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HUMAN RESOURCE EFH LT MANAGEMENT ™
EDITION

Gary Dessler
Florida International University

.I r e i l t l C e J r l 3 . l l

Boston

Columbus

Indianapolis Dubai

New York London Sydney

San Francisco Madrid Milan Seoul

Upper Saddle River Munich Paris Montreal Taipei Toronto

Amsterdam Delhi

Cape Town

Mexico City

Sao Paulo

Hong Kong

Singapore

Tokyo

Contents
Preface xxiii Acknowledgments

xxvii

Introduction to Human Resource Management 2
WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4

VII

viii

CONTENTS CHAPTER SECTION SUMMARIES 24 DISCUSSION QUESTIONS 24 INDIVIDUAL AND GROUP ACTIVITIES 25 EXPERIENTIAL EXERCISE: HELPING "THE DONALD" 25 APPLICATION CASE: JACK NELSON'S PROBLEM 26 CONTINUING CASE: CARTER CLEANING COMPANY 26 KEY TERMS 27 ENDNOTES 27

Equal Opportunity and the Law 30
EQUAL EMPLOYMENT OPPORTUNITY 1964-1991 32
\ i i | j j i ! | Title VII of the 1964 Civil Rights Act 32 Executive Orders 32 Equal Pay Act of 1963 33 Age Discrimination in Employment Act of 1967 33 Vocational Rehabilitation Act of 1973 33 Pregnancy Discrimination Act of 1978 34 . Federal Agency Guidelines 34 Early Court Decisions Regarding Equal Employment Opportunity 34 EQUAL E M P L O Y M E N T O P P O R T U N I T Y 1990-91-PRESENT 35 The Civil Rights Act of 1991 35 The Americans with Disabilities Act 36 Genetic Information Nondiscrimination Act of 2008 (GINA) 39 State and Local Equal Employment Opportunity Laws 39 Sexual Harassment 39 • MANAGING THE N E W WORKFORCE: Enforcing Equal Employment Laws with International Employees 45

I j ! '•
;

DEFENSES AGAINST DISCRIMINATION ALLEGATIONS
The Central Role of Adverse Impact 46 Bona Fide Occupational Qualification 48 Business Necessity 49 Other Considerations in Discriminatory Practice Defenses

46
: 50

ILLUSTRATIVE DISCRIMINATORY EMPLOYMENT PRACTICES
A Note on What You Can and Cannot Do 50 Recruitment 50 Selection Standards 51 Sample Discriminatory Promotion, Transfer, and Layoff Practices What the Supervisor Should Keep in Mind 52

50

52

THE EEOC ENFORCEMENT PROCESS

53
55 ;

Voluntary Mediation 54 Mandatory Arbitration of Discrimination Claims

DIVERSITY MANAGEMENT AND AFFIRMATIVE ACTION PROGRAMS
Managing Diversity 57 Workforce Diversity in Practice 58 Equal Employment Opportunity Versus Affirmative Action Steps in an Affirmative Action Program 60 Improving Productivity Through HRIS: Measuring Diversity Reverse Discrimination 61

56
57 \ i ! <

• EVIDENCE-BASED HR: Will Workforce Diversity Cause Problems for Our Company?

60 61

CHAPTER SECTION SUMMARIES 62 DISCUSSION QUESTIONS 63 INDIVIDUAL AND GROUP ACTIVITIES 63 EXPERIENTIAL EXERCISE: "SPACE CADET" OR VICTIM? 63 APPLICATION CASE: A CASE OF RACIAL DISCRIMINATION? 64 CONTINUING...
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