HRM textbook

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C O N T E N T S Preface xxiii Acknowledgments xxvii PART ONE INTRODUCTION 2 1 Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 4 What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers Human Resource Duties 7 Human Resource Manager s Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ( Leverage ) and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 * HR AS A PROFIT CENTER: Boosting Customer Service 14 Workforce and Demographic Trends 14 Economic Challenges and Trends 16 THE NEW HUMAN RESOURCE MANAGERS 17 Human Resource Management Yesterday and Today 17 They Focus More on Strategic, Big Picture Issues 17 * THE STRATEGIC CONTEXT: Building L.L.Bean 17 They Use New Ways to Provide Transactional Services 18 They Take an Integrated, Talent Management Approach to Managing Human Resources 19 They Manage Ethics 19 They Manage Employee Engagement 19 They Measure HR Performance and Results 19 They Use Evidence-Based Human Resource Management 20 They Add Value 20 They Have New Competencies 21 HR Certification 22 THE PLAN OF THIS BOOK 22 The Basic Themes and Features 22 CHAPTER CONTENTS OVERVIEW 23 Part 1: Introduction 23 Part 2: Recruitment, Placement, and Talent Management 23 Part 3: Training and Development 23 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 24 CHAPTER SECTION SUMMARIES 25 DISCUSSION QUESTIONS 25 INDIVIDUAL AND GROUP ACTIVITIES 26 EXPERIENTIAL EXERCISE: HELPING THE DONALD 26 APPLICATION CASE: JACK NELSON S PROBLEM 27 CONTINUING CASE: CARTER CLEANING COMPANY 27 KEY TERMS 28 ENDNOTES 28 VII
VIII CONTENTS 2 Equal Opportunity and the Law 30 EQUAL EMPLOYMENT OPPORTUNITY 1964 1991 32 Title VII of the 1964 Civil Rights Act 32 Executive Orders 32 Equal Pay Act of 1963 33 Age Discrimination in Employment Act of 1967 33 Vocational Rehabilitation Act of 1973 33 Pregnancy Discrimination Act of 1978 34 Federal Agency Guidelines 34 Early Court Decisions Regarding Equal Employment Opportunity 34 EQUAL EMPLOYMENT OPPORTUNITY 1990 91 PRESENT 35 The Civil Rights Act of 1991 35 The Americans with Disabilities Act 36 Genetic Information Nondiscrimination Act of 2008 (GINA) 39 State and Local Equal Employment Opportunity Laws 39 Sexual Harassment 39 DEFENSES AGAINST DISCRIMINATION ALLEGATIONS 43 The Central Role of Adverse Impact 44 Bona Fide Occupational Qualification 46 Business Necessity 47 Other Considerations in Discriminatory Practice Defenses 48 ILLUSTRATIVE DISCRIMINATORY EMPLOYMENT PRACTICES 48 A Note on What You Can and Cannot Do 48 Recruitment 49 Selection Standards 49 Sample Discriminatory Promotion, Transfer, and Layoff Practices 50 What the Supervisor Should Keep in Mind 51 THE EEOC ENFORCEMENT PROCESS 51 Voluntary Mediation 53 Mandatory Arbitration of Discrimination Claims 54 DIVERSITY MANAGEMENT AND AFFIRMATIVE ACTION PROGRAMS 55 Diversity s Potential Pros and Cons 55 * HR AS A PROFIT CENTER 56 Managing Diversity 56 Encouraging Inclusiveness 57 Developing a Multicultural Consciousness 58 Equal Employment Opportunity Versus Affirmative Action 59 Implementing the Affirmative Action Program 59 Reverse Discrimination 60 CHAPTER SECTION SUMMARIES 61 DISCUSSION QUESTIONS 62 INDIVIDUAL AND GROUP ACTIVITIES 62 EXPERIENTIAL EXERCISE: SPACE CADET OR VICTIM? 63 APPLICATION CASE: AN ACCUSATION OF SEXUAL HARASSMENT IN PRO SPORTS 63 CONTINUING CASE: CARTER CLEANING COMPANY 64 KEY TERMS 65 ENDNOTES 65 3 Human Resource Management Strategy and Analysis 70 THE STRATEGIC MANAGEMENT PROCESS 72 * THE STRATEGIC CONTEXT: The Shanghai Portman Hotel 72 Goal-Setting and the Planning Process 72 Strategic Planning 73 Improving Productivity Through HRIS: Using Computerized Business Planning Software 76 Types of Strategies 76 Top Managers Role in Strategic Planning 78
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CHAPTER 1 INTRODUCTION TO HUMAN RES
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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 5 PERSONNEL PLANNING AND RE
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LEARNING OBJECTIVES 1. Explain what
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CHAPTER 6 EMPLOYEE TESTING AND SELE
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CHAPTER 7 INTERVIEWING CANDIDATES 2
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CHAPTER 8 TRAINING AND DEVELOPING E
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CHAPTER 10 EMPLOYEE RETENTION, ENGA
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LEARNING OBJECTIVES 1. Explain how
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CHAPTER 12 PAY FOR PERFORMANCE AND
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CHAPTER 13 BENEFITS AND SERVICES 42
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CHAPTER 14 ETHICS AND EMPLOYEE RIGH
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LEARNING OBJECTIVES 1. Give a brief
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CHAPTER 15 LABOR RELATIONS AND COLL
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 16 EMPLOYEE SAFETY AND HEAL
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CHAPTER 17 MANAGING GLOBAL HUMAN RE
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CHAPTER 18 MANAGING HUMAN RESOURCES
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APPENDIX B 651 breaks and for lunch
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APPENDIX B 653 The Baker panel look
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G L O S S A R Y action learning A t
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GLOSSARY 657 electronic performance
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GLOSSARY 659 It usually also involv
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GLOSSARY 661 role playing A trainin
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N A M E / O R G A N I Z A T I O N I
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NAME/ORGANIZATION INDEX 665 Carlson
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NAME/ORGANIZATION INDEX 667 F Faceb
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NAME/ORGANIZATION INDEX 669 456n129
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NAME/ORGANIZATION INDEX 671 London,
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NAME/ORGANIZATION INDEX 673 Patters
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NAME/ORGANIZATION INDEX 675 387n24,
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NAME/ORGANIZATION INDEX 677 Wolkins
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SUBJECT INDEX 679 Web sites, 442 Se
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SUBJECT INDEX 683 supply of inside
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SUBJECT INDEX 685 J Job aid, 258 Jo
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SUBJECT INDEX 687 virtual job fairs
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SUBJECT INDEX 689 hostile environme
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SUBJECT INDEX 691 on-the-job traini
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