Human Resource. Management. Twelfth Edition. John M. Ivancevich

Transcription

1 Human Resource Management Twelfth Edition John M. Ivancevich Cullen Professor of Organizational Behavior and Management C.T. Bauer College of Business University of Houston Robert Konopaske Associate Professor of Management McCoy College of Business Administration Texas State University McGraw-Hill Irwin

2 Contents Preface vi Acknowledgments ix Appendix 1A Careers in HRM Notes PART ONE INTRODUCTION TO HUMAN RESOURCE MANAGEMENT AND THE ENVIRONMENT 1 Chapter 1 Human Resource Management 2 A Brief History of Human Resource Management 5 Strategic Importance of HRM 7 HRM and Organizational Effectiveness 9 Objectives of the HRM Function 10 Helping the Organization Reach Its Goals 11 Efficiently Employing the Skills and Abilities of the Workforce 11 Providing Well-Trained and Well-Motivated Employees 12 Increasing Employees' Job Satisfaction and Self-Actualization 12 Achieving Quality of Work Life 12 Communicating HRM Policies to All Employees 12 Maintaining Ethical Policies and Socially Responsible Behavior 13 Managing Change 13 Managing Increased Urgency and Faster Cycle Time 13 Who Performs HRM Activities 14 Outsourcing 14 The Interaction of Operating and HR Managers 15 HRM's Place in Management 15 HR Department Operations 16 HRM Strategy 16 Clarifying Meaningful HRM Objectives 17 HRM Policy 17 HRM Procedures 18 Organization of an HR Department 19 Summary 21 Key Terms 21 Questions for Review and Discussion 22 Application Case 1-1 The Human Resource Manager and Managing Multiple Responsibilities 22 Chapter 2 A Strategic Approach to Human Resource Management 29 A Model to Organize HRM 32 ARDM: A Diagnostic Approach to HRM 33 External Environmental Influences 34 Government Law and Regulations 34 The Union 35 Economic Conditions 36 Competitiveness 37 Composition and Diversity of the Labor Force 38 Geographic Location of the Organization 41 Internal Environmental Influences 42 Strategy 42 Goals 43 Organization Culture 44 Nature of the Task 45 Work Group 46 Leader's Style and Experience 46 Strategies HRM: An Important Key to Success 47 Strategic Challenges Facing HRM 48 Technology 48 Diversity: Building a Competitive Workforce 49 Caliber of the Workforce 52 Organizational Restructuring and Downsizing 53 Contingent Workers 53 People and the HRM Diagnostic Framework 54 Abilities of Employees 54 Employees 'Attitudes and Preferences 54 Motivation of Employees 54 Personality of Employees 55 Desirable End Results 55 Summary 56 Key Terms 58 Questions for Review and Discussion 58 Exercise 2-1 Dissecting the ARDM Model and Its Application 58 Application Case 2-1 Gen Y Rocks the Business World 59 Notes 61 xii

3 Contents xiii Chapter 3 Legal Environment of Human Resource Management: Equal Employment Opportunity 64 How Did EEO Emerge? 67 Societal Values and EEO 67 Economic Status of Minorities: Before The Government 68 Equal Employment Opportunity Laws: Content and Court Interpretations 68 Title VII of the 1964 Civil Rights Act 68 Title VII and Sexual Harassment 72 Title VII and Pregnancy Discrimination 74 Title VII and Religious Minorities 74 Title VII and "English-Only " Rules 75 Civil Rights Act of Executive Order (1965) 76 Equal Pay Act of Age Discrimination in Employment Act (ADEA) of Americans with Disabilities Act (ADA) of Americans with Disabilities Act Amendments Act (ADAAA) of State Laws 78 Enforcing the Law - 79 Equal Employment Opportunity Commission (EEOC) 79 The Courts 81 Affirmative Action in Organizations 83 What Is Affirmative Action? 83 / Voluntary Affirmative Action Plans 83 Involuntary Affirmative Action Plans 83 Affirmative Action Issues 84 Summary 86 : Key Terms 87 Questions for Review and Discussion 87 Exercise 3-1 Dissecting the Diagnostic Model and Its Application 88 Application Case 3-1 Sexual Harassment Cases Are Becoming More Complex 90 Notes 92 i ' Chapter 4 Global Human Resource Management 96 A Global Perspective 97 The Cultural Nature of Global HRM 99 The Concept of "Fit" in Global HRM 100 Multinational and Global Corporations 100 The Expatriate Manager in the Multinational Corporation 104 Selecting the Expatriate Manager 104 Culture Shock and the Expatriate Manager 106 Training the Expatriate Manager 107 Compensating the Expatriate Manager 109 Host Country Nationals and the Global Corporation 111 The Legal and Ethical Climate of Global HRM 111 Labor Relations and the International Corporation 113 Summary 115 Key Terms 116 Questions for Review and Discussion 116 Exercise 4 1 Development of Global Managers 116 Exercise 4-2 Avoiding Costly International HRM Mistakes 117 Application Case 4-1 A One-Year Assignment to China: Go Solo or Bring the Family? 118 Application Case 4-2 Reverse Offshoring: A New Source of Jobs for College Graduates? 119 Notes 120 PART TWO ACQUIRING HUMAN RESOURCES 127 Chapter 5 Human Resource Planning 128 Human Resource Planning 129 Strategic and Human Resource Planning 130 The HR Planning Process 131 Situation Analysis and Environmental Scanning 131 Forecasting Demand for Employees 131 Analyzing the Current Supply of Employees 135 Action Decisions in Human Resource Planning 137 Human Resource Information Systems 139 Employees' Privacy, Identity Theft, and HRIS 142 Summary 143 Key Terms 144 Questions for Review and Discussion 144 Application Case 5-1 Human Resource Planning and Virtual Human Resource Management 145 Notes 146

4 xiv Contents Chapter 6 Job Analysis and Design 150 The Vocabulary of Job Analysis 152 The Steps in Job Analysis 152 The Uses of Job Analysis 153 Who Should Conduct the Job Analysis? 154 The Use of Charts 154 Methods of Data Collection 156 Observation 156 Interviews 159 Questionnaires 159 Job Incumbent Diary or Log 159 Which Method to Use? 160 Specific Quantitative Techniques 160 Functional Job Analysis 160 Position Analysis Questionnaire 162 Management Position Description Questionnaire 164 Job Descriptions and Specifications 165 Job Analysis and Strategic Human Resource Management 168 Competency Modeling 170 Job Design 170 Scientific Management and the Mechanistic Approach 171 Job Enrichment: A Motivational Approach 172 Work-Family Balance and Job Design 173 Job Design in Teams 175 Summary 176 Key Terms 177 Questions for Review and Discussion 177 Application Case 6-1 Job Analysis: Assistant Store Managers at Today's Fashion 178 Application Case 6-2 Job Analysis and Maternity Leave: Calming the Boss's and Co-workers'Nerves 180 Notes 181 Chapter 7 Recruitment 186 External Influences 189 Government and Union Restrictions 189 Labor Market Conditions 190 Composition of Labor Force and Location of Organization 191 Interactions of the Recruit and the Organization 191 The Organization's View of Recruiting 191 The Potential Employee's View of Recruiting 192 Methods of Recruiting 195 Internal Recruiting 195 External Recruiting 196 Realistic Job Previews 202 Alternatives to Recruitment 203 Overtime 203 Outsourcing 204 Temporary Employment 204 Cost-Benefit Analysis of Recruiting 205 Summary 206 Key Terms 206 Questions for Review and Discussion 207 Exercise 7-1 Netiquette: Effectively Communicating with 207 Application Case 7-1 E-Recruiting: Too Much of a Good Thing? 208 Application Case 7-2 Are New Recruits Looking for Work-Life Balance? 210 Notes 212 Chapter 8 Selecting Effective Employees 217 Influences on the Selection Process 218 Environmental Circumstances Influencing Selection 218 Selection Criteria 219 Categories of Criteria 220 Reliability and Validity of Selection Criteria 223 The Selection Process 225 Step 1: Preliminary Screening 226 Step 2: Employment Interview 228 Step 3: Employment Tests 232 Step 4: Reference Checks and Recommendations 237 Step 5: Selection Decision 238 Step 6: Physical Examinations 239 Selection of Managers 240 ' Cost-Benefit Analysis for the Selection Decision 243 Summary 243 Key Terms 244 Questions for Review and Discussion 244 Exercise 8-1 Posting Your Resume Online 245 Application Case 8-1 Internet-Based Reference Checks: A New Approach 245 Application Case 8-2 Online Resumes Are Here to Stay? 247 Notes 248

5 Contents xv PART THREE REWARDING HUMAN RESOURCES 253 Chapter 9 Performance Evaluation and Management 254 The Case for Using Formal Evaluation 258 Purposes of Evaluation 258 Legal Implications of Performance Evaluations 258 Format of Evaluation 260 Establish Criteria 261 Set Policies on Who Evaluates, When, and How Often 261 Who Should Evaluate the Employee? 262 Selected Evaluation Techniques 264 Individual Evaluation Methods 264 Multiple-Person Evaluation Methods 270 Management by Objectives 273 Which Technique to Use 275 Potential Problems in Performance Evaluations 276 Opposition to Evaluation 276 System Design and Operating Problems 276 Rater Problems 276 The Halo Effect ' 277 Eliminating Rater Errors 279 Avoiding Problems with Employees 280 The Feedback Interview 281 Summary 283 Key Terms 284 Questions for Review and Discussion 284 Exercise 9-1 Selecting and Appraising Administrative Assistants at. Row Engineering 285 Application Case 9-1 Evaluating Store Managers at Bridgestone/Firestone Tire & Rubber 287 Application Case 9-2 The Politics of Performance Appraisal 291 Notes 294 I Chapter 10 Compensation: An Overview 297 Objective of Compensation 299 External Influences on Compensation 299 The Labor Market and Compensation 299 Economic Conditions and Compensation 302 Government Influences and Compensation 302 Union Influences and Compensation 307 Internal Influences on Compensation 307 The Labor Budget 309 Who Makes Compensation Decisions 309 Pay and Employees' Satisfaction 309 Pay and Employees' Productivity 310 Compensation Decisions 312 The Pay-Level Decision 312 Pay Surveys 313 The Pay Structure Decision 315 Delayering and Broadbanding 320 The Individual Pay Decision 321 Summary 321 Key Terms 322 Questions for Review and Discussion 322 Application Case 10-1 The Comparable Worth Debate 322 Notes 325 Chapter 11 Compensation: Methods and Policies Determination of Individual Pay 330 Methods of Payment 331 Flat Rates 331 Payment for Time Worked 331 Variable Pay: Incentive Compensation 332 Ownership 342 People-Based Pay 343 Executive Pay 344 Issues in Compensation Administration 346 Pay Secrecy or Openness 347 Pay Security 348 Pay Compression 349 Summary 349 Key Terms 350 Questions for Review and Discussion 350 Application Case 11 1 Customizing Bonus Pay Plans 351 Notes 354 Chapter 12 Employee Benefits and Services 358 Background 360 Why Do Employers Offer Benefits and Services? 360 Who Makes Decisions about Benefits? 360 Mandated Benefits Programs 361 Unemployment Insurance 362 Social Security 363 Workers' Compensation

6 xvi Contents Voluntary Benefits 366 Compensation for Time Off 366 Paid Holidays 367 Paid Vacations 367 International Vacation Benefits 368 Personal Time Off 368 Sick Leave 368 Family Leave 369 Maternity and Parental Leave 369 Employer-Purchased Insurance 370 Health Insurance 370 Life Insurance 372 Disability Income Replacement Insurance 373 Income in Retirement 373 Retirement Income from Savings and Work 373 Individual Retirement Accounts (IRAs) 373 SEP (Simplified Employee Pension) IRAs (k) Plans 374 Employee Services 376 Stock Ownership Plans 376 Education Programs 376 Preretirement Programs 377 Child Care 377 Elder Care 377 Financial Services 377 Social and Recreational Programs 3 78 Flexible Benefits Plans and Reimbursement Accounts 378 Managing an Effective Benefits Program 379 Step 1: Set Objectives and Strategies for Benefits 379 Step 2: Involve Participants and Unions 380 Step 3: Communicate Benefits 380 Step 4: Monitor Costs Closely 380 Cost-Benefit Analysis of Benefits 380 Summary 381 Key Terms 382 Questions for Review and Discussion 382 Application Case 12-1 Benefits Are Vanishing 382 Notes 385 PART FOUR DEVELOPING HUMAN RESOURCES 389 Chapter 13 Training and Development 390 Introduction to Orientation 393 Goals of Orientation 394 Who Orients New Employees? 394 Orientation Follow-Up 395 Introduction to Training 395 Goals of Training 396 Learning Theory and Training 397 Training Activities 398 Managing the Training Program 399 Determining Needs and Objectives 399 Choosing Trainers and Trainees 403 Training and Development Instructional Methods 403 On-the-Job Training 403 Case Method 405 Role-Playing 405 In-Basket Technique 406 Management Games 406 Behavior Modeling 407 Outdoor-Oriented Programs 407 Which Training and/or Development Approach Should Be Used? 408 Management Development: An Overview 414 What Is Management Development? 414 Development: Individual Techniques 415 Goal Setting 415 Behavior Modification 417 Development: Team Building 421 Evaluation of Training and Development 422 Criteria for Evaluation 422 A Matrix Guide for Evaluation 423 Summary 424 Key Terms 425 Questions for Review and Discussion 426 Exercise 13-1 Assessing Training Needs 426 Application Case 13-1 Dunkin' Donuts and Domino's Pizza: Training for Quality and Hustle 426 Notes 428 Chapter 14 Career Planning and Development 432 The Concept of Career 434 Career Stages 436 Career Choices 438 Career Development: A Commitment 442 Career Development for Recent Hirees 443 Causes of Early Career Difficulties 443 How to Counteract Early Career Problems 444 Career Development during Midcareer 446 The Midcareer Plateau 446 How to Counteract Midcareer Problems 447 Preretirement Problems 448

7 Contents xvii How to Minimize Retirement Adjustment Problems 448 Career Planning and Pathing 449 Career Planning 449 Career Pathing 451 Career Development Programs: Problems and Issues 452 Managing Dual Careers 452 Career Planning and Equal Employment Opportunity 454 Downsizing and Job Loss 455 Summary 459 Key Terms 460 Questions for Review and Discussion 460 Exercise 14-1 My Career Audit 461 Application Case 14-1 The Dual-Career Couple 461 Notes 464 PART FIVE LABOR-MANAGEMENT RELATIONS AND PROMOTING SAFETY AND HEALTH 467 Chapter 15 Labor Relations and Collective Bargaining 468 Early Collective Action and Union Formation 470 Labor Legislation Overview 472 National Labor Relations Act (Wagner Act) 472 Labor Management Relations Act (Taft-Hartley Act) 473 Labor-Management Reporting and Disclosure Act (Landrum-Griffin Act) 473 Structure and Management of Unions 473 Federation of Unions 473 Intermediate Union Bodies 474 National Unions 475 «Local Unions 475 \ The Union Organizing Campaign 475 Authorization Card Campaign and Union Certification 476 Union Security 477 Levels of Union Security 478 Right-to-Work Requirements 478 Public Employee Associations 479 Background 479. Public Sector Labor Legislation 480 Collective Bargaining 480 P renegotiation 481 Selecting the Negotiators 481 Developing a Bargaining Strategy 482 Using the Best Tactics 483 Reaching a Formal Contractual Agreement 484 Contract Ratification 484 Failure to Reach Agreement 484 Strikes 485 Lockouts 485 Permanent Replacements 486 Third-Party Intervention 486 Administering the Contract 487 Discipline 487 Grievances 487 Arbitration 489 The Changing Climate of Unionization in the United States 490 Union Membership Trends 490 Global Unionization 491 Union Organizing Trends 491 Summary 493 Key Terms 494 Questions for Review and Discussion 494 Exercise 15-1 Reporting on Labor Unions 495 Exercise 15-2 Union-Management Contract Negotiations 495 Application Case 15-1 Boeing's Decision to Build the 787 Dreamliner in South Carolina: Good Business Decision or Union Busting? 498 Notes 499 Chapter 16 Managing Employee Discipline 502 Categories of Difficult Employees 504 Category 1: Ineffective Employees 504 Category 2: Alcoholic and Substance-Abusing Employees 505 Category 3: Participants in Theft, Fraud, and Other Illegal Acts 507 Category 4: Rule Violators 509 The Discipline Process 512 Approaches to Discipline 514 The Hot Stove Rule 514 Progressive Discipline 514 Positive Discipline 515 The Disciplinary Interview: A Constructive Approach 516

8 xviii Contents Legal Challenges to Discipline and Termination Employment at Will 517 Alternative Dispute Resolution 519 Summary 521 Key Terms 521 Questions for Review and Discussion 522 Exercise 16-1 Making Difficult Decisions 522 Application Case 16-1 The High Cost of Theft and Fraud 523 Notes 525 Chapter 17 Promoting Safety and Health Background 529 Causes of Work-Related Accidents and Illnesses 532 Who Is Involved with Safety and Health? 532 Governmental Responses to Safety and Health Problems 543 OSHA Safety Standards 534 OSHA Inspections 536 OSHA Record Keeping and Reporting 536 OSHA: A Report Card 537 Organizational Responses to Safety and Health Issues 538 Safety Design and Preventive Approaches 538 Inspection, Reporting, and Accident Research 538 Safety Training and Motivation Programs 539 Preventive Health Programs: A Wellness Approach 539 Safety and Health Issues 541 Stress Management 542 Violence in the Workplace 543 Indoor Environmental Quality (IEQ) 544 HIV-AIDS in the Workplace 546 Cumulative Trauma Disorders (CTDs) 548 Evaluation of Safety and Health Programs 549 Summary 550 Key Terms 551 Questions for Review and Discussion 551 Exercise 17-1 Preparing for an OSHA Inspection 551 Application Case 17-1 Campus Food Systems 552 Notes 554 Appendix A Measuring Human Resource Activities 557 Appendix B Where to Find Information, Facts, and Figures about Human Resource Management 563 Appendix C Career Planning 571 Glossary 581 Photo Credits 591 Name Index 593 Company Index 601 Subject Index 603