Fundamentals of Human Resource Management, 5/e

Fundamentals of Human Resource Management, 5/e

by Gary Dessler
Released January 2015
Publisher(s): Pearson
ISBN: 9780134740218

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Book description

Foundations in management beyond the HR department

Fundamentals of Human Resources Management supports human resources training for all students of management -- not just HR managers. The text presents a wide range of HR topics within a single semester of material, and a wealth of functional examples and applications. Fundamentals is also the first text of its kind to make talent management processes a core study.

This 5th Edition has been updated with practical personnel techniques, real company examples, and new material on business sustainability. Each chapter touches on important recurring themes in management, including employee engagement tactics, small/global business management, employment law features, and positive employee relations, to help students become stronger and more effective managers.

Table of contents

  1. HR Strategy Model
  2. Fundamentals of Human Resource Management
  3. Brief Contents
  4. Contents
  5. Preface
    1. New To This Edition
    2. Solving Teaching and Learning Challenges
    3. Developing Employability Skills
    4. Instructor Teaching Resources
  6. About the Author
  7. Part 1 Introduction
    1. 1 Managing Human Resources Today
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. What Is Human Resource Management?
        1. Learning Objective 1
        2. Why is Human Resource Management Important to All Managers?
          1. Improving Profits and Performance
          2. You May Spend Some Time As An HR Manager
          3. HR for Small Businesses
        3. Line and Staff Aspects of HRM
        4. Line versus Staff Authority
        5. Line Managers’ Human Resource Management Responsibilities
        6. The Human Resource Department
          1. New Approaches to Organizing HR
      5. The Trends Shaping Human Resource Management
        1. Learning Objective 2
        2. Workforce Demographics and Diversity Trends
        3. Trends in How People Work
        4. Globalization Trends
        5. Economic Trends
          1. Labor Force Trends
        6. Technology Trends
          1. Human Capital
            1. Talk About It 1
      6. The New Human Resource Management
        1. Learning Objective 3
        2. Distributed HR and the New Human Resource Management
          1. Digital and Social Media Tools and the New Human Resource Management
        3. HR and Performance
          1. HR and Performance Measurement
          2. HR and Evidence-Based Management
          3. HR and Adding Value
            1. Talk About It 2
        4. HR and Employee Engagement
        5. HR and Strategy
        6. HR and Sustainability
        7. HR and Ethics
      7. The New Human Resource Manager
        1. Learning Objective 4
        2. HR and the Manager’s Skills
        3. HR Manager Certification
        4. HR and the Manager’s Human Resource Philosophy
      8. The Plan of This Book
        1. Learning Objective 5
        2. The Chapters
      9. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Jack Nelson’s Problem
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. Introduction
              2. Carter Cleaning Centers
                1. Questions
        5. Experiential Exercise
          1. HR and “The Profit”
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
    2. 2 Managing Equal Opportunity and Diversity
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Equal Employment Opportunity Laws
        1. Learning Objective 1
        2. Background
        3. Equal Pay Act of 1963
        4. Title VII of the 1964 Civil Rights Act
        5. Executive Orders
        6. Age Discrimination in Employment Act of 1967
        7. Vocational Rehabilitation Act of 1973
        8. Pregnancy Discrimination Act of 1978
        9. Federal Agency Uniform Guidelines on Employee Selection Procedures
        10. Selected Court Decisions regarding Equal Employment Opportunity (EEO)
          1. Griggs v. Duke Power Company
          2. Albemarle Paper Company v. Moody
        11. The Civil Rights Act of 1991
        12. The Americans with Disabilities Act
          1. Qualified Individual
          2. Reasonable Accommodation
          3. Traditional Employer Defenses and the “New” ADA
        13. Uniformed Services Employment and Reemployment Rights Act
        14. Genetic Information Nondiscrimination Act of 2008
        15. State and Local Equal Employment Opportunity Laws
        16. Religious and Other Types of Discrimination51
        17. Trends in Discrimination Law
          1. Talk About It – 1
        18. Sexual Harassment
          1. What Is Sexual Harassment?
          2. Proving Sexual Harassment
            1. When is the Environment “Hostile”? 
            2. Supreme Court Decisions 
        19. Diversity Counts
          1. In Sexual Harassment
          2. What Can the Employee Do?
            1. Talk About It – 2
      5. Defenses Against Discrimination Allegations
        1. Learning Objective 2
        2. The Central Role of Adverse Impact
          1. Disparate Rejection Rates
          2. The Standard Deviation Rule
          3. Restricted Policy
          4. Population Comparisons
          5. McDonnell Douglas Test
        3. Bona Fide Occupational Qualification
          1. Religion as a BFOQ
          2. Gender as a BFOQ
          3. National Origin as a BFOQ
        4. Business Necessity
      6. Building Your Management Skills: Illustrative Discriminatory Employment Practices
        1. Learning Objective 3
        2. Recruitment
          1. Word of Mouth
          2. Misleading Information
          3. Help Wanted Ads
        3. Selection Standards
          1. Educational Requirements
          2. Tests
          3. Preference to Relatives
          4. Height, Weight, and Physical Characteristics
          5. Health Questions
          6. Arrest Records
          7. Application Forms
        4. Sample Discriminatory Promotion, Transfer, and Layoff Procedures
          1. Uniforms
          2. Tattoos and Body Piercings
          3. Management Malpractice and Retaliation
      7. The EEOC Enforcement Process
        1. Learning Objective 4
        2. Processing a Discrimination Charge
          1. Filing of Claim
          2. EEOC Investigation
        3. Voluntary Mediation
        4. Mandatory Arbitration of Discrimination Claims
      8. Diversity Management and Affirmative Action
        1. Learning Objective 5
        2. Diversity’s Barriers and Benefits
        3. Managing Diversity
          1. Top-Down Diversity Management Programs
          2. Diversity through Engagement
        4. Equal Employment Opportunity versus Affirmative Action
        5. Reverse Discrimination
      9. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. An Accusation of Sexual Harassment in Pro Sports
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. A Question of Discrimination
                1. Questions
        5. Experiential Exercise
          1. The Interplay of Ethics and Equal Employment
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
    3. 3 Human Resource Strategy and Performance
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. The Strategic Management Process
        1. Learning Objective 1
        2. Talk About It – 1
        3. The Basic Management Planning Process
          1. Policies and Procedures
        4. What Is Strategic Planning?
        5. The Strategic Management Process
        6. Types of Strategies
        7. Managers’ Roles in Strategic Planning
      5. Strategic Human Resource Management
        1. Learning Objective 2
        2. What Is Strategic Human Resource Management?
          1. Talk About It – 2
          2. Talk About It – 3
        3. Sustainability and Strategic Human Resource Management
        4. Strategic Human Resource Management Tools
          1. Strategy Map
          2. The HR Scorecard
          3. Digital Dashboards
      6. HR Metrics and Benchmarking
        1. Learning Objective 3
        2. Types of Metrics
        3. Benchmarking
        4. Strategy and Strategy-Based Metrics
        5. Workforce/Talent Analytics and Data Mining
          1. Data Mining
            1. Talk About It – 4
        6. Using HR Audits
        7. Evidence-Based HR and the Scientific Way of Doing Things
          1. Talk About It – 5
      7. Building High-Performance Work Systems
        1. Learning Objective 4
        2. High-Performance Human Resource Policies and Practices
      8. Employee Engagement and Performance
        1. Learning Objective 5
        2. Why Is Employee Engagement Important?
        3. The Employee Engagement Problem
        4. What Can Managers Do to Improve Employee Engagement?
        5. How to Measure Employee Engagement
      9. Employee Engagement Guide For Managers
        1. Learning Objective 6
        2. How Kia Motors (UK) Improved Performance with an HR Strategy Aimed at Boosting Employee Engagement
        3. The Challenges
        4. The New Human Resource Management Strategy
        5. The Results
      10. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Siemens Builds a Strategy-Oriented HR System
              1. Questions
          2. Hr in Action Case Incident 2
            1. Carter Cleaning Company
              1. The High-Performance Work System
                1. Questions
        5. Experiential Exercise
          1. Developing an HR Strategy for Starbucks
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
  8. Part 2 Staffing: Workforce Planning and Employment
    1. 4 Job Analysis and Talent Management
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. The Talent Management Process
        1. Learning Objective 1
        2. Improving Performance through HRIS
          1. Talent Management Software
      5. The Basics of Job Analysis
        1. Learning Objective 2
        2. What Is Job Analysis?
        3. Uses of Job Analysis Information
        4. Steps in Job Analysis
          1. Workflow Analysis
            1. Talk About It – 1
          2. Business Process Reengineering
          3. Job Redesign
      6. Methods for Collecting Job Analysis Information
        1. Learning Objective 3
        2. The Interview
          1. Typical Questions
          2. Structured Interviews
        3. Questionnaires
        4. Observation
        5. Participant Diary/Logs
        6. Quantitative Job Analysis Techniques: The Position Analysis Questionnaire (PAQ)
        7. Electronic Job Analysis Methods15
      7. Writing Job Descriptions
        1. Learning Objective 4
        2. Job Identification
          1. What’s in a Name (or in a Job Title)?
        3. Job Summary
        4. Relationships
        5. Responsibilities and Duties
          1. Using LinkedIn
        6. Standards of Performance and Working Conditions
          1. O*NET
      8. Writing Job Specifications
        1. Learning Objective 5
        2. Specifications for Trained versus Untrained Personnel
        3. Specifications Based on Judgment
          1. Talk About It – 2
        4. Job Specifications Based on Statistical Analysis
        5. The Job-Requirements Matrix
      9. Employee Engagement Guide for Managers
        1. Learning Objective 6
        2. Job Specifications and Employee Engagement
        3. The Employee Engagement Manager’s Job Description
      10. Using Competencies Models
        1. Learning Objective 7
        2. Talk About It – 3
        3. How to Write Competencies Statements
          1. BP Example
      11. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Optima Air Filter Company: The Flood
              1. Questions
          2. Hr in Action Case Incident 2
            1. Carter Cleaning Company
              1. The Job Description
              2. Questions
        5. Experiential Exercise
          1. The Instructor’s Job Description
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
    2. 5 Personnel Planning and Recruiting
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Workforce Planning and Forecasting
        1. Learning Objective 1
        2. Strategy and Workforce Planning
        3. Towers Watson Example
        4. Forecasting Workforce Needs (Labor Demand)
          1. Managerial Judgment
        5. Improving Performance through HRIS
          1. Computerized Workforce Forecasts
        6. Forecasting the Supply of Inside Candidates
          1. The Matter of Privacy
          2. Markov Analysis
        7. Forecasting the Supply of Outside Candidates
        8. Predictive Workforce Monitoring
          1. Talk About It – 1
      5. Why Effective Recruiting is Important
        1. Learning Objective 2
        2. The Recruiting Yield Pyramid
        3. Improving Recruitment Effectiveness: Recruiters, Sources, and Branding
          1. Recruitment Sourcing
          2. Developing the “Employer Brand”
      6. Internal Sources of Candidates
        1. Learning Objective 3
        2. Identifying Internal Candidates
      7. Employee Engagement Guide for Managers
        1. Learning Objective 4
        2. Internal Recruitment and Promotion-from-Within
      8. Outside Sources of Candidates
        1. Learning Objective 5
        2. Informal Recruiting and the Hidden Job Market
        3. Recruiting via the Internet46
          1. Online Recruiting Tools
          2. Online Recruitment around the Globe
          3. Pros and Cons
        4. Improving Performance through HRIS
          1. Using Applicant Tracking
          2. Improving Online Recruiting Effectiveness
        5. Advertising
          1. Constructing (Writing) the Ad
        6. Employment Agencies
          1. Temporary Workers
        7. Poaching
        8. Offshoring and Outsourcing Jobs and the H-1B Visa
        9. Executive Recruiters
          1. Internal Recruiting
            1. Talk About It – 2
        10. Referrals and Walk-Ins
        11. Recruitment Process Outsourcers and On-Demand Recruiting Services
        12. College Recruiting
          1. Internships
        13. Telecommuters
        14. Military Personnel
      9. Recruiting a More Diverse Workforce
        1. Learning Objective 6
        2. Recruiting Women
        3. Recruiting Single Parents
        4. Older Workers
        5. Diversity Counts
        6. Recruiting Minorities
        7. The Disabled
      10. Developing and Using Application Forms
        1. Learning Objective 7
        2. Purpose of Application Forms
          1. Talk About It – 3
      11. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Finding People Who Are Passionate about What They Do
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. Getting Better Applicants
                1. Questions
        5. Experiential Exercise
          1. The Nursing Shortage
            1. Purpose:
            2. Required Understanding:
    3. 6 Selecting Employees
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. The Basics of Testing and Selecting Employees
        1. Learning Objective 1
        2. Why Careful Selection Is Important
          1. Legal Implications and Negligent Hiring
        3. Reliability
        4. Validity
        5. How to Validate a Test
          1. Talk About It – 1
      5. Types of Tests
        1. Learning Objective 2
        2. Tests of Cognitive Abilities
        3. Tests of Motor and Physical Abilities
        4. Measuring Personality
          1. Personality Test Effectiveness
        5. Achievement Tests
          1. Talk About It – 2
        6. Computerized and Online Testing
        7. Improving Performance Through HRIS
          1. City Garage Computerized Testing Example
            1. Talent Analytics
        8. Work Samples and Simulations
        9. Situational Judgment Tests
          1. Talk About It – 3
        10. Management Assessment Centers
        11. Video-Based Situational Testing
        12. The Miniature Job Training and Evaluation Approach
          1. Talk About It – 4
        13. Computerized Multimedia Candidate Assessment Tools
          1. Talk About It – 5
      6. Interviewing Candidates
        1. Learning Objective 3
        2. Types of Selection Interviews
          1. Structure
          2. Types of Questions
          3. How to Administer
          4. Computer-Based Job Interviews
        3. Diversity Counts
          1. Bias Against Working Mothers
        4. How Useful Are Interviews?
          1. Asynchronous On-Demand Interviews
          2. Talk About It – 6
        5. How to Avoid Common Interviewing Mistakes
          1. Snap Judgments
          2. Negative Emphasis
          3. Not Knowing the Job
          4. Pressure to Hire
          5. Candidate Order (Contrast) Error
          6. Influence of Nonverbal Behavior
          7. Attractiveness
          8. Research Insight
          9. Ingratiation
          10. Nonverbal Implications
        6. Using Competencies Models and Profiles in Employee Interviews
      7. Using Other Selection Techniques
        1. Learning Objective 4
        2. Background Investigations and Reference Checks
          1. What to Verify
          2. Collecting Background Information107
            1. Social Media Background Checking
          3. Reference Check Effectiveness
          4. Using Preemployment Information Services
        3. Honesty Testing
          1. Polygraph Tests
          2. Paper-and-Pencil Honesty Tests
        4. Graphology
          1. Talk About It – 7
        5. Medical Exams
        6. Drug Screening
          1. Problems
        7. Realistic Job Previews
        8. Tapping Friends and Acquaintances
        9. Making the Selection Decision
        10. Complying with Immigration Law
          1. How to Comply
        11. Improving Performance Through HRIS
          1. Comprehensive Applicant Tracking and Screening Systems
        12. Developing and Extending the Job Offer
      8. Employee Engagement Guide for Managers
        1. Learning Objective 5
        2. Building Engagement: A Total Selection Program
        3. The Toyota Way
      9. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Ethics and the Out-of-Control Interview
              1. Questions
          2. HR in Action Case Incident 2
            1. Honesty Testing at Carter Cleaning Company
              1. Questions
        5. Experiential Exercise
          1. The Most Important Person You’ll Ever Hire
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
      10. Chapter 6 Appendix: The Structured Situational Interview
  9. Part 3 Training and Human Resource Development
    1. 7 Training and Developing Employees
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Orienting/Onboarding New Employees
        1. Learning Objective 1
        2. The Purposes of Employee Orientation/Onboarding
        3. The Orientation Process
          1. Orientation Technology
      5. Employee Engagement Guide for Managers: Onboarding at Toyota
        1. Learning Objective 2
      6. Overview of the Training Process
        1. Learning Objective 3
        2. Aligning Strategy and Training
        3. The ADDIE Five-Step Training Process
        4. Conducting the Training Needs Analysis
          1. Strategic Training Needs Analysis
          2. Current Training Needs Analysis
          3. Task Analysis: Analyzing New Employees’ Training Needs
          4. Using Competency Models
          5. Performance Analysis: Analyzing Current Employees’ Training Needs
          6. Can’t Do/Won’t Do
        5. Designing the Training Program
          1. Setting Learning Objectives37
          2. Creating a Motivational Learning Environment
            1. Make the Learning Meaningful
            2. Reinforce the Learning
            3. Make Skills Transfer Obvious and Easy
        6. Developing the Program
      7. Implementing the Training Program
        1. Learning Objective 4
        2. On-the-Job Training
          1. Types of On-the-Job Training
        3. Apprenticeship Training
        4. Informal Learning
        5. Job Instruction Training
        6. Lectures
        7. Programmed Learning
        8. Behavior Modeling
        9. Audiovisual-Based Training and Videoconferencing
        10. Vestibule Training
        11. Electronic Performance Support Systems (EPSS)
        12. Computer-Based Training (CBT)
        13. Simulated Learning and Gaming
        14. Online/Internet-Based Training
          1. Learning Portals
          2. The Virtual Classroom
          3. Mobile and Microlearning
        15. Lifelong and Literacy Training Techniques
          1. Literacy Training
        16. Diversity Training
          1. Talk About It 1
        17. Team Training
          1. Create Your Own Five-Step Training Program
          2. Use Private Vendors
          3. Check the SBA
          4. Check NAM
          5. Facilitate Informal Training
          6. Talk About It 2
      8. Implementing Management Development Programs
        1. Learning Objective 5
        2. Strategy’s Role in Management Development
        3. Succession Planning
        4. Improving Performance Through HRIS
          1. Succession Systems
          2. Candidate Assessment and the Nine-Box Grid
        5. Managerial On-the-Job Training
          1. Job Rotation
            1. Talk About It 3
          2. Coaching/Understudy Approach
          3. Action Learning
          4. Stretch Assignments
        6. Off-the-Job Management Training and Development Techniques
          1. The Case Study Method
          2. Management Games
          3. Outside Seminars
          4. University-Related Programs
          5. Role-Playing
          6. Corporate Universities
          7. Executive Coaches
          8. The SHRM Learning System
        7. Leadership Development at GE
      9. Managing Organizational Change Programs
        1. Learning Objective 6
        2. Using Organizational Development
      10. Evaluating the Training Effort
        1. Learning Objective 7
        2. Designing the Study
        3. Training Effects to Measure
      11. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Reinventing the Wheel at Apex Door Company
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company: The New Training Program
              1. Questions
        5. Experiential Exercise
          1. Flying the Friendlier Skies
            1. Purpose:
            2. Required Understanding:
            3. How to Set Up the Exercise/Instructions:
    2. 8 Performance Management and Appraisal Today
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Basic Concepts in Performance Appraisal
        1. Learning Objective 1
        2. Why Appraise Performance?
        3. Steps in Performance Appraisal
        4. Defining the Employee’s Performance Standards
          1. Talk About It – 1
          2. Talk About It – 2
        5. Who Should Do the Appraising?
          1. Peer Appraisals 
          2. Rating Committees 
          3. Self-Ratings 
          4. Appraisal by Subordinates 
          5. 360-Degree Feedback 
            1. “Crowd” Appraisals
      5. Traditional Appraisal Methods
        1. Learning Objective 2
        2. Graphic Rating Scale Method
        3. Alternation Ranking Method
        4. Paired Comparison Method
        5. Forced Distribution Method
        6. Critical Incident Method
        7. Behaviorally Anchored Rating Scales
        8. Appraisal Forms in Practice
        9. The Management by Objectives Method
        10. Computerized and Online Performance Appraisals
        11. Virtual Appraisal Games
        12. Electronic Performance Monitoring
        13. Talent Management and Differential Employee Appraisal
        14. Conversation Days
      6. How to Deal With Rater Error Problems and the Appraisal Interview
        1. Learning Objective 3
        2. Clarify Standards
        3. Avoid Halo Effect Ratings
        4. Avoid the Middle
        5. Don’t Be Lenient or Strict
        6. Diversity Counts
          1. Avoid Bias 
            1. How to Handle a Defensive Subordinate
            2. How to Criticize a Subordinate
            3. How to Ensure the Interview Leads to Improved Performance
            4. How to Handle a Formal Written Warning
      7. Employee Engagement Guide for Managers: Use the Appraisal Interview to Build Engagement
        1. Learning Objective 4
      8. Performance Management Today
        1. Learning Objective 5
        2. Total Quality Management and Performance Appraisal
        3. Performance Management Examples
        4. What Is Performance Management?
          1. Talk About It – 3
        5. The Manager’s Role in Performance Management
        6. Making Performance Management Practical
          1. The Problem
          2. The New Goals
          3. The New Performance Management Process
          4. The Uber Driver Rating System
          5. Potential Rating Problems
          6. How to Get a Better Driver Rating
          7. Talk About It – 4
      9. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Appraising the Secretaries at Sweetwater U
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. The Performance Appraisal
                1. Questions
        5. Experiential Exercise
          1. Setting Goals for and Appraising an Instructor
            1. Purpose:
            2. Required Understanding:
            3. How to Set Up the Exercise/Instructions:
    3. 9 Managing Careers
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Career Management
        1. Learning Objective 1
        2. Careers Today
        3. Psychological Contract
        4. The Employee’s Role in Career Management
          1. Exercise 1 
          2. Exercise 2 
        5. What Are Portfolio Careers?
        6. Are Portfolio Careers for You?
        7. The Employer’s Role in Career Management
          1. Talk About It – 1
        8. Employer Career Management Methods
          1. Small Business Applications
          2. Talk About It – 2
        9. Diversity Counts
          1. Toward Career Success 
      5. Improving Mentoring and Coaching Skills
        1. Learning Objective 2
        2. Being a Better Mentor
          1. The Protégé’s Responsibilities 
        3. Improving Performance Through HRIS
          1. Integrating Talent Management and Career/Succession Planning 
      6. Employee Engagement Guide for Managers
        1. Learning Objective 3
        2. Career Management
        3. The New Psychological Contract
        4. Commitment-Oriented Career Development Efforts
        5. Career-Oriented Appraisals
          1. Talk About It – 3
      7. Managing Employee Retention and Turnover
        1. Learning Objective 4
        2. Talk About It – 4
        3. Managing Voluntary Turnover
        4. Retention Strategies for Reducing Voluntary Turnover
        5. A Comprehensive Approach to Retaining Employees
        6. Job Withdrawal
          1. Dealing with Job Withdrawal66 
      8. Managing Promotions and Transfers
        1. Learning Objective 5
        2. Decision 1: Is Seniority or Competence the Rule?
        3. Decision 2: How Should We Measure Competence?
        4. Decision 3: Is the Process Formal or Informal?
        5. Decision 4: Vertical, Horizontal, or Other?
        6. Diversity Counts
          1. The Gender Gap 
        7. Managing Transfers
        8. Managing Retirements
          1. Methods 
      9. Managing Dismissals
        1. Learning Objective 6
        2. Termination-at-Will Exceptions
        3. Grounds for Dismissal
        4. Avoiding Wrongful Discharge Suits
        5. Supervisor Liability
          1. Steps to Take 
          2. Outplacement Counseling 
          3. For the Employee 
          4. Exit Interview 
          5. The Exit Process 
        6. Layoffs and the Plant Closing Law
          1. The Layoff Process 
        7. Adjusting to Downsizings and Mergers
      10. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Google Reacts
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. The Career Planning Program
                1. Questions
        5. Experiential Exercise
          1. Where Am I Going . . . and Why?
            1. Purpose:
            2. Required Understanding:
            3. How to Set Up the Exercise/Instructions:
      11. Chapter 9 Appendix: Managing Your Career and Finding a Job
        1. Making Career Choices
          1. Identify Your Occupational Orientation
          2. Identify Your Skills
          3. Aptitudes and Special Talents
          4. O*NET
          5. Identify Your Career Anchors
            1. Technical/Functional Competence 
            2. Managerial Competence 
            3. Creativity 
            4. Autonomy and Independence 
            5. Security 
          6. Assessing Career Anchors
        2. What do You Want to Do?
          1. Identify High-Potential Occupations
        3. Finding the Right Job
          1. Job Search Techniques
          2. Personal Contacts
          3. Social Media and HR
          4. Online Job Boards and Employer Websites
          5. Answering Advertisements
          6. Employment Agencies
          7. Executive Recruiters
          8. Career Counselors
          9. Employers’ Websites
          10. Writing Your Résumé
            1. Introductory Information 
            2. Job Objective 
            3. Job Scope 
            4. Your Accomplishments 
            5. Length 
            6. Make Your Résumé Scannable 
          11. Online Bios
          12. A Caveat
        4. Handling the Interview
          1. Prepare
          2. First Impressions
          3. Uncovering the Interviewer’s Needs
          4. Nonverbal Behavior and Impression Management
  10. Part 4 Compensation and Total Rewards
    1. 10 Developing Compensation Plans
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. The Basic Factors in Determining Pay Rates
        1. Learning Objective 1
        2. Aligning Total Rewards with Strategy
        3. Equity and Its Impact on Pay Rates
          1. Equity Theory of Motivation 
          2. Addressing Equity Issues 
        4. Legal Considerations in Compensation
          1. The 1938 Fair Labor Standards Act 
          2. Exempt/Nonexempt 
          3. Inequity and the Minimum Wage32 
            1. Talk About It – 1
          4. 1963 Equal Pay Act 
          5. 1974 Employee Retirement Income Security Act 
          6. Other Legislation Affecting Compensation 
        5. Union Influences on Compensation Decisions
        6. Pay Policies
          1. Talk About It – 2
          2. Geography 
            1. Talk About It – 3
      5. Job Evaluation Methods
        1. Learning Objective 2
        2. What Is Job Evaluation?
        3. Salary Surveys
        4. Compensable Factors
        5. Preparing for the Job Evaluation
        6. Job Evaluation Methods: Ranking
        7. Job Evaluation Methods: Job Classification
        8. Job Evaluation Methods: Point Method
          1. “Packaged” Point Plans 
        9. Computerized Job Evaluations
        10. Wage Curves
        11. Pay Grades
        12. Rate Ranges and the Wage Structure
          1. Talk About It – 4
      6. Pricing Managerial and Professional Jobs
        1. Learning Objective 3
        2. Compensating Executives and Managers
        3. What Determines Executive Pay?
          1. Managerial Job Evaluation 
        4. Compensating Professional Employees
        5. Improving Performance Through HRIS
          1. Payroll Administration 
      7. Contemporary Topics in Compensation
        1. Learning Objective 4
        2. Competency-Based Pay
          1. Talk About It – 5
        3. Broadbanding
          1. Pros and Cons 
        4. Comparable Worth
        5. Diversity Counts
          1. The Pay Gap 
        6. Board Oversight of Executive Pay
      8. Employee Engagement Guide For Managers
        1. Learning Objective 5
        2. Total Rewards Programs
        3. Total Rewards and Employee Engagement
      9. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Salary Inequities at AstraZeneca
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. The New Pay Plan
                1. Questions
        5. Experiential Exercise
          1. Ranking the College’s Administrators
            1. Purpose:
            2. Required Understanding:
            3. How to Set Up the Exercise/Instructions:
      10. Chapter 10 Appendix: How to Create a Market-Competitive Pay Plan Using the Point Plan Job Evaluation Method
        1. 1. Choose Benchmark Jobs
        2. 2. Select Compensable Factors
        3. 3. Assign Weights to Compensable Factors
        4. 4. Convert Percentages to Points for Each Factor
        5. 5. Define Each Factor’s Degrees
        6. 6. Determine for Each Factor its Factor Degrees’ Points
        7. 7. Review Job Descriptions and Job Specifications
        8. 8. Evaluate the Jobs
        9. 9. Draw the Current (Internal) Wage Curve
        10. 10. Conduct a Market Analysis: Salary Surveys
        11. 11. Draw the Market (External) Wage Curve
        12. 12. Compare and Adjust Current and Market Wage Rates for Jobs
        13. 13. Develop Pay Grades
        14. 14. Establish Rate Ranges
          1. Developing Rate Ranges
        15. 15. Address Remaining Jobs
        16. 16. Correct Out-Of-Line Rates
    2. 11 Pay for Performance and Employee Benefits
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Individual Employee Incentive Plans
        1. Learning Objective 1
        2. Individual Incentive Plans: Piecework Plans
        3. Incentives and the Law
        4. Merit Pay as an Incentive
        5. Incentives for Professional Employees
        6. Nonfinancial and Recognition-Based Awards
          1. Talk About It – 1
        7. Job Design
          1. Financial Incentives
          2. Nonfinancial Incentives
          3. Results
            1. Talk About It –  2
        8. Incentives for Salespeople
          1. Salary Plan 
          2. Commission Plan 
          3. Incentives’ Unintended Consequences 
        9. Incentives for Managers and Executives
          1. Sarbanes-Oxley 
        10. Short-Term Managerial Incentives and the Annual Bonus
          1. Eligibility 
          2. Fund Size 
          3. Individual Performance and Formula 
        11. Executives’ Strategic Long-Term Incentives
          1. Stock Options 
          2. Other Stock Plans 
      5. Team and Organizationwide Incentive Plans
        1. Learning Objective 2
        2. How to Design Team Incentives
        3. Profit-Sharing Plans
        4. Gainsharing Plans
        5. At-Risk Pay Plans
        6. Employee Stock Ownership Plans
      6. Benefits and Services: The Benefits Picture Today
        1. Learning Objective 3
      7. Pay for Time Not Worked and Insurance Benefits
        1. Learning Objective 4
        2. Unemployment Insurance
        3. Vacations and Holidays
        4. Sick Leave
          1. Talk About It – 3
        5. Parental Leaves and the Family and Medical Leave Act
        6. Severance Pay
        7. Supplemental Unemployment Benefits
        8. Insurance Benefits
        9. Workers’ Compensation
          1. Controlling Workers’ Compensation Costs 
        10. Hospitalization, Health, and Disability Insurance
          1. Mental Health Benefits 
            1. The Evolving Law 
          2. COBRA 
          3. Other Laws 
        11. Tools for Employer Health Care Cost Control
          1. Talk About It – 4
          2. Wellness Programs 
        12. Long-Term Care
        13. Life Insurance
        14. Benefits for Part-Time and Contingent Workers
          1. Talk About It – 5
      8. Retirement and Other Benefits
        1. Learning Objective 5
        2. Social Security
        3. Pension Plans
          1. 401(k) Plans 
          2. Other Plans 
          3. PBGC 
          4. Vesting 
        4. Pensions and Early Retirement
      9. Personal Services and Family-Friendly Benefits
        1. Learning Objective 6
        2. Personal Services
        3. Other Job-Related Benefits
        4. Diversity Counts
          1. Domestic Partner Benefits 
        5. Family-Friendly/Work–Life Benefits
          1. Subsidized Child Care 
          2. Sick Child Benefits 
          3. Family-Friendly Benefits and the Bottom Line 
        6. Executive Perquisites
        7. Flexible/Customized Benefits Programs
          1. Flexible Work Schedules 
            1. Talk About It – 6
          2. Other Flexible Work Arrangements 
            1. Simple Retirement Benefits
              1. Talk About It –  7
      10. Employee Engagement Guide For Managers
        1. Learning Objective 7
        2. Costco’s Compensation Plan
      11. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Striking for Benefits
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. The Incentive Plan
                1. Questions
        5. Experiential Exercise
          1. Revising the Benefits Package
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
  11. Part 5 Employee and Labor Relations
    1. 12 Maintaining Positive Employee Relations
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Employee Relations
        1. Learning Objective 1
      5. Employee Relations Programs For Building and Maintaining Positive Employee Relations
        1. Learning Objective 2
        2. Ensuring Fair Treatment
          1. Talk About It – 1
          2. Bullying 
        3. Improving Employee Relations Through Communications Programs
          1. Using Organizational Climate Surveys 
        4. Develop Employee Recognition/Relations Programs
        5. Use Employee Involvement Programs
          1. Using Employee Involvement Teams 
          2. Using Suggestion Systems 
            1. Talk About It – 2
      6. The Ethical Organization
        1. Learning Objective 3
        2. Ethics and Employee Rights
        3. What Shapes Ethical Behavior at Work?
        4. The Person (What Makes Bad Apples?)
        5. Which Ethical Situations Make for Ethically Dangerous (Bad Cases) Situations?
        6. What Are the “Bad Barrels”?—The Outside Factors That Mold Ethical Choices
        7. Steps Managers Take to Create More Ethical Environments
          1. Reduce Job-Related Pressures 
          2. “Walk the Talk” 
          3. Have Ethics Policies and Codes 
          4. Enforce the Rules 
          5. Encourage Whistleblowers 
          6. Foster the Right Culture75 
            1. Talk About It – 3
          7. Hire Ethical People 
          8. Use Ethics Training 
          9. Use Rewards and Discipline 
        8. Institute Employee Privacy Policies89
          1. Talk About It – 4
      7. Managing Employee Discipline
        1. Learning Objective 4
        2. The Three Pillars of Fair Discipline
          1. Rules and Regulations 
          2. Penalties 
          3. Appeals Process 
        3. Diversity Counts
          1. Comparing Males and Females in a Discipline Situation 
        4. Discipline Without Punishment
      8. Employee Engagement Guide For Managers
        1. Learning Objective 5
        2. How Companies Become “Best Companies to Work For”
        3. The “Best Companies to Work For”
        4. SAS: Great Benefits, Trust, and Work–Life Balance
        5. Google: Happiness and People Analytics
        6. FedEx: Guaranteed Fair Treatment
          1. Survey Feedback Action (SFA) 
          2. The FedEx Guaranteed Fair Treatment Process 
        7. A “Best Company” Human Resource Philosophy
      9. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Enron, Ethics, and Organizational Culture
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. Guaranteeing Fair Treatment
                1. Questions
        5. Experiential Exercise
          1. The Discipline Dilemma
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
        6. Ethics Quiz Answers
    2. 13 Labor Relations and Collective Bargaining
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. The Labor Movement
        1. Learning Objective 1
        2. Why Do Workers Organize?
          1. Talk About It –  1
      5. Employee Engagement Guide for Managers: Employee Engagement And Unionization
        1. Learning Objective 2
        2. What Do Unions Want?
          1. Union Security 
          2. Improved Wages, Hours, Working Conditions, and Benefits for Members 
        3. The AFL-CIO and the SEIU
      6. Unions and The Law
        1. Learning Objective 3
        2. Period of Strong Encouragement: The Norris-LaGuardia Act (1932) and the National Labor Relations Act (1935)
          1. Unfair Employer Labor Practices 
          2. From 1935 to 1947 
        3. Period of Modified Encouragement Coupled with Regulation: The Taft-Hartley Act (1947)
          1. Unfair Union Labor Practices 
          2. Rights of Employees 
          3. Rights of Employers 
          4. National Emergency Strikes 
        4. Period of Detailed Regulation of Internal Union Affairs: The Landrum-Griffin Act (1959)
          1. Labor Law Today 
      7. The Union Drive and Election
        1. Learning Objective 4
        2. Step 1: Initial Contact
          1. Labor Relations Consultants 
          2. Union Salting 
        3. Step 2: Authorization Cards
        4. Step 3: The Hearing
        5. Step 4: The Campaign
          1. The Supervisor’s Role in the Campaign 
            1. Talk About It – 2
        6. Step 5: The Election
        7. How to Lose an NLRB Election
          1. Talk About It – 3
      8. The Collective Bargaining Process
        1. Learning Objective 5
        2. What Is Collective Bargaining?
        3. What Is Good-Faith Bargaining?
        4. The Negotiating Team
          1. Talk About It – 4
        5. Bargaining Items
        6. Bargaining Stages72
        7. Impasses, Mediation, and Strikes
          1. Strikes 
          2. Other Ways to Deal with Impasses and Strikes 
        8. The Contract Agreement
        9. Contract Administration: Dealing with Grievances
          1. The Grievance Process 
      9. What’s Next for Unions?
        1. Learning Objective 6
        2. Why the Union Decline?
        3. What Are Unions Doing About It?
          1. Recent Trends in Labor Laws 
        4. Cooperative Labor–Management Relations
          1. Talk About It – 5
      10. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. Negotiating with the Writers Guild of America
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. The Grievance
                1. Questions
        5. Experiential Exercise
          1. The Organizing Campaign at Sam’s Cupcake Shop
            1. Purpose:
            2. Required Understanding:
              1. Incident:
                1. How to Set Up the Exercise/Instructions:
    3. 14 Improving Occupational Safety, Health, and Risk Management
      1. Overview:
      2. Learning Objectives
      3. Introduction
      4. Employee Safety and Health: An Introduction
        1. Learning Objective 1
        2. Why Safety Is Important
          1. Talk About It –  1
        3. Management’s Role in Safety
          1. Talk About It –  2
        4. A Manager’s Briefing on Occupational Law
          1. OSHA Standards and Record Keeping 
        5. OSHA Inspections and Citations
          1. Inspection Priorities 
          2. The Inspection 
          3. Penalties 
        6. OSHA Responsibilities and Rights of Employers and Employees
          1. Talk About It – 3
          2. Dealing with Employee Resistance 
      5. What Causes Accidents?
        1. Learning Objective 2
        2. Unsafe Working Conditions
          1. Safety Climate 
          2. Other Working Condition Factors 
        3. Unsafe Acts
        4. What Traits Characterize “Accident-Prone” People?
      6. How to Prevent Accidents
        1. Learning Objective 3
        2. Reduce Unsafe Conditions
          1. Job Hazard Analysis 
          2. Operational Safety Reviews 
        3. Provide Personal Protective Equipment
        4. Diversity Counts
          1. Protecting Vulnerable Workers 
        5. Reduce Unsafe Acts
        6. Screen to Reduce Unsafe Acts
        7. Provide Safety Training
          1. Internet-Based Safety Improvement Solutions 
        8. Use Posters, Incentives, and Positive Reinforcement
          1. Talk About It –  4
        9. Foster a Culture of Safety
        10. Establish a Safety Policy and Set Specific Loss Control Goals
        11. Conduct Regular Safety and Health Inspections
        12. Organize a Safety Committee
          1. Talk About It – 5
      7. Employee Engagement Guide for Managers
        1. Learning Objective 4
        2. Milliken & Company—World-Class Safety through Employee Engagement
        3. Involvement-Based Employee Engagement
      8. Workplace Health: Problems and Remedies
        1. Learning Objective 5
        2. Chemicals, Air Quality, and Industrial Hygiene
        3. Alcoholism and Substance Abuse
          1. Dealing with Substance Abuse 
          2. Tools 
        4. Job Stress and Burnout
          1. Reducing Your Own Job Stress 
          2. What the Employer Can Do 
          3. Burnout 
          4. Depression 
          5. Sitting 
        5. Computer Monitor and Ergonomic Health Problems and How to Avoid Them
        6. Infectious Diseases
        7. Workplace Smoking
      9. Occupational Security and Risk Management
        1. Learning Objective 6
        2. Enterprise Risk Management
        3. Preventing and Dealing with Violence at Work
          1. Improve Employee Screening 
          2. Use Workplace Violence Training 
        4. Setting Up a Basic Security Program
        5. Terrorism
          1. Business Travel
            1. Talk About It –  6
        6. Emergency Plans and Business Continuity
      10. Review
        1. Summary
        2. Key Terms
        3. Discussion Questions
        4. Individual and Group Activities
          1. HR in Action Case Incident 1
            1. The Office Safety and Health Program
              1. Questions
          2. HR in Action Case Incident 2
            1. Carter Cleaning Company
              1. Motivating Safe Behavior
                1. Questions
        5. Experiential Exercise
          1. How Safe Is My University?
            1. Purpose:
            2. Required Understanding:
              1. How to Set Up the Exercise/Instructions:
  12. Part 6 Special Topics in Human Resource Management
    1. A Managing HR Globally
      1. Overview:
      2. Learning Objectives
      3. HR and the Internationalization of Business
        1. Learning Objective 1
        2. The Human Resource Challenges of International Business
          1. Talk About It – 1
        3. What Is International Human Resource Management?
        4. How Intercountry Differences Affect Human Resource Management
          1. Cultural Factors 
          2. Legal Factors 
          3. Economic Systems 
          4. Example: Europe 
      4. International Employee Selection Issues
        1. Learning Objective 2
        2. International Staffing: Home or Local?
          1. Why Local? 
          2. Why Expats? 
            1. Talk About It – 2
          3. Other Solutions 
        3. Values and International Staffing Policy
          1. Ethics Codes 
        4. Special Tools for Selecting International Managers
        5. Diversity Counts: Sending Women Managers Abroad
        6. How to Avoid Failed International Assignments
      5. Training and Maintaining International Employees
        1. Learning Objective 3
        2. Orienting and Training Employees on International Assignment
          1. Training Employees Abroad 
        3. Performance Appraisal of International Managers
        4. International Compensation
          1. Talk About It – 3
          2. Incentives 
        5. Safety and Fair Treatment Abroad
        6. Repatriation: Problems and Solutions
          1. Steps in Repatriation 
      6. Managing HR Locally: How to Put a Global HR System into Practice
        1. Learning Objective 4
        2. Developing a More Effective Global HR System
        3. Making the Global HR System More Acceptable
        4. Implementing the Global HR System
      7. Review
        1. Summary
      8. Key Terms
      9. Discussion Questions
        1. HR in Action Case Incident 1
          1. “Boss, I Think We Have a Problem”
            1. Questions
    2. B Managing Human Resources in Small and Entrepreneurial Firms
      1. Overview:
      2. Learning Objectives
      3. The Small Business Challenge
        1. Learning Objective 1
        2. How Small Business Human Resource Management Is Different
          1. Size 
          2. Priorities 
          3. Informality 
          4. The Entrepreneur 
          5. Implications 
        3. Why HRM Is Important to Small Businesses
          1. Talk About It – 1
      4. Using Internet and Government Tools to Support the HR Effort
        1. Learning Objective 2
        2. Complying with Employment Laws
          1. The DOL 
          2. OSHA 
        3. Employment Planning, Recruiting, and Selection
        4. Employment Selection
          1. COMPLYING WITH THE LAW 
        5. Employment Training
        6. Employment Appraisal and Compensation
        7. Employment Safety and Health
      5. Leveraging Small Size: Familiarity, Flexibility, Fairness, Informality, and Hrm
        1. Learning Objective 3
        2. Simple, Informal Employee Selection Procedures
        3. Flexibility in Training
          1. Four-Step Training Process 
          2. Informal Training Methods 
        4. Flexibility in Benefits and Rewards
          1. A Culture of Flexibility 
        5. Fairness and the Family Business
        6. Using Professional Employer Organizations
      6. Managing HR Systems, Procedures, and Paperwork
        1. Learning Objective 4
        2. Introduction
        3. Basic Components of Manual HR Systems
          1. Basic Forms 
          2. Other Sources 
        4. Automating Individual HR Tasks
          1. Packaged Systems 
        5. Human Resource Information Systems (Hris)
        6. HRIS Vendors
        7. HR and Intranets
      7. Review
        1. Summary
          1. Discussion Questions
            1. HR in Action Case Incident 1
              1. Carter Cleaning Company: The New Pay Plan
              2. Questions
  13. Appendix Comprehensive Cases
    1. Bandag Automotive*
      1. Questions
    2. Angelo’s PIZZA*
      1. Questions
    3. Google*
      1. Questions
    4. Muffler Magic*
      1. Questions
    5. Bp Texas City*
      1. Questions
  14. Glossary
  15. References
  16. Name Index
  17. Subject Index

Product information

  • Title: Fundamentals of Human Resource Management, 5/e
  • Author(s): Gary Dessler
  • Release date: January 2015
  • Publisher(s): Pearson
  • ISBN: 9780134740218