Fundamental of Human Resource Management

436 Pages·2010·14.29 MB·English

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, [phone], fax [phone], 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