Human Resource Management 1st Edition Lepak Test Bank
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Product details:
- ISBN-10 : 0131525328
- ISBN-13 : 978-0131525320
- Author:
KEY BENEFIT This book seeks to help students understand the dynamic and exciting environment of human resources (HR) management and the complex decisions that all managers must make when managing employees.
KEY TOPICS Managing Employees for Competitive Advantage; Organizational Demands and Environmental Influences; Legal Compliance; Job Design; Workforce Planning; Recruitment; Selection; Training and Development; Performance Management; Compensation; Incentives and Rewards; Employee Benefits, Health, and Wellness; Labor Unions and Employee Management; Creating High Performance Organizations
For business professionals looking to understand the dynamic and exciting environment of human resources (HR) management and the complex decisions that all managers must make when managing employees. The focus is on focuses managing employees rather than managing the HR function.
Table of contents:
PART ONE: HR CHALLENGES
CHAPTER 2 ORGANIZATIONAL DEMANDS AND ENVIRONMENTAL INFLUENCES
THE IMPORTANCE OF CONTEXT
MEETING ORGANIZATIONAL DEMANDS
Strategy
Low Cost Strategy and Managing Employees
Differentiation Strategy and Managing Employees
Company Characteristics
Company Size
Stage of Development
Organizational Culture
Employee Concerns
Work / Life Balance
Justice
ENVIRONMENTAL INFLUENCES
Labor Force Trends
The Aging Workforce
Demographic Diversity
Technology
Globalization
International Strategies
Global Factors
Implications of Global Factors on Managing Employees
Ethics and Social Responsibility
Summary
Key Terms
Discussion Questions
Learning Exercise
Case Study – Kay Johnson at Human Capital Consultants (HCC)
CHAPTER 3: LEGAL COMPLIANCE
EQUAL EMPLOYMENT OPPORTUNITY AND OTHER WORKPLACE LAWS
INTRODUCTION TO EQUAL EMPLOYMENT OPPORTUNITY AND DISCRIMINATION
Protected Classification
Bona Fide Occupational Qualification and Business Necessity
Discriminatory Practices
Disparate Treatment
Disparate Impact
Harassment
Retaliation
EQUAL EMPLOYMENT LEGISLATION
Equal Pay Act of 1963
Title VII of the Civil Rights Act of 1964
Race and Color Discrimination
Religious Discrimination
Gender Discrimination
National Origin Discrimination
Civil Rights Act of 1991
Age Discrimination in Employment Act of 1967
Americans with Disabilities Act of 1990
Pregnancy Discrimination Act of 1978
EEO RESPONSIBILITIES OF MULTINATIONAL EMPLOYERS
FILING PROCESS FOR DISCRIMINATION CHARGES
EXECUTIVE ORDERS AND AFFIRMATIVE ACTION
Executive Order 11246
Affirmative Action
RELATED EMPLOYMENT LEGISLATION
Immigration Reform and Control Act of 1986
Family and Medical Leave Act of 1993
Vietnam Era Veteran’s Readjustment Act of 1974
Uniformed Services Employment and Reemployment Act of 1994
FAIR EMPLOYMENT PRACTICES
LEGAL COMPLIANCE AND COMPETITIVE ADVANTAGE
Summary
Key Terms
Discussion Questions
Learning Exercise
Case Study
PART TWO: WORK DESIGN AND WORKFORCE PLANNING
CHAPTER 4 JOB DESIGN
THE IMPORTANCE OF JOB DESIGN
JOB DESIGN
Efficiency Approaches to Job Design
Motivational Approach to Job Design
Changing Job Tasks
Increasing Responsibility and Participation
Employee Teams
Which Approach to Use? Balancing Efficiency and Motivational Approaches
JOB DESCRIPTIONS AND JOB SPECIFICATIONS
JOB ANALYSIS
Job Information
Observations and Diaries
Interviews
Questionnaires
Occupational Information Network (O*NET)
Job Analysis Techniques
JOB DESIGN IN PRACTICE: MEETING ORGANIZATIONAL DEMANDS
Strategy and Job Design
Structure of Jobs
Tasks, Duties, and Responsibilities Needed
Company Characteristics and Job Design
Formalization of Job Design
Breadth and Depth of Tasks
Culture and Job Design
Managerial choices of job design tactics
Employee acceptance of job design decisions
Employee Concerns and Job Design
Perception of Fairness of Job Duties
Need for Flexible Work Arrangements
JOB DESIGN IN PRACTICE: ENVIRONMENTAL INFLUENCES
Labor Force Trends and Job Design
Skill availability to perform tasks
The aging labor force
Technology and Job Design
Telecommuting
Virtual Teams
Globalization and Job Design
Need to Address Cross-Cultural Issues
Relevant Labor Market
Ethics and Job Design
Concerns about Types of Tasks Required
Attitudes Toward Physical Conditions of Job Design
JOB DESIGN IN PRACTICE: LEGAL COMPLIANCE
Importance of Identifying Essential and Non-Essential Job Duties
Attending to how job design may impact employee safety
Summary
Key Terms
Discussion Questions
Learning Exercise
Case Study
Appendix to Chapter 4 – Standardized and Customized Approaches to Job Analysis
STANDARDIZED APPROACHES TO JOB ANALYSIS
Functional Job Analysis (FJA)
Position Analysis Questionnaire (PAQ)
CUSTOMIZED APPROACHES TO JOB ANALYSIS
Critical Incidents
Task Inventories
Job Element Approach
CHAPTER 5 WORKFORCE PLANNING
PURPOSE OF WORKFORCE PLANNING
FORECASTING LABOR SUPPLY AND LABOR DEMAND
Internal Considerations
Turnover
Promotions, Transfers, and Demotions)
Employee Productivity
Company Performance
Strategic Direction
External Considerations
Local Labor Market
Economic Conditions
Industry Trends
TACTICS TO BALANCE SUPPLY AND DEMAND
Labor Shortage Tactics
Employee Overtime
Contingent Labor
Employee Retention
Promotions, Transfers and Demotions
New Hires
Labor Surplus Tactics
Layoffs
Attrition and Hiring Freezes
Early Retirement
Promotions, Transfers and Demotions
WORKFORCE PLANNING IN PRACTICE: ORGANIZATIONAL DEMANDS
Strategy
Speed to deal with shortages and surpluses
Criticality of employee groups
Company Characteristics
Amount of labor slack
The relative impact of labor shortages or surpluses
Who performs workforce planning
Culture
Likelihood of using different tactics
Employee reactions to workforce planning tactics
Employee Concerns
Stress & Work/Life Balance
Perceptions of procedural and distributive justice
WORKFORCE PLANNING IN PRACTICE: ENVIRONMENTAL INFLUENCES
Labor Force Trends
Availability of internal/external workers
Which tactics to use
Technology
Whether or not employees are need
The Types of workers that are needed
The quality of workforce planning forecasts
Globalization
Where the workers are
Which workforce planning tactics to use
Ethics
Community Reactions to workforce planning tactics
Helping employees cope
WORKFORCE PLANNING IN PRACTICE: LEGAL COMPLIANCE
Requirements for mass layoffs and plant closings
Temporary employees
Summary
Discussion Questions
Learning Exercise
Case Study
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