editionglob l human resource management

Human Resource ManagementfouRteentH edition

Gary dessler

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Table of Contents

Cover

Title Page

Contents

Preface

Part One INTRODUCTION1 Introduction to Human Resource Management

WHAT IS HUMAN RESOURCE MANAGEMENT, AND WHY IS IT IMPORTANT?

What Is Human Resource Management?

Why Is Human Resource Management Important to All Managers?

Line and Staff Aspects of Human Resource Management

Line Managers Human Resource Duties

Human Resource Managers Duties

Organizing the Human Resource Departments Responsibilities

Cooperative Line and Staff HR Management: An Example

THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT

Technological Advances

Improving Performance Through HRIS: The HR Portal

Globalization and Competition Trends

Indebtedness (Leverage) and Deregulation

Trends in the Nature of Work

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Improving a Banks Customer

Service

Demographic and Workforce Trends

Economic Challenges and Trends

THE NEW HUMAN RESOURCE MANAGER

They Focus More on Strategic, Big-Picture Issues

They Focus on Improving Performance

They Measure HR Performance and Results

They Use Evidence-Based Human Resource Management

They Add Value

They Use New Ways to Provide HR Services

They Take a Talent Management Approach to Managing Human Resources

They Manage Employee Engagement

They Manage Ethics

They Understand Their Human Resource Philosophy

They Have New Competencies

THE HUMAN RESOURCE MANAGERS COMPETENCIES

HRCI Certification

The HRCI Knowledge Base

THE PLAN OF THIS BOOK

The Basic Themes and Features

Table of Contents

CHAPTER CONTENTS OVERVIEW

Part 1: Introduction

Part 2: Recruitment, Placement, and Talent Management

Part 3: Training and Development

Part 4: Compensation

Part 5: Enrichment Topics in Human Resource Management

The Topics Are Interrelated

CHAPTER SECTION SUMMARIES

DISCUSSION QUESTIONS

INDIVIDUAL AND GROUP ACTIVITIES

EXPERIENTIAL EXERCISE

VIDEO CASE: VIDEO TITLE: HUMAN RESOURCE MANAGEMENT (PATAGONIA)

APPLICATION CASE: JACK NELSONS PROBLEM

CONTINUING CASE: CARTER CLEANING COMPANY

KEY TERMS

ENDNOTES

2 Equal Opportunity and the LawEQUAL 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

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE

In Summary: Religious and Other Types of Discrimination

Sexual Harassment

Social Media and HR

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

DIVERSITY MANAGEMENT

Table of Contents

Potential Threats to Diversity

Some Diversity Benefits

Diversity Counts

Managing Diversity

Implementing the Affirmative Action Program

Reverse Discrimination

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERSAND ENTREPRENEURS





VIDEO CASE: VIDEO TITLE: EQUAL EMPLOYMENT (UPS)

APPLICATION CASE: The EMIRATIZATION of HRM Practices at a Petroleum Company


KEY TERMS

ENDNOTES

3 Human Resource Management Strategy and AnalysisTHE STRATEGIC MANAGEMENT PROCESS

The Management Planning Process

Strategic Planning

Improving Performance Through HRIS: Using Computerized Business Planning

Software

TYPES OF STRATEGIES

Corporate Strategy

Competitive Strategy

Functional Strategy

Managers Roles in Strategic Planning

STRATEGIC HUMAN RESOURCE MANAGEMENT

What Is Strategic Human Resource Management?


Human Resource Strategies in Action

Diversity Counts: Longo Builds Its Strategy on Diversity

Translating Strategy into Human Resource Policies and Practices: An Example

Strategic Human Resource Management Tools

HR METRICS AND BENCHMARKING

Types of Metrics

Improving Performance Through HRIS: Tracking Applicant Metricsfor Improved

Talent Management

Benchmarking and Needs Analysis

Strategy and Strategy-Based Metrics

Improving Performance Through HRIS: Workforce/Talent Analytics

What Are HR Audits?

Evidence-Based HR and the Scientific Way of Doing Things

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS

HIGH-PERFORMANCE WORK SYSTEMS

Table of Contents

High-Performance Human Resource Policies and Practices





VIDEO CASE: VIDEO TITLE: STRATEGIC MANAGEMENT (JOIE DE VIVRE HOSPITALITY)

APPLICATION CASE: SIEMENS BUILDS A STRATEGY-ORIENTED HR SYSTEM


Translating Strategy into HR Policies and Practices Case: IMPROVING PERFORMANCE

AT THE HOTEL PARIS

KEY TERMS

ENDNOTES

PART TWO RECRUITMENT, PLACEMENT, AND TALENT MANAGEMENT4 Job Analysis and the Talent Management Process

THE TALENT MANAGEMENT PROCESS

Improving Performance Through HRIS: Talent Management Software

THE BASICS OF JOB ANALYSIS

Uses of Job Analysis Information

Conducting a Job Analysis

IMPROVING PERFORMANCE: 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

Electronic Job Analysis Methods

WRITING JOB DESCRIPTIONS

Diversity Counts

Job Identification

Job Summary

Relationships

Responsibilities and Duties

KNOW YOUR EMPLOYMENT LAW: Writing Job Descriptions That Comply with the ADA

Standards of Performance and Working Conditions

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Using O*NET

Social Media and HR

WRITING JOB SPECIFICATIONS

Specifications for Trained versus Untrained Personnel

Specifications Based on Judgment

Job Specifications Based on Statistical Analysis

The Job Requirements Matrix

USING MODELS AND PROFILES IN TALENT MANAGEMENT

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Daimler Alabama Example

A Closer Look at Competencies

How to Write Competencies Statements

Table of Contents





VIDEO CASE: VIDEO TITLE: TALENT MANAGEMENT (THE WEATHER CHANNEL)

APPLICATION CASE: Recruiting in Europe


Translating Strategy into HR Policies AND Practices Case: Improving Performance

at The Hotel Paris

KEY TERMS

ENDNOTES

5 Personnel Planning and RecruitingINTRODUCTION

WORKFORCE PLANNING AND FORECASTING

Improving Performance Through HRIS: Workforce Planning

Strategy and Workforce Planning

Forecasting Personnel Needs (Labor Demand)

Improving Performance Through HRIS

Forecasting the Supply of Inside Candidates

Forecasting the Supply of Outside Candidates

Predictive Workforce Monitorings Role in Talent Management

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Predicting Labor Needs

Developing an Action Plan to Match Projected Labor Supply and Labor Demand

Succession Planning

Improving Performance Through HRIS: Succession Systems

WHY EFFECTIVE RECRUITING IS IMPORTANT

The Recruiting Yield Pyramid

KNOW YOUR EMPLOYMENT LAW: Preemployment Activities

Organizing How You Recruit

INTERNAL SOURCES OF CANDIDATES

Finding Internal Candidates

OUTSIDE SOURCES OF CANDIDATES

Informal Recruiting and the Hidden Job Market

Recruiting via the Internet

Social Media and HR

Improving Performance Through HRIS: Using Applicant Tracking

Advertising

Employment Agencies

Temporary Workers and Alternative Staffing

KNOW YOUR EMPLOYMENT LAW: Contract Employees

Offshoring and Outsourcing Jobs

Executive Recruiters

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Recruiting

Referrals and Walk-Ins

On-Demand Recruiting Services

Table of Contents

College Recruiting

Telecommuters

Military Personnel

Evidence-Based HR: Measuring Recruiting Effectiveness and Reducing Recruitment

Costs

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Cutting Recruitment Costs

RECRUITING A MORE DIVERSE WORKFORCE

Recruiting Women

Recruiting Single Parents

Older Workers

Diversity Counts

Recruiting Minorities

The Disabled

DEVELOPING AND USING APPLICATION FORMS

Purpose of Application Forms

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Application

Guidelines

KNOW YOUR EMPLOYMENT LAW: Application Forms and EEO Law

Using Application Forms to Predict Job Performance

KNOW YOUR EMPLOYMENT LAW: Mandatory Arbitration





VIDEO CASE: VIDEO TITLE: RECRUITING (HAUTELOOK)

VIDEO CASE: VIDEO TITLE: PERSONNEL PLANNING AND RECRUITING (GAWKER MEDIA)

APPLICATION CASE: YA KUN KAYA INTERNATIONAL


Translating Strategy into HR Policies and Practices Case: Improving Performance

at The Hotel Paris

KEY TERMS

ENDNOTES

6 Employee Testing and SelectionWHY EMPLOYEE SELECTION IS IMPORTANT

THE BASICS OF TESTING AND SELECTING EMPLOYEES

Reliability

Validity

Evidence-Based HR: How to Validate a Test

Bias

Utility Analysis

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Using Tests to Cut Costs and Boost

Profits

Validity Generalization

KNOW YOUR EMPLOYMENT LAW: Testing and Equal Employment Opportunity

Table of Contents

Test Takers Individual Rights and Test Security

Diversity Counts: Gender Issues in Testing

How Do Employers Use Tests at Work?

TYPES OF TESTS

Tests of Cognitive Abilities

Tests of Motor and Physical Abilities

Measuring Personality and Interests

Achievement Tests

Improving Performance Through HRIS: Computerization, Online Testing, and Data

Analytics

WORK SAMPLES AND SIMULATIONS

Using Work Sampling for Employee Selection

Situational Judgment Tests

Management Assessment Centers

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Testing in China

Situational Testing and Video-Based Situational Testing

The Miniature Job Training and Evaluation Approach

Realistic Job Previews

Choosing a Selection Method

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS Employee

Testing and Selection

BACKGROUND INVESTIGATIONS AND OTHER SELECTION METHODS

Why Perform Background Investigations and Reference Checks?

KNOW YOUR EMPLOYMENT LAW: Giving References

How to Check a Candidates Background

Social Media and HR

Using Preemployment Information Services

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Making the

Background Check More Valuable

The Polygraph and Honesty Testing

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Testing for

Honesty

Graphology

Human Lie Detectors

Physical Exams

Substance Abuse Screening

KNOW YOUR EMPLOYMENT LAW Drug Testing

Complying with Immigration Law





VIDEO CASE: VIDEO TITLE: EMPLOYEE TESTING AND SELECTION (PATAGONIA)

APPLICATION CASE: KPMG recruits


Table of Contents

Translating Strategy Into HR Policies and Practices Case: Improving Performance

at The Hotel Paris

KEY TERMS

ENDNOTES

7 Interviewing CandidatesBASIC TYPES OF INTERVIEWS

Structured versus Unstructured Interviews

Interview Content (What Types of Questions to Ask)

How Should We Conduct the Interview?

Improving Performance Through HRIS: Web-Based Interviews

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Great Western Bank

Three Ways to Make the Interview More Useful

KNOW YOUR EMPLOYMENT LAW: Interviewing Candidates

ERRORS THAT CAN UNDERMINE AN INTERVIEWS 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

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Selection Practices Abroad

Interviewer Behavior

Social Media and HR

HOW TO DESIGN AND CONDUCT AN EFFECTIVE INTERVIEW

Designing a Structured Situational Interview

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: How to

Conduct an Effective Interview

Talent Management: Profiles and Employee Interviews

DEVELOPING AND EXTENDING THE JOB OFFER





VIDEO CASE: VIDEO TITLE: INTERVIEWING CANDIDATES (ZIPCAR)

APPLICATION CASE: Nurse Recruitment at Gulf Hospital


Translating Strategy into HR Policies and Practices Case: Improving

Performance at The Hotel Paris

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

Table of Contents

8 Training and Developing EmployeesORIENTING AND ONBOARDING NEW EMPLOYEES

The Purposes of Employee Orientation/Onboarding

The Orientation Process

KNOW YOUR EMPLOYMENT LAW: The Employee Handbook

OVERVIEW OF THE TRAINING PROCESS

KNOW YOUR EMPLOYMENT LAW: Training and the Law

Aligning Strategy and Training

Training and Performance

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: The Training Program That Turned

Macys Around

The ADDIE Five-Step Training Process

Conducting the Training Needs Analysis

Designing the Training Program

Developing the Program

IMPLEMENTING THE TRAINING PROGRAM

On-the-Job Training

Apprenticeship Training

Informal Learning

Job Instruction Training

Lectures

Programmed Learning

Behavior Modeling

Audiovisual-Based Training

Vestibule Training

Electronic Performance Support Systems (EPSS)

Videoconferencing

Computer-Based Training (CBT)

Simulated Learning

Lifelong and Literacy Training Techniques

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Diversity Training at ABC

Virtual Communications, Inc.

Team Training

Improving Performance Through HRIS

The Virtual Classroom

Mobile Learning

Social Media and HR

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Creating

Your Own Training Program

IMPLEMENTING MANAGEMENT DEVELOPMENT PROGRAMS

Strategy and Development

Candidate Assessment and the 9-Box Grid

Managerial On-the-Job Training

Off-the-Job Management Training and Development Techniques

Leadership Development at GE

Talent Management and Differential Development Assignments

Table of Contents

MANAGING ORGANIZATIONAL CHANGE PROGRAMS

What to Change

Lewins Change Process

Leading Organizational Change

Using Organizational Development

EVALUATING THE TRAINING EFFORT

Designing the Study

Training Effects to Measure

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Judging Trainings Impact





VIDEO CASE: VIDEO TITLE: TRAINING (WILSON LEARNING)

VIDEO CASE: VIDEO TITLE: TRAINING AND DEVELOPING EMPLOYEES (WITNESS.ORG)

APPLICATION CASE: THE MENTORSHIP PROGRAM AT TVH


Translating Strategy into HR Policies and Practices

Improving Performance at The Hotel Paris case

KEY TERMS

ENDNOTES

9 Performance Management and AppraisalTHE BASICS OF PERFORMANCE MANAGEMENT AND APPRAISAL

The Performance Appraisal Process

Why Appraise Performance?

Performance Management

Using Information Technology to Support Performance Management

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Performance Management at

General Dynamics Armament Systems (GDAS)

Defining the Employees Goals and Performance Standards

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Setting Performance Goalsat Ball

Corporation

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: How to Set

Effective Goals

Who Should Do the Appraising?

Social Media and HR

TECHNIQUES FOR APPRAISING PERFORMANCE

Graphic Rating Scale Method

Alternation Ranking Method

Paired Comparison Method

Forced Distribution Method

Critical Incident Method

Narrative Forms

Behaviorally Anchored Rating Scales

Table of Contents

Mixed Standard Scales

Management by Objectives

Computerized and Web-Based Performance Appraisal

Electronic Performance Monitoring

Conversation Days

Using Multiple Methods

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: TRWs New Global

Performance Management System

DEALING WITH RATER ERROR APPRAISAL PROBLEMS

Potential Rating Problems

Diversity Counts: The Problem of Bias

Guidelines for Effective Appraisals

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 Formal Written Warning

TALENT MANAGEMENT AND EMPLOYEE APPRAISAL

Appraising and Actively Managing Employees

Segmenting and Actively Managing Employees in Practice





VIDEO CASE: VIDEO TITLE: PERFORMANCE MANAGEMENT (CALIFORNIA HEALTH FOUNDATION)

VIDEO CASE: VIDEO TITLE: APPRAISING (HAUTELOOK)

VIDEO CASE: VIDEO TITLE: APPRAISING (THE WEATHER CHANNEL)

APPLICATION CASE: APPRAISING THE SECRETARIES AT SWEETWATER U



at The Hotel Paris

KEY TERMS

ENDNOTES

10 Managing Employee Retention, Engagement,and CareersMANAGING EMPLOYEE TURNOVER AND RETENTION

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Turnover and Performance

Managing Voluntary Turnover

Retention Strategies for Reducing Voluntary Turnover

A Comprehensive Approach to Retaining Employees

Social Media and HR

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: IBM Dodgesan Employee

Turnover Problem

Talent Management and Employee Retention

Table of Contents

Job Withdrawal

MANAGING EMPLOYEE ENGAGEMENT

Employee Engagement and Performance

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Employee Engagement at Rio

Tinto

Actions That Foster Engagement

CAREER MANAGEMENT

Careers Terminology

Careers Today

Psychological Contract

The Employees Role in Career Management

The Employers Role in Career Management

Employer Career Management Options

The Managers Role

Improving Performance Through HRIS: Integrating Talent Management and Career and

Succession Planning

EMPLOYEE LIFE-CYCLE CAREER MANAGEMENT

Making Promotion Decisions

KNOW YOUR EMPLOYMENT LAW: Establish Clear Guidelines for Managing Promotions

Practical Considerations

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

The Exit Process and Termination Interview

Layoffs and the Plant Closing Law

Adjusting to Downsizings and Mergers





VIDEO CASE: VIDEO TITLE: EMPLOYEE ENGAGEMENT (PTC)

VIDEO CASE: VIDEO TITLE: EMPLOYEE SEPARATION (GORDON LAW GROUP)

APPLICATION CASE: GOELECTRIX



at The Hotel Paris

KEY TERMS

ENDNOTES

APPENDIX FOR CHAPTER 10 MANAGING YOUR CAREER AND FINDING A JOB

PART FOUR COMPENSATION

Table of Contents

11 Establishing Strategic Pay PlansBASIC 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: The Workday

KNOW YOUR EMPLOYMENT LAW: The Independent Contractor

Union Influences on Compensation Decisions

Pay Policies

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Wegmans Foods

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Compensating Expatriate

Employees

JOB EVALUATION METHODS

Compensable Factors

Preparing for the Job Evaluation

Job Evaluation Methods: Ranking

Job Evaluation Methods: Job Classification

Job Evaluation Methods: Point Method

Computerized Job Evaluations

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 Factors 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

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Developing

a Workable Pay Plan

PRICING MANAGERIAL AND PROFESSIONAL JOBS

What Determines Executive Pay?

Compensating Executives and Managers

Compensating Professional Employees

Improving Performance Through HRIS: Payroll Administration

CONTEMPORARY TOPICS IN COMPENSATION

Competency-Based Pay

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: JLGs Skill-Based Pay

Table of Contents

ProgramBroadbanding

Talent Management and Actively Managing Compensation Allocations

Comparable Worth

Diveristy Counts: The Pay Gap

Board Oversight of Executive Pay

Total Rewards, Recognition, and Employee Performance





VIDEO CASE: VIDEO TITLE: PLANNING (TWZ ROLE-PLAY)

APPLICATION CASE: SALARY INEQUITIES AT ASTRAZENECA



at The Hotel Paris

KEY TERMS

ENDNOTES

12 Pay for Performance and Financial IncentivesMONEYS ROLE IN MOTIVATION

Incentive Pay Terminology

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

Diversity Counts

Incentives for Professional Employees

Nonfinancial and Recognition-Based Awards

Social Media and HR

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS

Job Design

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Can Financial and Nonfinancial

Incentives Boost Performance in a Fast-Food Chain?

INCENTIVES FOR SALESPEOPLE

Salary Plan

Commission Plan

Combination Plan

Maximizing Sales Results

Sales Incentives in Action

Improving Performance Through HRIS: How Effective Are Your Incentives?

INCENTIVES FOR MANAGERS AND EXECUTIVES

Strategy and the Executives Long-Term and Total Rewards Package

Short-Term Incentives and the Annual Bonus

Table of Contents

Strategic Long-Term Incentives


Some Other Executive Incentives

TEAM AND ORGANIZATION-WIDE INCENTIVE PLANS

How to Design Team Incentives

Evidence-Based HR: Inequities That Undercut Team Incentives

Profit-Sharing Plans

Scanlon Plans

Other Gainsharing Plans

At-Risk Pay Plans

Employee Stock Ownership Plans

Incentive Plans in Practice: Nucor





VIDEO CASE: VIDEO TITLE: MOTIVATION (TWZ ROLE-PLAY)

VIDEO CASE: VIDEO TITLE: MOTIVATING EMPLOYEES THROUGH COMPANY CULTURE (ZAPPOS)

APPLICATION CASE: GYC Financial Advisory Pte. Ltd.



at The Hotel Paris

KEY TERMS

ENDNOTES

13 Benefits and ServicesINTRODUCTION: THE BENEFITS PICTURE TODAY

Policy Issues

PAY FOR TIME NOT WORKED

Unemployment Insurance

Vacations and Holidays

KNOW YOUR EMPLOYMENT LAW: Some Legal Aspects of Vacations and Holidays

Sick Leave

Social Media and HR

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Controlling Sick Leave

Leaves and the Family and Medical Leave Act

KNOW YOUR EMPLOYMENT LAW: FMLA Guidelines

Severance Pay

Supplemental Unemployment Benefits

INSURANCE BENEFITS

Workers Compensation

Hospitalization, Health, and Disability Insurance

KNOW YOUR EMPLOYMENT LAW: The Legal Side of Health Benefits

Improving Performance: Trends in Employer Health-Care Cost Control

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: The Doctor Is on the Phone

Table of Contents

Long-Term Care

Life Insurance

Benefits for Part-Time and Contingent Workers

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Multinational Insurance

Benefits Risk Pooling

RETIREMENT BENEFITS

Social Security

Pension Plans

KNOW YOUR EMPLOYMENT LAW: Pension Planning and the Law

Pensions and Early Retirement

Improving Performance Through HRIS: Online Benefits Management Systems

PERSONAL SERVICES AND FAMILY-FRIENDLY BENEFITS

Personal Services

Family-Friendly (WorkLife) Benefits

Other Personal Services Benefits

Diversity Counts: Domestic Partner Benefits

Executive Perquisites

FLEXIBLE BENEFITS PROGRAMS

The Cafeteria Approach

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Benefits

and Employee Leasing

Flexible Work Schedules

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: NES Rentals





VIDEO CASE: VIDEO TITLE: PAY FOR PERFORMANCE AND FINANCIAL INCENTIVES (JOIE DE

VIVRE HOSPITALITY)

APPLICATION CASE: STRIKING FOR BENEFITS


Translating Strategy Into HR Policies and Practices Case: Improving Performance

at The Hotel Paris

KEY TERMS

ENDNOTES

PART FIVE ENRICHMENT TOPICS IN HUMAN RESOURCE MANAGEMENT14 Ethics, Employee Relations, and Fair Treatmentat Work

BASICS OF ETHICS AND FAIR TREATMENT AT WORK

The Meaning of Ethics

Ethics and the Law

Ethics, Public Policy, and Employee Rights

Workplace Unfairness

Why Treat Employees Fairly?

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: The Foxconn Plant in

Table of Contents

Shenzhen, ChinaBullying and Victimization

WHAT SHAPES ETHICAL BEHAVIOR AT WORK?

The Person (What Makes Bad Apples?)

Which Ethical Situations Make for Bad (Ethically Dangerous) Situations?

What Are the Bad Barrels?The Outside Factors That Mold Ethical Choices

In Summary: Some Guidelines to Keep in Mind When Managing Ethical Behavior at

Work

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Small

Business Ethics

USING HUMAN RESOURCE MANAGEMENT TOOLS TO PROMOTE ETHICS AND FAIR TREATMENT

Selection Tools

Training Tools

Improving Performance Through HRIS: Complying with Sarbanes-Oxley

Performance Appraisal Tools

Employee Privacy Policies

Social Media and HR

KNOW YOUR EMPLOYMENT LAW: Electronic Monitoring

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Monitoring and Profits

Reward and Disciplinary Systems

MANAGING EMPLOYEE DISCIPLINE

The Three Pillars

Diversity Counts: Comparing Males and Females in a Discipline Situation

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS:

Disciplining an Employee

MANAGING EMPLOYEE RELATIONS

What Is Employee Relations?

Improving and Assessing Employee Relations Through Better Communications

Developing Employee Recognition/Relations Programs

Creating Employee Involvement Strategies

Social Media and HR

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: The Cost-Effective Suggestion

System





VIDEO CASE: VIDEO TITLE: WHISTLEBLOWER ON THE NSA (ETHICS AND SOCIAL

RESPONSIBILITY OF BUSINESS)

APPLICATION CASE: ENRON, ETHICS, AND ORGANIZATIONAL CULTURE



at The Hotel Paris

KEY TERMS

ETHICS QUIZ ANSWERS

Table of Contents

ENDNOTES

15 Labor Relations and Collective BargainingTHE LABOR MOVEMENT

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: The Anti-Walmart

Why Do Workers Organize?

What Do Unions Want?

The AFL-CIO and the SEIU

UNIONS AND THE LAW

Period of Strong Encouragement: The Norris-LaGuardia (1932) and National Labor

Relations (or Wagner) Acts (1935)

Period of Modified Encouragement Coupled with Regulation: The Taft-Hartley Act

(1947)

Unfair Union Labor Practices

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

Evidence-Based HR: What to Expect the Union to Do to Win the Election

The Supervisors Role

KNOW YOUR EMPLOYMENT LAW: Rules Regarding Literature and Solicitation

Decertification Elections: Ousting the Union

IMPROVING PERFORMANCE: 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

Building Negotiating Skills

Bargaining Hints

Impasses, Mediation, and Strikes

Improving Performance Through HRIS: Unions Go High Tech

The Contract Agreement

DEALING WITH DISPUTES AND GRIEVANCES

Sources of Grievances

The Grievance Procedure

Guidelines for Handling Grievances

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: How to

Handle a Grievance Situation

Social Media and HR

THE UNION MOVEMENT TODAY AND TOMORROW

Card Check and Other New Union Tactics

Table of Contents

Cooperative Clauses





VIDEO CASE: VIDEO TITLE: UNION-MANAGEMENT RELATIONS (UPS)

APPLICATION CASE: NEGOTIATING WITH THE WRITERS GUILD OF AMERICA



at The Hotel Paris

KEY TERMS

ENDNOTES

16 Employee Safety and HealthINTRODUCTION: SAFETY AND THE MANAGER

Why Safety Is Important

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Improving Safety Boosts Profits

Managements Role in Safety

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: The

Supervisors Role in Accident Prevention

MANAGERS BRIEFING ON OCCUPATIONAL SAFETY LAW

OSHA Standards and Record Keeping

Inspections and Citations

Responsibilities and Rights of Employers and Employees

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Free

On-Site Safety and Health Services

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

Improving Performance Through HRIS: Online Safety Training

Reducing Unsafe Acts Through Posters, Incentives, and Positive Reinforcement

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Using Positive Reinforcement

Reducing Unsafe Acts by Fostering a Culture of Safety

Reducing Unsafe Acts by Creating a Supportive Environment

Reducing Unsafe Acts by Establishing a Safety Policy

Reducing Unsafe Acts by Setting Specific Loss Control Goals

Reducing Unsafe Acts Through Behavior-Based and Safety Awareness Programs

Reducing Unsafe Acts Through Employee Participation

Conducting Safety and Health Audits and Inspections

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Safety at Saudi Petrol

Table of Contents

ChemicalControlling Workers Compensation Costs

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Reducing Workers Compensation

Claims

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 Abuse

Stress, Burnout, and Depression

Solving Computer-Related Ergonomic Problems

Repetitive Motion Disorders

Infectious Diseases

Workplace Smoking

OCCUPATIONAL SECURITY AND RISK MANAGEMENT

Enterprise Risk Management

Preventing and Dealing with Violence at Work

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Guidelines

for Firing a High-Risk Employee

Setting Up a Basic Security Program

Basic Prerequisites for a Crime Prevention Plan

Company Security and Employee Privacy

Business Continuity and Emergency Plans

Social Media and HR

Terrorism





VIDEO CASE: VIDEO TITLE: SAFETY (CALIFORNIA HEALTH FOUNDATION)

VIDEO CASE: VIDEO TITLE: SAFETY (CITY OF LOS ANGELES)

APPLICATION CASE: A Safe and Healthy Kitchen at Edmund Cafe



at The Hotel Paris

KEY TERMS

ENDNOTES

17 Managing Global Human ResourcesTHE MANAGERS GLOBAL CHALLENGE

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: Unionizing Walmart Stores

in China

What Is International Human Resource Management?

ADAPTING HUMAN RESOURCE ACTIVITIES TO INTERCOUNTRY DIFFERENCES

How Intercountry Differences Affect Human Resource Management

Cultural Factors

Table of Contents

Economic Systems

HR Abroad Example: The European Union

HR Abroad Example: China

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Comparing

Small Businesses, HR Practices in the United States and China

STAFFING THE GLOBAL ORGANIZATION

International Staffing: Home or Local?

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Reducing Expatriate Costs

IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE: What Human Resource

Management Can Do to Facilitate Offshoring Operations

Management Values and International Staffing Policy

Ethics and Codes of Conduct

Selecting International Managers

Diversity Counts: Sending Women Managers Abroad

Avoiding Early Expatriate Returns

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS AND ENTREPRENEURS: Some

Practical Solutions to the Expatriate Challenge

TRAINING AND MAINTAINING EMPLOYEES ABROAD

Orienting and Training Employees on International Assignment

Performance Appraisal of International Managers

Compensating Managers Abroad

Labor Relations Abroad

Terrorism, Safety, and Global HR

Repatriation: Problems and Solutions

Social Media and HR

Improving Performance Through HRIS: Taking the HRIS Global

MANAGING HR LOCALLY: HOW TO PUT INTO PRACTICE A GLOBAL HR SYSTEM

Developing a More Effective Global HR System

Making the Global HR System More Acceptable

Implementing the Global HR System





VIDEO CASE: VIDEO TITLE: GLOBAL HR MANAGEMENT (JOBY)

APPLICATION CASE: EuropeIts All About Perspectives



at The Hotel Paris

KEY TERMS

ENDNOTES

18 Managing Human Resources in Small and Entrepreneurial FirmsTHE SMALL BUSINESS CHALLENGE

How Small Business Human Resource Management Is Different

Diversity Counts

Table of Contents

Why HRM Is Important to Small Businesses

IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: The Dealership

USING INTERNET AND GOVERNMENT TOOLS TO SUPPORT THE HR EFFORT

Complying with Employment Laws

Employment Planning and Recruiting

Social Media and HR

Employment Selection

Employment Training

Employment Appraisal and Compensation

Employment Safety and Health

LEVERAGING SMALL SIZE WITH FAMILIARITY, FLEXIBILITY,FAIRNESS, AND INFORMALITY

Simple, Informal Employee Selection Procedures

IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERSAND ENTREPRENEURS: 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?

Caveats

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

HRIS Vendors

HR and Intranets





VIDEO CASE: VIDEO TITLE: MANAGING HUMAN RESOURCES IN ENTREPRENEURIAL FIRMS

(BLACKBIRD GUITARS)

APPLICATION CASE: NETFLIX BREAKS THE RULES



at The Hotel Paris

ENDNOTES

APPENDICESAPPENDIX A PHR® and SPHR® Knowledge Base

Table of Contents

APPENDIX B Comprehensive Cases

Glossary

Name/Organization IndexA

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Subject IndexA

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