内容简介
21世纪已经到来，以加强外语为新世纪人才特征的新一轮教育改革方兴未艾，“双语教学”成为热门主题，成为推进素质教育的又一项重要内容。国家教育部在2002年提出加强大学本科教学的12项措施，其中要求高校在三年内开设5%～10%的双语课程，并引进原版教材和提高师资水平。为了推动“双语教学”的开展，经济科学出版社引进一系列英语版教材，适用于高等院校、高职高专财经及管理类专业。
本书共十一章，具体包括人力资源管理战略与计划、组织行为与全球效益、均等的谅业机会、工作分析、就职、培训与发展、职务评估、报酬、多元化报酬及利益、员工关系、劳资关系。
DR.ROBERT L.MATHIS
Dr.robert Mathis is a Professor of Management at the University of Nebraska at Omaha(UN0).Born and raised in Texas,he received a BBA and MBA from Texas Tech University and a Ph.D. in management and organization from the University of Colorado.At UNO he has received the university''''s ''''Excellence in Teaching'''' award.
Dr.Mathis has co-authored several books and has published numerous articles covering a variety of topics over the last twenty-five years. On the professional level, Dr.Mathis has held numerous national offices in the Society for Human Resource Management and in other professional organizations,including the Academy of Management. He also has served as President of the human Resource certification Institute (HRCI)and is certified as a Senior Professional in Human Resources (SPHR)by HRCI.
He has had extensive consulting experiences with organizations of all sizes in a variety of areas. Forms assisted have been in telecommunications ,telemarketing ,finacial,manufacturing,retail,health care,and utility industries . he has extensive specialized consulting experien in establishing or revising compensation plans for small and medium-sized firms. Internationally,Dr. Mathis has consulting and training experience with organizations in Australia,Lithuania,Romania,Moldova,and Taiwan.
DR.JOHN H.JACKSON
Dr.John H.Jackson is a Professor of Management at the University of Wyoming .Born in Alaska,he received his BBA and MBA from Texas Tech University .He then worked in the telecommunications industry in human resources management for several years .After leaving that industry ,he completed his doctoral studies at the University of Colorado and and received his Ph.D.in management and orgznization
During his academic career ,Dr.Jackson has auhored four other college texsa and more than fifty articles and papers ,including those appearing in Academy of Management Review,Journal of Management ,human Resources Management,and Human Resouce Planning .He has consulted widely with a variety of organizations on HR and mangement development matters and has served as an expert witness in a number of HR-related cases.
At the University of Wyoming he served two terms as department head in the Department of Management and Marketing.Dr.Jackson has received teaching awards and worked with two-way interactive television for MBA students.He designed one of the first classes in the nation on Business,Environment ,and Natural Resources .In addition to teaching ,Dr.Jackson is President of Silverwood Ranches ,Inc.
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目录
目 录 CHAPTER ONE Strategic Human Resources Management and Planning 1 HR Management Challenges 1 Economic and Technological Change / Occupational Shifts / Workforce Availability and Quality / Demographics and Diversity / Balancing Work and Family / Organizational Restructuring HR Management Activities 3 HR Planning and Analysis / Equal Employment Opportunity / Staffing / HR Development / Compensation and Benefits / Health, Safety, and Security / Employee and Labor- Management Relations Nature of HR Management 6 HR as Employee Advocate / Roles of HR Management / Ethics and HR Management / HR Management Competencies and Careers Organizational Strategies and HR Planning 8 Scanning the External Environment / Internal Assessment of Organizational Workforce / Human Resource Information Systems / Forecasting Managing a Human Resource Surplus 13 Workforce Reductions and the WARN Act / Downsizing CHAPTER TWO Organizational Performance and Global Effectiveness 17 Organizational and Global Productivity 17 Global Competitiveness and Productivity / Organizations and Productivity / Increasing Productivity / Quality and Productivity / Service Individual/Organizational Relationships 19 The Psychological Contract viii Table of Contents Productivity and Job Design 21 Consequences of Job Design / Teams and Jobs / Advantages and Disadvantages of Team Jobs Job Satisfaction and Organizational Commitment 22 Absenteeism / Turnover Assessing HR Effectiveness 24 HR Audits / Employee Attitude Surveys / Exit Interviews / HR Performance and Benchmarking Global Human Resource Management 26 Legal and Political Factors / Economic Factors / Cultural Factors Types of Global Organizations 28 Importing and Exporting / Multinational Enterprises / Global Organizations International Staffing and Training 29 Types of International Employees / Selection for International Assignments / International Training and Development International Compensation and Other Activities 31 International Security and Terrorism / Global Labor- Management Relations CHAPTER THREE Equal Employment Opportunity 35 Diversity 35 Women in the Workforce / Racial and Ethnic Diversity in the Workforce / Aging of the Workforce / Individuals with Disabilities in the Workforce / Individuals with Differing Sexual Orientations in the Workforce Managing Diversity 38 Equal Employment Opportunity and Affirmative Action 39 Affirmative Action / Reverse Discrimination / Ciyil Rights Acts of 1964 and 1991 / Enforcement Agencies / Interpretations of EEO Laws and Regulations / EEO Compliance Uniform Guidelines on Employee Selection Procedures 42 No-Disparate-impact Approach / Job-Related Validation Approach Gender Discrimination and Sexual Harassment 43 Sexual Harassment / Pregnancy Discrimination / Equal Pax and Pa '''' Equity / The Glass Ceiling Age Discrimination 45 Americans with Disabilities Act ADA 46 EssentialJobFunctions / Reasonable Accommodation / Undue Hardship Other Bases of Discrimination 47 Immigration Reform and Control Act IRCA / Religious Discrimination / Sexual Orientation / Veterans'''' Employment Rights / Military Employment Rights CHAPTER FOUR Job Analysis 49 Nature of Job Analysis 49 Work Analysis / Task-BasedJobAnalysis / Competency Approach to Job Analysis Uses of Job Analysis 51 Job DeScriptions and Job Specifications / Job Families and Organization Charts / Job Analysis and HR Activities / Job Analysis and Legal Issues / Behavioral Aspects of Job Analysis Job Analysis Methods 55 Observation / Interviews / Questionnaires / Computerized Job Analysis The Job Analysis Process 56 Planning / Preparation and Introduction / Conducting the Job Analysis Job DeScriptions and Job Specifications 58 Job DeScription Components / Writing Job DeScriptions / Writing Job Specifications CHAPTER FIVE Staffing 61 Planning and Strategic Decisions about Recruiting 62 Internal versus External Recruiting / Flexible Staffing Internal Recruiting 64 Job Posting and Bidding / Promotion and Transfer / Current Employee Referrals / Recruiting Former Employees and Applicants / Internal Recruiting Database External Recruiting 65 Schools / Colleges and Universities / Media Sources / Trade and Competitive Sources / Employment Agencies / Executive Search Firms / Internet Recruiting Recruiting Evaluation 67 Nature of Selection 67 Criteria, Predictors, and Job Performance / Legal Concerns / Selection Responsibilities The Selection Process 69 Reception and Job Preview/Interest Screening / Application Forms / Selection Testing / Selection Interviewing Background Investigation 73 Legal Constraints / Medical Examinations / Drug Testing CHAPTER SIX Training and Development 75 Nature of Training 75 Types of Internal Training / External Training / Web-Based Training Learning Principles: The Psychology of Learning 77 Intention to Learn / Whole Learning / Reinforcement / Behavior Modification / Immediate Confirmation / Learning Practice / Transfer of Training Table of Contents Orientation: Training for New Employees 78 Organizational Overview / Establishing an Effective Orientation System Systems Approach to Training 79 Training Needs Assessment / Implementing Training / Evaluation of Training Human Resource Development 82 The HR Development Process / Succession Planning / Development Approaches / Management Development Careers 85 Organization-Centered vs. Individual-Centered Career Planning / Dual Career Paths for Technical and Professional Workers / Dual-Career Couples / Retirement CHAPTER SEVEN Managing and Appraising Performance 89 Identifying and Measuring Employee Performance 89 Job Criteria and Information Types / Potential Criteria Problems / Performance Standards The Nature and Uses of Performance Appraisal 93 Informal versus Systematic Appraisal / Who Conducts Appraisals Methods for Appraising Performance 96 Category Rating Methods / Comparative Methods / Narrative Methods / Behavioral/Objectives Methods / Rater Errors / Appraisal Feedback Performance Appraisals and the Law 101 Effective Performance Management CHAPTER EIGHT Compensation 103 The Nature of Compensation 103 Base Pay / Variable Pay / Benefits Strategic Compensation 105 Cost-Effectiveness and Labor Market Positioning / Competency-Based Pay / Broadbanding / Use of Variable Pay / Team-Based Compensation / Behavioral Aspects of Compensation Legal Constraints on Pay Systems 107 Fair Labor Standards Act FLSA / Independent Contractor Regulations / Equal Pay and Pay Equity Wage and Salary Administration 110 Pay Policies / Unions and Compensation Developing a Base Pay System 111 Job Evaluation / Pay Surveys / Pay Structures / Individual Pay Issues Executive Compensation 117 The Role of the Board of Directors in Executive Compensation / Criticism of Executive Compensation / Golden Parachutes for Executives CHAPTER NINE Variable Pay and Benefits 121 Variable Pay: Incentives for Performance 121 Guidelines for Variable Pay Plans Individual Incentives 123 Bonuses / Special Individual Incentive Programs / Sales Compensation and Incentives Team-Based Incentives 124 Types of Team Incentives / Distributing Team Incentives / Problems with Team Incentives / Successful Team Incentives / Gainsharing Organizational Incentives 126 Profit Sharing / Employee Stock Ownership Plans ESOPs Benefits 127 Security Benefits 128 Retirement Benefits 129 Pension Plans / Individual Retirement Benefit Options Health-Care Benefits 129 Managed Care / Health-Care Legislation Other Benefits 131 Insurance Benefits / Family-Oriented Benefits / Time-Off Benefits Benefits Administration 132 Benefits Communication / Flexible Benefits CHAPTER TEN Employee Relations 135 Health, Safety, and Security 135 Workers'''' Compensation / Child Labor Laws / Americans with Disabilities Act Occupational Safety and Health Act 137 OSHA Inspections / Record-Keeping Requirements / Evaluating the Effects of OSHA Safety Management 139 Components of Effective Safety Management Programs Issues in Safety and Health 140 Individuals and Safety Health 142 Smoking at Work / Substance Abuse / Wellness Programs / Employee Assistance Programs EAPs Security 144 Employee Rights and Responsibilities 145 Rights Affecting the Employment Relationship 145 Employment-at-Will EAW / Just Cause / Due Process Balancing Employer Security Concerns and Employee Rights 147 Monitoring of E-Mail and Voice Mail / Video Surveillance / The Drug-Free Workplace Act of 1988 HR Policies, Procedures, and Rules 149 Guidelines for an Employee Handbook Employee Discipline 150 Approaches to Discipline CHAPTER ELEVEN Union-Management Relations 153 When Management Faces a Union 153 Why Employees Unionize Unions in the United States 154 Union Decline Worldwide / Public-Sector Unionism The History of American Unions 157 The National Labor Code 157 Wagner Act National Labor Relations Act / Taft-Hartley Act Labor-Management Relations Act / Landrum-Griffin Act Labor-Management Reporting and Disclosure Act The Process of Unionizing 159 Collective Bargaining / Bargaining Impasse / Strikes and Lockouts Management''''s Choice: Cooperate or Stay Nonunion 164 Cooperation and Employee Involvement / Staying Nonunion Grievance Management 165 Steps in a Grievance Procedure APPENDIX A Content Outline of the HR Body of Knowledge 169 APPENDIX B Important Organizations in HR Management 177 Associations 177 U.S. Department of Labor Agencies 179 Other Government Agencies 179 APPENDIX C Current Literature in HR Management 181 A. Research-Oriented Journals 181 B. Management-Oriented Journals 183 C. Abstracts & Indices 184 APPENDIX D Major Federal Equal Employment Opportunity Laws and Regulations 187 APPENDIX E Guidelines to Lawful and Unlawful Preemployment Inquiries 189 APPENDIX F Sample Job DeScription and Specifications 191 Glossary 193 Index 201
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