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Human Resource
Management
Fourteenth Edition
Global Edition
GARY DESSLER
Florida International University
PEARSON
Boston Columbus Indianapolis New York San Francisco Upper Saddle River
Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto
Delhi Mexico City Säo Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo
CONTEN
TS
Preface 28
PART ONE INTRODUCTION 34
1 Introduction to Human Resource Management 34
WHAT IS HUMAN RESOURCE MANAGEMENT, AND WHY IS IT IMPORTANT? 36
What Is Human Resource Management? 36
Why Is Human Resource Management Important to All Managers? 36
Line and Staff Aspects of Human Resource Management 38
Line Managers' Human Resource Duties 38
Human Resource Manager'; Duties 39
Organizing the Human Resource Departments Responsibilities 39
Cooperative Line and Staff HR Management: An Example 41
THE TRENDS SHARING HUMAN RESOURCE MANAGEMENT 41
Tecbnological Advances 42
Improving Performance Through HRIS: The HR Portal 42
Globalization and Competition Trends 42
Indebtedness ("Leverage") and Deregulation 42
Trends in the Nature of Work 43
• IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Improving a Bank s
Customer Service 44
Demographic and Workforce Trends 44
Economic Challenges and Trends 45
THE NEW HUMAN RESOURCE MANAGER 46
They Focus More on Strategie, Big-Picture Issues 46
They Focus on Improving Performance 46
They Measure HR Performance and Results 47
They Use Evidence-Based Human Resource Management 47
They Add Value 48
They Use New Ways to Provide HR Services 48
They Take a Talent Management Approach to Managing Human Resources 48
They Manage Employee Engagement 48
They Manage Ethics 48
They Understand Their Human Resource Philosophy 49
They Have New Competencies 49
THE HUMAN RESOURCE MANAGER S COMPETENCIES 49
HRCI Certification 50
The HRCI Knowledge Base 50
THE PLAN OF THIS BOOK 51
The Basic Themes and Features 51
CHAPTER CONTENTS OVERVIEW 51
Part 1: Introduction 51
Part 2: Recruitment, Placement, and Talent Management 51
Part 3: Training and Development 52
Part 4: Compensation 52
Part 5: Enrichment Topics in Human Resource Management 52
The Topics Are Interrelated 52
CHAPTER SECTION SUMMARIES 52
DISCUSSION QUESTIONS 53
INDIVIDUAL AND GROUP ACTIVITIES 53
ß
10 CONTENTS
EXPERIENTIAL EXERCISE 54
VIDEO CASE: VIDEO TITLE: HUMAN RESOURCE MANAGEMENT (PATAGONIA) 54
APPLICATION CASE: JACK NELSON S PROBLEM 55
CONTINUING CASE: CARTER CLEANING COMPANY 55
KEY TERMS 56
ENDNOTES 56
2 Equal Opportunity and the Law 58
EQUAL OPPORTUNITY LAWS ENACTED FROM 1964 TO 1991 60
Title VII of the 1964 Civil Rights Act 60
Executive Orders 60
Equal Pay Act of 1963 60
Age Discrimination in Employment Act of 1967 61
Vocational Rehabilitation Act of 1973 61
Pregnancy Discrimination Act of 1978 61
Federal Agency Guidelines 61
Early Court Decisions Regarding Equal Employment Opportunity 61
THE LAWS ENACTED FROM 1991 TO THE PRESENT 62
The Civil Rights Act of 1991 62
The Americans with Disabilities Act 63
Uniformed Services Employment and Reemployment Rights Act 65
Genetic Information Nondiscrimination Act of 2008 (GlNA) 65
State and Local Equal Employment Opportunity Laws 65
• IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE 65
In Summary: Religious and Other Types of Discrimination 65
Sexual Harassment 66
Social Media and HR 69
OEFENSES AGAINST DISCRIMINATION ALLEGATIONS 69
The Central Role of Adverse Impact 69
Bona Fide Occupational Qualification 72
Business Necessity 72
• KNOW YOUR EMPLOYMENT LAW: Examples of What You Can and Cannot Do 73
THE EEOC ENFORCEMENT PROCESS 75
Voluntary Mediation 77
Mandatory Arbitration of Discrimination Claims 77
DIVERSITY MANAGEMENT 78
Potential Threats to Diversity 78
Some Diversity Benefits 79
Diversity Counts 79
Managing Diversity 79
Implementing the Affirmative Action Program 80
Reverse Discrimination 81
• IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS
AND ENTREPRENEURS 82
CHARTER SECTION SUMMARIES 83
DISCUSSION QUESTIONS 84
INDIVIDUAL AND GROUP ACTIVITIES 84
EXPERIENTIAL EXERCISE 84
VIDEO CASE: VIDEO TITLE: EQUAL EMPLOYMENT (UPS) 85
APPLICATION CASE: THE EMIRATIZATION OF HRM PRACTICES AT A PETROLEUM COMPANY 85
CONTINUING CASE: CARTER CLEANING COMPANY 86
KEY TERMS 87
ENDNOTES 87
3 Human Resource Management Strategy and Analysis 92
THE STRATEGIC MANAGEMENT PROCESS 94
The Management Flanning Process 94
Strategie Flanning 95
CONTENTS 11
Improving Performance Through HRIS: Using Computerized Business
Flanning Software 98
TYPES OF STRATEGIES 98
Corporate Strategy 98
Competitive Strategy 99
Functional Strategy 99
Managers' Roles in Strategie Flanning 99
STRATEGIC HUMAN RESOURCE MANAGEMENT 100
What Is Strategie Human Resource Management? 100
• IMPROVING PERFORMANCE: HR PRACTICES AROUND THE GLOBE 100
Human Resource Strategies in Action 101
Diversity Counts: Longo Builds Its Strategy on Diversity 102
Translating Strategy into Human Resource Policies and Practices: An Example 102
Strategie Human Resource Management Tools 103
HR METRICS AND BENCHMARKING 105
Types of Metrics 105
Improving Performance Through HRIS: Tracking Applicant Metrics
for Improved Talent Management 105
Benchmarking and Needs Analysis 105
Strategy and Strategy-Based Metrics 106
Improving Performance Through HRIS: Workforce/Talent Analytics 107
What Are HR Audits? 108
Evidence-Based HR and the Scientific Way of Döing Things 108
• IMPROVING PERFORMANCE: HR TOOLS FOR LINE MANAGERS
AND ENTREPRENEURS 109
HIGH-PERFORMANCE WORK SYSTEMS 109
High-Performance Human Resource Policies and Practices 110
CHARTER SECTION SUMMARIES 111
DISCUSSION QUESTIONS 112
INDIVIDUAL AND GROUP ACTIVITIES 112
EXPERIENTIAL EXERCISE 112
VIDEO CASE: VIDEO TITLE: STRATEGIC MANAGEMENT (JOIE DE VIVRE HOSPITALITY) 113
APPLICATION CASE: SIEMENS BUILDS A STRATEGY ORIENTED HR SYSTEM 113
CONTINUING CASE: CARTER CLEANING COMPANY 114
TRANSLATING STRATEGY INTO HR POLICIES AND PRACTICES CASE: IMPROVING
PERFORMANCE AT THE HOTEL PARIS 114
KEY TERMS 116
ENDNOTES 116
PART TWO RECRUITMENT, PLACEMENT, AND TALENT
MANAGEMENT 118
4 Job Analysis and the Talent Management Process 118
THE TALENT MANAGEMENT PROCESS 120
Improving Performance Through HRIS: Talent Management Software 121
THE BASICS OF JOB ANALYSIS 121
Uses of Job Analysis Information 122
Conducting a Job Analysis 122
• IMPROVING PERFORMANCE: HR AS A PROFIT CENTER: Boosting Productivity Through
Work Redesign 123
METHODS FOR COLLECT!NG JOB ANALYSIS INFORMATION 125
The Interview 125
Questionnaires 126
Observation 129
Participant Diary/Logs 129
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