人力资源管理 英文本PDF电子书下载

前言 1

1 THE STRATEGIC ROLE OF HUMAN RESOURCE MANAGEMENT 1

Chapter 1 THE STRATEGIC ROLE OF HUMAN RESOURCE MANAGEMENT 1

■PartⅠIntroduction 1

Preface xxi 1

BRIEF 1

Preface xxiii 1

■PartⅠ INTRODUCTION 1

第1章 人力资源管理的战略作用 1

第1部分 导论 1

Human Resource Management at Work 2

What Is Human Resource Management? 2

Line and Staff Aspects of HRM 3

Line Versus Staff Authority 3

Line Managers＇Human Resource Management Respoosibilities 4

Human Resource Department＇s HR Management Responsibilities 4

Cooperative Line and Staff Human Resource Management：An Example 5

The Changing Environment of Human Resource Management 9

Globalization 9

Technological Advances 10

Deregulation 11

Trends in the Nature of Work 11

Workforce Diversity 12

Legal Trends Affecting Human Resource Management 13

Tomorrow＇s HR Today 13

New Management Practices 13

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better，Faster，More Competitive Organizations ThroughHR 15

The Changing Role of HR Management：People and Performance 16

HR and Employee Commitment 17

HR and Performance 18

HR and Corporate Strategy 19

Strategic Planning and HR Management 19

The Nature of Strategic Planning 19

Strategic Human Resource Management 21

HR＇s Role As a Strategic Partner 23

The Plan of This Book 26

Key Terms 28

Discussion Questions 28

EXPERIENTIAL EXERCISE HRM as a Strategic Partner in Strategic Planning 29

Individual and Group Activities 29

CASE APPLICATION Turnover in the Bank 30

CASE INCIDENT Jack Nelson＇s Problem 30

Notes 33

2 EQUAL OPPORTUNITY AND THE LAW 36

第2章 平等就业机会及相关法律 36

Chapter 2 EQUAL OPPORTUNTY AND THELAW 36

Introduction 37

Equal Employment Opportunity 1964-1991 37

Background 37

Title VII of the 1964 Civil Rights Act 37

Executive Orders 38

Equal Pay Act of 1963 38

Age Discrimination in Employment Act of 1967 38

Pregnancy Discrimination Act of 1978 39

Vocational Rehabilitation Act of 1973 39

Vietnam Era Veterans＇Readjustment Assistance Act of 1974 39

Federal Agency Guidelines 40

Sexual Harassment 40

Selected Early Court Decisions Regarding Equal Employment Opportunity 44

Equal Employment Opportunity 1989-1991：A Shifting Supreme Court 46

GLOBAL HEM Enferdng the 1991 Civil Rights Act Abreed 48

The Civil Rights Act of 1991 48

The Americans with Disabilities Act 48

Equal Employment Opportunity 1991-Present 48

What Is Adverse Impact？ 51

Defense Against Discrimination Allegations 51

State and Local Equal Employment Opportunity Laws 51

Summary 51

How Can Adverse Impact Be Proved？ 52

Bona Fide Occupational Qualification 54

Business Necessity 56

Other Considerations in Discriminatory Practice Defenses 56

Illustrative Discriminatory Employment Practices 57

A Note on What You Can and Cannot Do 57

Recruitment 57

Selection Standards 58

Sample Discriminatory Promotion，Transfer，and Layoff Practices 59

Processing a Charge 60

Conciliation Proceedings 60

The EEOC Enforcement Process 60

How to Respond to Employment Discrimination Charges 61

The EEOC＇s Determination and the Attempted Conciliation 63

Avoiding Discrimination Lawsuits Through Dispute Resolution 63

Mandatory Arbitration of Employment Discrimination Claims 64

Diversity Management and Affirmative Action Programs 64

▲THE HIGH-PERFORMANCE ORGANIZATION Boiling Better，Foster，More Competitive Organizations Through HR：A Paperless EEO Compliant Process 65

Managing Diversity 66

Boosting Workf orce Diversity 66

Equal Employment Opportunity Versus Affirmative Action 68

Steps in an Affirmative Action Program 68

Affirmative Action：Two Basic Strategies 69

Summary 71

Key Terms 73

Discussion Questions 73

Individual and Group Activities 73

EXPERIENTIAL EXERCISE Too Informal？ 73

CASE INCIDENT A Case of Racial Discrimination？ 74

CASE APPLICATION All in the Family 75

Notes 78

VIDEO CASE-PART I：A CASE OF SEXUAL HARASSMENT 82

Chapter 3 JOB ANALYSIS 83

■Part Ⅱ RECRUTTMENT AND PLACEMENT 83

3 JOB ANALYSIS 83

第3章 工作分析 83

第2部分 招聘与配置 83

■PartⅡRecruitment and Placement 83

The Nature of Job Analysis 84

Job Analysis Defined 84

Uses of Job Analysis Information 84

Steps in Job Analysis 85

Methods of Collecting Job Analysis Information 87

Introduction 87

The Interview 87

Observation 91

Questionnaires 91

Participant Diaryl Logs 92

U．S．Civil Service Procedure 92

Quantitative Job Analysis Techniques 94

▲INFORMATION TECHMOLOGY AND HR 97

Getting Multiple Perspectives is Advisable 98

Writing Job Descriptions 98

Job Identification 99

Job Summary 99

Relationships 99

Standards of Performance 101

Responsibilities and Duties 101

Working Conditions and Physical Environment 102

Job Description Guidelines 102

▲SMALL BUSINESS APPLICATIONS A Proctical Job Analysis Approoch 103

Writing Job Specifications 107

Specifications for Trained Versus Untrained Personnel 107

Job Specifications Based on Judgment 107

Job Specifications Based on Statistical Analysis 109

Job Analysis in a“Jobless”World 109

Introduction 109

From Specialized to Enlarged Jobs 110

Why Companies Are Becoming De-jobbed：The Need for Competitiveness 110

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better，Faster，More Competitive Organizations Threvgh HR：Modern Job Analysis Metheds 112

Key Terms 114

Discussion Questions 114

Summary 114

Individual and Group Activities 115

EXPERIENTIAL EXERCISE 115

CASE INCIDENT Hurricane Bonnie 119

CASE APPLICATION Does Your Secretary Rank Higher Than Mine？ 119

Notes 120

第4章 人员计划及招聘 122

Chapter 4 PERSONNEL PLANNING AND RECRUITING 122

4 PERSONNEL PLANNING AND RECRUITING 122

The Recruitment and Selection Process 123

Employment Planning and Forecasting 123

How to Forecast Personnel Needs 124

Forecasting the Supply of Inside Candidates 126

Internal Sources of Candidates 131

Forecasting the Supply of Outside Candidates 133

Recruiting Job Candidates 134

Advertising as a Source of Candidates 135

Employment Agencies as a Source of Candidates 137

Alternative Staffing Techniques 145

Executive Recruiters as a Source of Candidates 147

▲SMALL BUSINESS APPLICATIONS 147

College Recruiting as a Source of Candidates 149

Referrals and Walk- Ins as s Source of Candidates 152

Recruiting on the Internet 153

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better，Faster，More Competitive Organizations Through HR：Recruiting Tech Workers 155

Recruiting a More Diverse Workforce 156

▲DIVERSITY COUNTS Recruiting Single Porents 156

Some Other Recruiting Sources 158

Recruiting Methods Used 159

▲GLOBAL HRM The Global Talent Search 159

Equal Opportunity and Application Forms 160

Purpose of Application Forms 160

Developing and Using Application Forms 160

Using Application Forms to Predict Job Performance 164

EXPERIENTIAL EXERCISE Forecasting Personndo Requirements 164

Summary 165

Key Terms 165

Discussion Questions 165

Individual and Group Activities 165

CASE INCIDENT A Tight Labor Marker for Cleaners 165

CASE APPLICATION Finding People Who Are Passionate About What They Do 166

Notes 167

第5章 雇员测试与甄选 172

Chapter 5 EMPLOYEE TESTING AND SELECTION 172

5 EMPLOYEE TESTING AND SELECTION 172

The Selection Process 173

Why Careful Seletion Is Important 173

Basic Testing Concepts 174

Validity 174

Reliability 175

How to Validate a Test 175

Testing Guidelines 175

Ethical，Legal ，and Fairness Questions in Testing 179

Equal Employment Opportunity Aspects of Testing 179

Types of Tests 182

Tests of Cognitive Abilities 182

Using Tests at Work 182

Tests of Motor and Physical Abilities 183

Measuring Personality and Interests 184

▲INFORMATION TECHNOLOGY AND HR Computer-Interactive Perfermcmce Test 184

Achievement Tests 186

Work Samples and Simulations 186

Work Sampling for Employee Selection 186

Management Assessment Centers 187

Video-Based Situational Testing 188

The Miniature Job Training and Evaluation Approach 189

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better，Faster，More Competitive Organizations Threugh HR：Skills Testing 189

Other Selection Techniques 190

Background Investigations and Reference Chccks 190

The Polygraph and Honesty Testing 196

Graphology 200

Physical Examination 201

Drug Screening 201

Testing，Selection，and Organizational Performance 202

Complying with the Immigration Law 203

▲SMALL BUSINESS APPLICATIONS Small Busimess Testing and Reference Cheching 204

Summary 207

Key Terms 207

Discussion Questions 208

Individual and Group Activities 208

EXPERIENTIAL EXERCISES The Reference Check 208

Notes 208

CASE INCIDENT The Tough Screener 209

CASE APPLICATION Carter Cleaning Company 210

第6章 面试求职者 215

Chapter 6 INTERVIEWING CANDIDATES 215

6 INTERVIEWING CANDIDATES 215

Basic Features of Interviews 216

Types of Interviews 216

How Useful Are Interviews？ 223

▲INFORMATION TECHNOLOGY AND HR Cemputer Applicotians In Interviswing：The Computer-Aided Intervisw 223

Interviewing and the Law：Employment Discrmination“Testers” 224

What Factors Can Undermine An Interview＇s Usefulness 224

Snap Judgements 224

Negative Emphasis 225

Misunderstanding the Job 225

Influence of Nonverbal Behavior 226

Candidate-Order（Contrast）Error 226

Pressure to Hire 226

▲DIVERSTTY COUNTS Dressing for the Interview 227

Too Much/Too Little Talking 228

Playing District Attorney or Psychologist 228

Designing and Conducting the Effective Interview 228

Telegraphing 228

The Structured Interview 229

Guidelines for Conducting an Interview 230

▲SMALL BUSINESS APPLICATIONS Interview Procedures 235

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better，Faster，More Competitive Organizations Through HR：A Tetul Selectien Pregram 236

Summary 239

Key Terms 239

Discussion Questions 239

EXPERIENTIAL EXERCISE 240

Individual and Group Activities 240

CASE INCIDENT The Out-of-Control Interview 241

CASE APPLICATION The Lost Interview 241

APPENDLQ6-1 GUIDELINES FOR INTERVIEWEES 242

Notes 244

VIDEO CASE-PARTⅡ ：INTERVIEWING JOB CANDIDATES 247

Chapter 7 TRAINING AND DEVELOPING EMPLOYEES 248

第3部分 培训与开发 248

第7章 培训及开发雇员 248

■ Part Ⅲ Training and Development 248

7 TRAINING AND DEVELOPING EMPLOYEES 248

■PartⅢ TRAINING AND DEVELOPMENT 248

The Training Process 249

Orienting Employees 249

Introduction 249

The Five-Step Training and Development Process 251

Training and Learning 253

Training Needs Analysis 254

Legal Aspects of Training 254

Task Analysis：Assessing the Training Needs of New Employees 254

Performance Analysis：Determining the Training Needs of Current Employers 256

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better，Faster，More Competitive Organizations Threugh HR：An Employee Testing and Training Program 256

Training Techniques 257

On-the-Job Training 257

Job Instruction Training 259

Informal Learning 259

Apprenticeship Training 259

Lectures 260

Programmed Learning 261

Audiovisual Techniques 261

Vestibule or Simulated Training 263

Computer-Based Training 263

Training Via CD-ROM and the Internet 263

▲SMALL BUSINESS APPLICATIONS Training 266

Training for Special Purposes 268

Literacy Training Techniques 268

AIDS Education 268

▲GLOBAL HRM Traiaing for International Busimess 269

Diversity Training 270

Customer Service Training 270

Training for Teamwork and Empowerment 270

Providing Employees with Lifelong Learning 270

Managerial Development and Training Techniques 272

What Is Management Development？ 272

Managerial on-the-Job Training 272

▲DIVERSITY COUNTS De Women Make Better Managers 274

▲DIVERSITY COVNTS DO Women Make Beffe 274

Managerial off-the-Job Training and Development Techniques 275

Managers Evaluating the Training Effort 280

Training Effects to Measare 281

Summary 283

Key Terms 283

Discussion Questions 283

Individual and Group Activities 284

EXPERIENTIAL EXERCISE 284

CASE INCIDENT Reinventing the Wheel at Apex Door Company 285

CASE OPPLICATION A Training and Development Problem at Sumerson Manufacturing 286

Notes 287

第8章 组织的吐故纳新 291

Chapter 8 MANAGING ORGANIZATIONAL RENEWAL 291

8 MANAGING ORGANIZATIONAL RENEWAL 291

Managing Organizational Change and Development 292

What to Change？HR＇s Role 292

A10-Step Process for Leading Organizational Change 293

Using Organizational Development to Change Organizations 296

Instituting Total Quality Management Programs 299

What Is Quality？ 299

Total Quality Management Programs 300

Human Resource Management and the Quality Improvement Effort 301

The Nature of Self-Directed Teams and Worker Empowerment 303

Creating Team-Based Organizations 303

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better，Faster，More Competitive Organizations Through HR：Product Improvement Teams 304

▲GLOBAL HRM Extending Partkipative Dedsien Making Abrsod 306

How HR Helps to Build Productive Teams 307

HR＇s Role as a Strategic Partner in Creating Teams：An Example 307

HR and Business Process Reengineering 309

What Is Business Process Reengineering？ 309

Instituting Flexible Work Arrangements 310

HR＇s Role in Reengineering Processes 310

Flextime 311

Three-and Four-Day Workweeks 312

Other Flexible Work Arrangements 312

Summary 313

Key Terms 314

Discussion Questions 314

Individual and Group Activities 314

EXPERIENTIAL EXERCISE Unfreezing an Organization 314

CASE INCIDENT“We＇re Getting Nowhere Fast” 315

CASE APPLICATION Is the Honeymoon Over at Flat Rock？ 316

Notes 317

第9章 绩效考核 320

9 APPRAISING PERFORMANCE 320

Chapter 9 APPRAISING PERFORMANCE 320

The Appraisal Process 321

The Supervisor s Role in Appraisal 322

Steps in Appraising Performance 322

How to Clarify What Performance You Expect 323

Appraisal Methods 323

Graphic Rating Scale Method 323

Alternation Ranking Method 323

Paired Comparison Method 327

Forced Distribution Method 327

Critical Incident Method 329

Narrative Forms 329

Behaviorally Anchored Rating Scales 331

The Management by Objectives(MBO)Method 333

Mixing the Methods 334

▲INFORMATION TECHNOLOGY AND HR Computerized Performance Appraisals Eloctronic Porformance Monitoring 336

Appraising Performance: Problems and Solutions 337

Dealing with Rating Scale Appraisal Problems 337

How to Avoid Appraisal Problems 340

Legal and Ethical Issues in Performance Appraisal 342

Who Should Do the Appraising 343

The Appraisal Interview 346

Types of Interviews 346

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better,Faster,More Competitive Organizations Through HR: 360---Degree Performance Management System 346

How to Prepare for the Appraisal Interview 347

How to Conduct the Interview 347

Performance Appraisal in Practice 349

The Role of Appraisals in Managing Performance 350

Do Appraisals Really Help to Improve Performance 350

TQM-Based Appraisals for Managing Performance 351

Summary 354

Discussion Questions 355

Individual and Group Activities 355

EXPERIENTIAL EXERCISE 355

Key Terms 355

CASE INCIDENT Back with a Vengeance 356

CASE APPLICATION Appraising the Secretaries at Sweetwater U 357

Notes 358

第10章 职业管理及公平对待 362

Chapter 10 MANAGING CAREERS AND FAIR TREATMENT 362

10 MANAGING CAREERS AND FAIR TREATMENT 362

Roles in Career Development 363

The Basics of Career Management 363

Managing Promotions and Transfers 366

Making Promotion Decisions 366

▲DIVERSITY COUNTS In Promotion and Career Management 368

Handling Transfers 369

Career Management and Commitment 370

Managing Fair Treatment 374

Introduction : The Building Blocks of Fairness 374

Build Two-Way Communications 374

Emphasize Fairness in Discipline 375

▲THE HIGH-PERFORMANCE ORGANIZTION Building Better,Faster,More Competitive Organizations Through HR: Communications 375

Manage Employee Privacy 377

Managing Dismissals 378

Grounds for Dismissal 379

Avoiding Wrongful Discharge Suits 380

The Termination Interview 382

Layoffs and the Plant Closing Law 383

Adjusting in Downsizings and Mergers 385

Retirement 386

Summary 387

Key Terms 387

Discussion Questions 388

Individual and Group Activities 388

EXPERIENTIAL EXERCISE 388

CASE INCIDENT Job Insecurity at IBM 389

CASE APPLICATION The Mentor Relationship Turns Upside Down 390

Notes 391

VIDEO CASE-PART III: APPRAISING PERFORMANCE 394

11 ESTABLISHING PAY PLANS 395

Chapter 11 ESTABLISHING PAY PLANS 395

第4部分 薪酬 395

·Part IV COMPENSATION 395

■Part Ⅳ Compensation 395

第11章 建立报酬计划 395

Basic Aspects of Compensation 396

Compensation at Work 396

Basic Factors in Determining Pay Rates 396

Legal Considerations in Compensation 396

Union Influences on Compensation Decisions 399

Compensation Policies 399

Equity and Its Impact on Pay Rates 399

Establishing Pay Rates 400

Step 1. Conduct the Salary Survey 400

Step 2. Determine the Worth of Each Job : Job Evaluation 403

Step 3. Group Similar Jobs into Pay Grades 408

Step 4. Price Each Pay Grade-Wage Curves 408

Step 5. Fine-Tune Pay Rates 408

Current Trends in Compensation 411

Skill-Based Pay 411

Broadbanding 413

▲INFORMATION TECHNOLOGY AND HR Web sites for Compensation Management 415

Why Job Evaluation Plans Are Still Widely Used 415

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better,Fester,More Competitive Organizations Through HR: Strafegic Compensation Management 416

A Glimpse Into the Future-The New Pay 418

Pricing Managerial and Professional Jobs 419

Compensating Managers 419

Compensating Professional Employees 421

Current Issues in Compensation Management 421

The Issue of Comparable Worth 421

The Issue of Cost-of-Living Differentials 423

The Issue of Salary Compression 423

▲GLOBAL ISSUES IN HR The Issue of Compensating Expatriate Employees 424

▲SMALL BUSINESS APPLICATIONS Developing a Pay Plan 425

Summary 428

Key Terms 428

Discussion Questions 429

Individual and Group Activities 429

EXPERIENTIAL EXERCISE 429

CASE INCIDENT Salary Inequities at Acme Manufacturing 430

CASE APPLICATION Salary Administration in the Engineering Department 431

Notes 434

Chapter 12 PAY-FOR-PERFORMANCE AND FINANCIAL INCENTIVES 438

12 PAY-FOR-PERFORMANCE AND FINANCIAL INCENTIVES 438

第12章 按绩效付酬及经济激励 438

Money and Motivation : Background 439

Performance and Pay 439

Types of Incentive Plans 440

Incentives for Operations Employees 441

Piecework Plans 441

Team or Group Variable Pay Incentive Plans 442

Standard Hour Plan 442

Incentives for Managers and Executives 443

Short-Term Incentives : The Annual Bonus 443

Long-Term Incentives 445

Incentives for Salespeople 449

Salary Plan 450

Commission Plan 450

Combination Plan 451

Merit Pay As an Incentive 452

Incentives for Other Professionals and Employees 452

Organization Variable Pay Plans 454

Profit-Sharing Plans 454

Incentives for Professional Employees 454

Employee Stock Ownership Plan (ESOP) 455

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better,Faster,More Competitive Organizations Through HR: Sharing the Wealth 456

Scanlon Plan 457

Gainsharing Plans 457

At-Risk Variable Pay Plans 460

Developing More Effective Incentive Plans 460

When to Use Incentives 460

How to Implement Incentive Plans 460

Why Incentive Plans Don t Work 460

▲SMALL BUSINESS APPUCATIONS 463

Incentive Plans in Practice 464

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better,Faster,More Competitive Organizations Through HR: Incentive Pans 465

Summary 467

Key Terms 467

Discusiion Questions 467

Individual and Group Activities 468

EXPERIENTIAL EXERCISE Analyze a Compensation System 468

CASE INCIDENT Distributing the Raise Pool 469

CASE APPLICATION Bringing the Team Concept into Compensation ---or Not 470

Notes 470

Chapter 13 BENEFITS AND SERVICES 475

第13章 福利与服务 475

13 BENEFITS AND SERVICES 475

The Benefits Picture Today 476

Unemployment Insurance 477

Pay for Time Not Worked 477

Vacations and Holidays 480

Sick Leave 481

Severance Pay 483

Supplemental Unemployment Benefits 483

Insurance Benefits 485

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better,Faster,More Competitive Orgonizations Through HR: Worker s Compersation 485

Worker s Compensation 485

Life Insurance 487

Hospitalization, Medical, and Disability Insurance 487

Retirement Benefits 491

Social Security 491

Pension Plans 491

Pensions and the Law 493

Benefits Trends 494

Employee Services Benefits 495

Personal Services Benefits 495

Job-Related Services Benefits 496

Executive Perquisites 500

Flexible Benefits Programs 500

Employee Preferences for Various Benefits 500

The Cafeteria Approach 501

▲INFORMATION AND HR TECHNOLOGY Computers and Benefits 502

How DO Your Benefits Stack Up? 503

▲SMALL BUSINESS APPLICATIONS Benefits and Employees Leasing 503

Summary 506

Key Terms 507

Discussion Questions 507

Individual and Group Activities 507

EXPERIENTIAL EXERCISE 508

CASE INCIDENT Benefits? Who Needs Benefits? 508

CASE APPLICATION Family Values or Abuse of Benefits? 509

Notes 510

VIDEO CASE---PARTIV: ESTABLISHING PAY PLANS 515

·Part V LABOR RELATIONS AND EMPLOYEE SECURITY 516

14 LABOR RELAWIONS AND COLLECTIVE BARGAINING 516

第5部分 劳资关系及员工安全 516

第14章 劳资关系及集体谈判 516

Chapter 14 LABOR RELATIONS AND COLLECTIVE BARGAINING 516

■Part ⅤLabor Relations and Employee Security 516

Introduction: The Labor Movement 517

A Brief History of the American Union Movement 517

Why Do Workers Orgarize? 518

The AFL-CIO 520

What Do Unions Want? 520

Unions and the Law 521

Background 521

Period of Strong Encouragement: The Norris-LaQuardia Act(1932)and the National Labor Relations or Wagner Act (1935) 521

Period of Modified Encouragement Coupled with Regulation : The Taft-Hartley Act(1947) 521

Period of Detailed Regulation of Internal Union Affairs : The Landrum-Griffin Act(1959) 522

Labor Law Today 526

The Union Drive and Election 527

Step 1.Initial Contact 527

▲GLOBAL HRM Unions Go Global 527

Step 2.Obtaining Authorization Cards 529

Step 3.Hold a Hearing 530

Step 4.The Campaign 533

Step 5.The Election 533

How to Lose an NLRB Election 534

The Supervisor s Role 535

Rules Regarding Literature and Solicitations 535

Guidelines for Employers Wishing to Stay Union-Free 536

Decertification Elections : When Employees Want to Oust Their Union 537

The Collective Bargaining Process 538

What Is Collective Bargaining? 538

What Is Good Faith? 538

The Negotiating Team 539

Bargaining Items 540

Bargaining Stages 540

Impasses, Mediation, and Strikes 541

Changes to Expect After Being Unionized 544

The Contract Agreement Itself 544

Contract Administration : Grievances 545

The Important Role of Contract Administration 545

What Are the Sources of Grievances? 545

The Grievance Procedure 546

Guidelines for Handling Grievances 546

▲DIVERSITY COUNTS Gender Differences in Disputes and Dispute Resolution 546

The Future of Unionism 548

Unions Fall on Hard Times 548

What s Next for Unions 549

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better,Faster,More Competitive or Organization Through HR: Union-Management Relations 550

Unions and Employee Participation Program 550

Are Employee Participation Programs Unfair Labor Practices? 551

Summary 552

Key Terms 554

Discussion Questions 554

Individual and Group Activities 554

EXPERIENTIAL EXERCISE 554

CASE INCIDENT Disciplinary Action 555

CASE APPLICATION Empowerment Through Assignment Flexibility 556

Notes 558

Chapter 15 EMPLOYEE SAFETY AND HEALTH 562

15 EMPLOYEE SAFETY AND HEALTH 562

第15章 雇员安全与健康 562

Why Employee Safely and Health Are Important 563

Basic Facts About Occupational Safely Law 563

Purpose 563

OSHA Standards 563

OSHA Recordkeeping Procedures 564

Inspections and Citations 564

Responsibilities and Rights of Employers and Employees 568

The Changing Nature of OSHA 569

Top Management Commitment 570

▲SMALL BUSINESS APPLICATIONS OSHA and the Small Business 570

The Role of Management Commitment to Safety 570

What Causes Accidents? 571

The Three Basic Causes of Accidents 571

Unsafe Conditions and Other Work-Related Accident-Causing Factors 571

What Causes Unsafe Acts(A Second Basic Course of Accidents) 573

How to Prevent Accidents 575

Reducing Unsafe Acts Through Selection and Placement 575

Reducing Unsafe Conditions 575

Reducing Unsafe Acts Through Posters and Other Propaganda 577

Reducing Unsafe Acts Through Training 578

Reducing Unsafe Acts Through Incentive Programs and Positive Reinforcement 578

Reducing Unsafe Acts Through Top-Management Commitment 579

Reducing Unsafe Acts by Emphasizing Safety 579

Reducing Unsafe Acts by Establishing a Safety Policy 579

Reducing Unsafe Acts by Setting Specific Loss Controls Goals 580

Reducing Unsafe Acts by Conducting Safety and Health Inspections 580

Reducing Unsafe Acts by Monitoring Work Overload and Stress 580

Safety Beyond the Plant Gate 580

▲GLOBAL HRM Safety at Soudi Petrol Chemical 581

▲THE HIGH-PERFORMANCE ORGANIZATION Building Better,Faster ,High Competitive Organizations Through HR: Safety Programs 582

Controlling Worker s Compensation Costs 582

Employee Health: Problems and Remedies 583

Alcoholism and Substance Abuse 583

The Problems of Job Stress and Burnout 586

Burnout 588

Asbestos Exposure at Work 589

Video Display Health Problems and How to Avoid Them 589

AIDS and the Workplace 590

Workplace Smoking 592

Dealing with Violence at Work 593

▲DIVERSITY COUNTS In Oaupational Safety and Health 596

Summary 598

Key Terms 599

Discussion Questions 599

EXPERIENTIAL EXERCISE 600

CASE INCIDENT The New Safety Program 600

Individual and Group Activities 600

CASE APPLICATION Introducing Ergonomics : What Went Wrong? 601

APPENDIX 15-1 SELF-INSPECTION SAFETY AND HEALTH CHECKLIST 603

Notes 606

VIDEO CASE-PARTV: LABOR RELATIONS 612

Chapter 16 MANAGING HUMAN RESOURCES IN AN INTERNATIONAL BUSINESS 613

第6部分 国际人力资源管理 613

16 MANAGING HUMAN RESOURCES IN AN INTERNATIONAL BUSINESS 613

·Part VI INTERNATIONAL HRM 613

■Part Ⅵ International HRM 613

第16章 在国际商业活动中的人力资源管理 613

The Internationalization of Business 614

The Growth of International Business 614

HR and the International Business Challenge 614

How Intercountry Differences Affect HRM 614

Improving International Assignments Through Selection 620

Why International Assignments Fail 620

International Staffing : Sources of Managers 621

International Staffing Policy 622

Selecting International Managers 623

▲DIVERSITY COUNTS Sending Women Managers Abroad 626

Training and Maintaining International Employees 626

Orienting and Training Employees for International Assignments 626

International Compensation 627

Performance Appraisal of International Managers 629

International Labor Relations 630

Safety and Fair Treatment Abroad 631

Repatriation : Problems and Solutions 632

Summary 633

Discussion Questions 634

Individual and Group Activities 634

EXPERIENTIAL EXERCISE Compensation Incentives for Expatriate Employees 635

CASE INCIDENT Boss, I Think We Have a Problem 636

CASE APPLICATION Taking a Fast Boat to Nowhere 636

APPENDIX 16-1 TOWARD AN HR RHILOSOPHY AND AUDITING THE HRM FUNCTION 638

Notes 641

VIDEO CASE-PART VI: Managing Human Resources in an International Business 644

附录A：人力资源系统的建立及其计算机化 645

Appendix A ESTABLISHING AND COMPUTERIZING HUMAN RESOURCE SYSTEMS 645

APPENDIX A ESTABLISHING AND COMPUTERIZING HUMAN RESOURCE SYSTEMS 645

Introduction 645

Basic Components of Manual HR Systems 645

Automating Individual HR Tasks 648

Establishing Human Resource Information Systems (HRIS) 648

Why an HRIS? 648

HRIS in Action 649

HRIS Vendors 650

Internets,Intranets,and HRM 650

HR and the Internet 650

HR and Intranets 651

Notes 652

附录B：管理你的职业生涯 653

Appendix B MANAGING YOUR CAREER 653

APPENDIX B MANAGING YOUR CAREER 653

Factors That Affect Career Choices 653

Identify Occupational Orientation 653

Identify Career Directions 654

Identify Skills 654

Identify Career Anchors 657

What Do You Want To Do? 659

Identify High-Potential Occupations 659

Finding the Right Job 660

Helping You Get the Right Job 660

Job Search Techniques 661

Finding a Job on the Internet 662

Writing Your Résumé 662

Information Technology and HR 662

Handling the Interview 665

Notes 666

APPENDIX C QUANTITATIVE JOB EV ALUATION METHODS 667

The Factor Comparison Job Evaluation Method 667

附录C：定量的职位评价方法 669

Appendix C QUANTTTATIVE JOB EVALUATION METHODS 669

The Point Method of Job Evaluation 673

Notes 674

术语表 675

Glossary 675

Glossary 675

Pholo Credits 683

图片索引 683

Photo Credits 683

人名与组织索引 685

Name and Organization Index 685

Name and Organization Index 685

Subject Index 689

Subject Index 689

主题索引 689