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Fundamental of Human Resource Management PDF

436 Pages·2010·14.29 MB·English
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JWCL192_fm_i-xxiii.qxd 9/7/09 5:06 PM Page xx JWCL192_fm_i-xxiii.qxd 9/7/09 5:06 PM Page i This online teaching and learning environment integrates the entire digital textbook with the most effective instructor and student resources WR ÀW HYHU\ OHDUQLQJ VW\OH With WileyPLUS: ‡ Students achieve concept ‡ Instructors personalize and manage mastery in a rich, their course more effectively with structured environment assessment, assignments, grade that’s available 24/7 tracking, and more ‡ manage time better ‡study smarter ‡ save money From multiple study paths, to self-assessment, to a wealth of interactive visual and audio resources, WileyPLUS gives you everything you need to personalize the teaching and learning experience. »F ind out how to MAKE IT YOURS » www.wileyplus.com JWCL192_fm_i-xxiii.qxd 9/7/09 5:06 PM Page ii ALL THE HELP, RESOURCES, AND PERSONAL SUPPORT YOU AND YOUR STUDENTS NEED! 2-Minute Tutorials and all Student support from an of the resources you & your experienced student user students need to get started Ask your local representative Collaborate with your colleagues, www.wileyplus.com/firstday for details! find a mentor, attend virtual and live events, and view resources www.WhereFacultyConnect.com Pre-loaded, ready-to-use Technical Support 24/7 Your WileyPLUS assignments and presentations FAQs, online chat, Account Manager www.wiley.com/college/quickstart and phone support Training and implementation support www.wileyplus.com/support www.wileyplus.com/accountmanager MAKE IT YOURS! JWCL192_fm_i-xxiii.qxd 9/11/09 5:46 PM Page iii Fundamentals of Human Resource Management Tenth Edition David A. DeCenzo Coastal Carolina University Conway, SC Stephen P. Robbins San Diego State University San Diego, CA Tenth Edition Contributor Susan L. Verhulst Des Moines Area Community College Ankeny, IA John Wiley & Sons, Inc. JWCL192_fm_i-xxiii.qxd 9/11/09 5:46 PM Page iv Associate Publisher George Hoffman Executive Editor Lise Johnson Senior Editoral Assistant Sarah Vernon Marketing Manager Amy Scholz Marketing Assistant Laura Finley Production Manager Dorothy Sinclair Senior Production Editor Sandra Dumas Freelance Development Editor Susan McLaughlin Senior Designer Kevin Murphy Interior Design Laura Ierardi Senior Media Editor Allison Morris Senior Photo Editor Hilary Newman Production Management mb editorial services Cover Design David Levy Cover Credit ©Michael Eudenbach/Getty Images, Inc. This book was set in 10/12 ITC Legacy Serif Book by Aptaracorp, Inc. and printed and bound by Courier/Kendallville. The cover was printed by Courier/Kendallville. This book is printed on acid free paper. ⬁ Copyright © 2010, 2007, 2005, 2002 John Wiley & Sons, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning or otherwise, except as permitted under Sections 107 or 108 of the 1976 United States Copyright Act, without either the prior written permis- sion of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc. 222 Rosewood Drive, Danvers, MA 01923, website www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030-5774, (201)748-6011, fax (201)748-6008, website http://www.wiley.com/go/permissions. To order books or for customer service please, call 1-800-CALL WILEY (225-5945). DeCenzo, David A, Robbins, Stephen P. Fundamentals of Human Resource Management—10th ed. ISBN-13 978-0470-16968-1 Printed in the United States of America 10 9 8 7 6 5 4 3 2 1 JWCL192_fm_i-xxiii.qxd 9/11/09 5:46 PM Page v Brief Contents PART 1 UNDERSTANDING HRM Chapter 1 The Dynamic Environment of HRM 2 Chapter 2 Fundamentals of Strategic HRM 28 PART 2 THE LEGAL AND ETHICAL CONTEXT OF HRM Chapter 3 Equal Employment Opportunity 56 Chapter 4 Employee Rights and Discipline 84 PART 3 STAFFING THE ORGANIZATION Chapter 5 Human Resource Planning and Job Analysis 110 Chapter 6 Recruiting 132 Chapter 7 Foundations of Selection 154 PART 4 TRAINING AND DEVELOPMENT Chapter 8 Socializing, Orienting, and Developing Employees 182 Chapter 9 Managing Careers 208 PART 5 MAINTAINING HIGH PERFORMANCE Chapter 10 Establishing the Performance Management System 230 Chapter 11 Establishing Rewards and Pay Plans 260 Chapter 12 Employee Benefits 286 Chapter 13 Ensuring a Safe and Healthy Work Environment 312 PART 6 LABOR–MANAGEMENT ENVIRONMENTS Chapter 14 Understanding Labor Relations and Collective Bargaining 340 Endnotes 367 Glossary 389 Company Index 395 Subject Index 398 v JWCL192_fm_i-xxiii.qxd 9/11/09 11:14 PM Page vi Contents PART 1 Employee Involvement 20 UNDERSTANDING HRM How Organizations Involve Employees 20 Employee Involvement Implications for HRM 20 Other HRM Challenges 21 Chapter 1 Recession 21 The Dynamic Environment of HRM 2 Off Shoring 21 Mergers 22 Learning Outcomes 2 A Look at Ethics 22 Introduction 4 Summary 23 Understanding Cultural Environments 4 Demonstrating Comprehension: Questions The Changing World of Technology 5 for Review 24 What Is a Knowledge Worker? 6 Key Terms 24 How Technology Affects HRM Practices 6 HRM Workshop 25 Recruiting 7 Linking Concepts to Practice: Discussion Questions 25 Employee Selection 7 Developing Diagnostic and Analytical Skills 25 Training and Development 7 Case 1: Work/Life Balance at Baxter 25 Ethics and Employee Rights 7 Working with a Team: Understanding Diversity Issues 25 Motivating Knowledge Workers 7 Learning an HRM Skill: Guidelines for Acting Ethically 26 Paying Employees Market Value 8 Enhancing Your Communication Skills 26 Communications 8 Decentralized Work Sites 8 Skill Levels 8 Chapter 2 A Legal Concern 8 ETHICAL ISSUES IN HRM: Invasion of Privacy? 9 Fundamentals of Strategic HRM 28 WORKPLACE ISSUES: We Are Now Entering Learning Outcomes 28 the Blogosphere 10 Introduction 30 Workforce Diversity 10 Why Is HRM Important to an Organization? 30 The Workforce Today 10 DID YOU KNOW?: A Management Recap 31 DID YOU KNOW?: Chief Diversity Officer 11 The Strategic Nature 32 How Diversity Affects HRM 11 The HRM Functions 33 WORKPLACE ISSUES: Diversity Awareness 12 Staffing Function 34 What Is a Work/Life Balance? 12 Training and Development Function 35 DID YOU KNOW?: Looking at the Future of HRM 13 Motivation Function 36 DID YOU KNOW?: International Diversity 14 Maintenance Function 37 The Labor Supply 14 How External Influences Affect HRM 38 Do We Have a Shortage of Skilled Labor? 14 The Dynamic Environment of HRM 38 Why Do Organizations Lay Off Employees during Laws and Regulation 38 Shortages? 15 Labor Unions 38 How Do Organizations Balance Labor Supply? 15 Management Thought 39 Issues Contingent Workers Create for HRM 16 Structure of the HRM Department 40 Continuous Improvement Programs 18 Employment 40 Work Process Engineering 19 Training and Development 41 How HRM Can Support Improvement Programs 19 Compensation and Benefits 42 How HRM Assists in Work Process Engineering 19 Employee Relations 42 vi JWCL192_fm_i-xxiii.qxd 9/11/09 5:47 PM Page vii Contents vii Top Management Commitment 43 The Americans with Disabilities Act of 1990 62 Effective Upward Communication 43 The Civil Rights Act of 1991 63 Determining What to Communicate 44 The Family and Medical Leave Act of 1993 63 Allowing for Feedback 44 Uniformed Services Employment and Reemployment Rights Information Sources 44 Act of 1994 64 Relevant Executive Orders 64 WORKPLACE ISSUES: HRM Certification 44 Guarding Against Discrimination Practices 65 Is a Career in HRM for Me? 45 DID YOU KNOW?: Is a Problem Brewing? 66 ETHICAL ISSUES IN HRM: Purposely Distorting Information 46 Determining Potential Discriminatory Practices 66 Does HRM Really Matter? 46 The 4/5ths Rule 66 Restricted Policy 66 HR Trends and Opportunities 47 Geographical Comparisons 67 Outsourcing 47 McDonnell-Douglas Test 67 Professional Employer Organization (PEO) 47 Responding to an EEO Charge 67 Shared Services 47 Business Necessity 68 HRM in an Entrepreneurial Enterprise 48 Bona Fide Occupational Qualifications 68 HRM in a Global Environment 48 Seniority Systems 68 HR and Corporate Ethics 49 Selected Relevant Supreme Court Cases 69 Summary 50 Cases Concerning Discrimination 69 Demonstrating Comprehension: Questions Cases Concerning Reverse Discrimination 71 for Review 51 ETHICAL ISSUES IN HRM: English-Only Rules 72 Key Terms 51 Enforcing Equal Opportunity Employment 72 HRM Workshop 52 The Role of the EEOC 72 Linking Concepts to Practice: Discussion Questions 52 Office of Federal Contract Compliance Program Developing Diagnostic and Analytical Skills 52 (OFCCP) 73 Case 2: Nine-to-Five No More 52 Current Issues in Employment Law 74 Working with a Team: Making a Layoff Decision 52 What Is Sexual Harassment? 74 Learning an HRM Skill: HR Certification 53 Are Women Reaching the Top of Organizations? 75 Enhancing Your Communication Skills 54 DID YOU KNOW?: EEOC Reaches Out to Young Workers 76 HRM in a Global Environment 78 Summary 79 PART 2 Demonstrating Comprehension: Questions THE LEGAL AND ETHICAL CONTEXT for Review 80 Key Terms 80 OF HRM HRM Workshop 81 Linking Concepts to Practice: Discussion Questions 81 Developing Diagnostic and Analytical Skills 81 Chapter 3 Case Application 3-A: Diversity Is the New Color Equal Employment Opportunity 56 This Year 81 Case Application 3-B: When Oversight Fails 81 Learning Outcomes 56 Working with a Team: What’s Your Perception? 82 Introduction 58 Learning an HRM Skill: Investigating a Harassment Laws Affecting Discriminatory Practices 58 Complaint 82 The Importance of the Civil Rights Act of 1964 59 Enhancing Your Communication Skills 83 Affirmative Action Plans 59 DID YOU KNOW?: Suggestions for Recruiting Minorities and Women 60 Chapter 4 Adverse Impact 61 Employee Rights and Discipline 84 What Other Laws Affect Discrimination Practices? 61 Learning Outcomes 84 Age Discrimination in Employment Act of 1967 62 The Pregnancy Discrimination Act of 1978 62 Introduction 86 JWCL192_fm_i-xxiii.qxd 9/7/09 5:06 PM Page viii viii Contents Employee Rights Legislation and the HRM Implications 86 PART 3 The Privacy Act of 1974 86 STAFFING THE ORGANIZATION The Fair Credit Reporting Act of 1974 87 The Drug-Free Workplace Act of 1988 87 The Polygraph Protection Act of 1988 88 Chapter 5 The Worker Adjustment and Retraining Notification Human Resource Planning and Job Act of 1988 88 Analysis 110 Current Issues Regarding Employee Rights 90 Drug Testing 90 Learning Outcomes 110 DID YOU KNOW?: Why Organizations Conduct Introduction 112 Drug Tests 91 An Organizational Framework 112 Honesty Tests 92 ETHICAL ISSUES IN HRM: Competitive Intelligence 114 Whistle-Blowing 92 Linking Organizational Strategy to Human Resource Employee Monitoring and Workplace Planning 115 Security 93 Assessing Current Human Resources 115 DID YOU KNOW?: By the Numbers 93 Human Resource Information Systems 115 Workplace Romance 94 Succession Planning 116 The Employment-at-Will Doctrine 95 Determining the Demand for Labor 117 Exceptions to the Doctrine 96 Predicting the Future Labor Supply 117 Contractual Relationship 96 Where Will We Find Workers? 118 Statutory Considerations 96 Matching Labor Demand and Supply 118 Public Policy Violation 96 Job Analysis 120 Implied Employment Contract 96 Job Analysis Methods 120 Breech of Good Faith 97 Observation Methods 120 Discipline and Employee Rights 97 Individual Interview Method 120 What Is Discipline? 97 Group Interview Method 120 WORKPLACE ISSUES: Managers Should Be Prepared before Structured Questionnaire Method 120 Disciplining Employees 98 Technical Conference Method 120 Diary Method 121 Factors to Consider When Disciplining 98 Structured Job Analysis Techniques 121 Disciplinary Guidelines 99 O*NET and the Department of Labor 121 Disciplinary Actions 101 Position Analysis Questionnaire 122 Written Verbal Warning 101 Purpose of Job Analysis 123 Written Warning 102 Suspension 102 Job Descriptions 123 Dismissal 103 Job Specifications 123 Job Evaluations 124 Summary 104 The Multifaceted Nature of Job Analysis 124 Demonstrating Comprehension: Questions for Review 105 Job Design 125 Key Terms 106 Job Enrichment 125 HRM Workshop 107 Flexible Work Schedules 126 Linking Concepts to Practice: Discussion Job Design and Teams 127 Questions 107 Summary 127 Developing Diagnostic and Analytical Skills 107 Demonstrating Comprehension: Questions Case Application 4-A: Casino Has No Sense of Humor for Review 128 Regarding “Dilbert” Comic 107 Key Terms 129 Case Application 4-B: Off-the-Job Behaviors 107 HRM Workshop 130 Working with a Team: Dealing in Gray Areas 108 Linking Concepts to Practice: Discussion Questions 130 Learning an HRM Skill: Guidelines for Counseling Developing Diagnostic and Analytical Skills 130 Employees 108 Case Application 5: Turnover and Morale Problems Enhancing Your Communication Skills 109 at TSA 130

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