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686 SUBJECT INDEX Manager (continued) departmental, 78 80 top, 78 value added by, 20 Managing diversity, 56 61 example, 57 inclusiveness, encouraging, 57, 58f multicultural consciousness, developing, 58 59 top-down programs, 56 57 See also Affirmative action; Affirmative action program Managing the New Workforce, 122, 224, 262, 355, 545, 547 Mandatory bargaining items, 511 Market competitive pay system, 367 Markov analysis, 141 142 Mass interview, 218 McDonnell-Douglas test, 46 Mechanical security, 563 Mediation in collective bargaining, 512 513, 514f in EEOC enforcement process, 53 54 Medical tourism, 437 Mental health benefits, 434 Mental impairments, ADA and, 36 37 Mentoring, defined, 333 Mentoring skills, 334 336 effective mentoring, 334, 335 336 mentoring caveats, 334 protégé s responsibilities, 336 Merger and acquisition (M&A), 79 80 dismissal of employees, 485 due diligence stage of planning, 80 integration stage of planning, 80 Meritor Savings Bank, FSB v. Vinson, 42 Merit pay (merit raise), 396 398 differential pay increases, 397 options, 397 398, 398t Metrics, 84 87 applicant metrics, tracking, 85 86 HR performance and results measured by, 20 human resource, 92 strategy and strategy-based, 87 types of, 85, 85f Military personnel, 160 Miniature job training and evaluation, 193 Minorities, online recruitment of, 59 Mission statement, 75 Mission translated into goals, 75 Mixed motive cases, 36 Mixed standard scales, 299 Mobile learning, 260 261 Mobility premiums, 592 Money damages, 36 Monitoring of employees, 474 475 Morality in ethics, 461 Motivation, 393 395 behavior modification principle, Skinner s, 394 395 expectancy theory, Vroom s, 394 hierarchy of needs, Maslow s, 393 positive reinforcement programs, 548 self-determination theory, Deci s, 394 two-factor theory, Herzberg s, 393 394 unsafe acts reduced through, 547 548 See also Incentives Motivator factors, 394 Motor and physical abilities tests, 187 Moving stage of organizational change, 269 270 Multicultural consciousness, developing, 58 59 N Narrative forms, 296, 297f National Association of Manufacturers (NAM), 613 National emergency strikes, 502 National Institute for Occupational Safety and Health (NIOSH), 547 National Labor Relations (or Wagner) Act, 499 500 National Labor Relations Board (NLRB), 499 500 ballot, sample of, 507f election, 507 508 Form 501: Filing an Unfair Labor Practice, 500f Form 852: Notice of Representation Hearing, 506f National origin as BFOQ, 47 Natural security, 562 563 Negligent hiring, 176 Negligent training, 246 Newborn Mother s Protection Act of 1996, 435 Newsletters for small business communications, 620 9-box matrix, 337 Nonpunitive discipline, 471 473 Nontraditional workers, 15 Nonverbal behavior in interviews, 223 Norris-LaGuardia Act (1932), 499 Notice of Election, 505 Notice to sue in EEOC enforcement process, 53 O Objective tests, 192 Observation, 114 Occupational illness, 534 Occupational Safety and Health Act of 1970, 533 Occupational Safety and Health Administration (OSHA), 533 employee resistance, dealing with, 539 inspections and citations, 535, 537 free on-site inspections, 537 guidelines for managers, 537 initial contact, 537 inspection priorities, 535 inspection procedures, 535 opening conference, 537 penalties, 537 walk-around inspection, 537 record keeping rules, 533 535, 534f accidents reported under, 534 535, 534f form used to record occupational injuries and illness, 536f general standard clause, 533 534 respiratory standard requirements, 547 responsibilities and rights of employers/employees, 538 safety poster, 538f Sharp program, 614 small businesses and, 610 611, 610f, 614 substance-specific health standards, 552t asbestos exposure, 552 industrial hygiene, 552 Occupational Safety and Health Review Commission (OSHRC), 537 Occupational security and safety, 561 563 company security and employee privacy, 563 crime prevention plan, 562 evacuation plans, 563 security program, setting up, 562 563 analysis of the facility s current level of risk, 562 mechanical security, 563 natural security, 562 563 organizational security, 563 See also Workplace violence Office of Federal Contract Compliance Programs (OFCCP), 33 Offshoring, 157, 585 Off-the-job training, 264 266 behavior modeling, 265 case study method, 264 corporate universities, 266 executive coaches, 266 management games, 264 outside seminars, 264 265 role playing, 265 S<strong>HRM</strong> learning system, 266 Onboarding. See Employee orientation On-demand recruiting services (ODRS), 158 One-on-one interview, 218 O*NET, 123 125, 124 125f Online benefits management systems, 442 Online career management programs, 331 Online communications in small businesses, 620 Online recruitment, 149 152 applicant tracking system (ATS), 151 dot-jobs domain, 150 effectiveness of, improving, 152, 152f job boards, 149f pros and cons, 151 texting, 150
SUBJECT INDEX 687 virtual job fairs, 150 151 Online survey of employees benefits preferences, 446 447f On-site health care services, 437 On-the-job training (OJT), 253 254 action learning, 264 coaching/understudy approach, 264 management development programs, 263 264 process, 254 types of, 254 Operational safety reviews, 545 Organization, 4 Organizational change, leading, 269 270 moving stage, 269 270 refreezing stage, 270 unfreezing stage, 269 Organizational change programs, 268 271 leading organizational change, 269 270 moving stage, 269 270 refreezing stage, 270 unfreezing stage, 269 Lewin s change process, 269 other changes, 268 269 strategic changes, 268 Organizational culture, 465 466 Organizational development, 270 271 human process applications, 271 human resource management applications, 271 interventions, 270 271, 270t strategic interventions, 271 technostructural interventions, 271 Organizational justice, 461, 560 Organizational security, 563 Organization chart, 107 Organization-wide incentive plans, 407 411 earnings-at-risk pay plan, 410 411 employee stock ownership plan, 411 gainsharing plan, 410 profit-sharing plan, 409 Scanlon plan, 409 410 Out-of-line rates, correcting, 373 374 Outplacement counseling, 481 482 Outsourcing alternative staffing, 157 benefits management, 437 Overseas Assignment Inventory (OAI), 588f Overtime pay, 395 P Paired comparison method, 294, 295f Panel interview, 218 Part-time workers, insurance benefits for, 438 Pay-for-performance, 395 Pay (or wage) grade, 371, 373t Pay plans, creating, 364 374 benchmarks jobs, choosing, 364 compensable factors in, 364 366 evaluate jobs, 367 for expatriates, 592 grades for pay, developing, 371, 373t market competitive pay system, 367 out-of-line rates, correcting, 373 374 pay (or rate) ranges, establishing, 371 373, 372f, 373t remaining jobs addressed, 373 review job descriptions and job specifications, 366 wage curves, 367 373 See also Wage curves Pay (or rate) ranges, 371 373, 372f, 373t Pension Benefits Guarantee Corporation (PBGC), 441 Pension plans, 438 442 cash balance plans, 440 deferred profit-sharing plan, 440 defined benefit pension plan, 439 defined contribution pension plan, 439 early retirement, 442 Employee Retirement Income Security Act of, 441 employee stock ownership plan, 440 401(k) plan, 439 440, 440f membership requirements, 441 PBGC, 441 portability, 439 savings and thrift plan, 440 vesting, 441 442 Performance achievement plan, 407 Performance analysis, 249 250 Performance appraisal appraisers (See Performance appraisers) best practices in, checklist for, 305f career-oriented, in career management, 331 332, 332f in China, 582 defined, 284 285 diary used in, 304 effective, guidelines for, 287 288 ethics and fair treatment promoted by, 468 fairness in, ensuring, 305 feedback in, importance of, 286 interviews in (See Appraisal interview) job descriptions in, role of, 288 legally defensible, 306, 306f of managers abroad, 590 591 vs. performance management, 309 310 plan for, agreement on, 304 problems, 302 306 bias, 304 central tendency, 303 graphic rating scale with unclear standards, 303, 303t halo effect, 303 learning and understanding, 304 recency effects, 304 strictness/leniency, 303 304 process, 285 reasons for, 285 in small businesses, 613 614 talent management practices and, 311 312 techniques, 290 302 alternation ranking method, 294 behaviorally anchored rating scale, 296 299 computerized and Web-based, 300 301, 301 302f critical incident method, 295 296, 296t electronic performance monitoring, 301 forced distribution method, 294 295 graphic rating scale, 290 293, 303, 303t management by objectives, 300 mixed standard scales, 299 narrative forms, 296, 297f paired comparison method, 294, 295f in practice, 291f, 301, 302 tools in, advantages/ disadvantages, 304, 305t Performance appraisers, 288 290 peers, 288 289 rating committees, 289 self-ratings, 289 subordinates, 289 degree feedback, 289 290, 290f Performance-contingent restricted stock, 406 Performance evaluation in strategic planning, 76 Performance management, 309 310 defined, 286 287 information technology used to support, 310, 310f vs. performance appraisal, 309 310 process report, 310f TRW s performance management system, 287 Personal appearance regulations of Title VII, 50 51 Personality tests, 188 190 big five personality dimensions and, 189 caveats, 189 interest inventories, 189 190 performance predicted by, 189 projective, 188 sample online, 188f self-reported, 188 Personal protective equipment (PPE), 545 Person and job/organization fit, 176 Personnel replacement charts, 142, 143f Personnel services, 443 Phantom stock plans, 407 Philosophy of cooperation, 409 Phone interview, 218 219 Physical capabilities tests, 546 Physical characteristics in employee selection, 49 50
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HUMAN THIRTEENTH EDITION RESOURCE M
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DEDICATED TO SAMANTHA AND TAYLOR
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C O N T E N T S Preface xxiii Ackno
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CONTENTS IX Departmental Managers S
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CONTENTS XI Recruiting Source Use a
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CONTENTS XIII PART THREE TRAINING A
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CONTENTS XV Talent Management and E
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CONTENTS XVII INCENTIVES FOR SALESP
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CONTENTS XIX HR AS A PROFIT CENTER:
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CONTENTS XXI INDIVIDUAL AND GROUP A
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P R E F A C E Human Resource Manage
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PREFACE XXV This edition again cont
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A C K N O W L E D G M E N T S Every
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LEARNING OBJECTIVES 1. Explain what
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CHAPTER 1 INTRODUCTION TO HUMAN RES
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 2 EQUAL OPPORTUNITY AND THE
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LEARNING OBJECTIVES 1. Explain why
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CHAPTER 3 HUMAN RESOURCE MANAGEMENT
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CHAPTER 4 JOB ANALYSIS AND THE TALE
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CHAPTER 13 BENEFITS AND SERVICES 42
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CHAPTER 14 ETHICS AND EMPLOYEE RIGH
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CHAPTER 15 LABOR RELATIONS AND COLL
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CHAPTER 16 EMPLOYEE SAFETY AND HEAL
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CHAPTER 18 MANAGING HUMAN RESOURCES
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A P P E N D I X A PHR and SPHR know
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