Preface Introduction to Human Resource Management and the Environment Human Resource Management A Brief History of Human Resource Management Strategic Importance of HRM HRM and Organizational Effectiveness Objectives of the HRM Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions

p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35 p. 35 p. 36 p. 36

Competitiveness Composition and Diversity of the Labor Force Geographic Location of the Organization Internal Environmental Influences Strategy Goals Organization Culture Nature of the Task Work Group Leader's Style and Experience Strategic HRM: An Important Key to Success Strategic Challenges Facing HRM Technology Diversity: Building a Competitive Workforce Caliber of the Workforce Organizational Restructuring and Downsizing Contingent Workers People and the HRM Diagnostic Framework Abilities of Employees Employees' Attitudes and Preferences Motivation of Employees Personality of Employees Desirable End Results Summary Key Terms Questions for Review and Discussion Notes Dissecting the ARDM Model and Its Application Best Buy's Approach to Outsourcing Equal Employment Opportunity: Legal Aspects of Human Resource Management How Did EEO Emerge? Societal Values and EEO Economic Status of Minorities: Before 1964 The Government Equal Employment Opportunity Laws: Content and Court Interpretations Title VII of the 1964 Civil Rights Act Title VII and Sexual Harassment Title VII and Pregnancy Discrimination Title VII and Religious Minorities

p. 38 p. 38 p. 42 p. 43 p. 44 p. 45 p. 45 p. 46 p. 47 p. 48 p. 48 p. 49 p. 49 p. 50 p. 54 p. 54 p. 55 p. 56 p. 56 p. 56 p. 56 p. 57 p. 57 p. 58 p. 60 p. 60 p. 60 p. 62 p. 63 p. 65 p. 68 p. 68 p. 69 p. 69 p. 69 p. 69 p. 72 p. 74 p. 74

Title VII and "English-Only" Rules Civil Rights Act of 1991 Executive Order 11246 (1965) Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 (ADEA) Americans with Disabilities Act of 1990 (ADA) State Laws Enforcing the Law Equal Employment Opportunity Commission (EEOC) The Courts Affirmative Action in Organizations What Is Affirmative Action? Voluntary Affirmative Action Plans Involuntary Affirmative Action Plans Update on Affirmative Action Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes Dissecting the Diagnostic Model and Its Application Meeting the Challenge of Sexual Harassment Global Human Resource Management A Global Perspective The Cultural Nature of Global HRM The Concept of "Fit" in Global HRM Multinational and Global Corporations The Expatriate Manager in the Multinational Corporation Selecting the Expatriate Manager Culture Shock and the Expatriate Manager Training the Expatriate Manager Compensating the Expatriate Manager Host Country Nationals and the Global Corporation A Note on Global Corporate Boards of Directors The Legal and Ethical Climate of Global HRM Labor Relations and the International Corporation Summary Key Terms Questions for Review and Discussion

p. 74 p. 75 p. 76 p. 76 p. 76 p. 77 p. 79 p. 79 p. 79 p. 80 p. 82 p. 82 p. 82 p. 82 p. 84 p. 86 p. 87 p. 87 p. 87 p. 88 p. 90 p. 93 p. 96 p. 98 p. 100 p. 101 p. 101 p. 103 p. 103 p. 105 p. 106 p. 109 p. 110 p. 111 p. 111 p. 113 p. 115 p. 116 p. 116

HRM Legal Advisor Notes Development of Global Managers Avoiding Costly International HRM Mistakes Solving the Labor Dilemma in a Joint Venture in Japan Toyota in France: Culture Clash? Video Case Southwest Airlines: Competing through People Acquiring Human Resources Human Resource Planning and Alignment Human Resource Planning Strategic and Human Resource Planning The HR Planning Process Situation Analysis and Environmental Scanning Forecasting Demand for Employees Analyzing the Current Supply of Employees Action Decisions in Human Resource Planning Human Resource Information Systems Employees' Privacy, Identity Theft, and HRIS Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes Human Resource Planning and Virtual Human Resource Management Job Analysis and Design The Vocabulary of Job Analysis The Steps in Job Analysis The Uses of Job Analysis Who Should Conduct the Job Analysis? The Use of Charts Methods of Data Collection Observation Interviews Questionnaires Job Incumbent Diary or Log

p. 116 p. 117 p. 121 p. 121 p. 123 p. 124 p. 125 p. 127 p. 128 p. 129 p. 130 p. 131 p. 131 p. 131 p. 135 p. 137 p. 139 p. 141 p. 142 p. 143 p. 143 p. 144 p. 144 p. 148 p. 150 p. 152 p. 152 p. 153 p. 154 p. 154 p. 155 p. 156 p. 156 p. 159 p. 159

Which Method to Use? Specific Quantitative Techniques Functional Job Analysis Position Analysis Questionnaire Management Position Description Questionnaire Job Descriptions and Specifications Job Analysis and Strategic Human Resource Management Job Analysis and Employee Competencies Job Design Scientific Management and the Mechanistic Approach Job Enrichment: A Motivational Approach Work-Family Balance and Job Design Job Design: The Next Challenge Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes Job Analysis: Assistant Store Managers at Today's Fashion Job Analysis and Maternity Leave: Calming the Boss's and Co-workers' Nerves Recruitment External Influences Government and Union Restrictions Labor Market Conditions Composition of Labor Force and Location of Organization Interactions of the Recruit and the Organization The Organization's View of Recruiting The Potential Employee's View of Recruiting Methods of Recruiting Internal Recruiting External Recruiting Realistic Job Previews Alternatives to Recruitment Overtime Outsourcing Temporary Employment Cost-Benefit Analysis of Recruiting Summary Key Terms

p. 159 p. 160 p. 160 p. 162 p. 164 p. 165 p. 168 p. 169 p. 169 p. 170 p. 171 p. 172 p. 174 p. 175 p. 175 p. 176 p. 176 p. 177 p. 182 p. 183 p. 185 p. 188 p. 188 p. 189 p. 190 p. 190 p. 190 p. 191 p. 193 p. 193 p. 194 p. 200 p. 201 p. 201 p. 201 p. 201 p. 202 p. 203 p. 204

Questions for Review and Discussion HRM Legal Advisor Notes Netiquette: Effectively Communicating with E-Mail So Long to the Sunday Classifieds Are New Recruits Looking for Work-Life Balance? Selection Influences on the Selection Process Environmental Circumstances Influencing Selection Selection Criteria Categories of Criteria Reliability and Validity of Selection Criteria The Selection Process Preliminary Screening Employment Interview Employment Tests Reference Checks and Recommendations Physical Examinations Selection of Managers Cost-Benefit Analysis for the Selection Decision Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes Posting Your Resume Online Bechtel Power Corporation's Use of Objective Welding Tests Are Traditional Resumes Gone Forever? Video Case Creative Staffing Solutions: A Pipeline of Human Assets Rewarding Human Resources Performance Evaluation and Management The Case for Using Formal Evaluation Purposes of Evaluation Performance Evaluation and the Law

p. 204 p. 204 p. 205 p. 208 p. 209 p. 211 p. 213 p. 214 p. 214 p. 216 p. 216 p. 218 p. 221 p. 221 p. 224 p. 228 p. 232 p. 233 p. 234 p. 237 p. 237 p. 238 p. 238 p. 239 p. 240 p. 243 p. 244 p. 245 p. 246 p. 249 p. 250 p. 253 p. 253 p. 254

Format of Evaluation Establish Criteria Set Policies on Who Evaluates, When, and How Often Selected Evaluation Techniques Individual Evaluation Methods Multiple-Person Evaluation Methods Management by Objectives Which Technique to Use Potential Problems in Performance Evaluations Opposition to Evaluation System Design and Operating Problems Rater Problems Eliminating Rater Errors Avoiding Problems with Employees The Feedback Interview Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes Selecting and Appraising Administrative Assistants at Row Engineering Evaluating Store Managers at Bridgestone/Firestone Tire & Rubber The Politics of Performance Appraisal Compensation: An Overview Objective of Compensation External Influences on Compensation The Labor Market and Compensation Economic Conditions and Compensation Government Influences and Compensation Union Influences and Compensation Internal Influences on Compensation The Labor Budget Who Makes Compensation Decisions Compensation and Motivation Pay and Motivation Pay and Employees' Satisfaction Pay and Employees' Productivity Compensation Decisions

p. 256 p. 256 p. 257 p. 260 p. 260 p. 266 p. 268 p. 270 p. 271 p. 271 p. 272 p. 272 p. 275 p. 275 p. 276 p. 279 p. 280 p. 280 p. 280 p. 281 p. 283 p. 287 p. 290 p. 293 p. 295 p. 295 p. 295 p. 298 p. 298 p. 302 p. 303 p. 303 p. 303 p. 304 p. 304 p. 306 p. 306 p. 308

The Pay-Level Decision Pay Surveys The Pay Structure Decision Delayering and Broadbanding The Individual Pay Decision Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes The Comparable Worth Debate Compensation: Methods and Policies Determination of Individual Pay Methods of Payment Flat Rates Payment for Time Worked Variable Pay: Incentive Compensation Ownership People-Based Pay Executive Pay Issues in Compensation Administration Pay Secrecy or Openness Pay Security Pay Compression Summary Key Terms Questions for Discussion and Review HRM Legal Advisor Notes Customizing Bonus Pay Plans Employee Benefits and Services Background Why Do Employers Offer Benefits and Services? Who Makes Decisions about Benefits? Mandated Benefits Programs Unemployment Insurance Social Security Workers' Compensation Voluntary Benefits

p. 308 p. 309 p. 311 p. 316 p. 316 p. 317 p. 318 p. 318 p. 318 p. 319 p. 322 p. 325 p. 327 p. 328 p. 328 p. 328 p. 329 p. 339 p. 340 p. 341 p. 343 p. 343 p. 344 p. 345 p. 345 p. 346 p. 347 p. 347 p. 348 p. 351 p. 355 p. 357 p. 357 p. 357 p. 359 p. 359 p. 360 p. 362 p. 364

Compensation for Time Off Paid Holidays Paid Vacations International Vacation Benefits Personal Time Off Sick Leave Family Leave Maternity and Parental Leave Employer-Purchased Insurance Health Insurance Life Insurance Disability Income Replacement Insurance Income in Retirement Retirement Income from Savings and Work Individual Retirement Accounts (IRAs) SEP (Simplified Employee Pension) IRAs 401 (k) Plans Private Pensions Employee Services Stock Ownership Plans Education Programs Preretirement Programs Child Care Elder Care Financial Services Social and Recreational Programs Flexible Benefits Plans and Reimbursement Accounts Managing an Effective Benefits Program Set Objectives and Strategy for Benefits Involve Participants and Unions Communicate Benefits Monitor Costs Closely Cost-Benefit Analysis of Benefits Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes Benefits Are Vanishing Video Case

p. 365 p. 365 p. 366 p. 366 p. 367 p. 367 p. 368 p. 368 p. 369 p. 369 p. 371 p. 371 p. 372 p. 372 p. 372 p. 372 p. 372 p. 373 p. 375 p. 375 p. 375 p. 375 p. 375 p. 375 p. 376 p. 376 p. 376 p. 377 p. 378 p. 378 p. 378 p. 379 p. 379 p. 379 p. 380 p. 380 p. 381 p. 382 p. 384

Budget Rent-a-Car and International Developing Human Resources Training and Development Introduction to Orientation Goals of Orientation Who Orients New Employees? Orientation Follow-Up Introduction to Training Goals of Training Learning Theory and Training "Learning Organizations" Training Activities Managing the Training Program Determining Needs and Objectives Choosing Trainers and Trainees Training and Development Instructional Methods On-the-Job Training Case Method Role Playing In-Basket Technique Management Games Behavior Modeling Outdoor-Oriented Programs Which Training and/or Development Approach Should Be Used? Management Development: An Overview What Is Management Development? Development: Individual Techniques Goal Setting Behavior Modification Development: Team Building Development: An Organizationwide Technique Total Quality Management (TQM) Evaluation of Training and Development Criteria for Evaluation A Matrix Guide for Evaluation Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes

p. 387 p. 391 p. 392 p. 394 p. 394 p. 395 p. 398 p. 399 p. 399 p. 400 p. 401 p. 401 p. 403 p. 403 p. 407 p. 408 p. 408 p. 409 p. 410 p. 410 p. 410 p. 411 p. 412 p. 412 p. 418 p. 418 p. 419 p. 419 p. 421 p. 425 p. 426 p. 426 p. 427 p. 430 p. 431 p. 433 p. 433 p. 434 p. 434 p. 435

Assessing Training Needs Dunkin' Donuts and Domino's Pizza: Training for Quality and Hustle Career Planning and Development The Concept of Career Career Stages Career Choices Career Development: A Commitment Career Development for Recent Hirees Causes of Early Career Difficulties How to Counteract Early Career Problems Career Development during Midcareer The Midcareer Plateau How to Counteract Midcareer Problems Preretirement Problems How to Minimize Retirement Adjustment Problems Career Planning and Pathing Career Planning Career Pathing Career Development Programs: Problems and Issues Integrating Career Development and Workforce Planning Managing Dual Careers Career Planning and Equal Employment Opportunity Downsizing and Job Loss Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes My Career Audit The Dual-Career Couple Video Case Hot Jobs.com Labor-Management Relations and 0promoting Safety and Health Labor Relations and Collective Bargaining Early Collective Action and Union Formation Labor Legislation Overview National Labor Relations Act (Wagner Act)

p. 438 p. 438 p. 440 p. 442 p. 444 p. 448 p. 451 p. 451 p. 452 p. 453 p. 454 p. 455 p. 455 p. 459 p. 459 p. 460 p. 461 p. 463 p. 463 p. 464 p. 464 p. 466 p. 466 p. 471 p. 472 p. 472 p. 472 p. 473 p. 475 p. 476 p. 479 p. 481 p. 482 p. 486 p. 486 p. 487

Labor Management Relations Act (Taft-Hartley Act) Labor-Management Reporting and Disclosure Act (Landrum-Griffin Act) Structure and Management of Unions Federation of Unions Intermediate Union Bodies National Unions Local Unions The Union Organizing Campaign Authorization Card Campaign and Union Certification Union Security Levels of Union Security Right-to-Work Requirements Public Employee Associations Background Public Sector Labor Legislation Collective Bargaining Prenegotiation Selecting the Negotiators Developing a Bargaining Strategy Using the Best Tactics Reaching a Formal Contractual Agreement Contract Ratification Failure to Reach Agreement Strikes Lockouts Permanent Replacements Third Party Intervention Administering the Contract Discipline Grievances Arbitration The Changing Climate of Unionization in the United States Union Membership Trends Global Unionization Union Organizing Trends Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes

p. 488 p. 488 p. 489 p. 489 p. 489 p. 489 p. 489 p. 490 p. 490 p. 491 p. 491 p. 493 p. 493 p. 493 p. 493 p. 494 p. 495 p. 495 p. 496 p. 496 p. 497 p. 498 p. 498 p. 498 p. 499 p. 500 p. 500 p. 501 p. 501 p. 501 p. 502 p. 503 p. 504 p. 504 p. 506 p. 507 p. 508 p. 509 p. 509 p. 510

Reporting on Labor Unions Union-Management Contract Negotiation The Union's Demand for Recognition and Bargaining Rights Managing Employee Discipline Categories of Difficult Employees Ineffective Employees Alcoholic and Substance-Abusing Employees Participants in Theft, Fraud, and Other Illegal Acts Rule Violators The Discipline Process Approaches to Discipline The Hot Stove Rule Progressive Discipline Positive Discipline The Disciplinary Interview: A Constructive Approach Legal Challenges to Discipline and Termination Employment at Will Alternative Dispute Resolution Summary Key Terms Questions for Review and Discussion HRM Legal Advisor Notes Making Difficult Decisions The Case for and against Drug Testing Promoting Safety and Health Background Causes of Work-Related Accidents and Illnesses Who Is Involved with Safety and Health? Governmental Responses to Safety and Health Problems OSHA Safety Standards OSHA Inspections OSHA Record Keeping and Reporting OSHA: A Report Card Organizational Responses to Safety and Health Issues Safety Design and Preventive Approaches Inspection, Reporting, and Accident Research

p. 512 p. 512 p. 515 p. 518 p. 520 p. 521 p. 521 p. 523 p. 529 p. 531 p. 532 p. 532 p. 533 p. 534 p. 534 p. 535 p. 536 p. 537 p. 539 p. 540 p. 540 p. 540 p. 541 p. 543 p. 544 p. 546 p. 547 p. 550 p. 552 p. 553 p. 555 p. 555 p. 556 p. 557 p. 558 p. 558 p. 558

Safety Training and Motivation Programs Preventive Health Programs: A Wellness Approach Safety and Health Issues Stress Management Violence in the Workplace Indoor Environmental Quality (IEQ) HIT-AIDS in the Workplace Cumulative Trauma Disorders (CTDs) Evaluation of Safety and Health Programs Summary Key Terms Questions for Review and Discussion Notes Preparing for an OSHA Inspection Campus Food Systems Video Case OSHA and Unions versus Manufacturers: Is Workplace Ergonomics a Problem? Measuring Human Resource Activities Sources of Information about Human Resource Management: Where to Find Facts and Figures Career Planning Glossary Name Index Company Index Subject Index

p. 559 p. 559 p. 562 p. 562 p. 564 p. 565 p. 566 p. 568 p. 569 p. 570 p. 571 p. 571 p. 571 p. 574 p. 575 p. 577 p. 579 p. 585 p. 593 p. 603 p. 614 p. 623 p. 626

Table of Contents provided by Blackwell's Book Services and R.R. Bowker. Used with permission.