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Applicable to both HR majors and non-majors, Fundamentals of Human Resource Management, 8e, focuses on human resource issues and how HR is a key component of any company’s overall corporate strategy. With Fundamentals of Human Resource Management, 8e, students learn about best practices and are actively engaged through the use of cases and decision making. As a result, students will be able to take what they have learned in the course and apply it to solving HRM problems they will encounter on the job.

 

Table of Content:

  1. Part 1: The Human Resource Environment
  2. 1: Managing Human Resources
  3. Introduction
  4. Human Resources and Company Performance
  5. Responsibilities of Human Resource Departments
  6. Analyzing and Designing Jobs
  7. Recruiting and Hiring Employees
  8. Training and Developing Employees
  9. Managing Performance
  10. Planning and Administering Pay and Benefits
  11. Best Practices: HRM Helps Abbott Laboratories Thrive
  12. Maintaining Positive Employee Relations
  13. HRM Social: Social Media Tools for HR Professionals
  14. Establishing and Administering Personnel Policies
  15. Managing and Using Human Resource Data
  16. Ensuring Compliance with Labor Laws
  17. HR How To: Applying HR Data to Solve Business Problems
  18. Supporting the Organization’s Strategy
  19. HR Analytics & Decision Making
  20. Skills of HRM Professionals
  21. HR Oops!: Zenefits Runs into Its Own HR Issues
  22. HR Responsibilities of Supervisors
  23. Ethics in Human Resource Management
  24. Did You Know?: Employers’ Reputations Have Value
  25. Employee Rights
  26. Standards for Ethical Behavior
  27. Careers in Human Resource Management
  28. Organization of This Book
  29. Thinking Ethically: Whom Does the HR Professional Represent?
  30. Summary
  31. Key Terms
  32. Review And Discussion Questions
  33. Self-Assessment Exercise
  34. Taking Responsibility: Why Good Things Happen at Costco
  35. Managing Talent: Old Navy’s Talent Strategy Fills in Some Gaps
  36. HR in Small Business: Network Is the Key to HRM at 1Collision
  37. Notes
  38. 2: Trends in Human Resource Management
  39. Introduction
  40. Change in the Labor Force
  41. An Aging Workforce
  42. A Diverse Workforce
  43. Best Practices: Helping Panda Express Workers Communicate
  44. Skill Deficiencies of the Workforce
  45. HR Analytics & Decision Making
  46. High-Performance Work Systems
  47. Knowledge Workers
  48. Employee Empowerment
  49. HRM Social: Glassdoor Reviews Foster Better Communication
  50. Teamwork
  51. Focus on Strategy
  52. Mergers and Acquisitions
  53. HR Oops!: HRM Barely Gets a Passing Grade
  54. High-Quality Standards
  55. Cost Control
  56. Expanding into Global Markets
  57. Technological Change in HRM
  58. HR Information Systems
  59. People Analytics
  60. Sharing of Human Resource Information
  61. HR How To: Handling HR Implications of Artificial Intelligence
  62. Change in the Employment Relationship
  63. A Psychological Contract
  64. Did You Know?: Half of U.S. Employees Looking to Change Jobs
  65. Declining Union Membership
  66. Flexibility
  67. Thinking Ethically: How Solid Is Your Digital Footprint?
  68. Summary
  69. Key Terms
  70. Review and Discussion Questions
  71. Self-Assessment Exercise
  72. Taking Responsibility: Paychex Keeps People by Helping Them Retire
  73. Managing Talent: Employee Engagement Helps Bank’s Business
  74. HR in Small Business: New Belgium Brews Success through Employee Ownership
  75. Notes
  76. 3: Providing Equal Employment Opportunity and a Safe Workplace
  77. Introduction
  78. Regulation of Human Resource Management
  79. Equal Employment Opportunity
  80. Constitutional Amendments
  81. Legislation
  82. HR Analytics & Decision Making
  83. Executive Orders
  84. The Government’s Role in Providing for Equal Employment Opportunity
  85. Equal Employment Opportunity Commission (EEOC)
  86. Office of Federal Contract Compliance Programs (OFCCP)
  87. Businesses’ Role in Providing for Equal Employment Opportunity
  88. Avoiding Discrimination
  89. HRM Social: Using Social Media in Hiring Poses Discrimination Risk
  90. Providing Reasonable Accommodation
  91. Preventing Sexual Harassment
  92. HR Oops!: Disability Inclusion Still Falls Short
  93. Valuing Diversity
  94. Best Practices: Accenture’s Diversity Policies Welcome LGBT Workers
  95. Occupational Safety and Health Act
  96. General and Specific Duties
  97. Enforcement of the Occupational Safety and Health Act
  98. HR How To: Providing Safety from Gun Violence
  99. Employee Rights and Responsibilities
  100. Impact of the Occupational Safety and Health Act
  101. Employer-Sponsored Safety and Health Programs
  102. Identifying and Communicating Job Hazards
  103. Reinforcing Safe Practices
  104. Promoting Safety Internationally
  105. Did You Know?: Top 10 OSHA Violations
  106. Thinking Ethically: Is It Ethical to Discriminate Against the Unemployed?
  107. Summary
  108. Key Terms
  109. Review and Discussion Questions
  110. Self-Assessment Exercise
  111. Taking Responsibility: Keeping Subcontractors Safe
  112. Managing Talent: Google’s Search for Diverse Talent
  113. HR in Small Business: Airbnb Continues to Address Diversity Challenge
  114. Notes
  115. 4: Analyzing Work and Designing Jobs
  116. Introduction
  117. Work Flow in Organizations
  118. Work Flow Analysis
  119. Work Flow Design and an Organization’s Structure
  120. HR Oops!: Poor Planning for Robots
  121. Job Analysis
  122. Job Descriptions
  123. Job Specifications
  124. Sources of Job Information
  125. Position Analysis Questionnaire
  126. Fleishman Job Analysis System
  127. Analyzing Teamwork
  128. Importance of Job Analysis
  129. HRM Social: Skills of a Social-Media Specialist
  130. Competency Models
  131. Trends in Job Analysis
  132. Job Design
  133. Designing Efficient Jobs
  134. Best Practices: Navicent Health Gets Lean for the Sake of Its Patients
  135. Designing Jobs That Motivate
  136. HR How To: Devising a Plan for Workplace Flexibility
  137. Designing Ergonomic Jobs
  138. Did You Know?: Health Care Workers Need Ergonomic Job Design
  139. HR Analytics & Decision Making
  140. Designing Jobs That Meet Mental Capabilities and Limitations
  141. Thinking Ethically: How Can You Ethically Design a Dangerous Job?
  142. Summary
  143. Key Terms
  144. Review and Discussion Questions
  145. Self-Assessment Exercise
  146. Taking Responsibility: Mayo Clinic Prescribes a Dose of Efficient Work Design
  147. Managing Talent: Flexibility Drives Uber’s Growth
  148. HR in Small Business: Blink UX Takes a Hard Look at Work Design
  149. Notes
  150. Part 2: Acquiring, Training, and Developing Human Resources
  151. 5: Planning for and Recruiting Human Resources
  152. Introduction
  153. The Process of Human Resource Planning
  154. Forecasting
  155. Goal Setting and Strategic Planning
  156. HR How To: Using Temporary Employees and Contractors
  157. Implementing and Evaluating the HR Plan
  158. HR Analytics & Decision Making
  159. Applying HR Planning to Affirmative Action
  160. Best Practices: Fixing the Talent Gap
  161. Recruiting Human Resources
  162. Personnel Policies
  163. Did You Know?: Employers Prefer Internal Recruitment
  164. Recruitment Sources
  165. Internal Sources
  166. External Sources
  167. HRM Social: Effective Recruitment via Social Networks
  168. Evaluating the Quality of a Source
  169. Recruiter Traits and Behaviors
  170. HR Oops!: Fuzzy Source-of-Hire Data
  171. Characteristics of the Recruiter
  172. Behavior of the Recruiter
  173. Enhancing the Recruiter’s Impact
  174. Thinking Ethically: Is Temp and Contract Work Fair to Workers?
  175. Summary
  176. Key Terms
  177. Review and Discussion Questions
  178. Self-Assessment Exercise
  179. Taking Responsibility: Facebook’s Approach to Recruiting Employees
  180. Managing Talent: Techtonic Group Builds Its Own Labor Supply
  181. HR in Small Business: GenMet’s Design for Constructing a 21st-Century Workforce
  182. Notes
  183. 6: Selecting Employees and Placing Them in Jobs
  184. Introduction
  185. Selection Process
  186. Reliability
  187. Validity
  188. Ability to Generalize
  189. Practical Value
  190. Best Practices: Unilever Improves Selection Results with AI
  191. Legal Standards for Selection
  192. HRM Social: Screening with Social Media Poses Risks
  193. HR How To: Using Data Analytics to Support Fair Hiring Decisions
  194. Job Applications and Résumés
  195. Application Forms
  196. Résumés
  197. HR Analytics & Decision Making
  198. References
  199. Background Checks
  200. Did You Know?: Most Employers Use Social Media in Employee Selection
  201. Employment Tests and Work Samples
  202. Physical Ability Tests
  203. Cognitive Ability Tests
  204. Job Performance Tests and Work Samples
  205. Personality Inventories
  206. Honesty Tests and Drug Tests
  207. Medical Examinations
  208. Interviews
  209. Interviewing Techniques
  210. Advantages and Disadvantages of Interviewing
  211. Preparing to Interview
  212. Selection Decisions
  213. How Organizations Select Employees
  214. HR Oops!: Red Flags during Job Interviews
  215. Communicating the Decision
  216. Thinking Ethically: What Is an Employer’s Ethical Duty to Check Facts?
  217. Summary
  218. Key Terms
  219. Review and Discussion Questions
  220. Self-Assessment Exercise
  221. Taking Responsibility: At PepsiCo, Workers with Disabilities Are Encouraged, Not Disqualified
  222. Managing Talent: Marriott Hires People Who Put Others First
  223. HR in Small Business: Strategic Hiring at Skookum Digital Works
  224. Notes
  225. 7: Training Employees
  226. Introduction
  227. Training Linked to Organizational Needs
  228. Needs Assessment
  229. Organization Analysis
  230. Did You Know?: Many Service-Sector Workers Lack Basic Skills
  231. Person Analysis
  232. Task Analysis
  233. Readiness for Training
  234. Employee Readiness Characteristics
  235. Work Environment
  236. HRM Social: LinkedIn Learning: Today’s Corporate Training Center
  237. Planning the Training Program
  238. Objectives of the Program
  239. In-House or Contracted Out?
  240. Choice of Training Methods
  241. Training Methods
  242. Classroom Instruction
  243. Computer-Based Training
  244. HR How To: Using Wearable Technology to Support Training
  245. On-the-Job Training
  246. Simulations
  247. Business Games and Case Studies
  248. Behavior Modeling
  249. Experiential Programs
  250. Team Training
  251. Action Learning
  252. Implementing the Training Program
  253. Principles of Learning
  254. HR Oops!: So Far, Anti-Harassment Training Has Not Ended Harassment
  255. Transfer of Training
  256. Measuring the Results of Training
  257. Evaluation Methods
  258. HR Analytics & Decision Making
  259. Applying the Evaluation
  260. Applications of Training
  261. Best Practices: Verizon Ensures Training Adds Business Value
  262. Orientation and Onboarding of New Employees
  263. Diversity Training
  264. Thinking Ethically: Are Internships Opportunity or Exploitation?
  265. Summary
  266. Key Terms
  267. Review and Discussion Questions
  268. Self-Assessment Exercise
  269. Taking Responsibility: Training Helps Keep Goodyear’s Workers Safe
  270. Managing Talent: Huntington Ingalls Builds a Workforce to Do “Hard Stuff”
  271. HR in Small Business: Zeigler Auto Group Drives Growth by Training Its People
  272. Notes
  273. 8: Developing Employees for Future Success
  274. Introduction
  275. Training, Development, and Career Management
  276. Development and Training
  277. Development for Careers
  278. Approaches to Employee Development
  279. Formal Education
  280. Best Practices: Valvoline’s Development Program Ensures a Flow of New Managers
  281. Assessment
  282. Job Experiences
  283. Interpersonal Relationships
  284. HRM Social: Using Social Media for Career Development
  285. HR How To: Coaching Employees
  286. Systems for Career Management
  287. HR Analytics & Decision Making
  288. HR Oops!: Show Some Appreciation or Employees Will Leave
  289. Data Gathering
  290. Feedback
  291. Goal Setting
  292. Action Planning and Follow-Up
  293. Did You Know?: Men Named John Outnumber Women at the Top
  294. Development-Related Challenges
  295. The Glass Ceiling
  296. Succession Planning
  297. Dysfunctional Managers
  298. Thinking Ethically: Should Companies Tell Employees They Have “High Potential”?
  299. Summary
  300. Key Terms
  301. Review and Discussion Questions
  302. Self-Assessment Exercise
  303. Taking Responsibility: Employee Ambitions Drive Development at West Monroe Partners
  304. Managing Talent: Mondelez Bakes Development into Its Talent Strategy
  305. HR in Small Business: How Service Express Serves Employees First
  306. Notes
  307. Part 3: Assessing and Improving Performance
  308. 9: Creating and Maintaining High-Performance Organizations
  309. Introduction
  310. High-Performance Work Systems
  311. Elements of a High-Performance Work System
  312. HR How To: Rewarding High Performance
  313. Outcomes of a High-Performance Work System
  314. Conditions That Contribute to High Performance
  315. Teamwork and Empowerment
  316. HR Oops!: How Starbucks Recovered from a Decision Gone Wrong
  317. Knowledge Sharing
  318. Job Satisfaction and Employee Engagement
  319. Did You Know?: Only 33% of U.S. Workers Feel Engaged at Their Jobs
  320. Ethics
  321. HRM’s Contribution to High Performance
  322. HRM Practices
  323. HRM Technology
  324. HRM Applications
  325. Human Resource Information Systems
  326. HR Analytics & Decision Making
  327. Human Resource Management Online: E-HRM
  328. HRM Social: Companies Should Listen as Well as Talk on Social Media
  329. Effectiveness of Human Resource Management
  330. Human Resource Management Audits
  331. Best Practices: Data Taught KinderCare How to Build Success
  332. Analyzing the Effect of HRM Programs
  333. Thinking Ethically: Is Analyzing Employee Sentiment an Invasion of Privacy?
  334. Summary
  335. Key Terms
  336. Review and Discussion Questions
  337. Self-Assessment Exercise
  338. Taking Responsibility: The Container Store Continues to Put Employees First
  339. Managing Talent: How Adobe’s People and Rewards Contribute to High Performance
  340. HR in Small Business: Tasty Catering Serves Up Employee-Friendly Culture
  341. Notes
  342. 10: Managing Employees’ Performance
  343. Introduction
  344. The Process of Performance Management
  345. Purposes of Performance Management
  346. Best Practices: Goldman Sachs Makes Performance Management a Priority
  347. Criteria for Effective Performance Management
  348. HR Oops!: Employees Unclear on Performance Expectations
  349. Methods for Measuring Performance
  350. Making Comparisons
  351. Rating Individuals
  352. Did You Know?: Top Metrics in Performance Appraisals
  353. Measuring Results
  354. Total Quality Management
  355. Sources of Performance Information
  356. Managers
  357. Peers
  358. Subordinates
  359. HRM Social: Apps Are Enabling Real-Time Feedback
  360. Self
  361. Customers
  362. Errors in Performance Measurement
  363. Types of Rating Errors
  364. Ways to Reduce Errors
  365. Political Behavior in Performance Appraisals
  366. Giving Performance Feedback
  367. Scheduling Performance Feedback
  368. HR Analytics & Decision Making
  369. Preparing for a Feedback Session
  370. Conducting the Feedback Session
  371. Finding Solutions to Performance Problems
  372. HR How To: Delivering Positive Feedback
  373. Legal and Ethical Issues in Performance Management
  374. Legal Requirements for Performance Management
  375. Electronic Monitoring and Employee Privacy
  376. Thinking Ethically: What are the Ethical Boundaries of Tracking Employee Activities?
  377. Summary
  378. Key Terms
  379. Review and Discussion Questions
  380. Self-Assessment Exercise
  381. Taking Responsibility: Asana’s Performance Management Aligns with Its Values
  382. Managing Talent: Deloitte’s Approach to Performance Management Pays Off
  383. HR in Small Business: Retrofit’s Mobile Performance Management
  384. Notes
  385. 11: Separating and Retaining Employees
  386. Introduction
  387. Managing Voluntary and Involuntary Turnover
  388. Employee Separation
  389. Principles of Justice
  390. HR How To: Handling Rude Behavior
  391. Legal Requirements
  392. HRM Social: Firing an Employee for Social-Media Use
  393. Progressive Discipline
  394. Alternative Dispute Resolution
  395. Employee Assistance Programs
  396. Outplacement Counseling
  397. Did You Know?: Opioid Abuse Is a Problem for Workers and Employers
  398. Employee Engagement
  399. Job Withdrawal
  400. Job Dissatisfaction
  401. Behavior Change
  402. Physical Job Withdrawal
  403. Psychological Withdrawal
  404. HR Oops!: Employees Say Anything to Stay Away from Work
  405. Job Satisfaction
  406. Personal Dispositions
  407. Tasks and Roles
  408. Supervisors and Co-Workers
  409. Best Practices: At Quicken Loans, Employees Are the Most Valuable Asset
  410. Pay and Benefits
  411. HR Analytics & Decision Making
  412. Monitoring Job Satisfaction
  413. Thinking Ethically: Is it Ethical to Fire by Texting or Tweeting?
  414. Summary
  415. Key Terms
  416. Review and Discussion Questions
  417. Self-Assessment Exercise
  418. Taking Responsibility: Yahoo’s Struggle to Get Employees Cheering Again
  419. Managing Talent: Walmart Refocuses Its Employee Retention Strategies
  420. HR in Small Business: Happy Employees the Key to Radio Flyer’s Success
  421. Notes
  422. Part 4: Compensating Human Resources
  423. 12: Establishing a Pay Structure
  424. Introduction
  425. Decisions about Pay
  426. Legal Requirements for Pay
  427. Equal Employment Opportunity
  428. HR How To: Closing the Pay Gap
  429. Minimum Wage
  430. Overtime Pay
  431. Child Labor
  432. Prevailing Wages
  433. Pay Ratio Reporting
  434. Economic Influences on Pay
  435. Product Markets
  436. Labor Markets
  437. Did You Know?: A Majority of Workers Are Reluctant to Negotiate Pay
  438. Pay Level: Deciding What to Pay
  439. Gathering Information about Market Pay
  440. HR Analytics & Decision Making
  441. HRM Social: Crowdsourcing Pay Data
  442. Employee Judgments about Pay Fairness
  443. Judging Fairness (Equity)
  444. HR Oops!: Employees Doubt Their Pay Is Fair
  445. Communicating Fairness
  446. Job Structure: Relative Value of Jobs
  447. Pay Structure: Putting It All Together
  448. Pay Rates
  449. Best Practices: Parkland Health Rethinks Entry-Level Pay Rates
  450. Pay Grades
  451. Pay Ranges
  452. Pay Differentials
  453. Alternatives to Job-Based Pay
  454. Pay Structure and Actual Pay
  455. Current Issues Involving Pay Structure
  456. Pay during Military Duty
  457. Pay for Executives
  458. Thinking Ethically: Is Pay Disparity in the Fast-Food Business Ethical?
  459. Summary
  460. Key Terms
  461. Review and Discussion Questions
  462. Self-Assessment Exercise
  463. Taking Responsibility: IKEA Tries to Provide a Living Wage
  464. Managing Talent: How Target Aims for Competitive Employee Wages
  465. HR in Small Business: Jet.com’s No-Haggle Approach to Compensation
  466. Notes
  467. 13: Recognizing Employee Contributions with Pay
  468. Introduction
  469. Incentive Pay
  470. Did You Know?: Merit Pay Helps Retain Workers
  471. Pay for Individual Performance
  472. Piecework Rates
  473. Standard Hour Plans
  474. Merit Pay
  475. HR Analytics & Decision Making
  476. Performance Bonuses
  477. Sales Commissions
  478. Best Practices: AutoNation Offers a Choice of Commissions
  479. Pay for Group Performance
  480. Gainsharing
  481. Group Bonuses and Team Awards
  482. Pay for Organizational Performance
  483. Profit Sharing
  484. Stock Ownership
  485. HR Oops!: Thanks, but We’d Rather Have Cash
  486. Balanced Scorecard
  487. HRM Social: Social-Media Measures for a Balanced Scorecard
  488. Processes That Make Incentives Work
  489. Participation in Decisions
  490. Communication
  491. HR How To: Making Incentive Pay Part of a Total-Rewards Package
  492. Incentive Pay for Executives
  493. Performance Measures for Executives
  494. Ethical Issues
  495. Thinking Ethically: Can Incentives Promote Ethics?
  496. Summary
  497. Key Terms
  498. Review and Discussion Questions
  499. Self-Assessment Exercise
  500. Taking Responsibility: BNY Mellon Shares the Wealth with Employees
  501. Managing Talent: Employees Are Getting a Bite of Apple’s Stock
  502. HR in Small Business: Chobani Founder Plans to Share the Wealth
  503. Notes
  504. 14: Providing Employee Benefits
  505. Introduction
  506. The Role of Employee Benefits
  507. Benefits Required by Law
  508. Social Security
  509. Unemployment Insurance
  510. Workers’ Compensation
  511. Unpaid Family and Medical Leave
  512. Health Care Benefits
  513. HR How To: Keeping Up with U.S. Health Care Laws
  514. Optional Benefits Programs
  515. Paid Leave
  516. Group Insurance
  517. Retirement Plans
  518. Best Practices: How Microsoft Made Financial Health Contagious
  519. “Family-Friendly” Benefits
  520. HRM Social: Crowdfunding for College Savings Plans
  521. Other Benefits
  522. Selecting Employee Benefits
  523. The Organization’s Objectives
  524. HR Analytics & Decision Making
  525. Employees’ Expectations and Values
  526. Benefits’ Costs
  527. HR Oops!: Some Companies Are Clueless about Wellness ROI
  528. Legal Requirements for Employee Benefits
  529. Tax Treatment of Benefits
  530. Antidiscrimination Laws
  531. Accounting Requirements
  532. Communicating Benefits to Employees
  533. Did You Know?: Many Employees Need Help to Understand Their Benefits
  534. Thinking Ethically: Is It Fair Part-Timers Rarely Get Benefits?
  535. Summary
  536. Key Terms
  537. Review and Discussion Questions
  538. Self-Assessment Exercise
  539. Taking Responsibility: Kronos Trusts Employees Enough to Give Unlimited PTO
  540. Managing Talent: Investing in Young Workers at Credit Suisse
  541. HR in Small Business: Why Kickstarter Kicked Out Unlimited Vacation
  542. Notes
  543. Part 5: Meeting Other HR Goals
  544. 15: Collective Bargaining and Labor Relations
  545. Introduction
  546. Role of Unions and Labor Relations
  547. National and International Unions
  548. Local Unions
  549. Trends in Union Membership
  550. Unions in Government
  551. Did You Know?: Profile of a Typical Union Worker
  552. Impact of Unions on Company Performance
  553. Goals of Management, Labor Unions, and Society
  554. Management Goals
  555. Best Practices: Desire for More Jobs Unites Lear and the UAW
  556. Labor Union Goals
  557. Societal Goals
  558. Laws and Regulations Affecting Labor Relations
  559. National Labor Relations Act (NLRA)
  560. HRM Social: Employee Rights in the Social-Media Era
  561. Laws Amending the NLRA
  562. National Labor Relations Board (NLRB)
  563. HR How To: Writing an Employee Handbook That Follows NLRB Guidance
  564. Union Organizing
  565. The Process of Organizing
  566. Management Strategies
  567. Union Strategies
  568. Decertifying a Union
  569. Collective Bargaining
  570. Bargaining over New Contracts
  571. When Bargaining Breaks Down
  572. Work Stoppages
  573. Contract Administration
  574. HR Oops!: Arbitration Agreement Gets Out of Hand
  575. New Approaches to Labor Relations
  576. Labor–Management Cooperation
  577. Nonunion Representation Systems
  578. Thinking Ethically: Free Ride or Free Speech?
  579. Summary
  580. Key Terms
  581. Review and Discussion Questions
  582. Self-Assessment Exercise
  583. Taking Responsibility: Teamsters and UPS Strike a Deal for the 21st Century
  584. Managing Talent: Teachers Win over Unions and State Government
  585. HR in Small Business: Huffington Post Accepts Collective Bargaining
  586. Notes
  587. 16: Managing Human Resources Globally
  588. Introduction
  589. HRM in a Global Environment
  590. Best Practices: Chobani’s Global Outlook Was in Place from Its Founding
  591. Employees in an International Workforce
  592. Employers in the Global Marketplace
  593. Factors Affecting HRM in International Markets
  594. Culture
  595. HR Analytics & Decision Making
  596. HR Oops!: Cross-Cultural Management Missteps
  597. Education and Skill Levels
  598. Economic System
  599. Political-Legal System
  600. Human Resource Planning in a Global Economy
  601. Selecting Employees in a Global Labor Market
  602. Training and Developing a Global Workforce
  603. Training Programs for an International Workforce
  604. Cross-Cultural Preparation
  605. HRM Social: Online Communities Support Expats’ Spouses
  606. Global Employee Development
  607. Performance Management across National Boundaries
  608. Compensating an International Workforce
  609. Pay Structure
  610. Incentive Pay
  611. Employee Benefits
  612. International Labor Relations
  613. HR How To: Making the Most of an Overseas Assignment
  614. Managing Expatriates
  615. Selecting Expatriate Managers
  616. Preparing Expatriates
  617. Managing Expatriates’ Performance
  618. Compensating Expatriates
  619. Did You Know?: The Most Expensive Cities Are Concentrated in Asia
  620. Helping Expatriates Return Home
  621. Thinking Ethically: What Do Employers Owe LGBT Employees in Expat Assignments?
  622. Summary
  623. Key Terms
  624. Review and Discussion Questions
  625. Self-Assessment Exercise
  626. Taking Responsibility: Automation Changes Bangladesh Garment Industry
  627. Managing Talent: Geely Goes Global with Volvo (and Others)
  628. HR in Small Business: How 99designs Created a Global Enterprise with Just a Few Employees
  629. Notes
  630. Glossary
  631. Name and Company Index
  632. Subject Index

 

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