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• Title Page
• Copyright
• Contents
• Part 1 Seeing People as a Strategic Resource
• Chapter 1 Creating Value Through Human Resources
• A Manager’s Perspective
• What Do You Think?
• How Can Human Resource Management Make an Organization Effective?
• Building Strength Through HR: Trader Joe’s
• How Is Organizational Success Determined?
• Success in Life-Cycle Stages
• How Do We Know? Does Effective Human Resource Management Increase Organizational Success?
• Success from Stakeholder Perspectives
• How Do We Know? Why Are Some Organizations More Effective than Others?
• The Chain of Success
• What Does Human Resource Management Provide to an Organization?
• Core Human Resource Functions
• Technology in HR: Using Web-Based Information to Manage People
• Spreading Knowledge about Human Resource Practices
• What Do Human Resource Specialists Do?
• Human Resource Roles
• Building Strength Through HR: Edwards Lifesciences
• Human Resource Competencies
• Building Strength Through HR: McDonald’s
• How Will Current Trends Affect Human Resource Management?
• Population Trends
• Labor Force Trends
• Employment Trends
• Trends in Education and Training
• Globalizations Trends
• How Do Strategic and Functional Perspectives Combine to Direct Human Resource Practices?
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Zappos
• Discussion Case:Curt’s Cowboy Corner
• Exercises
• Experiential Exercise: Visit the SHRM Website
• Interactive Experiential Exercise: Building an HR Department at Mega Manufacturing
• Chapter 2 Making Human Resource Management Strategic
• A Manager’s Perspective
• What Do You Think?
• How Can a Strategic Approach to Human Resources Improve an Organization?
• How Is Strategy Formulated?
• Building Strength Through HR: Southwest Airlines
• Gathering Information
• Technology in HR: Twitter as an Opportunity for Business
• Analyzing Information and Making Decisions
• What Are Common Competitive Business Strategies?
• Cost Leadership Strategy
• Differentiation Strategy
• Combination Strategy
• How Do We Know? What Differentiates Fast-Food Restaurants?
• What Are Basic Approaches to Human Resource Strategy?
• The Universalistic Approach
• How Do We Know? Do Good Human Resource Practices Improve Performance?
• The Contingency Approach
• Building Strength Through HR: Fenmarc Produce Ltd
• What Are Common Human Resource Strategies?
• Internal/Cost HR Strategy: The Loyal Soldier
• External/Cost HR Strategy: The Bargain Laborer
• Internal/Differentiation HR Strategy: The Committed Expert
• External/Differentiation HR Strategy: The Free Agent
• How Do Human Resource Strategies Align with Competitive Business Strategies?
• Research Supporting the Contingency Perspective
• How Do We Know? Do Human Resource Practices Influence Customer Service?
• Putting it all Together
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: United Parcel Service
• Discussion Case: Mountain Bank
• Exercises
• Experiential Exercise: Explore Company Websites
• Interactive Experiential Exercise: HR Strategy in Action: Selling the HR Function at Mega Manufactur
• Chapter 3 Ensuring Equal Employment Opportunity and Safety
• A Manager’s Perspective
• What Do You Think?
• Why Is It Important to Understand Legal and Safety Issues?
• What Is the Main Law Relating to Discrimination and Employment?
• Building Strength Through HR: Responding to Discrimination Claims
• Title VII of the Civil Rights Act of 1964
• How Do We Know? Do Courts Give Companies Credit for Good HR Practices?
• How Do We Know? Who Is Most Likely to Unfairly Discriminate?
• The Civil Rights Act of 1991
• Technology in HR: Legal Issues with Internet and Email Use
• Application of U.S. Laws to International Employers
• What Are Other Important Employment Laws?
• The Age Discrimination in Employment Act
• The Americans with Disabilities Act
• The Equal Pay Act
• The Family and Medical Leave Act
• How Can Organizations Increase Diversity?
• Building Strength Through HR: PepsiCo
• Executive Order 11246
• Restrictions on Affirmative Action Plans
• Affirmative Action Plans Today
• What Are the Major Laws Relating to Occupational Safety?
• Occupational Safety and Health Act
• Workers’ Compensation
• Building Strength Through HR: Union Pacific Corporation
• What Specific Practices Increase Fairness and Safety?
• Employees
• Leadership
• How Do We Know? What Can Organizations Do to Promote Safety?
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Xerox
• Discussion Case:Jones Feed and Seed
• Exercises
• Experiential Exercise: Locating Government Resources on the Web
• Interactive Experiential Exercise: The Legal Side of HR: Handling Equal Employment Issues at Mega Ma
• Part 2 Securing Effective Employees
• Chapter 4 Designing Productive and Satisfying Work
• A Manager’s Perspective
• What Do You Think?
• How Can Strategic Design of Work Tasks Improve an Organization?
• Building Strength Through HR: W. L. Gore & Associates
• How Is Work Design Strategic?
• Developing Autonomy
• How Do We Know? Empowered Teams Have Higher Performance?
• Developing Interdependence
• Linking Autonomy and Interdependence to HR Strategy
• How Are Employee Jobs Determined?
• The Job Analysis Process
• Building Strength Through HR: Purolator
• Specific Methods of Collecting Job Analysis Information
• How Is Job Description Information Made Useful
• Job Analysis and Legal Issues
• Competency Modeling
• How Do We Determine the Tasks Associated with Each Job?
• Mechanistic Approach
• Building Strength Through HR: Leicester Royal Infirmary
• Motivational Approach
• How Do We Know? Do Employees Work Harder When They Think Their Tasks Matter?
• Perceptual Approach
• Biological Approach
• Combining Work Design Approaches
• How Can Work Be Designed to Improve Family Life?
• Flexible Work Scheduling
• Building Strength Through HR: International Business Machines Corporation
• Alternative Work Locations
• Technology in HR: Potential Problems with Working from Home
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Coney Island Hospital
• Discussion Case: Josh’s Toy Manufacturing
• Exercises
• Experiential Exercise: Assessing the Accuracy of Job Descriptions
• Interactive Experiential Exercise: Job Design: Creating New Positions at Graphics Design, Inc.
• Chapter 5 Recruiting Talented Employees
• A Manager’s Perspective
• What Do You Think?
• How Can Strategic Recruiting Make an Organization Effective?
• Building Strength Through HR: Google
• How Is Employee Recruiting Strategic?
• Broad Versus Targeted Skill Scope
• Internal Versus External Sourcing
• Realistic Versus Idealistic Messaging
• How Do We Know? Why Do Realistic Job Previews Reduce Employee Turnover?
• How Does Human Resource Planning Facilitate Recruiting?
• The Planning Process
• Building Strength Through HR: WellPoint Health Networks
• Batch and Flow Approaches
• Centralization of Processes
• Who Searches for Jobs?
• New Workforce Entrants
• How Do We Know? Who Succeeds in a Job Search?
• Unemployed Workers
• Workers Currently Employed
• What Characteristics Make an Organization Attractive?
• Generally Attractive Characteristics
• How Do We Know? Are Early Job Offers Better?
• Fit Between People and Organizations
• What Are Common Recruiting Sources?
• Job Posting
• Employee Referrals
• Print Advertising
• Electronic Advertising
• Employment Agencies
• Technology in HR: Staying in Touch with Recruits
• Campus Recruiting
• How Is Recruiting Effectiveness Determined?
• Common Measures
• Differences among Recruiting Sources
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: MITRE
• Discussion Case: Friendly Financial Works
• Exercises
• Experiential Exercise: Learning about Your Career Center
• Interactive Experiential Exercise: Strategic Recruitment: Finding the Right People for Graphics Desi
• Chapter 6 Selecting Employees Who Fit
• A Manager’s Perspective
• What Do You Think?
• How Can Strategic Employee Selection Improve an Organization?
• How Is Employee Selection Strategic?
• Aligning Talent and HR Strategy
• Building Strength Through HR: United States Marine Corps
• Making Strategic Selection Decisions
• How Do We Know? Which Type of Fit Is Most Important?
• What Makes a Selection Method Good?
• Reliability
• Validity
• Utility
• Legality and Fairness
• Acceptability
• What Selection Methods Are Commonly Used?
• Testing
• How Do We Know? Is It Better to Be Smart or Beautiful?
• Technology in HR: Administering Tests on the Internet
• Information Gathering
• Building Strength Through HR: Target
• Interviewing
• How Do We Know? Does It Matter How You Shake Hands in an Interview?
• How Are Final Selection Decisions Made?
• Predictor Weighting Approach
• Minimum Cutoffs Approach
• Multiple Hurdles Approach
• Banding Approach
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Outback Steakhouse
• Discussion Case: Stringtown Iron Works
• Exercises
• Experiential Exercise: Learning through Interviewing
• Interactive Experiential Exercise: Employee Selection: Choosing the Best of the Best for Graphics De
• Chapter 7 Managing Employee Retention and Separation
• A Manager’s Perspective
• What Do You Think?
• How Can Strategic Employee Retention and Separation Make an Organization Effective?
• How Are Employee Retention and Separation Strategic?
• Strategic Emphasis on Employee Retention
• Building Strength Through HR: SAS Institute, Inc.
• Strategic Emphasis on Employee Separation
• How Can Undesirable Employee Turnover Be Reduced?
• Recognizing Paths to Voluntary Turnover
• Understanding Decisions to Quit
• Building Strength Through HR: Convergys Corporation
• Organizational Practices that Reduce Turnover
• Technology in HR: Computerized Orientation Programs
• Building Strength Through HR: FreshDirect
• How Do We Know? Are Coworkers Contagious?
• How Do Layoffs Affect Individuals and Organizations?
• The Effect of Layoffs on Organizations
• The Effects of Layoffs on Individuals
• Reducing the Negative Impact of Layoffs
• What Are Common Steps in Disciplining Employees?
• Principles of Due Process
• The Process of Progressive Discipline
• How Should Employee Dismissals Be Carried Out?
• How Do We Know?
• Outplacement Services
• The Dismissal Meeting
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Apparel Inc.
• Discussion Case:County General Hospital
• Exercises
• Experiential Exercise: Learning about Discipline Procedures
• Interactive Experiential Exercise: Turnover: Dealing with the Good, the Bad, and the Ugly at Global
• Part 3 Improving Employee Performance
• Chapter 8 Measuring Performance and Providing Feedback
• A Manager’s Perspective
• What Do You Think?
• How Can Performance Management Make an Organization Effective?
• How Is Performance Management Strategic?
• Emphasizing Either Merit or Parity
• Building Strength Through HR: General Electric
• Linking Merit and Parity Systems to HR Strategy
• What Is Performance?
• Task Performance
• Citizenship Performance
• Counterproductive Performance
• How Is Performance Measured?
• Technology in HR: Monitoring Electronic Activity
• Contamination and Deficiency as Sources of Inaccuracy
• General Types of Performance Measures
• Common Problems with Performance Measures
• How Do We Know? Who Is Most Likely to Provide Error-Free Ratings?
• Rating Formats
• Who Should Measure Performance?
• Multisource Performance Ratings
• Rating Source Differences
• How Do We Know? Is Performance Management the Same Around the World?
• How Should Feedback Be Provided?
• Technology in HR
• Providing Positive and Negative Feedback
• Building Strength Through HR: Whirlpool Corporation
• Effectively Communicating Methods for Improvement
• Reducing Negative Emotional Responses
• Building High Expectations
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Medical Center
• Discussion Case: Reliable Underwriters
• Exercises
• Experiential Exercise: Assessing Performance in Sports
• Interactive Experiential Exercise: Performance Appraisal: Delivering Positive and Negative Feedback
• Chapter 9 Training for Improved Performance
• A Manager’s Perspective
• How Can Strategic Employee Training Improve an Organization?
• Building Strength Through HR: Rockwell Collins
• How Is Employee Training Strategic?
• Differentiation versus Cost Leadership Strategy
• Building Strength Through HR: Apple
• Internal Versus External Labor Orientation
• What Are Key Principles for Getting Benefits from Training?
• Partnership
• Systematic Process
• How Are Training Needs Determined?
• Proactive Needs Assessment
• Reactive Needs Assessment
• Prioritizing and Creating Objectives
• How Is Effective Training Designed and Delivered?
• Content
• Training Methods
• How Do We Know? Is There One Best Way to Train for Computer Skills?
• Training Media
• Technology in HR: Benefits and Drawbacks of e-Learning
• Transfer-Enhancement Techniques
• Putting It All Together
• How Do We Know? How Can Transfer Be Enhanced?
• How Do Organizations Determine Whether Training Is Effective?
• Purpose
• Outcomes
• Design
• Results
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Northwestern Memorial Hospital
• Discussion Case: Hypothetical Telecommunications
• Exercises
• Experiential Exercise: Finding an Off-the-Shelf Training Product
• Interactive Experiential Exercise: The Art of Training: Finding the Right Program for Global Telecom
• Chapter 10 Developing Employees and Their Careers
• A Manager’s Perspective
• What Do You Think?
• How Can Strategic Employee Development Make an Organization Effective?
• Building Strength Through HR: Aflac
• How Is Employee Development Strategic?
• External Versus Internal Labor Orientation
• Differentiation Versus Cost Strategy
• What Are Careers Like Today?
• How Can Organizations Help Employees Develop?
• Formal Education
• Assessments and Feedback
• Work Experiences
• How Do We Know? Can a Feedback Program Really Improve Performance?
• Developmental Relationships
• How Do We Know? How Do We Maximize the Return on Mentoring?
• How Do Organizations Integrate Development Efforts?
• Competency Model
• Career Development Process
• Building Strength Through HR: LG Electronics
• Technology
• Technology in HR: National Aeronautics and Space Administration (NASA)
• What Are Some Important Career Development Challenges?
• Orienting New Employees
• Reducing Burnout
• Helping Employees Balance Work with Personal Lives
• Developing a Diverse Workforce
• Managing International Assignments
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Expanding into Switzerland
• Discussion Case: First Day on the Job
• Exercises
• Experiential Exercise: Creating a Personal Development Plan
• Interactive Experiential Exercise: Career Development: Building a Workforce for Long-Term Success at
• Part 4 Motivating and Managing Employees
• Chapter 11 Motivating Employees Through Compensation
• A Manager’s Perspective
• What Do You Think?
• How Can Strategic Employee Compensation Make an Organization Effective?
• How Is Employee Compensation Strategic?
• Building Strength Through HR: Marriott International, Inc.
• External Versus Internal Labor
• Differentiation Versus Cost Strategy
• Aligning Compensation with HR Strategy
• How Does Compensation Motivate People?
• Theories of Motivation
• How Do We Know? Do Contingent Rewards Really Improve Performance?
• Linking Motivation with Strategy
• How Is Compensation Level Determined?
• Pay Surveys
• Technology in HR: Be Careful When Obtaining Information
• Pay-Level Strategies
• Linking Compensation Level and Strategy
• Building Strength Through HR: The Container Store
• How Is Compensation Structure Determined?
• Job-Based Pay
• Skill-Based Pay
• Linking Compensation Structure to Strategy
• How Do Government Regulations Influence Compensation?
• Fair Labor Standards Act
• How Do We Know? Do People Lose Sleep Over Pay?
• State and Local Regulations
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Delphi Corporation
• Discussion Case: Joe’s Hamburger Grill
• Exercises
• Experiential Exercise: Conduct a Pay Survey Using BLS Data
• Interactive Experienstial Exercise: How Much to Pay: Finding the Right Balance at SuperFoods
• Chapter 12 Designing Compensation and Benefit Packages
• A Manager’s Perspective
• What Do You Think?
• How Can a Strategic Compensation Package Make an Organization Effective?
• Building Strength Through HR: IKEA
• How Do Compensation Packages Align with Strategy?
• At-Risk Compensation
• Line of Sight
• Building Strength Through HR: Strategically Managing Compensation During a Recession
• Common Elements of Compensation Packages
• What Are Common Approaches to Base Pay?
• Building Strength Through HR:Netflix
• What Are Common Employee Benefit Plans?
• Legally Required Benefits
• Discretionary Benefits
• Flexible Benefit Programs
• Building Strength Through HR: Burton Snowboards
• What Are Common Individual Incentives?
• Piece-Rate Incentives
• Commissions
• Technology in HR: Enterprise Incentive Management
• Merit Pay Increases
• How Do We Know? Does How Much You Make Depend on How Much You Weigh?
• Merit Bonuses
• What Are Common Group and Organizational Incentives?
• Team Bonuses and Incentives
• Building Strength Through HR: Deere & Company
• Gainsharing
• Profit Sharing
• Stock Plans
• How Do Strategic Decisions Influence a Compensation Package?
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Best Buy
• Discussion Case: Collegiate Promotions
• Exercises
• Experiential Exercise: Learning Through Interviewing
• Interactive Experiential Exercise: Is It All about Base Salary? Explaining Compensation Issues at Su
• Chapter 13 Working Effectively with Labor
• A Manager’s Perspective
• What Do You Think?
• How Can Good Labor Relations Make an Organization Effective?
• How Are Labor Relations Strategic?
• Building Strength Through HR: Kaiser Permanente
• Building Strength Through HR: MidState Medical Center
• How Has Organized Labor Evolved over Time?
• The Influence of Government Regulations
• Current Trends in Organized Labor
• International Differences in Organized Labor
• How Do We Know? Can Unions Make Life Better for Childcare Workers?
• The Effect of Labor Unions on Nonunion Workers
• How Do Workers Become Part of a Union?
• Union Organizing Campaigns
• Decertification Campaigns
• Factors Influencing Union Campaigns
• What Happens During Labor Negotiations and Collective Bargaining?
• Bargaining Topics
• Work Stoppages
• Technology in HR: Replacing Laborers with Computers
• The Bargaining Atmosphere
• How Do We Know? Does Cooperating with Unions Help Organizations Succeed?
• Interest-Based Negotiation
• What Is the Grievance Process?
• Grievance Procedures
• Determinants of Grievance Filing
• Grievance Mediation
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Energy Co.
• Discussion Case: Teaching Assistants at State University
• Exercises
• Experiential Exercise:Investigating the Labor–Management Partnership
• Interactive Experiential Exercise: Unions: Negotiating a New Labor Contract for Mega Manufacturing
• Chapter 14 Aligning Strategy with Practice
• A Manager’s Perspective
• What Do You Think?
• How Can Alignment of HR Practices Make an Organization Effective?
• Building Strength Through HR:Walt Disney World
• What Are Two Basic Forms of Strategic Alignment?
• How Do HR Practices Align with One Another?
• How Do We Know? What Happens When Organizations Send Mixed Signals about the Value of Employees?
• External/Cost: Alignment for Bargain Laborers
• Internal/Cost: Alignment for Loyal Soldiers
• Building Strength Through HR: U.S. Navy
• Internal/Differentiation: Alignment for Committed Experts
• External/Differentiation: Alignment for Free Agents
• What Are Some Other HR Issues?
• Variations of Basic Strategies
• HR as an Input to Competitive Strategy
• How Do We Know? Does Working in a Foreign Country Require More Skill?
• The Role of HR in Small Businesses
• What Might the Future of HR Look Like?
• Volatile Economic Conditions
• Building Strength Through HR:Ford Motor Company
• Increased Emphasis on Sustainabilty
• Growth of Social Networking
• Balancing of Work and Family
• Adaptation of Healthcare Legislation
• A Manager’s Perspective Revisited
• Summary
• Key Terms
• Discussion Questions
• Cases
• Example Case: Portman Ritz-Carlton in Shanghai, China
• Discussion Case: Technology Consultants
• Exercises
• Experiential Exercise: Learning about Company Cultures
• Interactive Experiential Exercise: A Final Journey: Communicating the Strategic Importance of HR
• Glossary
• Name and Company Index
• Subject Index
• Appendix Summary