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• Title Page
• Copyright Page
• Brief Contents
• Contents
• Preface
• Part One Setting the Stage
• Chapter 1 Human Resource Management: An Overview
• Human Resource Management: What It is and Why It is Important
• Why Study HRM?
• Human Resource Management Functions
• Who Performs Human Resource Management Activities?
• Human Resource Management Professional
• Line Managers
• Human Resources Outsourcing
• Human Resources Shared Service Centers
• Professional Employer Organizations
• More about HR Professionals
• HR BLOOPERS: Staffing Stone Consulting
• Human Resources as a Strategic Business Partner in a Dynamic Environment
• Capital and Human Capital
• Dynamic Human Resource Management Environment
• The Role of HRM in Building Corporate Culture and Employer Branding
• Corporate Culture
• Employer Branding
• Human Resource Management in Small Businesses
• Country Culture and Global Business
• Developing Skills for Your Career
• Communication
• Critical Thinking
• Collaboration
• Knowledge Application and Analysis
• Business Ethics and Social Responsibility
• Information Technology Application and Computing Skills
• Data Literacy
• Scope of This Book
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: Termination by Proxy
• HRM Is Everyone’s Business 
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: HR After a Disaster
• INCIDENT 2: Parental Leave at Yahoo
• Endnotes
• Chapter 2 Business Ethics, Corporate Social Responsibility, and Sustainability
• Defining Ethics and the Sources of Ethical Guidance
• Business Ethics
• Sources of Ethical Guidance
• Legislating Ethics
• Creating an Ethical Culture and a Code of Ethics
• Ethical Culture
• Code of Ethics
• Human Resource Ethics
• Linking Pay to Ethical Behavior
• Ethics Training
• HR BLOOPERS: Sales Incentives at Pinser Pharmaceuticals
• Corporate Social Responsibility and Sustainability
• Corporate Social Responsibility
• Corporate Sustainability
• Conducting a Social Audit
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: A Selection Quandary
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: Is It Private and Confidential?
• INCIDENT 2: Illegal Hiring
• Endnotes
• Chapter 3 Equal Employment Opportunity, Affirmative Action, and Workforce Diversity
• Equal Employment Opportunity and the Federal Laws Affecting Eeo
• Constitutional Amendments and the Civil Rights Act of 1866
• Title VII of the Civil Rights Act of 1964, Amended in 1972
• Equal Pay Act of 1963, Amended in 1972
• Lilly Ledbetter Fair Pay Act of 2009
• Pregnancy Discrimination Act of 1978
• Civil Rights Act of 1991
• Age Discrimination in Employment Act of 1967, Amended in 1978, 1986, and 1990
• Age Can Actually Be a Bona Fide Occupational Qualification
• Rehabilitation Act of 1973
• Vietnam Era Veteran’s Readjustment Assistance Act of 1974
• Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as Amended
• Americans with Disabilities Act of 1990
• Americans with Disabilities Act Amendments Act of 2008
• Immigration Reform and Control Act of 1986
• Uniformed Services Employment and Reemployment Rights Act of 1994
• Genetic Information Nondiscrimination Act of 2008
• State and Local Laws
• Who’s Responsible for Ensuring Equal Employment Opportunity?
• Equal Employment Opportunity Commission
• Office of Federal Contract Compliance Programs
• Employers
• Illegal Discrimination and Affirmative Action
• Uniform Guidelines on Employee Selection Procedures
• Types of Unlawful Employment Discrimination
• Affirmative Action
• Uniform Guidelines on Preventing Specific Illegal Employment Discrimination
• Guidelines on Sexual Harassment
• Guidelines on Discrimination Because of National Origin
• Guidelines on Discrimination Because of Religion
• Guidelines on Caregiver (Family Responsibility) Discrimination
• Discrimination Because of Disability
• Diversity and Diversity Management
• Elements of the Diverse Workforce
• Single Parents and Working Mothers
• Women in Business
• Mothers Returning to the Workforce (on Ramping)
• Dual‐Career Families
• Ethnicity and Race
• Older Workers
• People with Disabilities
• Immigrants
• Foreign Workers
• Young Persons, Some with Limited Education or Skills
• Baby Boomers, Gen X, Gen Y, and Gen Z
• HR BLOOPERS: Affirmative Action and Workforce Diversity
• Multi‐generational Diversity
• Lesbian, Gay, Bisexual, and Transgender Employees
• Preparing for Exam/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: How About Me?
• HRM Is Everyone’s Business 
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: You’re Not a Good Employee
• INCIDENT 2: Gender Diversity: Change for the Better?
• Endnotes
• Part Two Staffing
• Chapter 4 Strategic Planning, Human Resource Planning, and Job Analysis
• HR Strategic Planning Process
• Mission Determination
• Human Resource Planning
• Forecasting Human Resource Requirements
• HR BLOOPERS: Workforce Planning at Master Cleaners
• Forecasting Human Resource Availability
• Shortage or Surplus of Workers Forecasted
• Succession Planning: A Component of Strategic Planning
• Job Analysis: Process and Methods
• Reasons for Conducting Job Analysis
• Job Analysis Methods
• Job Descriptions
• Job Identification
• Date of the Job Analysis
• Job Summary
• Duties Performed
• Job Specification
• Standard Occupational Classification (SOC)
• The Occupational Information Network (O*NET)
• Competencies and Competency Modeling
• Job Design Concepts
• Preparing For Exam/Quizzes 
• Key Terms
• Questions for Review
• Preparing For My Career
• Ethics Dilemma: Which of the Best Should Go?
• HRM is Everyone’s Business 
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: Competitive Strategy at Buddy Dog Foods
• INCIDENT 2: Competencies
• Endnotes
• Chapter 5 Recruitment
• Recruitment and the Recruitment Process
• Environment of Recruitment
• Labor Market Conditions
• Active or Passive Job Seekers
• Legal Considerations
• Internal Recruitment Methods
• Human Resource Databases
• Job Posting and Job Bidding
• HR BLOOPERS: Recruiting Skilled Machinists
• Employee Referrals
• External Recruitment Sources
• High Schools and Vocational Schools
• Community Colleges
• Colleges and Universities
• Competitors in the Labor Market
• Former Employees
• Unemployed
• Military Personnel
• Self‐Employed Workers
• Ex‐Offenders
• External Recruitment Methods
• Online and Mobile Recruiting
• Traditional Methods
• Tailoring Recruitment Methods to Sources
• Alternatives to Recruitment
• Promotion Policies
• Overtime
• Onshoring
• Preparing for Exam/Quizzes 
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: Unfair Advantage?
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: Poor Choices
• INCIDENT 2: I Am Qualified, Why Not Me?
• Endnotes
• Chapter 6 Selection
• Selection and Environmental Factors Affecting the Selection Process
• The Selection Process
• The Environment of Selection
• Preliminary Screening and Review of Applications and RÉsumÉs
• Selection Tests
• Preliminary Considerations
• Advantages and Disadvantages of Selection Tests
• Characteristics of Properly Designed Selection Tests
• Test Validation Approaches
• Employment Tests
• Unique Forms of Testing
• Legal Considerations
• Employment Interview
• Interview Planning
• HR BLOOPERS: The First Interview
• Content of the Interview
• Candidate’s Role and Expectations
• General Types of Interviews
• Methods of Interviewing
• Potential Interviewing Problems
• Concluding the Interview
• Pre‐Employment Screening and Background Checks
• Employment Eligibility Verification (Form I‐9)
• Continuous Background Investigation
• Background Investigation with Social Media
• Remembering Hiring Standards to Avoid
• Selection Decision and Evaluating the Effectiveness of Selection Decisions
• Making the Selection Decision
• Evaluating Selection Decisions
• Preparing for Exam/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: Hiring with Incomplete Information
• HRM Is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: A Matter of Priorities
• INCIDENT 2: No Drama
• Endnotes
• Part Three Performance Management and Training
• Chapter 7 Performance Management and Appraisal
• Performance Management, Performance Appraisal, and the Performance Appraisal Process
• Performance Management
• Performance Appraisal
• Performance Appraisal Process
• The Uses of Performance Appraisal and Performance Criteria
• Uses of Performance Appraisal
• Performance Criteria
• Responsibility for Performance Appraisal
• Performance Appraisal Period
• Choosing a Performance Appraisal Method
• Trait Systems
• Comparison Systems
• Behavioral Systems
• Results‐Based Systems
• HR BLOOPERS: Appraising Performance at Global Insurance
• Assessing the Effectiveness and Limitations of Performance Appraisal Practices
• Characteristics of an Effective Appraisal System
• Limitations of Performance Appraisal
• Legal Considerations
• Performance Appraisal Interview
• Scheduling the Interview
• Interview Structure
• Use of Praise and Criticism
• Employees’ Role
• Concluding the Interview
• Trends in Performance Appraisal Practice
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: Abdication of Responsibility
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: These Things Are a Pain
• INCIDENT 2: Good Job!
• Endnotes
• Chapter 8 Training and Development
• Training and Development and Related Practices
• Training and Development Process
• Determine Specific Training and Development Needs
• Establish Training and Development Program Objectives
• Training Methods
• Training and Development Delivery Systems
• Implementing Training and Development Programs
• Metrics for Evaluating Training and Development
• Factors Influencing Training and Development
• Human Resource Management Training Initiatives
• Careers and Career Planning Approaches and Methods
• Traditional Career Path
• Network Career Path
• Lateral Skill Path
• Dual‐Career Path
• Adding Value to Your Career
• Demotion
• Free Agents (Being Your Own Boss)
• Career Planning Approaches
• Career Development Methods
• Management Development
• Mentoring and Coaching
• Reverse Mentoring
• HR BLOOPERS: Management Development at Trends Apparel
• Organization Development and the Learning Organization
• OD Interventions
• Learning Organization
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: Consequences of Inadequate Training Design
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: Career Development at Meyers and Brown
• INCIDENT 2 Training at the Top
• Endnotes
• Part Four Compensation
• Chapter 9 Direct Financial Compensation (Monetary Compensation)
• Total Compensation and the Environment of Compensation Practice
• Direct and Indirect Financial Compensation
• Structure of Direct Financial Compensation Plans
• Contextual Influences
• Direct Financial Compensation Components
• Base Pay
• Cost‐of‐Living Adjustments
• Seniority Pay
• Performance‐Based Pay
• HR BLOOPERS: Motivating Software Development Teams
• Person‐Focused Pay
• Building Job Structures
• Ranking Method
• Classification Method
• Factor Comparison Method
• Point Method
• Establishing Competitive Compensation Policies
• Pay Level Compensation Policies
• Pay Mix
• Building Pay Structures
• Pay Grades
• Pay Ranges
• Broadbanding
• Two‐Tier Wage System
• Adjusting Pay Rates
• Pay Compression
• Exceptions to the Rules: Sales Professionals, Contingent Workers, and Executives
• Sales Professionals
• Contingent Workers
• Executive Compensation
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: Sales Tactics at Wells Fargo Bank
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise 
• INCIDENT 1: The Pay Gap at Barker Enterprise
• INCIDENT 2: The Controversial Job
• Endnotes
• Chapter 10 Indirect Financial Compensation (Employee Benefits)
• Indirect Financial Compensation (Employee Benefits)
• Legally Required Benefits
• Social Security
• Unemployment Insurance
• Workers’ Compensation
• Health Care
• Discretionary Benefits
• Retirement Plans
• Life Insurance and Disability Insurance
• Paid Time‐Off
• Employee Services
• Workplace Flexibility (Work–Life Balance)
• Flextime
• Compressed Workweek
• Job Sharing
• Two‐in‐a‐Box
• Telecommuting
• Part‐Time Work
• HR BLOOPERS: The Job‐Sharing Problem at SunTrust Bank
• Customized Benefit Plans
• Communicating Information about the Benefits Package
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: A Poor Bid
• HRM Is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: Is Flextime the Way Forward?
• INCIDENT 2: Communicating Benefits at Seaview Property Management Company
• Endnotes
• Part Five Labor Relations, Employee Relations, Safety, and Health
• Chapter 11 Labor Unions and Collective Bargaining
• The Role of Labor Unions
• Why Employees Join Unions
• Prevalence of Unions
• Union Structure and Labor Strategies
• Structure of Unions
• Organized Labor’s Strategies for Promoting a Stronger Labor Movement
• Laws Affecting Collective Bargaining
• National Labor Relations Act
• HR BLOOPERS: Stopping Unionization at Packer Industries
• Labor‐Management Relations Act
• Antidiscrimination Laws and Executive Orders
• Bargaining Unit Formation and the Collective Bargaining Process
• Forming a Bargaining Unit
• Collective Bargaining Process
• Bargaining Issues
• Preparation for Negotiations
• Negotiating the Agreement
• Overcoming Breakdowns in Negotiations
• Reaching the Labor‐Management Agreement
• Ratifying the Labor‐Management Agreement
• Administration of the Labor‐Management Agreement
• Public Sector Collective Bargaining
• Grievance Procedure in a Union Environment
• Union Decertification
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: A Strategic Move
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: Bargaining Process for Amico Holdings
• INCIDENT 2: We’re Listening
• Endnotes
• Chapter 12 Internal Employee Relations
• Employment at Will
• Discipline and Disciplinary Action
• Disciplinary Action Process
• Approaches to Disciplinary Action
• Problems in the Administration of Disciplinary Action
• Employment Termination
• “Just Cause” as a Standard for Choosing to Terminate Employment
• Considerations in Communicating the Termination Decision
• Termination of Employees at Various Levels
• HR BLOOPERS: Effective Discipline at Berries Groceries
• Demotion as an Alternative to Termination
• Downsizing
• Ombudspersons and Alternative Dispute Resolution
• Ombudspersons
• Alternative Dispute Resolution
• More Considerations for Internal Employee Relations
• Transfers
• Promotions
• Resignations
• Retirements
• Preparing for Exams/Quizzes 375 Key Terms 376Questions for Review 376 Preparing for My Car
• Ethics Dilemma: The Employee of the Year
• HRM is Everyone’s Business 377 HRM by the Numbers 377 Working Together: Team Exercise 37
• Chapter 13 Employee Safety, Health, and Wellness
• Nature and Role of Safety, Health, and Wellness
• Occupational Safety and Health Administration
• OSHA and Whistle‐Blowers
• OSHA and the Small Business
• HR BLOOPERS: Health and Safety Problems at XIF Chemicals
• The Economic Impact of Safety
• Workplace Safety Programs
• Unsafe Employee Actions
• Unsafe Working Conditions
• Developing Safety Programs
• Accident Investigation
• Evaluation of Safety Programs
• Musculoskeletal Disorders
• Ergonomics
• Workplace Bullying and Violence
• Workplace Bullying
• Workplace Violence
• Legal Consequences of Workplace Violence
• Employee Stress and Burnout
• Potential Consequences of Stress
• Stressful Jobs
• Burnout
• Substance Abuse, Substance‐Abuse‐Free Workplaces, and Drug‐Testing Programs
• Alcohol Abuse
• Drug Abuse
• Substance‐Abuse‐Free Workplace and Drug Testing
• Employee Wellness and Employee Assistance Programs
• Wellness Programs
• Social Networking and Wellness
• Employee Assistance Programs
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: In Confidence
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: Something Isn’t Quite Right
• INCIDENT 2: Doing More with Less
• Endnotes
• Part Six Operating in a Global Environment
• Chapter 14 Global Human Resource Management
• Evolution and Context of Global Business and Human Resource Management
• Evolution of Global Business
• Context of Global Business
• Global Staffing
• Expatriate
• Host‐Country National
• Third‐Country National
• Approaches to Global Staffing
• Recruiting Host‐Country Nationals
• Selecting Expatriates
• Background Investigation
• HR BLOOPERS: United Architect’s Expatriate Problems
• Global Performance Management and Human Resource Development
• Performance Management
• Expatriate Human Resource Development
• Pre‐Move Orientation and Training
• Continual Development: Online Assistance and Training
• Repatriation Orientation and Training
• Global E‐learning
• Virtual Teams in a Global Environment
• Global Compensation
• Compensation for Host‐Country Nationals
• Expatriate Compensation
• Global Safety, Health, and Employee and Labor Relations
• Safety and Health
• Global Employee Relations
• Global Labor Relations
• Globalization for Small to Medium‐Sized Businesses
• Preparing for Exams/Quizzes
• Key Terms
• Questions for Review
• Preparing for My Career
• Ethics Dilemma: Meeting Customer Demand at Any Cost
• HRM is Everyone’s Business
• HRM by the Numbers
• Working Together: Team Exercise
• INCIDENT 1: My Darling
• INCIDENT 2: Expat in the Heartland
• Endnotes
• Glossary
• Name Index
• Company Index
• Subject Index