Strategic Human Resource Management

Cover......Page 1 Half Title......Page 2 Title......Page 4 Statement......Page 5 Copyright......Page 6 Dedication......Page 7 Brief Contents......Page 8 Contents......Page 9 Preface......Page 14 About the Author......Page 17 Part 1: The Context of Strategic Human Resource Management......Page 19 Learning Objectives......Page 21 Adopting an Investment Perspective......Page 22 Valuation of Assets......Page 24 Understanding and Measuring Human Capital......Page 25 HR Metrics......Page 28 Factors Influencing How “Investment Oriented” an Organization Is......Page 30 Critical Thinking......Page 33 Chapter References......Page 34 Reading 1.1: The India Way: Lessons for the U.S.......Page 35 Reading 1.2: Strategic Human Resource Management as Ethical Stewardship......Page 51 Learning Objectives......Page 61 Workforce Demographic Changes and Diversity......Page 62 Ethical Behavior......Page 73 Corporate Social Responsibility/Sustainability......Page 79 Critical Thinking......Page 84 Chapter References......Page 85 Reading 2.1: Stereotype Threat at Work......Page 88 Reading 2.2: The Ethics of Human Resource Management......Page 104 Reading 2.3: How Do Corporations Embed Sustainability Across the Organization?......Page 119 Learning Objectives......Page 131 Models of Strategy......Page 132 The Process of Strategic Management......Page 133 Corporate Strategies......Page 140 Business Unit Strategies......Page 141 Conclusion......Page 145 Chapter References......Page 146 Reading 3.1: Are You Sure You Have a Strategy?......Page 148 Reading 3.2: Bringing Human Resources Back into Strategic Planning......Page 160 Learning Objectives......Page 167 Introduction......Page 168 Strategic HR Versus Traditional HR......Page 169 Barriers to Strategic HR......Page 179 Outsourcing and Revamping HR......Page 182 Conclusion......Page 183 Critical Thinking......Page 185 Chapter References......Page 186 Reading 4.1: Distinctive Human Resources Are Firms’ Core Competencies......Page 188 Reading 4.2: Employee Engagement and Commitment......Page 198 Learning Objectives......Page 217 Introduction......Page 218 Objectives of Strategic Workforce Planning......Page 220 Types of Planning......Page 221 Mentoring......Page 230 Conclusion......Page 232 Critical Thinking......Page 233 Chapter References......Page 234 Reading 5.1: Diverse Succession Planning: Lessons From the Industry Leaders......Page 235 Reading 5.2: The Annual HR Strategic Planning Process: Design and Facilitation Lessons from Corning Incorporated Human Resources......Page 248 Learning Objectives......Page 255 Design of Work Systems......Page 256 Strategic Redesign of Work Systems......Page 263 Mergers and Acquisitions......Page 268 Impact of Technology......Page 269 HR Issues and Challenges Related to Technology......Page 271 Understanding Change......Page 277 Managing Change......Page 278 Critical Thinking......Page 279 Chapter References......Page 280 Reading 6.1: Using Outsourcing for Strategic Competitiveness in Small and Medium-sized Firms......Page 283 Reading 6.2: Monitoring Employee E-mails: Is There Any Room for Privacy?......Page 290 Learning Objectives......Page 303 Employment-at-Will......Page 304 Federal Antidiscrimination Laws......Page 305 Enforcement of Federal Laws Under the EEOC......Page 313 Affirmative Action......Page 316 Sexual Harassment......Page 317 Problems in Managing Sexual Harassment......Page 319 Strategy for Managing Sexual Harassment......Page 321 Trends in Employment Litigation......Page 322 Critical Thinking......Page 325 Chapter References......Page 326 Reading 7.1: In Defense of Preference......Page 328 Reading 7.2: The Management of Organizational Justice......Page 334 Part 2: Implementation of Strategic Human Resource Management......Page 347 Learning Objectives......Page 349 Recruiting......Page 350 International Assignments......Page 367 Documentation of Employment Eligibility......Page 368 New Trends in Staffing......Page 369 Conclusion......Page 372 Exercises......Page 373 Chapter References......Page 374 Reading 8.1: Temporary Help Agencies and the Making of a New Employment Practice......Page 377 Reading 8.2: Assessment Instruments for the Global Workforce......Page 391 Learning Objectives......Page 401 Introduction......Page 402 Benefits of Training and Development......Page 404 Planning and Strategizing Training......Page 405 Organizational Development......Page 410 Integrating Training with Performance Management Systems and Compensation......Page 414 Exercises......Page 416 Chapter References......Page 417 Reading 9.1: Confronting the Bias Against On-Line Learning in Management Education......Page 418 Reading 9.2: Becoming a Leader: Early Career Challenges Faced by MBA Graduates......Page 434 Learning Objectives......Page 455 Introduction......Page 456 Use of the System......Page 457 Who Evaluates......Page 459 What to Evaluate......Page 462 How to Evaluate......Page 465 Measures of Evaluation......Page 466 Other Considerations......Page 470 Conclusion......Page 472 Exercises......Page 473 Chapter References......Page 474 Reading 10.1: Effective Leadership Behavior: What We Know and What Questions Need More Attention......Page 475 Reading 10.2: Managing the Life Cycle of Virtual Teams......Page 492 Learning Objectives......Page 507 Equity......Page 508 Legal Issues in Compensation......Page 519 Executive Compensation......Page 520 Critical Thinking......Page 522 Chapter References......Page 523 Reading 11.1: Exposing Pay Secrecy......Page 525 Reading 11.2: The Development of a Pay-for-Performance Appraisal System for Municipal Agencies: A Case Study......Page 539 Learning Objectives......Page 557 Introduction......Page 558 Why Employees Unionize......Page 560 The National Labor Relations Act......Page 561 Behavior During Organizing Campaigns......Page 562 Collective Bargaining......Page 563 Failure to Reach Agreement......Page 564 Unions Today......Page 565 Conclusion......Page 567 Exercises......Page 568 Chapter References......Page 569 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......Page 570 Reading 12.2: Social Media, Employee Privacy and Concerted Activity: Brave New World or Big Brother?......Page 578 Learning Objectives......Page 587 Reductions in Force......Page 588 Turnover......Page 592 Retirement......Page 598 Alumni Relations......Page 599 Critical Thinking......Page 600 Chapter References......Page 601 Reading 13.1: Retaining Talent: Replacing Misconceptions with Evidence-Based Strategies......Page 603 Reading 13.2: Knowledge Management Among the Older Workforce......Page 619 Learning Objectives......Page 629 Introduction......Page 630 Assessing Culture......Page 631 Strategic HR Issues in Global Assignments......Page 634 Repatriation......Page 638 The European Union......Page 640 Mexico and Canada......Page 641 China......Page 642 India......Page 643 Exercises......Page 644 Chapter References......Page 645 Reading 14.1: In the Eye of the Beholder: Cross Cultural Lessons in Leadership from Project Globe......Page 647 Reading 14.2: Cross-Cultural Management and Organizational Behavior in Africa......Page 671 Subject Index......Page 683 Name Index......Page 688 Company Index......Page 690 This text 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