Human Resource Management Essential Perspectives

, by Mathis, Robert L.; Jackson, John H.

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ISBN: 9780324107586 | 0324107587
Cover: Paperback
Copyright: 3/8/2001

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HUMAN RESOURCE MANAGEMENT: ESSENTIAL PERSPECTIVES is the perfect guide for anyone preparing for the HR certification exam. This text offers you practical coverage of basic concepts, as well as a "managerial perspectives" at the beginning of each chapter that will encourage you to apply the concepts you have learned.

Strategic Human Resources Management and Planning

(16)

HR Management Challenges

(2)

Economic and Technological Change

Occupational Shifts

Workforce Availability and Quality

Demographics and Diversity

Balancing Work and Family

Organizational Restructuring

HR Management Activities

(3)

HR Planning and Analysis

Equal Employment Opportunity

Staffing

HR Development

Compensation and Benefits

Health, Safety, and Security

Employee and Labor-Management Relations

Nature of HR Management

(2)

HR as Employee Advocate

Roles of HR Management

Ethics and HR Management

HR Management Competencies and Careers

Organizational Strategies and HR Planning

(5)

Scanning the External Environment

Internal Assessment of Organizational Workforce

Human Resource Information Systems

Forecasting

Managing a Human Resource Surplus

(4)

Workforce Reductions and the WARN Act

Downsizing

Organizational Performance and Global Effectiveness

(18)

Organizational and Global Productivity

(2)

Global Competitiveness and Productivity

Organizations and Productivity

Increasing Productivity

Quality and Productivity

Service

Individual/Organizational Relationships

(2)

The Psychological Contract

Productivity and Job Design

(1)

Consequences of Job Design

Teams and Jobs

Advantages and Disadvantages of Team Jobs

Job Satisfaction and Organizational Commitment

(2)

Absenteeism

Turnover

Assessing HR Effectiveness

(2)

HR Audits

Employee Attitude Surveys

Exit Interviews

HR Performance and Benchmarking

Global Human Resource Management

(2)

Legal and Political Factors

Economic Factors

Cultural Factors

Types of Global Organizations

(1)

Importing and Exporting

Multinational Enterprises

Global Organizations

International Staffing and Training

(2)

Types of International Employees

Selection for International Assignments

International Training and Development

International Compensation and Other Activities

(4)

International Security and Terrorism

Global Labor-Management Relations

Equal Employment Opportunity

(14)

Diversity

(3)

Women in the Workforce

Racial and Ethnic Diversity in the Workforce

Aging of the Workforce

Individuals with Disabilities in the Workforce

Individuals with Differing Sexual Orientations in the Workforce

Managing Diversity

(1)

Equal Employment Opportunity and Affirmative Action

(3)

Affirmative Action

Reverse Discrimination

Civil Rights Acts of 1964 and 1991

Enforcement Agencies

Interpretations of EEO Laws and Regulations

EEO Compliance

Uniform Guidelines on Employee Selection Procedures

(1)

``No-Disparate-Impact'' Approach

Job-Related Validation Approach

Gender Discrimination and Sexual Harassment

(2)

Sexual Harassment

Pregnancy Discrimination

Equal Pay and Pay Equity

The ``Glass Ceiling''

Age Discrimination

(1)

Americans with Disabilities Act (ADA)

(1)

Essential Job Functions

Reasonable Accommodation

Undue Hardship

Other Bases of Discrimination

(2)

Immigration Reform and Control Act (IRCA)

Religious Discrimination

Sexual Orientation

Veterans' Employment Rights

Military Employment Rights

Job Analysis

(12)

Nature of Job Analysis

(2)

Work Analysis

Task-Based Job Analysis

Competency Approach to Job Analysis

Uses of Job Analysis

(4)

Job Descriptions and Job Specifications

Job Families and Organization Charts

Job Analysis and HR Activities

Job Analysis and Legal Issues

Behavioral Aspects of Job Analysis

Job Analysis Methods

(1)

Observation

Interviews

Questionnaires

Computerized Job Analysis

The Job Analysis Process

(2)

Planning

Preparation and Introduction

Conducting the Job Analysis

Job Descriptions and Job Specifications

(3)

Job Description Components

Writing Job Descriptions

Writing Job Specifications

Staffing

(14)

Planning and Strategic Decisions about Recruiting

(2)

Internal versus External Recruiting

Flexible Staffing

Internal Recruiting

(1)

Job Posting and Bidding

Promotion and Transfer

Current Employee Referrals

Recruiting Former Employees and Applicants

Internal Recruiting Database

External Recruiting

(2)

Schools

Colleges and Universities

Media Sources

Trade and Competitive Sources

Employment Agencies

Executive Search Firms

Internet Recruiting

Recruiting Evaluation

(1)

Nature of Selection

(2)

Criteria, Predictors, and Job Performance

Legal Concerns

Selection Responsibilities

The Selection Process

(4)

Reception and Job Preview

Interest Screening

Application Forms

Selection Testing

Selection Interviewing

Background Investigation

(2)

Legal Constraints

Medical Examinations

Drug Testing

Training and Development

(14)

Nature of Training

(2)

Types of Internal Training

External Training

Web-Based Training

Learning Principles: The Psychology of Learning

(1)

Intention to Learn

Whole Learning

Reinforcement

Behavior Modification

Immediate Confirmation

Learning Practice

Transfer of Training

Orientation: Training for New Employees

(1)

Organizational Overview

Establishing an Effective Orientation System

Systems Approach to Training

(3)

Training Needs Assessment

Implementing Training

Evaluation of Training

Human Resource Development

(3)

The HR Development Process

Succession Planning

Development Approaches

Management Development

Careers

(4)

Organization-Centered vs. Individual-Centered Career Planning

Dual Career Paths for Technical and Professional Workers

Dual-Career Couples

Retirement

Managing and Appraising Performance

(14)

Identifying and Measuring Employee Performance

(4)

Job Criteria and Information Types

Potential Criteria Problems

Performance Standards

The Nature and Uses of Performance Appraisal

(3)

Informal versus Systematic Appraisal

Who Conducts Appraisals?

Methods for Appraising Performance

(5)

Category Rating Methods

Comparative Methods

Narrative Methods

Behavioral

Objectives Methods

Rater Errors

Appraisal Feedback

Performance Appraisals and the Law

101

(2)

Effective Performance Management

Compensation

103

(18)

The Nature of Compensation

103

(2)

Base Pay

Variable Pay

Benefits

Strategic Compensation

105

(2)

Cost-Effectiveness and Labor Market Positioning

Competency-Based Pay

Broadbanding

Use of Variable Pay

Team-Based Compensation

Behavioral Aspects of Compensation

Legal Constraints on Pay Systems

107

(3)

Fair Labor Standards Act (FLSA)

Independent Contractor Regulations

Equal Pay and Pay Equity

Wage and Salary Administration

110

(1)

Pay Policies

Unions and Compensation

Developing a Base Pay System

111

(6)

Job Evaluation

Pay Surveys

Pay Structures

Individual Pay Issues

Executive Compensation

117

(4)

The Role of the Board of Directors in Executive Compensation

Criticism of Executive Compensation

``Golden Parachutes'' for Executives

Variable Pay and Benefits

121

(14)

Variable Pay: Incentives for Performance

121

(2)

Guidelines for Variable Pay Plans

Individual Incentives

123

(1)

Bonuses

Special Individual Incentive Programs

Sales Compensation and Incentives

Team-Based Incentives

124

(2)

Types of Team Incentives

Distributing Team Incentives

Problems with Team Incentives

Successful Team Incentives

Gainsharing

Organizational Incentives

126

(1)

Profit Sharing

Employee Stock Ownership Plans (ESOPs)

Benefits

127

(1)

Security Benefits

128

(1)

Retirement Benefits

129

(1)

Pension Plans

Individual Retirement Benefit Options

Health-Care Benefits

129

(2)

Managed Care

Health-Care Legislation

Other Benefits

131

(1)

Insurance Benefits

Family-Oriented Benefits

Time-Off Benefits

Benefits Administration

132

(3)

Benefits Communication

Flexible Benefits

Employee Relations

135

(18)

Health, Safety, and Security

135

(2)

Workers' Compensation

Child Labor Laws

Americans with Disabilities Act

Occupational Safety and Health Act

137

(2)

OSHA Inspections

Record-Keeping Requirements

Evaluating the Effects of OSHA

Safety Management

139

(1)

Components of Effective Safety Management Programs

Issues in Safety and Health

140

(2)

Individuals and Safety

Health

142

(2)

Smoking at Work

Substance Abuse

Wellness Programs

Employee Assistance Programs (EAPs)

Security

144

(1)

Employee Rights and Responsibilities

145

(1)

Rights Affecting the Employment Relationship

145

(2)

Employment-at-Will (EAW)

Just Cause

Due Process

Balancing Employer Security Concerns and Employee Rights

147

(2)

Monitoring of E-Mail and Voice Mail

Video Surveillance

The Drug-Free Workplace Act of 1988

HR Policies, Procedures, and Rules

149

(1)

Guidelines for an Employee Handbook

Employee Discipline

150

(3)

Approaches to Discipline

Union-Management Relations

153

(16)

When Management Faces a Union

153

(1)

Why Employees Unionize

Unions in the United States

154

(3)

Union Decline Worldwide

Public-Sector Unionism

The History of American Unions

157

(1)

The ``National Labor Code''

157

(2)

Wagner Act (National Labor Relations Act)

Taft-Hartley Act (Labor-Management Relation Act)

Landrum-Griffin Act (Labor-Management Reporting and Disclosure Act)

The Process of Unionizing

159

(5)

Collective Bargaining

Bargaining Impasse

Strikes and Lockouts

Management's Choice: Cooperate or Stay Nonunion

164

(1)

Cooperation and Employee Involvement

Staying Nonunion

Grievance Management

165

(4)

Steps in a Grievance Procedure

APPENDIX A Content Outline of the HR Body of Knowledge

169

(8)

APPENDIX B Important Organizations in HR Management

177

(4)

Associations

177

(2)

U.S. Department of Labor Agencies

179

(1)

Other Government Agencies

179

(2)

APPENDIX C Current Literature in HR Management

181

(6)

A. Research-Oriented Journals

181

(2)

B. Management-Oriented Journals

183

(1)

C. Abstracts & Indices

184

(3)

APPENDIX D Major Federal Equal Employment Opportunity Laws and Regulations

187

(2)

APPENDIX E Guidelines to Lawful and Unlawful Preemployment Inquiries

189

(2)

APPENDIX F Sample Job Description and Specifications

191

(2)

Glossary

193

(8)

Index

201

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Human Resource Management Essential Perspectives

Summary

Table of Contents

Supplemental Materials