1. Part 1: The Context of Strategic Human Resource Management
2. Chapter 1: An Investment Perspective of Human Resource Management
3. Adopting an Investment Perspective
4. Valuation of Assets
5. Understanding and Measuring Human Capital
6. HR Metrics and Analytics
7. Factors Influencing How “Investment-Oriented” an Organization Is
8. Conclusion
9. Critical Thinking
10. Exercises
11. Chapter References
12. Reading 1.1: Using Targeted Analytics to Improve Talent Decisions
13. Chapter 2: Social Responsibility and Human Resource Management
14. Workforce Demographic Changes and Diversity
15. Ethical Behavior
16. Corporate Social Responsibility/Sustainability
17. Conclusion
18. Critical Thinking
19. Exercises
20. Chapter References
21. Reading 2.1: Overt Stereotype Biases and Discrimination in the Workplace: Why Haven’t We Fixed This
22. Reading 2.2: Different Approaches Toward Doing the Right Thing: Mapping the Responsibility Orientati
23. Chapter 3: Strategic Management
24. Models of Strategy
25. The Process of Strategic Management
26. Corporate Strategies
27. Business Unit Strategies
28. Innovation and Creativity as Components of Strategy
29. The Privatization Decision as Part of Strategy
30. Conclusion
31. Critical Thinking
32. Exercises
33. Chapter References
34. Reading 3.1: Are You Sure You Have a Strategy?
35. Reading 3.2: Google, Inc.-Company Overview
36. Chapter 4: The Evolving/Strategic Role of Human Resource Management
37. Strategic HR Versus Traditional HR
38. Barriers to Strategic HR
39. Outsourcing and Revamping HR
40. Conclusion
41. Critical Thinking
42. Exercises
43. Chapter References
44. Reading 4.1: Evolution of a Strange Pathology: HRM as a Strategic Business Partner and Employee Advo
45. Chapter 5: Strategic Workforce Planning
46. Objectives of Strategic Workforce Planning
47. Types of Planning
48. Mentoring
49. Conclusion
50. Critical Thinking
51. Exercises
52. Chapter References
53. Reading 5.1: The Annual HR Strategic Planning Process: Design and Facilitation Lessons from Corning
54. Chapter 6: Design and Redesign of Work Systems
55. Design of Work Systems
56. Strategic Redesign of Work Systems
57. Mergers and Acquisitions
58. Impact of Technology
59. HR Issues and Challenges Related to Technology
60. Understanding Change
61. Managing Change
62. Conclusion
63. Critical Thinking
64. Exercises
65. Chapter References
66. Reading 6.1: Sexual Harassment Versus Workplace Romance: Social Media Spillover and Textual Harassme
67. Chapter 7: Employment Law
68. Employment-at-Will
69. Scope of Laws
70. Federal Antidiscrimination Laws
71. Enforcement of Federal Laws Under the EEOC
72. Executive Orders
73. Affirmative Action
74. Sexual Harassment
75. Problems in Managing Sexual Harassment
76. Strategy for Managing Sexual Harassment
77. Trends in Employment Litigation
78. Conclusion
79. Critical Thinking
80. Exercises
81. Chapter References
82. Reading 7.1: In Defense of Preference
83. Reading 7.2: The Management of Organizational Justice
84. Part 2: Implementation of Strategic Human Resource Management
85. Chapter 8: Staffing
86. Recruiting
87. Selection
88. International Assignments
89. Documentation of Employment Eligibility
90. New Trends in Staffing
91. Conclusion
92. Critical Thinking
93. Exercises
94. Chapter References
95. Reading 8.1: Recruiting Practices in Transition
96. Chapter 9: Training and Development
97. Benefits of Training and Development
98. Planning and Strategizing Training
99. Organizational Development
100. Integrating Training with Performance Management Systems and Compensation
101. Conclusion
102. Critical Thinking
103. Exercises
104. Chapter References
105. Reading 9.1: Strategic Organizational Development Interventions: A Case of Microsoft Corp. Limited
106. Chapter 10: Performance Management and Feedback
107. Use of the System
108. Who Evaluates
109. What to Evaluate
110. How to Evaluate
111. Measures of Evaluation
112. Other Considerations
113. Conclusion
114. Critical Thinking
115. Exercises
116. Chapter References
117. Reading 10.1: The Performance Management Revolution; The Focus Is Shifting from Accountability to Le
118. Chapter 11: Compensation
119. Equity
120. Legal Issues in Compensation
121. Executive Compensation
122. Conclusion
123. Critical Thinking
124. Exercises
125. Chapter References
126. Reading 11.1: Exposing Pay Secrecy
127. Reading 11.2: The Development of a Pay-for-Performance Appraisal System for Municipal Agencies: A Ca
128. Chapter 12: Labor Relations
129. Why Employees Unionize
130. The National Labor Relations Act
131. Behavior During Organizing Campaigns
132. Collective Bargaining
133. Failure to Reach Agreement
134. Unions Today
135. Conclusion
136. Critical Thinking
137. Exercises
138. Chapter References
139. Reading 12.1: Social Media, Employee Privacy and Concerted Activity: Brave New World or Big Brother?
140. Reading 12.2: The Labor Movement and the Dilemma of Direct Confrontation
141. Chapter 13: Employee Separation and Retention Management
142. Reductions in Force
143. Turnover
144. Retirement
145. Alumni Relations
146. Conclusion
147. Critical Thinking
148. Exercises
149. Chapter References
150. Reading 13.1: Retaining Talent: Replacing Misconceptions with Evidence-Based Strategies
151. Chapter 14: Global Human Resource Management
152. How Global HRM Differs from Domestic HRM
153. Assessing Culture
154. Strategic HR Issues in Global Assignments
155. Repatriation
156. The European Union
157. Mexico and Canada
158. China
159. India
160. Conclusion
161. Critical Thinking
162. Exercises
163. Chapter References
164. Reading 14.1: In the Eye of the Beholder: Cross Cultural Lessons in Leadership from Project Globe
165. Subject Index
166. Name Index
167. Company Index
168. Blank Page

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