| Contents | |
| Note: Each chapter begins with an HR Challenge and concludes with a Summary | |
| Overview and Introduction | |
| An Introduction to Human Resource Management | |
| A Definition of Human Resource Management | |
| A Brief History of Human Resource Management | |
| Human Resource Management Functions Recurring | |
| Recurring Themes in Human Resource Management | |
| Alternate Views of Human Resource Management | |
| Current and Future Challenges to Human Resource Management | |
| Jobs and Careers in Human Resource Management | |
| Planning for Organizations, Jobs, and People | |
| Strategic Human Resource Management | |
| Why Is Managing Human Resources So Important? | |
| What Is Strategic Human Resource Management (SHRM)? | |
| Transforming HR Staff and Structure Enhancing Administrative Efficiency | |
| Integrating HR into Strategic Planning | |
| Fitting HR Practices to Business Strategy and to One Another Partnership Measuring HRM | |
| Is Strategic HRM Really Worth All the Trouble? | |
| Human Resource Planning What Is Human Resource Planning? | |
| Forecasting the Demand for Labor | |
| The Internal Supply of Labor | |
| The External Supply of Labor Planning Human Resource Programs | |
| Job Analysis: Concepts, Procedures, and Choices | |
| Traditional Job Analysis | |
| The Job Analysis Process | |
| The Scope of the Job Analysis | |
| The Methods of Job Analysis | |
| Data Collection and Analysis | |
| Assessing Traditional Job Analysis Methods | |
| The "New Strategic View" of Job Analysis | |
| The Traditional and New Strategic Views of Job Analysis: Working Together | |
| Job Analysis: Adding Value to the Organization | |
| Acquiring Human Resources | |
| Equal Employment Opportunity: The Legal Environment | |
| The EEO Environment Discrimination Defined Legal and Regulatory Documents | |
| Enforcement of EEO Laws and Regulations Proving Illegal Discrimination Management's Response | |
| Recruiting and Job Search | |
| Overview of the Recruitment Process | |
| Strategic Issues in Recruiting Internal Recruiting External Recruiting | |
| The Applicant's Point of View Evaluation and Benchmarking of Recruitment | |
| Measurement and Decision-Making | |
| Issues in Selection Statistical Methods in Selection | |
| Reliability Validity Decision Making in Selection Utility of a Selection System | |
| Assessing Job Candidates: Tools for Selection | |
| Overview of the Selection Process | |
| Application Blanks and Biodata Tests | |
| The Interview Physical Testing | |
| Reference and Background Checks | |
| Selecting Managers Criteria for Choosing Selection Devices | |
| Building Individual and Organizational Performance | |
| Human Resource Development | |
| Human Resource Development: An Introduction | |
| The Needs Assessment Phase | |
| The Design and Development Phase | |
| The Evaluation Phase Human Resource Development in the Future | |
| Human Resource Approaches to Improving Competitiveness | |
| The Competitive Imperatives: Productivity, Quality, Service, Speed, Innovation | |
| Learning Planning for Improved Competitiveness Major Organizational Approaches to Competitiveness Specific Interventions | |
| The Role of HRM in the New Workplace | |
| Rewarding Employees | |
| Performance Assessment and Management | |
| The Performance Assessment and Management | |
| Process Strategic Importance of Performance | |
| Assessment Functions of Performance Assessment Criteria for a Good Assessment | |
| System Deciding What Types of Performance to Measure | |
| Methods of Appraising Performance | |
| Raters of Employee Performance | |
| Contemporary Assessment | |
| Challenges Enhancing the Measurement of Employee Performance | |
| Feedback of Results: The Performance Assessment Interview | |
| Compensation System | |
| Development Employee Satisfaction and Motivation | |
| Issues in Compensation Design | |
| Establishing Internal Equity: Job Evaluation Methods | |
| Establishing External Equity | |
| Establishing Individual Equity Legal Regulation of Compensation Systems | |
| Administering Compensation Systems | |
| The Issue of Comparable Worth | |
| Incentive Compensation and Benefits Strategic | |
| Importance of Variable Pay Linking | |
| Pay to Performance | |
| Individual Incentives | |
| Group Incentives | |
| Barriers to Pay-for-Performance Success Summary: Making Variable Pay Successful Executive Compensation | |
| The Role of Benefits in Reward Systems Types of Benefits Issues in Indirect Compensation | |
| Maintaining Human Resources | |
| Safety and Health: A Proactive Approach | |
| Occupational Safety and Health | |
| Legislation Management's Role in Safety and Health | |
| Safety and Health Issues in the Workplace | |
| Other Workplace-Related Health Issues | |
| Employee Assistance Programs Employee Fitness and Wellness Programs | |
| Labor Relations and Collective | |
| Bargaining Collective Bargaining and Labor Relations in Context | |
| How Unions Are Formed: Organizing | |
| What Unions Do When They Are Formed: Collective Bargaining | |
| When Collective Bargaining Breaks Down: Impasse When the Meaning of the Contract Is in Dispute: The Grievance Procedure | |
| The Role of Labor Relations in Human Resource Management | |
| Employment Transitions Career Paths and Career | |
| Planning Retirement Voluntary Turnover | |
| Involuntary Turnover Employment-at-Will | |
| Discipline Systems and Termination for Cause Retrenchment and Layoff | |
| Multinational Human Resource Management | |
| Managing Human Resources in Multinational Organizations What Is IHRM? | |
| Managing Human Resources in a Foreign Subsidiary IHRM: The View from Headquarters Expatriate Managers | |
| Training Expatriates Appraising the Performance of Expatriates | |
| Paying Expatriates Expatriate Reentry IHRM: Adding Value in the Global Business Environment? | |
| Table of Contents provided by Publisher. All Rights Reserved. |