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BOOKS  >  BUSINESS & ECONOMICS   >  PRENTICE HALL  >  9780131746176

 
Human Resource Management Gary Dessler Hardcover NON-FICTION ENGLISH 9780131746176 PRENTICE HALL BUSINESS ECONOMICS BOOKS
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Human Resource Management - Gary Dessler - Hardcover - NON-FICTION - ENGLISH - 9780131746176

Publisher: PRENTICE HALL
ISBN-13: 9780131746176
ISBN-10: 0131746170
Pkg Size: 1.5 X 8.25 X 10
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Academic Level : Scholarly/Undergraduate
Academic Subject : BUSINESS ADMIN & MGMT - HUMAN RESOURCES
Author : Gary Dessler
Binding : Hardcover
BISAC Subject : Business & Economics / Human Resources & Personnel Management
Book Type : NON-FICTION
Dewey : 658.3
Edition : 11, Subsequent
Language : ENGLISH
LCCN : 2007034147
Library Subject : Personnel management
Pages : 801, p. cm, p. cm.
Place of Publication : United States
Publication Date : 10/11/2007
Subject Development : Business
Textual Format : Textbooks, Lower level

Table of Contents
Preface xxv
Acknowledgments xxix
Part 1 Introduction
1(124)
Introduction to Human Resource Management
1(30)
Human Resource Management at Work
2(6)
What Is Human Resource Management?
2(1)
Why Is Human Resource Management Important to All Managers?
3(1)
Line and Staff Aspects of Human Resource Management
3(1)
`Line Managers' Human Resource Duties
4(1)
Human Resource `Manager's Duties
4(1)
Cooperative Line and Staff HR Management: An Example
5(2)
From Line Manager to HR Manager
7(1)
The Changing Environment of Human Resource Management
8(4)
Globalization Trends
8(2)
Technological Trends
10(1)
Trends in the Nature of Work
10(1)
Workforce Demographic Trends
11(1)
The Changing Role of Human Resource Management
12(5)
Strategic Human Resource Management
12(1)
Creating High-Performance Work Systems
13(2)
Measuring the Human Resource Management `Team's Performance
15(2)
Managing with the HR Scorecard Process
17(1)
The Human Resource `Manager's Proficiencies
17(3)
Four Proficiencies
17(1)
HR Certification
18(1)
Managing within the Law
18(2)
Managing Ethics
20(1)
The Plan of This Book
20(1)
The Basic Themes and Features
20(1)
Chapter Contents Overview
21(2)
Part 1: Introduction
21(1)
Part 2: Recruitment and Placement
21(1)
Part 3: Training and Development
22(1)
Part 4: Compensation
22(1)
Part 5: Employee Relations
22(1)
The Topics Are Interrelated
22(1)
Summary
23(1)
Discussion Questions
24(1)
Individual and Group Activities
24(1)
Experiential Exercise: Helping ``The Donald''
25(1)
Application Case: Jack `Nelson's Problem
25(1)
Continuing Case: Carter Cleaning Company
26(5)
Equal Opportunity and the Law
31(46)
Equal Employment Opportunity 1964--1991
32(3)
Title VII of the 1964 Civil Rights Act
32(1)
Executive Orders
33(1)
Equal Pay Act of 1963
33(1)
Age Discrimination in Employment Act of 1967
33(1)
Vocational Rehabilitation Act of 1973
33(1)
Pregnancy Discrimination Act of 1978
33(1)
Federal Agency Guidelines
34(1)
Early Court Decisions Regarding Equal Employment Opportunity
34(1)
Equal Employment Opportunity 1990--91--Present
35(12)
The Civil Rights Act of 1991
35(1)
The Americans with Disabilities Act
36(5)
State and Local Equal Employment Opportunity Laws
41(1)
Sexual Harassment
41(6)
The New Workforce: Enforcing Equal Employment Laws with International Employees
47(1)
Defenses Against Discrimination Allegations
48(4)
Adverse Impact
49(1)
Bona Fide Occupational Qualification
50(1)
Business Necessity
51(1)
Other Considerations in Discriminatory Practice Defenses
52(1)
Illustrative Discriminatory Employment Practices
52(3)
A Note on What You Can and Cannot Do
52(1)
Recruitment
53(1)
Selection Standards
53(1)
Sample Discriminatory Promotion, Transfer, and Layoff Practices
54(1)
The EEOC Enforcement Process
55(5)
Voluntary Mediation
57(1)
Mandatory Arbitration of Discrimination Claims
58(1)
Management Guidelines for Addressing EEOC Claims
58(2)
When `You're on Your Own: Dealing with Discrimination Issues and the EEOC
60(1)
Diversity Management and Affirmative Action Programs
60(5)
Managing Diversity
61(1)
Workforce Diversity in Practice
62(1)
`Diversity's Benefits
62(1)
Equal Employment Opportunity Versus Affirmative Action
63(1)
Steps in an Affirmative Action Program
63(1)
Improving Productivity Through HRIS: Measuring Diversity
64(1)
Recruiting Minorities Online
64(1)
Reverse Discrimination
64(1)
Summary
65(1)
Discussion Questions
66(1)
Individual and Group Activities
67(1)
Experiential Exercise: ``Space Cadet'' or Victim?
67(1)
Application Case: A Case of Racial Discrimination?
68(1)
Continuing Case: Carter Cleaning Company
69(8)
Strategic Human Resource Management and the HR Scorecard
77(48)
The Strategic Management Process
78(5)
Steps in Strategic Management
78(4)
Types of Strategies
82(1)
When `You're on Your Own: Using Computerized Business Planning Software
83(2)
Achieving Strategic Fit
83(2)
Human Resource `Managements' Role in Creating Competitive Advantage
85(1)
The New Workforce: Longo Toyota
85(3)
Strategic Human Resource Management
86(1)
Strategic Human Resource Challenges
87(1)
Human Resource `Management's Strategic Roles
88(3)
The Strategy Execution Role
89(1)
The Strategy Formulation Role
90(1)
Creating the Strategic Human Resource Management System
91(6)
The High-Performance Work System
92(2)
Translating Strategy into Human Resource Policy and Practice
94(1)
Translating Strategy into Human Resource Policies and Practices: An Example
95(2)
Summary
97(1)
Discussion Questions
98(1)
Individual and Group Activities
98(1)
Experiential Exercise: Developing an HR Strategy for Starbucks
99(1)
Application Case: Siemens Builds a Strategy-Oriented HR System
99(1)
Continuing Case: The Carter Cleaning Company: The High-Performance Work System
100(2)
Appendix A for Chapter 3: Using the HR Scorecard Process
102(12)
Appendix B for Chapter 3: Establishing and Computerizing Human Resource Systems
114(9)
Part I Video Cases Appendix
123(2)
Part 2 Recruitment and Placement
125(166)
Job Analysis
125(40)
The Basics of Job Analysis
126(3)
Uses of Job Analysis Information
126(1)
Steps in Job Analysis
127(2)
Methods for Collecting Job Analysis Information
129(12)
Some Job Analysis Guidelines
129(1)
The Interview
129(4)
Questionnaires
133(1)
Observation
133(3)
Participant Diary/Logs
136(1)
Quantitative Job Analysis Techniques
137(3)
Internet-Based Job Analysis
140(1)
A Final Point: Use Multiple Sources to Collect the Data
140(1)
Writing Job Descriptions
141(5)
Job Identification
144(1)
Job Summary
144(1)
Relationships
145(1)
Responsibilities and Duties
145(1)
Standards of Performance and Working Conditions
145(1)
Know Your Employment Law: Writing Job Descriptions That Comply with the ADA
146(2)
Duty: Accurately Posting Accounts Payable
146(1)
Duty: Meeting Daily Production Schedule
147(1)
Using the Internet for Writing Job Descriptions
147(1)
Writing Job Specifications
148(2)
Specifications for Trained Versus Untrained Personnel
148(1)
Specifications Based on Judgment
148(2)
When `You're on Your Own: Using O*NET
150(3)
Job Specifications Based on Statistical Analysis
153(1)
Job Analysis in a ``Jobless'' World
153(1)
A (Very) Brief History: From Specialized to Enlarged Jobs
153(1)
The New Workforce: Global Job Analysis Applications
154(5)
Why Managers Are ``Dejobbing'' Their Companies
154(1)
Competency-Based Job Analysis
155(3)
An Example: `BP's Matrices
158(1)
Summary
159(1)
Discussion Questions
159(1)
Individual and Group Activities
160(1)
Experiential Exercise: The `Instructor's Job Description
160(1)
Application Case: Tropical Storm Wilma
161(1)
Continuing Case: Carter Cleaning Company
161(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
162(3)
Personnel Planning and Recruiting
165(44)
The Recruitment and Selection Process
166(1)
Planning and Forecasting
166(6)
Forecasting Personnel Needs
167(2)
Forecasting the Supply of Inside Candidates
169(2)
Forecasting the Supply of Outside Candidates
171(1)
Effective Recruiting
172(1)
Why Recruiting Is Important
172(1)
`Recruiting's Complexities
172(1)
Know Your Employment Law: Preemployment Activities
173(3)
Organizing the Recruitment Function
174(1)
Measuring Recruiting Effectiveness
174(2)
The Recruiting Yield Pyramid
176(1)
Internal Sources of Candidates
176(2)
Internal Sources: Pros and Cons
176(1)
Finding Internal Candidates
177(1)
Rehiring
177(1)
Succession Planning
177(1)
Improving Productivity Through HRIS: Succession Planning Systems
178(1)
Outside Sources of Candidates
178(8)
Recruiting via the Internet
178(4)
Advertising
182(1)
Employment Agencies
183(2)
Temp Agencies and Alternative Staffing
185(1)
Know Your Employment Law: Contingent Workers
186(3)
Offshoring/Outsourcing White-Collar and Other Jobs
187(1)
Executive Recruiters
188(1)
When `You're on Your Own: Recruiting 101
189(5)
On Demand Recruiting Services
190(1)
College Recruiting
190(1)
Referrals and Walk-Ins
191(1)
Recruiting Source Use and Effectiveness
192(2)
Improving Productivity Through HRIS: An Integrated Technology Approach to Recruiting
194(1)
Recruiting a More Diverse Workforce
194(2)
Single Parents
194(1)
Older Workers
195(1)
Recruiting Minorities and Women
195(1)
The New Workforce: Supervising Older Workers
196(1)
Welfare-to-Work
197(1)
The Disabled
197(1)
Developing and Using Application Forms
197(3)
Purpose of Application Forms
197(1)
Application Forms and the Law
198(2)
Know Your Employment Law: Mandatory Arbitration
200(1)
Using Application Forms to Predict Job Performance
200(1)
Summary
200(1)
Discussion Questions
201(1)
Individual and Group Activities
201(1)
Experiential Exercise: The Nursing Shortage
202(1)
Application Case: Finding People Who Are Passionate About What They Do
202(1)
Continuing Case: Carter Cleaning Company
203(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
204(5)
Employee Testing and Selection
209(44)
Why Careful Selection Is Important
210(1)
Basic Testing Concepts
211(6)
Reliability
211(1)
Validity
211(2)
How to Validate a Test
213(3)
Test `Takers' Individual Rights and Test Security
216(1)
Know Your Employment Law: Equal Employment Opportunity Aspects of Testing
217(2)
Using Tests at Work
218(1)
The New Workforce: Gender Issues in Testing
219(2)
Computerized and Online Testing
220(1)
Types of Tests
221(3)
Tests of Cognitive Abilities
221(1)
Tests of Motor and Physical Abilities
222(1)
Measuring Personality and Interests
222(2)
Achievement Tests
224(1)
Work Samples and Simulations
224(4)
Work Sampling for Employee Selection
225(1)
Management Assessment Centers
225(1)
Video-Based Situational Testing
226(1)
The Miniature Job Training and Evaluation Approach
227(1)
Realistic Job Previews
228(1)
When `You're on Your Own: Employee Testing and Selection
228(1)
Summary
229(1)
Background Investigations and Other Selection Methods
229(13)
Background Investigations and Reference Checks
229(5)
Using Preemployment Information Services
234(1)
The Polygraph and Honesty Testing
235(3)
Graphology
238(1)
Physical Exams
238(1)
Substance Abuse Screening
238(2)
Complying with Immigration Law
240(1)
Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems
241(1)
Summary
242(1)
Discussion Questions
242(1)
Individual and Group Activities
243(1)
Experiential Exercise: A Test for a Reservation Clerk
243(1)
Application Case: `Where's My Czar?
244(1)
Continuing Case: Honesty Testing at Carter Cleaning Company
245(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
246(7)
Interviewing Candidates
253(38)
Basic Features of Interviews
254(1)
Types of Interviews
254(1)
Structured Versus Unstructured Interviews
254(1)
Know Your Employment Law: Interviewing Candidates
255(7)
Interview Content (Types of Questions)
258(1)
Administering the Interview
259(1)
Computerized Interviews
260(2)
Are Interviews Useful?
262(1)
What Can Undermine an `Interview's Usefulness?
262(3)
First Impressions (Snap Judgments)
262(1)
Misunderstanding the Job
263(1)
Candidate-Order (Contrast) Error and Pressure to Hire
263(1)
Nonverbal Behavior and Impression Management
264(1)
Effect of Personal Characteristics: Attractiveness, Gender, Race
264(1)
The New Workforce: Applicant Disability and the Employment Interview
265(1)
Interviewer Behavior
266(1)
Designing and Conducting an Effective Interview
266(6)
The Structured Situational Interview
266(2)
How to Conduct a More Effective Interview
268(4)
When `You're on Your Own: Employment Interviewing
272(3)
Summary
275(1)
Discussion Questions
275(1)
Individual and Group Activities
276(1)
Experiential Exercise: The Most Important Person `You'll Ever Hire
277(1)
Application Case: The Out-of-Control Interview
277(1)
Continuing Case: Carter Cleaning Company
278(1)
Translating Strategy into HR Policies and Practice Case: The Hotel Paris
279(5)
Appendix for Chapter 7: Guidelines for Interviewees
284(5)
Part II Video Cases Appendix
289(2)
Part 3 Training and Development
291(130)
Training and Developing Employees
291(44)
Orienting Employees
292(2)
Purpose of Orientation
292(1)
The Orientation Process
292(2)
The Training Process
294(3)
`Training's Strategic Context
294(1)
The Five-Step Training and Development Process
295(1)
Training, Learning, and Motivation
296(1)
Motivation Principles for Trainers
296(1)
Analyzing Training Needs
297(1)
Know Your Employment Law: Training and the Law
297(3)
Task Analysis: Assessing New `Employees' Training Needs
298(1)
Performance Analysis: Assessing Current `Employees' Training Needs
298(2)
Training Methods
300(10)
On-the-Job Training
300(1)
Apprenticeship Training
301(1)
Informal Learning
302(1)
Job Instruction Training
302(1)
Lectures
303(1)
Programmed Learning
303(1)
Audiovisual-Based Training
304(1)
Simulated Training
304(1)
Computer-Based Training
304(2)
Electronic Performance Support Systems (EPSS)
306(1)
Distance and Internet-Based Training
306(1)
Internet-Based Training
307(1)
Using E-Learning
308(1)
Improving Productivity Through HRIS: Learning Portals
309(1)
Literacy Training Techniques
309(1)
The New Workforce: Diversity Training
310(1)
Management Development
310(4)
Managerial On-the-Job Training
311(1)
Off-the-Job Management Training and Development Techniques
312(2)
When `You're on Your Own: Creating Your Own Training Program
314(2)
Managing Organizational Change and Development
316(5)
What to Change
316(1)
Overcoming Resistance to Change: `Lewin's Change Process
317(1)
How to Lead the Change
318(1)
Using Organizational Development
319(2)
Evaluating the Training Effort
321(3)
Designing the Study
321(1)
Training Effects to Measure
322(2)
Summary
324(1)
Discussion Questions
324(1)
Individual and Group Activities
325(1)
Experiential Exercise: Flying the Friendlier Skies
326(1)
Application Case: Reinventing the Wheel at Apex Door Company
326(1)
Continuing Case: Carter Cleaning Company
327(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
328(7)
Performance Management and Appraisal
335(42)
Basic Concepts in Performance Management and Appraisal
336(3)
Comparing Performance Appraisal and Performance Management
336(1)
Why Performance Management?
336(2)
Defining the `Employee's Goals and Work Standards
338(1)
An Introduction to Appraising Performance
339(2)
Why Appraise Performance?
339(1)
Realistic Appraisals
340(1)
The `Supervisor's Role
340(1)
Steps in Appraising Performance
340(1)
The New Workforce: Performance Appraisals and Joint Venture Collaboration
341(14)
Graphic Rating Scale Method
341(3)
Alternation Ranking Method
344(1)
Paired Comparison Method
344(1)
Forced Distribution Method
345(3)
Critical Incident Method
348(2)
Narrative Forms
350(1)
Behaviorally Anchored Rating Scales
350(3)
Management by Objectives
353(1)
Computerized and Web-Based Performance Appraisal
354(1)
Merging the Methods
355(1)
Appraising Performance: Problems and Solutions
355(5)
Potential Rating Scale Appraisal Problems
355(2)
How to Avoid Appraisal Problems
357(2)
Who Should Do the Appraising?
359(1)
Know Your Employment Law: Appraising Performance
360(2)
The Appraisal Interview
362(4)
Types of Appraisal Interviews
363(1)
How to Conduct the Appraisal Interview
364(2)
Appraisals in Practice
366(1)
Creating the Total Performance Management Process
366(1)
Improving Productivity Through HRIS: `TRW's New Performance Management System
366(1)
Summary
367(1)
Discussion Questions
368(1)
Individual and Group Activities
368(1)
Experiential Exercise: Grading the Professor
369(1)
Application Case: Appraising the Secretaries at Sweetwater U
369(2)
Continuing Case: Carter Cleaning Company
371(1)
Translating Strategy into HR Policies and Practice Case: The Hotel Paris
372(5)
Managing Careers
377(44)
The Basics of Career Management
378(2)
Careers Today
378(1)
Career Development Today
379(1)
Roles in Career Planning and Development
380(3)
The `Employee's Role
380(2)
The `Employer's Role
382(1)
When `You're on Your Own: Employee Career Development
383(4)
Innovative Corporate Career Development Initiatives
385(2)
Improving Productivity Through HRIS: Career Planning and Development
387(1)
Managing Promotions and Transfers
387(2)
Making Promotion Decisions
387(2)
Handling Transfers
389(1)
Enhancing Diversity Through Career Management
389(1)
Sources of Bias and Discrimination in Promotion Decisions
389(1)
Know Your Employment Law: Establish Clear Guidelines for Managing Promotions
390(2)
Taking Steps to Enhance Diversity: `Women's and `Minorities' Prospects
391(1)
Career Management and Employee Commitment
392(1)
The New Psychological Contract
392(1)
Commitment-Oriented Career Development Efforts
393(1)
Retirement
393(3)
Summary
396(1)
Discussion Questions
396(1)
Individual and Group Activities
397(1)
Experiential Exercise: Where Am I Going . . . and Why?
397(1)
Application Case: The Mentor Relationship Turns Upside Down
398(1)
Continuing Case: Carter Cleaning Company
399(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
399(3)
Appendix for Chapter 10: Managing Your Career
402(16)
Appendix Glossary
418(1)
Part III Video Cases Appendix
419(2)
Part 4 Compensation
421(130)
Establishing Strategic Pay Plans
421(50)
Basic Factors in Determining Pay Rates
422(4)
Legal Considerations in Compensation
422(3)
Union Influences on Compensation Decisions
425(1)
Competitive Strategy, Corporate Policies, and Compensation
425(1)
Know Your Employment Law: Some Special Common Pay Applications
426(3)
The New Workforce: Globalization and Diversity: Compensating Expatriate Employees
429(2)
Equity and Its Impact on Pay Rates
430(1)
Establishing Pay Rates
431(10)
Step 1. The Salary Survey
431(2)
Step 2. Job Evaluation
433(5)
Step 3. Group Similar Jobs into Pay Grades
438(1)
Step 4. Price Each Pay Grade---Wage Curves
438(1)
Step 5. Fine-Tune Pay Rates
439(2)
Pricing Managerial and Professional Jobs
441(1)
Compensating Executives and Managers
441(1)
When `You're on Your Own: Developing a Workable Pay Plan
442(3)
Compensating Professional Employees
444(1)
Competency-Based Pay
445(3)
Introduction
445(1)
What Is Competency-Based Pay?
445(1)
Why Use Competency-Based Pay?
446(1)
Competency-Based Pay in Practice
447(1)
Competency-Based Pay: Pros, Cons, and Results
447(1)
Other Compensation Trends
448(4)
Broadbanding
448(2)
Comparable Worth
450(1)
Board Oversight of Executive Pay
450(1)
Improving Productivity Through HRIS: Automating Compensation Administration
451(1)
Summary
452(1)
Discussion Questions
452(1)
Individual and Group Activities
453(1)
Experiential Exercise: Ranking the `College's Administrators
454(1)
Application Case: Salary Inequities at Acme Manufacturing
454(1)
Continuing Case: Carter Cleaning Company
455(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
456(5)
Appendix for Chapter 11: Quantitative Job Evaluation Methods
461(10)
Pay for Performance and Financial Incentives
471(38)
Money and Motivation: An Introduction
472(3)
Performance and Pay
472(1)
Motivation and Incentives
473(1)
Incentive Pay Terminology
474(1)
Know Your Employment Law: Incentives
475(1)
Individual Employee Incentive and Recognition Programs
475(5)
Piecework Plans
475(1)
Merit Pay as an Incentive
476(1)
Merit Pay Options
477(1)
Incentives for Professional Employees
478(1)
Recognition-Based Awards
478(2)
Supporting Incentives and Recognition Programs with Technology
480(1)
Incentives for Salespeople
480(4)
Salary Plan
480(1)
Commission Plan
481(1)
Combination Plan
481(1)
Setting Sales Quotas
482(1)
Strategic Sales Incentives
483(1)
Team/Group Incentive Plans
484(1)
How to Design Team Incentives
484(1)
Pros and Cons of Team Incentives
485(1)
Organizationwide Incentive Plans
485(1)
Profit-Sharing Plans
485(1)
When `You're on Your Own: Incentives Supervisors Can Use
486(3)
Employee Stock Ownership Plan (ESOP)
487(1)
Scanlon and Other Gainsharing Plans
487(1)
Gainsharing Plans
488(1)
At-Risk Variable Pay Plans
489(1)
Incentives for Managers and Executives
489(4)
Short-Term Incentives: The Annual Bonus
489(2)
Long-Term Incentives
491(2)
The New Workforce: Long-Term Incentives for Overseas Executives
493(1)
Other Executive Incentives
493(1)
Strategy and Executive Compensation
494(1)
Designing Effective Incentive Programs
494(4)
Why Incentive Plans Fail
494(1)
How to Implement Effective Incentive Plans
495(1)
Research Insight: The Impact of Financial and Non-Financial Incentives
496(1)
Incentive Plans in Practice: Nucor
497(1)
Summary
498(1)
Discussion Questions
498(1)
Individual and Group Activities
499(1)
Experiential Exercise: Motivating the Salesforce at Express Auto
500(1)
Application Case: Inserting the Team Concept into Compensation---or Not
501(1)
Continuing Case: Carter Cleaning Company
502(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
503(6)
Benefits and Services
509(42)
The Benefits Picture Today
510(2)
Pay for Time Not Worked
512(2)
Unemployment Insurance
512(1)
Vacations and Holidays
513(1)
Know Your Employment Law: Vacations and Holidays
514(2)
Sick Leave
515(1)
Parental Leave and the Family and Medical Leave Act
515(1)
Know Your Employment Law: Leaves
516(4)
Severance Pay
519(1)
Supplemental Unemployment Benefits
520(1)
Insurance Benefits
520(4)
`Workers' Compensation
520(1)
Hospitalization, Health, and Disability Insurance
521(2)
Trends in Health Care Cost Control
523(1)
Know Your Employment Law: Health Care Benefits
524(3)
Long-Term Care
526(1)
Life Insurance
526(1)
Benefits for Part-Time and Contingent Workers
526(1)
Retirement Benefits
527(5)
Social Security
527(1)
Pension Plans
527(2)
Pension Planning and the Law
529(1)
Early Retirement
530(1)
Phased Retirement and the Aging Workforce
531(1)
Improving Productivity Through HRIS: Benefits Management Systems
531(1)
Personal Services and Family-Friendly Benefits
532(4)
Personal Services
532(1)
Family-Friendly Benefits
533(2)
Other Job-Related Benefits
535(1)
The New Workforce: Domestic Partner Benefits
536(1)
Executive Perquisites
536(1)
Flexible Benefits Programs
536(3)
The Cafeteria Approach
538(1)
Flexible Work Arrangements
538(1)
When `You're on Your Own: Benefits and Employee Leasing
539(1)
Summary
540(1)
Discussion Questions
541(1)
Individual and Group Activities
541(1)
Experiential Exercise: Revising the Benefits Package
542(1)
Application Case: Striking for Benefits
542(1)
Continuing Case: Carter Cleaning Company
543(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
544(6)
Part IV Video Cases Appendix
550(1)
Part 5 Employee Relations
551(210)
Ethics, Justice, and Fair Treatment in HR Management
551(44)
Ethics and Fair Treatment at Work
552(3)
The Meaning of Ethics
553(1)
Ethics and the Law
554(1)
Ethics, Fair Treatment, and Justice
554(1)
What Shapes Ethical Behavior at Work?
555(5)
Individual Factors
555(2)
Organizational Factors
557(1)
The `Boss's Influence
558(1)
Ethics Policies and Codes
558(1)
The `Organization's Culture
559(1)
When `You're on Your Own: Small Business Ethics
560(1)
Human Resource `Management's Role in Promoting Ethics and Fair Treatment
561(5)
Human Resource Management--Related Ethics Activities
561(3)
Improving Productivity Through HRIS: Complying with Sarbanes-Oxley
564(1)
Why Treat Employees Fairly?
564(1)
Behaving Unfairly
565(1)
What Causes Unfair Behavior?
565(1)
Supervisory Fairness Guidelines
565(1)
Building Two-Way Communication
566(1)
Employee Discipline and Privacy
566(1)
Basics of a Fair and Just Disciplinary Process
566(1)
When `You're on Your Own: Disciplining an Employee
567(2)
The New Workforce: Comparing Males and Females in a Discipline Situation
569(4)
Formal Disciplinary Appeals Processes
569(2)
Employee Privacy
571(2)
Managing Dismissals
573(2)
Termination at Will and Wrongful Discharge
573(1)
Grounds for Dismissal
574(1)
Know Your Employment Law: Gross Misconduct Checklist
575(3)
Avoiding Wrongful Discharge Suits
576(2)
When `You're on Your Own: Avoiding Wrongful Discharge Suits
578(7)
Personal Supervisory Liability
578(1)
The Termination Interview
579(1)
Layoffs, Downsizing, and the Plant Closing Law
580(4)
Adjusting to Downsizings and Mergers
584(1)
Summary
585(1)
Discussion Questions
586(1)
Individual and Group Activities
586(1)
Experiential Exercise: Discipline or Not?
587(1)
Application Case: Fire My Best Salesperson?
588(1)
Continuing Case: Carter Cleaning Company
589(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
590(5)
Labor Relations and Collective Bargaining
595(42)
The Labor Movement
596(4)
A Brief History of the American Union Movement
596(1)
Why Do Workers Organize?
597(1)
What Do Unions Want?
598(1)
The AFL-CIO
599(1)
Unions and the Law
600(4)
Period of Strong Encouragement: The Norris-LaGuardia (1932) and National Labor Relations or Wagner Acts (1935)
600(2)
Period of Modified Encouragement Coupled with Regulation: The Taft-Hartley Act (1947)
602(2)
When `You're on Your Own: New Economy Entrepreneurs and Unions
604(1)
The Union Drive and Election
604(8)
Step 1. Initial Contact
605(1)
Step 2. Obtaining Authorization Cards
606(1)
Step 3. Hold a Hearing
607(1)
Step 4. The Campaign
607(1)
Step 5. The Election
608(1)
How to Lose an NLRB Election
609(1)
The `Supervisor's Role
610(1)
Rules Regarding Literature and Solicitation
611(1)
Decertification Elections: Ousting the Union
611(1)
When `You're on Your Own: The `Supervisor's Role in the Unionizing Effort
612(1)
The New Workforce: Unions Go Global
613(1)
The Collective Bargaining Process
613(8)
What Is Collective Bargaining?
613(1)
What Is Good Faith?
614(1)
The Negotiating Team
614(1)
Bargaining Items
615(1)
Bargaining Stages
615(1)
Bargaining Hints
615(2)
Impasses, Mediation, and Strikes
617(4)
The Contract Agreement
621(1)
Grievances
621(3)
Sources of Grievances
621(1)
The Grievance Procedure
622(1)
Guidelines for Handling Grievances
622(2)
The Union Movement Today and Tomorrow
624(4)
Why Union Membership Is Down
624(1)
An Upswing for Unions?
624(1)
Public Employees and Unions
625(1)
Organizing Professionals and White-Collar Employees
625(1)
New Union Tactics
626(1)
Improving Productivity Through HRIS
626(1)
Employee Participation Programs and Unions
627(1)
Summary
628(1)
Discussion Questions
629(1)
Individual and Group Activities
629(1)
Experiential Exercise: The Union-Organizing Campaign at Pierce U.
630(1)
Application Case: Disciplinary Action
631(1)
Continuing Case: Carter Cleaning Company
632(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
632(5)
Employee Safety and Health
637(56)
Why Safety Is Important
638(1)
Occupational Safety Law
639(5)
OSHA Standards and Record Keeping
639(3)
Inspections and Citations
642(2)
When `You're on Your Own: Free On-Site Safety and Health Services for Small Businesses
644(3)
Responsibilities and Rights of Employers and Employees
644(2)
Staying Out of Trouble with OSHA
646(1)
Top `Management's Role in Safety
647(1)
What Top Management Can Do
647(1)
What Causes Accidents?
648(1)
Unsafe Conditions and Other Work-Related Factors
648(1)
When `You're on Your Own: The `Supervisor's Role in Accident Prevention
648(4)
What Causes Unsafe Acts? (A Second Basic Cause of Accidents)
652(1)
How to Prevent Accidents
652(2)
Reducing Unsafe Conditions
652(2)
The New Workforce: Protecting Vulnerable Workers
654(2)
Reducing Unsafe Acts by Emphasizing Safety
654(1)
Reducing Unsafe Acts Through Selection and Placement
654(1)
Reducing Unsafe Acts Through Training
655(1)
Reducing Unsafe Acts Through Motivation: Posters, Incentives, and Positive Reinforcement
655(1)
The New Workforce: Safety Training for Hispanic Workers
656(4)
Use Behavior-Based Safety
657(1)
Use Employee Participation
657(1)
Conduct Safety and Health Audits and Inspections
658(1)
Research Insight: High-Performance Systems and Safety
659(1)
Controlling `Workers' Compensation Costs
659(1)
Workplace Health Hazards: Problems and Remedies
660(6)
The Basic Industrial Hygiene Program
661(1)
Asbestos Exposure at Work
662(1)
Improving Productivity Through HRIS: Internet-Based Safety Improvement Solutions
662(1)
Infectious Diseases
663(1)
Alcoholism and Substance Abuse
663(2)
Stress, Burnout, and Depression
665(1)
Know Your Employment Law: Workplace Substance Abuse
666(7)
Computer-Related Health Problems
668(1)
Workplace Smoking
668(1)
Violence at Work
669(4)
Occupational Security and Safety
673(3)
Basic Prerequisites for a Security Plan
673(1)
Setting Up a Basic Security Program
674(1)
Evacuation Plans
675(1)
Company Security and Employee Privacy
676(1)
Summary
676(1)
Discussion Questions
677(1)
Individual and Group Activities
678(1)
Experiential Exercise: How Safe Is My University?
678(5)
Application Case: The New Safety and Health Program
683(1)
Continuing Case: Carter Cleaning Company
684(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
685(8)
Managing Global Human Resources
693(68)
HR and the Internationalization of Business
694(4)
The Global Challenges
694(1)
How Intercountry Differences Affect HRM
694(4)
Global Differences and Similarities in Human Resource Practices
698(1)
Personnel Selection Procedures
698(1)
The Purpose of the Performance Appraisal
698(1)
Training and Development Practices
698(1)
The Use of Pay Incentives
698(1)
When `You're on Your Own: Comparing Small Businesses, HR Practices in the United States and China
699(1)
How to Implement a Global HR System
699(2)
Making the Global HR System More Acceptable
700(1)
Developing a More Effective Global HR System
701(1)
Implementing the Global HR System
701(1)
Staffing the Global Organization
701(7)
International Staffing: Home or Local?
701(2)
Offshoring
703(1)
Management Values and International Staffing Policy
704(1)
Why Expatriate Assignments Fail
705(1)
Selecting Expatriate Managers
706(2)
The New Workforce: Sending Women Managers Abroad
708(1)
Training and Maintaining Expatriate Employees
709(3)
Orienting and Training Employees on International Assignment
709(1)
Compensating Expatriates
710(2)
When `You're on Your Own: Establishing a Global Pay System
712(1)
Appraising Expatriate Managers
713(1)
Know Your Employment Law: The Equal Employment Opportunity Responsibilities of Multinational Employers
713(3)
International Labor Relations
714(1)
Terrorism, Safety, and Global HR
714(1)
Repatriation: Problems and Solutions
715(1)
Improving Productivity Through HRIS: Taking the HRIS Global
716(1)
Summary
716(2)
Discussion Questions
718(1)
Individual and Group Activities
718(1)
Experiential Exercise: A Taxing Problem for Expatriate Employees
719(1)
Application Case: ``Boss, I Think We Have a Problem''
719(1)
Continuing Case: Carter Cleaning Company Going Abroad
720(1)
Translating Strategy into HR Policies and Practices Case: The Hotel Paris
721(5)
Appendix for Chapter 17: HRCI Appendix
726(9)
Part IV Video Cases Appendix
735(2)
Appendices
Appendix A Applying HR Content, Personal Competencies, and Business Knowledge
737(8)
Appendix B Comprehensive Cases
745(16)
Glossary 761(10)
Photo Credits 771(2)
Name and Organization Index 773(12)
Subject Index 785

 

 
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