Case Study 2: Managing "Daddy Stress" at Baxter. Healthcare 43. Notes and
References 45. Chapter 2 Strategy and Human Resources Planning 48. Strategic
...
EDITION 1
PRINCIPLES OF HUMAN RESOURCE MANAGEMENT Scott SnelL Professor of Business Administration, University of Virginia
Professor Emeritus of Management, Arizona State University
SOUTH-WESTERN CENGAGE LearningAustralia • Brazil 'Japan • Korea • Mexico • Singapore • Spain • United Kingdom • United States
PART
Human Resource Management in Perspective Chapter 1 The Challenge of Human Resources Management Why Study Human Resources Management?
4
Competitive Challenges and Human Resources Management Challenge 1: Competing, Recruiting, and Staffing Globally Challenge 2: Embracing New Technology
5
5
7
Highlights in HRM 1: A Guide to HR Internet Sites
8
Highlights in HRM 2: Automation of Talent Management Functions Challenge 3: Managing Change
Challenge 5: Responding to the Market
15
22
22
Highlights in HRM 3: Social Issues in HRM Cultural Changes
13
17
Demographic and Employee Concerns Demographic Changes
11
12
Challenge 4: Managing Talent, or Human Capital
Challenge 6: Containing Costs
2
23
28
Highlights in HRM 4: Why Diversity?
30
The Partnership of Line Managers and HR Departments Responsibilities of the Human Resources Manager Competencies of the Human Resources Manager
31
32 33
Highlights in HRM 5: SHRM Code of Ethical and Professional Standards in Human Resource Management 35 Role of the Line Manager Summary Key Terms
38
39 40
Discussion Questions
41
HRM Experience: Balancing Competitive Challenges and Employee Concerns 41
vii
Contents
Case Study 1: A Chip off the Rock: Outsourcing HR at Prudential 42 Case Study 2: Managing "Daddy Stress" at Baxter Healthcare 43 Notes and References
45
Chapter 2 Strategy and Human Resources Planning Strategic Planning and Human Resources
50
Strategic Planning and HR Planning: Linking the Processes Step One: Mission, Vision, and Values Step Two: Environmental Analysis Competitive Environment
48
51
51
53
53
Step Three: Internal Analysis
57
The Three Cs: Culture, Capabilities, and Composition Forecasting: A Critical Element of Planning
57
61
Highlights in HRM 1: HR Planning and Strategy Questions to Ask Business Managers 64 Assessing a Firm's Human Capital Readiness: Gap Analysis 67 Highlights in HRM 2: Succession-Planning Checklist Step Four: Formulating Strategy Corporate Strategy Business Strategy
68
70
70 72
Highlights in HRM 3: Key HR Activities Associated with Merger or Acquisition Phases 73 Functional Strategy: Ensuring Alignment Step Five: Strategy Implementation
75
76
Taking Action: Reconciling Supply and Demand
77
Step Six: Evaluation and Assessment 79 Evaluation and Assessment Issues 79
Highlights in HRM 4: Ten Measures of Human Capital Measuring a Firm's Strategic Alignment
81
Ensuring Strategic Flexibility for the Future Summary Key Terms
82
84 85
Discussion Questions
85
HRM Experience: Customizing HR for Different Types of Human Capital 86
80
Contents
IX
Case Study 1: Misplaced Affections: Discharge for Sexual Harassment 87 Case Study 2: A "Bad Hair Day" or Religious Custom? Notes and References
89
90
Appendix: Calculating Turnover and Absenteeism Employee Turnover Rates
93
93
Computing the Turnover Rate
93
Determining the Costs of Turnover Employee Absenteeism Rates
94
94
Computing Absenteeism Rates
94
Highlights in HRM 5: Costs Associated with the Turnover of One Computer Programmer 95 Comparing Absenteeism Data Costs of Absenteeism
96
96
Absenteeism and HR Planning Notes and References
PART
96
97
Meeting Human Resources Requirements Chapter 3 Equal Employment Opportunity and Human Resources Management 98 Historical Perspective of EEO Legislation Changing National Values Economic Disparity
101
101
102
Early Legal Developments
102
Government Regulation of Equal Employment Opportunity 102 Major Federal Laws
103
Highlights in HRM 1: Test Your Knowledge of Equal Employment Opportunity Law 104 Other Federal Laws and Executive Orders Fair Employment Practice Laws
114
115
Other Equal Employment Opportunity Issues Sexual Harassment
116
116
Highlights in HRM 2: Questions Used in Auditing Sexual Harassment 118
Contents
Highlights in HRM 3: Basic Components of an Effective Sexual Harassment Policy 119 Sexual Orientation
120
Immigration Reform and Control
120
Uniform Guidelines on Employee Selection Procedures Enforcing Equal Employment Opportunity Legislation The Equal Employment Opportunity Commission Record-Keeping and Posting Requirements
124
124
125
Highlights in HRM 4: 2007 EEO-1 Survey Processing Discrimination Charges
121
127
128
Highlights in HRM 5: EEOC Poster
129
Highlights in HRM 6: EEOC Guidelines on Retaliation Preventing Discrimination Charges
Highlights in HRM 7: Basic Steps in Developing an Effective Affirmative Action Program 134 Managing Diversity: Affirmative Action Summary Key Terms
135
137 138
Discussion Questions
138
HRM Experience: Sexual Harassment: A Frank Discussion
139
Case Study 1: Building a Stealth Fighter with Virtual Teams
140
Case Study 2: Empty Cubicles: How Would You Manage the Vacancy? 141
Appendix: Determining Adverse Impact Notes and References
143
144
Chapter 4 Job Analysis, Employee Involvement, and Flexible Work Schedules 148 Relationship of Job Requirements and HRM Functions Recruitment Selection
150
151
Training and Development Performance Appraisal
151
151
Compensation Management
151
150
Contents
XI
Job Analysis
152
Job Analysis and Essential Job Functions Gathering Job Information
152
153
Controlling the Accuracy of Job Information Approaches to Job Analysis Job Descriptions
154
155
158
Highlights in HRM 1: Job Description for an Employment Assistant Problems with Job Descriptions
161
Writing Clear and Specific Job Descriptions Job Design
161 ,
162
Behavioral Concerns
162
Highlights in HRM 2: Empowered Employees Achieve Results Industrial Engineering Considerations Ergonomic Considerations Flexible Work Schedules
165
166
167
Designing Work for Group/Team Contributions
168
174
Highlights in HRM 3: How to Request a Flexible Work Schedule Summary Key Terms
179 180
Discussion Questions
180
HRM Experience: Establishing Ground Rules for Team Success
180
Case Study 1: Human Resources Planning at Donna Karan International 182 Case Study 2: Moen's Recruiting Faucet Notes and References
PART
159
183
184
Developing Effectiveness in Human Resources Chapter 5 Expanding the Talent Pool: Recruitment and Careers 186 Recruiting Talent Externally
188
Highlights in HRM 1: Marriott's Recruitment Principles Outside Sources for Recruitment The Global Labor Market
190
198
Improving the Effectiveness of External Recruitment Recruiting Talent Internally
200
198
189
175
Xii
Contents
Advantages and Limitations of Recruiting from Within Methods for Identifying Qualified Candidates
201
202
Career Management: Developing Talent over Time
205
The Goal: Matching Individual and Organizational Needs Identifying Career Opportunities and Requirements
206
207
Highlights in HRM 2: Career Path of Jeffrey Immelt, CEO, General Electric 210 Career Development Initiatives
214
Developing a Diverse Talent Pool
220
Recruiting and Developing Women
221
Eliminating Women's Barriers to Advancement Glass Ceiling Audits
221
223
Preparing Women for Management Accommodating Families
223
224
Recruiting and Developing Minorities Providing Minority Internships
224
225
Advancing Minorities to Management
225
Highlights in HRM'3: Diversity Recruitment That Works Other Important Talent Concerns Recruiting the Disabled
226
227
227
Less Publicized Disadvantages
229
Highlights in HRM 4: Resources and Tips for Hiring and Retaining Employees with Disabilities 229 Employing the Older Workforce
231
Employing Dual Career Couples
232
Summary Key Terms
233 234
Discussion Questions
234
HRM Experience: Career Management
235
Case Study 1: Nike: Hiring Gets Off on the Right Foot Case Study 2: Small Companies Need Diversity Too Notes and References
237
238
Appendix: Personal Career Development Developing Personal Skills and Competencies Choosing a Career
235
241
241
241
Highlights in HRM 5: Career Competencies at Caterpillar
242
Contents
Use of Available Resources
242
Accuracy of Self-Evaluation
243
The Significance of Interest Inventories
243
Highlights in HRM 6: Campbell Interest and Skill Survey: Individual Profile 244 Evaluating Long-Term Employment Opportunities Choosing an Employer
246
246
Questions to Ask Yourself Before You Accept a Job Offer Becoming an Entrepreneur
247
247
Keeping a Career in Perspective 248 Developing Off-the-Job Interests 248 Balancing Marital and/or Family Life Planning for Retirement Key Term
249
249
250
Notes and References
250
Chapter 6 Employee Selection Matching People and Jobs
252
254
Person-Job Fit: Beginning with Job Analysis Person-Organization Fit The Selection Process
255 255
Obtaining Reliable and Valid Information
256
Sources of Information about Job Candidates Application Forms
255
259
260
Online Applications
262
Biographical Information Blanks Background Checks
262
263
Highlights in HRM 1: Sample Reference-Checking Questions Polygraph Tests
267
Honesty and Integrity Tests Graphology
268
Medical Examinations Drug Testing
267
269
269
Employment Tests
271
Nature of Employment Tests
271
Highlights in HRM 2: Best Practices for Employee Testing and Selection 272 Classification of Employment Tests
272
265
Contents
The Employment Interview Interviewing Methods
277
277
Highlights in HRM 3: Sample Situational Interview Question
279
Highlights in HRM 4: iring Managers Reveal Top Five Biggest Mistakes Candidates Make During Job Interviews in CareerBuilder. com Survey 280 Guidelines for Employment Interviewers
283
Diversity Management: Are Your Questions Legal?
286
Highlights in HRM 5: Appropriate and Inappropriate Interview Questions 287 Reaching a Selection Decision
288
Summarizing Information about Applicants Decision-Making Strategy Final Decision Summary Key Terms
288
288
291
292 293
Discussion Questions
293
HRM Experience: Designing Selection Criteria and Methods Case Study 1: Tapping Unused Resources in Lean Times
294
295
Case Study 2: Kodak Gets the Picture in Executive Education 297 Notes and References
299
Chapter 7 Training and Development The Scope of Training
304
306
Investments in Training
306
A Systems Approach to Training
307
Phase 1: Conducting the Needs Assessment Organization Analysis
308
309
Highlights in HRM 1: Notes on Rapid Needs Assessment Task Analysis
310
311
Highlights in HRM 2: A Competency Assessment for a Managerial Position 312 Person Analysis
314
Phase 2: Designing the Training Program Instructional Objectives
315
Trainee Readiness and Motivation
315
314
Contents
XV
Principles of Learning
316
Characteristics of Instructors
319
Phase 3: Implementing the Training Program
320
Training Methods for Nonmanagerial Employees Methods for Management Development
328
Phase 4: Evaluating the Training Program Criterion 1: Reactions
320
333
333
Criterion 2: Learning
334
Criterion 3: Behavior
334
Criterion 4: Results, or Return on Investment (ROI)
335
Highlights in HRM 3: Calculating Training ROI: Examples Highlights in HRM 4: Benchmarking HR Training Special Topics in Training and Development Orientation Training
338
Basic Skills Training
339
336
337
338
Highlights in HRM 5: Checklist for Orienting New Employees Team Training and Cross-Training Ethics Training
343
Diversity Training
344
Highlights in HRM 6: Additional Ethics Training Resources Summary Key Terms
340
341
347 348
Discussion Questions
348
HRM Experience: Training and Learning Principles Case Study 1: UPS Delivers the Goods
349
350
Case Study 2: Preparing a Career Development Plan
351
Case Study 3: Kodak Gets the Picture in Executive Education 352 Notes and References
355
Chapter 8 Appraising and Improving Performance Performance Appraisal Programs
362
The Purposes of Performance Appraisal
363
Why Appraisal Programs Sometimes Fail
364
Developing an Effective Appraisal Program What Are the Performance Standards?
367
366
360
345
XVI
Contents
Are You Complying with the Law?
369
Who Should Appraise Performance?
370
Putting It All Together: 360-Degree Appraisal Training Appraisers
374
376
Highlights in HRM 1: Supervisor's Checklist for the Performance Appraisal 379 Performance Appraisal Methods Trait Methods
379
380
Highlights in HRM 2: Graphic Rating Scale with Provision for Comments 381 Highlights in HRM 3: Example of a Mixed-Standard Scale Behavioral Methods
383
Highlights in HRM 4: BARS and BOS Examples Results Methods
386
Highlights in HRM 5: Personal Scorecard
389
Which Performance Appraisal Method to Use? Appraisal Interviews
391
Conducting the Appraisal Interview
392
Improving Performance
Key Terms
390
391
Three Types of Appraisal Interviews
Summary
385
395
398 399
Discussion Questions
400
HRM Experience: Performance Diagnosis
401
Case Study 1: Goodyear Ends Ratings System Ahead of Discrimination Suit 402 Case Study 2: 360-Degree Appraisal at Johnson & Johnson Notes and References
Highlights in HRM 1: Comparison of Compensation Strategies External Factors
422
Job Evaluation Systems Job Ranking System
423 424
Job Classification System Point System
421
424
424
Highlights in HRM 2: Point Values for Job Factors of the American Association of Industrial Management 426 Work Valuation
426
Highlights in HRM 3: Description of Education Factor and Degrees of the American Association of Industrial Management 427 Job Evaluation for Management Positions The Compensation Structure Wage and Salary Surveys
428
428
428
Highlights in HRM 4: Bureau of Labor Statistics National Compensation Survey 430 The Wage Curve Pay Grades
431
431
Rate Ranges
432
Competence-Based Pay
434
Government Regulation of Compensation
435
Highlights in HRM 5: Minimum Wage Laws in the States Davis-Bacon Act of 1931
437
Walsh-Healy Act of 1936
437
Fair Labor Standards Act of 1938 (as Amended)
437
Highlights in HRM 6: The Federal Wage Poster Significant Compensation Issues
Key Terms
442
442
The Issue of Wage Rate Compression Summary
439
441
The Issue of Equal Pay for Comparable Worth The Issue of Low Salary Budgets
436
442
444 445
Discussion Questions
445
HRM Experience: Why This Salary?
446
Case Study 1: Pay Decisions at Performance Sports
447
Case Study 2: Mission Possible: A Competency-Based Compensation Program for BestSource and SCE Federal Credit Unions 448 Notes and References
449
XVlii
Contents
Chapter 10 Pay-for-Performance: Incentive Rewards Strategic Reasons for Incentive Plans
454
Incentive Plans as Links to Organizational Objectives Requirements for a Successful Incentive Plan Setting Performance Measures
Case Study 1: Using "Sticky" Awards: KFC Does It Right
521
Case Study 2: Adobe's Family-Friendly Benefits: An Unexpected Backlash Notes and References
523
Chapter 12 Promoting Safety and Health Safety and Health: It's the Law
528
Highlights in HRM 1: Test Your Safety Smarts OSHA's Coverage
530
OSHA Standards
530
Enforcing OSHA Standards
526 529
530
OSHA Consultation Assistance
532
Responsibilities and Rights under OSHA
533
Highlights in HRM 2: What Are My Responsibilities under the OSH Act? 534 Right-to-Know Laws
535
OSHA's Enforcement Record
536
Promoting a Safe Work Environment Creating a Culture of Safety Enforcing Safety Rules
536
537
538
Investigating and Recording Accidents Creating a Healthy Work Environment Health Hazards and Issues
539 539
540
Highlights in HRM 3: Job Safety and Health Protection Poster 541 Highlights in HRM 4: Holsum Bakery's Workplace Smoking Policy 543 Workplace Violence
546
Building Better Health
549
Employee Assistance Programs
551
Highlights in HRM 5: Selected Items from Salt River Project's Substance Abuse Policy 554 The Management of Stress What Is Stress?
557
556
522
Contents
XXI
Job-Related Stress
558
Coping with Stress
558
Summary Key Terms
559 560
Discussion Questions
561
HRM Experience: Reducing Employee Stress
562
Case Study 1: Safety Training at Pro's Choice: It's Not Working 563 Case Study 2: Coping with Stress at U.S. Customs Notes and References
PART
564
565
Enhancing Employee-Management Relations Chapter 13 Employee Rights and Discipline Employee Rights and Privacy
570
Employee Rights vs. Employer Responsibilities Negligent Hiring
568
571
571
Job Protection Rights
571
Highlights in HRM 1: Examples of Employment-at-Will Statements 576 Privacy Rights
578
Electronic Surveillance and Monitoring Disciplinary Policies and Procedures The Results of Inaction
587
588
Setting Organizational Rules Defining Discipline
581
589
590
Investigating the Disciplinary Problem Approaches to Disciplinary Action Discharging Employees
591
593
594
Highlights in HRM 2: Banner Health System Corrective Action Process 595 Alternative Dispute Resolution Procedures Managerial Ethics in Employee Relations Summary Key Terms
602 604
Discussion Questions
604
598 601
XXii
Contents
HRM Experience: Learning about Employee Rights Case Study 1: Discharged for Off-Duty Behavior
605 606
Case Study 2: "You Can't Fire Me! I Passed the Test" Notes and References
607
608
Chapter 14 The Dynamics of Labor Relations
612
Highlights in HRM 1: Test Your Labor Relations Know-How Government Regulation of Labor Relations Railway Labor Act
616
616
Norris-LaGuardia Act Wagner Act
615
616
616
Taft-Hartley Act
618
Landrum-Griffin Act
619
The Labor Relations Process Why Employees Unionize Organizing Campaigns
619
619
621
Highlights in HRM 2: United Food and Commercial Workers International Union Authorization Card 623 Employer Tactics Opposing Unionization
624
Highlights in HRM 3: Employer "Don'ts" during Union Organizing Campaigns 625 How Employees Become Unionized NLRB Representation Election
625
625
Impact of Unionization on Managers
626
Highlights in HRM 4: NLRB Election Poster
627
Structures, Functions, and Leadership of Labor Unions Structure and Functions of the AFL-CIO
629
Structure and Functions of National Unions Structure and Functions of Local Unions
629
630
Union Leadership Commitment and Philosophies Labor Relations in the Public Sector The Bargaining Process
631
632
Preparing for Negotiations
633
Gathering Bargaining Data
634
Developing Bargaining Strategies and Tactics Negotiating the Labor Agreement Good Faith Bargaining
631
635
Interest-Based Bargaining
637
635
634
628
Contents
xxii
Management and Union Power in Collective Bargaining Resolving Bargaining Deadlocks The Labor Agreement
637
639
639
The Issue of Management Rights Union Security Agreements
640
641
H i g h l i g h t s in HRM 5: I t e m s in a Labor Agreement Administration of the Labor Agreement Negotiated Grievance Procedures
641
641
The Grievance Procedure in Action Grievance Arbitration
642
643
Contemporary Challenges to Labor Organizations Foreign Competition and Technological Change Decrease in Union Membership
645 645
645
Employers' Focus on Maintaining Nonunion Status Summary Key Terms
640
646
647 648
Discussion Questions
648
HRM Experience: Learn about Unions
649
Case Study 1: The Union Drive at Apollo Corporation: ULPs and Organizing Tactics 650 Case Study 2: The Arbitration Case of Jesse Stansky Notes and References
PART
651
652
Expanding Human Resources Management Horizons Chapter 15 International Human Resources Management Managing across Borders
658
How Does the Global Environment Influence Management? Domestic versus International HRM International Staffing
660
663
664
Recruiting Internationally
665
Selecting Employees Internationally
668
Highlights in HRM 1: Global Laws and Pacts Prohibiting Discrimination 669 Highlights in HRM 2: Skills of Expatriate Managers Training and Development
673
Content of Training Programs
674
671
656
Contents
Highlights in HRM 3: Nonverbal Communications in Different Cultures 677 Highlights in HRM 4: Repatriation Checklist Compensation
682
683
Compensation of Host-Country Employees Compensation of Host-Country Managers Compensation of Expatriate Managers Performance Appraisal
685
686
688
Who Should Appraise Performance?
688
Home versus Host-Country Evaluations Performance Criteria Providing Feedback
683
689
689 690
The Labor Environment Worldwide 691 Collective Bargaining in Other Countries 691 International Labor Organizations
692
Labor Participation in Management Summary Key Terms
693
694 695
Discussion Questions
695
HRM Experience: An American (Expatriate) in Paris Case Study 1: International HRM at Molex, Inc.
697
Case Study 2: How Deloitte Builds Global Expertise Notes and References
696
699
703
Chapter 16 Creating High-Performance Work Systems 708 Fundamental Principles
710
Egalitarianism and Engagement Shared Information
711
713
Knowledge Development
714
Performance-Reward Linkage
714
Anatomy of High-Performance Work Systems Work-Flow Design and Teamwork
715
716
Complementary Human Resources Policies and Practices Management Processes and Leadership
718
716
Contents
XXV
Supportive Information Technologies Fitting It All Together
719
Ensuring Internal Fit
719
Establishing External Fit
719
720
Assessing Strategic Alignment: The HR Scorecard Implementing the System
721
721
Highlights in HRM 1A: Diagnosing Internal Fit
722
Highlights in HRM IB: Testing the Alignment of the HR System with HR Deliverables 723 Highlights in HRM 1C: Testing the Alignment of HR Deliverables 724 Building a Business Case for Change
724
Establishing a Communications Plan
725
Involving Unions
726
Navigating the Transition to High-Performance Work Systems Evaluating the Success of the System and Sustaining It
728
730
Outcomes of High-Performance Work Systems 731 Employee Outcomes and Quality of Work Life 731 Organizational Outcomes and Competitive Advantage
732
Highlights in HRM 2: The Impact of High-Performance Work Systems 733 Summary
734
Key Terms
734
Discussion Questions
735
HRM Experience: Assessing the Strategic Fit of High-Performance Work Systems 735 Case Study 1: HPWS at Tomex Incorporated Case Study 2: HPWS at Xerox Corporation Notes and References
Cases
737 738
740
745
Case 1: United Technologies Seeks Intangibles with Education Plan 745 Case 2: Running the Global Recruiting Machine: ClientLogic Case 3: Job Analysis and Hiring Decisions at Ovania Chemical Case 4: Ill-Fated Love at Centrex Electronics
757
749 752
XXVI*
Contents
Case 5: Returning Ethics to Putnam
758
Case 6: Realigning HR Practices at Egan's Clothiers Case 7: A Performance Appraisal Snafu
765
Case 8: The Last Straw for Aero Engine
769
763
Case 9: I.B.M.: Take as Much Vacation Time as You Want To?
771
Case 10: Newell's Decision to Downsize: An Ethical Dilemma
774
Case 1 1 : Someone Has to Go: A Tough Layoff Decision Glossary
