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| Foreword | |
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| Foreword | |
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| Preface | |
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| Acknowledgments | |
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| About the Authors | |
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| Introduction | |
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| Overview of Chapters | |
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| Equal Employment Opportunity Situations | |
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| Employment Laws and Regulations | |
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| Discrimination | |
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| Authors' Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 2 | |
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| Recruiting Employees | |
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| Recruiting Obstacles for Public Organizations | |
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| Talcing an Inventory of Needs for the Organization | |
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| Taking Organizational Culture into Account | |
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| Strategy for Recruiting | |
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| Advantages in Public Organizations Recruiting Applicants | |
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| When Managers Should Be Cautious | |
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| Funding and Effort Level for Recruiting | |
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| Executive Recruiting | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 3 | |
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| Selection of Employees | |
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| The Hiring Process | |
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| Needs Assessment | |
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| Recruitment | |
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| Vacancy Announcement | |
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| Prescreening | |
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| Obtaining Applications and Resumes | |
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| Interviewing | |
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| Validation of Qualifications | |
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| Extension of Job Offer | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 4 | |
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| Performance Evaluations for Employees | |
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| History of the Performance Evaluation | |
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| Performance Evaluation Instrument | |
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| Types of Evaluations | |
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| 360-Degree Performance Evaluation | |
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| The Role of Human Resources in Performance Evaluations | |
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| Performance Evaluations Tied to Merit Increases | |
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| Performance Evaluations Tied to Other Benefits | |
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| Performance Evaluations of New Hires and the Use of Probation | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 5 | |
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| Rewarding and Disciplining Employees | |
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| Rewarding Employees | |
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| Pay Structures | |
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| Determining Salary in Relation to the Marketplace | |
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| Rewarding Employees through Nonsalary Means | |
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| Disciplining Employees | |
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| Investigations | |
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| Process and Procedures in Place | |
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| Establishing Expectations | |
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| The Finer Points of the Disciplinary Process | |
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| Training Supervisors | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 6 | |
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| Retention and Separation of Employees | |
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| Evaluation of Employee Knowledge, Skills, and Abilities | |
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| Generational Values in Relation to Employment | |
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| How Retention Impacts an Organization | |
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| Strategies for Improving Retention | |
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| Organizational Assessment | |
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| Layoffs | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 7 | |
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| Violence in the Workplace and Hostile Workplace Issues | |
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| The Vulnerability of Public Organizations | |
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| Sustaining Your Workforce during Long-Term Disasters | |
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| The New Specter of Terrorism | |
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| Mitigation and Prevention | |
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| Guns at the Workplace | |
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| Hostile Work Environment Issues | |
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| Sexual Harassment | |
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| Passive-Aggressive Employees | |
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| Guerilla Employees | |
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| Mental Illness | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 8 | |
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| Employee Benefits | |
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| Medical Insurance | |
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| Disability Insurance | |
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| Life Insurance | |
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| Retirement Benefits | |
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| Fringe Benefits | |
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| Paid Leave | |
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| Financial Impact of Benefit Plans | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 9 | |
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| Mentoring Employees in the Workplace | |
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| Essential Aspects of a Mentoring Program | |
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| Management's Participation and Mentoring Program Guidelines | |
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| Recruiting Employees into a Mentoring Program | |
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| The Selection Process for Matching Mentors and Mentees | |
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| Benefits to the Mentor | |
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| Maintaining the Mentoring Program | |
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| Summary of the Mentor's Role | |
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| How Long Does Mentoring Continue? | |
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| Issues for the Mentor to Consider: Generation Gaps | |
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| The Mentees Role | |
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| Benefits to the Organization | |
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| Scalability of a Mentoring Program | |
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| Mentoring Programs: Training and Communication | |
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| Where Do Mentors Come From? | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 10 | |
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| Negotiating with Organized Labor | |
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| Impact of Organized Labor on Public Organizations | |
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| Preparing for Labor Negotiations | |
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| Applied Techniques for Negotiating with Organized Labor | |
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| Human Resources Liability Management | |
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| Author�s Experience | |
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| Final Points | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 11 | |
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| Morale and Motivation in the Workplace and Managing Personnel through Transitions | |
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| Morale and Motivation in the Wotkplace | |
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| Burnout | |
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| Doing More with Less | |
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| Backfill Positions | |
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| Leadership Change | |
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| Layoffs and Terminations | |
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| Scandals | |
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| Transitions | |
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| What to Do during a Transition | |
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| Transition and Administration Communication | |
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| Consultants | |
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| Cooperating with Other Organizations during Transitions | |
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| Author's Experience | |
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| Final Notes | |
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| Important Points to Remember | |
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| Suggested Readings for Chapter 12 | |
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| Conclusion: Trends in Human Resources Issues for Public Organizations | |
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| Lawsuits | |
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| Generational Workforce Issues | |
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| Employee Recruiting and Networking | |
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| Work-Life Balance | |
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| Technology | |
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| Training and Development | |
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| Rising Health Care Costs | |
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| Diversity | |
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| Outsourcing | |
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| Safety in the Workplace | |
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| Economic Downturns-Public Backlash against Public Employee Salaries | |
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| Final Notes | |
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| References | |
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| Index | |