Human Resource Management: An Experiential Approach

Front Cover
McGraw-Hill, 2007 - Business & Economics - 722 pages
Preface iv PART I Human Resource Management and the Environment 1 (66) Strategic Human Resource Management in a Changing Environment 2 (18) Overview 2 (1) Objectives 3 (1) What Is Human Resource Management? 4 (1) HRM and Corporate Performance 4 (1) Discrepancies between Academic Research and HRM Practice 5 (1) The Activities of Human Resource Management 6 (2) Trends Enhancing the Importance of HRM 8 (4) Trend 1: The Increased Globalization of the Economy 8 (1) Trend 2: Technological Changes, Challenges, and Opportunities 9 (1) Trend 3: The Need to Be Flexible in Response to Changing Business Environments 10 (1) Trend 4: Increase in Litigation Related to HRM 11 (1) Trend 5: Changing Characteristics of the Workforce 11 (1) The Importance of HRM Measurement in Strategy Execution 12 (3) Competitive Advantage 15 (4) Customer Value 15 (1) Customer Value and Corporate Social Responsibility (CSR) 16 (1) Maintaining Uniqueness 17 (1) Sources of Uniqueness 17 (2) Summary 19 (1) Discussion Questions 19 (1) The Role of Globalization in HR Policy and Practice 20 (17) Overview 20 (2) Objectives 22 (1) How Do Companies Engage in International Commerce? 22 (3) Exporting Work 24 (1) Summary 25 (1) International Business Strategies 25 (2) What Influences the Type of International Strategy a Firm Will Choose? 26 (1) Domestic versus International HR 27 (2) International HR Strategies 29 (1) What Influences the Choice of IHRM Strategy? 30 (1) International Business Assignments 30 (2) Global Leadership and Challenges 32 (3) Summary 35 (1) Discussion Questions 36 (1) The Legal Environment of HRM: Equal Employment Opportunity 37 (30) Overview 37 (1) Objectives 38 (1) Equal Employment Opportunity Law 39 (4) What Is Employment Discrimination? 39 (1) What Are the Major Sources of EEO Redress? 39 (4) Title VII of the Civil Rights Act of 1964 43 (12) What Is the EEOC? 43 (3) What Is Not Prohibited by Title VII? 46 (1) How Do You File a Title VII Lawsuit? 46 (1) What Legal Steps Are Followed in a Title VII Case? 46 (4) What Constitutes Sexual Harassment under Title VII? 50 (1) What Is the Employer's Liability in Sexual Harassment Cases? 50 (1) What Is Affirmative Action? 51 (2) What Is the Legal Status of Affirmative Action? 53 (1) What Is Required before a Company Embarks on a Voluntary Affirmative Action/Diversity Program? 54 (1) Is Affirmative Action Still Necessary? 54 (1) The Age Discrimination in Employment Act of 1967, Amended in 1978 and 1986 55 (1) What Is Required to Establish Prima Facie Evidence of Age Discrimination? 55 (1) Can Employers Claim Age as a Bona Fide Occupational Qualification (BFOQ)? 55 (1) The Americans with Disabilities Act of 1990 (ADA) 56 (3) What Is Legal and Illegal under ADA? 56 (3) Pregnancy Discrimination Act of 1978 59 (1) Are Expatriates Covered by Federal EEO Laws When They Are Assigned to Countries Other than the United States? 59 (3) What Are Employee Rights When Working for Multinational Employers? 59 (3) Future Trends in EEO 62 (3) Alternative Dispute Resolution: An Employer Reaction to Increased Litigation 62 (3) Summary 65 (1) One Implication of Increased Litigation: Better HRM Practices 65 (1) Discussion Questions 66 (1) PART II Acquiring Human Resource Capability 67 (104) Work Analysis and Design 68 (32) Overview 68 (1) Objectives 69 (1) What Is Work Analysis? 69 (9) What Are the Major Goals for Work Analysis? 70 (1) Do We Really Need All the Specificity in Formal Job Analysis? 71 (1) What Is the Legal Significance of Work Analysis? 71 (1) What Are the Major Work Analysis Products? 72 (3) What Are the Major Methods of Work Analysis? 75 (1) What Are the Dimensions on Which Work Analysis May Vary? 75 (3) What Are the Most Useful Work Analysis Methods? 78 (18) Position Analysis Questionnaire (PAQ) 78 (4) Management Position Description Questionnaire (MPDQ) 82 (1) Competency Modeling 82 (4) O*Net 86 (2) Critical Incident Technique (CIT) 88 (4) Job Compatibility Questionnaire (JCQ) 92 (1) The Job Diagnostic Survey (JDS) 93 (1) Multimethod Job Design Questionnaire (MJDQ) 94 (1) What Is Strategic Job Analysis? 94 (1) What Is Work Process Mapping? 95 (1) Autonomous Work Groups (AWG) or Self-Managing Teams 96 (1) Suggestions for Using AWGs or Self-Managing Work Teams 97 (1) The Effectiveness of AWGs or Self-Managing Work Teams 97 (1) Is There Bias and Inaccuracy in Work Analysis Data? 97 (1) How Do You Choose the Best Work Analysis Method? 98 (1) Summary 98 (1) Discussion Questions 99 (1) Human Resource Planning and Recruitment 100 (35) Overview 100 (1) Objectives 101 (1) Effective Human Resource Planning 101 (14) Step One: Environmental Scanning 101 (5) Step Two: Labor Demand Forecast 106 (3) Step Three: Labor Supply Forecast 109 (2) Step Four: Gap Analysis 111 (3) Step Five: Action Programming 114 (1) Step Six: Control and Evaluation 114 (1) The Recruitment Function: Putting HRP into Action 115 (19) Recruitment, Other HR Activities, and Organizational Attractiveness 115 (1) The Three Essential Steps for Recruitment Planning 116 (2) The Two Sources of Recruiting: Internal and External 118 (1) Advantages and Disadvantages of Internal and External Recruiting 118 (1) External Recruitment Sources 119 (8) What Method of Recruiting Is Most Effective? 127 (3) Two Philosophies of Recruiting: Flypaper versus Matching 130 (1) Understanding the Recruits 131 (1) Human Resource Planning and Recruitment for Multinational Corporations 131 (3) Summary 134 (1) Discussion Questions 134 (1) Personnel Selection 135 (36) Overview 135 (1) Objectives 135 (2) Selection Methods: Are They Effective? 137 (2) What Is Reliability? 137 (1) What Is Validity? 137 (2) What Is Utility? 139 (1) Application Blanks and Biographical Data 139 (2) A Discrepancy between Research and Practice: The Use of Application and Biographical Data 140 (1) How Do You Derive WAB or BIB or Accomplishment Record Weights? 141 (1) Reference Checks and Background Checks 141 (1) What Are the Legal Implications of Doing Background Checks on Job Candidates? 141 (1) Personnel Testing 142 (10) What Is a Cognitive Ability Test? 142 (1) What Are Tests of Specific Ability? 143 (1) Are There Racial Differences in Test Performance? 143 (1) Why Do Minorities Score Lower than Whites on Cognitive Ability Tests? 144 (1) How Do Organizations Deal with Race Differences on Cognitive Ability Tests? 145 (1) What Is Personality/Motivation/Dispositional Testing? 145 (4) What Is the Validity of Personality Tests? 149 (1) Approaches to the Prediction of Particular Criteria 150 (2) How Do You Establish a Testing Program? 152 (1) Drug Testing 152 (1) Is Testing an Invasion of Privacy? 153 (1) Performance Testing/Work Samples 153 (4) What Is an Assessment Center? 154 (1) How Are Assessments Done? 154 (3) What Is the Validity and Adverse Impact of Assessment Centers and Other Performance Tests? 157 (1) Performance Appraisals/Competency Assessment 157 (1) Interviews 157 (6) What Factors Affect the Employment Interviews? 158 (1) What Is the Validity of Employment Interview? 159 (1) How Do We Improve the Validity of.

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About the author (2007)

H. John Bernardin is University Professor of Research in the College of Business at Florida Atlantic University. He is the coeditor of the Human Resource Management Review and has authored and edited 4 books and over 100 articles. Professor Bernardin is the former chair of the Division of Personnel/Human Resources of the National Academy of Management.

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