{"product_id":"human-resource-management-isbn-9781119492986","title":"Human Resource Management","description":"\u003cp\u003e\u003ci\u003eHuman Resource Management\u003c\/i\u003e addresses the challenges faced by human resource managers, integrating traditional theory with real-world strategy to equip students with the knowledge, perspective, and skills they need to thrive in the ever-changing global business environment. Presented in a clear and relatable style, this text emphasizes how effective human resource management and strategic planning work in concert to allow organizations to achieve maximum success.\u003c\/p\u003e \u003cp\u003eThe focus on practical application illustrates the essential link between strategic planning and implementation, providing an inside look at how real-world companies increase effectiveness through world-class human resources management practices. A wealth of case studies, discussion topics, and exercises reinforce key concepts, strengthening students' ability to think strategically and integrate core HR management principles into the decision-making process. By mirroring the current landscape's increased reliance on smart people-management strategy, this text underscores the importance of HR management in attracting and retaining the top talent that drives an organization forward.\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 1 Appreciating People as a Strategic Resource\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 Creating Value Through Human Resources a Manager’s Perspective 2\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Can Human Resource Management Make an Organization Effective? 4\u003c\/p\u003e \u003cp\u003eHow is Organizational Success Determined? 6\u003c\/p\u003e \u003cp\u003eSuccess in Life-Cycle Stages 6\u003c\/p\u003e \u003cp\u003eSuccess from Stakeholder Perspectives 9\u003c\/p\u003e \u003cp\u003eThe Chain of Success 11\u003c\/p\u003e \u003cp\u003eWhat Does Human Resource Management Provide to an Organization? 12\u003c\/p\u003e \u003cp\u003eCore Human Resource Functions 13\u003c\/p\u003e \u003cp\u003eSpreading Knowledge About Human Resource Practices 15\u003c\/p\u003e \u003cp\u003eWhat Do Human Resource Specialists Do? 17\u003c\/p\u003e \u003cp\u003eHuman Resource Roles 17\u003c\/p\u003e \u003cp\u003eHuman Resource Competencies 20\u003c\/p\u003e \u003cp\u003eHow Will Current Trends Affect Human Resource Management? 23\u003c\/p\u003e \u003cp\u003ePopulation Trends 23\u003c\/p\u003e \u003cp\u003eLabor Force Trends 24\u003c\/p\u003e \u003cp\u003eEmployment Trends 25\u003c\/p\u003e \u003cp\u003eTrends in Education and Training 26\u003c\/p\u003e \u003cp\u003eGlobalization Trends 26\u003c\/p\u003e \u003cp\u003eHow Do Strategic and Functional Perspectives Combine to Direct Human Resource Practices? 27\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 28\u003c\/p\u003e \u003cp\u003eSummary 29\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 30\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 Making Human Resource Management Strategic a Manager’s Perspective 34\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Can a Strategic Approach to Human Resources Improve an Organization? 36\u003c\/p\u003e \u003cp\u003eHow is Strategy Formulated? 38\u003c\/p\u003e \u003cp\u003eGathering Information 39\u003c\/p\u003e \u003cp\u003eAnalyzing Information and Making Decisions 42\u003c\/p\u003e \u003cp\u003eWhat are Common Competitive Business Strategies? 44\u003c\/p\u003e \u003cp\u003eCost Leadership Strategy 45\u003c\/p\u003e \u003cp\u003eDifferentiation Strategy 46\u003c\/p\u003e \u003cp\u003eCombination Strategy 47\u003c\/p\u003e \u003cp\u003eWhat are Basic Approaches to Human Resource Strategy? 48\u003c\/p\u003e \u003cp\u003eThe Universalistic Approach 49\u003c\/p\u003e \u003cp\u003eThe Contingency Approach 52\u003c\/p\u003e \u003cp\u003eWhat are Common Human Resource Strategies? 56\u003c\/p\u003e \u003cp\u003eInternal\/Cost HR Strategy: The Loyal Soldier 56\u003c\/p\u003e \u003cp\u003eExternal\/Cost HR Strategy: The Bargain Laborer 57\u003c\/p\u003e \u003cp\u003eInternal\/Differentiation HR Strategy: The Committed Expert 58\u003c\/p\u003e \u003cp\u003eExternal\/Differentiation HR Strategy: The Free Agent 58\u003c\/p\u003e \u003cp\u003eHow Do Human Resource Strategies Align with Competitive Business Strategies? 59\u003c\/p\u003e \u003cp\u003eResearch Supporting the Contingency Perspective 60\u003c\/p\u003e \u003cp\u003ePutting it all Together 62\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 62\u003c\/p\u003e \u003cp\u003eSummary 63\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 65\u003c\/p\u003e \u003cp\u003eExercises 65\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 Ensuring Equal Employment Opportunity and Safety a Manager’s Perspective 70\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhy is It Important to Understand Legal and Safety Issues? 72\u003c\/p\u003e \u003cp\u003eWhat is the Main Law Relating to Discrimination and Employment? 73\u003c\/p\u003e \u003cp\u003eTitle VII of the Civil Rights Act of 1964 75\u003c\/p\u003e \u003cp\u003eThe Civil Rights Act of 1991 81\u003c\/p\u003e \u003cp\u003eApplication of U.S. Laws to International Employers 83\u003c\/p\u003e \u003cp\u003eWhat are Other Important Employment Laws? 85\u003c\/p\u003e \u003cp\u003eThe Age Discrimination in Employment Act 85\u003c\/p\u003e \u003cp\u003eThe Americans with Disabilities Act 87\u003c\/p\u003e \u003cp\u003eThe Equal Pay Act 89\u003c\/p\u003e \u003cp\u003eThe Family and Medical Leave Act 90\u003c\/p\u003e \u003cp\u003eHow Can Organizations Increase Diversity? 91\u003c\/p\u003e \u003cp\u003eExecutive Order 11246 93\u003c\/p\u003e \u003cp\u003eRestrictions on Affirmative Action Plans 94\u003c\/p\u003e \u003cp\u003eAffirmative Action Plans Today 94\u003c\/p\u003e \u003cp\u003eWhat are the Major Laws Relating to Occupational Safety? 95\u003c\/p\u003e \u003cp\u003eOccupational Safety and Health Act 96\u003c\/p\u003e \u003cp\u003eWorkers’ Compensation 98\u003c\/p\u003e \u003cp\u003eWhat Specific Practices Increase Fairness and Safety? 99\u003c\/p\u003e \u003cp\u003eEmployees 100\u003c\/p\u003e \u003cp\u003eLeadership 100\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 103\u003c\/p\u003e \u003cp\u003eSummary 104\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 105\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 2 Securing Effective Employees\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 Designing Productive and Satisfying Work a Manager’s Perspective 110\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Can Strategic Design of Work Tasks Improve an Organization? 112\u003c\/p\u003e \u003cp\u003eHow is Work Design Strategic? 114\u003c\/p\u003e \u003cp\u003eDeveloping Autonomy 114\u003c\/p\u003e \u003cp\u003eDeveloping Interdependence 116\u003c\/p\u003e \u003cp\u003eLinking Autonomy and Interdependence to HR Strategy 117\u003c\/p\u003e \u003cp\u003eHow are Employee Jobs Determined? 118\u003c\/p\u003e \u003cp\u003eThe Job Analysis Process 118\u003c\/p\u003e \u003cp\u003eSpecific Methods of Collecting Job Analysis Information 123\u003c\/p\u003e \u003cp\u003eHow is Job Description Information Made Useful? 126\u003c\/p\u003e \u003cp\u003eJob Analysis and Legal Issues 127\u003c\/p\u003e \u003cp\u003eCompetency Modeling 128\u003c\/p\u003e \u003cp\u003eHow Do We Determine the Tasks Associated with Each Job? 130\u003c\/p\u003e \u003cp\u003eMechanistic Approach 131\u003c\/p\u003e \u003cp\u003eMotivational Approach 132\u003c\/p\u003e \u003cp\u003ePerceptual Approach 134\u003c\/p\u003e \u003cp\u003eBiological Approach 134\u003c\/p\u003e \u003cp\u003eCombining Work Design Approaches 135\u003c\/p\u003e \u003cp\u003eJob Crafting 135\u003c\/p\u003e \u003cp\u003eHow Can Work Be Designed to Improve Family Life? 136\u003c\/p\u003e \u003cp\u003eFlexible Work Scheduling 137\u003c\/p\u003e \u003cp\u003eAlternative Work Locations 139\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 141\u003c\/p\u003e \u003cp\u003eSummary 141\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 143\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 Recruiting Talented Employees a Manager’s Perspective 150\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Can Strategic Recruiting Make an Organization Effective? 152\u003c\/p\u003e \u003cp\u003eHow is Employee Recruiting Strategic? 154\u003c\/p\u003e \u003cp\u003eBroad Versus Targeted Skill Scope 154\u003c\/p\u003e \u003cp\u003eInternal Versus External Sourcing 156\u003c\/p\u003e \u003cp\u003eRealistic Versus Idealistic Messaging 158\u003c\/p\u003e \u003cp\u003eHow Does Human Resource Planning Facilitate Recruiting? 160\u003c\/p\u003e \u003cp\u003eThe Planning Process 160\u003c\/p\u003e \u003cp\u003eBatch and Flow Approaches 164\u003c\/p\u003e \u003cp\u003eCentralization of Processes 164\u003c\/p\u003e \u003cp\u003eWho Searches for Jobs? 165\u003c\/p\u003e \u003cp\u003eNew Workforce Entrants 166\u003c\/p\u003e \u003cp\u003eUnemployed Workers 168\u003c\/p\u003e \u003cp\u003eWorkers Currently Employed 168\u003c\/p\u003e \u003cp\u003eWhat Characteristics Make an Organization Attractive? 169\u003c\/p\u003e \u003cp\u003eGenerally Attractive Characteristics 170\u003c\/p\u003e \u003cp\u003eFit Between People and Organizations 172\u003c\/p\u003e \u003cp\u003eWhat are Common Recruiting Sources? 173\u003c\/p\u003e \u003cp\u003eJob Posting 173\u003c\/p\u003e \u003cp\u003eEmployee Referrals 173\u003c\/p\u003e \u003cp\u003ePrint Advertising 174\u003c\/p\u003e \u003cp\u003eElectronic Advertising 175\u003c\/p\u003e \u003cp\u003eEmployment Agencies 176\u003c\/p\u003e \u003cp\u003eCampus Recruiting 178\u003c\/p\u003e \u003cp\u003eHow is Recruiting Effectiveness Determined? 180\u003c\/p\u003e \u003cp\u003eCommon Measures 180\u003c\/p\u003e \u003cp\u003eDifferences Among Recruiting Sources 181\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 182\u003c\/p\u003e \u003cp\u003eSummary 183\u003c\/p\u003e \u003cp\u003eKey Terms 184\u003c\/p\u003e \u003cp\u003eDiscussion Questions 185\u003c\/p\u003e \u003cp\u003eExercises 185\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 Selecting Employees Who Fit a Manager’s Perspective 190\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Can Strategic Employee Selection Improve An Organization? 192\u003c\/p\u003e \u003cp\u003eHow is Employee Selection Strategic? 193\u003c\/p\u003e \u003cp\u003eMaking Strategic Selection Decisions 193\u003c\/p\u003e \u003cp\u003eWhat Makes a Selection Method Good? 196\u003c\/p\u003e \u003cp\u003eReliability 197\u003c\/p\u003e \u003cp\u003eValidity 198\u003c\/p\u003e \u003cp\u003eUtility 200\u003c\/p\u003e \u003cp\u003eLegality and Fairness 203\u003c\/p\u003e \u003cp\u003eAcceptability 204\u003c\/p\u003e \u003cp\u003eWhat Selection Methods are Commonly Used? 205\u003c\/p\u003e \u003cp\u003eTesting 205\u003c\/p\u003e \u003cp\u003eInformation Gathering 214\u003c\/p\u003e \u003cp\u003eInterviewing 218\u003c\/p\u003e \u003cp\u003eHow are Final Selection Decisions Made? 222\u003c\/p\u003e \u003cp\u003ePredictor Weighting Approach 222\u003c\/p\u003e \u003cp\u003eMinimum Cutoffs Approach 222\u003c\/p\u003e \u003cp\u003eMultiple Hurdles Approach 223\u003c\/p\u003e \u003cp\u003eBanding Approach 223\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 224\u003c\/p\u003e \u003cp\u003eSummary 225\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 226\u003c\/p\u003e \u003cp\u003eExercises 226\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 Managing Employee Retention and Separation Manager’s Perspective 236\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Can Strategic Employee Retention and Separation Make an Organization Effective? 238\u003c\/p\u003e \u003cp\u003eHow are Employee Retention and Separation Strategic? 240\u003c\/p\u003e \u003cp\u003eStrategic Emphasis on Employee Retention 240\u003c\/p\u003e \u003cp\u003eStrategic Emphasis on Employee Separation 241\u003c\/p\u003e \u003cp\u003eHow Can Undesirable Employee Turnover Be Reduced? 242\u003c\/p\u003e \u003cp\u003eRecognizing Paths to Voluntary Turnover 243\u003c\/p\u003e \u003cp\u003eUnderstanding Decisions to Quit 245\u003c\/p\u003e \u003cp\u003eOrganizational Practices that Reduce Turnover 249\u003c\/p\u003e \u003cp\u003eHow Do Layoffs Affect Individuals and Organizations? 256\u003c\/p\u003e \u003cp\u003eThe Effect of Layoffs on Organizations 256\u003c\/p\u003e \u003cp\u003eThe Effects of Layoffs on Individuals 257\u003c\/p\u003e \u003cp\u003eReducing the Negative Impact of Layoffs 259\u003c\/p\u003e \u003cp\u003eWhat are Common Steps in Disciplining Employees? 261\u003c\/p\u003e \u003cp\u003ePrinciples of Due Process 262\u003c\/p\u003e \u003cp\u003eThe Process of Progressive Discipline 262\u003c\/p\u003e \u003cp\u003eHow Should Employee Dismissals Be Carried Out? 264\u003c\/p\u003e \u003cp\u003eOutplacement Services 264\u003c\/p\u003e \u003cp\u003eThe Dismissal Meeting 265\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 266\u003c\/p\u003e \u003cp\u003eSummary 267\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 268\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 3 Improving Employee Performance\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8 Measuring Performance and Providing Feedback\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective 276\u003c\/p\u003e \u003cp\u003eHow Can Performance Management Make an Organization Effective? 278\u003c\/p\u003e \u003cp\u003eHow is Performance Management Strategic? 279\u003c\/p\u003e \u003cp\u003eEmphasizing Either Merit or Parity 280\u003c\/p\u003e \u003cp\u003eLinking Merit and Parity Systems to HR Strategy 281\u003c\/p\u003e \u003cp\u003eWhat is Performance? 282\u003c\/p\u003e \u003cp\u003eTask Performance 282\u003c\/p\u003e \u003cp\u003eCitizenship Performance 283\u003c\/p\u003e \u003cp\u003eCounterproductive Performance 284\u003c\/p\u003e \u003cp\u003eHow is Performance Measured? 286\u003c\/p\u003e \u003cp\u003eContamination and Deficiency as Sources of Inaccuracy 287\u003c\/p\u003e \u003cp\u003eGeneral Types of Performance Measures 288\u003c\/p\u003e \u003cp\u003eCommon Problems with Performance Measures 289\u003c\/p\u003e \u003cp\u003eRating Formats 294\u003c\/p\u003e \u003cp\u003eWho Should Measure Performance? 296\u003c\/p\u003e \u003cp\u003eMultisource Performance Ratings 297\u003c\/p\u003e \u003cp\u003eRating Source Differences 298\u003c\/p\u003e \u003cp\u003eHow Should Feedback Be Provided? 300\u003c\/p\u003e \u003cp\u003eProviding Positive and Negative Feedback 301\u003c\/p\u003e \u003cp\u003eEffectively Communicating Methods for Improvement 302\u003c\/p\u003e \u003cp\u003eReducing Negative Emotional Responses 304\u003c\/p\u003e \u003cp\u003eBuilding High Expectations 305\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 305\u003c\/p\u003e \u003cp\u003eSummary 306\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 308\u003c\/p\u003e \u003cp\u003eExercises 309\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9 Training for Improved Performance\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective 316\u003c\/p\u003e \u003cp\u003eHow Can Strategic Employee Training Improve An Organization? 318\u003c\/p\u003e \u003cp\u003eHow is Employee Training Strategic? 321\u003c\/p\u003e \u003cp\u003eDifferentiation Versus Cost Leadership Strategy 321\u003c\/p\u003e \u003cp\u003eInternal Versus External Labor Orientation 322\u003c\/p\u003e \u003cp\u003eWhat are Key Principles for Getting Benefits From Training? 324\u003c\/p\u003e \u003cp\u003ePartnership 324\u003c\/p\u003e \u003cp\u003eSystematic Process 325\u003c\/p\u003e \u003cp\u003eHow are Training Needs Determined? 326\u003c\/p\u003e \u003cp\u003eProactive Needs Assessment 327\u003c\/p\u003e \u003cp\u003eReactive Needs Assessment 330\u003c\/p\u003e \u003cp\u003ePrioritizing and Creating Objectives 332\u003c\/p\u003e \u003cp\u003eHow is Effective Training Designed and Delivered? 335\u003c\/p\u003e \u003cp\u003eContent 335\u003c\/p\u003e \u003cp\u003eTraining Methods 336\u003c\/p\u003e \u003cp\u003eTraining Media 340\u003c\/p\u003e \u003cp\u003eTransfer-Enhancement Techniques 343\u003c\/p\u003e \u003cp\u003ePutting it all Together 345\u003c\/p\u003e \u003cp\u003eHow do Organizations Determine Whether Training is Effective? 346\u003c\/p\u003e \u003cp\u003ePurpose 347\u003c\/p\u003e \u003cp\u003eOutcomes 348\u003c\/p\u003e \u003cp\u003eDesign 350\u003c\/p\u003e \u003cp\u003eResults 350\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 351\u003c\/p\u003e \u003cp\u003eSummary 352\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 353\u003c\/p\u003e \u003cp\u003eExercise 353\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10 Developing Employees and Their Careers A Manager’s Perspective 358\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Can Strategic Employee Development Make an Organization Effective? 360\u003c\/p\u003e \u003cp\u003eHow is Employee Development Strategic? 362\u003c\/p\u003e \u003cp\u003eExternal Versus Internal Labor Orientation 362\u003c\/p\u003e \u003cp\u003eDifferentiation Versus Cost Strategy 363\u003c\/p\u003e \u003cp\u003eWhat are Careers Like Today? 364\u003c\/p\u003e \u003cp\u003eHow Can Organizations Help Employees Develop? 366\u003c\/p\u003e \u003cp\u003eFormal Education 366\u003c\/p\u003e \u003cp\u003eAssessments and Feedback 367\u003c\/p\u003e \u003cp\u003eWork Experiences 371\u003c\/p\u003e \u003cp\u003eDevelopmental Relationships 373\u003c\/p\u003e \u003cp\u003eHow Do Organizations Integrate Development Efforts? 375\u003c\/p\u003e \u003cp\u003eCompetency Model 375\u003c\/p\u003e \u003cp\u003eCareer Development Process 376\u003c\/p\u003e \u003cp\u003eTechnology 378\u003c\/p\u003e \u003cp\u003eWhat are Some Important Career Development Challenges? 379\u003c\/p\u003e \u003cp\u003eOrienting New Employees 379\u003c\/p\u003e \u003cp\u003eReducing Burnout 380\u003c\/p\u003e \u003cp\u003eHelping Employees Balance Work with Personal Lives 381\u003c\/p\u003e \u003cp\u003eDeveloping a Diverse Workforce 382\u003c\/p\u003e \u003cp\u003eManaging International Assignments 382\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 385\u003c\/p\u003e \u003cp\u003eSummary 385\u003c\/p\u003e \u003cp\u003eKey Terms 386\u003c\/p\u003e \u003cp\u003eDiscussion Questions 387\u003c\/p\u003e \u003cp\u003eExercise 387\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 4 Motivating and Managing Employees\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 11 Motivating Employees Through Compensation\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective 392\u003c\/p\u003e \u003cp\u003eHow Can Strategic Employee Compensation Make an Organization Effective? 394\u003c\/p\u003e \u003cp\u003eHow is Employee Compensation Strategic? 396\u003c\/p\u003e \u003cp\u003eExternal Versus Internal Labor 397\u003c\/p\u003e \u003cp\u003eDifferentiation Versus Cost Strategy 397\u003c\/p\u003e \u003cp\u003eAligning Compensation with HR Strategy 398\u003c\/p\u003e \u003cp\u003eHow Does Compensation Motivate People? 400\u003c\/p\u003e \u003cp\u003eTheories of Motivation 401\u003c\/p\u003e \u003cp\u003eLinking Motivation with Strategy 407\u003c\/p\u003e \u003cp\u003eHow is Compensation Level Determined? 409\u003c\/p\u003e \u003cp\u003ePay Surveys 409\u003c\/p\u003e \u003cp\u003ePay‐Level Strategies 413\u003c\/p\u003e \u003cp\u003eLinking Compensation Level and Strategy 413\u003c\/p\u003e \u003cp\u003eHow is Compensation Structure Determined? 415\u003c\/p\u003e \u003cp\u003eJob‐Based Pay 415\u003c\/p\u003e \u003cp\u003eSkill‐Based Pay 417\u003c\/p\u003e \u003cp\u003eLinking Compensation Structure to Strategy 419\u003c\/p\u003e \u003cp\u003eHow Do Government Regulations Influence Compensation? 420\u003c\/p\u003e \u003cp\u003eFair Labor Standards Act 420\u003c\/p\u003e \u003cp\u003eState and Local Regulations 424\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 424\u003c\/p\u003e \u003cp\u003eSummary 425\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 427\u003c\/p\u003e \u003cp\u003eExercises 428\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 12 Designing Compensation and Benefit Packages\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective 432\u003c\/p\u003e \u003cp\u003eHow Can a Strategic Compensation Package Make an Organization Effective? 434\u003c\/p\u003e \u003cp\u003eHow Do Compensation Packages Align with Strategy? 436\u003c\/p\u003e \u003cp\u003eAt-Risk Compensation 436\u003c\/p\u003e \u003cp\u003eLine of Sight 438\u003c\/p\u003e \u003cp\u003eCommon Elements of Compensation Packages 438\u003c\/p\u003e \u003cp\u003eWhat are Common Approaches to Base Pay? 440\u003c\/p\u003e \u003cp\u003eWhat are Common Employee Benefit Plans? 442\u003c\/p\u003e \u003cp\u003eLegally Required Benefits 442\u003c\/p\u003e \u003cp\u003eDiscretionary Benefits 445\u003c\/p\u003e \u003cp\u003eFlexible Benefit Programs 448\u003c\/p\u003e \u003cp\u003eWhat are Common Individual Incentives? 449\u003c\/p\u003e \u003cp\u003ePiece-Rate Incentives 450\u003c\/p\u003e \u003cp\u003eCommissions 451\u003c\/p\u003e \u003cp\u003eMerit Pay Increases 452\u003c\/p\u003e \u003cp\u003eMerit Bonuses 454\u003c\/p\u003e \u003cp\u003eWhat are Common Group and Organizational Incentives? 455\u003c\/p\u003e \u003cp\u003eTeam Bonuses and Incentives 455\u003c\/p\u003e \u003cp\u003eGainsharing 456\u003c\/p\u003e \u003cp\u003eProfit Sharing 458\u003c\/p\u003e \u003cp\u003eStock Plans 459\u003c\/p\u003e \u003cp\u003eHow Do Strategic Decisions Influence a Compensation Package? 460\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 462\u003c\/p\u003e \u003cp\u003eSummary 463\u003c\/p\u003e \u003cp\u003eKey Terms 464\u003c\/p\u003e \u003cp\u003eDiscussion Questions 465\u003c\/p\u003e \u003cp\u003eExercises 465\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 13 Working Effectively with Labor\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective 468\u003c\/p\u003e \u003cp\u003eHow Can Good Labor Relations Make an Organization Effective? 470\u003c\/p\u003e \u003cp\u003eHow are Labor Relations Strategic? 472\u003c\/p\u003e \u003cp\u003eHow Has Organized Labor Evolved Over Time? 475\u003c\/p\u003e \u003cp\u003eThe Influence of Government Regulations 476\u003c\/p\u003e \u003cp\u003eCurrent Trends in Organized Labor 479\u003c\/p\u003e \u003cp\u003eInternational Differences in Organized Labor 483\u003c\/p\u003e \u003cp\u003eThe Effect of Labor Unions on Nonunion Workers 485\u003c\/p\u003e \u003cp\u003eHow Do Workers Become Part of a Union? 486\u003c\/p\u003e \u003cp\u003eUnion Organizing Campaigns 486\u003c\/p\u003e \u003cp\u003eDecertification Campaigns 488\u003c\/p\u003e \u003cp\u003eFactors Influencing Union Campaigns 488\u003c\/p\u003e \u003cp\u003eWhat Happens During Labor Negotiations and Collective Bargaining? 489\u003c\/p\u003e \u003cp\u003eBargaining Topics 489\u003c\/p\u003e \u003cp\u003eWork Stoppages 490\u003c\/p\u003e \u003cp\u003eThe Bargaining Atmosphere 492\u003c\/p\u003e \u003cp\u003eInterest-Based Negotiation 494\u003c\/p\u003e \u003cp\u003eWhat is the Grievance Process? 496\u003c\/p\u003e \u003cp\u003eGrievance Procedures 496\u003c\/p\u003e \u003cp\u003eDeterminants of Grievance Filing 497\u003c\/p\u003e \u003cp\u003eGrievance Mediation 497\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 498\u003c\/p\u003e \u003cp\u003eSummary 499\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 500\u003c\/p\u003e \u003cp\u003eExercises 501\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 14 Aligning Strategy with Practice\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective 504\u003c\/p\u003e \u003cp\u003eHow Can Alignment of HR Practices Make an Organization Effective? 506\u003c\/p\u003e \u003cp\u003eWhat are Two Basic Forms of Strategic Alignment? 509\u003c\/p\u003e \u003cp\u003eHow Do HR Practices Align with One Another? 511\u003c\/p\u003e \u003cp\u003eExternal\/Cost: Alignment for Bargain Laborers 512\u003c\/p\u003e \u003cp\u003eInternal\/Cost: Alignment for Loyal Soldiers 514\u003c\/p\u003e \u003cp\u003eInternal\/Differentiation: Alignment for Committed Experts 517\u003c\/p\u003e \u003cp\u003eExternal\/Differentiation: Alignment for Free Agents 520\u003c\/p\u003e \u003cp\u003eWhat are Some Other HR Issues? 522\u003c\/p\u003e \u003cp\u003eVariations of Basic Strategies 522\u003c\/p\u003e \u003cp\u003eHR as an Input to Competitive Strategy 523\u003c\/p\u003e \u003cp\u003eThe Role of HR in Small Businesses 524\u003c\/p\u003e \u003cp\u003eWhat Might the Future of HR Look Like? 525\u003c\/p\u003e \u003cp\u003eEmbracing Technology 526\u003c\/p\u003e \u003cp\u003eAdopting a Strategic Approach 526\u003c\/p\u003e \u003cp\u003eAssimilating a New Generation of Workers 527\u003c\/p\u003e \u003cp\u003eRemaining Compliant 527\u003c\/p\u003e \u003cp\u003eA Manager’s Perspective Revisited 528\u003c\/p\u003e \u003cp\u003eSummary 529\u003c\/p\u003e \u003cp\u003eKey Terms\/Discussion Questions 530\u003c\/p\u003e \u003cp\u003eExercises 531\u003c\/p\u003e \u003cp\u003e\u003cb\u003eAppendices\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAppendix A Cases for Hands-On Experiential Exercises 534\u003c\/p\u003e \u003cp\u003eAppendix B Occupational Outlook for HR Specialists and Managers 540\u003c\/p\u003e \u003cp\u003eAppendix C HR Certification Institute Credentials 544\u003c\/p\u003e \u003cp\u003eAppendix D SHRM Credentials 547\u003c\/p\u003e \u003cp\u003eAppendix E Organizations of Interest to HR Students and Professionals 549\u003c\/p\u003e \u003cp\u003eAppendix F Journals Useful to HR Students and Professionals 551\u003c\/p\u003e \u003cp\u003eGlossary 553\u003c\/p\u003e \u003cp\u003eName and Company Index 563\u003c\/p\u003e \u003cp\u003eSubject Index 579\u003c\/p\u003e \u003cp\u003e \u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47989389983973,"sku":"NP9781119492986","price":107.5,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781119492986.jpg?v=1761783922","url":"https:\/\/k12savings.com\/es\/products\/human-resource-management-isbn-9781119492986","provider":"K12savings","version":"1.0","type":"link"}