Book Human Resource Management (Twelfth Edition)

In 1979, Jack was awarded the Hugh Roy and Lillie Cranz Cullen Chair of Organizational Behavior and Management, one of the most prestigious positions at the University of Houston. Keaton of the University of Wisconsin–La Crosse, and has been updated for this edition.

PART ONE

APPENDIXES 557 GLOSSARY 581

Helping the organization achieve its goals 11 Effective use of skills and abilities of the workforce 11. Composition and diversity of the workforce 38 Geographical location of the organization 41 Internal environmental influences 42.

PART TWO

The Cultural Nature of Global HRM 99 The Concept of "Fit" in Global HRM 100 Multinational and Global Companies 100. Job Analysis and Design 150 Job Analysis Vocabulary 152 The Steps in Job Analysis 152 Applications of Job Analysis 153 .

PART THREE

Managing the Training Program 399 Determining Needs and Objectives 399 Selecting Trainers and Trainers 403 Training and Development Guiding Methods 403. Causes of Early Career Difficulties 443 How to Counteract Early Career Problems 444Career Development 444care.

PART FIVE

HRM examines what can or should be done to make working people more productive and satisfied. Chapter 3, “The Legal Environment of Human Resource Management: Equal Employment Opportunity,” describes the impacts of the legal environment on HRM.

HR Challenge

The entire book will deal with the employees of organizations - salespeople, website designers, software engineers, supervisors, managers and executives. In this book, Human Resource Management (HRM) is specifically charged with programs that concern people - the employees.

Helping the Organization Reach Its Goals

If the objectives of the HRM function are to be achieved, senior managers will need to treat the organization's human resources as key to effectiveness. Based on the available research and analysis, we can specify some of the first practices of people that have contributed to the positive research findings.

Efficiently Employing the Skills and Abilities of the Workforce

For example, Generation Y employees value work-life balance much more than previous generations. Because of work-life balance, Generation Y employees expect vacation time (shortly after starting a new job), a flexible schedule, and an understanding supervisor who supports their work and life.

Providing Well-Trained and Well-Motivated Employees

For the HRM field, this means that company materials, including websites, must provide potential employees with easy, independent access to information that Generation Y can review. Generation Y Embraces Choice, Redefines Religion,” Washington Times; “The New Workforce: Generation Y” (Summer 2001), Workplace Visions, pp.

Increasing Employees’ Job Satisfaction and Self-Actualization

HRM's measure of effectiveness - at any rate its main measure of effectiveness - is to provide the right people in the right phase of doing a job, at the right time for the organization.

Achieving Quality of Work Life

Communicating HRM Policies to All Employees

Maintaining Ethical Policies and Socially Responsible Behavior

This achievement was based on high scores in the following criteria: environment, human rights, climate change, employee relations, philanthropy, corporate and financial governance.

Managing Change

Managing Increased Urgency and Faster Cycle Time

In most organizations, two groups perform HRM activities: HR manager specialists and operations managers. Smaller organizations typically do not have their own HR unit, so operational managers take on many HRM responsibilities, such as planning work, designing jobs, recruiting, selecting, rewarding and disciplining employees, and rewarding people.

Outsourcing

Just as an operations manager is personally responsible if customer satisfaction ratings drop and a new marketing campaign is ineffective, he or she must take care of the training, performance and satisfaction of employees. As the organization grows, the operations manager's work is divided, and some of it becomes specialized.

The Interaction of Operating and HR Managers

Conflict between HR employees and operational managers is most acute when joint decisions must be made on issues such as discipline, physical working conditions, termination, transfer, promotion, and job scheduling. Being more flexible and open to the ideas of others is a recommendation that applies to both HRM and operational managers.

HRM’s Place in Management

Line managers are generally not familiar with the legal requirements for recruitment and selection. HRM units are also encouraged to understand the business so they can become strategic partners with line managers.

HRM Strategy

Some industries—construction, agriculture, retail and wholesale, and services—have fewer personnel specialists than average. Others—public utilities, durable goods manufacturing, banking, insurance, and government—have an above-average ratio.

Clarifying Meaningful HRM Objectives

To help the organization achieve these goals, more specific statements are developed in larger, most medium-sized, and some smaller organizations. For example, suppose one of the many goals of HRM is to increase employee satisfaction with opportunities for advancement.

HRM Policy

The key issue is to determine the degree of job satisfaction associated with advancement opportunities. The organization could then use the survey data to develop plans to address any gaps in satisfaction with advancement opportunities.

HRM Procedures

Organization of an HR Department

One of the challenges HRM faces is that many decisions require input from both operational managers and HR specialists. Which of the HRM functions do you think seems most challenging to implement?

Questions for Review and

Why is it correct to conclude that all managers should be involved in the development and implementation of HRM activities and programs? Why is it necessary for the HRM field to clearly communicate human resource policies to employees?

Application Case 1–1

Eleni Stavrou-Costea (2005), "Human Resource Management Challenges towards Organizational Effectiveness", Journal of European Industrial Training, Vol. Klaus (2008), "Outsourcing and the HR Function: An Examination of Trends and Developments within North American Firms," The International Journal of Human Resource Management, Vol.

Government Law and Regulations

The interaction of these internal programs sets the tone of the entire organizational system. 4 And that's just one government agency that influences managers and the activities of the HR department.

The Union

For example, several states in the United States are challenging the constitutionality of the Patient Protection and Affordable Care Act (also called federal health care reform), which was passed on March 23, 2010.12 It no longer makes sense to think of the unionized worker as a factory worker .

Economic Conditions

Structurally, HRM work in the private sector and third sector is similar, but due to organizational differences, HRM jobs vary. HRM in the public sector is fundamentally different from HRM in the other two sectors because it varies structurally.

Competitiveness

Politicians, the public, interest groups and journalists and bloggers influence the HR manager much more in the public sector than in private business or the third sector. Employee Ownership: Gives employees ownership interests in the organization by giving them things like shares of company stock and profit sharing programs.

Composition and Diversity of the Labor Force

The situation of racial and ethnic minorities in the United States is similar to that of women. In the early 1900s, this applied to Irish, Polish, Serbian, Croatian, Italian and Jewish people.

Geographic Location of the Organization

The nations of the world can be divided into three economic categories: fully developed, developing and less developed. Third world countries – the less developed countries – are the most difficult to work in due to significant limitations in terms of education, economic system, political structure and the general infrastructure.

Strategy

In short, the physical location of the organization (rural or urban, home or abroad) can have a significant impact on how HRM programs are used and what activities are performed. The overwhelming success of the iPad and iPhone in recent years is proof that Apple's strategy is working.

Goals

Today, more and more companies realize that when dealing with workforce diversity, they focus on the collective view of differences and similarities. Wisconsin Power and Light's purpose is to emphasize, respect and value differences and similarities throughout the organization.

Organization Culture

36 The program includes addressing differences and similarities in race, gender, age, physical and mental abilities, education, lifestyle and background. The firm expects its future workforce to be more diverse, but to focus on respecting and appreciating the differences and similarities among its employees.

Nature of the Task

Work Group

Leader’s Style and Experience

The idea of including HRM activities and plans in the organization's strategic plan is not new. Human resources are critical to the success of the business, and the HRM function must be involved in all aspects of an organization's operation.

Technology

Surveys of HRM professionals, researchers and generalists and national meetings of the American Management Association, Society for Human Resource Management Conferences and the Human Resource Planning Society all point to a number of strategic challenges facing the field. In any case, HRM professionals are asked to utilize the company's human assets more effectively.

Diversity: Building a Competitive Workforce

According to the Bureau of Labor Statistics, approximately 45 million workers will be over the age of 55 by 2050. There is a steadily growing body of empirical evidence that managing diversity is becoming a necessary part of managers' job responsibilities.

Caliber of the Workforce

The other challenges are the global marketplace, cultural awareness/acceptance, diversity in the management team, promotion of women and integration of people with disabilities. There is no best way or best formula available in managing the increasing diversity of the workforce.

Organizational Restructuring and Downsizing

Contingent Workers

People, the employees - the human resource element - is the main concern of the diagnostic model. In the HR Challenge earlier in the chapter, Martha tries to understand why Lenny and Harry behave differently on the job at the National Pancake House.

Abilities of Employees

Simply putting together HRM activities without paying attention to employee characteristics would be unwise. The most carefully designed and implemented HRM activity can backfire because adjustments for individual differences are not built into the program.

Employees’ Attitudes and Preferences

Motivation of Employees

Theories differ in their assumptions about how rational people are and about the degree to which the conscious and unconscious mind guide behavior. As with work attitudes, a manager who can determine what employees' work motivations are will make more effective HRM decisions.

Personality of Employees

The diagnostic approach suggests that before choosing an HRM program, you should examine the nature of the employees, the external and internal environmental influences on the organization, and organizational factors. Understanding the characteristics and composition of the workforce is important when designing an HRM program.

The patients on Sophie's couch aren't twenty-somethings dealing with their first taste of failure. Javier Espinoza (September World News: Londoners Cope With Transport Disruptions," The Wall Street Journal, p.

Societal Values and EEO

Economic Status of Minorities: Before 1964

The Government

The Supreme Court expanded the definition of illegal discrimination in 1971 to disparate impact in the case of Griggs v. Circumstantial causation can be inferred if “the adverse action occurred shortly after the protected activity, and the person taking the adverse action was at the knowledge of Complainant's protected activity before taking action.” 26.

What can be done to reduce the risk of sexual harassment and other potentially negative consequences of. That the dating employees are familiar with the organization's policy on sexual harassment; and.

Supreme Court decisions have emphasized the importance of effective human resources policies prohibiting sexual harassment in the workplace. Ellerth, 36, both decided in 1998, the Supreme Court found that employers are vicariously liable for sexual harassment by a supervisor who has authority over the harassed employee.

This defense is not available to employers if the employee did not complain due to a well-founded fear of retaliation. Prepare a training manual on scheduling and recruiting to be used in the company's computer-based training program.

Perhaps some managers feel that older workers are losing their faculties and becoming less efficient at work. However, there are advantages to hiring older workers: lower turnover, greater awareness of safety, longer work experience, more maturity and more loyalty to the companies.

54 Economic reasons include the additional cost of funding pensions for older workers and the increased premiums required for health and life insurance plans. The firm decided to allow older workers to proceed at their own pace, give them experts to consult with, then step out of the way and let them work.

Americans with Disabilities Act Amendments Act ADAAA of 2008

Research suggests that more than 50 percent of these accommodations can cost employers virtually nothing, while about 30 percent can cost less than $500. Other factors include financial resources of the facility and of the employer, number of employees, effects of expenses and resources, the impact of accommodations on operations, and type of operation of the employer, including the composition, structure and functions of the workforce.

State Laws

Both HRM managers and operatives need to understand the key EEO laws that have been in place for several years, as well as those laws and legislation that have recently emerged. The Your Career Matters provides an example of recent laws and legislation that have major implications for HRM practices and policies.

Equal Employment Opportunity Commission (EEOC) 66

Given the complexity of the PPACA, several government agencies—the Internal Revenue Service, the Department of Health and Human Services, the Treasury Department, and the Department of Labor—are. The outcome of the Walmart case has some important implications for employees and employers.

The Courts

This amount is expected to provide reimbursement for all current and former female sales force who have worked for the firm since 2002. The proper implementation of voluntary as well as involuntary corrective action plans is further discussed in the next section of the chapter.

What Is Affirmative Action?

If the company shows evidence that they are successfully pursuing a corrective action plan, the court may decide to impose less stringent measures.

Voluntary Affirmative Action Plans

Involuntary Affirmative Action Plans

If the means used to achieve the AAP goals are to be nondiscriminatory against white males, management should identify the reasons for the underrepresentation of women and minorities in the company's workforce. Otherwise, it will not know what discriminatory hiring practices need to be changed to increase the non-preferential representation of women and minorities.

Affirmative Action Issues

The Constitution states that all citizens of the United States must be treated equally under the law. Equal employment opportunity is one of the most important activities of the HRM function today.

In many ways, this is one of the most difficult areas of employment law, as it always is. Harassment complaints are often very fact-based and subjective, and usually turn on the credibility of the accused and the plaintiff, as there are often few or no witnesses.

HR Journal Test Answers

Clair Drake (1966), "The Social and Economic Status of the Negro in the United States," in Talcott Parsons and Kenneth B. Thelen (August Amendment to Statewide Affirmative Action Act by Michigan Proposition 2) (http://www. shrm.org /Publications/LegalReport/ .Pages/CMS_022267.aspx).

The Cultural Nature of Global HRM

To the extent that control reduces uncertainty, the rigid use of management control systems is more likely to be found in organizations in cultures with high levels of uncertainty avoidance. It generally refers to the extent to which cultures value perseverance, savings, and a sense of shame (the long term) or in terms of respect for tradition, the exchange of favors and gifts, and the avoidance of shame (the short term).

The Concept of “Fit” in Global HRM

Cultures such as Japan and Portugal with high uncertainty avoidance try to predict, control and influence future events, while cultures with low uncertainty avoidance are more willing to take things day by day. Masculinity The fourth dimension (which was the last in Hofstede's original work) refers to the division of roles for men and women that a particular culture imposes.

Multinational and Global Corporations

Thus, the global corporation will locate an operation wherever it can accomplish its goals in the most cost-effective manner. GHRM in the early 21st century will be a challenging task for both an MNC and a GC.

Selecting the Expatriate Manager

The role of the expatriate's family should never be underestimated when making decisions about overseas assignments. Family support for the expatriate can be improved if family members are directly involved in the decision-making process.

Culture Shock and the Expatriate Manager

Historically, organizations have needed qualified managers willing to relocate overseas, regardless of the disruption to the expatriate (and his or her family) and the cost to the organization. His or her culture will be as unfamiliar to the host country's nationals as theirs is to the foreigner.

Training the Expatriate Manager

How can HR help the expat deal effectively with the inevitable frustrations of culture shock? Assessment questions such as those in Figure 4-7 can be very helpful to the expat.

Compensating the Expatriate Manager

Other business practices that are considered unethical or illegal in the United States may be considered part of the normal course of business in other countries. Lack of clear expectations for the role of the overseas assignment in the manager's career plans.

Assume also that McDonald's offers Nick assistance in finding an HRM position that takes advantage of his newly acquired international experience after his assignment is completed and he returns to the United States. To what extent will Nick's start-up experience in the United States help him to effectively open McDonald's restaurants in China.

Application Case 4–2

Sebastian Reiche (2006), “The Inpatriate Experience in Mutinational Corporations: An Exploratory Case Study in Germany”, International Journal of Human Resource Management, Vol. Novicevic (November 2004), “The development of political skills and political capital by global leaders through global assignments”, International Journal of Human Resource Management, Vol.

Situation Analysis and Environmental Scanning

Concerns over the ability of a single individual to provide accurate judgments on such complex issues led to the development of the Delphi technique. 58–59; Symposium on Older Workers (February 9, 2005), co-sponsored by the AARP Global Program on Aging, the Wharton School Center for Human Resources, and the Boettner Center for Pension and Retirement Research; Tony Carnevale (January 2005), "Future job and skills shortages",.

Analyzing the Current Supply of Employees

This decision is based on the cost of the computer and the frequency of use of the data. Before a manager uses the skills inventory as an aid in selection decisions, he or she must be trained to avoid misuse of the system.

Action Decisions in Human Resource Planning

29 Since the beginning of the recession in 2007, it has been estimated that approximately 8.6 million jobs have been lost in the United States. Some of the more popular HRIS software programs include HRSOFT, SAP HR, PEOPLESOFT and ORACLE HRMS.

Employees’ Privacy, Identity Theft, and HRIS

The human resource planning process is the joint responsibility of HR and operations managers, each performing specific functions in the process. More and more companies are now using computerized human resource information systems to assist in the planning process.

APPENDIX 6–1 Steps in the job analysis process (1–6) and its relationship to HRM and job design. In addition, involving employees in the job analysis process could increase their acceptance of any job changes that result from the analysis results.

Observation

The job analyst should not assume that all incumbents or their supervisors will view a job in the same way. Finally, the job analyst should not assume that all officers and supervisors have the same amount of knowledge about a job.

Interviews

The observation technique requires that the job analyst be trained to observe relevant work behavior. He or she must stay away so that the work can be carried out.

Questionnaires

Job Incumbent Diary or Log

Which Method to Use?

Functional Job Analysis

Using behavioral terms, each of these work relationships can be organized along a continuum of complexity (from lowest to highest). It is a much more user-friendly resource for occupational data (compared to DOT) due to the ease and flexibility associated with web access and the fact that DOT's 12,000 different occupations are reduced to just under 1,000 on O*NET .

Position Analysis Questionnaire

Patterns/related devices (patterns, stencils, patterns, etc. used as sources of information when observed in use; do not include materials described in point 3 above). Materials in process (parts, materials, objects, etc.) that are sources of information as they are changed, processed or otherwise processed, for example, bread dough being mixed, a workpiece being turned on a lathe, fabric being cut , a shoe that is being saved, etc.).

Management Position Description Questionnaire

Activities—includes a description of the job duties, responsibilities, and behaviors performed on the job. Non-essential skills can be accommodated by changing the structure or working methods of the job.

Job Analysis and Strategic Human Resource Management

Any trait or skill that is stated in the job specification must actually be required to perform the job. The Americans with Disabilities Act makes the job analyst's responsibilities even greater in this area.

Competency Modeling

They are also the two that have received the most attention in the management literature. The mechanistic approach is best exemplified by Taylor's scientific management and the motivational approach by job enrichment.

Scientific Management and the Mechanistic Approach

The two remaining approaches highlight more clearly the potential trade-offs that must be routinely made by organizations regarding job design.

Job Enrichment: A Motivational Approach

Perceived meaningfulness - the degree to which the job is experienced as important, valuable and worthwhile. The more these three conditions are experienced, the more internal work motivation the incumbent will feel.

Work–Family Balance and Job Design

Experienced responsibility - the degree to which the leader of the work feels personally responsible and accountable for the results of the work performed. Overall, studies support the expectation that jobs that are perceived to possess the core dimensions of the job characteristics model are more satisfying.

Job Design in Teams

When analyzing the work of self-managed and virtual team members, two important components related to job analysis must be considered. Every part of the HRM diagnostic model is influenced in some way by job analysis.

Application Case 6–1

Critically evaluate the job analysis that Marina performed for the position of assistant store manager. What kinds of factors about Today's Fashion and its operations should Marina have studied more seriously to improve her job analysis.