Human Resource Management, Global Edition

Höfundur: Gary Dessler (Útgáfa: 17)
Human Resource Management, Global Edition

Kaup valmöguleikar

Human Resource Management kynnir þér þau verkfæri og þá færni sem þarf í daglegu starfi til að ná árangri sem stjórnandi, jafnt í mannauðsmálum sem í rekstri almennt. Bókin nálgast efnið hagnýtt og rekur þróun greinarinnar, með áherslu á þá byltingu sem ný tækni og samfélagsmiðlar hafa valdið. Sautjánda útgáfan leggur ríka áherslu á nýja strauma í atvinnulífinu og jákvæð áhrif tækni á mannauðsstarf, og býr þig undir að verða öflugur stjórnandi og mannauðsstjóri á 21. öld.

Nánar um bókina

Útgefandi
Pearson International Content
ISBN
9781292449791
Print ISBN
9781292449876
Format
Page Fidelity (PDF)
Útgáfa
17
Höfundar
Gary Dessler
Tungumál
English
Útgefið
2023-06-20
Prent takmörkun á líftíma
100
Prent takmörkun
2
Afritunar takmörkun
2

Kaflar

  • Title Page
  • Copyright
  • Pearson’s Commitment to Diversity, Equity, and Inclusion
  • Dedication
  • Brief Contents
  • Contents
  • HRM 17 Preface
  • Acknowledgments
  • Global Edition Acknowledgments
  • Part One: Introduction
  • Chapter 1. Introduction to Human Resource Management
  • What Is Human Resource Management?
  • The Management Process
  • A Focus on Human Resource Management
  • Why Is Human Resource Management Important to All Managers?
  • Line And Staff Aspects Of Human Resource Management
  • Line and Staff Authority
  • Line Managers’ Human Resource Management Responsibilities
  • The Human Resource Department
  • Cooperative Line and Staff Human Resource Management
  • The Environment Of Human Resource Management
  • Social, Demographic, and Workforce Trends
  • Geographic/Globalization Trends
  • Economic Trends
  • Technological Trends
  • Political Trends and Values
  • Competitive Trends
  • HR As A Profit Center: Boosting Customer Service
  • The Human Resource Manager Today
  • Performance and Human Resource Management
  • Pandemics and People
  • Strategic Human Resource Management
  • The Strategic Context: Building L.L.Bean
  • The Human Resource Manager’s Competencies
  • The Human Resource Manager’s Required Knowledge Base
  • HR Manager Certification
  • The Manager’s Human Resource Philosophy
  • Your Own Experiences, Education, Background, and Assumptions About People
  • Top Management’s Philosophy
  • The Plan Of This Book
  • Practical Tools for Every Manager
  • The Features
  • Chapter Contents Overview
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: A Healthy Workplace?
  • Continuing Case: Carter Cleaning Company
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 2. Equal Opportunity Law and Action
  • Introduction
  • Equal Opportunity Laws Enacted From 1964 To 1991
  • Title VII of the 1964 Civil Rights Act
  • Executive Orders
  • Equal Pay Act of 1963
  • Age Discrimination in Employment Act of 1967
  • Vocational Rehabilitation Act of 1973
  • Pregnancy Discrimination Act of 1978
  • Federal Agency Guidelines
  • Early Court Decisions Regarding Equal Employment Opportunity
  • The Laws Enacted From 1991 To The Present
  • The Civil Rights Act of 1991
  • The Americans with Disabilities Act
  • Uniformed Services Employment and Reemployment Rights Act
  • Genetic Information Nondiscrimination Act of 2008 (GINA)
  • State and Local Equal Employment Opportunity Laws
  • Religious Discrimination
  • Trends in Discrimination Law
  • Sexual Harassment
  • HR Tools for Line Managers and Small Businesses: How to Address Sexual Harassment
  • Defenses Against Discrimination Allegations
  • The Central Role of Adverse Impact
  • Bona Fide Occupational Qualification
  • Business Necessity
  • Know Your Employment Law: Examples of What You Can and Cannot Do
  • The EEOC Enforcement Process
  • Voluntary Mediation
  • Mandatory Arbitration of Discrimination Claims
  • HR Tools for Line Managers and Small Businesses: Dealing with an EEOC Charge
  • Affirmative Action Programs
  • Reverse Discrimination
  • Diversity, Equity, And Inclusion In Action
  • Potential Barriers to Diversity, Equity, and Inclusion (DEI)
  • Diversity Counts: How Unconscious Biases Can Affect Pay
  • Diversity Management Programs
  • Managing Diversity, Equity, and Inclusion (DEI) Efforts
  • Illustrative Actual Employer DEI Actions
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Seeking Gender Equity At Starbucks
  • Continuing Case: Carter Cleaning Company
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 3. Human Resource Policy, Strategy, and Performance
  • Developing Human Resource Management Policies
  • Developing Human Resource Policies
  • The Management Planning Process
  • Basics Of Strategic Plannning
  • The Strategic Management Process
  • Strategic Management Example
  • Types of Strategies
  • Strategic Human Resource Management
  • What Is Strategic Human Resource Management?
  • HR Strategy at The Portman Ritz-Carlton Shanghai Hotel
  • Strategic Human Resource Management Tools
  • Assessing HR Performance: Metrics, Benchmarking, And Data Analytics
  • Benchmarking
  • Strategy-Based Metrics
  • What Are HR Audits?
  • Diversity Counts: Toward More Auditable DEI Standards
  • Trends Shaping HR: Digital and Social Media
  • HR As A Profit Center: How Companies Use Talent Analytics
  • Science in Talent Management
  • High-Performance Work Systems
  • Employee Engagement Guide For Managers: Employee Performance And Engagement
  • Why Is Employee Engagement Important?
  • The Employee Engagement Challenge
  • HR Tools for Line Managers and Small Businesses: What Can Managers Do to Improve Employee Engagement
  • How to Measure Employee Engagement
  • How Kia Motors (UK) Improved Performance with an HR Strategy Aimed at Boosting Employee Engagement
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Tesla’S Strategy
  • Application Case: The Zappos “Wow” Way
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Part Two: Recruitment, Placement, And Talent Management
  • Chapter 4. Job Analysis and the Talent Management Process
  • The Talent Management Process
  • What is Talent Management?
  • Talent Management Software
  • Introduction To Job Analysis
  • Fundamentals of Organizing
  • What Is Job Analysis?
  • Uses of Job Analysis Information
  • Steps in Doing a Job Analysis
  • HR As A Profit Center: Boosting Productivity through Work Redesign
  • Methods For Collecting Job Analysis Information
  • The Interview
  • Questionnaires
  • Observation
  • Participant Diary/Logs
  • Quantitative Job Analysis Techniques
  • Online Job Analysis Methods
  • Writing Job Descriptions
  • Job Identification
  • Job Summary
  • Relationships
  • Responsibilities and Duties
  • Standards of Performance and Working Conditions
  • Duty : Accurately Posting Accounts Payable
  • Trends Shaping HR: Digital and Social Media
  • Know Your Employment Law: Writing Job Descriptions That Comply with the ADA
  • HR Tools for Line Managers and Small Businesses: How to Write Job Descriptions Using O*NET
  • The New Normal: When Jobs Change, Change the Job Descriptions
  • Writing Job Specifications
  • Specifications for Trained versus Untrained Personnel
  • Specifications Based on Judgment
  • Diversity Counts: Getting the Job Specification Right
  • HR and the Gig Economy: Do Gig Workers Need Job Specifications?
  • Job Specifications Based on Statistical Analysis
  • The Job-Requirements Matrix
  • Employee Engagement Guide for Managers
  • Using Competencies Models
  • The Strategic Context: Apple’s Leadership Competencies
  • How to Write Competencies Statements
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: The Chilly Burger Joint
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 5. Personnel Planning and Recruiting
  • Introduction To Recruitment And Selection
  • Workforce Planning And Forecasting
  • The Strategic Context of Workforce Planning: Four Seasons
  • Forecasting Personnel Needs (Labor Demand)
  • Forecasting the Supply of Inside Candidates
  • Forecasting the Supply of Outside Candidates
  • Predictive Workforce Monitoring
  • Matching Projected Labor Supply and Demand with a Plan
  • Succession Planning
  • Why Effective Recruiting Is Important
  • Improving Recruitment Effectiveness: Recruiters, Sources, and Branding
  • The Recruiting Yield Pyramid
  • Know Your Employment Law: Recruiting Employees
  • Internal Sources Of Candidates
  • Finding Internal Candidates
  • Employee Engagement Guide For Managers
  • Engagement and Promotion from Within
  • Outside Sources Of Candidates
  • Informal Recruiting and the Hidden Job Market
  • Online Recruiting
  • LinkedIn and Social Media
  • Using Recruitment Software and Artificial Intelligence
  • Advertising
  • Employment Agencies
  • Recruitment Process Outsourcers
  • On-Demand Recruiting Services
  • Temporary, Gig, and Alternative Staffing
  • Temporary Workers
  • The New Normal: Remote Workers
  • Know Your Employment Law: Supplied/Contract Employees
  • Poaching
  • Offshoring and Outsourcing Jobs
  • Executive Recruiters
  • HR Tools for Line Managers and Small Businesses: Recruiting 101
  • Referrals and Walk-Ins
  • College Recruiting
  • Returning Midcareer Professionals
  • Military Personnel
  • HR As A Profit Center: Reducing Recruitment Costs
  • Recruiting A More Diverse Workforce
  • Recruiting Women
  • Recruiting Single Parents
  • Older Workers
  • Recruiting Applicants from Underrepresented Groups
  • Recruiting People with Disabilities
  • Diversity Counts: Guidelines for Reducing Bias in Recruiting
  • Developing And Using Application Forms
  • Purpose of Application Forms
  • Application Guidelines
  • Know Your Employment Law: Application Forms and EEO Law
  • Using Application Forms to Predict Job Performance
  • Mandatory Arbitration
  • Building Your Management Skills: The Human Side of Recruiting
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Recruiting Diverse Talent In The It Industry
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 6. Employee Testing and Selection
  • Why Employee Selection Is Important
  • The Basics Of Testing And Selecting Employees
  • Reliability
  • Reliability Coefficient
  • Validity
  • How to Validate a Test
  • Bias
  • Utility Analysis
  • HR As A Profit Center: Using Tests to Cut Costs and Boost Profits
  • Validity Generalization
  • Know Your Employment Law: Testing and Equal Employment Opportunity
  • Test Takers’ Individual Rights and Test Security
  • How Do Employers Use Tests at Work?
  • Types Of Tests
  • Tests of Cognitive Abilities
  • Tests of Motor and Physical Abilities
  • Measuring Personality and Interests
  • HR Practices around the Globe: Testing for Assignments Abroad
  • Achievement Tests
  • Computerized and Online Testing
  • Using Analytics, Machine Learning, and Artificial Intelligence in Employee Selection
  • Work Samples And Simulations
  • Using Work Sampling for Employee Selection
  • Situational Judgment Tests
  • Management Assessment Centers
  • Situational Testing and Video-Based Situational Testing
  • The Miniature Job Training and Evaluation Approach
  • Realistic Job Previews
  • The Strategic Context: Google’s Hiring Process
  • Choosing a Selection Method
  • Diversity Counts: How the U.S. Army Removes Bias from Its Officer Selection Process
  • HR Tools for Line Managers and Small Businesses: Employee Testing and Selection
  • Background Investigations And Other Selection Methods
  • Why Perform Background Investigations and Reference Checks?
  • Know Your Employment Law: Giving References
  • Social Media
  • Using Preemployment Information Services
  • Steps for Making the Background Check More Valuable
  • The Polygraph and Honesty Testing
  • Physical Exams
  • Substance Abuse Screening
  • Drug Testing Legal Issues
  • Complying with Immigration Law
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Employee Theft At A British Company
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 7. Interviewing Candidates
  • Basic Types Of Interviews
  • Structured versus Unstructured Interviews
  • Interview Content (What Types of Questions to Ask)
  • How Should We Conduct the Interview?
  • The Strategic Context: Asynchronous Interviews at Urban Outfitters
  • The New Normal: 10 Remote-Work Questions to Ask and Expect
  • Avoiding Errors That Can Undermine An Interview’s Usefulness
  • First Impressions (Snap Judgments)
  • Not Clarifying What the Job Requires
  • Candidate-Order (Contrast) Error and Pressure to Hire
  • Nonverbal Behavior and Impression Management
  • Effect of Personal Characteristics: Attractiveness, Gender, Race
  • Diversity Counts: Applicant Disability and the Employment Interview
  • Interviewer Behavior
  • How To Design And Conduct An Effective Interview
  • Designing a Structured Situational Interview
  • HR Tools for Line Managers and Small Businesses: Additional Guidelines for How to Conduct an Effecti
  • Competency Profiles and Employee Interviews
  • Employee Engagement Guide For Managers
  • Building Engagement: A Total Selection Program
  • The Toyota Way
  • Science in Talent Management: Google
  • Developing And Extending The Job Offer
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Fit Or Not Fit For Purpose?
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Appendix 1 For Chapter 7 Structured Interview Guide
  • Appendix 2 For Chapter 7 Interview Guide For Interviewees
  • Part Three: Training And Development
  • Chapter 8. Training and Developing Employees
  • Orienting And Onboarding New Employees
  • The Purposes of Employee Orientation/Onboarding
  • The Orientation Process
  • Employee Engagement Guide For Managers: Onboarding At Toyota
  • Overview Of The Training Process
  • Know Your Employment Law: Training and the Law
  • Aligning Strategy and Training
  • The ADDIE Five-Step Training Process
  • Analyzing the Training Needs
  • Designing the Training Program
  • Developing the Program
  • Implementing The Training Program
  • On-the-Job Training
  • Shadow Learning
  • Apprenticeship Training
  • Informal Learning
  • Job Instruction Training
  • Lectures
  • Programmed Learning
  • Behavior Modeling
  • Audiovisual-Based Training
  • Vestibule Training
  • Electronic Performance Support Systems (EPSSs)
  • Videoconferencing
  • Computer-Based Training
  • Online/Internet-Based Training
  • Mobile and Micro Learning
  • The Strategic Context: On-Demand Micro Learning at Uber
  • Mixed Reality, Simulated Learning, and Gaming
  • Lifelong and Literacy Training Techniques
  • Diversity Counts: Training to Overcome Unconscious Bias
  • Team Training
  • HR Tools for Line Managers and Small Businesses: Creating Your Own Training Program
  • Implementing Management Development Programs
  • Strategy’s Role in Management Development
  • Candidate Assessment and the 9-Box Grid
  • Managerial On-the-Job Training and Rotation
  • Off-the-Job Management Training and Development Techniques
  • Leadership Development at Cigna
  • Characteristics of Effective Leadership Development Programs
  • Managing Organizational Change Programs
  • Lewin’s Change Process
  • Using Organizational Development
  • AI Change Programs
  • Evaluating The Training Effort
  • Designing the Study
  • Training Effects to Measure
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: The First Day At Salman Mk Company
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 9. Performance Management and Appraisal
  • Basics Of Performance Appraisal
  • The Performance Appraisal Process
  • Why Appraise Performance?
  • Defining the Employee’s Goals and Performance Standards
  • Tools for Line Managers and Small Businesses: How to Set Effective Goals
  • HR As A Profit Center: Setting Performance Goals at Ball Corporation
  • Who Should Do the Appraising?
  • Traditional Tools For Appraising Performance
  • Graphic Rating Scale Method
  • Alternation Ranking Method
  • Paired Comparison Method
  • Forced Distribution Method
  • The Strategic Context: ExxonMobil’s Appraisal Process
  • Critical Incident Method
  • Narrative Forms
  • Behaviorally Anchored Rating Scales
  • Management by Objectives
  • Appraisal in Practice: Using Forms, Software, or Cloud-Based Systems
  • Big Data
  • Electronic Performance Monitoring
  • The New Normal: Electronic Performance Monitoring of Remote Workers
  • Conversation Days
  • Using Multiple Methods
  • Example: Rating Uber Drivers
  • Critical Employees: Appraisals and Consequences
  • Dealing With Rater Error Appraisal Problems
  • Potential Rater Error Problems
  • Diversity Counts: The Problem of Bias
  • Addressing the Need for Fairness
  • Know Your Employment Law: Appraising Performance
  • Managing The Appraisal Interview
  • How to Conduct the Appraisal Interview
  • How to Handle a Defensive Subordinate
  • How to Criticize a Subordinate
  • How to Handle a Written Warning
  • Summary Interview Checklist
  • Employee Engagement Guide For Managers
  • Use the Appraisal Interview to Build Engagement
  • Performance Management
  • Total Quality Management and Performance Appraisal
  • What Is Performance Management?
  • Performance Management Technology
  • Performance Management Process Example
  • The Manager’s Role in Performance Management
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: “Rank And Yank” At Luxcar
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 10. Managing Careers and Retention
  • Career Management
  • Careers Today
  • The Psychological Contract
  • The Employee’s Role in Career Management
  • “Portfolio” Careers
  • The Employer’s Role in Career Management
  • Illustrative Employer Career Management Activities
  • The Strategic Context: Career Development at Medtronic
  • The Manager as Mentor and Coach
  • Employee Engagement Guide For Managers
  • Career Management
  • Career Development Paths
  • Managing Employee Turnover And Retention
  • HR As A Profit Center: Turnover and Performance
  • Managing Voluntary Turnover
  • A Comprehensive Approach to Retaining Employees
  • The New Normal: COVID-19, Stress, and Turnover
  • Job Withdrawal
  • Employee Life-Cycle Career Management
  • Making Promotion Decisions
  • Know Your Employment Law: Establish Clear Guidelines for Managing Promotions
  • Diversity Counts: The Gender Gap
  • Managing Transfers
  • Managing Retirements
  • Managing Dismissals
  • Grounds for Dismissal
  • Know Your Employment Law: Termination at Will
  • Avoiding Wrongful Discharge Suits
  • Supervisor Liability
  • Security Measures
  • The Offboarding Exit Process
  • The Termination Interview
  • Layoffs and the Plant Closing Law
  • Adjusting to Downsizings and Mergers
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Retaining Workers Performing “The Most Boring Jobs In The World”
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Appendix For Chapter 10 Managing Your Career And Finding A Job
  • Part Four: Compensation
  • Chapter 11. Establishing Strategic Pay Plans
  • Basic Factors In Determining Pay Rates
  • Aligning Total Rewards with Strategy
  • Equity and Its Impact on Pay Rates
  • Legal Considerations in Compensation
  • Know Your Employment Law: Independent Contractors
  • Are Gig Workers Employees or Independent Contractors?
  • Union Influences on Compensation Decisions
  • Pay Policies
  • The New Normal: Remote Worker Pay Policies
  • The Strategic Context: Wegmans Food Markets
  • Job Evaluation Methods
  • Compensable Factors
  • Preparing for the Job Evaluation
  • Job Evaluation Methods: Ranking
  • Job Evaluation Methods: Job Classification
  • Job Evaluation Methods: Point Method
  • How To Create A Market-Competitive Pay Plan
  • 1. Choose Benchmark Jobs
  • 2. Select Compensable Factors
  • 3. Assign Weights to Compensable Factors
  • 4. Convert Percentages to Points for Each Factor
  • 5. Define Each Factor’s Degrees
  • 6. Determine for Each Factor Its Factor Degrees’ Points
  • 7. Review Job Descriptions and Job Specifications
  • 8. Evaluate the Jobs
  • 9. Draw the Current (Internal) Wage Curve
  • 10. Conduct a Market Analysis: Salary Surveys
  • 11. Draw the Market (External) Wage Curve
  • 12. Compare and Adjust Current and Market Wage Rates for Jobs
  • 13. Develop Pay Grades
  • 14. Establish Rate Ranges
  • 15. Address Remaining Jobs
  • 16. Correct Out-of-Line Rates
  • HR Tools For Line Managers and Small Businesses: Developing a Workable Pay Plan
  • Pricing Managerial And Professional Jobs
  • What Determines Executive Pay?
  • Compensating Executives
  • Compensating Professional Employees
  • Payroll Administration
  • Contemporary Topics In Compensation
  • Competency-Based Pay
  • Broadbanding
  • Comparable Worth
  • Diversity Counts: The Gender Pay Gap
  • Board Oversight of Executive Pay
  • Employee Engagement Guide For Managers
  • Total Rewards
  • Total Rewards and Employee Engagement
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Salary Inequities At AstraZeneca
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 12. Pay for Performance and Financial Incentives
  • Money’s Role In Motivation
  • Incentive Pay Terminology
  • Effectively Linking Strategy, Performance, and Incentive Pay
  • Motivation and Incentives
  • Know Your Employment Law: Employee Incentives and the Law
  • Individual Employee Incentive And Recognition Programs
  • Piecework
  • Merit Pay as an Incentive
  • Incentives for Professional Employees
  • Nonfinancial and Recognition-Based Awards
  • Digital and Social Media: Recognition Awards
  • HR Tools for Line Managers and Small Businesses: How to Make Incentives More Effective
  • HR and the Gig Economy: Recognition, Nonfinancial Rewards, and Gig Workers
  • Job Redesign
  • The Strategic Context: The Fast-Food Chain
  • Incentives For Salespeople
  • Salary Plan
  • Commission Plan
  • Combination Plan
  • Improving Sales Incentive Plan Effectiveness
  • Sales Incentives in Action
  • Incentives For Managers And Executives
  • Role of Strategy in Formulating the Executive’s Total Rewards Package
  • Short-Term Incentives and the Annual Bonus
  • HR Practices around the Globe: When Stock Options May Not Work Well
  • Some Other Executive Incentives
  • Diversity Counts: Incentivizing Diversity
  • Team And Organizationwide Incentive Plans
  • How to Design Team Incentives
  • Evidence-Based HR: What Makes Team Incentives Effective?
  • Organizationwide Incentive Plans
  • Profit-Sharing Plans
  • Scanlon Plans
  • Other Gainsharing Plans
  • At-Risk Pay Plans
  • Employee Stock Ownership Plans
  • Incentive Plans in Practice: Nucor
  • Employee Engagement Guide For Managers
  • Incentives and Engagement
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: The Hubspot.Com Sales Incentive Plan
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 13. Benefits and Services
  • Introduction: The Benefits Picture Today
  • Policy Issues
  • Pay For Time Not Worked
  • Unemployment Insurance
  • Vacations and Holidays
  • Know Your Employment Law: Vacations
  • Sick Leave
  • HR As A Profit Center: Controlling Sick Leave
  • Know Your Employment Law: The Family and Medical Leave Act and Other Laws
  • Severance Pay
  • HR Practices around the Globe: Severance Pay in France
  • Supplemental Unemployment Benefits
  • Insurance Benefits
  • Workers’ Compensation
  • Hospitalization, Health, and Disability Insurance
  • Know Your Employment Law: Patient Protection and Affordable Care Act of 2010, and other laws
  • COBRA
  • Other Laws
  • Trends in Employer Healthcare Cost Control
  • HR As A Profit Center: The Doctor Is on the Phone
  • Long-Term Care
  • Life Insurance
  • Benefits for Part-Time and Contingent Workers
  • Retirement Benefits
  • Social Security
  • Pension Plans
  • Know Your Employment Law: Pension Planning Laws
  • Pensions and Early Retirement
  • Online Benefits Management Systems
  • Personal Services And Family-Friendly Benefits
  • Personal Services
  • Family-Friendly Benefits
  • Other Personal Services Benefits
  • Domestic Partner Benefits
  • The Strategic Context: Clif Bar
  • Executive Perquisites
  • Flexible Benefits Programs
  • The Cafeteria Approach
  • HR Tools for Line Managers and Small Businesses: Employee Leasing
  • Flexible Work Schedules
  • The New Normal: Remote and Hybrid Work
  • Diversity Counts: Caring for the Kids
  • Employee Engagement Guide For Managers
  • Costco’s Compensation Plan
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Blame It On The Incentive Plan
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Part Five: Enrichment Topics In Human Resource Management
  • Chapter 14. Building Positive Employee Relations
  • What Is Employee Relations?
  • Programs For Building And Maintaining Positive Employee Relations
  • Ensuring Fair Treatment
  • The Strategic Context: A New HR Strategy at the Foxconn Plant in Shenzhen, China
  • Bullying and Victimization
  • Improving Employee Relations through Communications Programs
  • The New Normal: Meeting at Work in a Remote Work World
  • Develop Employee Recognition/Relations Programs
  • Use Employee Involvement Programs
  • HR As A Profit Center: The Cost-Effective Suggestion System
  • Employee Relations and Gig Workers
  • The Ethical Organization
  • Ethics and Employee Rights
  • What Shapes Ethical Behavior at Work?
  • How Any Manager Can Create a More Ethical Environment
  • How Human Resource Managers Can Create More Ethical Environments
  • HR Tools for Line Managers and Small Businesses: Small Business Ethics
  • Know Your Employment Law: Electronic Monitoring
  • Managing Employee Discipline
  • The Three Pillars of Fair Discipline
  • Diversity Counts: Comparing Males and Females in a Discipline Situation
  • How to Discipline an Employee
  • Discipline without Punishment
  • Employee Engagement Guide For Managers
  • The “Best Companies to Work For”
  • SAS: Great Benefits, Trust, and Work–Life Balance
  • Alphabet (Google) and People Analytics
  • FedEx: Guaranteed Fair Treatment
  • A “Best Company” Human Resource Philosophy?
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Enron, Ethics, And Organizational Culture
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 15. Labor Relations and Collective Bargaining
  • The Labor Movement
  • HR As A Profit Center: Can Unionization Boost Profitability?
  • Why Do Workers Organize?
  • HR and the Gig Economy: Will Uber Drivers Organize?
  • Employee Engagement and Unionization
  • What Do Unions Want?
  • Diversity Counts: Unions’ Role in Reducing the Wealth Gap
  • The AFL–CIO and Union Federations
  • Unions And The Law
  • Period of Strong Encouragement: The Norris–LaGuardia (1932) and National Labor Relations (or Wagne
  • Period of Modified Encouragement Coupled with Regulation: The Taft–Hartley Act (1947)
  • Unfair Union Labor Practices
  • Period of Detailed Regulation of Internal Union Affairs: The Landrum–Griffin Act (1959)
  • The Union Drive And Election
  • Step 1. Initial Contact
  • Step 2. Obtaining Authorization Cards
  • Step 3. Hold a Hearing
  • Step 4. The Campaign
  • Step 5. The Election
  • How to Lose an NLRB Election
  • What to Expect the Union to Do to Win the Election
  • The Supervisor’s Role
  • Know Your Employment Law: Rules Regarding Literature and Solicitation
  • Decertification Elections: Ousting the Union
  • HR Practices around the Globe : France Comes to the Workers’ Aid
  • The Collective Bargaining Process
  • What Is Collective Bargaining?
  • What Is Good Faith?
  • The Negotiating Team
  • Costing the Contract
  • Bargaining Items
  • The New Normal: Negotiating Telecommuting and Remote Work
  • Building Negotiating Skills
  • Bargaining Guidelines
  • Impasses, Mediation, and Strikes
  • HR Tools for Line Managers and Small Businesses: Strike Guidelines
  • Digital and Social Media: Unions Go Digital
  • The Contract Agreement
  • Dealing With Disputes And Grievances
  • Sources of Grievances
  • The Grievance Procedure
  • Guidelines for Handling Grievances
  • HR Tools for Line Managers and Small Businesses: How to Handle a Grievance
  • The Union Movement Today And Tomorrow
  • What Are Unions Doing about It?
  • Cooperative Labor–Management Relations
  • Strategic Context: Walmart’s Evolving Labor Relation Policies
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Labor Relations At Ryanair
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 16. Safety, Health, and Risk Management
  • Introduction: Safety And The Manager
  • Why Safety Is Important
  • HR As A Profit Center: Improving Safety Boosts Profits
  • Top Management’s Role in Safety
  • The Strategic Context: Deepwater Horizon
  • The Supervisor’s Role in Accident Prevention
  • Manager’s Briefing On Occupational Safety Law
  • OSHA Standards and Record Keeping
  • Inspections and Citations
  • Responsibilities and Rights of Employers and Employees
  • What Causes Accidents?
  • What Causes Unsafe Conditions?
  • What Causes Unsafe Acts?
  • How To Prevent Accidents
  • Reducing Unsafe Conditions
  • Diversity Counts: Protecting Vulnerable Workers
  • Reducing Unsafe Acts
  • Reducing Unsafe Acts through Screening
  • Reducing Unsafe Acts through Training
  • Reducing Unsafe Acts through Posters, Incentives, and Positive Reinforcement
  • Reducing Unsafe Acts by Establishing a Culture of Safety
  • Reducing Unsafe Acts through Behavior-Based Safety and Safety Awareness Programs
  • Other Ways to Reduce Unsafe Acts
  • Conducting Safety and Health Audits and Inspections
  • Addressing Temp/Gig Employee Safety
  • Employee Engagement Guide For Managers
  • Milliken & Company—World-Class Safety through Employee Engagement
  • Involvement-Based Employee Engagement
  • Workplace Health Hazards: Problems And Remedies
  • Chemicals and Industrial Hygiene
  • Know Your Employment Law: Hazard Communication
  • Asbestos Exposure at Work and Air Quality
  • Alcoholism and Substance Use Disorders
  • Stress, Burnout, and Depression
  • Solving Computer-Related Ergonomic Problems
  • Repetitive Motion Disorders
  • Sitting
  • Infectious Diseases
  • Workplace Smoking
  • Occupational Security And Risk Management
  • Enterprise Risk Management
  • Workplace Security Planning
  • Preventing and Dealing with Violence at Work
  • Securing the Facility
  • Terrorism
  • Cybersecurity
  • Business Continuity and Emergency Plans
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Amazon’s New Safety Program
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 17. Managing Global Human Resources
  • The Manager’s Global Challenge
  • What Is International Human Resource Management?
  • Adapting Human Resource Activities To Intercountry Differences
  • Cultural Factors
  • Legal Factors
  • Economic Systems
  • HR Abroad Example: The European Union
  • HR Abroad Example: China
  • Strategic Context: Walmart in China
  • Staffing The Global Organization
  • International Staffing: Home or Local?
  • Internationalization Stage, Values, and Staffing Policy
  • HR As A Profit Center: Reducing Expatriate Costs
  • Using Global Virtual Teams
  • Selecting International Managers
  • Diversity Counts: Sending Women Managers Abroad
  • Avoiding Early Expatriate Returns
  • HR Tools for Line Managers and Small Businesses: Some Practical Solutions to the Expatriate Challeng
  • Training And Maintaining Employees Abroad
  • Orienting and Training Employees on International Assignment
  • Ethics and Codes of Conduct
  • Performance Appraisal of International Managers
  • Compensating Managers Abroad
  • Union Relations Abroad
  • Safety Abroad
  • Business Travel
  • Repatriation: Problems and Solutions
  • Employee Engagement Guide For Managers
  • Engagement around the Globe
  • Managing HR Locally: How To Put Into Practice A Global HR System
  • Factors That Influence How Standardized the Global HR System Will Be
  • Developing a More Effective Global HR System
  • Making the Global HR System More Acceptable
  • Implementing the Global HR System
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Selling Sand In The Desert
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Chapter 18. Managing Human Resources in Small and Entrepreneurial Firms
  • The Small Business Challenge
  • How Small Business Human Resource Management Is Different
  • Diversity Counts: Necessity and the Entrepreneur
  • Why Human Resource Management Is Important to Small Businesses
  • How Small Businesses Manage Human Resource Management
  • Using Internet, Government, And Other Tools To Support The HR Effort
  • Government Tools for Complying with Employment Laws
  • Diversity Counts: Local Equal Employment Law
  • Online Employment Planning and Recruiting Tools
  • Small Business Employee Selection Tools
  • The Strategic Context: Everlane
  • Small Business Training Tools
  • Employment Appraisal and Compensation Online Tools
  • Employment Safety and Health Tools
  • Leveraging Small Size With Familiarity, Flexibility, Fairness, And Informality
  • Simple, Informal Employee Selection Procedures
  • HR Tools for Line Managers and Small Businesses: A Streamlined Interviewing Process
  • Flexibility in Training
  • Flexibility in Benefits and Rewards
  • Fairness and the Family Business
  • Using Professional Employer Organizations
  • How Do PEOs Work?
  • Why Use a PEO?
  • Managing HR Systems, Procedures, And Paperwork
  • Introduction
  • Basic Components of Manual HR Systems
  • Automating Individual HR Tasks
  • Human Resource Information Systems (HRIS)
  • Improved Transaction Processing
  • Online Self-Processing
  • Improved Reporting Capability
  • HR System Integration
  • HR Apps
  • Chapter Review: Chapter Section Summaries
  • Discussion Questions
  • Individual And Group Activities
  • Experiential Exercise
  • Application Case: Netflix Breaks The Rules
  • Continuing Case: Carter Cleaning Company
  • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
  • Writing Assignments
  • Key Terms
  • Endnotes
  • Appendix A. Comprehensive Cases
  • Glossary
  • Name/Organization Index
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  • Subject Index
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