HRM textbook

More documents

Recommendations

Info

348 PART 3 TRAINING AND DEVELOPMENT Video Title: Performance Management (California Health Foundation) SYNOPSIS Kim Galvin, the human resources director of the California Health Foundation, explains the nature of the company s performance management system. The employee appraisal system is open-ended and includes just a few general categories, covering the employees past performance with respect to their objectives set at the previous year s appraisal, and their future goals in the company. Discussion Questions 1. Specifically what type of appraisal tool does the company seem to be using, based on what you read in Chapter 9? How would you modify it? 2. What you think of the idea of getting anonymous third-party feedback on the employee? Why? 3. Why does Kim Galvin think that, besides the human resources director, only an employee and his or her manager should review the employee s performance review? What (if any) is the drawback of not having the supervisor s own manager review the appraisal? Would you require some type of review, and why? 4. Suppose, as Kim Galvin says, you have an employee who is very well liked but not meeting the job expectations. What would you do? 5. How does the California Health Foundation handle employees who may be candidates for future promotion? Video Title: Appraising (Hautelook) SYNOPSIS Performance appraisal can be performed both by employees and by their supervisors. The online clothing retail company Hautelook conducts evaluations by both a formal and an informal process. Informal evaluations can happen at any time during the year, whereas formal evaluations are in January, with an informal mid-year review in July. Hautelook has an informal culture, where managers have an open-door policy and employees are encouraged to have regular discussions with managers as to their performance, as well as to self-evaluate their own performance continually. Hautelook rewards employees in various ways, such as by recognition, raises, bonuses, and promotions. Filling positions by internal promotion is strongly emphasized, and employees are encouraged to think about how they might advance their position in the company in the future. Discussion Questions 1. What appraisal tool or tools would you recommend using at Hautelook, and why? 2. What do you think of how Hautelook handled its attendance problem? Was this an appraisal or a discipline problem? What difference would it make in how you handle the problem? 3. Which appraisal problems from Chapter 9 would help to explain the fairness and accuracy issues that sometimes arise in the company s appraisals? 4. From what you ve seen in this video, what exactly would you do to turn Hautelook s appraisal process into more of a performance management process?
CHAPTER 10 EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERS 349 Video Title: Appraising (The Weather Channel) SYNOPSIS Employee appraisals at The Weather Channel are recommended to be done on an ongoing, continual basis so that an employee always knows where he or she stands as far as what is expected and how well he or she is doing. This way, the employee can look forward to performance reviews instead of dreading them. The idea is that the appraisals will be a confirmation of the progress the employee has been making. An employee is recognized not just for what he or she has achieved during the appraisal year, but for the ways in which his or her goals were accomplished. The employee can thereby have opportunities identified for building on his or her previous performance and better progress within the company. Discussion Questions 1. From what Ms. Taylor says, does The Weather Channel really use a performance management process? Why do you conclude that? 2. How, specifically, does a firm s performance management process support its training process? 3. How would you reduce the anxiety and stress of an appraisal, based on what you read in Chapter 9? 4. How exactly would you appraise the employees competencies ? What tools would you use specifically, and why?
Page 2 and 3:
HUMAN THIRTEENTH EDITION RESOURCE M
Page 4:
DEDICATED TO SAMANTHA AND TAYLOR
Page 8 and 9:
C O N T E N T S Preface xxiii Ackno
Page 10 and 11:
CONTENTS IX Departmental Managers S
Page 12 and 13:
CONTENTS XI Recruiting Source Use a
Page 14 and 15:
CONTENTS XIII PART THREE TRAINING A
Page 16 and 17:
CONTENTS XV Talent Management and E
Page 18 and 19:
CONTENTS XVII INCENTIVES FOR SALESP
Page 20 and 21:
CONTENTS XIX HR AS A PROFIT CENTER:
Page 22 and 23:
CONTENTS XXI INDIVIDUAL AND GROUP A
Page 24 and 25:
P R E F A C E Human Resource Manage
Page 26 and 27:
PREFACE XXV This edition again cont
Page 28:
A C K N O W L E D G M E N T S Every
Page 31 and 32:
LEARNING OBJECTIVES 1. Explain what
Page 33 and 34:
CHAPTER 1 INTRODUCTION TO HUMAN RES
Page 35 and 36:
Page 37 and 38:
Page 39 and 40:
Page 41 and 42:
Page 43 and 44:
Page 45 and 46:
Page 47 and 48:
Page 49 and 50:
Page 51 and 52:
Page 53 and 54:
Page 55 and 56:
Page 57 and 58:
Page 59 and 60:
LEARNING OBJECTIVES 1. Explain the
Page 61 and 62:
CHAPTER 2 EQUAL OPPORTUNITY AND THE
Page 63 and 64:
Page 65 and 66:
Page 67 and 68:
Page 69 and 70:
Page 71 and 72:
Page 73 and 74:
Page 75 and 76:
Page 77 and 78:
Page 79 and 80:
Page 81 and 82:
Page 83 and 84:
Page 85 and 86:
Page 87 and 88:
Page 89 and 90:
Page 91 and 92:
Page 93 and 94:
Page 95 and 96:
Page 97 and 98:
Page 99 and 100:
LEARNING OBJECTIVES 1. Explain why
Page 101 and 102:
CHAPTER 3 HUMAN RESOURCE MANAGEMENT
Page 103 and 104:
Page 105 and 106:
Page 107 and 108:
Page 109 and 110:
Page 111 and 112:
Page 113 and 114:
Page 115 and 116:
Page 117 and 118:
Page 119 and 120:
Page 121 and 122:
Page 123 and 124:
Page 125 and 126:
Page 127 and 128:
Page 129 and 130:
Page 131 and 132:
Page 133 and 134:
CHAPTER 4 JOB ANALYSIS AND THE TALE
Page 135 and 136:
Page 137 and 138:
Page 139 and 140:
Page 141 and 142:
Page 143 and 144:
Page 145 and 146:
Page 147 and 148:
Page 149 and 150:
Page 151 and 152:
Page 153 and 154:
Page 155 and 156:
Page 157 and 158:
Page 159 and 160:
Page 161 and 162:
Page 163 and 164:
Page 165 and 166:
LEARNING OBJECTIVES 1. List the ste
Page 167 and 168:
CHAPTER 5 PERSONNEL PLANNING AND RE
Page 169 and 170:
Page 171 and 172:
Page 173 and 174:
Page 175 and 176:
Page 177 and 178:
Page 179 and 180:
Page 181 and 182:
Page 183 and 184:
Page 185 and 186:
Page 187 and 188:
Page 189 and 190:
Page 191 and 192:
Page 193 and 194:
Page 195 and 196:
Page 197 and 198:
Page 199 and 200:
Page 201 and 202:
Page 203 and 204:
Page 205 and 206:
CHAPTER 6 EMPLOYEE TESTING AND SELE
Page 207 and 208:
Page 209 and 210:
Page 211 and 212:
Page 213 and 214:
Page 215 and 216:
Page 217 and 218:
Page 219 and 220:
Page 221 and 222:
Page 223 and 224:
Page 225 and 226:
Page 227 and 228:
Page 229 and 230:
Page 231 and 232:
Page 233 and 234:
Page 235 and 236:
Page 237 and 238:
Page 239 and 240:
Page 241 and 242:
LEARNING OBJECTIVES 1. List the mai
Page 243 and 244:
CHAPTER 7 INTERVIEWING CANDIDATES 2
Page 245 and 246:
Page 247 and 248:
Page 249 and 250:
Page 251 and 252:
Page 253 and 254:
Page 255 and 256:
Page 257 and 258:
Page 259 and 260:
Page 261 and 262:
Page 263 and 264:
Page 265 and 266:
Page 267 and 268:
Page 269 and 270:
Page 271 and 272:
LEARNING OBJECTIVES 1. Summarize th
Page 273 and 274:
CHAPTER 8 TRAINING AND DEVELOPING E
Page 275 and 276:
Page 277 and 278:
Page 279 and 280:
Page 281 and 282:
Page 283 and 284:
Page 285 and 286:
Page 287 and 288:
Page 289 and 290:
Page 291 and 292:
Page 293 and 294:
Page 295 and 296:
Page 297 and 298:
Page 299 and 300:
Page 301 and 302:
Page 303 and 304:
Page 305 and 306:
Page 307 and 308:
Page 309 and 310:
Page 311 and 312:
LEARNING OBJECTIVES 1. Define perfo
Page 313 and 314:
CHAPTER 9 PERFORMANCE MANAGEMENT AN
Page 315 and 316:
Page 317 and 318:
Page 319 and 320:
Page 321 and 322:
Page 323 and 324:
Page 325 and 326: CHAPTER 9 PERFORMANCE MANAGEMENT AN
Page 349 and 350: LEARNING OBJECTIVES 1. Describe a c
Page 351 and 352: CHAPTER 10 EMPLOYEE RETENTION, ENGA
Page 375: CHAPTER 10 EMPLOYEE RETENTION, ENGA
Page 379 and 380: LEARNING OBJECTIVES 1. List the bas
Page 381 and 382: CHAPTER 11 ESTABLISHING STRATEGIC P
Page 419 and 420: LEARNING OBJECTIVES 1. Explain how
Page 421 and 422: CHAPTER 12 PAY FOR PERFORMANCE AND
Page 427 and 428:
CHAPTER 12 PAY FOR PERFORMANCE AND
Page 429 and 430:
Page 431 and 432:
Page 433 and 434:
Page 435 and 436:
Page 437 and 438:
Page 439 and 440:
Page 441 and 442:
Page 443 and 444:
Page 445 and 446:
Page 447 and 448:
Page 449 and 450:
Page 451 and 452:
LEARNING OBJECTIVES 1. Name and def
Page 453 and 454:
CHAPTER 13 BENEFITS AND SERVICES 42
Page 455 and 456:
Page 457 and 458:
Page 459 and 460:
Page 461 and 462:
Page 463 and 464:
Page 465 and 466:
Page 467 and 468:
Page 469 and 470:
Page 471 and 472:
Page 473 and 474:
Page 475 and 476:
Page 477 and 478:
Page 479 and 480:
Page 481 and 482:
Page 483 and 484:
Page 485 and 486:
Page 487 and 488:
Page 489 and 490:
CHAPTER 14 ETHICS AND EMPLOYEE RIGH
Page 491 and 492:
Page 493 and 494:
Page 495 and 496:
Page 497 and 498:
Page 499 and 500:
Page 501 and 502:
Page 503 and 504:
Page 505 and 506:
Page 507 and 508:
Page 509 and 510:
Page 511 and 512:
Page 513 and 514:
Page 515 and 516:
Page 517 and 518:
Page 519 and 520:
Page 521 and 522:
Page 523 and 524:
LEARNING OBJECTIVES 1. Give a brief
Page 525 and 526:
CHAPTER 15 LABOR RELATIONS AND COLL
Page 527 and 528:
Page 529 and 530:
Page 531 and 532:
Page 533 and 534:
Page 535 and 536:
Page 537 and 538:
Page 539 and 540:
Page 541 and 542:
Page 543 and 544:
Page 545 and 546:
Page 547 and 548:
Page 549 and 550:
Page 551 and 552:
Page 553 and 554:
Page 555 and 556:
Page 557 and 558:
Page 559 and 560:
LEARNING OBJECTIVES 1. Explain the
Page 561 and 562:
CHAPTER 16 EMPLOYEE SAFETY AND HEAL
Page 563 and 564:
Page 565 and 566:
Page 567 and 568:
Page 569 and 570:
Page 571 and 572:
Page 573 and 574:
Page 575 and 576:
Page 577 and 578:
Page 579 and 580:
Page 581 and 582:
Page 583 and 584:
Page 585 and 586:
Page 587 and 588:
Page 589 and 590:
Page 591 and 592:
Page 593 and 594:
Page 595 and 596:
Page 597 and 598:
Page 599 and 600:
Page 601 and 602:
Page 603 and 604:
Page 605 and 606:
LEARNING OBJECTIVES 1. List the HR
Page 607 and 608:
CHAPTER 17 MANAGING GLOBAL HUMAN RE
Page 609 and 610:
Page 611 and 612:
Page 613 and 614:
Page 615 and 616:
Page 617 and 618:
Page 619 and 620:
Page 621 and 622:
Page 623 and 624:
Page 625 and 626:
Page 627 and 628:
Page 629 and 630:
Page 631 and 632:
Page 633 and 634:
Page 635 and 636:
CHAPTER 18 MANAGING HUMAN RESOURCES
Page 637 and 638:
Page 639 and 640:
Page 641 and 642:
Page 643 and 644:
Page 645 and 646:
Page 647 and 648:
Page 649 and 650:
Page 651 and 652:
Page 653 and 654:
Page 655 and 656:
INDIVIDUAL AND GROUP ACTIVITIES CHA
Page 657 and 658:
Page 659 and 660:
Page 661 and 662:
A P P E N D I X A PHR and SPHR know
Page 663 and 664:
APPENDIX A 635 08 Identify internal
Page 665 and 666:
APPENDIX A 637 04 Total Rewards (16
Page 667 and 668:
APPENDIX A 639 02 Identify the orga
Page 669 and 670:
A P P E N D I X B Comprehensive Cas
Page 671 and 672:
APPENDIX B 643 5. Miriam, the contr
Page 673 and 674:
APPENDIX B 645 good manners in the
Page 675 and 676:
APPENDIX B 647 dozen Googlers, tapp
Page 677 and 678:
APPENDIX B 649 Auto service is a to
Page 679 and 680:
APPENDIX B 651 breaks and for lunch
Page 681 and 682:
APPENDIX B 653 The Baker panel look
Page 683 and 684:
G L O S S A R Y action learning A t
Page 685 and 686:
GLOSSARY 657 electronic performance
Page 687 and 688:
GLOSSARY 659 It usually also involv
Page 689 and 690:
GLOSSARY 661 role playing A trainin
Page 691 and 692:
N A M E / O R G A N I Z A T I O N I
Page 693 and 694:
NAME/ORGANIZATION INDEX 665 Carlson
Page 695 and 696:
NAME/ORGANIZATION INDEX 667 F Faceb
Page 697 and 698:
NAME/ORGANIZATION INDEX 669 456n129
Page 699 and 700:
NAME/ORGANIZATION INDEX 671 London,
Page 701 and 702:
NAME/ORGANIZATION INDEX 673 Patters
Page 703 and 704:
NAME/ORGANIZATION INDEX 675 387n24,
Page 705 and 706:
NAME/ORGANIZATION INDEX 677 Wolkins
Page 707 and 708:
SUBJECT INDEX 679 Web sites, 442 Se
Page 709 and 710:
SUBJECT INDEX 681 contemporary topi
Page 711 and 712:
SUBJECT INDEX 683 supply of inside
Page 713 and 714:
SUBJECT INDEX 685 J Job aid, 258 Jo
Page 715 and 716:
SUBJECT INDEX 687 virtual job fairs
Page 717 and 718:
SUBJECT INDEX 689 hostile environme
Page 719 and 720:
SUBJECT INDEX 691 on-the-job traini
show all

HRM textbook

Create successful ePaper yourself

Delete template?

Save as template?