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| List of Figure, Tables, and Exhibits | |
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| Exercises | |
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| Preface | |
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| Acknowledgments | |
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| The Author | |
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| Human Resources Management in Context | |
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| Introduction to Human Resources Management in the Public and Nonprofit Sectors | |
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| The Public Sector | |
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| The Nonprofit Sector | |
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| The New Public Service | |
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| Today's Context for Human Resources Management | |
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| Conclusion | |
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| Strategic Human Resources Management and Planning | |
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| The Changing Role of Human Resources Management | |
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| Human Resources Outsourcing | |
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| Strategic Human Resources Management and Human Resources Planning | |
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| Human Resources Planning | |
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| Human Resources Information Systems and Electronic Human Resources Management | |
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| Implementing Strategic Human Resources Management | |
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| Evaluating the Effectiveness of Strategic Human Resources Management | |
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| Problems and Implications of Strategic Human Resources Management | |
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| Ethical Standards for Strategic Human Resources Management | |
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| Conclusion | |
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| Federal Equal Employment Opportunity Laws and Other Employee Protections | |
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| Federal Equal Employment Opportunity Laws | |
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| Proving Employment Discrimination | |
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| Executive Orders, Affirmative Action, and Other Federal Laws | |
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| Affirmative Action | |
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| Constitutional Rights | |
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| Additional Protections for Employees | |
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| Conclusion | |
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| Managing a Diverse Workforce | |
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| Glass Ceilings, Sticky Floors, Glass Walls, and Glass Escalators | |
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| Why Diversity Is Important | |
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| Cultural Competency | |
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| Sexual Harassment | |
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| Employer Liability | |
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| Sexual Orientation | |
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| Changes in the Nonprofit Landscape | |
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| The Difference between Complying with Laws and Managing Diversity | |
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| Strategic Human Resources Management Implications for Managing Diversity | |
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| Conclusion | |
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| Methods and Functions of Strategic Human Resources Management | |
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| Job Analysis | |
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| Legal Significance of Job Analysis Data | |
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| job Analysis Information and Methods | |
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| Designing a Job Analysis Program | |
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| Job Description and Job Specification | |
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| Strategic job Analysis | |
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| Competency Modeling | |
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| Job Analysis Techniques | |
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| Contextual Performance | |
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| Conclusion | |
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| Recruitment and Selection | |
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| Recruitment | |
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| Recruiting for Local Governments and Nonprofits | |
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| Screening Applicants | |
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| Executive and Managerial Recruitment and Selection | |
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| Conclusion | |
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| Compensation | |
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| Equity | |
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| Executive Compensation and Benefits | |
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| Federal Laws Governing Compensation | |
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| State and Local Government Minimum Wages | |
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| Conclusion | |
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| Benefits | |
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| Required Benefits | |
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| Discretionary Benefits | |
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| Quality-of Work and Quality-of Life Issues | |
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| Conclusion | |
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| Training and Career Development | |
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| The Training Process | |
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| Career Development | |
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| Managerial and Executive Development | |
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| Conclusion | |
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| Performance Management | |
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| Motivation | |
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| Developing an Evaluation Program | |
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| Rater Training | |
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| Who Should Rate? | |
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| Executive Evaluation | |
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| Documentation | |
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| Performance Evaluation Interview | |
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| Ethical Issues in Performance Appraisal | |
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| Performance Appraisal Techniques | |
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| Team-Based Performance Techniques | |
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| Conclusion | |
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| Labor-Management Relations: Collective Bargaining in the Public and Nonprofit Sectors | |
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| The History of Private Sector Collective Bargaining | |
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| Collective Bargaining in Nonprofit Organizations | |
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| Collective Bargaining in the Federal Government | |
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| Collective Bargaining in State and Local Governments | |
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| Concepts and Practices of Collective Bargaining | |
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| Public Sector Distinctions | |
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| Nonprofit Sector Distinctions | |
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| Privatization of Public Services | |
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| Conclusion | |
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| Volunteers | |
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| Use of Volunteers | |
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| Volunteer Motivation | |
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| Barriers to Volunteer Recruitment | |
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| Recruitment | |
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| The Prerecruitment Process | |
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| Managing Volunteers | |
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| Orientation and Training | |
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| Volunteer Recognition | |
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| Evaluation | |
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| The Volunteer Protection Act | |
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| Governing Boards | |
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| Conclusion | |
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| Conclusion: Challenges for Public and Nonprofit Organizations | |
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| What to Expect | |
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| Challenges for Strategic Human Resources Management | |
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| Change in Skill Requirements | |
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| References | |
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| Name Index | |
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| Subject Index | |