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Confirming Proofs
Contents
Preface xii
Part 1
Human Resource Management and the Environment 1
Chapter 1 Strategic Human Resource Management in a Changing Environment 3 Objectives 3 Overview 3 What Is Human Resource Management? 6 HRM and Corporate Performance 6 Discrepancies Between Academic Research and HRM Practice 8 The Domains of Human Resource Management 10 Trends Enhancing the Importance of HRM 12 Trend 1: The Increased Globalization of the Economy 13 Trend 2: Technological Changes, Challenges, and Opportunities 15 Trend 3: Increase in Litigation and Regulation Related to HRM 16 Trend 4: Changing Characteristics of the Workforce 18 Summary of Trend Effects 19 The Importance of HRM Measurement in Strategy Execution 21 The Workforce Scorecard 21 Competitive Advantage 25 Customer Value 25 Customer Value and Corporate Social Responsibility (CSR) 25 The Worker’s Rights Consortium 26 Maintaining Uniqueness 28 Sources of Uniqueness 28 Summary 30 Discussion Questions 30 Chapter 2 The Role of Globalization in HR Policy and Practice 33 Objectives 33 Overview 33 Foreign Direct Investment
34
How Do Companies Engage in International Commerce? 36 Exporting Work 39 Summary 40 What Influences the Decision to Invest in a Particular International Market? 40 Domestic versus International HRM 41 International HRM Strategies 46 What Influences the Choice of IHRM Strategy? 47 International Business Assignments 48 Goals of International Business Assignments 48 Challenges of International Business Assignments 49 Recent Trends in Overseas Assignments 52 Global Leadership Challenges 53 Summary 56 Discussion Questions 57 Chapter 3 The Legal Environment of HRM: Equal Employment Opportunity 59 Objectives 59 Overview 59 Equal Employment Opportunity Law 61 What Is Employment Discrimination? 62 What Are the Major Sources of EEO Redress? 62 How Do You File a Discrimination Lawsuit? 66 Title VII of the Civil Rights Act of 1964 68 What Is Not Prohibited by Title VII? 69 What Legal Steps Are Followed in a Title VII Case? 69 What Constitutes Sexual Harassment under Title VII? 76 What Is the Employer’s Liability in Harassment Cases? 77 What Is Affirmative Action? 80 What Is the Legal Status of Affirmative Action? 81 What Is Required before a Company Embarks on a Voluntary Affirmative Action/Diversity Program? 82 Is Affirmative Action Still Necessary? 82 The Age Discrimination in Employment Act of 1967, Amended in 1978 and 1986 83 What Is Required to Establish Prima Facie Evidence of Age Discrimination? 83
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Can Employers Claim Age as a Bona Fide Occupational Qualification (BFOQ)? 84 The Americans with Disabilities Act of 1990 (ADA) Amended in 2008 84 What Is Legal And Illegal under ADA? 87 Genetic Information Nondiscrimination Act (GINA) 88 Pregnancy Discrimination Act of 1978 89 Are Expatriates Covered by Federal EEO Laws When They Are Assigned to Countries Other Than the United States? 90 What Are Employee Rights When Working for Multinational Employers? 92 Future Trends in EEO 93 Alternative Dispute Resolution: An Employer Reaction to Increased Litigation 93 Summary 94 One Implication of Increased Litigation: Better HRM Practices 94 Discussion Questions 96
Part 2
Acquiring Human Resource Capability 97
Copyright © 2013 The McGraw-Hill Companies. All rights reserved.
Chapter 4 Work Analysis and Design 99 Objectives 99 Overview 99 What Is Work Analysis? 101 What Are the Major Goals for Work Analysis? 103 Do We Really Need All the Specificity in Formal Job Analysis? 103 What Is the Legal Significance of Work Analysis? 104 What Are the Major Work Analysis Products? 105 What Are the Major Methods of Work Analysis? 108 What Are the Dimensions on Which Work Analysis May Vary? 110 What Are the Most Useful Formal Approaches to Work Analysis? 112 Position Analysis Questionnaire (PAQ) 112 Management Position Description Questionnaire (MPDQ) 116 Competency Modeling 116 O*NET 121 Critical Incident Technique (CIT) 123 Personality-Based Job Analysis 127 Fleishman Job-Analysis Survey (F-JAS) 127 Job Compatibility Questionnaire (JCQ) 128 Work Analysis for Job Design 129 What Is Strategic Job Analysis? 132 Autonomous Work Groups (AWG) or Self-Managing Teams 133
Suggestions for Using AWGS or Self-Managing Work Teams 134 The Effectiveness of AWGS or Self-Managing Work Teams 134 Rating Source Matters: Potential Biases in Work Analysis Data 134 How Do You Choose the Best Work Analysis Method? 135 Summary 136 Discussion Questions 137 Chapter 5 Human Resource Planning and Recruitment 139 Objectives 139 Overview 139 Effective Human Resource Planning 141 Step One: Environmental Scanning 142 The Worker Adjustment and Retraining Notification Act (WARN) 143 Step Two: Labor Demand Forecast 149 Step Three: Labor Supply Forecast 151 Step Four: Gap Analysis 154 Step Five: Action Programming 159 Step Six: Control and Evaluation 159 The Recruitment Function: Putting HRP into Action 160 Recruitment, Other HR Activities, and Organizational Attractiveness 160 The Three Essential Steps for Recruitment Planning 162 The Two Sources of Recruiting: Internal and External 164 Advantages and Disadvantages of Internal and External Recruiting 164 External Recruitment Sources 166 What Methods of Recruiting Are Most Effective? 175 Two Philosophies of Recruiting: Flypaper versus Matching 179 Understanding the Recruits 180 Human Resource Planning and Recruitment for Multinational Corporations 181 Summary 183 Discussion Questions 184 Chapter 6 Personnel Selection 185 Objectives 185 Overview 185 Selection Methods: Are They Effective? What Is Reliability? 187 What Is Validity? 188 What Is Utility? 191
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Application Blanks and Biographical Data 191 A Discrepancy between Research and Practice: The Use of Application Blanks and Biographical Data 192 How Do You Derive WAB or BIB or Accomplishment Record Weights? 193 Reference Checks and Background Checks 194 What Is the Validity of Reference Checks? 195 What Are the Legal Implications of Doing Background Checks and Reference Checks on Job Candidates? 195 Personnel Testing 196 What Is a Cognitive (or General Mental) Ability Test? 196 What Are Tests of Specific Mental Abilities? 198 Are There Racial Differences in Test Performance? 199 Why Do Minorities Score Lower than Whites on GMA Tests? 200 How Do Organizations Deal with Race Differences on Cognitive Ability Tests? 200 What Are Physical or Psychomotor Tests? 201 What Is Personality/Motivational/Dispositional Testing? 202 What Is the Validity of Personality Tests? 206 Approaches to the Prediction of Particular Criteria 208 How Do You Establish a Testing Program? 212 Drug Testing 212 Is Some Testing an Invasion of Privacy? 213 Performance Testing/Work Samples 214 What Is an Assessment Center? 215 How Are Assessments Done? 217 What Is the Validity and Adverse Impact of Assessment Centers and Other Performance Tests? 218 Performance Appraisals/Competency Assessment 218 Interviews 219 What Factors Affect the Employment Interview? 220 What Is the Validity of Employment Interviews? 221 How Can We Improve the Validity of Interviews? 223 What Are Major Types of Interviews? 224 The “Bottom Line” on Interview Validity 226 Combining Data from Various Selection Methods 226 What Is Individual Assessment? 228 Personnel Selection for Overseas Assignments 228 Weights for Expatriate Selection 231 Selection in Other Countries 232 The Bottom Line on Staffing 232 Summary 233 Discussion Questions 235
Part 3
Developing Human Resource Capability 237
Chapter 7 Performance Management and Appraisal 239 Objectives 239 Overview 239 How Do We Define Performance and Why Do We Measure It? 241 What Are the Uses of Performance Data? 243 Legal Issues Associated with Performance Appraisals 245 Deg an Appraisal System 246 Measurement Content 246 Categories of Performance Outcomes 247 The Measurement Process 248 Control of Rating Errors and Biases 255 Rater Training 260 Defining the Rater 262 Defining the “Ratee” 263 Rating the Unit on Performance 263 The Productivity Measurement and Enhancement System (ProMES) 264 Benchmarking—Gauging internal practices to external standards 268 istrative Characteristics 269 Methods of Delivering Performance 270 Summary 271 Discussion Questions 271 Chapter 8 Training and Development 273 Objectives 273 Overview 273 Defining Training and Development 275 Extent of Training and Development 276 A Systems View of Training 277 Discrepancies between Research and Practice 278 Needs Assessment 279 Organizational Analysis 280 Job Analysis 281 Person Analysis 281 Techniques for Collecting Needs Assessment Data 282 Deriving Instructional Objectives 282 Development of the Training Program 283 Deg a Learning Environment for Training 283 Preconditions of Learning 283 Conditions of the Learning Environment 285 Using Learning Principles to Develop Training Materials 287 Transfer of Training 287
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Choosing Methods for the Training Program 288 Informational Methods 291 Social Media Technologies for Learning 293 Experiential Methods 293 Evaluation 300 Barriers to Training Evaluation 300 Types of Criteria 301 Assessing the Costs and Benefits of Training 305 Designs for Evaluating Training 307 Benchmarking Training Efforts 308 Planning for Training Effectiveness in Organizations 309 Special Training Programs 310 Training For Generational Transitions 310 Employee Orientation Programs and Onboarding 310 Training for Teams 312 Diversity Awareness Training 313 Sexual Harassment Training 314 Cross-Cultural Training and Training for International Assignments 315 Summary 317 Discussion Questions 319
Copyright © 2013 The McGraw-Hill Companies. All rights reserved.
Chapter 9 Career Development 321 Objectives 321 Overview 321 Definitions 322 Implications of Workplace Changes for Individuals and Organizations 324 What Should Individuals Do? 324 What Should Organizations Do? 324 Importance of Understanding Career Development 325 Deg Career Development Systems 327 Benefits of Career Development Systems 328 Components of Career Development Systems 329 Self-Assessment Tools 330 Individual Counseling 331 Information Services 332 Organizational Assessment Programs 334 Developmental Programs 337 Career Programs for Special Target Groups 339 Fast-Track Employees 339 Outplacement Programs 339 Entrenched Employees 341 Supervisors and Career Counseling 342 Executive Coaching 342 Programs for Women, Minorities, and Employees with Disabilities 343 Programs for New Employees (Early-Career Issues) 344
Programs for Late Career and Retirement 344 Programs to Improve Work–Family Balance 345 Repatriates 349 Summary 351 Discussion Questions 351
Part 4
Compensating and Managing Human Resources 353
Chapter 10 Compensation: Base Pay and Fringe Benefits 355 Objectives 355 Overview 355 Five Objectives for Effective Compensation 359 Cash Compensation: Base Pay 360 The Traditional Approach to Compensation 362 What Is Internal Equity? 362 Job Evaluation Methods 362 What Is External Equity? 365 Current Trends in Salary istration 368 Government Influence on Compensation Issues 369 The Lilly Ledbetter Fair Pay Act 374 Pay Equity or Comparable Worth Policy 374 Paycheck Fairness Act 375 Other Compliance Issues 376 Fringe Compensation: Employee Benefits 377 Categories of Employee Benefits 378 Communicating the Benefits Program 388 International Compensation 389 Compensation in Offshore Operations 389 Compensation for Offshore Managers and Key Professionals 390 Base Salary 391 Foreign Service s 391 Allowances 392 Expatriate Benefits 392 Summary 393 Discussion Questions 394 Chapter 11 Rewarding Performance 397 Objectives 397 Overview 397 Does PFP Work? 400 What Are the Determinants of Effective Reward Systems? 401 What Are the Main Problems with PFP Programs? 404 What Are the Legal Implications of PFP? 406 vii
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How Do You Select a PFP System? 406 Who Should Be Included in a PFP System? 407 How Will Performance Be Measured? 407 What Are the Rewards in an Incentive System? 407 A Discrepancy between Research and Practice 408 Should You Use Individual, Group, or Company-Level PFP? 408 When Should Team-Based PFP Be Used? 409 Individual PFP Plans: Merit Pay and Incentive Systems 410 What Are Merit Pay Plans? 410 What Is Incentive pay? 412 What Are Sales Incentive Plans? 414 What Are Bonuses? 415 What Are Group Incentive Plans? 415 What Is Profit Sharing? 416 What Is Gainsharing? 417 What Are Employee Stock Option Plans? 420 Managerial and Executive Incentive Pay 421 Are There Documented Negative Consequences to Widening Pay Dispersion? 422 Should You Use Short- or Long-Term Measures of Performance? 422 What about the Corporate Board Room? 423 How Do Companies Keep Entrepreneurs and Promote Intrapreneurs? 424 What Are the Managerial Implications for PFP Programs? 424 Summary 425 Discussion Questions 427 Chapter 12 Managing the Employment Relationship 429 Objectives 429 Overview 429 Introduction 430 Organizational Justice 430 Ethics Programs 432 Organizational Entry 433 Employment Status 433 Flexible Work Arrangements 434 Realistic Job Previews 436 Socialization and Orientation 437 The Ongoing Relationship 438 External Forces: Law 439 Internal Forces: Employee Surveys 445 Internal Forces: Employee Handbooks 448 Violations of Policy/Discipline 451 Grievances 453 Organizational Exit 456 Termination 456 Resignation/Voluntary Turnover 457
Downsizing and Layoffs 460 Retirement 462 Summary 464 Discussion Questions 465 Chapter 13 Labor Relations and Collective Bargaining 467 Objectives 467 Overview 467 Why Do Workers Unions? 470 The Legal Environment of Labor Relations 471 National Labor Relations Act (NLRA) 472 The Taft-Hartley Act 473 Other Important Labor Laws 473 How Do Workers Form Unions? 475 Union Organizing Efforts 476 The Effects of Unions 477 Unions and High Performance Work Practices 479 Unions and Quality of Worklife Issues 479 Union Effects on Worker Satisfaction 480 Unions and HRM 480 Collective Bargaining 480 The Labor Contract 481 Issues in Collective Bargaining 481 Types of Bargaining 482 Conducting Labor Contract Negotiations 483 The Union’s Economic Power in Collective Bargaining 485 The Employer’s Power in Collective Bargaining 486 istration of the Labor Contract 487 Current and Future U.S. Trends in Labor Relations 491 Union hip 491 Public-Sector Union hip 492 Mergers and Acquisitions 493 Retraining Provisions 493 Employee Benefits 493 A Proposal to Reinvent U.S. Trade Unionism 493 International Issues 494 U.S. Managers and Unions 495 Global Collective Bargaining and Productivity 497 Summary 498 Discussion Questions 499 Chapter 14 Employee Health and Safety 501 Objectives 501 Overview 501 Common Workplace Injuries and Diseases 505 Distracted Driving 505 Legal Issues Related to Health and Safety 506 Workers’ Compensation 507 Fraudulent Claims 508
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The Occupational Safety and Health istration Act 509 Programs to Reduce Accidents at Work 523 Selective Hiring 524 Safety Training 524 Teamwork, Supervision, and Decentralized Decision Making 526 Incentive Systems 526 Safety Rules 527 Contemporary Issues Related to Health and Safety 527 AIDS and the Workplace 527 Drugs in the Workplace 529 Smoking and the Workplace 532 Violence in the Workplace 533 Video Display Terminals 539 Repetitive Strain Injuries (RSI) 539 Occupational Stress 541 Employee Assistance Programs 546 Employee Wellness or Fitness Programs 548 Summary 549 Discussion Questions 551 Recommended Internet Sites 551
Copyright © 2013 The McGraw-Hill Companies. All rights reserved.
Appendix A Critical Thinking Applications
553
1-A What Do You Know about HRM?* 553 1-B Corporate Social Responsibility and Human Resource Management* 553 1-C Resolution: Close Down the Human Resources Department 554 2-A What Is the Origin of Your University Apparel? 555 2-B International HR: How about a Cuppa? 557 3-A Are Dreadlocks Protected under Title VII? 558 3-B Allegations of Religious Discrimination 558 4-A Can PAS Defend Its Test in Court? 559 4-B What to Do with Job Diagnostic Survey Results* 561 5-A Freeman et al. v. the New Oxford Fire Department 561 5-B Hi, I’m in Bangalore (but I Can’t Say So) 565 5-C Is Wal-Mart Guilty of Gender Discrimination? 565 6-A What Privacy Do We Have in the Workplace? 567 6-B The Measurement of Personality Traits* 569 7-A Should We Measure Competencies in Performance Appraisal? 570 7-B The Role of Mystery Shoppers in Performance Appraisal 570
*The test or questionnaire component of these exercises is available online at the book’s website (www.mhhe.com/bernardin6e).
7-C Allegations of Age and Race Discrimination against Ford Motor Company 571 7-D Performance Appraisal Characteristics Questionnaire* 572 8-A Workplace Diversity Training 572 8-B Sexual Harassment Training* 573 9-A Careers and Corporate Social Responsibility 574 9-B O*NET Skills Search 574 10-A Defending Corporate Executive Pay 576 10-B Illegal Pay Discrimination, Bad Pay Policy, or Both? 578 10-C Legal or Illegal Compensation Plan? 579 10-D Is Café Espresso in Compliance with the Fair Labor Standards Act (FLSA)? 579 11-A The Case for and against Pay-for-Performance Systems 580 11-B The Prediction of Rating Error* 581 11-C Can We (and Should We) Apply the Lincoln Electric Method? 581 11-D Should Teacher Pay Be Tied to Student Test Scores? 582 12-A Employment-at-Will 583 12-B Developing Organizational Policy and a Code of Ethics 584 13-A Unionizing FedEx 584 13-B Do You the “Protecting Jobs from Government Interference Act”? 585 14-A Can Health and Safety Behavior Be Predicted?* 586 14-B The Measurement of Stress at Work* 587 Appendix B Chapter Exercises 589 1.1 An Interview with an HRM Specialist* 589 1.2 An Assessment of Customer Satisfaction and the Relationship to HRM Activities 589 1.3 Human Resource Issues at Valley National Bank 603 2.1 International HR Strategies: The Derivation of Policy 613 2.2 Going Global with Marriott Corporation** 617 2.3 International Assignment Problems at XYZ Corporation* 617 3.1 Zimpfer v. Palm Beach County 623 3.2 Goebel et al. v. Frank Clothiers 631 3.3 A Case of Illegal Sexual Harassment?* 635 3.4 Reverse Discrimination or Legal Affirmative Action? 639 3.5 Joseph Garcia v. Hooters, Cameron v. LaVeille Maison 647 3.6 Hiring a Bank Teller* 651 4.1 Writing a Position Description 655
**This exercise is available online at the book’s website (www.mhhe .com/bernardin6e). ix
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4.2
4.3 5.1 5.2 5.3 5.4 6.1 6.2 6.3 7.1 7.2 7.3 7.4 7.5 8.1 8.2 8.3 8.4
8.5 9.1 9.2
The Use of the Critical Incident Technique to Analyze the Job of University Professor* 669 Job Analysis at CompTech 669 A Turnover Problem at the Fort Lauderdale Herald 675 Permalco’s Recruiting Challenge* 679 Recruiting at Julia Richter’s “Dressed for Success”** 679 HR Planning at CompTech 685 Should Tenneco Use the Wonderlic Test? 687 Hiring a Plant Manager at Dynamo Industries 691 What Questions Can You (and Should You) Ask in an Interview?* 695 Performance-Appraisal : A Role-Play Exercise 699 The Heartland Greeting Cards Consulting Problem* 703 Exercise 7.3: ProMES Development at Sports “R” Us 703 Performance Appraisal at Darby Gas & Light 709 The Development of a Performance Appraisal System for Instructors* 703 Conducting a Needs Assessment 717 Rainyday Insurance Adjusters Company 721 Backwoods Mail Order Company* 725 The Development and Evaluation of a Training Program for Graduate Student Instructors 725 Self-Directed Learning Assessment* 729 Attitudes about Older People* 733 Career Development Self-Assessment Exercise 733
*The test or questionnaire component of these exercises is available online at the book’s website (www.mhhe.com/bernardin6e). **This exercise is available online at www.mhhe.com/bernardin6e.
9.3 Career Development at TechnoChip Computers* 733 10.1 Problems in the Pay System 741 10.2 Should the State Adopt a Pay Equity Policy? 747 10.3 Developing an Employee Benefits Program* 753 11.1 The Design of a PFP System for Mega Manufacturing** 753 11.2 Pay for Performance at Dee’s Personalized Baskets 753 12.1 An Approach to Downsizing 757 12.2 Compududes Considers Arbitration Options for Employee Disputes** 767 12.3 Handling an Employee’s Termination 767 13.1 Organizing a Union 771 13.2 Unions, Labor Law, and Managerial Prerogatives* 775 13.3 The Baseball Strike: An Example of Collective Bargaining* 777 14.1 The Development of a Company Antismoking Policy 777 14.2 The Development of an Antidrug Policy** 779 14.3 The Development of a Health and Safety Policy 779 14.4 The Development of a Threat Management Team for a Workplace Violence Incident* 783 Appendix C Assessment Guidelines for Self, Peer, and Designated Assessors** Available online at www.mhhe.com/bernardin6e Endnotes
785
Name Index 837 Company Index
839
Subject Index 847
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Contents
Preface xii
Part 1
Human Resource Management and the Environment 1
Chapter 1 Strategic Human Resource Management in a Changing Environment 3 Objectives 3 Overview 3 What Is Human Resource Management? 6 HRM and Corporate Performance 6 Discrepancies Between Academic Research and HRM Practice 8 The Domains of Human Resource Management 10 Trends Enhancing the Importance of HRM 12 Trend 1: The Increased Globalization of the Economy 13 Trend 2: Technological Changes, Challenges, and Opportunities 15 Trend 3: Increase in Litigation and Regulation Related to HRM 16 Trend 4: Changing Characteristics of the Workforce 18 Summary of Trend Effects 19 The Importance of HRM Measurement in Strategy Execution 21 The Workforce Scorecard 21 Competitive Advantage 25 Customer Value 25 Customer Value and Corporate Social Responsibility (CSR) 25 The Worker’s Rights Consortium 26 Maintaining Uniqueness 28 Sources of Uniqueness 28 Summary 30 Discussion Questions 30 Chapter 2 The Role of Globalization in HR Policy and Practice 33 Objectives 33 Overview 33 Foreign Direct Investment
34
How Do Companies Engage in International Commerce? 36 Exporting Work 39 Summary 40 What Influences the Decision to Invest in a Particular International Market? 40 Domestic versus International HRM 41 International HRM Strategies 46 What Influences the Choice of IHRM Strategy? 47 International Business Assignments 48 Goals of International Business Assignments 48 Challenges of International Business Assignments 49 Recent Trends in Overseas Assignments 52 Global Leadership Challenges 53 Summary 56 Discussion Questions 57 Chapter 3 The Legal Environment of HRM: Equal Employment Opportunity 59 Objectives 59 Overview 59 Equal Employment Opportunity Law 61 What Is Employment Discrimination? 62 What Are the Major Sources of EEO Redress? 62 How Do You File a Discrimination Lawsuit? 66 Title VII of the Civil Rights Act of 1964 68 What Is Not Prohibited by Title VII? 69 What Legal Steps Are Followed in a Title VII Case? 69 What Constitutes Sexual Harassment under Title VII? 76 What Is the Employer’s Liability in Harassment Cases? 77 What Is Affirmative Action? 80 What Is the Legal Status of Affirmative Action? 81 What Is Required before a Company Embarks on a Voluntary Affirmative Action/Diversity Program? 82 Is Affirmative Action Still Necessary? 82 The Age Discrimination in Employment Act of 1967, Amended in 1978 and 1986 83 What Is Required to Establish Prima Facie Evidence of Age Discrimination? 83
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Can Employers Claim Age as a Bona Fide Occupational Qualification (BFOQ)? 84 The Americans with Disabilities Act of 1990 (ADA) Amended in 2008 84 What Is Legal And Illegal under ADA? 87 Genetic Information Nondiscrimination Act (GINA) 88 Pregnancy Discrimination Act of 1978 89 Are Expatriates Covered by Federal EEO Laws When They Are Assigned to Countries Other Than the United States? 90 What Are Employee Rights When Working for Multinational Employers? 92 Future Trends in EEO 93 Alternative Dispute Resolution: An Employer Reaction to Increased Litigation 93 Summary 94 One Implication of Increased Litigation: Better HRM Practices 94 Discussion Questions 96
Part 2
Acquiring Human Resource Capability 97
Copyright © 2013 The McGraw-Hill Companies. All rights reserved.
Chapter 4 Work Analysis and Design 99 Objectives 99 Overview 99 What Is Work Analysis? 101 What Are the Major Goals for Work Analysis? 103 Do We Really Need All the Specificity in Formal Job Analysis? 103 What Is the Legal Significance of Work Analysis? 104 What Are the Major Work Analysis Products? 105 What Are the Major Methods of Work Analysis? 108 What Are the Dimensions on Which Work Analysis May Vary? 110 What Are the Most Useful Formal Approaches to Work Analysis? 112 Position Analysis Questionnaire (PAQ) 112 Management Position Description Questionnaire (MPDQ) 116 Competency Modeling 116 O*NET 121 Critical Incident Technique (CIT) 123 Personality-Based Job Analysis 127 Fleishman Job-Analysis Survey (F-JAS) 127 Job Compatibility Questionnaire (JCQ) 128 Work Analysis for Job Design 129 What Is Strategic Job Analysis? 132 Autonomous Work Groups (AWG) or Self-Managing Teams 133
Suggestions for Using AWGS or Self-Managing Work Teams 134 The Effectiveness of AWGS or Self-Managing Work Teams 134 Rating Source Matters: Potential Biases in Work Analysis Data 134 How Do You Choose the Best Work Analysis Method? 135 Summary 136 Discussion Questions 137 Chapter 5 Human Resource Planning and Recruitment 139 Objectives 139 Overview 139 Effective Human Resource Planning 141 Step One: Environmental Scanning 142 The Worker Adjustment and Retraining Notification Act (WARN) 143 Step Two: Labor Demand Forecast 149 Step Three: Labor Supply Forecast 151 Step Four: Gap Analysis 154 Step Five: Action Programming 159 Step Six: Control and Evaluation 159 The Recruitment Function: Putting HRP into Action 160 Recruitment, Other HR Activities, and Organizational Attractiveness 160 The Three Essential Steps for Recruitment Planning 162 The Two Sources of Recruiting: Internal and External 164 Advantages and Disadvantages of Internal and External Recruiting 164 External Recruitment Sources 166 What Methods of Recruiting Are Most Effective? 175 Two Philosophies of Recruiting: Flypaper versus Matching 179 Understanding the Recruits 180 Human Resource Planning and Recruitment for Multinational Corporations 181 Summary 183 Discussion Questions 184 Chapter 6 Personnel Selection 185 Objectives 185 Overview 185 Selection Methods: Are They Effective? What Is Reliability? 187 What Is Validity? 188 What Is Utility? 191
187
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Application Blanks and Biographical Data 191 A Discrepancy between Research and Practice: The Use of Application Blanks and Biographical Data 192 How Do You Derive WAB or BIB or Accomplishment Record Weights? 193 Reference Checks and Background Checks 194 What Is the Validity of Reference Checks? 195 What Are the Legal Implications of Doing Background Checks and Reference Checks on Job Candidates? 195 Personnel Testing 196 What Is a Cognitive (or General Mental) Ability Test? 196 What Are Tests of Specific Mental Abilities? 198 Are There Racial Differences in Test Performance? 199 Why Do Minorities Score Lower than Whites on GMA Tests? 200 How Do Organizations Deal with Race Differences on Cognitive Ability Tests? 200 What Are Physical or Psychomotor Tests? 201 What Is Personality/Motivational/Dispositional Testing? 202 What Is the Validity of Personality Tests? 206 Approaches to the Prediction of Particular Criteria 208 How Do You Establish a Testing Program? 212 Drug Testing 212 Is Some Testing an Invasion of Privacy? 213 Performance Testing/Work Samples 214 What Is an Assessment Center? 215 How Are Assessments Done? 217 What Is the Validity and Adverse Impact of Assessment Centers and Other Performance Tests? 218 Performance Appraisals/Competency Assessment 218 Interviews 219 What Factors Affect the Employment Interview? 220 What Is the Validity of Employment Interviews? 221 How Can We Improve the Validity of Interviews? 223 What Are Major Types of Interviews? 224 The “Bottom Line” on Interview Validity 226 Combining Data from Various Selection Methods 226 What Is Individual Assessment? 228 Personnel Selection for Overseas Assignments 228 Weights for Expatriate Selection 231 Selection in Other Countries 232 The Bottom Line on Staffing 232 Summary 233 Discussion Questions 235
Part 3
Developing Human Resource Capability 237
Chapter 7 Performance Management and Appraisal 239 Objectives 239 Overview 239 How Do We Define Performance and Why Do We Measure It? 241 What Are the Uses of Performance Data? 243 Legal Issues Associated with Performance Appraisals 245 Deg an Appraisal System 246 Measurement Content 246 Categories of Performance Outcomes 247 The Measurement Process 248 Control of Rating Errors and Biases 255 Rater Training 260 Defining the Rater 262 Defining the “Ratee” 263 Rating the Unit on Performance 263 The Productivity Measurement and Enhancement System (ProMES) 264 Benchmarking—Gauging internal practices to external standards 268 istrative Characteristics 269 Methods of Delivering Performance 270 Summary 271 Discussion Questions 271 Chapter 8 Training and Development 273 Objectives 273 Overview 273 Defining Training and Development 275 Extent of Training and Development 276 A Systems View of Training 277 Discrepancies between Research and Practice 278 Needs Assessment 279 Organizational Analysis 280 Job Analysis 281 Person Analysis 281 Techniques for Collecting Needs Assessment Data 282 Deriving Instructional Objectives 282 Development of the Training Program 283 Deg a Learning Environment for Training 283 Preconditions of Learning 283 Conditions of the Learning Environment 285 Using Learning Principles to Develop Training Materials 287 Transfer of Training 287
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Choosing Methods for the Training Program 288 Informational Methods 291 Social Media Technologies for Learning 293 Experiential Methods 293 Evaluation 300 Barriers to Training Evaluation 300 Types of Criteria 301 Assessing the Costs and Benefits of Training 305 Designs for Evaluating Training 307 Benchmarking Training Efforts 308 Planning for Training Effectiveness in Organizations 309 Special Training Programs 310 Training For Generational Transitions 310 Employee Orientation Programs and Onboarding 310 Training for Teams 312 Diversity Awareness Training 313 Sexual Harassment Training 314 Cross-Cultural Training and Training for International Assignments 315 Summary 317 Discussion Questions 319
Copyright © 2013 The McGraw-Hill Companies. All rights reserved.
Chapter 9 Career Development 321 Objectives 321 Overview 321 Definitions 322 Implications of Workplace Changes for Individuals and Organizations 324 What Should Individuals Do? 324 What Should Organizations Do? 324 Importance of Understanding Career Development 325 Deg Career Development Systems 327 Benefits of Career Development Systems 328 Components of Career Development Systems 329 Self-Assessment Tools 330 Individual Counseling 331 Information Services 332 Organizational Assessment Programs 334 Developmental Programs 337 Career Programs for Special Target Groups 339 Fast-Track Employees 339 Outplacement Programs 339 Entrenched Employees 341 Supervisors and Career Counseling 342 Executive Coaching 342 Programs for Women, Minorities, and Employees with Disabilities 343 Programs for New Employees (Early-Career Issues) 344
Programs for Late Career and Retirement 344 Programs to Improve Work–Family Balance 345 Repatriates 349 Summary 351 Discussion Questions 351
Part 4
Compensating and Managing Human Resources 353
Chapter 10 Compensation: Base Pay and Fringe Benefits 355 Objectives 355 Overview 355 Five Objectives for Effective Compensation 359 Cash Compensation: Base Pay 360 The Traditional Approach to Compensation 362 What Is Internal Equity? 362 Job Evaluation Methods 362 What Is External Equity? 365 Current Trends in Salary istration 368 Government Influence on Compensation Issues 369 The Lilly Ledbetter Fair Pay Act 374 Pay Equity or Comparable Worth Policy 374 Paycheck Fairness Act 375 Other Compliance Issues 376 Fringe Compensation: Employee Benefits 377 Categories of Employee Benefits 378 Communicating the Benefits Program 388 International Compensation 389 Compensation in Offshore Operations 389 Compensation for Offshore Managers and Key Professionals 390 Base Salary 391 Foreign Service s 391 Allowances 392 Expatriate Benefits 392 Summary 393 Discussion Questions 394 Chapter 11 Rewarding Performance 397 Objectives 397 Overview 397 Does PFP Work? 400 What Are the Determinants of Effective Reward Systems? 401 What Are the Main Problems with PFP Programs? 404 What Are the Legal Implications of PFP? 406 vii
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How Do You Select a PFP System? 406 Who Should Be Included in a PFP System? 407 How Will Performance Be Measured? 407 What Are the Rewards in an Incentive System? 407 A Discrepancy between Research and Practice 408 Should You Use Individual, Group, or Company-Level PFP? 408 When Should Team-Based PFP Be Used? 409 Individual PFP Plans: Merit Pay and Incentive Systems 410 What Are Merit Pay Plans? 410 What Is Incentive pay? 412 What Are Sales Incentive Plans? 414 What Are Bonuses? 415 What Are Group Incentive Plans? 415 What Is Profit Sharing? 416 What Is Gainsharing? 417 What Are Employee Stock Option Plans? 420 Managerial and Executive Incentive Pay 421 Are There Documented Negative Consequences to Widening Pay Dispersion? 422 Should You Use Short- or Long-Term Measures of Performance? 422 What about the Corporate Board Room? 423 How Do Companies Keep Entrepreneurs and Promote Intrapreneurs? 424 What Are the Managerial Implications for PFP Programs? 424 Summary 425 Discussion Questions 427 Chapter 12 Managing the Employment Relationship 429 Objectives 429 Overview 429 Introduction 430 Organizational Justice 430 Ethics Programs 432 Organizational Entry 433 Employment Status 433 Flexible Work Arrangements 434 Realistic Job Previews 436 Socialization and Orientation 437 The Ongoing Relationship 438 External Forces: Law 439 Internal Forces: Employee Surveys 445 Internal Forces: Employee Handbooks 448 Violations of Policy/Discipline 451 Grievances 453 Organizational Exit 456 Termination 456 Resignation/Voluntary Turnover 457
Downsizing and Layoffs 460 Retirement 462 Summary 464 Discussion Questions 465 Chapter 13 Labor Relations and Collective Bargaining 467 Objectives 467 Overview 467 Why Do Workers Unions? 470 The Legal Environment of Labor Relations 471 National Labor Relations Act (NLRA) 472 The Taft-Hartley Act 473 Other Important Labor Laws 473 How Do Workers Form Unions? 475 Union Organizing Efforts 476 The Effects of Unions 477 Unions and High Performance Work Practices 479 Unions and Quality of Worklife Issues 479 Union Effects on Worker Satisfaction 480 Unions and HRM 480 Collective Bargaining 480 The Labor Contract 481 Issues in Collective Bargaining 481 Types of Bargaining 482 Conducting Labor Contract Negotiations 483 The Union’s Economic Power in Collective Bargaining 485 The Employer’s Power in Collective Bargaining 486 istration of the Labor Contract 487 Current and Future U.S. Trends in Labor Relations 491 Union hip 491 Public-Sector Union hip 492 Mergers and Acquisitions 493 Retraining Provisions 493 Employee Benefits 493 A Proposal to Reinvent U.S. Trade Unionism 493 International Issues 494 U.S. Managers and Unions 495 Global Collective Bargaining and Productivity 497 Summary 498 Discussion Questions 499 Chapter 14 Employee Health and Safety 501 Objectives 501 Overview 501 Common Workplace Injuries and Diseases 505 Distracted Driving 505 Legal Issues Related to Health and Safety 506 Workers’ Compensation 507 Fraudulent Claims 508
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The Occupational Safety and Health istration Act 509 Programs to Reduce Accidents at Work 523 Selective Hiring 524 Safety Training 524 Teamwork, Supervision, and Decentralized Decision Making 526 Incentive Systems 526 Safety Rules 527 Contemporary Issues Related to Health and Safety 527 AIDS and the Workplace 527 Drugs in the Workplace 529 Smoking and the Workplace 532 Violence in the Workplace 533 Video Display Terminals 539 Repetitive Strain Injuries (RSI) 539 Occupational Stress 541 Employee Assistance Programs 546 Employee Wellness or Fitness Programs 548 Summary 549 Discussion Questions 551 Recommended Internet Sites 551
Copyright © 2013 The McGraw-Hill Companies. All rights reserved.
Appendix A Critical Thinking Applications
553
1-A What Do You Know about HRM?* 553 1-B Corporate Social Responsibility and Human Resource Management* 553 1-C Resolution: Close Down the Human Resources Department 554 2-A What Is the Origin of Your University Apparel? 555 2-B International HR: How about a Cuppa? 557 3-A Are Dreadlocks Protected under Title VII? 558 3-B Allegations of Religious Discrimination 558 4-A Can PAS Defend Its Test in Court? 559 4-B What to Do with Job Diagnostic Survey Results* 561 5-A Freeman et al. v. the New Oxford Fire Department 561 5-B Hi, I’m in Bangalore (but I Can’t Say So) 565 5-C Is Wal-Mart Guilty of Gender Discrimination? 565 6-A What Privacy Do We Have in the Workplace? 567 6-B The Measurement of Personality Traits* 569 7-A Should We Measure Competencies in Performance Appraisal? 570 7-B The Role of Mystery Shoppers in Performance Appraisal 570
*The test or questionnaire component of these exercises is available online at the book’s website (www.mhhe.com/bernardin6e).
7-C Allegations of Age and Race Discrimination against Ford Motor Company 571 7-D Performance Appraisal Characteristics Questionnaire* 572 8-A Workplace Diversity Training 572 8-B Sexual Harassment Training* 573 9-A Careers and Corporate Social Responsibility 574 9-B O*NET Skills Search 574 10-A Defending Corporate Executive Pay 576 10-B Illegal Pay Discrimination, Bad Pay Policy, or Both? 578 10-C Legal or Illegal Compensation Plan? 579 10-D Is Café Espresso in Compliance with the Fair Labor Standards Act (FLSA)? 579 11-A The Case for and against Pay-for-Performance Systems 580 11-B The Prediction of Rating Error* 581 11-C Can We (and Should We) Apply the Lincoln Electric Method? 581 11-D Should Teacher Pay Be Tied to Student Test Scores? 582 12-A Employment-at-Will 583 12-B Developing Organizational Policy and a Code of Ethics 584 13-A Unionizing FedEx 584 13-B Do You the “Protecting Jobs from Government Interference Act”? 585 14-A Can Health and Safety Behavior Be Predicted?* 586 14-B The Measurement of Stress at Work* 587 Appendix B Chapter Exercises 589 1.1 An Interview with an HRM Specialist* 589 1.2 An Assessment of Customer Satisfaction and the Relationship to HRM Activities 589 1.3 Human Resource Issues at Valley National Bank 603 2.1 International HR Strategies: The Derivation of Policy 613 2.2 Going Global with Marriott Corporation** 617 2.3 International Assignment Problems at XYZ Corporation* 617 3.1 Zimpfer v. Palm Beach County 623 3.2 Goebel et al. v. Frank Clothiers 631 3.3 A Case of Illegal Sexual Harassment?* 635 3.4 Reverse Discrimination or Legal Affirmative Action? 639 3.5 Joseph Garcia v. Hooters, Cameron v. LaVeille Maison 647 3.6 Hiring a Bank Teller* 651 4.1 Writing a Position Description 655
**This exercise is available online at the book’s website (www.mhhe .com/bernardin6e). ix
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4.2
4.3 5.1 5.2 5.3 5.4 6.1 6.2 6.3 7.1 7.2 7.3 7.4 7.5 8.1 8.2 8.3 8.4
8.5 9.1 9.2
The Use of the Critical Incident Technique to Analyze the Job of University Professor* 669 Job Analysis at CompTech 669 A Turnover Problem at the Fort Lauderdale Herald 675 Permalco’s Recruiting Challenge* 679 Recruiting at Julia Richter’s “Dressed for Success”** 679 HR Planning at CompTech 685 Should Tenneco Use the Wonderlic Test? 687 Hiring a Plant Manager at Dynamo Industries 691 What Questions Can You (and Should You) Ask in an Interview?* 695 Performance-Appraisal : A Role-Play Exercise 699 The Heartland Greeting Cards Consulting Problem* 703 Exercise 7.3: ProMES Development at Sports “R” Us 703 Performance Appraisal at Darby Gas & Light 709 The Development of a Performance Appraisal System for Instructors* 703 Conducting a Needs Assessment 717 Rainyday Insurance Adjusters Company 721 Backwoods Mail Order Company* 725 The Development and Evaluation of a Training Program for Graduate Student Instructors 725 Self-Directed Learning Assessment* 729 Attitudes about Older People* 733 Career Development Self-Assessment Exercise 733
*The test or questionnaire component of these exercises is available online at the book’s website (www.mhhe.com/bernardin6e). **This exercise is available online at www.mhhe.com/bernardin6e.
9.3 Career Development at TechnoChip Computers* 733 10.1 Problems in the Pay System 741 10.2 Should the State Adopt a Pay Equity Policy? 747 10.3 Developing an Employee Benefits Program* 753 11.1 The Design of a PFP System for Mega Manufacturing** 753 11.2 Pay for Performance at Dee’s Personalized Baskets 753 12.1 An Approach to Downsizing 757 12.2 Compududes Considers Arbitration Options for Employee Disputes** 767 12.3 Handling an Employee’s Termination 767 13.1 Organizing a Union 771 13.2 Unions, Labor Law, and Managerial Prerogatives* 775 13.3 The Baseball Strike: An Example of Collective Bargaining* 777 14.1 The Development of a Company Antismoking Policy 777 14.2 The Development of an Antidrug Policy** 779 14.3 The Development of a Health and Safety Policy 779 14.4 The Development of a Threat Management Team for a Workplace Violence Incident* 783 Appendix C Assessment Guidelines for Self, Peer, and Designated Assessors** Available online at www.mhhe.com/bernardin6e Endnotes
785
Name Index 837 Company Index
839
Subject Index 847
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