Confirming Proofs

Contents

Preface xii

Part 1

Human Resource Management

and the Environment 1

Chapter 1 Strategic Human Resource Management

in a Changing Environment 3
Objectives 3
Overview 3
What Is Human Resource Management? 6
HRM and Corporate Performance 6
Discrepancies Between Academic Research
and HRM Practice 8
The Domains of Human Resource Management 10
Trends Enhancing the Importance of HRM 12
Trend 1: The Increased Globalization of the
Economy 13
Trend 2: Technological Changes, Challenges,
and Opportunities 15
Trend 3: Increase in Litigation and Regulation
Related to HRM 16
Trend 4: Changing Characteristics of the
Workforce 18
Summary of Trend Effects 19
The Importance of HRM Measurement in Strategy
Execution 21
The Workforce Scorecard 21
Competitive Advantage 25
Customer Value 25
Customer Value and Corporate Social
Responsibility (CSR) 25
The Workers Rights Consortium 26
Maintaining Uniqueness 28
Sources of Uniqueness 28
Summary 30
Discussion Questions 30
Chapter 2 The Role of Globalization in HR Policy
and Practice 33
Objectives 33
Overview 33
Foreign Direct Investment

34

How Do Companies Engage in International

Commerce? 36
Exporting Work 39
Summary 40
What Influences the Decision to Invest in a Particular
International Market? 40
Domestic versus International HRM 41
International HRM Strategies 46
What Influences the Choice of IHRM Strategy? 47
International Business Assignments 48
Goals of International Business Assignments 48
Challenges of International Business Assignments 49
Recent Trends in Overseas Assignments 52
Global Leadership Challenges 53
Summary 56
Discussion Questions 57
Chapter 3 The Legal Environment of HRM:
Equal Employment Opportunity 59
Objectives 59
Overview 59
Equal Employment Opportunity Law 61
What Is Employment Discrimination? 62
What Are the Major Sources of EEO Redress? 62
How Do You File a Discrimination Lawsuit? 66
Title VII of the Civil Rights Act of 1964 68
What Is Not Prohibited by Title VII? 69
What Legal Steps Are Followed in a Title VII Case? 69
What Constitutes Sexual Harassment
under Title VII? 76
What Is the Employers Liability in
Harassment Cases? 77
What Is Affirmative Action? 80
What Is the Legal Status of Affirmative Action? 81
What Is Required before a Company Embarks
on a Voluntary Affirmative Action/Diversity
Program? 82
Is Affirmative Action Still Necessary? 82
The Age Discrimination in Employment
Act of 1967, Amended in 1978 and 1986 83
What Is Required to Establish Prima Facie
Evidence of Age Discrimination? 83

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Can Employers Claim Age as a Bona Fide

Occupational Qualification (BFOQ)? 84
The Americans with Disabilities Act of 1990 (ADA)
Amended in 2008 84
What Is Legal And Illegal under ADA? 87
Genetic Information Nondiscrimination Act (GINA) 88
Pregnancy Discrimination Act of 1978 89
Are Expatriates Covered by Federal EEO Laws
When They Are Assigned to Countries Other Than
the United States? 90
What Are Employee Rights When Working
for Multinational Employers? 92
Future Trends in EEO 93
Alternative Dispute Resolution: An Employer
Reaction to Increased Litigation 93
Summary 94
One Implication of Increased Litigation:
Better HRM Practices 94
Discussion Questions 96

Part 2

Acquiring Human Resource

Capability 97

Copyright 2013 The McGraw-Hill Companies. All rights reserved.

Chapter 4 Work Analysis and Design 99

Objectives 99
Overview 99
What Is Work Analysis? 101
What Are the Major Goals for Work Analysis? 103
Do We Really Need All the Specificity in Formal
Job Analysis? 103
What Is the Legal Significance of Work
Analysis? 104
What Are the Major Work Analysis Products? 105
What Are the Major Methods of Work Analysis? 108
What Are the Dimensions on Which Work Analysis
May Vary? 110
What Are the Most Useful Formal Approaches
to Work Analysis? 112
Position Analysis Questionnaire (PAQ) 112
Management Position Description Questionnaire
(MPDQ) 116
Competency Modeling 116
O*NET 121
Critical Incident Technique (CIT) 123
Personality-Based Job Analysis 127
Fleishman Job-Analysis Survey (F-JAS) 127
Job Compatibility Questionnaire (JCQ) 128
Work Analysis for Job Design 129
What Is Strategic Job Analysis? 132
Autonomous Work Groups (AWG) or Self-Managing
Teams 133

Suggestions for Using AWGS or Self-Managing

Work Teams 134
The Effectiveness of AWGS or Self-Managing
Work Teams 134
Rating Source Matters: Potential Biases in Work
Analysis Data 134
How Do You Choose the Best Work Analysis
Method? 135
Summary 136
Discussion Questions 137
Chapter 5 Human Resource Planning
and Recruitment 139
Objectives 139
Overview 139
Effective Human Resource Planning 141
Step One: Environmental Scanning 142
The Worker Adjustment and Retraining Notification
Act (WARN) 143
Step Two: Labor Demand Forecast 149
Step Three: Labor Supply Forecast 151
Step Four: Gap Analysis 154
Step Five: Action Programming 159
Step Six: Control and Evaluation 159
The Recruitment Function: Putting HRP
into Action 160
Recruitment, Other HR Activities, and
Organizational Attractiveness 160
The Three Essential Steps for Recruitment
Planning 162
The Two Sources of Recruiting: Internal
and External 164
Advantages and Disadvantages of Internal
and External Recruiting 164
External Recruitment Sources 166
What Methods of Recruiting Are Most Effective? 175
Two Philosophies of Recruiting: Flypaper
versus Matching 179
Understanding the Recruits 180
Human Resource Planning and Recruitment
for Multinational Corporations 181
Summary 183
Discussion Questions 184
Chapter 6 Personnel Selection 185
Objectives 185
Overview 185
Selection Methods: Are They Effective?
What Is Reliability? 187
What Is Validity? 188
What Is Utility? 191

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Application Blanks and Biographical Data 191

A Discrepancy between Research and Practice:
The Use of Application Blanks and Biographical
Data 192
How Do You Derive WAB or BIB
or Accomplishment Record Weights? 193
Reference Checks and Background Checks 194
What Is the Validity of Reference Checks? 195
What Are the Legal Implications of Doing
Background Checks and Reference Checks on
Job Candidates? 195
Personnel Testing 196
What Is a Cognitive (or General Mental)
Ability Test? 196
What Are Tests of Specific Mental Abilities? 198
Are There Racial Differences in Test Performance? 199
Why Do Minorities Score Lower than Whites
on GMA Tests? 200
How Do Organizations Deal with Race Differences
on Cognitive Ability Tests? 200
What Are Physical or Psychomotor Tests? 201
What Is Personality/Motivational/Dispositional
Testing? 202
What Is the Validity of Personality Tests? 206
Approaches to the Prediction of Particular
Criteria 208
How Do You Establish a Testing Program? 212
Drug Testing 212
Is Some Testing an Invasion of Privacy? 213
Performance Testing/Work Samples 214
What Is an Assessment Center? 215
How Are Assessments Done? 217
What Is the Validity and Adverse Impact of Assessment
Centers and Other Performance Tests? 218
Performance Appraisals/Competency
Assessment 218
Interviews 219
What Factors Affect the Employment Interview? 220
What Is the Validity of Employment Interviews? 221
How Can We Improve the Validity of Interviews? 223
What Are Major Types of Interviews? 224
The Bottom Line on Interview Validity 226
Combining Data from Various Selection
Methods 226
What Is Individual Assessment? 228
Personnel Selection for Overseas Assignments 228
Weights for Expatriate Selection 231
Selection in Other Countries 232
The Bottom Line on Staffing 232
Summary 233
Discussion Questions 235

Part 3

Developing Human Resource

Capability 237

Chapter 7 Performance Management

and Appraisal 239
Objectives 239
Overview 239
How Do We Define Performance and Why Do We
Measure It? 241
What Are the Uses of Performance Data? 243
Legal Issues Associated with Performance
Appraisals 245
Designing an Appraisal System 246
Measurement Content 246
Categories of Performance Outcomes 247
The Measurement Process 248
Control of Rating Errors and Biases 255
Rater Training 260
Defining the Rater 262
Defining the Ratee 263
Rating the Unit on Performance 263
The Productivity Measurement and Enhancement
System (ProMES) 264
BenchmarkingGauging internal practices
to external standards 268
Administrative Characteristics 269
Methods of Delivering Performance Feedback 270
Summary 271
Discussion Questions 271
Chapter 8 Training and Development 273
Objectives 273
Overview 273
Defining Training and Development 275
Extent of Training and Development 276
A Systems View of Training 277
Discrepancies between Research and Practice 278
Needs Assessment 279
Organizational Analysis 280
Job Analysis 281
Person Analysis 281
Techniques for Collecting Needs Assessment
Data 282
Deriving Instructional Objectives 282
Development of the Training Program 283
Designing a Learning Environment for Training 283
Preconditions ofLearning 283
Conditions of the Learning Environment 285
Using Learning Principles to Develop Training
Materials 287
Transfer of Training 287

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Choosing Methods for the Training Program 288

Informational Methods 291
Social Media Technologies for Learning 293
Experiential Methods 293
Evaluation 300
Barriers to Training Evaluation 300
Types of Criteria 301
Assessing the Costs and Benefits of Training 305
Designs for Evaluating Training 307
Benchmarking Training Efforts 308
Planning for Training Effectiveness in
Organizations 309
Special Training Programs 310
Training For Generational Transitions 310
Employee Orientation Programs and Onboarding 310
Training for Teams 312
Diversity Awareness Training 313
Sexual Harassment Training 314
Cross-Cultural Training and Training for
International Assignments 315
Summary 317
Discussion Questions 319

Copyright 2013 The McGraw-Hill Companies. All rights reserved.

Chapter 9 Career Development 321

Objectives 321
Overview 321
Definitions 322
Implications of Workplace Changes for Individuals
and Organizations 324
What Should Individuals Do? 324
What Should Organizations Do? 324
Importance of Understanding Career Development 325
Designing Career Development Systems 327
Benefits of Career Development Systems 328
Components of Career Development Systems 329
Self-Assessment Tools 330
Individual Counseling 331
Information Services 332
Organizational Assessment Programs 334
Developmental Programs 337
Career Programs for Special Target Groups 339
Fast-Track Employees 339
Outplacement Programs 339
Entrenched Employees 341
Supervisors and Career Counseling 342
Executive Coaching 342
Programs for Women, Minorities, and Employees
with Disabilities 343
Programs for New Employees (Early-Career
Issues) 344

Programs for Late Career and Retirement 344

Programs to Improve WorkFamily Balance 345
Repatriates 349
Summary 351
Discussion Questions 351

Part 4

Compensating and Managing

Human Resources 353

Chapter 10 Compensation: Base Pay and Fringe

Benefits 355
Objectives 355
Overview 355
Five Objectives for Effective Compensation 359
Cash Compensation: Base Pay 360
The Traditional Approach to Compensation 362
What Is Internal Equity? 362
Job Evaluation Methods 362
What Is External Equity? 365
Current Trends in Salary Administration 368
Government Influence on Compensation
Issues 369
The Lilly Ledbetter Fair Pay Act 374
Pay Equity or Comparable Worth
Policy 374
Paycheck Fairness Act 375
Other Compliance Issues 376
Fringe Compensation: Employee
Benefits 377
Categories of Employee Benefits 378
Communicating the Benefits Program 388
International Compensation 389
Compensation in Offshore Operations 389
Compensation for Offshore Managers and Key
Professionals 390
Base Salary 391
Foreign Service Premiums 391
Allowances 392
Expatriate Benefits 392
Summary 393
Discussion Questions 394
Chapter 11 Rewarding Performance 397
Objectives 397
Overview 397
Does PFP Work? 400
What Are the Determinants of Effective Reward
Systems? 401
What Are the Main Problems with PFP
Programs? 404
What Are the Legal Implications of PFP? 406
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How Do You Select a PFP System? 406

Who Should Be Included in a PFP System? 407
How Will Performance Be Measured? 407
What Are the Rewards in an Incentive System? 407
A Discrepancy between Research and Practice 408
Should You Use Individual, Group, or
Company-Level PFP? 408
When Should Team-Based PFP Be Used? 409
Individual PFP Plans: Merit Pay and Incentive
Systems 410
What Are Merit Pay Plans? 410
What Is Incentive pay? 412
What Are Sales Incentive Plans? 414
What Are Bonuses? 415
What Are Group Incentive Plans? 415
What Is Profit Sharing? 416
What Is Gainsharing? 417
What Are Employee Stock Option Plans? 420
Managerial and Executive Incentive Pay 421
Are There Documented Negative Consequences
to Widening Pay Dispersion? 422
Should You Use Short- or Long-Term Measures
of Performance? 422
What about the Corporate Board Room? 423
How Do Companies Keep Entrepreneurs and Promote
Intrapreneurs? 424
What Are the Managerial Implications for PFP
Programs? 424
Summary 425
Discussion Questions 427
Chapter 12 Managing the Employment Relationship 429
Objectives 429
Overview 429
Introduction 430
Organizational Justice 430
Ethics Programs 432
Organizational Entry 433
Employment Status 433
Flexible Work Arrangements 434
Realistic Job Previews 436
Socialization and Orientation 437
The Ongoing Relationship 438
External Forces: Law 439
Internal Forces: Employee Surveys 445
Internal Forces: Employee Handbooks 448
Violations of Policy/Discipline 451
Grievances 453
Organizational Exit 456
Termination 456
Resignation/Voluntary Turnover 457

Downsizing and Layoffs 460

Retirement 462
Summary 464
Discussion Questions 465
Chapter 13 Labor Relations and Collective
Bargaining 467
Objectives 467
Overview 467
Why Do Workers Join Unions? 470
The Legal Environment of Labor Relations 471
National Labor Relations Act (NLRA) 472
The Taft-Hartley Act 473
Other Important Labor Laws 473
How Do Workers Form Unions? 475
Union Organizing Efforts 476
The Effects of Unions 477
Unions and High Performance Work Practices 479
Unions and Quality ofWorklife Issues 479
Union Effects on Worker Satisfaction 480
Unions and HRM 480
Collective Bargaining 480
The Labor Contract 481
Issues in Collective Bargaining 481
Types of Bargaining 482
Conducting Labor Contract Negotiations 483
The Unions Economic Power in Collective
Bargaining 485
The Employers Power in Collective Bargaining 486
Administration of the Labor Contract 487
Current and Future U.S. Trends in Labor Relations 491
Union Membership 491
Public-Sector Union Membership 492
Mergers and Acquisitions 493
Retraining Provisions 493
Employee Benefits 493
A Proposal to Reinvent U.S. Trade Unionism 493
International Issues 494
U.S. Managers andUnions 495
Global Collective Bargaining and Productivity 497
Summary 498
Discussion Questions 499
Chapter 14 Employee Health and Safety 501
Objectives 501
Overview 501
Common Workplace Injuries and Diseases 505
Distracted Driving 505
Legal Issues Related to Health and Safety 506
Workers Compensation 507
Fraudulent Claims 508

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The Occupational Safety and Health

Administration Act 509
Programs to Reduce Accidents at Work 523
Selective Hiring 524
Safety Training 524
Teamwork, Supervision, and Decentralized
Decision Making 526
Incentive Systems 526
Safety Rules 527
Contemporary Issues Related to Health
and Safety 527
AIDS and the Workplace 527
Drugs in the Workplace 529
Smoking and the Workplace 532
Violence in the Workplace 533
Video Display Terminals 539
Repetitive Strain Injuries (RSI) 539
Occupational Stress 541
Employee Assistance Programs 546
Employee Wellness or Fitness Programs 548
Summary 549
Discussion Questions 551
Recommended Internet Sites 551

Copyright 2013 The McGraw-Hill Companies. All rights reserved.

Appendix A Critical Thinking Applications

553

1-A What Do You Know about HRM?* 553

1-B Corporate Social Responsibility and Human
Resource Management* 553
1-C Resolution: Close Down the Human Resources
Department 554
2-A What Is the Origin of Your University
Apparel? 555
2-B International HR: How about a Cuppa? 557
3-A Are Dreadlocks Protected under Title VII? 558
3-B Allegations of Religious Discrimination 558
4-A Can PAS Defend Its Test in Court? 559
4-B What to Do with Job Diagnostic Survey
Results* 561
5-A Freeman et al. v. the New Oxford
Fire Department 561
5-B Hi, Im in Bangalore (but I Cant Say So) 565
5-C Is Wal-Mart Guilty of Gender
Discrimination? 565
6-A What Privacy Do We Have in the
Workplace? 567
6-B The Measurement of Personality Traits* 569
7-A Should We Measure Competencies
in Performance Appraisal? 570
7-B The Role of Mystery Shoppers
in Performance Appraisal 570

*The test or questionnaire component of these exercises is available

online at the books website (www.mhhe.com/bernardin6e).

7-C Allegations of Age and Race Discrimination

against Ford Motor Company 571
7-D Performance Appraisal Characteristics
Questionnaire* 572
8-A Workplace Diversity Training 572
8-B Sexual Harassment Training* 573
9-A Careers and Corporate Social
Responsibility 574
9-B O*NET Skills Search 574
10-A Defending Corporate Executive Pay 576
10-B Illegal Pay Discrimination, Bad Pay Policy,
or Both? 578
10-C Legal or Illegal Compensation Plan? 579
10-D Is Caf Espresso in Compliance with the Fair
Labor Standards Act (FLSA)? 579
11-A The Case for and against Pay-for-Performance
Systems 580
11-B The Prediction of Rating Error* 581
11-C Can We (and Should We) Apply the Lincoln
Electric Method? 581
11-D Should Teacher Pay Be Tied to Student Test
Scores? 582
12-A Employment-at-Will 583
12-B Developing Organizational Policy
and a Code of Ethics 584
13-A Unionizing FedEx 584
13-B Do You Support the Protecting Jobs
from Government Interference Act? 585
14-A Can Health and Safety Behavior Be
Predicted?* 586
14-B The Measurement of Stress
at Work* 587
Appendix B Chapter Exercises 589
1.1 An Interview with an HRM Specialist* 589
1.2 An Assessment of Customer Satisfaction
and the Relationship to HRM Activities 589
1.3 Human Resource Issues at Valley National
Bank 603
2.1 International HR Strategies: The Derivation
of Policy 613
2.2 Going Global with Marriott Corporation** 617
2.3 International Assignment Problems at XYZ
Corporation* 617
3.1 Zimpfer v. Palm Beach County 623
3.2 Goebel et al. v. Frank Clothiers 631
3.3 A Case of Illegal Sexual Harassment?* 635
3.4 Reverse Discrimination or Legal Affirmative
Action? 639
3.5 Joseph Garcia v. Hooters, Cameron v. LaVeille
Maison 647
3.6 Hiring a Bank Teller* 651
4.1 Writing a Position Description 655

**This exercise is available online at the books website (www.mhhe

.com/bernardin6e).
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4.2

4.3
5.1
5.2
5.3
5.4
6.1
6.2
6.3
7.1
7.2
7.3
7.4
7.5
8.1
8.2
8.3
8.4

8.5
9.1
9.2

The Use of the Critical Incident Technique

to Analyze the Job of University
Professor* 669
Job Analysis at CompTech 669
A Turnover Problem at the Fort Lauderdale
Herald 675
Permalcos Recruiting Challenge* 679
Recruiting at Julia Richters Dressed for
Success** 679
HR Planning at CompTech 685
Should Tenneco Use the Wonderlic Test? 687
Hiring a Plant Manager at Dynamo
Industries 691
What Questions Can You (and Should You)
Ask in an Interview?* 695
Performance-Appraisal Feedback:
A Role-Play Exercise 699
The Heartland Greeting Cards Consulting
Problem* 703
Exercise 7.3: ProMES Development
at Sports R Us 703
Performance Appraisal at Darby Gas &
Light 709
The Development of a Performance
Appraisal System for Instructors* 703
Conducting a Needs Assessment 717
Rainyday Insurance Adjusters Company 721
Backwoods Mail Order Company* 725
The Development and Evaluation of
a Training Program for Graduate Student
Instructors 725
Self-Directed Learning Assessment* 729
Attitudes about Older People* 733
Career Development Self-Assessment
Exercise 733

*The test or questionnaire component of these exercises is available

online at the books website (www.mhhe.com/bernardin6e).
**This exercise is available online at www.mhhe.com/bernardin6e.

9.3 Career Development at TechnoChip

Computers* 733
10.1 Problems in the Pay System 741
10.2 Should the State Adopt a Pay Equity
Policy? 747
10.3 Developing an Employee Benefits
Program* 753
11.1 The Design of a PFP System for Mega
Manufacturing** 753
11.2 Pay for Performance at Dees Personalized
Baskets 753
12.1 An Approach to Downsizing 757
12.2 Compududes Considers Arbitration Options
for Employee Disputes** 767
12.3 Handling an Employees Termination 767
13.1 Organizing a Union 771
13.2 Unions, Labor Law, and Managerial
Prerogatives* 775
13.3 The Baseball Strike: An Example of Collective
Bargaining* 777
14.1 The Development of a Company Antismoking
Policy 777
14.2 The Development of an Antidrug Policy** 779
14.3 The Development of a Health
and Safety Policy 779
14.4 The Development of a Threat Management
Team for a Workplace Violence Incident* 783
Appendix C Assessment Guidelines for Self, Peer,
and Designated Assessors** Available
online at www.mhhe.com/bernardin6e
Endnotes

785

Name Index 837

Company Index

839

Subject Index 847

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