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| BRIEF CONTENTS PART I · FRAMEWORKS AND CHALLENGES 1 / HUMAN RESOURCE MANAGEMENT CHALLENGES, 02 2 / ENVIRONMENTAL CHALLENGES, 35 3 / INTERNATIONAL CHALLENGES, 65 4/ EQUAL EMPLOYMENT CHALLENGES, 86 PART II · PREPARATION AND SELECTION 5 / JOB ANALYSIS AND DESIGN, 120 6/ HUMAN RESOURCE PLANNING, 164 7/ RECRUITMENT, 194 8/ SELECTION 28 PART III · DEVELOPMENT AND EVALUATION 9/ ORIENTATION AND PLACEMENT, 268 10/ TRAINING AND DEVELOPMENT, 305 11 / PERFORMANCE APPRAISAL, 337 12 / CAREER PLANNING, 375 PART IV · COMPENSATION AND PROTECTION 13 / COMPENSATION MANACPMENT, 408 14 / INCENTIVES AND GAINSHARING, 440 15 / BENEFITS AND SERVICES, 463 16/ SECURITY, SAFETY, AND HEALTH, 496 PART V · EMPLOYEE RELATIONS AND ASSESSMEN 17 / EMPLOYEE RELATIONS CHALLENGES, 527 18/ UNIONMANAGEMENT RELATIONS, 558 19/ ASSESSING PERFORMANCE AND PROSPECTS, 592 GLOSSARY 6~3 INDEXES 653 DETAILED CONTENTS PART I · FRAMEWORKS AND CHALLENGES I / HUMAN RESOURCE MANAGEMENT CHALLENGES, 5 THE CENTRAL CHALLENGE. 8 The Response of Human Resource Management, 10 The Objectives of Human Resource Management, 11 Societal objectives, 11 Organizational objectives, 11 Functional objective 11 Personal objectives, 11 Human Resource Management Adivities, 12 Key human resource activities, 13 Responsibility for human resource activities, 14 ThE ORGANIZATION OF A HUMAN RESOURCE DEPARTMENT. 16 Departmental Components, 18 Key Roles in a Human Resource Department. 18 The Service Role of a Human Resource Department, 20 THE HUMAN RESOURCE MANMTMENT MODEL, 22 A Systems Model, 22 I. Foundations arid challenges, 24 H. Preparation and selection, 24 IlL Compensation and protection, 25 IV. Employee relations and assessment, 25 An Applied Systems View, 2~
MANAGEMENT 27 VIE WPOIt~~TS Of~ HUMAN
2 / ENVIRONMENTAL- CHALLENGES, 35 HISTORICAL FOUNDATIONS, 38- Early Causes and Origins, 39 Scientific Management and Human Needs, 3~ Modern Influences, 40 EXTERNAL CHALLENGES, 41 Work Force Diversity, 43 Cultural and attitudinal diversIty, 44 Diversity through immigration and migration, 45 Diversity and human resource professionals, 46 Technological Challenges, 47 Economic Challenges A9 Governmental Challenges ORGANIZATIONAl CHALLENGES. 50 UnIons, 50 - — PROFESSIONAL CHALLENGES. 53 Certification, 54 Other Professional Requirements, 55 HUMAN RESOURCE MANAGEMiNT IN PERSPECTIVE, 57 3 / INTERNATIONAL CHALLENGES, 63 FRAMEWORKS AND INTERNATIONAL CHALLENGES, 67 Assumptions, 68 - - -~ Departmental Structure, 68 - Employee Rights, 69 INTERNATIONAL PREPARATION AND SELECTION. 70 International Recruitment~ 71 International S~~f ion, 72 INTERNATIONAL DEVELOPMENT AND EVALUATION, 73 Orientation, 73 Training and Development, 74 Evaluation and Career Development, 74 INTERNATIONAL COMPENSATION AND PROTECTION, 76 INTERNATIONAL EMPLOYEE RELATIONS AND ASSESSMENT, 76 INTERNATIONAL HUMAN RESOURCE MANAGEMENT CHALLENGES, 77 International Human Resource Troubleshooting 77 - - - - - International Challenges and Diversity 77 Cultural Awareness, 7~. - - SUMMARY, 80 4 / EQUAL EMPLOYMENT CHALLENGES, 86 EQUAL EMPLOYMENT LAWS; AN OVERVIEW, 88 FEDERAL EQUAL EMPLOYMENT LAWS, 90 Title VII, 90 Disparate treatment, 92 Disparate Impact, 92 Harressment, 94 Exceptions, 93. Employer retalIation, 97 Enforcements 97 Remedies - - - -- - - - Americans with Disabilities Act. 100 Age Discrimination in Employment. 101 Equal Pay Act, 101 Comparable Worth, 102 Vietnam Era Veterans Readjustment Act, 103 STATE AND LOCAL FAIR EMPLOYMENT PRACTICES, 103 EXECUTIVE ORDERS, 104 - - -. ~- -- -- - - - —~- - —.. Government Agencies, 104 Government Contractors,. 105 ExecutIve Orders and Equal.Employment Laws~. 105. - -- APPIRMATIVE ACTION, 106 AffIrmative Action Issues, 107 Reverse Discrimination 107 - Une managers, 107 Development of Affirmative Action Plans, 108 EQUAL OPPORTUNITY IN PERSPECTIVE, 110 PART II PREPARATION AND SELECTION 5 / JOB ANALYSIS AND DESIGN, 123 JOB ANALYSIS INFORMATION: AN OVERVIEW, 126 COLLECTIONOF JOB ANALYSIS INFORMATION, 127 Job Identification, 127 Questionnaire Development, 128 Status and Identification, 128 Duties and responsibilities, 133 Human characteristics and working conditions, 133 Performance standards, 133 C Data Collection, 133 Interviews, 133 Panel of experts, 134 Mall questionnaires, 134 Employee log, 134 Observation, 135 Combinations, 135 APPLICATIONS OF JOB ANALYSIS INFORMATION,135 Job
Descriptions, 135
Job Performance Standards, 140 THE HUMAN RESOURCE INFORMATION SYSTEM, 143 Legal
Considerations, 144 OVERVIEW OF JOB DESIGN, 145 Organizational Elements, 147 Mechanistic approach, 148 Work (low, 148 Ergonomics, 149 Work practices, 149 Environmental Elements, 149 Employee abilities and availability, 150 Social and cultural expectations, 150 Behavioral Elements, 150 Autonomy, 151 Variety, 151 Task identity’, 152 Task significance 152- FeedBack 152 BEHAVIORAL AND EFFICIENCY TRADEOFFS, 152 Graph A: Productivity versus Specialization, 153 Graph B: Satisfaction versus Specialization, 153 Graph C: Learning versus Specialization, 154 Graph D: Turnover versus Specialization, 154 IL TECHNIQUES OF JOB REDESIGN, 154 Underspecialization 154 Overspecialization 155 Jot) rotation, 155 Job enlargement, 155 Job enrichment, 155 Autonomous work groups, 156 SUMMARY 157 - · -, - 6 / HUMAN RESOURCE PLANNING, 164 THE DEMAND FOR HUMAN RESOURCES, 168 Causes of Demand, 168 External challenges, 168 - Organizational decisions, 169 Work force factors 170- - Forecasting Techniques, 171 Expert Forecasts 171 rrei 1(1 projection forecasts, 172 Other forecasting methods, 172 Human Resource Requirements, 174 THE SUPPLY OF HUMAN RESOURCES, 175 Estimates of Internal Supply, 176 1-lun Human resource au(lits, 176 Succession planning, 180 - - - Replacement charts and summaries, 181 Estimates of External Supply, 184 External Needs 184 - Labor market analysis, 184 Community attitudes, 185 Demographics, 185 - - - IMPLEMENTATION OF HUMAN RESOURCE PLANS, 186 7 / RECRUITMENT, 194 CONSTRAINTS ON AND CHALLENGES OF RECRUITMENT. — Organizational Polities, 198 Promote-from-within policies, 198 Compensation policies, 198 Employment Status polIcies, 198 International Hiring policies, 199 Human Resource Plans, 199 AffirmatWeAction Plans, .199 - Recruiter Habits, 200 Environmental Conditions, 200 Job Requirements, 202 Costs, 203 Incentives, 203 CHANNELS OF RECRUITMENT, 204 Walk-ins and Write-ins, 205 Employee Referrals, 205 Advertisin& 206 State Employment Security Agencies, 208 Private Placement Agencies, 209 Pro fessional Search Firms, 209 Educational Institutions, 210 Professional Associations, 210 Labor Organizations, 211 Military Operations, 211 Government Funded and Community Training Programs, 211 Temporary Help Agencies, 212 Leased Employees, 213 Departing Employees, 213 Open House, 214 ln:ernational Recruiting, 214 JOB APPLICATiON BLANKS, 216 Personal Data, 216 Employment Status, 219 Education and Skills, 219 Work History, 219 Military Background, 219 Memberships, Awards, and Hobbies, 220 References, 220 Signature Line, 220 SUMMARY, 221 8 / SELECTION, 228 INPUTS AND CHALLENGES TO SELECTION, 230 SELECTION: AN OVERVIEW. 231 Internal Selection, 232 Selection Ratio, 232 Uniform Guidelines on Employee Selection, 233 PRELIMINARY RECEPTION: STEP 1, 235 EMPLOYMENT TESTS: STEP 2, 235 Test Validation, 236 Testing Tools and Cautions, 238 SELECTION INTERVIEW: STEP 3,241. Types of Interviews, 242 Unstructured interviews, 243 Structured intervIews, 243 Mixed interviews, 244 Behavioral interviews, 244 Stress interviews, 244 The Interview Process, 245 Interviewer preparation, 245 Creation of rapport, 246 Information exchange, 247 Termination, 248 Evaluation, 248 Interviewer Errors, 248 Interviewee Errors, 250 REFERENCES AND BACKGROUND CHECKS: STEP 4,251 Bonding and Security Checks, 252 Immigration and Naturalization Rules, 253 ‘MEDICAL EVALUATION: STEP 5, 253 SUPERVISORY INTERVIEW: STEP 6,254 REALISTIC JOB PREVIEW: STEP 7, 254 HIRING DECISION: STEP 8,255 OUTCOMES, PROCESS. AND FEEDBACK. 256 SUMMARY, 257
PART III · DEVELOPMENT AND EVALUATION
9 / ORIENTATION AND PLACEMENT, 271 PLACEMENT OBSTACLES TO Productivity, 273 Dissonance Reduction, 273 New Employee Turnover, 273 ORIENTATION PROGRAMS, 275 Socialization, 277 Content and Responsibilities for Orientation, 278 Opportunities and Pitfalls, 279 Benefits of Orientation Programs, 280 Orientation Follow-Up, 281 International Implications, 282 EMPLOYEE PLACEMENT, 283 Promotions, 284 Merit-based promotions, 284 Seinority-based promotions, 285 Trans fers and Demotions, 285 Job Posting Programs, 286 SEPARATIONS, 287 Attrition, 288 Layoffs, 289 Termination, 291 iSSUES IN PLACEMENT, 292 Effectiveness, 293 Legal Compliance, 293 Prevention of Separations, 294 Voluntary resignations, 294 Retirement, 295 Death, 295 Layoffs, 295 Terminations, 297 SUMMARY, 297 10/ TRAINING AND DEVELOPMENT, 305 STEPS TO TRAINING AND DEVELOPMENT, 310 Needs Assessment, 310 Training and Development Objectives. 312 Program Content. 313 Learning PrinciPles, 313 Participation.514 Repetitition 3l4 RelevanCe, 314 Transference 315, 315 Feedback, 315 TRAINING AND DEVELOPMENT APPROACHES, 315 Job Instruction Training, 317 Job Rotation, 317 Apprenticeships and Coachin& 318 Lecture and Video presentations. 318 Vestibule Training, 319 Role Playing and Behavior modeling, 319 Case Study, 320 Simulation, 321 Self-study and programmed Learning, 321 Laboratory Training, 322 EVALUATION OF TRAINING AND DEVELOPMENT,322 DEVELOPMENT OF HUMAN RESOURCES.324 Employee ObsOlescence, 324 International and Domestic Work Force Diversity, 326 Technological Change, 327 Development and Affirmative Action, 327 Employee Turnover, 328 SUMMARY, 329 11 / performance Appraisal. 337 ELEMENTS OF THE PERFORMANCE APPRAISAL SYSTEM, 340 Performance Standards, 342 Performance Measures. 343 PERFORMANCE APPRAISAL CHALLENGES, 344 Legal Constraints, 344 Rater Biases, 345 The halo effect, 345 The error of central tendency, 346 The leniency and strictness bias, 346 Cross-cultural biases, 346 Personal prejudice, 346 The recency effect, 347 Reducing rater bias, 347 PAST-ORIENTED APPRAISAL METHODS, 347 Rating Scales, 348 Checklists, 348 Forced Choice Method, 349 Critical Incident Technique, 350 Behaviorally Anchored Rating Scales, 352 Field Review Method, 353 Performance Tests and Observations, 354 Comparative Evaluation Approaches, 355 Ranking method, 355 Forced distributions, 356 Point allocation method, 357 Paired comparisons, 357 FUTURE-ORIENTED APPRAISALS, 357 Self-Appraisals, 358 Management by Objectives, 359 Psychological Appraisals, 360 Assessment Centers, 360 IMPLICATIONS OF THE APPRAISAL PROCESS, 362 Training Raters and Evaluators, 362 Evaluation Interviews, 364 FEEDBACK FOR THE HUMAN RESOURCE FUNCTION, 366 SUMMARY, 366 12 / CAREER PLANNING, 375 CAREER PLANNING AND EMPLOYEE NEEDS, 381 HUMAN RESOURCE DEPARTMENTS AND CAREER PLANNING, Career Education, 384 lnformation about Career Planning; 386 Career Counseling, 387 Employee self-assessment, 388 Environmental assessment, 388 Career counseling process, 389 Stalled Careers, 390 CAREER DEVELOPMENT, 391 Individual Career Development. 391 Job performance, 391 Exposure, 392 ResIgnations, 392 Organizational loyalty, 393 Mentors and sponsors, 393 Key subordinates, 394 Growth opportunities. 394 International experience, 395 Human Resource-Supported Career Development, 397 Management support, 398 Feedback, 399 PART IV · COMPENSATION AND PROTECTION 13/ COMPENSATION MANAGEMENT, 411 OBJECTIVES OF COMPENSATION MANAGEMENT, 414 JOB ANALYSIS, 416 JOB EVALUATIONS, 416 Job Rankin& 416 Job Grading, 417 Factor Comparison Method, 417 Step 1: Determine the compensable factors, 418 Step 2: Determine key jobs, 418 Step 3: Apportion present wages for key jobs, 418 Step 4: Place key jobs on a factor comparison chart, 419 Step 5: Evaluate other jobs, 419 Point System, 421 Step 1: DetermIne critical factors, 421 Step 2: Determine the levels of factors, 421 Step 3: Allocate points to subfactors, 422 Step 4: Allocate points to levels, 422 Step 5: Develop the point manual, 422 Step 6: Apply the point system, 423 WAGE AND SALARY SURVEYS, 423 Sources of Compensation Data, 424 Survey Procedures, 424 PRICING JOBS, 425 Pay Levels, 425 The Compensation Structure, 426 CHALLENGES AFFECTING COMPENSATION, 428 Prevailing Wage Rates, 428 Union Power, 429 Government Constraints, 429 Comparable Worth and Equal Pay, 430 Wage and Salary Policies and Adjustments, 431 International Compensation Challenges, 431 Productivity and Costs, 432 SUMMARY, 433 14 / INCENTIVES AND GAINSHARING, 440 INCENTIVES AND GAINSHARING iSSUES, 443 The Purpose of Nontraditional Compensation, 443 Eligibility and Coverage, 444 Payout Standards, 445 Administration, 445 INCENTIVE SYSTEMS, 446 Piecework 446 Production Bonuses, 446 Commissions, 447 Maturity Curves, 447 Merit Raises, 447 Pay-for-knowledge Compensation, 448 Nonmonetary Incentives, 449 Executive Incentives, 449 lnternational Incentives, 451 GAINSHARING APPROACHES, 452 Employee Ownership, 452 Production-Sharing Plans, 453 Profit-Sharing Plans, 454 Cost Reduction Plans, 454 SUMMARY, 457 15 / BENEFITS AND SERVICES, 463 ‘THE ROLE OF INDIRECT COMPENSATION, 465 Societal Objectives, 46 Organizational Objectives. 465 Employee ObjectiveS. 466 INSURANCE BENEFITS,467 Health Reated Insurance. 467 Medical insurance 468 I icaith maintenance organlzational 469 Vision Insurance 470 Dental Insurance 470 Mental health Insurance 471 Life Insurance, 471 Disability InsuranCe, 471 Other Related Benefits, 472 EMPLOYEE SECURITY BENEFITS, 472 employement Income security, 472 Retirement Security, 474 DeveIoping a Retirement plan, 474 ERISA, 475 Early Retirement 477 Retirement counseling 477 TIME-.OFF BENEFITS,478 On he-Job BreakS, 478 Sick Days and Well Pay, 478 holidays and Vacations, 479 Leaves of Absence, 480 WORK SCHEDULING BENEFITS.480 Shorter WorkWeeks, 480 Flextime, 480 Job Sharing. 481 EMPLOYEE SERVICES, 482 Educational Assistance, 482 Financial Services, 483 Social Services 5. 483 Child care, 484 Elder care, 485 Relocatimi programs 485 Social service leave programs 485 ADMINISTRATION OF BENEFITS AND SERVICES.486 Problems in AdminiStration, 486 Traditional Remedies, 487 Cafeteria Benefits: A Proactive Solution, 487 SUMMARY, 489 16/ SECURITY, SAFETY, AND HEALTH, 496 FINANCIAL SECURITY, 499 Social Security, 499 Coverage and administration, 500 Implications for the human resource department, 501 Unemployment Compensation, 502 Coverage and administration, 502 Implications for human resource management, 503 Extended Medical Insurance under COBRA, 504 Coverage and admInistration, 504 Implications for human resource management, 505 Workers’ Compensation, 505 Coverage and adminIstration, 506 Implications for human resource management, 507 PHYSICAL SECURITY 510 implications of OSHA for the Workplace, 511 Coverage and administratIon, 511 Inspections, 513 Standards and appeals, 514 Participation by other governments, 515 Implications of OSHA for Human Resource Management, 517 Compliance, 517 Records, 518 Enforcement, 519 Employee rights, 521 SUMMARY. 521 PART V · EMPLOYEE RELATIONS AND ASSESSMENT 17/ EMPLOYEE RELATIONS CHALLENGES, 531 THE HUMAN RESOURCE DEPARTMENT’S ROLE, 532 QWL THROUGH EMPLOYEE INVOLVEMENT 534 QWL AND El INTERVENTIONS, 536 Quality Circles, 537 sociotechnical Systems. 538 Codetermination 539 Autonomous Work GroUpS. 540 EMPLOYEE RELATIONS PRACTICES. 540 Employee Communication. 541 Downward communication systemS. 542 Upward communication system 543 Employee Counselifl& 547 Discipline. 548 EMERGING EMPLOYEE RELATIONS CHALLENGES. 550 SUMMARY, 551 18 / UNION MANAGEMENT RELATIONS, 558 INTERNATIONAL COMPETITION. 560 THE LABORMANAGEMENT SYSTEM, 561 Unions and Human Resource management 562 Union Structure and FunctiOns. 563 Local Unions National Unions Multi Unions assoCiatIOnS,566 Government and Labor Relations Law. 566 National Labor Relations Act, 586 Labor Management Relations Act, 568 .Management Reporting and Disclosure Act, 570COOPERATION AND DISPUTE RESOLUTION,570 Collective Bargaining. 572 Dispute Resolution, 574 Types and causes of grievances. 576 Handlingh grievances. 576 ArbitratiOn, 577 UNIONMANAGEMENT COOPERATION. 578 Union Management AttitudeS. 580 Building Cooperation. 580 Obstacles to cooperatiOn. 580 Cooperative methods, 581 THE CHALLENGES TO HUMAN RESOURCE MANAGEMENT. 584 SUMAAARY. 5 19 / ASSESSING PERFORMANCE AND PROSPECTS, 592 THE SCOPE OF HUMAN RESOURCE AUDITS, 595 Audit of Corporate Strategy, 596 Audit of the Human Resource Function, 597 Audit of Managerial Compliance, 598 Audit of Employee Satisfaction, 599 RESEARCH APPROACHES TO AUDITS, 600 TOOLS OF HUMAN RESOURCE RESEARCH, 602 lnterviews, 603 SuNeys, 604 Historical Analysis, 606 Safety and health audits, 606 Grievance audits, 606 Compensation audits, 607 Affirmative action audits, 607 Program and policy audits, 607 External Information, 608 Human Resource Research, 608 International Audits, 609 THE AUDIT REPORT, 609 HUMAN RESOURCE PROSPECTS FOR THE FUTURE, 610 Globalization, Diversity, and the Environmental Context, 611 Employee Rights, E13 Employee Performance and Productivity, 613 The Challenging Role of Human Resource Management, 614 Societal challenges, 614 Organizational and functional challenges, 615 Personal challenges, 615 SUMMARY, 615 Glossary, 623 Indexes, 653 Name Index, 653 Subject Index, 658
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