Human Resource Management: Gaining a Competitive Advantage ISE

Name: Human Resource Management: Gaining a Competitive Advantage ISE
Price: 5150 ISK
Availability: InStock
Author: Raymond Noe; John Hollenbeck; Barry Gerhart; Patrick Wright
ISBN: 9781264495351

Höfundar: Raymond Noe; John Hollenbeck; Barry Gerhart; Patrick Wright (Útgáfa: 14)

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Human Resource Management: Gaining a Competitive Advantage offers comprehensive coverage of HRM concepts that teach students how to strategically overcome challenges and gain competitive advantage in the workplace. Based on the authors’ diverse research, teaching and consulting experiences, this product has incredibly strong depth and breadth that is current in research and practice simply not found in other texts.

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Útgefandi: McGraw-Hill Higher Education (International)

ISBN: 9781264495351

Print ISBN: 9781265194512

Format: ePub

Útgáfa: 14

Höfundar: Raymond Noe; John Hollenbeck; Barry Gerhart; Patrick Wright

Tungumál: English

Útgefið: 2025-07-01

Prent takmörkun á líftíma: 100

Prent takmörkun: 2

Afritunar takmörkun: 2

Flokkar: Viðskiptafræði

Efnisflokkar: Viðskipti og hagfræði › Mannauðsstjórnun

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Table of Contents and Preface
Cover Page
Title Page
Gaining A Competitive Advantage 2025 Release
Copyright Page
Dedication
About the Authors
Preface
Organization
Features
New Features and Content Changes in the 2025 Release
Acknowledgments
Connect
Brief Contents
Contents
Chapter 1: Human Resource Management: Gaining a Competitive Advantage
Chapter 1 Introduction
Introduction
What Responsibilities and Roles Do HR Departments Perform?
Strategic Role of the HRM Function
Demonstrating the Strategic Value of HRM: HR Analytics and Evidence-Based HR
The HRM Profession: Positions and Jobs
Education and Experience
Competencies and Behaviors
Competitive Challenges Influencing Human Resource Management
Competing through Environmental, Social, and Governance (ESG) Practices
Labor Force and Employment Characteristics
Competing Through Globalization
Competing Through Technology
Meeting Competitive Challenges through HRM Practices
Managing the Human Resource Environment
Acquiring and Preparing Human Resources
Assessment and Development of Human Resources
Compensating Human Resources
Special Issues
Organization of This Book
Summary
Key Terms
Discussion Questions and Self-Assessment Questions (in Connect)
SELF-ASSESSMENT EXERCISES
Exercising Strategy
Chobani Grows Its Workforce with Refugees and Immigrants
Managing People
Google’s Work Arrangement Decisions
HR in Small Business
The Fall and Rise of Levin Furniture
Notes
Chapter 2: Strategic Human Resource Management
Chapter 2 Introduction
Strategic Human Resource Management
Introduction
What Is a Business Model?
GM’s Attempt to Survive
What Is Strategic Management?
Components of the Strategic Management Process
Linkage between HRM and the Strategic Management Process
Role of HRM in Strategy Formulation
Strategy Formulation
Strategy Implementation
Organizational Culture
Talent
HRM Practices
Strategic Types
HRM Needs in Strategic Types
Directional Strategies
Strategy Evaluation and Control
The Role of Human Resources in Providing Strategic Competitive Advantage
Emergent Strategies
Enhancing Firm Competitiveness
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
SELF-ASSESSMENT EXERCISE
Exercising Strategy
Boeing’s Reputation and Performance Crashes
Managing People
How Should Dell Respond to the HP Challenge?
HR in Small Business
We Are Rosie’s Founder Puts Employees First
Notes
Chapter 3: The Legal Environment: Equal Employment Opportunity and Safety
Chapter 3 Introduction
Introduction
The Legal System in the United States
Legislative Branch
Executive Branch
Judicial Branch
Equal Employment Opportunity
Constitutional Amendments
Congressional Legislation
Executive Orders
Enforcement of Equal Employment Opportunity
Equal Employment Opportunity Commission (EEOC)
Office of Federal Contract Compliance Programs (OFCCP)
Types of Discrimination
Disparate Treatment
Disparate Impact
Pattern and Practice
Reasonable Accommodation
Retaliation for Participation and Opposition
Current Issues Regarding Diversity and Equal Employment Opportunity
Sexual Harassment
Affirmative Action and Reverse Discrimination
Outcomes of the Americans with Disabilities Act
Gender Equity
The Rise and Potential Decline of Diversity, Equity, and Inclusion Efforts
Employee Safety
The Occupational Safety and Health Act (OSHA)
Safety Awareness Programs
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
SELF-ASSESSMENT EXERCISE
Exercising Strategy
Was McDonald’s Discriminating?
Managing People
Uber Life after Kalanick?
HR in Small Business
Worker Safety at TC Transcontinental Packaging
Notes
Chapter 4: The Analysis and Design of Work
Chapter 4 Introduction
Introduction
Work-Flow Analysis and Organization Structure
Work-Flow Analysis
Organization Structure
Job Analysis
The Importance of Job Analysis for HR Specialists
The Importance of Job Analysis to Line Managers
Job Analysis Information
Job Analysis Methods
Dynamic Elements of Job Analysis
Job Design
Mechanistic Approach
Motivational Approach
Biological Approach
Perceptual–Motor Approach
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
SELF-ASSESSMENT EXERCISE
Exercising Strategy
Cutting Corners to Increase Speed?
Managing People
Data Labeling: The Real Work Behind Artificial Intelligence
HR in Small Business
Four-Day Weeks Fail at Alter Agents
Notes
Chapter 5: Human Resource Planning and Recruitment
Chapter 5 Introduction
Human Resource Planning and Recruitment
Introduction
The Human Resource Planning Process
Forecasting
Goal Setting and Strategic Planning
Program Implementation and Evaluation
The Special Case of Affirmative Action Planning
The Human Resource Recruitment Process
Personnel Policies
Recruitment Sources
Recruiters
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
Self-Assessment Exercise
Exercising Strategy
Offshoring: Another Victim of COVID?
Managing People
Defending the Country: A Family Business?
HR in Small Business
Talent Gaps Are Part of the Picture for Mosaic
Notes
Chapter 6: Selection and Placement
Chapter 6 Introduction
Introduction
Selection Method Standards
Reliability
Validity
Generalizability
Utility
Legality
Types of Selection Methods
Interviews
References, Application Blanks, and Background Checks
Physical Ability Tests
Cognitive Ability Tests
Personality Inventories
Work Samples
Honesty Tests and Drug Tests
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
Self-Assessment Exercise
Exercising Strategy
ESG: Historical Influences on Cross-Cultural Comparisons
Managing People
Is It Ever Safe to Hire a Former Convicted Criminal?
HR in Small Business
How Hot Chicken Takeover Selects a Loyal Crew
Notes
Chapter 7: Training
Chapter 7 Introduction
Introduction
Training: Its Role in Continuous Learning and Competitive Advantage
Designing Effective Formal Training Activities
Needs Assessment
Ensuring Employees’ Readiness for Training
Creating a Learning Environment
Ensuring Transfer of Training
Selecting Training Methods
Advice for Selecting a Training Method
Evaluating Training Programs
Special Training Issues
Cross-Cultural Preparation
Managing Workforce Diversity, Equity, Inclusion, and Belonging
Onboarding or Socialization
Summary
Key Terms
Discussion Questions and Self-Assessment Exercises (in Connect)
Self-Assessment Exercises
Exercising Strategy
Amazon’s Training Investment
Managing People
A Whole Lot of Training Going on at Dollar General
HR in Small Business
Justifying Training at WEX
Notes
Chapter 8: Performance Management
Chapter 8 Introduction
Performance Management
Introduction
The Performance Management Process
Purposes of Performance Management
Performance Measures Criteria
Strategic Congruence
Validity
Reliability
Acceptability
Specificity
Approaches to Measuring Performance
The Comparative Approach
The Attribute Approach
The Behavioral Approach
The Results Approach
The Quality Approach
Choosing a Source for Performance Information
Managers
Peers
Direct Reports
Self
Customers
Use of Technology in Performance Management
Reducing Rater Errors, Politics, and Increasing Reliability and Validity of Ratings
Performance Feedback
The Manager’s Role in an Effective Performance Feedback Process
What Managers Can Do to Diagnose Performance Problems and Manage Employees’ Performance
Diagnosing the Causes of Poor Performance
Actions for Managing Employees’ Performance
Developing and Implementing a System That Follows Legal Guidelines
Summary
Key Terms
Discussion Questions and Self-Assessment Exercises (in Connect)
Self-Assessment Exercises
Exercising Strategy
Ford Changes Some Performance Management Practices
Managing People
Real-Time Performance Management at Goldman Sachs
HR in Small Business
Coinbase Tries Democratizing Performance Appraisal
Notes
Chapter 9: Employee Development
Chapter 9 Introduction
Introduction
The Relationships among Development, Training, and Careers
Development and Training
Development and Careers
Development Planning Systems
Self-Assessment
Reality Check
Goal Setting
Action Planning
Examples of Development Planning and Career Management Systems
Approaches to Employee Development
Formal Education
Assessment
Job Experiences
Interpersonal Relationships
Special Issues in Employee Development
Melting the Glass Ceiling
Succession Planning
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
Self-Assessment Exercise
Exercising Strategy
Talent Development Supports the Culture at McCormick & Company
Managing People
Development at Encompass Health
HR in Small Business
Red Lake Nation College Opts to “Grow Our Own”
Notes
Chapter 10: Employee Separation and Retention
Chapter 10 Introduction
Introduction
Managing Involuntary Turnover
Principles of Justice
Progressive Discipline and Alternative Dispute Resolution
Employee Assistance and Wellness Programs
Outplacement Counseling
Managing Voluntary Turnover
Process of Job Withdrawal
Job Satisfaction and Job Withdrawal
Sources of Job Dissatisfaction
Measuring and Monitoring Job Satisfaction
Survey Feedback Interventions
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
Self-Assessment Exercise
Exercising Strategy
Employers Caught in the Crossfire of the Hong Kong Protests: When Global Strategy and Local Politics Collide
Managing People
Burning the Candle at Both Ends: Hourly and Salaried Employees
HR in Small Business
How Coursera Handled Cutbacks
Notes
Chapter 11: Pay Structure Decisions
Chapter 11 Introduction
Pay Structure Decisions
Introduction
Equity Theory and Fairness
Developing Pay Levels
Market Pressures
Employees as a Resource
Deciding What to Pay
Market Pay Surveys
Developing a Job Structure
Developing a Pay Structure
Conflicts Between Market Pay Surveys and Job Evaluation
Monitoring Compensation Costs
Globalization, Geographic Region, and Pay Structures
The Importance of Process: Participation and Communication
Participation
Communication
Challenges
Problems with Job-Based Pay Structures
Responses to Problems with Job-Based Pay Structures
Country Differences in Compensation and Competitiveness
Executive Pay
Government Regulation of Employee Compensation
Equal Employment Opportunity
Minimum Wage, Overtime, and Prevailing Wage Laws
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
SELF-ASSESSMENT EXERCISE
Exercising Strategy
Higher Pay for Workers: Some Unintended Consequences
Managing People
High Pay for Workers: Doing Well by Doing Good?
HR in Small Business
Paying for Growth at BarbaraKares
Notes
Chapter 12: Recognizing Employee Contributions with Pay
Chapter 12 Introduction
Introduction
How Does Pay Influence Individual Employees?
Reinforcement Theory
Expectancy Theory
Agency Theory
How Do Pay Sorting Effects Influence Labor Force Composition?
Pay-for-Performance Programs
Differentiation in Performance and Pay
Differentiation Strength/Incentive Intensity: Promise and Peril
Types of Pay for Performance: An Overview
Managerial and Executive Pay
Process and Context Issues
Employee Participation in Decision Making
Communication
Pay and Process: Intertwined Effects
Organization Strategy and Compensation Strategy: A Question of Fit
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
SELF-ASSESSMENT EXERCISE
Exercising Strategy
Employee Reactions to Stock Plans When the Stock Price Goes Down
Managing People
Pay and Strategy in the Pharmaceutical Industry: Incentives Gone Awry
HR in Small Business
Bonuses and Stock Ownership at Astro Machine Works
Notes
Chapter 13: Employee Benefits
Chapter 13 Introduction
Introduction
Reasons for Benefits Growth
Benefits Programs
Social Insurance (Legally Required)
Private Group Insurance
Retirement
Pay for Time Not Worked
Family-Friendly and Flexible Job Policies
Managing Benefits: Employer Objectives and Strategies
Surveys and Benchmarking
Cost Control
Nature of the Workforce
Communicating with Employees and Maximizing Benefits Value
General Regulatory Issues
Affordable Care Act
Nondiscrimination Rules, Qualified Plans, and Tax Treatment
Sex, Age, and Disability
Monitoring Future Benefits Obligations
Summary
Key Terms
Discussion Questions and Self-Assessment Exercises (in Connect)
Self-Assessment Exercise
Exercising Strategy
Return to Work: Different Approaches by Different Companies
Managing People
Employers Take Steps to Help with Work–Life Balance and Everyone Is Happy (?)
HR in Small Business
At Ouray Brewery, an Apartment Might Come with the Job
Notes
Chapter 14: Collective Bargaining and Labor Relations
Chapter 14 Introduction
Collective Bargaining and Labor Relations
Introduction
The Labor Relations Framework
Goals and Strategies
Society
Management
Labor Unions and Workers
Union Structure, Administration, and Membership
National and International Unions
Local Unions
American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)
Union Security
Union Membership and Bargaining Power
Legal Framework
Concerted Activity
Unfair Labor Practices—Employers
Unfair Labor Practices—Labor Unions
Enforcement
Union and Management Interactions: Organizing
Why Do Employees Join Unions?
The Process and Legal Framework of Organizing
Union and Management Interactions: Contract Negotiation
The Negotiation Process
Management’s (and Union’s) Preparation for Negotiations
Negotiation Stages and Tactics
Bargaining Power, Impasses, and Impasse Resolution
Management’s Willingness to Take a Strike
Impasse Resolution Procedures: Alternatives to Strikes
Union and Management Interactions: Contract Administration
Grievance Procedure
Cooperative Labor–Management Strategies
Labor Relations Outcomes
Strikes
Wages and Benefits
Productivity
Profits and Stock Performance
The International Context
The Public Sector
Nonunion Representation Systems
Summary
Key Terms
Discussion Question and Self-Assessment Exercise (in Connect)
Self-Assessment Exercise
Exercising Strategy
Apple Seeks to Shift Production from China to India
Managing People
Union Issues at Union (and Nonunion) Companies
HR in Small Business
At Patriot Rail, Labor Relations Starts with Listening
Notes
Chapter 15: Managing Human Resources Globally
Chapter 15 Introduction
Introduction
Current Global Changes
European Union and “BREXIT”
United States–Mexico–Canada Trade Agreement
Tax Cut and Jobs Act
The Growth of Asia
General Agreement on Tariffs and Trade
Factors Affecting HRM in Global Markets
Culture
Education–Human Capital
Political–Legal System
Economic System
Immigration
Managing Employees in a Global Context
Types of International Employees
Levels of Global Participation
Managing Expatriates in Global Markets
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
Self-Assessment Exercise
Exercising Strategy
Changing the Offshoring Game
Managing People
Huawei’s Culture
HR in Small Business
Nextracker Rethinks Offshore Production
Notes
Chapter 16: Strategically Managing the HRM Function
Chapter 16 Introduction
Introduction
Activities of HRM
Strategic Management of the HRM Function
Building an HR Strategy
The Basic Process
Involving Line Executives
Characterizing HR Strategies
Measuring HRM Effectiveness
Audit Approach
The Analytic Approach
Improving HRM Effectiveness
Restructuring to Improve HRM Effectiveness
Outsourcing to Improve HRM Effectiveness
Improving HRM Effectiveness through Process Redesign
Improving HRM Effectiveness through New Technologies—Digital and AI
Improving HRM Effectiveness through New Technologies—HRM Information Systems
The Future for HR Professionals
The Role of the Chief Human Resource Officer
Summary
Key Terms
Discussion Questions and Self-Assessment Exercise (in Connect)
SELF-ASSESSMENT EXERCISE
Exercising Strategy
Customer Service Problems at Robinhood
Managing People
Wells Fargo’s Recovery?
HR in Small Business
How SnapNurse Fills a Critical Talent Gap
Notes
Glossary
Glossary
Name and Company Index
Name and Company Index
A
B
C
D
E
F
G
H
I
J
K
L
M
N
O
P
Q
R
S
T
U
V
W
X
Y
Z
Subject Index
Subject Index
A
B
C
D
E
F
G
H
I
J
K
L
M
N
O
P
Q
R
S
T
U
V
W
Y
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