Part 1 Appreciating People as a Strategic Resource Chapter 1 Creating Value Through Human Resources a Manager''s Perspective 2 How Can Human Resource Management Make an Organization Effective? 4 How is Organizational Success Determined? 6 Success in Life-Cycle Stages 6 Success from Stakeholder Perspectives 9 The Chain of Success 11 What Does Human Resource Management Provide to an Organization? 12 Core Human Resource Functions 13 Spreading Knowledge About Human Resource Practices 15 What Do Human Resource Specialists Do? 17 Human Resource Roles 17 Human Resource Competencies 20 How Will Current Trends Affect Human Resource Management? 23 Population Trends 23 Labor Force Trends 24 Employment Trends 25 Trends in Education and Training 26 Globalization Trends 26 How Do Strategic and Functional Perspectives Combine to Direct Human Resource Practices? 27 A Manager''s Perspective Revisited 28 Summary 29 Key Terms/Discussion Questions 30 Chapter 2 Making Human Resource Management Strategic a Manager''s Perspective 34 How Can a Strategic Approach to Human Resources Improve an Organization? 36 How is Strategy Formulated? 38 Gathering Information 39 Analyzing Information and Making Decisions 42 What are Common Competitive Business Strategies? 44 Cost Leadership Strategy 45 Differentiation Strategy 46 Combination Strategy 47 What are Basic Approaches to Human Resource Strategy? 48 The Universalistic Approach 49 The Contingency Approach 52 What are Common Human Resource Strategies? 56 Internal/Cost HR Strategy: The Loyal Soldier 56 External/Cost HR Strategy: The Bargain Laborer 57 Internal/Differentiation HR Strategy: The Committed Expert 58 External/Differentiation HR Strategy: The Free Agent 58 How Do Human Resource Strategies Align with Competitive Business Strategies? 59 Research Supporting the Contingency Perspective 60 Putting it all Together 62 A Manager''s Perspective Revisited 62 Summary 63 Key Terms/Discussion Questions 65 Exercises 65 Chapter 3 Ensuring Equal Employment Opportunity and Safety a Manager''s Perspective 70 Why is It Important to Understand Legal and Safety Issues? 72 What is the Main Law Relating to Discrimination and Employment? 73 Title VII of the Civil Rights Act of 1964 75 The Civil Rights Act of 1991 81 Application of U.S. Laws to International Employers 83 What are Other Important Employment Laws? 85 The Age Discrimination in Employment Act 85 The Americans with Disabilities Act 87 The Equal Pay Act 89 The Family and Medical Leave Act 90 How Can Organizations Increase Diversity? 91 Executive Order 11246 93 Restrictions on Affirmative Action Plans 94 Affirmative Action Plans Today 94 What are the Major Laws Relating to Occupational Safety? 95 Occupational Safety and Health Act 96 Workers'' Compensation 98 What Specific Practices Increase Fairness and Safety? 99 Employees 100 Leadership 100 A Manager''s Perspective Revisited 103 Summary 104 Key Terms/Discussion Questions 105 Part 2 Securing Effective Employees Chapter 4 Designing Productive and Satisfying Work a Manager''s Perspective 110 How Can Strategic Design of Work Tasks Improve an Organization? 112 How is Work Design Strategic? 114 Developing Autonomy 114 Developing Interdependence 116 Linking Autonomy and Interdependence to HR Strategy 117 How are Employee Jobs Determined? 118 The Job Analysis Process 118 Specific Methods of Collecting Job Analysis Information 123 How is Job Description Information Made Useful? 126 Job Analysis and Legal Issues 127 Competency Modeling 128 How Do We Determine the Tasks Associated with Each Job? 130 Mechanistic Approach 131 Motivational Approach 132 Perceptual Approach 134 Biological Approach 134 Combining Work Design Approaches 135 Job Crafting 135 How Can Work Be Designed to Improve Family Life? 136 Flexible Work Scheduling 137 Alternative Work Locations 139 A Manager''s Perspective Revisited 141 Summary 141 Key Terms/Discussion Questions 143 Chapter 5 Recruiting Talented Employees a Manager''s Perspective 150 How Can Strategic Recruiting Make an Organization Effective? 152 How is Employee Recruiting Strategic? 154 Broad Versus Targeted Skill Scope 154 Internal Versus External Sourcing 156 Realistic Versus Idealistic Messaging 158 How Does Human Resource Planning Facilitate Recruiting? 160 The Planning Process 160 Batch and Flow Approaches 164 Centralization of Processes 164 Who Searches for Jobs? 165 New Workforce Entrants 166 Unemployed Workers 168 Workers Currently Employed 168 What Characteristics Make an Organization Attractive? 169 Generally Attractive Characteristics 170 Fit Between People and Organizations 172 What are Common Recruiting Sources? 173 Job Posting 173 Employee Referrals 173 Print Advertising 174 Electronic Advertising 175 Employment Agencies 176 Campus Recruiting 178 How is Recruiting Effectiveness Determined? 180 Common Measures 180 Differences Among Recruiting Sources 181 A Manager''s Perspective Revisited 182 Summary 183 Key Terms 184 Discussion Questions 185 Exercises 185 Chapter 6 Selecting Employees Who Fit a Manager''s Perspective 190 How Can Strategic Employee Selection Improve An Organization? 192 How is Employee Selection Strategic? 193 Making Strategic Selection Decisions 193 What Makes a Selection Method Good? 196 Reliability 197 Validity 198 Utility 200 Legality and Fairness 203 Acceptability 204 What Selection Methods are Commonly Used? 205 Testing 205 Information Gathering 214 Interviewing 218 How are Final Selection Decisions Made? 222 Predictor Weighting Approach 222 Minimum Cutoffs Approach 222 Multiple Hurdles Approach 223 Banding Approach 223 A Manager''s Perspective Revisited 224 Summary 225 Key Terms/Discussion Questions 226 Exercises 226 Chapter 7 Managing Employee Retention and Separation Manager''s Perspective 236 How Can Strategic Employee Retention and Separation Make an Organization Effective? 238 How are Employee Retention and Separation Strategic? 240 Strategic Emphasis on Employee Retention 240 Strategic Emphasis on Employee Separation 241 How Can Undesirable Employee Turnover Be Reduced? 242 Recognizing Paths to Voluntary Turnover 243 Understanding Decisions to Quit 245 Organizational Practices that Reduce Turnover 249 How Do Layoffs Affect Individuals and Organizations? 256 The Effect of Layoffs on Organizations 256 The Effects of Layoffs on Individuals 257 Reducing the Negative Impact of Layoffs 259 What are Common Steps in Disciplining Employees? 261 Principles of Due Process 262 The Process of Progressive Discipline 262 How Should Employee Dismissals Be Carried Out? 264 Outplacement Services 264 The Dismissal Meeting 265 A Manager''s Perspective Revisited 266 Summary 267 Key Terms/Discussion Questions 268 Part 3 Improving Employee Performance Chapter 8 Measuring Performance and Providing Feedback A Manager''s Perspective 276 How Can Performance Management Make an Organization Effective? 278 How is Performance Management Strategic? 279 Emphasizing Either Merit or Parity 280 Linking Merit and Parity Systems to HR Strategy 281 What is Performance? 282 Task Performance 282 Citizenship Performance 283 Counterproductive Performance 284 How is Performance Measured? 286 Contamination and Deficiency as Sources of Inaccuracy 287 General Types of Performance Measures 288 Common Problems with Performance Measures 289 Rating Formats 294 Who Should Measure Performance? 296 Multisource Performance Ratings 297 Rating Source Differences 298 How Should Feedback Be Provided? 300 Providing Positive and Negative Feedback 301 Effectively Communicating Methods for Improvement 302 Reducing Negative Emotional Responses 304 Building High Expectations 305 A Manager''s Perspective Revisited 305 Summary 306 Key Terms/Discussion Questions 308 Exercises 309 Chapter 9 Training for Improved Performance A Manager''s Perspective 316 How Can Strategic Employee Training Improve An Organization? 318 How is Employee Training Strategic? 321 Differentiation Versus Cost Leadership Strategy 321 Internal Versus External Labor Orientation 322 What are Key Principles for Getting Benefits From Training? 324 Partnership 324 Systematic Process 325 How are Training Needs Determined? 326 Proactive Needs Assessment 327 Reactive Needs Assessment 330 Prioritizing and Creating Objectives 332 How is Effective Training Designed and Delivered? 335 Content 335 Training Methods 336 Training Media 340 Transfer-Enha.