Human Resource Management

R. Wayne Mondy

I have always had a strong interest in business practices as evidenced by my many years of academic and professional experience. I believe that managing people is the crucial side of business because a firm’s human resources are the foundation on which everything is accomplished. Prior to entering academics, I had business experience with such companies as Peat, Marwick, Mitchell, and Co. (now KPMG), General Electric Corporation, Gulf South Research Institute, and Houston Data Center. In addition, I served in the U.S. Air Force as a management analysis officer. Several examples in your text relate to my business experience.

I received my DBA from Louisiana Tech University and have enjoyed many years of teaching and administration, having served as professor, department head of the Department of Management & Marketing, and Dean of the College of Business. I have authored or co-authored seven college textbooks in a total of thirty-one editions, fifty-four articles, and twenty papers. The textbooks are Management: Concepts, Practices, and Skills (8th edition); Human Resource Management (14th edition); Personal Selling: Function, Theory and Practice (4th edition); Supervision (3rd edition); Management Concepts and Canadian Practices (2nd edition); Staffing the Contemporary Organization; and Management and Organizational Behavior. In addition to the 14th edition of Human Resource Management, the book has been translated into Spanish (Administracin de Recursos Humanos, Prentice Hall, 1997, 2001, and 2005), and Chinese (Prentice Hall, 1998, 2002, 2005, and 2011). A special 2008 two-part international edition of the 10th edition was prepared for India, Bangladesh, Bhutan, Pakistan, Nepal, Sri Lanka, and the Maldives. In addition, a Pearson International Edition was prepared for the 10th edition. A 2010 international edition was prepared for the 11th edition. Articles have been published in such journals as Business Journal, Journal of Education for Business, HR Magazine, and The Journal of Business Ethics.

I am also Life Certified as a Senior Professional in Human Resources (SPHR) by the Human Resource Certification Institute. During my career at various universities, I have had the opportunity to charter three student chapters of the Society for Human Resource Management. In one instance, about 20 students wanted to take the certification examination. I was excited about their enthusiasm until they informed me, “Dr. Mondy, you have to take it, too.” I have never studied so hard but we all were successful in achieving our objectives. That is how I received my SPHR designation–I earned it.

Joseph J. Martocchio

My interest in the human resource management field began while I was a junior at Babson College. I found myself wanting to practice in the field as well as to become a university professor and researcher. I pursued both professional desires by working at Cameron and Colby (a reinsurance company) in Boston and for General Electric’s Aerospace business group in Valley Forge, Pennsylvania.

I advanced my education in the HR field by earning a master’s degree and Ph.D. degree at Michigan State University. My master’s degree enabled me to build an even stronger foundation in practice and my doctoral degree provided me with the skills to conduct scholarly research and teach college-level courses. Since earning my graduate degrees, I have been a professor in the School of Labor and Employment Relations at the University of Illinois, Urbana—Champaign and assumed administrative roles as a Provost Fellow, Associate Dean for Academic Affairs, and Interim Dean. All the while, I have taught a variety of courses in the HR field. These include compensation systems, employee benefits, employment systems (HR and labor relations), HR planning and staffing, and statistics. For many years, I served as the faculty advisor to the student chapter of the Society for Human Resource Management at the University of Illinois during which time students earned Merit Awards and Superior Merit awards on multiple occasions.

As a researcher, I have studied a variety of topics that include employee absenteeism, employee training and development, compensation systems, employee benefits, and generational diversity. My work appears in leading scholarly journals such as Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Journal of Management, and Personnel Psychology. I received the Ernest J. McCormick Award for Distinguished Early Career Contributions from the Society for Industrial and Organizational Psychology (SIOP), and I was subsequently elected as a Fellow in both the American Psychological Association and SIOP. Following the attainment of this recognition, I served as the Chair of the HR Division of the Academy of Management as well as in various other leadership roles within that organization.

Besides writing scholarly articles, I have two sole-authored textbooks: Strategic Compensation: A Human Resource Management Approach (Pearson Higher Education), which is in its 8th edition,and Employee Benefits: A Primer for Human Resource Professionals (McGraw-Hill),which is in its 5th edition. The compensation textbook was translated for use in China and India. Joining as a co-author on the 14th edition of Human Resource Management has been an exciting opportunity.

Part I: Setting the Stage

1.   Human Resource Management: An Overview

2.   Business Ethics and Corporate Social Responsibility

3.   Equal Employment Opportunity, Affirmative Action, and Workforce Diversity

Part II: Staffing

4.    Strategic Planning, Human Resource Planning, and Job Analysis

5.    Recruitment

6.    Selection

Part III: Performance Management and Training

7.    Performance Management and Appraisal

8.    Training and Development

Part IV: Compensation

9.    Direct Financial Compensation (Core Compensation)

10.  Indirect Financial Compensation (Employee Benefits)

Part V: Labor Relations, Employee Relations, Safety, and Health

11.  Labor Unions and Collective Bargaining

12.  Internal Employee Relations

13.  Employee Safety, Health, and Wellness

Part VI: Operating in a Global Environment

14.  Global Human Resource Management

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