Strategic Human Resource Management

Description

Make human resources work for you. STRATEGIC HUMAN RESOURCE MANAGEMENT shows you how through its unique system of concept integration. Most human resources textbooks give you the theories without showing you the connections to real life. This textbook lets you see both sides of human resources: the theory and the application. That way, you will not only get a great grade in class, you will be on your way to success after college as well. Important Notice: Media content referenced within the product description or the product text may not be available in the ebook version. Brief Contents Contents Preface About the Author Part 1: The Context of Strategic Human Resource Management Ch 1: An Investment Perspective of Human Resource Management Learning Objectives Introduction Adopting an Investment Perspective Valuation of Assets Understanding and Measuring Human Capital HR Metrics Factors Influencing How “Investment Oriented” an Organization Is Conclusion Critical Thinking Exercises Chapter References Reading 1.1: The India Way: Lessons for the U.S. Reading 1.2: Strategic Human Resource Management as Ethical Stewardship Ch 2: Social Responsibility and Human Resource Management Learning Objectives Introduction Workforce Demographic Changes and Diversity Ethical Behavior Corporate Social Responsibility/Sustainability Conclusion Critical Thinking Exercises Chapter References Reading 2.1: Stereotype Threat at Work Reading 2.2: The Ethics of Human Resource Management Reading 2.3: How Do Corporations Embed Sustainability Across the Organization? Ch 3: Strategic Management Learning Objectives Introduction Models of Strategy The Process of Strategic Management Corporate Strategies Business Unit Strategies Conclusion Critical Thinking Exercises Chapter References Reading 3.1: Are You Sure You Have a Strategy? Reading 3.2: Bringing Human Resources Back into Strategic Planning Ch 4: The Evolving/Strategic Role of Human Resource Management Learning Objectives Introduction Strategic HR Versus Traditional HR Barriers to Strategic HR Outsourcing and Revamping HR Conclusion Critical Thinking Exercises Chapter References Reading 4.1: Distinctive Human Resources Are Firms’ Core Competencies Reading 4.2: Employee Engagement and Commitment Ch 5: Strategic Workforce Planning Learning Objectives Introduction Objectives of Strategic Workforce Planning Types of Planning Mentoring Conclusion Critical Thinking Exercises Chapter References Reading 5.1: Diverse Succession Planning: Lessons From the Industry Leaders Reading 5.2: The Annual HR Strategic Planning Process: Design and Facilitation Lessons from Corning Incorporated Human Resources Ch 6: Design and Redesign of Work Systems Learning Objectives Introduction Design of Work Systems Strategic Redesign of Work Systems Mergers and Acquisitions Impact of Technology HR Issues and Challenges Related to Technology Understanding Change Managing Change Conclusion Critical Thinking Exercises Chapter References Reading 6.1: Using Outsourcing for Strategic Competitiveness in Small and Medium-sized Firms Reading 6.2: Monitoring Employee E-mails: Is There Any Room for Privacy? Ch 7: Employment Law Learning Objectives Introduction Employment-at-Will Scope of Laws Federal Antidiscrimination Laws Enforcement of Federal Laws Under the EEOC Executive Orders Affirmative Action Sexual Harassment Problems in Managing Sexual Harassment Strategy for Managing Sexual Harassment Trends in Employment Litigation Conclusion Critical Thinking Exercises Chapter References Reading 7.1: In Defense of Preference Reading 7.2: The Management of Organizational Justice Part 2: Implementation of Strategic Human Resource Management Ch 8: Staffing Learning Objectives Introduction Recruiting International Assignments Documentation of Employment Eligibility New Trends in Staffing Conclusion Critical Thinking Exercises Chapter References Reading 8.1: Temporary Help Agencies and the Making of a New Employment Practice Reading 8.2: Assessment Instruments for the Global Workforce Ch 9: Training and Development Learning Objectives Introduction Benefits of Training and Development Planning and Strategizing Training Organizational Development Integrating Training with Performance Management Systems and Compensation Conclusion Critical Thinking Exercises Chapter References Reading 9.1: Confronting the Bias Against On-Line Learning in Management Education Reading 9.2: Becoming a Leader: Early Career Challenges Faced by MBA Graduates Ch 10: Performance Management and Feedback Learning Objectives Introduction Use of the System Who Evaluates What to Evaluate How to Evaluate Measures of Evaluation Other Considerations Conclusion Critical Thinking Exercises Chapter References Reading 10.1: Effective Leadership Behavior: What We Know and What Questions Need More Attention Reading 10.2: Managing the Life Cycle of Virtual Teams Ch 11: Compensation Learning Objectives Introduction Equity Legal Issues in Compensation Executive Compensation Conclusion Critical Thinking Exercises Chapter References Reading 11.1: Exposing Pay Secrecy Reading 11.2: The Development of a Pay-for-Performance Appraisal System for Municipal Agencies: A Case Study Ch 12: Labor Relations Learning Objectives Introduction Why Employees Unionize The National Labor Relations Act Behavior During Organizing Campaigns Collective Bargaining Failure to Reach Agreement Unions Today Conclusion Critical Thinking Exercises Chapter References Reading 12.1: A Big Chill on a “Big Hurt:” Genuine Interest in Employment of Salts in Assessing Protection Under the National Labor Relations Act Reading 12.2: Social Media, Employee Privacy and Concerted Activity: Brave New World or Big Brother? Ch 13: Employee Separation and Retention Management Learning Objectives Introduction Reductions in Force Turnover Retirement Alumni Relations Conclusion Critical Thinking Exercises Chapter References Reading 13.1: Retaining Talent: Replacing Misconceptions with Evidence-Based Strategies Reading 13.2: Knowledge Management Among the Older Workforce Ch 14: Global Human Resource Management Learning Objectives Introduction How Global HRM Differs From Domestic HRM Assessing Culture Strategic HR Issues in Global Assignments Repatriation The European Union Mexico and Canada China India Conclusion Critical Thinking Exercises Chapter References Reading 14.1: In the Eye of the Beholder: Cross Cultural Lessons in Leadership from Project Globe Reading 14.2: Cross-Cultural Management and Organizational Behavior in Africa Subject Index Name Index Company Index