Combined text.pdf - balance sheet approach Index comparative methods 339 344 bargaining impasse 247 compensable factors 283-284 288 base pay

Combined text.pdf - balance sheet approach Index...

This preview shows page 1 out of 361 pages.

You've reached the end of your free preview.

Want to read all 361 pages?

Unformatted text preview: balance sheet approach Index comparative methods 339, 344 bargaining impasse 247 compensable factors 283-284, 288 base pay compensation 126, 132 360-degree performance appraisal 243 behavior description interview 97 absconding 227 compensatory model biculturalism 105 330 achievement test competitive or combative listening bidding system 206-207 65 active listening 206-207, 216 compensation package 9, 87, 113-116, 125-131, 135-137 acceptability 102, 106-109 7-10, 14-43, 55, 61, 73, 80-81, 87-89, 107, 113-144, 150-151, 157, 161-166, 214-215, 228, 233, 237-238, 257, 270, 278, 284, 296, 304, 308, 317-320, 325, 338-346 behavioral methods 247-248 244-246 123 biographical information blanks (BIBs) Consolidated Omnibus Budget Reconciliation Act (COBRA) 131 93 acute stress 301, 313-314 bona fide occupational qualification (BFOQ) constructive discharge 233, 237-238 54, 73-75, 83 adaption 330-337 continuous scale brown bag lunch training 248 179-181, 194 adverse impact 50, 110 contrast bias cafeteria plan 99 17, 23 Age Discrimination in Employment Act (ADEA) cost of living annual increase (COLA) capital criteria career development program agency fees 182, 190-192 281 carpal tunnel syndrome (CTS) agency shop 300, 304 281-284 248-251, 257 204 281, 288 227 cultural noise bias culture 10, 22, 30, 38, 47-52, 59-61, 75-79, 93, 117, 160-163, 172, 252-253, 257, 275, 310-312, 318, 324-345 chronic stress Americans with Disabilities Act (ADA) critical incident appraisal 99 checkoff provision alternative dispute resolution (ADR) 4, 31, 38-40, 48, 68, 87-95, 99-109, 161, 229-230, 238-239, 243-248, 252-253, 258-268, 340, 345 252 checklist scale aggressive communicator 132 8, 14, 30, 319, 328, 345 54 301, 313-314 55, 219 cumulative trauma disorder (CTD) clinical selection approach analytical communication style 304, 313-314 104 202 cyberbullying closed shop aptitude test 310-316 281-284, 288 102, 106-109 cyberloafing code of ethics arbitration 19, 23-24 22 160, 227, 275, 286 delayering and banding codetermination arbitrator 124 341-344 286-289 diagonal communication cognitive ability test assertive communicator 199-201 92, 102 204 direct turnover cost collective bargaining asynchronous 143-146, 164 224, 236-238, 272-288, 341 179-181 directing management style company culture autocratic style 208-209, 213-214 208 30, 38, 49-52, 59-60, 75, 79, 93, 160-162, 172 disability insurance comparable worth baby boomers 20-26, 190 133-134, 308 129 This book is fully searchable online at discipline essay appraisal grievance process 5, 9, 217-230, 235, 239, 279, 283 discrete scale 248 ethics 248 disparate impact group grievance 5, 9-10, 15-16, 21-26, 172-175, 184, 219, 240 eustress 301-302, 313-314 exit interview 74-75, 83, 93-95, 104, 109 distress 60, 151, 156, 165, 228 328-347 expectancy theory 99 Hay profile method 4, 11, 18-23, 37, 45-61, 65, 70, 75, 80-83, 94, 140, 158 127-130, 138 expresser communication style 5, 18, 72, 127, 132, 253, 310, 317-319, 324, 328, 332, 338, 344 99 halo effect or reverse halo effect 301-302, 310-314 domestic 208 gut feeling bias expatriate diversity 287-289 grouplets 74-75, 83, 93-95, 102-104, 109-111 disparate treatment 160, 236-238, 283-288 124 head hunter 201 external candidate 37 high-performance work system (HPWS) downward communication 94-95 199-201 external factor driver style 146, 156, 164 home-country national strategy 11-12, 41, 64, 116-118, 220 201 external training Drug-Free Workplace Act of 1988 329-332, 345 horizontal communication 170-174, 190-193, 334 234 extremely hazardous substances (EHSs) economic strike 199-201 host-country national strategy 296 283-284 Fair Labor Standards Act (FLSA) elation/honeymoon 329-332, 338, 344-346 HR plan 129-130, 138 330 Family and Medical Leave Act (FMLA) Emergency Planning and Community Right to Know Act (EPCRA) 296 29-43, 49 HRM strategic plan 55-59 Federal Employees Compensation Act (FECA) 29-36, 41-43, 80, 114 human resource management (HRM) 129, 138 emotional intelligence (EI) 198-199, 207, 214-216 Federal Unemployment Tax Act (FUTA) 7-8, 14, 27-28, 46, 64, 113, 294, 318 human resource strategy 129, 138 employee assistance program (EAP) 312 flexible work schedule 29, 42 hygiene factor 11, 107, 159 employee empowerment 161 foreign tax credit 149, 156, 165 hyperstress 341-347 employee orientation 170-173, 180, 193, 224 four-fifths rule 302, 313-314 hypostress 50, 110-111 employee referral program (ERP) 80 free-rein style 302, 313-314 illegal topic 209-214 employee stock ownership plan 132 generalization bias 282 Immigration Reform and Control Act (IRCA) 99 employee training and development 170-173, 193 global implied contract 15-18, 26-29, 47-48, 61-64, 80, 127-130, 138-140, 176, 181, 275, 312, 317-324, 328-338, 344-347 employment-at-will principle (EAW) 231 in-house training program good faith and fair dealing exception Equal Pay Act 172-173 indirect turnover cost graphic rating scale 142-146, 164 248-249, 254-257 equity theory 126, 130, 138, 144 improvement plans 228, 260-267 125 231-233 129 231-233 going rate model Equal Employment Opportunity Commission (EEOC) 49, 53, 58-59, 63, 73, 83, 103, 138 71 individual assessment grievance procedure 183 285 This book is fully searchable online at individual/personal grievances KSAOs multiple cutoff model 287 individualism-collectivism 91-92, 102-103, 107 labor union multiple hurdle model 324, 328, 344 interest based bargaining 272-275, 280, 288 Landrum Griffin Act 276, 280, 288 learning objective 184, 188 localized compensation strategy 338-339 lockout 28, 283-284, 288, 296 management by objectives (MBOs) 253 management fit model 126 managerial training 176-177, 181, 185, 193 mandatory category 282 market compensation policy 116 market minus philosophy 116-117 market plus philosophy 119-120 job description 183 Occupational Safety and Health Act (OSHA) 51, 63-71, 75-76, 83, 89, 95, 104, 221, 244-245, 318, 333 job classification system 131 occupational (task) assessment 174 job analysis 275, 280 OASDHI 174 ISO14000 46, 181, 325-328, 335, 345 Norris-LaGuardia Act 142, 146 ISO9000 204-205, 241, 325, 335 norms 223 involuntary turnover 99 nonverbal language 99, 112 investigative interview 80-83 nonverbal behavior bias 5, 15, 72, 77, 168, 174, 181, 196, 273, 279, 283, 316-347 interview bias 276 nepotism 65, 94-95, 109 international 14-16, 23 National Labor Relations Board (NLRB) 236 internal candidate 105 multitask 223, 237-238 interest-based bargaining 105 116-117 295 Occupational Safety and Health Administration (OSHA) 177, 293-294, 300, 314-316 masculinity and femininity 39, 63-76, 82-84, 94-95, 104, 108, 124, 241-247, 253, 258, 262-268, 313, 333 325 11, 18, 26, 318, 328, 344 material culture job descriptive index (JDI) 326-328, 345 151 227 296 178-181, 185 160, 227, 275, 285-286, 291 183 54, 285, 289 32, 64 50-51, 170-181, 185, 193, 325, 338 159 172, 178, 182, 193-196 27, 318, 328, 343-344 248 339 149, 156, 165, 220 118, 253 4, 9, 45-61, 341 job swapping jurisdictional strikes 283 participative style 209-214 multinational 140, 305, 319, 324, 328-331, 344-347 180-181, 185, 193 paired comparison multiculturalism job specifications 65-66, 70-71, 75-76, 83, 89-91, 247, 258-259, 266 overseas premium motivation factor job shadowing 180-185, 193 outsourcing mixed standard scale job rotation 191 outcome fairness mentoring job knowledge test 103 organizational life cycle mentor job evaluation 118-119, 123-124, 130 organizational assessment mediator job enrichment 161 on-the-job coaching mediation job enlargement 160-165 ombudsman system material data safety sheets job design 65, 160, 164-165, 220 offshoring participatory management style 208 multiple chemical sensitivity (MCS) or environmental illness (EI) passive communicator 313-314 This book is fully searchable online at 204 passive listening recruitment 206-207 Patriot Act 71-75, 83, 234 slowdown 4-5, 9, 20, 37, 49-52, 59, 63-88, 94, 113-114, 143-144, 157-160, 170, 184, 331-333 16, 175-177, 181, 185, 193-194 pay grade levels 242-243, 268 201 244-246 93-95, 109-110, 228, 244-246 repatriation 334, 338, 343 Pension Benefit Guaranty Corporation (PBGC) 134 specificity reliability peer resolution system 227 span of control relater style pay grading 124 soft skills reinforcement theory 127-130, 138 124 283, 317 resignation staffing 7-9, 14, 20-23, 29-42, 64-65, 76, 82-83, 166, 319, 328-332, 345-346 staffing plan 228-233, 238 people-oriented style 208, 213-214 resistance 9, 34-37, 65 statistical method 48-51, 310, 330 performance appraisal 39, 158, 221, 242-246, 253-266, 270, 340, 347 results methods 104-105 step-review system 247 performance evaluation system 242-246, 258-259, 265-268 retaliatory discharge 227 stock option 233-238 permissive topic 282 retention straight commission plan 4-10, 14, 23, 29, 34, 42, 81, 113-114, 135, 141-173, 184, 214-215, 275, 310 point-factor system 123 retention plan 142-152, 156-168 28, 243, 275-284, 288-291 281-284, 288 95, 101, 109 229-230, 238 29, 158, 190, 258, 325, 338 326-328, 345 283 41, 173-186, 193 179-181 276 231 synchronous secondary actions progressive discipline process public policy exception sympathy strikes safety training professional training 223, 228-230, 239 succession planning rituals procedural justice 175-177, 181-185, 193 structured interview rightsizing problem-solving interview 159 strike right-to-work states principle grievance 263 stressor 301 338, 343 287-289 stress reverse culture shock power distance 325-328, 345 132 19, 23-24, 171, 300-303, 312-316, 329-337, 343-344 power and privilege 46-51, 59 55, 107, 128-132 Taft-Hartley Act selection process 236, 276-284, 288 4, 18, 36, 40, 50, 54, 63-65, 71-73, 82, 87-92, 102-114, 160, 170, 329-334 task-oriented style 208-209 severance package quality training 228-230, 238-239 174-185, 193 team training 176-181, 185, 193 sick-out Railway Labor Act (RLA) 283-284 275 teamwork management style 208 similar to me bias ranking method system 99 252 technical training 174-185 situational interview rating 97 93, 104-109, 194-195, 228, 239-270, 290, 340 telecommuting 11-14, 159-166 situational leadership model reasonable accommodation 210-214 50, 55-58, 73, 219 tell and listen 263 skills training recency bias 99 10, 172-181, 185, 193-194 tell and sell interview 263 This book is fully searchable online at theory X manager union salting walk-out 150, 156, 165 theory Y manager 278 union shop web-based training 150, 156, 165 Title VII of the Civil Rights Act 281-284, 288-289 union steward 273 unstructured interview 95-96 upward communication 199 validity 319, 324-328, 344 transnational process transnational representation 324, 328, 344 276, 283 work sample tests 92-95, 109, 228, 244-248, 252, 257 values 324, 328, 344 233, 237-240 wildcat strikes 247-248 transnational 93 whistleblowing 275, 319 trait method 179-185, 193 weighted application form 54 trade agreement 283 103 work standards approach 20-21, 28-33, 42, 61, 113, 117, 124, 171, 176, 253, 275, 325-328, 335, 345 vestibule training 252 Worker Adjustment and Retraining Notification Act (WARN) 181-186, 193 transnational scope 324, 328, 344 vesting period 233, 237-238 workplace bullying 135 turnover 18, 23-28, 32-33, 114-117, 142-146, 150-152, 156-174, 178, 193, 199, 207-208, 214, 302, 310 uncertainty avoidance virtual organization 18, 24 visa 48, 329-332, 342-345 Visa Waiver Program (VWP) 283-284 union union or policy grievance 17, 220, 226, 230, 237 yellow-dog contracts 342-345 voluntary turnover 5, 10, 15-19, 23, 28, 77, 81, 117-122, 223-225, 235-238, 243, 271-291, 299, 316-320, 341 233, 237-238 wrongful termination 325-328, 345 unfair labor practices strike 310-315 wrongful discharge 275, 280 yield ratio 142-146, 168 Wagner Act 235-238, 275-276, 280, 288 287-289 This book is fully searchable online at 82-84 Human Resource Management By Laura Portolese Dias 294087-1 Human Resource Management Laura Portolese Dias Published by: Flat World Knowledge, Inc. One Bridge Street Irvington, NY 10533 This work is licensed under the Creative Commons Attribution-Noncommercial-Share Alike 3.0 Unported License. To view a copy of this license, visit or send a letter to Creative Commons, 171 Second Street, Suite 300, San Francisco, California, 94105, USA. Printed in North America Brief Contents Author Bio Acknowledgments Dedications Preface Chapter 1 The Role of Human Resources Chapter 2 Developing and Implementing Strategic HRM Plans Chapter 3 Diversity and Multiculturalism Chapter 4 Recruitment Chapter 5 Selection Chapter 6 Compensation and Benefits Chapter 7 Retention and Motivation Chapter 8 Training and Development Chapter 9 Successful Employee Communication Chapter 10 Managing Employee Performance Chapter 11 Employee Assessment Chapter 12 Working with Labor Unions Chapter 13 Safety and Health at Work Chapter 14 International HRM Index Contents Author Bio 1 Acknowledgments 2 Dedications 3 Preface 4 Chapter 1 Chapter 2 Chapter 3 Chapter 4 Chapter 5 The Role of Human Resources 7 Human Resource Management Day to Day 7 What Is Human Resources? 8 Skills Needed for HRM 14 Today’s HRM Challenges 17 Cases and Problems 23 Endnotes 26 Developing and Implementing Strategic HRM Plans 27 The Value of Planning 27 Strategic Planning 28 Writing the HRM Plan 35 Tips in HRM Planning 40 Cases and Problems 42 Endnotes 44 Diversity and Multiculturalism 45 Hiring Multicultural 45 Diversity and Multiculturalism 46 Diversity Plans 49 Multiculturalism and the Law 53 Cases and Problems 59 Endnotes 61 Recruitment 63 Keeping Up with Growth 63 The Recruitment Process 64 The Law and Recruitment 71 Recruitment Strategies 75 Cases and Problems 83 Endnotes 85 Selection 87 The Interview 87 The Selection Process 88 Chapter 6 Chapter 7 Chapter 8 Chapter 9 Chapter 10 Criteria Development and Résumé Review 91 Interviewing 95 Testing and Selecting 102 Making the Offer 106 Cases and Problems 108 Endnotes 112 Compensation and Benefits 113 Matching Compensation with Core Values 113 Goals of a Compensation Plan 114 Developing a Compensation Package 115 Types of Pay Systems 118 Other Types of Compensation 131 Cases and Problems 137 Endnotes 140 Retention and Motivation 141 Dissatisfaction Isn’t Always about Pay 141 The Costs of Turnover 142 Retention Plans 146 Implementing Retention Strategies 157 Cases and Problems 164 Endnotes 168 Training and Development 169 Training: Not Like It Used to Be 169 Steps to Take in Training an Employee 170 Types of Training 174 Training Delivery Methods 177 Designing a Training Program 182 Cases and Problems 193 Endnotes 196 Successful Employee Communication 197 The Biggest Challenge 197 Communication Strategies 198 Management Styles 207 Cases and Problems 214 Endnotes 216 Managing Employee Performance 217 A Dilemma 217 Handling Performance 218 Employee Rights 230 Cases and Problems 237 Endnotes 240 Chapter 11 Chapter 12 Chapter 13 Chapter 14 Index Employee Assessment 241 A Tough Conversation 241 Performance Evaluation Systems 242 Appraisal Methods 247 Completing and Conducting the Appraisal 258 Cases and Problems 265 Endnotes 270 Working with Labor Unions 271 Unhappy Employees Could Equal Unionization 271 The Nature of Unions 272 Collective Bargaining 280 Administration of the Collective Bargaining Agreement 285 Cases and Problems 288 Endnotes 291 Safety and Health at Work 293 Training for Safety 293 Workplace Safety and Health Laws 294 Health Hazards at Work 300 Cases and Problems 314 Endnotes 316 International HRM 317 Things Weren’t What They Seemed 317 Offshoring, Outsourcing 318 Staffing Internationally 328 International HRM Considerations 332 Cases and Problems 344 Endnotes 347 349 Author Bio Laura Portolese Dias holds a master of business administration from City University of Seattle and a doctorate of business administration from Argosy University. Laura is a tenured professor at Shoreline Community College and teaches in the business department. She also teaches graduate and undergraduate management and HRM courses for The University of Phoenix–Western Washington Campus. Before becoming a professor, Laura worked for several small and large organizations in management and operations. She is also an entrepreneur who has performed consulting work for companies such as Microsoft. Laura has authored two books for McGraw-Hill and numerous supplemental materials. In her free time, she enjoys hiking, backpacking, scuba diving, and snowshoeing. She lives in Seattle, Washington, with her husband, Alain, and her two rescue dogs, Casey and Sal. Acknowledgments I would like to thank each and every one of the reviewers for their contributions to this book. Their ideas, feedback, and suggestions make this book one of the most innovative HRM books on the market, and I thank them personally for their insight. < < < < < < < < < < < < < < < < < < < < < < < < Carol Decker, Tennessee Wesleyan College Melissa Gruys, Wright State University Lisa Stafford, Fairfield University Fred Kellinger, Penn State University–Beaver Campus Avan Jassawalla, SUNY Geneseo Cheryl Adkins, Longwood University James Tan, St. Cloud State University Niclas Erhardt, Maine Business School Valerie Wallingford, Bemidji State University Stanley Ross, Bridgewater State University Jack Walker, Texas Tech University Howard Stanger, Canisius College Tracy Porter, Cleveland State University Shirish Grover, College of Business, Ferris State University Josh Daspit, University of North Texas Robin Hoggins-Blake, Palm Beach State College Carlton R. Raines, Lehigh Carbon Community College Kees Rietsema, Embry-Riddle Aeronautical University Gemmy Allen, North Lake College Kim Lukaszewski, SUNY New Paltz Eddy Ng, Dalhousie University Adib Birkland, The City College of New York Allison Pratt, Saddleback College/Brandman University Christina Reis, University of New Haven, College of Business The team at Flat World Knowledge is the best in the business. I am grateful to Michael Boezi for bringing me on the FWK author team. His enthusiasm for the FWK model and his vision is inspiring. Jenn Yee’s ability to get me started in the right direction and Melissa Yu’s follow-through, lightning-fast e-mail responses, amazingly good judgment, and quiet encouragement is ultimately what created the innovative finished product. I would also like to thank the talented people at FWK whom I don’t know, who quietly work in the background, such as the rendering people, technical people, and others, who I know put a great deal of effort into the final product and are a key component to FWK’s success. Also, thank you to Danielle Loparco for editing my first round of work. I would like to thank my friends and family, who have supported me through this process. This list is long, but I hope they know who they are. I would like to specifically mention my husband, Alain, for understanding the late nights and long days, and also for being my best friend. My parents, Emanuele and JoAnn, for their constant encouragement and support of me professionally and personally not only today, but always. Lastly, thank you to the professors who adopt this book and support this new model of textbooks, which inevitably supports our students’ educational goals and success. Dedications I would like to dedicate the book to the students who will be using it. I wish you future career success and hope you never stop learning. Preface Thank you for using Portolese Dias’s Human Resource Management! Whether you are an instructor or student, by using this book you are part of the Flat World Knowledge revolution. As instructors, the ability to customize this book by changing, adding, deleting, and moving text around, we are leveraging technology while making it beneficial (and cheaper!) for our students. If you are a student, I think you will appreciate the conversational style and features designed to make reading the book engaging. Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with ...
View Full Document

  • Fall '14
  • Dias 2011 Use Ctl F To Search

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

Stuck? We have tutors online 24/7 who can help you get unstuck.
A+ icon
Ask Expert Tutors You can ask You can ask You can ask (will expire )
Answers in as fast as 15 minutes