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| Overviewand Introduction | |
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| An Introduction to Human Resource Management | |
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| The Critical Importance of Human Resources in the Twenty-First Century | |
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| Human Resource Management Definition and Functions | |
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| Recurring Themes in Human Resource Management | |
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| Current and Future Challenges to Human Resource Management | |
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| Jobs and Careers in Human Resource Management | |
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| A Different Point of View: Blow the Sucker Up | |
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| Ethical Perspective: How Organizations Encourage Ethical Behavior | |
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| Planning for Organizations, Jobs, and People | |
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| Strategic Human Resource Management | |
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| Why Is Managing Human Resources So Important? | |
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| What Is Strategic Human Resource Management? | |
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| Transforming HR Staff and Structure | |
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| Enhancing Administrative Efficiency | |
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| Integrating HR into Strategic Planning | |
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| Fitting HR Practices to Business Strategy and to One Another | |
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| Partnership Measuring HRM | |
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| Is Strategic HRM Really Worth All the Trouble? | |
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| Partnerships for Strategic Success: Building New HR Leaders | |
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| The Case of United Technologies | |
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| A Different Point of View: Pitfalls on the Road to Measurement | |
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| Human Resource Planning | |
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| What Is Human Resource Planning? | |
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| Forecasting the Demand for Labor | |
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| The Internal Supply of Labor | |
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| The External Supply of Labor | |
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| Planning Human Resource Programs | |
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| Ethical Perspective: Privacy and Accuracy of Computerized Employee Records | |
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| International Perspective: Manufacturing Overseas | |
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| Job Analysis: Concepts, Procedures, and Choices | |
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| Traditional Job Analysis | |
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| The Job Analysis Process | |
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| The Scope of the Job Analysis | |
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| Choosing among Methods of Job Analysis | |
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| Data Collection and Analysis | |
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| Assessing Traditional Job Analysis Methods | |
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| The "New Strategic View" of Job Analysis | |
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| Job Analysis: Adding Value to the Organization | |
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| A Different Point of View: Do We Really Need Job Descriptions, or Even Jobs? | |
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| Acquiring Human Resources | |
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| Equal Employment Opportunity: The Legal Environment | |
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| The EEO Environment | |
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| Discrimination Defined | |
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| Legal and Regulatory Documents | |
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| Enforcement of EEO Laws and Regulations | |
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| Proving Illegal Discrimination | |
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| Management's Response | |
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| International Perspective: Sexual Harassment--Or Is It? | |
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| Ethical Perspective: Anti-Nepotism Rules--Fair or Unfair? | |
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| Recruiting and Job Search | |
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| Overview of the Recruitment Process | |
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| Strategic Issues in Recruiting | |
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| Internal Recruiting | |
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| External Recruiting | |
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| The Applicant's Point of View | |
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| Evaluation and Benchmarking Recruitment | |
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| Partnerships for Strategic Success: Strategic Recruitment in the Bookstore Industry | |
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| Ethical Perspective: Ethics in Recruiting and Job Search | |
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| Flexibility in the Workplace: Family Friendly Policies Attract Applicants | |
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| International Perspective: Job Ads--A Window on the National Soul | |
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| Measurement and Decision-Making Issues in Selection | |
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| Statistical Methods in Selection Reliability | |
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| Validity Decision Making in Selection | |
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| Utility of a Selection System | |
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| Partnerships for Strategic Success: Improving the Selection of Prison Correction Officer Trainees in Pennsylvania | |
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| A Different Point of View: There's More to Utility Than Meets the Eye | |
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| Assessing Job Candidates: Tools for Selection | |
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| Overview of the Selection Process | |
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| Application Blanks and Biodata Tests | |
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| Work-Sample and Trainability Tests | |
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| The Interview | |
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| Physical Testing | |
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| Reference and Background Checks | |
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| Selecting Managers | |
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| Criteria for Choosing Selection Devices | |
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| Partnerships for Strategic Success: The Office of Personnel Management and the U.S. Border Patrol | |
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| International Perspective: Selection Techniques Around the World | |
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| Building and Motivating Performance | |
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| Human Resource Development | |
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| Human Resource Development: An Introduction | |
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| Scope and Cost of Human Resource Development | |
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| The Needs | |
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| Assessment Phase | |
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| The Design and Development Phase | |
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| The Evaluation Phase | |
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| A Different Point of View: Fixing Weaknesses or Building Strengths? | |
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| International Perspective: Intercultural Issues in Training | |
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| Partnerships for Strategic Success: The Learning Revolution at Rockwell Collins | |
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| Performance Assessment and Management | |
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| The Performance Assessment and Management Process | |
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| Strategic Importance of Performance Assessment | |
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| Functions of Performance | |
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| Assessment Criteria for a Good Assessment System | |
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| Deciding What Types of Performance to Measure | |
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| Methods of Appraising Performance | |
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| Raters of Employee Performance | |
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| Enhancing the Measurement of Employee Performance | |
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| Feedback of Results: The Performance Assessment Interview | |
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| A Different Point of View: Does the Downside of Performance Appraisal Outweigh the Benefits? | |
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| International Perspective: Performance Appraisal and Performance-Based Rewards in China Ethical Perspective: Developing a Procedurally Just Performance Appraisal Process | |
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| Compensation System Development | |
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| Employee Satisfaction and Motivation | |
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| Issues in Compensation | |
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| Design Establishing Internal Equity | |
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| Job Evaluation Methods | |
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| Establishing External Equity | |
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| Establishing Individual Equity | |
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| Legal Regulation of Compensation Systems | |
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| Administering Compensation Systems | |
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| The Issue of Comparable Worth | |
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| A Different Point of View: Some Myths about Pay | |
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| International Perspective: International Compensation Comparisons | |
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| Incentive Compensation | |
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| Strategic Importance of Variable Pay | |
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| Linking Pay to Performance | |
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| Individual Incentives | |
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| Group Incentives | |
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| Barriers to Pay-for-Performance Success | |
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| Summary: Making Variable Pay | |
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| Successful Executive Compensation | |
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| Ethical Perspective: Reward Systems and Inappropriate Behavior | |
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| A Different Point of View: Do Rewards Motivate Performance? | |
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| MaintainingHuman Resources | |
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| Benefits | |
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| The Role of Benefits in Reward Systems | |
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| Types of Benefits | |
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| Issues in Indirect Compensation | |
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| International Perspective | |
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| International Benefits | |
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| Comparisons and Complications | |
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| Partnerships for Strategic Success | |
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| Benefits Match the Culture at Patagonia | |
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| Safety and Health | |
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| A Proactive Approach | |
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| Occupational Safety and Health Legislation | |
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| Management's Role in Maintaining Safety and Health Safety and Health Issues in the Workplace | |
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| Violence in the Workplace | |
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| Employee Fitness and Wellness Programs | |
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| International Perspective | |
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| Decent Work--Safe Work | |
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| The International Picture Partnerships for Strategic Success | |
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| Safety at NexTech Is SHARP | |
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| Labor Relations and Collective Bargaining | |
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| Collective Bargaining and Labor Relations in Context | |
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| How Unions Are Formed | |
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| Organizing What Unions Do When They Are Formed | |
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| Collective Bargaining When Collective Bargaining Breaks Down | |
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| Impasse When the Meaning of the Contract Is in Dispute | |
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| The Grievance Procedure | |
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| The Role of Labor Relations in Human Resource Management | |
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| Ethical Perspective | |
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| Universal Human Rights in Employment Flexibility in the Workplace | |
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| Flexibility and Industrial Relations Ethical Perspective | |
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| Permanent Replacement of Strikers | |
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| Employment Transitions | |
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| Managing Careers, Retention, and Termination Career | |
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| Paths and Career Planning | |
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| Retirement | |
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| Voluntary Turnover | |
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| Involuntary Turnover | |
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| Employment-at-Will | |
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| Discipline Systems and Termination for Cause Retrenchment and Layoff Flexibility in the Workplace | |
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| Are You Flexible Enough for Today's Employees? | |
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| Ethical Perspective | |
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| Firing for Off-Duty Behavior--Legal? | |
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| Ethical? | |
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| Multinational Human Resource Management | |
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| Managing Human Resources in Multinational Organizations What Is IHRM? | |
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| Managing Human Resources in a Foreign | |
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| Subsidiary Expatriate | |
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| Managers Training Expatriates | |
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| Appraising the Performance of Expatriates | |
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| Paying Expatriates | |
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| Expatriate Reentry IHRM | |
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| Adding Value in the Global Business | |
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| Environment Ethical Perspective | |
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| Ethical Relativity versus Ethical Absolutism | |
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| HR Decision Making in Overseas Operations | |