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• Title Page
• Copyright
• Pearson’s Commitment to Diversity, Equity, and Inclusion
• Dedication
• Brief Contents
• Contents
• HRM 17 Preface
• Acknowledgments
• Global Edition Acknowledgments
• Part One: Introduction
  • Chapter 1. Introduction to Human Resource Management
    • What Is Human Resource Management?
      • The Management Process
      • A Focus on Human Resource Management
      • Why Is Human Resource Management Important to All Managers?
    • Line And Staff Aspects Of Human Resource Management
      • Line and Staff Authority
      • Line Managers’ Human Resource Management Responsibilities
      • The Human Resource Department
      • Cooperative Line and Staff Human Resource Management
    • The Environment Of Human Resource Management
      • Social, Demographic, and Workforce Trends
      • Geographic/Globalization Trends
      • Economic Trends
      • Technological Trends
      • Political Trends and Values
      • Competitive Trends
      • HR As A Profit Center: Boosting Customer Service
    • The Human Resource Manager Today
      • Performance and Human Resource Management
      • Pandemics and People
      • Strategic Human Resource Management
      • The Strategic Context: Building L.L.Bean
      • The Human Resource Manager’s Competencies
      • The Human Resource Manager’s Required Knowledge Base
      • HR Manager Certification
    • The Manager’s Human Resource Philosophy
      • Your Own Experiences, Education, Background, and Assumptions About People
      • Top Management’s Philosophy
    • The Plan Of This Book
      • Practical Tools for Every Manager
      • The Features
      • Chapter Contents Overview
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: A Healthy Workplace?
    • Continuing Case: Carter Cleaning Company
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 2. Equal Opportunity Law and Action
    • Introduction
    • Equal Opportunity Laws Enacted From 1964 To 1991
      • Title VII of the 1964 Civil Rights Act
      • Executive Orders
      • Equal Pay Act of 1963
      • Age Discrimination in Employment Act of 1967
      • Vocational Rehabilitation Act of 1973
      • Pregnancy Discrimination Act of 1978
      • Federal Agency Guidelines
      • Early Court Decisions Regarding Equal Employment Opportunity
    • The Laws Enacted From 1991 To The Present
      • The Civil Rights Act of 1991
      • The Americans with Disabilities Act
      • Uniformed Services Employment and Reemployment Rights Act
      • Genetic Information Nondiscrimination Act of 2008 (GINA)
      • State and Local Equal Employment Opportunity Laws
      • Religious Discrimination
      • Trends in Discrimination Law
      • Sexual Harassment
      • HR Tools for Line Managers and Small Businesses: How to Address Sexual Harassment
    • Defenses Against Discrimination Allegations
      • The Central Role of Adverse Impact
      • Bona Fide Occupational Qualification
      • Business Necessity
      • Know Your Employment Law: Examples of What You Can and Cannot Do
    • The EEOC Enforcement Process
      • Voluntary Mediation
      • Mandatory Arbitration of Discrimination Claims
      • HR Tools for Line Managers and Small Businesses: Dealing with an EEOC Charge
      • Affirmative Action Programs
      • Reverse Discrimination
    • Diversity, Equity, And Inclusion In Action
      • Potential Barriers to Diversity, Equity, and Inclusion (DEI)
      • Diversity Counts: How Unconscious Biases Can Affect Pay
      • Diversity Management Programs
      • Managing Diversity, Equity, and Inclusion (DEI) Efforts
      • Illustrative Actual Employer DEI Actions
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Seeking Gender Equity At Starbucks
    • Continuing Case: Carter Cleaning Company
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 3. Human Resource Policy, Strategy, and Performance
    • Developing Human Resource Management Policies
      • Developing Human Resource Policies
      • The Management Planning Process
    • Basics Of Strategic Plannning
      • The Strategic Management Process
      • Strategic Management Example
      • Types of Strategies
    • Strategic Human Resource Management
      • What Is Strategic Human Resource Management?
      • HR Strategy at The Portman Ritz-Carlton Shanghai Hotel
      • Strategic Human Resource Management Tools
    • Assessing HR Performance: Metrics, Benchmarking, And Data Analytics
      • Benchmarking
      • Strategy-Based Metrics
      • What Are HR Audits?
      • Diversity Counts: Toward More Auditable DEI Standards
      • Trends Shaping HR: Digital and Social Media
      • HR As A Profit Center: How Companies Use Talent Analytics
      • Science in Talent Management
    • High-Performance Work Systems
    • Employee Engagement Guide For Managers: Employee Performance And Engagement
      • Why Is Employee Engagement Important?
      • The Employee Engagement Challenge
      • HR Tools for Line Managers and Small Businesses: What Can Managers Do to Improve Employee Engagement
      • How to Measure Employee Engagement
      • How Kia Motors (UK) Improved Performance with an HR Strategy Aimed at Boosting Employee Engagement
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Tesla’S Strategy
    • Application Case: The Zappos “Wow” Way
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
• Part Two: Recruitment, Placement, And Talent Management
  • Chapter 4. Job Analysis and the Talent Management Process
    • The Talent Management Process
      • What is Talent Management?
      • Talent Management Software
    • Introduction To Job Analysis
      • Fundamentals of Organizing
      • What Is Job Analysis?
      • Uses of Job Analysis Information
      • Steps in Doing a Job Analysis
      • HR As A Profit Center: Boosting Productivity through Work Redesign
    • Methods For Collecting Job Analysis Information
      • The Interview
      • Questionnaires
      • Observation
      • Participant Diary/Logs
      • Quantitative Job Analysis Techniques
      • Online Job Analysis Methods
    • Writing Job Descriptions
      • Job Identification
      • Job Summary
      • Relationships
      • Responsibilities and Duties
      • Standards of Performance and Working Conditions
      • Duty : Accurately Posting Accounts Payable
      • Trends Shaping HR: Digital and Social Media
      • Know Your Employment Law: Writing Job Descriptions That Comply with the ADA
      • HR Tools for Line Managers and Small Businesses: How to Write Job Descriptions Using O*NET
      • The New Normal: When Jobs Change, Change the Job Descriptions
    • Writing Job Specifications
      • Specifications for Trained versus Untrained Personnel
      • Specifications Based on Judgment
      • Diversity Counts: Getting the Job Specification Right
      • HR and the Gig Economy: Do Gig Workers Need Job Specifications?
      • Job Specifications Based on Statistical Analysis
      • The Job-Requirements Matrix
      • Employee Engagement Guide for Managers
    • Using Competencies Models
      • The Strategic Context: Apple’s Leadership Competencies
      • How to Write Competencies Statements
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: The Chilly Burger Joint
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 5. Personnel Planning and Recruiting
    • Introduction To Recruitment And Selection
    • Workforce Planning And Forecasting
      • The Strategic Context of Workforce Planning: Four Seasons
      • Forecasting Personnel Needs (Labor Demand)
      • Forecasting the Supply of Inside Candidates
      • Forecasting the Supply of Outside Candidates
      • Predictive Workforce Monitoring
      • Matching Projected Labor Supply and Demand with a Plan
      • Succession Planning
    • Why Effective Recruiting Is Important
      • Improving Recruitment Effectiveness: Recruiters, Sources, and Branding
      • The Recruiting Yield Pyramid
      • Know Your Employment Law: Recruiting Employees
    • Internal Sources Of Candidates
      • Finding Internal Candidates
    • Employee Engagement Guide For Managers
      • Engagement and Promotion from Within
    • Outside Sources Of Candidates
      • Informal Recruiting and the Hidden Job Market
      • Online Recruiting
      • LinkedIn and Social Media
      • Using Recruitment Software and Artificial Intelligence
      • Advertising
      • Employment Agencies
      • Recruitment Process Outsourcers
      • On-Demand Recruiting Services
      • Temporary, Gig, and Alternative Staffing
      • Temporary Workers
      • The New Normal: Remote Workers
      • Know Your Employment Law: Supplied/Contract Employees
      • Poaching
      • Offshoring and Outsourcing Jobs
      • Executive Recruiters
      • HR Tools for Line Managers and Small Businesses: Recruiting 101
      • Referrals and Walk-Ins
      • College Recruiting
      • Returning Midcareer Professionals
      • Military Personnel
      • HR As A Profit Center: Reducing Recruitment Costs
    • Recruiting A More Diverse Workforce
      • Recruiting Women
      • Recruiting Single Parents
      • Older Workers
      • Recruiting Applicants from Underrepresented Groups
      • Recruiting People with Disabilities
      • Diversity Counts: Guidelines for Reducing Bias in Recruiting
    • Developing And Using Application Forms
      • Purpose of Application Forms
      • Application Guidelines
      • Know Your Employment Law: Application Forms and EEO Law
      • Using Application Forms to Predict Job Performance
      • Mandatory Arbitration
      • Building Your Management Skills: The Human Side of Recruiting
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Recruiting Diverse Talent In The It Industry
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 6. Employee Testing and Selection
    • Why Employee Selection Is Important
    • The Basics Of Testing And Selecting Employees
      • Reliability
      • Reliability Coefficient
      • Validity
      • How to Validate a Test
      • Bias
      • Utility Analysis
      • HR As A Profit Center: Using Tests to Cut Costs and Boost Profits
      • Validity Generalization
      • Know Your Employment Law: Testing and Equal Employment Opportunity
      • Test Takers’ Individual Rights and Test Security
      • How Do Employers Use Tests at Work?
    • Types Of Tests
      • Tests of Cognitive Abilities
      • Tests of Motor and Physical Abilities
      • Measuring Personality and Interests
      • HR Practices around the Globe: Testing for Assignments Abroad
      • Achievement Tests
      • Computerized and Online Testing
      • Using Analytics, Machine Learning, and Artificial Intelligence in Employee Selection
    • Work Samples And Simulations
      • Using Work Sampling for Employee Selection
      • Situational Judgment Tests
      • Management Assessment Centers
      • Situational Testing and Video-Based Situational Testing
      • The Miniature Job Training and Evaluation Approach
      • Realistic Job Previews
      • The Strategic Context: Google’s Hiring Process
      • Choosing a Selection Method
      • Diversity Counts: How the U.S. Army Removes Bias from Its Officer Selection Process
      • HR Tools for Line Managers and Small Businesses: Employee Testing and Selection
    • Background Investigations And Other Selection Methods
      • Why Perform Background Investigations and Reference Checks?
      • Know Your Employment Law: Giving References
      • Social Media
      • Using Preemployment Information Services
      • Steps for Making the Background Check More Valuable
      • The Polygraph and Honesty Testing
      • Physical Exams
      • Substance Abuse Screening
      • Drug Testing Legal Issues
      • Complying with Immigration Law
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Employee Theft At A British Company
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 7. Interviewing Candidates
    • Basic Types Of Interviews
      • Structured versus Unstructured Interviews
      • Interview Content (What Types of Questions to Ask)
      • How Should We Conduct the Interview?
      • The Strategic Context: Asynchronous Interviews at Urban Outfitters
      • The New Normal: 10 Remote-Work Questions to Ask and Expect
    • Avoiding Errors That Can Undermine An Interview’s Usefulness
      • First Impressions (Snap Judgments)
      • Not Clarifying What the Job Requires
      • Candidate-Order (Contrast) Error and Pressure to Hire
      • Nonverbal Behavior and Impression Management
      • Effect of Personal Characteristics: Attractiveness, Gender, Race
      • Diversity Counts: Applicant Disability and the Employment Interview
      • Interviewer Behavior
    • How To Design And Conduct An Effective Interview
      • Designing a Structured Situational Interview
      • HR Tools for Line Managers and Small Businesses: Additional Guidelines for How to Conduct an Effecti
      • Competency Profiles and Employee Interviews
    • Employee Engagement Guide For Managers
      • Building Engagement: A Total Selection Program
      • The Toyota Way
      • Science in Talent Management: Google
    • Developing And Extending The Job Offer
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Fit Or Not Fit For Purpose?
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
    • Appendix 1 For Chapter 7 Structured Interview Guide
    • Appendix 2 For Chapter 7 Interview Guide For Interviewees
• Part Three: Training And Development
  • Chapter 8. Training and Developing Employees
    • Orienting And Onboarding New Employees
      • The Purposes of Employee Orientation/Onboarding
      • The Orientation Process
    • Employee Engagement Guide For Managers: Onboarding At Toyota
    • Overview Of The Training Process
      • Know Your Employment Law: Training and the Law
      • Aligning Strategy and Training
      • The ADDIE Five-Step Training Process
      • Analyzing the Training Needs
      • Designing the Training Program
      • Developing the Program
    • Implementing The Training Program
      • On-the-Job Training
      • Shadow Learning
      • Apprenticeship Training
      • Informal Learning
      • Job Instruction Training
      • Lectures
      • Programmed Learning
      • Behavior Modeling
      • Audiovisual-Based Training
      • Vestibule Training
      • Electronic Performance Support Systems (EPSSs)
      • Videoconferencing
      • Computer-Based Training
      • Online/Internet-Based Training
      • Mobile and Micro Learning
      • The Strategic Context: On-Demand Micro Learning at Uber
      • Mixed Reality, Simulated Learning, and Gaming
      • Lifelong and Literacy Training Techniques
      • Diversity Counts: Training to Overcome Unconscious Bias
      • Team Training
      • HR Tools for Line Managers and Small Businesses: Creating Your Own Training Program
    • Implementing Management Development Programs
      • Strategy’s Role in Management Development
      • Candidate Assessment and the 9-Box Grid
      • Managerial On-the-Job Training and Rotation
      • Off-the-Job Management Training and Development Techniques
      • Leadership Development at Cigna
      • Characteristics of Effective Leadership Development Programs
    • Managing Organizational Change Programs
      • Lewin’s Change Process
      • Using Organizational Development
      • AI Change Programs
    • Evaluating The Training Effort
      • Designing the Study
      • Training Effects to Measure
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: The First Day At Salman Mk Company
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 9. Performance Management and Appraisal
    • Basics Of Performance Appraisal
      • The Performance Appraisal Process
      • Why Appraise Performance?
      • Defining the Employee’s Goals and Performance Standards
      • Tools for Line Managers and Small Businesses: How to Set Effective Goals
      • HR As A Profit Center: Setting Performance Goals at Ball Corporation
      • Who Should Do the Appraising?
    • Traditional Tools For Appraising Performance
      • Graphic Rating Scale Method
      • Alternation Ranking Method
      • Paired Comparison Method
      • Forced Distribution Method
      • The Strategic Context: ExxonMobil’s Appraisal Process
      • Critical Incident Method
      • Narrative Forms
      • Behaviorally Anchored Rating Scales
      • Management by Objectives
      • Appraisal in Practice: Using Forms, Software, or Cloud-Based Systems
      • Big Data
      • Electronic Performance Monitoring
      • The New Normal: Electronic Performance Monitoring of Remote Workers
      • Conversation Days
      • Using Multiple Methods
      • Example: Rating Uber Drivers
      • Critical Employees: Appraisals and Consequences
    • Dealing With Rater Error Appraisal Problems
      • Potential Rater Error Problems
      • Diversity Counts: The Problem of Bias
      • Addressing the Need for Fairness
      • Know Your Employment Law: Appraising Performance
    • Managing The Appraisal Interview
      • How to Conduct the Appraisal Interview
      • How to Handle a Defensive Subordinate
      • How to Criticize a Subordinate
      • How to Handle a Written Warning
      • Summary Interview Checklist
    • Employee Engagement Guide For Managers
      • Use the Appraisal Interview to Build Engagement
    • Performance Management
      • Total Quality Management and Performance Appraisal
      • What Is Performance Management?
      • Performance Management Technology
      • Performance Management Process Example
      • The Manager’s Role in Performance Management
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: “Rank And Yank” At Luxcar
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 10. Managing Careers and Retention
    • Career Management
      • Careers Today
      • The Psychological Contract
      • The Employee’s Role in Career Management
      • “Portfolio” Careers
      • The Employer’s Role in Career Management
      • Illustrative Employer Career Management Activities
      • The Strategic Context: Career Development at Medtronic
      • The Manager as Mentor and Coach
    • Employee Engagement Guide For Managers
      • Career Management
      • Career Development Paths
    • Managing Employee Turnover And Retention
      • HR As A Profit Center: Turnover and Performance
      • Managing Voluntary Turnover
      • A Comprehensive Approach to Retaining Employees
      • The New Normal: COVID-19, Stress, and Turnover
      • Job Withdrawal
    • Employee Life-Cycle Career Management
      • Making Promotion Decisions
      • Know Your Employment Law: Establish Clear Guidelines for Managing Promotions
      • Diversity Counts: The Gender Gap
      • Managing Transfers
      • Managing Retirements
    • Managing Dismissals
      • Grounds for Dismissal
      • Know Your Employment Law: Termination at Will
      • Avoiding Wrongful Discharge Suits
      • Supervisor Liability
      • Security Measures
      • The Offboarding Exit Process
      • The Termination Interview
      • Layoffs and the Plant Closing Law
      • Adjusting to Downsizings and Mergers
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Retaining Workers Performing “The Most Boring Jobs In The World”
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
    • Appendix For Chapter 10 Managing Your Career And Finding A Job
• Part Four: Compensation
  • Chapter 11. Establishing Strategic Pay Plans
    • Basic Factors In Determining Pay Rates
      • Aligning Total Rewards with Strategy
      • Equity and Its Impact on Pay Rates
      • Legal Considerations in Compensation
      • Know Your Employment Law: Independent Contractors
      • Are Gig Workers Employees or Independent Contractors?
      • Union Influences on Compensation Decisions
      • Pay Policies
      • The New Normal: Remote Worker Pay Policies
      • The Strategic Context: Wegmans Food Markets
    • Job Evaluation Methods
      • Compensable Factors
      • Preparing for the Job Evaluation
      • Job Evaluation Methods: Ranking
      • Job Evaluation Methods: Job Classification
      • Job Evaluation Methods: Point Method
    • How To Create A Market-Competitive Pay Plan
      • 1. Choose Benchmark Jobs
      • 2. Select Compensable Factors
      • 3. Assign Weights to Compensable Factors
      • 4. Convert Percentages to Points for Each Factor
      • 5. Define Each Factor’s Degrees
      • 6. Determine for Each Factor Its Factor Degrees’ Points
      • 7. Review Job Descriptions and Job Specifications
      • 8. Evaluate the Jobs
      • 9. Draw the Current (Internal) Wage Curve
      • 10. Conduct a Market Analysis: Salary Surveys
      • 11. Draw the Market (External) Wage Curve
      • 12. Compare and Adjust Current and Market Wage Rates for Jobs
      • 13. Develop Pay Grades
      • 14. Establish Rate Ranges
      • 15. Address Remaining Jobs
      • 16. Correct Out-of-Line Rates
      • HR Tools For Line Managers and Small Businesses: Developing a Workable Pay Plan
    • Pricing Managerial And Professional Jobs
      • What Determines Executive Pay?
      • Compensating Executives
      • Compensating Professional Employees
      • Payroll Administration
    • Contemporary Topics In Compensation
      • Competency-Based Pay
      • Broadbanding
      • Comparable Worth
      • Diversity Counts: The Gender Pay Gap
      • Board Oversight of Executive Pay
    • Employee Engagement Guide For Managers
      • Total Rewards
      • Total Rewards and Employee Engagement
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Salary Inequities At AstraZeneca
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 12. Pay for Performance and Financial Incentives
    • Money’s Role In Motivation
      • Incentive Pay Terminology
      • Effectively Linking Strategy, Performance, and Incentive Pay
      • Motivation and Incentives
      • Know Your Employment Law: Employee Incentives and the Law
    • Individual Employee Incentive And Recognition Programs
      • Piecework
      • Merit Pay as an Incentive
      • Incentives for Professional Employees
      • Nonfinancial and Recognition-Based Awards
      • Digital and Social Media: Recognition Awards
      • HR Tools for Line Managers and Small Businesses: How to Make Incentives More Effective
      • HR and the Gig Economy: Recognition, Nonfinancial Rewards, and Gig Workers
      • Job Redesign
      • The Strategic Context: The Fast-Food Chain
    • Incentives For Salespeople
      • Salary Plan
      • Commission Plan
      • Combination Plan
      • Improving Sales Incentive Plan Effectiveness
      • Sales Incentives in Action
    • Incentives For Managers And Executives
      • Role of Strategy in Formulating the Executive’s Total Rewards Package
      • Short-Term Incentives and the Annual Bonus
      • HR Practices around the Globe: When Stock Options May Not Work Well
      • Some Other Executive Incentives
      • Diversity Counts: Incentivizing Diversity
    • Team And Organizationwide Incentive Plans
      • How to Design Team Incentives
      • Evidence-Based HR: What Makes Team Incentives Effective?
      • Organizationwide Incentive Plans
      • Profit-Sharing Plans
      • Scanlon Plans
      • Other Gainsharing Plans
      • At-Risk Pay Plans
      • Employee Stock Ownership Plans
      • Incentive Plans in Practice: Nucor
    • Employee Engagement Guide For Managers
      • Incentives and Engagement
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: The Hubspot.Com Sales Incentive Plan
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 13. Benefits and Services
    • Introduction: The Benefits Picture Today
      • Policy Issues
    • Pay For Time Not Worked
      • Unemployment Insurance
      • Vacations and Holidays
      • Know Your Employment Law: Vacations
      • Sick Leave
      • HR As A Profit Center: Controlling Sick Leave
      • Know Your Employment Law: The Family and Medical Leave Act and Other Laws
      • Severance Pay
      • HR Practices around the Globe: Severance Pay in France
      • Supplemental Unemployment Benefits
    • Insurance Benefits
      • Workers’ Compensation
      • Hospitalization, Health, and Disability Insurance
      • Know Your Employment Law: Patient Protection and Affordable Care Act of 2010, and other laws
      • COBRA
      • Other Laws
      • Trends in Employer Healthcare Cost Control
      • HR As A Profit Center: The Doctor Is on the Phone
      • Long-Term Care
      • Life Insurance
      • Benefits for Part-Time and Contingent Workers
    • Retirement Benefits
      • Social Security
      • Pension Plans
      • Know Your Employment Law: Pension Planning Laws
      • Pensions and Early Retirement
      • Online Benefits Management Systems
    • Personal Services And Family-Friendly Benefits
      • Personal Services
      • Family-Friendly Benefits
      • Other Personal Services Benefits
      • Domestic Partner Benefits
      • The Strategic Context: Clif Bar
      • Executive Perquisites
    • Flexible Benefits Programs
      • The Cafeteria Approach
      • HR Tools for Line Managers and Small Businesses: Employee Leasing
      • Flexible Work Schedules
      • The New Normal: Remote and Hybrid Work
      • Diversity Counts: Caring for the Kids
    • Employee Engagement Guide For Managers
      • Costco’s Compensation Plan
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Blame It On The Incentive Plan
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
• Part Five: Enrichment Topics In Human Resource Management
  • Chapter 14. Building Positive Employee Relations
    • What Is Employee Relations?
    • Programs For Building And Maintaining Positive Employee Relations
      • Ensuring Fair Treatment
      • The Strategic Context: A New HR Strategy at the Foxconn Plant in Shenzhen, China
      • Bullying and Victimization
      • Improving Employee Relations through Communications Programs
      • The New Normal: Meeting at Work in a Remote Work World
      • Develop Employee Recognition/Relations Programs
      • Use Employee Involvement Programs
      • HR As A Profit Center: The Cost-Effective Suggestion System
      • Employee Relations and Gig Workers
    • The Ethical Organization
      • Ethics and Employee Rights
      • What Shapes Ethical Behavior at Work?
      • How Any Manager Can Create a More Ethical Environment
      • How Human Resource Managers Can Create More Ethical Environments
      • HR Tools for Line Managers and Small Businesses: Small Business Ethics
      • Know Your Employment Law: Electronic Monitoring
    • Managing Employee Discipline
      • The Three Pillars of Fair Discipline
      • Diversity Counts: Comparing Males and Females in a Discipline Situation
      • How to Discipline an Employee
      • Discipline without Punishment
    • Employee Engagement Guide For Managers
      • The “Best Companies to Work For”
      • SAS: Great Benefits, Trust, and Work–Life Balance
      • Alphabet (Google) and People Analytics
      • FedEx: Guaranteed Fair Treatment
      • A “Best Company” Human Resource Philosophy?
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Enron, Ethics, And Organizational Culture
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 15. Labor Relations and Collective Bargaining
    • The Labor Movement
      • HR As A Profit Center: Can Unionization Boost Profitability?
      • Why Do Workers Organize?
      • HR and the Gig Economy: Will Uber Drivers Organize?
      • Employee Engagement and Unionization
      • What Do Unions Want?
      • Diversity Counts: Unions’ Role in Reducing the Wealth Gap
      • The AFL–CIO and Union Federations
    • Unions And The Law
      • Period of Strong Encouragement: The Norris–LaGuardia (1932) and National Labor Relations (or Wagne
      • Period of Modified Encouragement Coupled with Regulation: The Taft–Hartley Act (1947)
      • Unfair Union Labor Practices
      • Period of Detailed Regulation of Internal Union Affairs: The Landrum–Griffin Act (1959)
    • The Union Drive And Election
      • Step 1. Initial Contact
      • Step 2. Obtaining Authorization Cards
      • Step 3. Hold a Hearing
      • Step 4. The Campaign
      • Step 5. The Election
      • How to Lose an NLRB Election
      • What to Expect the Union to Do to Win the Election
      • The Supervisor’s Role
      • Know Your Employment Law: Rules Regarding Literature and Solicitation
      • Decertification Elections: Ousting the Union
      • HR Practices around the Globe : France Comes to the Workers’ Aid
    • The Collective Bargaining Process
      • What Is Collective Bargaining?
      • What Is Good Faith?
      • The Negotiating Team
      • Costing the Contract
      • Bargaining Items
      • The New Normal: Negotiating Telecommuting and Remote Work
      • Building Negotiating Skills
      • Bargaining Guidelines
      • Impasses, Mediation, and Strikes
      • HR Tools for Line Managers and Small Businesses: Strike Guidelines
      • Digital and Social Media: Unions Go Digital
      • The Contract Agreement
    • Dealing With Disputes And Grievances
      • Sources of Grievances
      • The Grievance Procedure
      • Guidelines for Handling Grievances
      • HR Tools for Line Managers and Small Businesses: How to Handle a Grievance
    • The Union Movement Today And Tomorrow
      • What Are Unions Doing about It?
      • Cooperative Labor–Management Relations
      • Strategic Context: Walmart’s Evolving Labor Relation Policies
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Labor Relations At Ryanair
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 16. Safety, Health, and Risk Management
    • Introduction: Safety And The Manager
      • Why Safety Is Important
      • HR As A Profit Center: Improving Safety Boosts Profits
      • Top Management’s Role in Safety
      • The Strategic Context: Deepwater Horizon
      • The Supervisor’s Role in Accident Prevention
    • Manager’s Briefing On Occupational Safety Law
      • OSHA Standards and Record Keeping
      • Inspections and Citations
      • Responsibilities and Rights of Employers and Employees
    • What Causes Accidents?
      • What Causes Unsafe Conditions?
      • What Causes Unsafe Acts?
    • How To Prevent Accidents
      • Reducing Unsafe Conditions
      • Diversity Counts: Protecting Vulnerable Workers
      • Reducing Unsafe Acts
      • Reducing Unsafe Acts through Screening
      • Reducing Unsafe Acts through Training
      • Reducing Unsafe Acts through Posters, Incentives, and Positive Reinforcement
      • Reducing Unsafe Acts by Establishing a Culture of Safety
      • Reducing Unsafe Acts through Behavior-Based Safety and Safety Awareness Programs
      • Other Ways to Reduce Unsafe Acts
      • Conducting Safety and Health Audits and Inspections
      • Addressing Temp/Gig Employee Safety
    • Employee Engagement Guide For Managers
      • Milliken & Company—World-Class Safety through Employee Engagement
      • Involvement-Based Employee Engagement
    • Workplace Health Hazards: Problems And Remedies
      • Chemicals and Industrial Hygiene
      • Know Your Employment Law: Hazard Communication
      • Asbestos Exposure at Work and Air Quality
      • Alcoholism and Substance Use Disorders
      • Stress, Burnout, and Depression
      • Solving Computer-Related Ergonomic Problems
      • Repetitive Motion Disorders
      • Sitting
      • Infectious Diseases
      • Workplace Smoking
    • Occupational Security And Risk Management
      • Enterprise Risk Management
      • Workplace Security Planning
      • Preventing and Dealing with Violence at Work
      • Securing the Facility
      • Terrorism
      • Cybersecurity
      • Business Continuity and Emergency Plans
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Amazon’s New Safety Program
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 17. Managing Global Human Resources
    • The Manager’s Global Challenge
      • What Is International Human Resource Management?
    • Adapting Human Resource Activities To Intercountry Differences
      • Cultural Factors
      • Legal Factors
      • Economic Systems
      • HR Abroad Example: The European Union
      • HR Abroad Example: China
      • Strategic Context: Walmart in China
    • Staffing The Global Organization
      • International Staffing: Home or Local?
      • Internationalization Stage, Values, and Staffing Policy
      • HR As A Profit Center: Reducing Expatriate Costs
      • Using Global Virtual Teams
      • Selecting International Managers
      • Diversity Counts: Sending Women Managers Abroad
      • Avoiding Early Expatriate Returns
      • HR Tools for Line Managers and Small Businesses: Some Practical Solutions to the Expatriate Challeng
    • Training And Maintaining Employees Abroad
      • Orienting and Training Employees on International Assignment
      • Ethics and Codes of Conduct
      • Performance Appraisal of International Managers
      • Compensating Managers Abroad
      • Union Relations Abroad
      • Safety Abroad
      • Business Travel
      • Repatriation: Problems and Solutions
    • Employee Engagement Guide For Managers
      • Engagement around the Globe
    • Managing HR Locally: How To Put Into Practice A Global HR System
      • Factors That Influence How Standardized the Global HR System Will Be
      • Developing a More Effective Global HR System
      • Making the Global HR System More Acceptable
      • Implementing the Global HR System
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Selling Sand In The Desert
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Chapter 18. Managing Human Resources in Small and Entrepreneurial Firms
    • The Small Business Challenge
      • How Small Business Human Resource Management Is Different
      • Diversity Counts: Necessity and the Entrepreneur
      • Why Human Resource Management Is Important to Small Businesses
      • How Small Businesses Manage Human Resource Management
    • Using Internet, Government, And Other Tools To Support The HR Effort
      • Government Tools for Complying with Employment Laws
      • Diversity Counts: Local Equal Employment Law
      • Online Employment Planning and Recruiting Tools
      • Small Business Employee Selection Tools
      • The Strategic Context: Everlane
      • Small Business Training Tools
      • Employment Appraisal and Compensation Online Tools
      • Employment Safety and Health Tools
    • Leveraging Small Size With Familiarity, Flexibility, Fairness, And Informality
      • Simple, Informal Employee Selection Procedures
      • HR Tools for Line Managers and Small Businesses: A Streamlined Interviewing Process
      • Flexibility in Training
      • Flexibility in Benefits and Rewards
      • Fairness and the Family Business
    • Using Professional Employer Organizations
      • How Do PEOs Work?
      • Why Use a PEO?
    • Managing HR Systems, Procedures, And Paperwork
      • Introduction
      • Basic Components of Manual HR Systems
      • Automating Individual HR Tasks
      • Human Resource Information Systems (HRIS)
      • Improved Transaction Processing
      • Online Self-Processing
      • Improved Reporting Capability
      • HR System Integration
      • HR Apps
    • Chapter Review: Chapter Section Summaries
    • Discussion Questions
    • Individual And Group Activities
    • Experiential Exercise
    • Application Case: Netflix Breaks The Rules
    • Continuing Case: Carter Cleaning Company
    • Translating Strategy Into HR Policies And Practices Case: Improving Performance At The Hotel Paris
    • Writing Assignments
    • Key Terms
    • Endnotes
  • Appendix A. Comprehensive Cases
• Glossary
• Name/Organization Index
  • A
  • B
  • C
  • D
  • E
  • F
  • G
  • H
  • I
  • J
  • K
  • L
  • M
  • N
  • O
  • P
  • Q
  • R
  • S
  • T
  • U
  • V
  • W
  • X
  • Y
  • Z
• Subject Index
  • A
  • B
  • C
  • D
  • E
  • F
  • G
  • H
  • I
  • J
  • K
  • L
  • M
  • N
  • O
  • P
  • Q
  • R
  • S
  • T
  • U
  • V
  • W
  • Y
  • Z

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