Fundamentals of Human Resource Management 1st Edition - For Competitive Advantage

Nguyên tắc cơ bản của quản lý nguồn nhân lực
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Preface
About the Authors
1 Managing Employees for Competitive Advantage
Managing Employees
What’s in a Name?
The Costs and Benefits of Managing HR
Framework for the Strategic Management of Employees
Primary HR Activities
Work Design and Workforce Planning
Job Design and Job Analysis
Workforce Planning
Managing Employee Competencies
Recruitment
Selection
Learning and Development
Managing Employee Attitudes and Behaviors
Performance Management
Compensation and Incentives
Employee Benefits, Health, and Wellness
HR Activity Alignment
HR Challenges
Challenge 1: Meeting Organizational Demands
Strategy
Company Characteristics
Organizational Culture
Employee Concerns
Challenge 2: Environmental Influences
Labor Force Trends
Technology
Globalization
Ethics and Social Responsibility
Challenge 3: Regulatory Issues
Impact of COVID-19 on Human Resource Management Practices
The Road Map for This Book
Chapters 1–3: HR Challenges
Chapters 4–5: Work Design and Workforce Planning
Chapters 6–8: Managing Employee Competencies
Chapters 9–12: Managing Employee Attitudes and Behaviors
Chapters 13–14: Special Topics
2 Organizational Demands and Environmental Influences
The Importance of Context
Meeting Organizational Demands
Strategy
Company Characteristics
Organizational Culture
Employee Concerns
Environmental Influences
Labor Force Trends
Technology
Globalization
Ethics and Social Responsibility
3 Regulatory Issues
Equal Employment Opportunity and Other Workplace Laws
Introduction to Equal Employment Opportunity (EEO)
Protected Classifications
Bona Fide Occupational Qualification (BFOQ) and Business Necessity
Discriminatory Practices
Harassment
Retaliation
Equal Employment Legislation
Equal Pay Act of 1963 (EPA)
Title VII of the Civil Rights Act of 1964 (CRA 64)
Pregnancy Discrimination Act of 1978 (PDA)
Civil Rights Act of 1991 (CRA 91)
Age Discrimination in Employment Act of 1967 (ADEA)
Americans with Disabilities Act of 1990 (ADA) and ADA Amendments Act of 2008 (ADAA)
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)
Use of Social Media and Employment Discrimination
EEO Responsibilities of Multinational Employers
Filing Process for Discrimination Charges
Executive Orders and Affirmative Action
Executive Order 11246 (EO 11246)
Affirmative Action
Related Employment Legislation
Immigration Reform and Control Act of 1986 (IRCA)
Family and Medical Leave Act of 1993, 2008 (Fmla)
Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (VEVRAA)
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
Fair Employment Practices
Employment-at-Will and Wrongful Discharge
Regulatory Issues and Competitive Advantage
4 Job Design and Job Analysis
The Importance of Job Design and Job Analysis
Job Design
Efficiency Approaches to Job Design
Motivational Approaches to Job Design
Which Approach to Use? Balancing Efficiency and Motivational Approaches
Employee Concerns and Job Design
Job Analysis
Job Information
Job Analysis Techniques
Job Descriptions and Job Specifications
Job Design and Analysis In the Context of the Business
5 Workforce Planning
The Importance of Workforce Planning
Workforce Planning
Forecasting Labor Supply and Labor Demand
Internal Factors
External Factors
Tactics Firms Use to Balance Their Supply and Demand for Labor
Labor Shortage Tactics
Labor Surplus Tactics
Global Labor Issues
Workforce Planning In the Context of the Business
6 Recruitment
The Purpose of Recruitment
The Recruitment Process
Internal Recruitment
External Recruitment
Company Characteristics and Recruitment
Recruiting Globally
Maximizing Recruitment Effectiveness
Preparing Recruitment Advertisements
Developing a Recruitment Value Proposition
Writing a Recruitment Message
Recruiters
Reviewing
Realistic Job Previews
Recruitment Follow-Up
Recruitment in the Context of the Business
7 Selection
Selection Defined
How Employee Selection Processes Affect the Performance of Firms
Person–Job Fit
Standards for an Effective Selection Process
Reliability
Validity
Unbiased
Selection Methods: Initial Screening
Applications and Résumés
Behavioral Assessments
Screening Interviews
Selection Methods: Final Screening
Employment Tests
Interviews
Reference Checks, Background Checks, Credit Reports, and Honesty Tests
Assessment Centers
Biodata
Drug Tests
Medical Examinations
Choosing Among Selection Methods
Compensatory Approach
Multiple-Hurdle Approach
Multiple-Cutoff Approach
Choosing a Scoring Method
Globalization and Selection
The Labor Market at Home
Labor Market Abroad
Selection in the Context of the Business
8 Learning and Development
The Purpose of Learning and Development
Employee Orientation
Onboarding
Learning, Training, and Development Defined
Designing an Effective Training Process
Part 1: Needs Assessment
Part 2: Design
Part 3: Implementation
Part 4: Evaluation
Career Development
Competency Analysis
Career Development Activities
Trends in Career Development
Learning and Development in a Global Context
Learning and Development In the Context of the Business
9 Performance Management
Why Performance Management Is So Important
Purposes of Performance Management
Step 1: Identifying Performance Dimensions
Step 2: Developing Performance Measures
Valid Measures
Performance Measurement Standards
Specificity
Step 3: Evaluating Employee Performance
Inpidual Comparisons
Absolute Approaches: Measuring Traits and Behaviors
Results-Based Approaches
Sources of Performance Data
Weighting Performance Criteria
Performance Measurement Errors
Step 4: Providing Feedback
When to Appraise Employees
The Feedback Meeting
Step 5: Developing Action Plans to Improve Employee Performance
Understanding the Causes of Poor Performance
Taking Action
Globalization and Performance Management
Trends in Performance Management
Disciplining Employees
Performance Management in the Context of the Business
10 Compensating Employees
The Purpose of Compensation
Total Compensation
Equity Theory
Internal Alignment
Job Ranking
Job Classification
Point Method
Factor Comparison
External Competitiveness
Salary Surveys
Job Pricing
Company Pay Policy
Pay Grades and Pay Ranges
Broadbanding
Pay for Inpidual Employees
Alternative Compensation Approaches
Skill-Based Pay and Knowledge-Based Pay
Competency-Based Pay
Market Pricing
Regulatory Issues
Administering Compensation
Globalization and Compensation
Where Pay Decisions Are Made
Acceptableness of Compensation
Pay Rates
Compensating Employees in the Context of the Business
11 Incentives and Rewards
Why Are Incentive Plans Important?
How Incentives Work
Theories of Motivation
Types of Incentive Plans
Inpidual Incentive Plans
Incentive Plans for a Virtual Workforce
Group/Organizational Incentives
Executive Compensation: Pay and Incentives
What Makes an Incentive Plan Effective?
Globalization and Incentive Plans
Incentives and Rewards in the Context of the Business
12 Employee Benefits and Safety Programs
Employee Benefits and Safety Programs
Benefits and Safety Philosophy
Mandatory Benefits
Social Security
Unemployment Insurance (UI)
Workers’ Compensation Insurance
The Patient Protection and Affordable Care Act (ACA) Employer Shared Responsibility Provisions
Voluntary Benefits
Health and Wellness Programs
Life Management Benefits
Retirement Benefits
Benefits Administration
Delivery of Benefits Information
Globalization and Benefits
Safety Programs
Programs Related to the Occupational Safety and Health Act (OSH Act)
Workplace Violence Programs
Ergonomic Programs
Benefits and Safety Programs in the Context of the Business
13 Labor Unions and Employee Management
Labor Relations Overview
Brief History of Labor Union Movement in the United States
Government Regulation of Labor Unions
Railway Labor Act of 1926
Norris-Laguardia Act of 1932
Wagner Act (National Labor Relations Act of 1935)
Taft-Hartley Act (Labor Management Relations Act of 1947)
Landrum-Griffin Act (Labor-Management Reporting and Disclosure Act of 1959)
Types of Unions
Local Unions
International Unions
The Union Organizing Process
Role of Employees, Employers, and Union Organizers
Card Checks and Neutrality Agreements
Collective Bargaining
Good Faith Bargaining
Bad Faith Bargaining
Negotiating the Agreement
The Grievance Process
The NLRB’s Role in Unfair Labor Practices
Decertification
Corporate Campaigns
Public-Sector Labor Relations
Trends in Labor Relations
Changes in Union Activities
Social Media and Union Activity
New Forms of Worker Organizations
Global Trends
14 Creating High-Performing HR Systems
Principles of High-Performing HR Systems
External Fit: Aligning HR Activities with HR Challenges
Internal Fit: Aligning HR Activities with One Another
Aligning HR Systems with Employees’ Contributions
Managing the Employment Portfolio
Strategic Value
Uniqueness
Mapping Your Employment Portfolio
Evaluating Your HR System: The HR Scorecard
Step 1: Identify Your Firm’s Strategic Performance Drivers
Step 2: Evaluate Your Firm’s External Alignment
Step 3: Evaluate Your Firm’s Internal Alignment
Building Your Own High-Performing Organization
Customizing Your HR Scorecard
Being Consistent
Being Specific
Following Up on the Implementation of a Redesign
Glossary
Note
Index