Human Resource Management Canadian 4th Edition Steen Solutions Manual

Roll over image to zoom in
Click to open expanded view

$26.99$50.00 (-46%)

In stock

Human Resource Management Canadian 4th Edition Steen Solutions Manual.

Download sample

Categories: , , Tags: , , , , , , , ,

You may also like

This is completed downloadable of Human Resource Management Canadian 4th Edition Steen Solutions Manual

Product Details:

Steen/Noe Fourth Canadian Edition makes HR more accessible to students, more reflective of their situation, and more about them. Today, every manager is “in HR”, and every employee is actively engaged in the process of HRM, regardless of whether they aspire to be a manager or an HR professional. Students will experience HRM every day of their working lives, from how they are perceived by recruiters to completing a performance appraisal, to being promoted or fired. When students ask “What’s In It For Me?”, the Fourth Canadian Edition will show them just how relevant HRM is to them as people, employees and eventually managers.

This easy to read and relevant 11 chapter human resource management text is ideal for a one-semester course. Steen/Noe balances theory with practical application and rich examples that support the need for foundational HRM, thought leadership and applied insight necessary to perform and thrive in organizations today. The Fourth Canadian Edition is suitable for colleges, universities, as well as, professional designation courses, MBA and EMBA programs.

 

Table of Content:

  1. Chapter 1: What Is Human Resource Management?
  2. 1.1: Human Resource Management Day to Day
  3. 1.2: What Are Human Resources and Human Capital?
  4. What Is HRM?
  5. The Role of HRM
  6. Staffing
  7. Development of Workplace Policies
  8. Compensation and Benefits Administration
  9. Retention
  10. Training and Development
  11. Dealing with Laws Affecting Employment
  12. Worker Protection
  13. Communication
  14. Awareness of External Factors
  15. 1.3: Skills Needed for HRM
  16. 1.4: Current HRM Challenges
  17. Containing Costs
  18. Technology
  19. The Economy
  20. The Changing Workforce
  21. Diversity and Inclusion€
  22. Ethics and Sustainability€
  23. 1.5: Cases and Problems
  24. Endnotes
  25. Chapter 2: Developing and Implementing Strategic Human Resource Management Plans
  26. 2.1: The Value of Planning
  27. 2.2: Strategic Planning
  28. HRM vs. Personnel Management
  29. The Steps to Strategic Plan Creation
  30. Conduct a Strategic Analysis
  31. Identify Strategic HR Issues
  32. Prioritize Issues and Actions
  33. Draw Up an HRM Plan
  34. 2.3: Writing the HRM Plan
  35. Determine Human Resource Needs
  36. Recruit
  37. Selection
  38. Determine Compensation
  39. Develop Training
  40. Perform a Performance Appraisal
  41. 2.4: Tips in HRM Planning
  42. Link HRM Strategic Plan to Company Plan
  43. Monitor the Plan Constantly
  44. Understand that Every Industry has Different Needs
  45. Measure It
  46. Sometimes Change Is Necessary
  47. Information Technology
  48. Be Aware of Legislative Changes
  49. 2.5: Cases and Problems
  50. Endnotes
  51. Chapter 3: Diversity and Inclusion
  52. 3.1: Culture Fit or Culture Add?€€
  53. 3.2: Diversity, Inclusion, and Engagement
  54. Why Diversity and Inclusion?
  55. 3.3: Diversity and Inclusion (D&I) Planning
  56. Actions to Take Now
  57. 3.4: Diversity and the Law
  58. Equal Employment Opportunity Commission (EEOC)
  59. EEOC Federal Legislation
  60. Age
  61. Disability
  62. Equal Pay/Compensation
  63. Genetic Information
  64. National Origin
  65. Pregnancy
  66. Race/Color
  67. Religion
  68. Sexual Orientation, Gender Identity, and Sexual Harassment
  69. Retaliation
  70. Military Service
  71. 3.5: Cases and Problems
  72. Endnotes
  73. Chapter 4: Recruitment
  74. 4.1: Keeping Up with Growth
  75. 4.2: The Recruitment Process
  76. Recruitment Strategy
  77. Technology in Recruitment€
  78. Job Analysis and Job Descriptions
  79. 4.3: The Law and Recruitment
  80. Immigration Reform and Control Act
  81. Patriot Act
  82. EEO Set of Laws
  83. 4.4: Recruitment Strategies
  84. Recruiters
  85. Campus Recruiting
  86. Professional Associations
  87. Websites
  88. Social Media
  89. Events
  90. Special/Specific Interest Groups (SIGs)
  91. Referrals
  92. Costs of Recruitment
  93. 4.5: Cases and Problems
  94. Endnotes
  95. Chapter 5: Selection
  96. 5.1: The Interview
  97. 5.2: The Selection Process
  98. 5.3: Criteria Development and Résumé Review
  99. Criteria Development Considerations
  100. Validity and Reliability
  101. Fit vs. Add€€
  102. Reviewing Résumés
  103. 5.4: Interviewing
  104. Types of Interviews
  105. Interview Questions
  106. Interview Process
  107. 5.5: Testing and Selecting
  108. Testing
  109. Selection Methods
  110. 5.6: Making the Offer
  111. 5.7: Cases and Problems
  112. Endnotes
  113. Chapter 6: Compensation and Benefits
  114. 6.1: Matching Compensation with Core Values
  115. 6.2: Goals of a Compensation Plan
  116. 6.3: Developing a Compensation Package
  117. Internal and External Pay Factors
  118. 6.4: Types of Pay Systems
  119. Job Evaluation Systems
  120. Pay Systems
  121. Technology Used in Compensation and Benefits
  122. Pay Theories
  123. Pay Decision Considerations
  124. Types of Pay
  125. Laws Relating to Pay
  126. 6.5: Other Types of Compensation
  127. Mandated: Health Care
  128. Mandated: Social Security and Medicare
  129. Mandated: Unemployment Insurance and Workers’ Compensation
  130. Mandated: COBRA
  131. Voluntary: Incentive Pay Systems
  132. Voluntary: Medical Insurance (Optional Depending on Company Size)
  133. Voluntary: 401(k) Plans
  134. Voluntary: Remote Work Options
  135. Voluntary: Paid Time Off
  136. Paid Holidays
  137. Sick Leave
  138. Paid Vacation
  139. Paid Time Off (PTO)
  140. A Final Note on Compensation and Benefits Strategy
  141. 6.6: Cases and Problems
  142. Endnotes
  143. Chapter 7: Retention, Motivation, and Engagement
  144. 7.1: Dissatisfaction Isn’t Always about Pay
  145. 7.2: The Costs of Turnover
  146. Reasons for Voluntary Turnover
  147. 7.3: Retention Plans
  148. Theories on Job Dissatisfaction
  149. Progression of Job Withdrawal
  150. Hawthorne Studies
  151. Maslow’s Hierarchy of Needs
  152. Herzberg Two-Factor Theory
  153. McGregor
  154. Carrot and Stick
  155. Sources of Employee Satisfaction and Engagement Data
  156. 7.4: Implementing Retention and Engagement Strategies
  157. Salaries and Benefits
  158. Training and Development
  159. Performance Appraisals
  160. Succession Planning
  161. Flextime, Remote Work, and Sabbaticals
  162. Management Training
  163. Conflict Management and Fairness
  164. Job Design, Job Enlargement, Empowerment, and Workflow Design€
  165. Pay-for-Performance Strategies
  166. Work-Life Balance
  167. Other Retention Strategies
  168. Technology’s Role in Retention and Motivation
  169. 7.5: Cases and Problems
  170. Endnotes
  171. Chapter 8: Training and Development
  172. 8.1: Training: Not Like It Used to Be
  173. 8.2: Steps to Take in Training an Employee
  174. Employee Orientation
  175. In-House Training
  176. Mentoring
  177. External Training
  178. 8.3: Types of Training
  179. Technical or Technology Training
  180. Quality Training
  181. Skills Training
  182. Soft Skills Training
  183. Professional Training and Legal Training
  184. Team Training
  185. D&I Training€
  186. Managerial Training
  187. Safety Training
  188. 8.4: Training Delivery Methods
  189. On-the-Job Coaching Training Delivery
  190. Mentoring Training Delivery
  191. Lunch and Learn Training Delivery
  192. Web-Based Training Delivery
  193. Job Shadowing Training Delivery
  194. Job Swapping Training Delivery
  195. Vestibule Training Delivery
  196. International Assignment Training
  197. 8.5: Designing a Training Program
  198. Training Program Framework Development
  199. Needs Assessment
  200. Learning Objectives
  201. Learning Styles
  202. Delivery Mode
  203. Budget
  204. Delivery Style
  205. Audience
  206. Content Development
  207. Timelines
  208. Communication
  209. Measuring Effectiveness
  210. Career Development Programs and Succession Planning
  211. Technology Used in Training
  212. 8.6: Cases and Problems
  213. Endnotes
  214. Chapter 9: Successful Employee Communication
  215. 9.1: The Biggest Challenge
  216. 9.2: Communication Strategies
  217. Communication and Emotional Intelligence (EQ)
  218. Communication Directions
  219. Communication Styles
  220. Crisis Communication
  221. Nonverbal Communication
  222. Listening
  223. Diversity and Inclusion (D&I) and Communication€
  224. Communication and High Performance Work Teams
  225. 9.3: Management Styles
  226. Task Style versus People-Centered Style
  227. Participatory, Directing, or Teamwork Styles
  228. Autocratic, Participative, and Free-Reign Styles
  229. Path Goal Model for Leadership
  230. Applying Management Styles
  231. 9.4: Cases and Problems
  232. Endnotes
  233. Chapter 10: Employee Performance Management
  234. 10.1: A Call for Help?€
  235. 10.2: Handling Performance
  236. Types of Performance Issues
  237. What Influences Performance?
  238. Defining Discipline
  239. The Role of the Performance Appraisal in Discipline
  240. Performance Issue Model
  241. Investigation of Performance Issues
  242. Options for Handling Performance Issues
  243. Alternative Dispute Resolution
  244. Employee Separation
  245. Rightsizing and Layoffs
  246. 10.3: Employee Rights
  247. Job Protection Rights
  248. Privacy Rights
  249. Labor Unions
  250. 10.4: Cases and Problems
  251. Endnotes
  252. Chapter 11: Employee Assessment and Talent Management
  253. 11.1: A Tough Conversation
  254. 11.2: Performance Evaluation Systems
  255. Designing a Performance Appraisal System
  256. Performance Evaluation and Technology
  257. Performance Appraisal System Errors
  258. Performance Appraisal Legal Considerations
  259. 11.3: Appraisal Methods
  260. Graphic Rating Scale
  261. Essay Appraisal
  262. Checklist Scale
  263. Critical Incident Appraisals
  264. Work Standards Approach
  265. Ranking Methods
  266. Management by Objectives (MBO)
  267. Behaviorally Anchored Rating Scale (BARS)
  268. 11.4: Completing and Conducting the Appraisal
  269. Best Practices in Performance Appraisals
  270. Training Managers and Employees
  271. Organizing the Performance Appraisal Process
  272. Performance Appraisal Interviews
  273. 11.5: Cases and Problems
  274. Endnotes
  275. Chapter 12: Working with Labor Unions
  276. 12.1: Unhappy Employees Could Equal Unionization
  277. 12.2: The Nature of Unions
  278. History and Organization of Unions
  279. Current Union Challenges
  280. Labor Union Laws
  281. The Unionization Process
  282. Strategies Companies Use to Avoid Unionization
  283. The Impact of Unions on Organizations
  284. 12.3: Collective Bargaining
  285. The Process of Collective Bargaining
  286. Ramifications of a Bargaining Impasse
  287. Working with Labor Unions
  288. 12.4: Administration of the Collective Bargaining Agreement
  289. Procedures for Grievances
  290. 12.5: Cases and Problems
  291. Endnotes
  292. Chapter 13: Safety and Health at Work
  293. 13.1: Training for Safety
  294. 13.2: Workplace Safety and Health Laws
  295. Occupational Safety and Health Administration (OSHA) Laws
  296. Right-to-Know Laws
  297. OSHA Enforcement
  298. 13.3: Health Hazards at Work
  299. Stress
  300. Cumulative Trauma Disorders
  301. Video Display Terminals (VDTs)
  302. Chemical and Fragrance Sensitivities
  303. Chemicals and Substances
  304. Workplace Violence and Bullying
  305. Employee Privacy
  306. Terrorism and Evacuation€
  307. Promoting a Culture of Safety and Health
  308. 13.4: Cases and Problems
  309. Endnotes
  310. Chapter 14: International Human Resource Management
  311. 14.1: Things Weren’t What They Seemed
  312. 14.2: Offshoring and Outsourcing
  313. The Global Environment
  314. HRM Global Strategies
  315. Culture as a Major Aspect of HRM Overseas
  316. 14.3: Staffing Internationally
  317. Types of Staffing Strategy
  318. Expatriates
  319. Host-Country National
  320. Third-Country Nationals
  321. 14.4: International HRM Considerations
  322. Recruitment and Selection
  323. Training
  324. Compensation and Rewards
  325. Performance Evaluations
  326. The International Labor Environment
  327. Logistics of International Assignments
  328. 14.5: Cases and Problems
  329. Endnotes
  330. Appendix A: The Purpose of Society for Human Resource Management (SHRM) and Human Resources Certific
  331. A.1: Society for Human Resource Management (SHRM)
  332. A.2: Human Resources Certification Institute (HRCI)
  333. Index

 

People Also Search:

human resource management canadian steen

human resource management canadian 4th edition steen

human resource management canadian

human resource management canadian 4th edition solution manual download pdf

human resource management canadian 4th edition download scribd

canadian human resource management textbook

human resource management canadian 4th edition

steen human resource management canadian

Instant download after Payment is complete

Related products

Main Menu