{"product_id":"human-resources-management-for-public-and-nonprofit-organizations-isbn-9781118398623","title":"Human Resources Management for Public and Nonprofit Organizations","description":"\u003cp\u003eSince the first edition was published in 1997, \u003ci\u003eHuman Resources Management for Public and Nonprofit Organizations\u003c\/i\u003e has become the go-to reference for public and nonprofit human resources professionals. Now in its fourth edition, the text has been significantly revised and updated to include information that reflects changes in the field due to the economic crisis, changes in federal employment laws, how shifting demographics affect human resources management, the increased use of technology in human resources management practices, how social media has become embedded in the workplace, and new approaches to HRM policy and practice.\u003c\/p\u003e \u003cp\u003eWritten by Joan E. Pynes—a noted expert in public administration—this authoritative work shows how strategic human resources management is essential for managing change in an increasingly complex environment. The book\u003c\/p\u003e \u003cul\u003e \u003cli\u003eIncludes new material on workplace violence and employee discipline\u003c\/li\u003e \u003cli\u003eReviews updates on the legal environment of HRM\u003c\/li\u003e \u003cli\u003eContains suggestions for managing a diverse workforce\u003c\/li\u003e \u003cli\u003eOffers a wealth of revised tables and exhibits\u003c\/li\u003e \u003cli\u003eUpdates the most recent developments in collective bargaining in the public and nonprofit sectors\u003c\/li\u003e \u003cli\u003eOutlines the most current approaches to recruitment and selection\u003c\/li\u003e \u003cli\u003ePresents an overview of recent information on compensation and benefits\u003c\/li\u003e \u003cli\u003eGives an update of the technological advances used for strategic human resources management\u003c\/li\u003e \u003cli\u003eProvides examples of HRM policies from other countries\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eThe book also includes an enhanced instructor's guide with examination questions, PowerPoint® slides, experiential exercises, and video vignettes that are coordinated with chapters in the book.\u003c\/p\u003e  \u003cp\u003eList of Figure, Tables, and Exhibits xiii\u003c\/p\u003e \u003cp\u003eExercises xv\u003c\/p\u003e \u003cp\u003ePreface xvii\u003c\/p\u003e \u003cp\u003eAcknowledgments xxv\u003c\/p\u003e \u003cp\u003eThe Author xxvii\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART ONE: HUMAN RESOURCES MANAGEMENT IN CONTEXT 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003e1 Introduction to Human Resources Management in the Public and Nonprofit Sectors 3\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Public Sector 5\u003c\/p\u003e \u003cp\u003eThe Nonprofit Sector 10\u003c\/p\u003e \u003cp\u003eThe New Public Service 22\u003c\/p\u003e \u003cp\u003eToday’s Context for Human Resources Management 23\u003c\/p\u003e \u003cp\u003eConclusion 33\u003c\/p\u003e \u003cp\u003e\u003cb\u003e2 Strategic Human Resources Management and Planning 37\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Changing Role of Human Resources Management 38\u003c\/p\u003e \u003cp\u003eHuman Resources Outsourcing 42\u003c\/p\u003e \u003cp\u003eStrategic Human Resources Management and Human Resources Planning 44\u003c\/p\u003e \u003cp\u003eHuman Resources Planning 45\u003c\/p\u003e \u003cp\u003eHuman Resources Information Systems and Electronic Human Resources\u003c\/p\u003e \u003cp\u003eManagement 50\u003c\/p\u003e \u003cp\u003eImplementing Strategic Human Resources Management 57\u003c\/p\u003e \u003cp\u003eEvaluating the Effectiveness of Strategic Human Resources Management 58\u003c\/p\u003e \u003cp\u003eProblems and Implications of Strategic Human Resources Management 60\u003c\/p\u003e \u003cp\u003eEthical Standards for Strategic Human Resources Management 61\u003c\/p\u003e \u003cp\u003eConclusion 62\u003c\/p\u003e \u003cp\u003e\u003cb\u003e3 Federal Equal Employment Opportunity Laws and Other Employee Protections 69\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eFederal Equal Employment Opportunity Laws 70\u003c\/p\u003e \u003cp\u003eProving Employment Discrimination 82\u003c\/p\u003e \u003cp\u003eExecutive Orders, Affirmative Action, and Other Federal Laws 88\u003c\/p\u003e \u003cp\u003eAffirmative Action 93\u003c\/p\u003e \u003cp\u003eConstitutional Rights 97\u003c\/p\u003e \u003cp\u003eAdditional Protections for Employees 103\u003c\/p\u003e \u003cp\u003eConclusion 105\u003c\/p\u003e \u003cp\u003e\u003cb\u003e4 Managing a Diverse Workforce 111\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eGlass Ceilings, Sticky Floors, Glass Walls, and Glass Escalators 114\u003c\/p\u003e \u003cp\u003eWhy Diversity Is Important 115\u003c\/p\u003e \u003cp\u003eCultural Competency 116\u003c\/p\u003e \u003cp\u003eSexual Harassment 119\u003c\/p\u003e \u003cp\u003eEmployer Liability 121\u003c\/p\u003e \u003cp\u003eSexual Orientation 122\u003c\/p\u003e \u003cp\u003eChanges in the Nonprofit Landscape 125\u003c\/p\u003e \u003cp\u003eThe Difference between Complying with Laws and Managing Diversity 126\u003c\/p\u003e \u003cp\u003eStrategic Human Resources Management Implications for\u003c\/p\u003e \u003cp\u003eManaging Diversity 128\u003c\/p\u003e \u003cp\u003eConclusion 130\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART TWO: METHODS AND FUNCTIONS OF STRATEGIC HUMAN RESOURCES MANAGEMENT 137\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003e5 Job Analysis 141\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLegal Significance of Job Analysis Data 143\u003c\/p\u003e \u003cp\u003eJob Analysis Information and Methods 144\u003c\/p\u003e \u003cp\u003eDesigning a Job Analysis Program 151\u003c\/p\u003e \u003cp\u003eJob Description and Job Specification 153\u003c\/p\u003e \u003cp\u003eStrategic Job Analysis 153\u003c\/p\u003e \u003cp\u003eCompetency Modeling 159\u003c\/p\u003e \u003cp\u003eJob Analysis Techniques 160\u003c\/p\u003e \u003cp\u003eContextual Performance 167\u003c\/p\u003e \u003cp\u003eConclusion 168\u003c\/p\u003e \u003cp\u003e6 Recruitment and Selection 175\u003c\/p\u003e \u003cp\u003eRecruitment 176\u003c\/p\u003e \u003cp\u003eRecruiting for Local Governments and Nonprofits 181\u003c\/p\u003e \u003cp\u003eScreening Applicants 184\u003c\/p\u003e \u003cp\u003eExecutive and Managerial Recruitment and Selection 202\u003c\/p\u003e \u003cp\u003eConclusion 204\u003c\/p\u003e \u003cp\u003e\u003cb\u003e7 Compensation 211\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEquity 212\u003c\/p\u003e \u003cp\u003eExecutive Compensation and Benefits 229\u003c\/p\u003e \u003cp\u003eFederal Laws Governing Compensation 231\u003c\/p\u003e \u003cp\u003eState and Local Government Minimum Wages 234\u003c\/p\u003e \u003cp\u003eConclusion 240\u003c\/p\u003e \u003cp\u003e\u003cb\u003e8 Benefits 247\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eRequired Benefits 248\u003c\/p\u003e \u003cp\u003eDiscretionary Benefits 253\u003c\/p\u003e \u003cp\u003eQuality-of Work and Quality-of Life Issues 260\u003c\/p\u003e \u003cp\u003eConclusion 270\u003c\/p\u003e \u003cp\u003e\u003cb\u003e9 Training and Career Development 275\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Training Process 278\u003c\/p\u003e \u003cp\u003eCareer Development 293\u003c\/p\u003e \u003cp\u003eManagerial and Executive Development 294\u003c\/p\u003e \u003cp\u003eConclusion 296\u003c\/p\u003e \u003cp\u003e\u003cb\u003e10 Performance Management 303\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eMotivation 306\u003c\/p\u003e \u003cp\u003eDeveloping an Evaluation Program 311\u003c\/p\u003e \u003cp\u003eRater Training 312\u003c\/p\u003e \u003cp\u003eWho Should Rate? 315\u003c\/p\u003e \u003cp\u003eExecutive Evaluation 316\u003c\/p\u003e \u003cp\u003eDocumentation 319\u003c\/p\u003e \u003cp\u003ePerformance Evaluation Interview 320\u003c\/p\u003e \u003cp\u003eEthical Issues in Performance Appraisal 321\u003c\/p\u003e \u003cp\u003ePerformance Appraisal Techniques 322\u003c\/p\u003e \u003cp\u003eTeam-Based Performance Techniques 329\u003c\/p\u003e \u003cp\u003eConclusion 333\u003c\/p\u003e \u003cp\u003e\u003cb\u003e11 Labor-Management Relations: Collective Bargaining in the Public and Nonprofit Sectors 341\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe History of Private Sector Collective Bargaining 342\u003c\/p\u003e \u003cp\u003eCollective Bargaining in Nonprofit Organizations 345\u003c\/p\u003e \u003cp\u003eCollective Bargaining in the Federal Government 346\u003c\/p\u003e \u003cp\u003eCollective Bargaining in State and Local Governments 347\u003c\/p\u003e \u003cp\u003eConcepts and Practices of Collective Bargaining 348\u003c\/p\u003e \u003cp\u003ePublic Sector Distinctions 359\u003c\/p\u003e \u003cp\u003eNonprofit Sector Distinctions 363\u003c\/p\u003e \u003cp\u003ePrivatization of Public Services 366\u003c\/p\u003e \u003cp\u003eConclusion 367\u003c\/p\u003e \u003cp\u003e\u003cb\u003e12 Volunteers 377\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eUse of Volunteers 378\u003c\/p\u003e \u003cp\u003eVolunteer Motivation 381\u003c\/p\u003e \u003cp\u003eBarriers to Volunteer Recruitment 381\u003c\/p\u003e \u003cp\u003eRecruitment 382\u003c\/p\u003e \u003cp\u003eThe Prerecruitment Process 384\u003c\/p\u003e \u003cp\u003eManaging Volunteers 389\u003c\/p\u003e \u003cp\u003eOrientation and Training 391\u003c\/p\u003e \u003cp\u003eVolunteer Recognition 392\u003c\/p\u003e \u003cp\u003eEvaluation 393\u003c\/p\u003e \u003cp\u003eThe Volunteer Protection Act 394\u003c\/p\u003e \u003cp\u003eGoverning Boards 394\u003c\/p\u003e \u003cp\u003eConclusion 402\u003c\/p\u003e \u003cp\u003e\u003cb\u003e13 Conclusion: Challenges for Public and Nonprofit Organizations 409\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat to Expect 409\u003c\/p\u003e \u003cp\u003eChallenges for Strategic Human Resources Management 412\u003c\/p\u003e \u003cp\u003eChange in Skill Requirements 413\u003c\/p\u003e \u003cp\u003eReferences 415\u003c\/p\u003e \u003cp\u003eName Index 455\u003c\/p\u003e \u003cp\u003eSubject Index 463\u003c\/p\u003e \u003cp\u003e\u003cb\u003eLIST OF FIGURE, TABLES, AND EXHIBITS\u003c\/b\u003e \u003cb\u003eFigure\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e2.1 Uses of Human Resources Information Systems 51\u003c\/p\u003e \u003cp\u003e\u003cb\u003eTables\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e1.1 IRS Organization Reference Chart 12\u003c\/p\u003e \u003cp\u003e1.2 Number of Nonprofit Organizations in the United States,\u003c\/p\u003e \u003cp\u003e1999–2009 16\u003c\/p\u003e \u003cp\u003e1.3 National Taxonomy of Exempt Entities: Broad Categories 18\u003c\/p\u003e \u003cp\u003e3.1 Federal Statutes Related to Equal Employment Opportunity 83\u003c\/p\u003e \u003cp\u003e3.2 International Comparison of Antidiscrimination Criteria Covered by Law 85\u003c\/p\u003e \u003cp\u003e5.1 Department of Labor Worker Functions 165\u003c\/p\u003e \u003cp\u003e7.1 General Schedule Pay Scale, 2012 Annual Rates by Grade and Step 219\u003c\/p\u003e \u003cp\u003e7.2 City-County Library District Salary and Wage Schedule 220\u003c\/p\u003e \u003cp\u003e7.3 Comparable Municipal Market Study for Annual Salaries for Select Local Government Positions 222\u003c\/p\u003e \u003cp\u003e7.4 International Comparison of Working Hours 238\u003c\/p\u003e \u003cp\u003e7.5 Minimum Wage International Comparison 239\u003c\/p\u003e \u003cp\u003e8.1 International Comparison of Benefi ts 266\u003c\/p\u003e \u003cp\u003e8.2 International Comparison of Parental Leave 268\u003c\/p\u003e \u003cp\u003e11.1 International Comparison of Unions and Collective Bargaining Rights 368\u003c\/p\u003e \u003cp\u003e12.1 Grid for Matching Current and Potential Board Members 398\u003c\/p\u003e \u003cp\u003e\u003cb\u003eExhibits\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e5.1 Job Analysis Questionnaire 147\u003c\/p\u003e \u003cp\u003e5.2 Structured Task Checklist 149\u003c\/p\u003e \u003cp\u003e5.3 Examples of Job Descriptions 154\u003c\/p\u003e \u003cp\u003e5.4 Competencies for Supervisory and Leadership Position 161\u003c\/p\u003e \u003cp\u003e5.5 Foreign Service Officer Competencies 163\u003c\/p\u003e \u003cp\u003e6.1 Resources for Job Seekers 182\u003c\/p\u003e \u003cp\u003e7.1 Typical Compensable Factors 216\u003c\/p\u003e \u003cp\u003e10.1 The Many Purposes of Appraisal 305\u003c\/p\u003e \u003cp\u003e10.2 Common Rating Errors 314\u003c\/p\u003e \u003cp\u003e10.3 Trait Rating Scale 324\u003c\/p\u003e \u003cp\u003e10.4 Behaviorally Anchored Rating Scale 325\u003c\/p\u003e \u003cp\u003e10.5 Management by Objectives Rating Scale 327\u003c\/p\u003e \u003cp\u003e10.6 Sample Critical Incidents Report 328\u003c\/p\u003e \u003cp\u003e10.7 Questions to Consider When Developing a Performance Evaluation System 332\u003c\/p\u003e \u003cp\u003e11.1 National Labor Relations Board Jurisdictional Standards in Effect July 1990 344\u003c\/p\u003e \u003cp\u003e12.1 Volunteer Application for Natural Resources Agencies 386\u003c\/p\u003e \u003cp\u003e\u003cb\u003eEXERCISES\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e1.1 Art Museums Are Looking for Leaders 34\u003c\/p\u003e \u003cp\u003e2.1 State and Local Government Workforce: 2012 Trends 64\u003c\/p\u003e \u003cp\u003e2.2 Some Nonprofits Are Hiring 65\u003c\/p\u003e \u003cp\u003e3.1 A Muslim Woman ’s Right to Wear a Head Scarf at Work 107\u003c\/p\u003e \u003cp\u003e3.2 States Are Taking the Lead on Family Discrimination Laws 108\u003c\/p\u003e \u003cp\u003e4.1 Employers in Singapore Adopt a Pledge of Fair Employment Practices 131\u003c\/p\u003e \u003cp\u003e4.2 Tattoos in the Workplace 133\u003c\/p\u003e \u003cp\u003e5.1 Hiring a Social Media Director 170\u003c\/p\u003e \u003cp\u003e5.2 Caseworkers Often Face Tremendous Difficulties 171\u003c\/p\u003e \u003cp\u003e6.1 EEOC Cautions against Making Employment Decisions Based on Criminal Records 206\u003c\/p\u003e \u003cp\u003e6.2 Barring Discrimination against Unemployed Applicants 207\u003c\/p\u003e \u003cp\u003e7.1 Compensation and Retirement Benefits Reform in New York State 242\u003c\/p\u003e \u003cp\u003e7.2 The Gender Gap in Wages Still Exists in 2011 243\u003c\/p\u003e \u003cp\u003e8.1 Smokers Need Not Apply 271\u003c\/p\u003e \u003cp\u003e8.2 Public Pensions Are Undergoing Changes 272\u003c\/p\u003e \u003cp\u003e9.1 Using Video Games for Driver Training 298\u003c\/p\u003e \u003cp\u003e9.2 Swapping Jobs 299\u003c\/p\u003e \u003cp\u003e10.1 Office of Personnel Management Director Says Federal Employees Need More Frequent Feedback 335\u003c\/p\u003e \u003cp\u003e10.2 Ethical Lapses and Performance Problems at the Stanislaus Community Assistance Project 336\u003c\/p\u003e \u003cp\u003e11.1 Union Members in Spain and Italy Go on Strike 373\u003c\/p\u003e \u003cp\u003e11.2 Labor Talks and Social Media 374\u003c\/p\u003e \u003cp\u003e12.1 Voluntourism 403\u003c\/p\u003e \u003cp\u003e12.2 Millennials ’ Job Satisfaction Is Increased by Corporate Volunteer Programs 404\u003c\/p\u003e \u003cp\u003e\u003cb\u003eJoan E. Pynes\u003c\/b\u003e is a professor of public administration at the University of South Florida and the author of numerous articles and chapters on public and nonprofit human resources management.\u003c\/p\u003e  \u003cp\u003eSince the first edition was published in 1997, \u003ci\u003eHuman Resources Management for Public and Nonprofit Organizations\u003c\/i\u003e has become the go-to reference for public and nonprofit human resources professionals. Now in its fourth edition, the text has been significantly revised and updated to include information that reflects changes in the field due to the economic crisis, changes in federal employment laws, how shifting demographics affect human resources management, the increased use of technology in human resources management practices, how social media has become embedded in the workplace, and new approaches to HRM policy and practice.\u003c\/p\u003e \u003cp\u003eWritten by Joan E. Pynes—a noted expert in public administration—this authoritative work shows how strategic human resources management is essential for managing change in an increasingly complex environment. The book\u003c\/p\u003e \u003cul\u003e \u003cli\u003eIncludes new material on workplace violence and employee discipline\u003c\/li\u003e \u003cli\u003eReviews updates on the legal environment of HRM\u003c\/li\u003e \u003cli\u003eContains suggestions for managing a diverse workforce\u003c\/li\u003e \u003cli\u003eOffers a wealth of revised tables and exhibits\u003c\/li\u003e \u003cli\u003eUpdates the most recent developments in collective bargaining in the public and nonprofit sectors\u003c\/li\u003e \u003cli\u003eOutlines the most current approaches to recruitment and selection\u003c\/li\u003e \u003cli\u003ePresents an overview of recent information on compensation and benefits\u003c\/li\u003e \u003cli\u003eGives an update of the technological advances used for strategic human resources management\u003c\/li\u003e \u003cli\u003eProvides examples of HRM policies from other countries\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eThe book also includes an enhanced instructor's guide with examination questions, PowerPoint® slides, experiential exercises, and video vignettes that are coordinated with chapters in the book.\u003c\/p\u003e","brand":"Jossey-Bass","offers":[{"title":"Default Title","offer_id":47989390344421,"sku":"NP9781118398623","price":110.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781118398623.jpg?v=1761783923","url":"https:\/\/k12savings.com\/products\/human-resources-management-for-public-and-nonprofit-organizations-isbn-9781118398623","provider":"K12savings","version":"1.0","type":"link"}