
How broad-banding works	293	(2)
Paying for performance	295	(6)
Performance Related Pay	297	(4)
Skills-based pay and competence-based pay	301	(1)
Benefits	302	(3)
Summary	305	(1)
References	306	(1)
Further reading	307	(2)
Learning and development - theory and practice	309	(30)
How people learn	311	(4)
The learning organization	314	(1)
Training aims and objectives	315	(1)
The four-stage training cycle	315	(4)
Specialized training arrangements	319	(9)
Induction	319	(3)
Team building	322	(1)
Mentoring	323	(1)
Action learning	324	(1)
Continuous (or Continuing) professional development	325	(1)
Sales training	325	(2)
Adult learning	327	(1)
Management development	328	(1)
Government initiatives to help learning and development	328	(7)
Training and Enterprise Councils	329	(1)
NVQs	329	(1)
National training targets	330	(1)
Modern apprenticeships	331	(1)
National Traineeships	332	(1)
New Deal	332	(1)
Investors in People	332	(3)
Summary	335	(1)
References	336	(1)
Further reading	337	(2)
Health, safety and welfare	339	(27)
Legal interventions	342	(8)
Origins of legislation	342	(1)
Health and Safety at Work Act	343	(4)
The Health and Safety Commission and Health and Safety Executive	347	(1)
Control of Substances Hazardous to Health Regulations (COSHH) 1988	347	(1)
Regulations arising from European Union Directives	348	(2)
Reporting of Diseases and Dangerous Occurrences Regulations (RIDDOR) 1995	350	(1)
Enforcing the law	350	(3)
External authorities	350	(2)
Internal authorities	352	(1)
Risk assessment	353	(1)
Welfare issues and policies	354	(5)
Physical provision	356	(1)
Occupational stress	356	(2)
Employee Assistance Programmes	358	(1)
Role of human resources	359	(4)
Formulating policies and procedures	360	(2)
Designing, providing and recording health and safety training	362	(1)
Liaising with the safety inspectorate	362	(1)
Summary	363	(1)
References	364	(1)
Further reading	365	(1)
An international perspective	366	(21)
International cultural differences	368	(2)
Global comparisons	370	(1)
Aspects of the legal framework	370	(1)
Specific regions	371	(5)
Japan	371	(2)
Europe	373	(2)
Tiger economies	375	(1)
Organizing human resources for internationalization	376	(7)
Role of human resources	377	(1)
Staffing considerations	378	(5)
Summary	383	(1)
References	384	(1)
Further reading	385	(2)
Author index	387	(2)
Subject index	389