Strategic Staffing 5th Edition

Nhân sự chiến lược
Trước đây được xuất bản bởi Chicago Business Press, hiện được xuất bản bởi Sage Strategic Staffing trang bị cho cả các nhà quản lý hiện tại và tương lai kiến ​​thức và kỹ năng để áp dụng cách tiếp cận chiến lược và hiện đại để xác định, thu hút, lựa chọn, triển khai và giữ chân nhân tài. Dựa trên cơ sở nghiên cứu, văn bản này đề cập đến các khái niệm và thực tiễn về nhân sự hiện đại theo định dạng hấp dẫn và thân thiện với người đọc. Tác giả Jean Phillips hướng dẫn sinh viên một cách chuyên nghiệp trong việc phát triển chiến lược nhân sự phù hợp với mục tiêu kinh doanh, dự báo chính xác nhu cầu nhân tài, tiến hành phân tích công việc hoặc năng lực kỹ lưỡng và tìm kiếm nguồn tuyển dụng tiềm năng một cách chiến lược. Phiên bản thứ năm bao gồm những ảnh hưởng của đại dịch COVID-19 đối với nhu cầu nhân sự trên toàn thế giới, thông tin mới về các công nghệ liên quan đến nhân sự và các ví dụ cập nhật xuyên suốt, cung cấp cho sinh viên kiến ​​thức mới nhất và phù hợp nhất trong lĩnh vực này. Đi kèm với tiêu đề này: Hộp mực LMS: Nhập tài nguyên dành cho người hướng dẫn của tiêu đề này vào hệ thống quản lý học tập (LMS) của trường bạn và tiết kiệm thời gian. Bạn không sử dụng LMS? Bạn vẫn có thể truy cập tất cả các tài nguyên trực tuyến tương tự cho tựa sách này thông qua Trang web Tài nguyên dành cho Giảng viên được bảo vệ bằng mật khẩu. Tìm hiểu thêm.

Preface
About the Author
PART 1 The Staffing Context and Job Analysis
CHAPTER 1 Strategic Staffing
The Staffing Context
How Strategic Staffing Differs from Traditional Staffing
The Components of Strategic Staffing
Workforce Planning
Sourcing and Recruiting Talent
Selecting Talent
Acquiring Talent
Deploying Talent
Retaining Talent
Matchmaking Process
The Goals of Strategic Staffing
Identifying Staffing Goals
Evaluating the Staffing System
Integrating the Functional Areas of Human Resource Management
Training
Compensation and Benefits
Performance Management
Career Development and Succession Management
Current Issues in Staffing
Ethics
Analytics
Technology
The Organization of this Book
CHAPTER 2 Business and Staffing Strategies
A Resource-Based View of the Firm
What Is the Resource-Based View of the Firm?
Requirements of a Competitive Advantage
The Firm’s Business Strategy
Types of Business Strategies
Making Changes to the Firm’s Business Strategy—and Staffing
The Firm’s Talent Philosophy
Filling Vacancies or Hiring for Long-Term Careers
The Firm’s Commitment to Diversity
Applicants and Employees as Either Assets or Investors
The Firm’s Commitment to Ethical Behavior
Deriving the Firm’s Staffing Strategy
How the Organizational Life Cycle Affects Staffing
The Firm’s Strategic Staffing Decisions
Should We Establish a Core or Flexible Workforce?
Should Our Talent Focus Be Internal or External?
Should We Hire People with the Skills We Need or Train Them to Develop Those Skills?
Should Talent Be Replaced or Retained?
Which Skills and What Level of Them Should We Seek?
Should We Pursue Proactive or Reactive Staffing?
On Which Jobs Should We Focus?
Is Staffing an Investment or a Cost?
Should Our Staffing Function Be Centralized or Decentralized?
Achieving a Competitive Talent Advantage
Ethics
Analytics
Technology
CHAPTER 3 The Legal Context
The Types of Employment Relationships
Employees
At-Will Employees
Contingent Workers
Unionized Workers
Risk Management
Laws and Regulations
The Laws Relevant to Staffing
Bona Fide Occupational Qualification (BFOQ)
No-Recruit Agreements
Global Issues
Equal Employment Opportunity, Affirmative Action, and Quotas
Equal Employment Opportunity
Affirmative Action
Quotas
Enforcement Agencies
The Equal Employment Opportunity Commission (EEOC)
The Office of Federal Contract Compliance Programs (OFCCP)
The Bases for Employment Lawsuits
Disparate Treatment
Adverse (or Disparate) Impact
Defending Failure-to-Hire Lawsuits
Fraudulent Recruitment
Negligent Hiring
Negligent Referral
Harassment
Barriers to Legally Defensible Staffing
General Barriers
Specific Barriers
Diversity Hiring Strategies
What Ethical Theories Apply to Staffing?
Ethical Theories
What to Do When Ethical Theories Conflict
Algorithmic Bias
Technology
CHAPTER 4 Strategic Job Analysis and Competency Modeling
Job Design and Redesign
Workflow Analysis
What is Job Analysis?
Types of Job Analyses
The Legal and Practical Reasons for Doing a Job Analysis
Job Descriptions and Person Specifications
Planning a Job Analysis
Time and Resources
Identifying Job Experts
Identifying Appropriate Job Analysis Techniques
Common Job Analysis Methods
The Critical Incidents Technique
The Job Elements Method
Interview Methods
The Task Inventory Approach
The Structured Questionnaire Method
Conducting a Job Analysis
Get the Support of Top Management
Communicate the Purpose of the Job Analysis to All Participants
Collect Background Information
Generate the Task Statements
Generate the KSAOs
Derailers
Form the Job Duty Groupings
Link the KSAOs Back to the Job Duties
Collect Critical Incidents
Weight the Job Duties
Construct a Job Requirements Matrix
Write the Job Description and Person Specification
Other Methods: Competency Modeling and Job Rewards Analysis
Competency Modeling
Job Rewards Analysis
Enhancing Ethical Behavior Through Job Descriptions and Person Specifications
Using Analytics to Improve Job Analysis
O*Net
PART 2 Planning, Sourcing, and Recruiting
CHAPTER 5 Forecasting and Planning
The Workforce Planning Process
Forecasting A Firm’s Labor Demand
Seasonal Forecasts
Interest Rate Forecasts
Currency Exchange Rate Forecasts
Competition-Based Forecasts
Industry and Economic Forecasts
Legal Factors
Other Factors
Internal Forecasting Tools
Forecasting a Firm’s Labor Supply
Forecasting the Internal Labor Market
Forecasting the External Labor Market
Resolving the Gaps Between the Firm’s Labor Supply and Labor Demand
Dealing with a Temporary Talent Shortage
Dealing with a Persistent Talent Shortage
Dealing with a Temporary Employee Surplus
Dealing with a Persistent Employee Surplus
Staffing Planning
How Many People Should Be Recruited?
What Resources Are Needed?
How Much Time Will It Take to Hire the Employees?
Diversity Planning
Ethics
Analytics
How Technology Helps Staffing Planning
CHAPTER 6 Sourcing: Identifying Recruits
What is Sourcing?
What Makes a Recruiting Source Effective?
What Recruiting Sources Exist?
Internal Recruiting Sources
External Recruiting Sources
Remarketing
Creating a Sourcing Plan
Profiling Desirable Employees
Recruiting Source Effectiveness Analytics
Prioritizing Recruiting Sources
Sourcing Nontraditional Applicant Pools
Workers with Disabilities
Veterans
Older Workers
Welfare Recipients
Global Sourcing and Geographic Targeting
Global Sourcing
Geographic Targeting
Ethics
Technology
CHAPTER 7 External Recruiting
What Is Recruiting?
How Do Applicants React to Recruiting?
Fairness Perceptions
Spillover Effects
The Candidate Experience
Developing Applicant Attraction Strategies
Developing the Organization’s Image and Brand
Developing the Organization’s Employee Value Proposition
Developing the Recruiting Message
Developing Realistic Job Previews
Developing Self-Assessment Tools
What Makes a Recruiter Effective?
The Recruiter’s Characteristics
The Different Types of Recruiters
Factors Influencing a Recruiter’s Effectiveness
Training and Developing Recruiters
Recruiting Knowledge
Interpersonal Skills
Networking Skills
Presentation Skills
The Organization’s Goals and Recruiting Objectives
Legal Issues
Multiple Assessments
Applicant Attraction
Employee Value Proposition
Recruiting Metrics and Analytics
Setting Recruiters’ Goals
Giving Recruiters an Incentive to Meet Their Goals
Recruiting Analytics
Timing the Disclosure of Information
Achieving Recruitment Consistency
Developing a Recruiting Guide
Following the EEOC’s Best Recruiting Practices
Recruiting Technology
Mobile Recruiting
Texting
Careers Sites
Social Media
Gamification
Artificial Intelligence
Applicant Tracking Systems
Global Recruiting
Ethics
PART 3 Selecting
CHAPTER 8 Measurement
What Is Measurement?
Describing and Interpreting Data
Types of Measurement
Statistical Concepts in Selection
Shifting the Normal Curve
Using Data to Make Strategic Decisions
Correlations
Interpreting Correlations
Regressions
What Are the Characteristics of Useful Measures?
Reliability
Standard Error of Measurement
Validity
Using Existing Assessment Methods
Selection Errors
Standardization and Objectivity
Creating and Validating an Assessment System
Benchmarking
Evaluating Assessment Methods
Ethics
Analytics
Technology
CHAPTER 9 Assessing External Candidates
The Firm’s External Assessment Goals
Maximizing Fit
Assessing Accurately
Identifying Derailers
Avoiding Unconscious Bias
Maximizing the Firm’s Return on Its Investment in Its Assessment System
Generating Positive Stakeholder Reactions
Supporting the Firm’s Talent Philosophy and Human Resource Strategy
Establishing and Reinforcing the Firm’s Employee Value Proposition
Identifying New Hires’ Developmental Needs
Assessing Ethically
Complying with the Law
External Assessment Methods
Screening Assessment Methods
Evaluative Assessment Methods
Contingent Assessment Methods
Using Multiple Methods
Reducing Adverse Impact
Assessment Plans
Ethical Assessment
Assessing Ethics
Moral Distress
Analytics
Technology
CHAPTER 10 Recruiting and Assessing Internal Candidates
Internal Recruiting
The Firm’s Internal Assessment Goals
Evaluating Employees’ Fit with Other Jobs
Enhancing the Firm’s Strategic Capabilities
Gathering Information with Which to Make Downsizing Decisions
Gathering Information with Which to Make Restructuring Decisions
Maximizing Fit
Assessing Accurately
Maximizing the Firm’s Return on Its Investment in Its Assessment System
Generating Positive Stakeholder Reactions
Supporting the Firm’s Talent Philosophy and Human Resource Strategy
Reinforcing the Organization’s Employee Value Proposition
Identifying Employees’ Developmental Needs
Assessing Ethically
Complying with the Law
Internal Assessment Methods
Skills Inventories
Mentoring Programs
Performance Reviews
Multisource Assessments
Job Knowledge Tests
Assessment Center Methods
Clinical Assessments
Expatriate Selection
Internal Assessment Models
The Nine-Box Matrix
Career Crossroads Model
Managing Succession
Developing a Succession Management System
What Makes a Succession Management System Effective?
Career Planning
Integrating Succession Management and Career Planning
Ethics
Analytics
Technology
PART 4 Managing the Staffing System
CHAPTER 11 Choosing and Hiring Candidates
Choosing Candidates
Combining Candidates’ Scores
Who Makes the Final Hiring Decision?
Legal Issues Related to Hiring Candidates
Job Offer Strategies
Creating a Job Offer
Compensation Decisions
The Employment Contract
Legally Binding Contracts
Common Contract Content
Additional Agreements
Presenting a Job Offer
Negotiating
Negotiating Job Offers
Renegotiating Contracts
Closing the Deal
Fairness Perceptions and Rejections
Rejecting
Reneging
Ethics
Ethical Issues in Candidate Choice and Hiring
Managing Unethical Behavior
Analytics
Technology
CHAPTER 12 Managing Workforce Flow
Onboarding and Socializing New Employees
Onboarding
Onboarding Technology
Socialization
The Phases of Socialization
Socialization Choices
Socialization Technology
What Makes a Socialization Program Effective?
Global Mobility
Managing the Flow of the Workforce
Types of Turnover
The Causes of Voluntary Turnover
Analyzing the Causes of Turnover
Maintaining Relationships with Ex-Employees
Developing Retention Strategies
Mergers and Acquisitions
Managing Succession
Redeploying Talent
Involuntary Employee Separations
Downsizing
Layoffs
Furloughs
Reduction in Force
Alternatives to Layoffs
Discharging Employees
Discharging Errors
Dealing with the Risk of Violence
Ethics
Analytics
Technology
CHAPTER 13 Staffing System Evaluation and Technology
Staffing Outcomes
Evaluating Staffing Systems
Key Performance Indicators
Staffing Metrics
Six Sigma Initiatives
DMAIC (Define, Measure, Analyze, Improve, and Control)
DMADV (Define, Measure, Analyze, Design, and Verify)
The Balanced Scorecard Approach
Technology and Staffing Evaluation
Résumé Screening Software
Applicant Tracking Systems
Human Resources Information Systems
Company Websites
Digital Staffing Dashboards
Staffing Evaluation Ethics
Ethical Issues in Staffing Evaluation
Moral Efficacy
Appendix: Strategic Staffing at Chern’s: A Case Study
Glossary
Organization Index
Subject Index
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