人力资源管理:第十一版:英文

出版者:东北财经大学出版社

作者:舍曼(美)

页数:759

出版时间:1998-03

价格:78.00

装帧:平装

isbn号码:9787810443944

目录信息

Conntents in Blief
PART 1 HUMAN RESOURCES MANAGEMENT
IN PERSPECTIVE
1 The Challenge of Human Resources Management
2 Equal Employment Opportunity and Human
Resources Management
PART2 MEETING HUMAN RESOURCES
REQUIREMENTS
3 Job Requirements and Employee Contributions
4 Human Resources Planning and Recruitment
5 Selection
PART3 DEVELOPING EFFECTIVENESS
IN HUMAN RESOURCES
6 Training
7 Career Development
8 Appraising and Improving Performance
PART 4 IMPLEMENTING COMPENSATION
AND SECURITY
9 Managing Compensation
10 Incentive Rewards
11 Employee Benefits
12 Safety and Health
PART 5 ENHANCING EMPLOYEE RELATIONS
13 Employee Rights and Discipline
14 The Dynamics of Labor Relations
15 Collective Bargaining and Contract Administra'tion
PART 6 EXPANDING HUMAN RESOURCES
MANAGEMENT HORIZONS
16 International Human Resources Management
17 Creating High-Performance Work Systems
Glossary
Name Index
Organization Index
Subject Index
Photo Credits
PART l HUMAN RESOURCES MANAGEMENT IN
PERSPECTlVE
l The Challenge of Human Resources Management
WHY STUDY HUMAN RESOURCES MANAGEMENT (HRM)?
Competitive Advantage through People
COMPETlTlVE CHALLENGES AND HUMAN RESOURCES
MANAGEMENT
Challenge l: Going Global
Challenge 2: Embracing New Technology
Highiights in HRM l ?A Guide to Intemet Sites
Challenge 3: Managing Change
Challenge 4: Developing Human Capital
Challenge 5: Responding to the Market
Highlights in HRM 2 ?Total-Quality Management
at Granite'Rock
Challenge 6: Containing Cost
DEMOGRAPHlC AND EMPLOYEE CONCERNS
Demographic Changes
Higfilights in HRM 3 ?Social Issues in Human Resources
Management
Cultural Changes
THE PARTNERSHlP OF LlNE MANAGERS
AND HR DEPARTMENTS
Responsibilities of the Human Resources Manager
Competencies of the Human Resources Manager
Role of the Line Manager
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY1 ?The Role of HR in Reengineering
and Change at Siemens Rolm
CASE STUDY 2 * Managing Diversity for Competitive
Advanrage at Deloitte & Touche
VlDEO ?Price/Costco Human Resource Management
NOTES AND REFERENCES
APPENDlX: HR SOFTWARE COMPANlES
2 Equal Employment Opportunity and Human
Resources Management
HlSTORlCAL PERSPECTlVE OF EEO LEGlSLATlON
Changing National Values
Economic Disparity
Early Legal Developments
GOVERNMENT REGULATlON OF EQUAL EMPLOYMENT
OPPORTUNlTY
Major Federal Laws
Highlights in HRM 1 ?Test Your Knowledge of Equal
Employment Opportunity Law
Other Federal Laws and Executive Orders
Fair Employment Practice Laws
Highiights in HRM 2 ?Bank of America NT &. SA
Corporation's Policy on Assisting Employees with
Life-Threatening lllnesses
Uniform Guidelines on Employee Selection Procedures
Highlights in HRM 3 ?Decermining Adverse Impact:
The Four Fifths Rule
OTHER EQUAL EMPLOYMENT OPPORTUNlTY ISSUES
Sexual Harassment
Hightights in HRM 4 ?Questions Used in Auditing Sexual
Harassment
Bona Fide Occupational Qualification
Religious Preference
Highlights in HRM 5 ?Basic Components of an Effective
Sexual Harassment Policy
Immigration Reform and Control
ENFORClNG EQUAL EMPLOYMENT OPPORTUNlTY
LEGlSLATlON
The Equal Employment Opportunity Commission
Record-Keeping and Posting Requirements
Processing Discrimination Charges
Highlights in HRM 6 ?EEOC Poster
Using Testers to Uncover Discrimination
AFFlRMATlVE ACTlON
Establishing Affirmative Action Programs
Highlights in HRM 7 ?Basic Steps in Developing an Effective
Affirmative Action Program
Affirmative Action and Diversity
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY 1?Misplaced Affections: Discharge for
Sexual Harassment
CASE STUDY 2 ?Hiring the Disabled: A Problem of Attitudes
VlDEO ?Price/Costco Employment Practices
VlDEO ?ADA Compliance
VlDEO ?Workplace Diversity
NOTES AND REFERENCES
PART 2 MEETlNG HUMAN RESOURCES
REQUlREMENTS
3 Job Requirements and Employee Contributions
RELATlONSHlP OF JOB REQUlREMENTS AND
HRM FUNCTlONS
Recruitment
Selection
Training and Development
Performance Appraisal
Compensation Management
JOB ANALYSlS
The Job Analyst's Responsibilities
Gathering Job Information
Controlling the Accuracy ofJob Information
The DOT and Job Analysis
Approaches to Job Analysis
Job Analysis in a Changing Environment
Job Descriptions
Highlights in HRM 1 ?Job Description for an Employment
Assistant
Problems with Job Descriptions
Writing Clear and Specific Job Descriptions
JOB DESlGN
Industrial Engineering Considerations
Ergonomic Considerations
Designing Work for Employee Contributions
Highlights in HRM 2 ?AT&T Call Servicing: Sample
Feedback Instrument
Hightigfits m HRM 3 ?Examples of Employee
Empowerment
Highhghts in HRM 4 ?What SelfManaged Teams
Manage
Adjuscments in Work Schedules
Highlights in HRM 5 ?Sentry Insurance Company's
Flextime Schedule 115
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY l ?Job Design, Saturn Style
CASE STUDY 2 ?Tormaru's "Flexible" Use of
Job Descriptions
VfDEO ?GE Magnet Systems
NOTES AND REFERENCES
4 Human Resources Planning and Recruitment
HUMAN RESOURCES PLANNlNG
importance of Human Resources Planning
HRP and Strategic Planning
HRP and Environrnental Scanning
Highlights in HRM l ?Human Resources Planning at
Eastman Kodak
ELEMENTS OF EFFECTlVE HRP
Forecasting Demand for Employees
Forecasting Supply of Employees
Balancing Supply and Demand Considerations
RECRUlTlNG WlTHlN THE ORGANlZATlON
Advantages of Recruiting from Within
Methods of Locating Qualified Job Candidates
Limitations of Recruiting from Within
Hightights in HRM 2 ?Guidelines for Setting Up an
On-Line Job Posting System
RECRUlTlNG OUTSlDE THE ORGANlZATlON
The Labor Market
Outside Sources of Recruitment
Highlights in HRM 3 ?Eight Points for Developing Effective
Newspaper Advertisements
Improving the Effectiveness of Extemal Recruitment
RECRUlTlNG PROTECTED CLASSES
Recruitment of Women
Recruitment of Minorities
Recruitment of the Disabled
Highlights in HRM 4 ?Steps in Diversity Planning
Recruitment of Older Persons
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY l ?Recruiting at British Airways
CASE STUDY 2 ?Cisco Systems Goes to the intemet
VlDEO ?Hiring
NOTES AND REFERENCES
APPENDlX: CALCULATlNG TURNOVER AND
ABSENTEElSM
Highlights in HRM 5 ?Costs Associated with the Turnover
of One Computer Programmer
5 Selection
MATCHlNG PEOPLE AND JOBS
Beginning with Job Analysis
The Selection Process
Obtaining Reliable and Valid Information
SOURCES OF INFORMATlON ABOUT JOB CANDlDATES
Application Forms
Biographical Information Blanks
Background Investigations
Polygraph Tests
Honesty and Integrity Tests
Highlights in HRM l ?Employee Polygraph
Protection Act
Graphology
Medical Examinations
Drug Testing
EMPLOYMENT TESTS
Nature of Employment Tests
Classification of Employment Tests
THE EMPLOYMENT INTERVlEW
Interviewing Methods
Highlights in HRM 2 ?Sample Situational Interview
Question 194
Guidelines for Employment Interviewers
Highiigfits in HRM 3 ?Some Major Findings from Research
Studies on the Interview
Types of Preemployment Questions to Ask
REACHlNG A SELECTlON DEClSlON
Highlights in HRM 4 ?Appropriate and Inappropriate
Interview Questions
Summarizing Information about Applicants
Decision Strategy
Final Decision
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY 1?Pinkerton Selects Security Personnel
for the Emmy Awards
CASE STUDY 2 ?Small Companies Need Diversity Too
VJDEO ?Managing People: Interviewing
VlDEO ?Ask the CEO
NOTES AND REFERENCES
PART 3 DEVELOPlNG EFFECTlVENESS IN
HUMAN RESOURCES
6 Training
THE SCOPE OF TRAlNZNG
Investments in Training
A Systems Approach to Training
PHASE 1: CONDUCTlNG THE NEEDS ASSESSMENT
Organization Analysis
Highlights in HRM 1 ?Who Should Conduct Training
Assessments?
Task Analysis
Person Analysis
Highlights in HRM 2 ?Tips for Conducting a Competency
Assessment
PHASE 2: DESlGNlNG THE TRAlNlNG PROGRAM
Instructional Objectives
Trainee Readiness and Motivation
Principles of Leaming
Characteristics of instructors
PHASE 3: IMPLEMENTlNG THE TRAlNlNG PROGRAM
Training Methods for Nonmanagerial Employees
Highiiglits in HRM 3 ?Job Instruction Training
Highlights in HRM 4 * European-Style Apprenticeships
at Siemens
Highlights in HRM 5 * Advantages of Computer-Based
Training
Methods for Management Development
PHASE 4: EVALUATlNG THE TRAlNlNG PROGRAM
Criterion l: Reactions
Criterion 2: Leaming
Criterion 3: Behavior
Criterion 4: Results
SPEClAL TOPlCS IN TRAlNlNG AND DEVELOPMENT
Orientation Training
Highlights in HRM 6 ?Benchmarking HR Training
Basic Skills Training
Team Training
Diversity Training
Highlights in HRM 7 ?Team Training at Evart Glass
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY l ?Creativity Training at Ingersoll-Rand
CASE STUDY 2 ?Orientation of New Employees at Visitech
VlDEO ?Schindler Elevator
VlDEO ?Open Book Management
VlDEO ?Custom Education
NOTES AND REFERENCES
7 Career Development
ELEMENTS OF CAREER DEVELOPMENT PROGRAMS
Determining Individual and Organizational Needs
Creating Favorable Conditions
Inventorying Job Opportunities
Gauging Employee Potential
Highlights in HRM 1 ?Roles within the Xenova System
Highlights in HRM 2 ?Career Development Workshops
at Marriott
CAREER DEVELOPMENT AND MANAGEMENT
SUCCESSlON
Inventorying Management Talent
Using Assessment Centers
Determining Individual Development Needs
Highlights in HRM 3 ?Assessment-Center Program of
the California Highway Patrol
Mentoring
CAREER DEVELOPMENT FOR A DIVERSE WORKFORCE
Career Development for Women
Highiights in HRM 4 ?Maximizing the Human Resources
of Female Managers
Career Development for Minorities
Dual-Career Couples
PERSONAL CAREER DEVELOPMENT
Stages of Career Development
Developing Personal Skills and Competencies
Choosing a Career
Highlights in HRM 5 ?Career Competencies at
Caterpillar
Highlights in HRM 6 ?Campbell Interest and Skill Survey:
Individual Profile
Choosing an Employer
The Plateauing Trap
Becoming an Entrepreneur
Keeping a Career in Perspective
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY 1 ?Managing Amoco's Career Pipeline
CASE STUDY 2 ?Preparing a Career Development Plan
VIDEO ?Recruiting in Small Business
VlDEO ?Managing Part-Timers
NOTES AND REFERENCES
8 Appraising and Improving Performance
PERFORMANCE APPRAlSAL PROGRAMS
Purposes of Performance Appraisal
Reasons Appraisal Programs Sometimes Fail
DEVELOPlNG AN EFFECTlVE APPRAlSAL PROGRAM
Establishing Performance Standards
Complying with the Law
Deciding Who Should Appraise Performance
Putting It All Together: 360-Degree Appraisal
Training Appraisers
PERFORMANCE APPRAlSAL METHODS
Highlights in HRM l ?Supervisor's Checklist for the
Performance Appraisal
Trait Methods
Highlights in HRM 2 ?Graphic Rating Scale with Provision
for Comments
Highlights m HRM 3 ?Example of Mixed-Standard Scale
Behavioral Methods
Highlights in HRM 4 ?Example of BARS for Municipal
Fire Companies
HigMights in HRM 5 ?Sample Items from Behavior
Observation Scales
Results Methods
Which Performance Appraisal Method to Use?
Highlights in HRM 6 ?Example of a Goal-Setting
Worksheet
APPRAlSAL INTERVlEWS
Three Types of Appraisal Interviews
Conducting the Appraisal Interview
Improving Performance
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY l ?360 Degree Appraisal at Johnson & Johnson
CASE STUDY 2 ?Setting Performance Standards at General
Telephone Company of Califomia
VlDEO ?CNBC-Job Review: 360 Degrees of Evaluarion
NOTES AND REFERENCES
PART 4 IMPLEMENTlNG COMPENSATlON
AND SECURlTY
9 Managing Compensation
STRATEGlC COMPENSATlON PLANNlNG
Linking Compensation to Organizational Objectives
The Pay-for-Performance Standard
The Motivating Value of Compensation
The Bases for Compensation
COMPONENTS OF THE WAGE MlX
Intemal Factors
Highlights in HRM 1 ?Compensation Objectives at
Astra-Merck and Hewlett-Packard
Extemal Factors
JOB EVALUATlON SYSTEMS
Job Ranking System
Job Classification System
Point System
Factor Comparison System
Highlights in HPM 2 ?Point Values for Job Factors of the
American Association of Industrial Management
Highlights in HRM 3 ?Description of Job Knowledge Factor
and Degrees of the American Association of Industrial
Management 362
Job Evaluation for Management Positions
THE COMPENSATlON STRUCTURE
Wage and Salary Surveys
The Wage Curve
Pay Grades
Rate Ranges
Altematives to Traditional Job-Based Pay
GOVERNMENTAL REGULATlON OF COMPENSATlON
Davis-Bacon Act of1931
Walsh-HealyAct of l936
Fair Labor Standards Act of 1938 (as Amended)
Highlights in HRM 4 ?The Federal Minimum Wage
Poster 372
SIGNIFICANT COMPENSATION ISSUES
The Issue of Equal Pay for Comparable Worth
The Issue of Wage-Rate Compression
The Issue of Low Salary Budgets
SUMMARY
KEY TERMS
DISCUSSION QUESTIONS
CASE STUDY 1 ?Pay Decisions at Performance Sports
CASE STUDY 2 ?Strategic Compensation Planning at
Southern California Edison
VJDEO ?Benefits of a Compensation System
NOTES AND REFERENCES
APPENDIX: JOB EVALUATION: THE FACTOR
COMPARISON SYSTEM
10 Incentive Rewards
REASONS AND REQUIREMENTS FOR INCENTIVE PLANS
Incentive Plans as Links to Organizational Objectives
Requirements for a Successful Incentive Plan
SETTING PERFORMANCE MEASURES
Highlights in HRM 1 ?Setting Performance Goals through
Customer Satisfaction Measures (CSMs)
ADMINISTERING INCENTIVE PLANS
INCENTIVES FOR NONMANAGEMENT EMPLOYEES
Incentives for Hourly Employees
Standard Hour Plan
INCENTIVES FOR MANAGEMENT EMPLOYEES
Merit Raises
Lump-Sum Merit Pay
Highlights in HRM 2 ?Merit Pay Guidelines Chart
Incentives for Sales Employees
Incentives for Professional Employees
INCENTIVES FOR EXECUTIVE EMPLOYEES
Components of Executive Compensation
Executive Compensation: The Issue of Amount
Highlights in HRM 3 ?Most Prevalent Executive Perks
GAINSHARING INCENTIVE PLANS
Profit-Sharing Plans
Highlights m HRM 4 ?Lessons Learned: Designing
Effective Gainsharing Programs
Four Unique Bonus Plans
Stock Ownership
Employee Stock Ownership Plans (ESOPs)
SUMMARY
KEY TERMS
DISCUSSION QUESTIONS
CASE STUDY 1 ?Incentive Pay: Success at Viking Freight
CASE STUDY 2 ?To Merit or Not to Merit
VIDEO ?Winning Teams
NOTES AND REFERENCES
11 Employee Benefits
EMPLOYEE BENEFITS PROGRAMS
Information Technology and Employee Benefits
Requirements for a Sound Benefits Program
Concerns of Management
Highlights in HRM 1 ?Oracle Systems Corporation's On-Line
System for Benefits Communication
Highlights in HRM 2 ?A Personalized Statement of
Benefits
EMPLOYEE BENEFITS REQUIRED BY LAW
Social Security Insurance
Unemployment Insurance
Workers' Compensation Insurance
Leaves without Pay
The Family and Medical Leave Act
DISCRETIONARY MAJOR EMPLOYEE BENEFITS
Highlights m HRM 3 ?"Your Rights": Another Federally
Required Poster
Health Care Benefits
Payment for Time Not Worked
Supplemental Unemployment Benefits
Life Insurance
Long-Term Care Insurance
Retirement Programs
Pension Plans
Highligfits in HRM 4 ?Maximizing Employee Savings with
a401(k)Plan
EMPLOYEE SERVICES: CREATING A FAMILY-FRIENDLY
SETTING
Employee Assistance Programs
Counseling Services
Educational Assistance Plans
Child and Elder Care
Other Services
SUMMARY
KEY TERMS
DISCUSSION QUESTIONS
CASE STUDY 1 ?401 (k) Plans: Selecting the Best Options
CASE STUDY 2 ?Pitney Bowes: Benefit Choices with
Value-Added Services
VIDEO ?Employee Video Handbook, Victory Express, Inc
VIDEO ?Flexible Benefit Plan
VIDEO ?401(k) Plans
NOTES AND REFERENCES
12 Safety and Health
SAFETY AND HEALTH: IT'S THE LAW
HighUghts in HRM 1 ?Test Your Safety Smarts
OSHA's Coverage
OSHA Standards
Employer Compliance with OSHA
Responsibilities and Rights under OSHA
Highlights in HRM 2 ?OSHA's Four-Point Safety and
Health Program for Small Businesses
Highlights in HRM 3 ?Job Safety and Health Protection
Poster
Right-to-Know Laws
Enforcement Efforts
CREATING A SAFE WORK ENVIRONMENT
Safety Motivation and Knowledge
Safety Awareness Programs
Highlights in HRM 4 ?Page from a Satety Awareness
Pamphlet
Enforcement of Safety Rules
Accident Investigations and Records
CREATING A HEALTHY WORK ENVIRONMENT
Health Hazards and Issues
Highlights in HRM 5 ?Hallmarkers Prepare for a Smoke-Free
Workplace
Workplace Violence
Highlights in HRM 6 ?Garden Fresh's Workplace Violence
Prevention Policy
Building Better Health
Employee Assistance Programs
THE MANAGEMENT OF STRESS
What Is Stress?
Highlights in HRM 7 ?Kinko's Policies and Procedures
for a Drug-Free Workplace
Job-Related Stress
Coping with Stress
SUMMARY
KEY TERMS
DISCUSSION QUESTIONS
CASE STUDY 1 ?Violence Prevention in the Postal Service
CASE STUDY 2 ?Coping with Stress at U.S. Customs
VIDEO ?Workplace Safety
VJDEO ?Workplace Action against Domestic Violence
NOTES AND REFERENCES
APPENDIX: IDENTIFYING THE RISK OF WORKPLACE
VIOLENCE: A SURVEY FOR LARGE AND SMALL
EMPLOYERS
PART 5 ENHANCING EMPLOYEE RELATIONS
13 Employee Rights and Discipline
EMPLOYEE RIGHTS
Employment Protection Rights
Job Expectancy Rights
Highlights in HRM 1 ?Examples of Employment-at-Will
Statements
Higfitigfits in HRM 2 ?Alternatives to Body-Fluid
Testing
DISCIPLINARY POLICIES AND PROCEDURES
The Results of Inaction
Setting Organizational Rules
The Hot-Stove Approach to Rule Enforcement
Defiiung Discipline
Investigating the Disciplinary Problem
Approaches to Disciplinary Action
Higfiiights in HRM 3 ?The Samaritan Health System
Corrective Action Process
Compiling a Disciplinary Record
Discharging Employees
APPEALING DISCIPLINARY ACTIONS
Alternative Dispute-Resolution Procedures
ORGANIZATIONAL ETHICS IN EMPLOYEE RELATIONS
SUMMARY
KEY TERMS
DISCUSSION QUESTIONS
CASE STUDY 1 ?The Whistle-Blower's Dilemma
CASE STUDY 2 ?Yes, 1 Used Marijuana, but
VJDEO ?Bmployment Issues
NOTES AND REFERENCES
APPENDIX: THE MANAGER AS COUNSELOR
14 The Dynamics of Labor Relations
GOVERNMENT REGULATION OF LABOR RELATIONS
Highlights in HRM 1 ?Test Your Labor Relations
Know-How
The Railway Labor Act
The Noms-LaGuardia Act
The Wagner Act
The Taft-Hartley Act
The Landrum--Griffin Act
THE LABOR RELATIONS PROCESS
Why Employees Unionize
Organizing Campaigns
Highlights in HRM 2 ?United Food & Commercial Workers
International Union Authorization Card
How Employees Become Unionized
Highlights in HRM 3 ?NLRB Election Poster
Impact of Unionization on Managers
STRUCTURES, FUNCTIONS AND LEADERSHIP OF
LABOR UNIONS
Structure and Functions of the AFL-CIO
Structure and Functions of National Unions
Structure and Functions of Local Unions
Union Leadership Approaches and Philosophies
LABOR RELATIONS IN THE PUBLIC SECTOR
Public-Sector Legislation
Political Nature of the Labor-Management Relationship
Strikes in the Public Sector
CONTEMPORARY CHALLENGES TO LABOR
QRGANIZATIONS
Foreign Competition and Technological Change
Labor's Unfavorable Public Image
Decrease in Union Membership
Employers' Focus on Maintaining Nonunion Status
Highlights in HRM 4 ?Strategies to Remain Union-Free
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY 1 ?The Unfair Labor Practice Charge
against Apollo Corporation
CASE STUDY 2 ?Apollo Corporation: The Organizing Drive
VlDEO ?Union Reengineering
VlDEO ?UAW Outsourcing
NOTES AND REFERENCES
15 Collective Bargaining and Contract Administration
THE BARGAlNlNG PROCESS
Good-Faith Bargaining
Preparing for Negotiations
Conducting the Negotiations
The Union's Power in Collective Bargaining
The Employer's Power in Collective Bargaining
Resolving Bargaining Deadlocks
TRENDS IN COLLECTlVE BARGAlNlNG
Changes in Collective Bargaining Relationships
Facilitating Union-Management Cooperation
Definition and Forms of Cooperation
Highlights in HRM 1 ?Joint Union-Management Cooperation
Committee: Statement of Principles and Philosophy
Concessionary Bargaining
THE LABOR AGREEMENT
Highlights in HRM 2 ?Items in a Labor Agreement
The Issue of Management Rights
Forms of Union Security
ADMlNlSTRATlON OF THE LABOR AGREEMENT
Negotiated Grievance Procedures
Highlights in HRM 3 ?Grievance Form: Phoenix Transit
System and Teamsters, Local 104
Grievance Mediation
Grievance Arbitration
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY l ?Tuned In or Turned Off?
CASE STUDY 2 ?Fired for Insubordination-but with
Just Cause?
VlDEO ?US Steel
NOTES AND REFERENCES
PART 6 EXPANDlNG HUMAN RESOURCES
MANAGEMENT HORlZONS
16 Intemational Human Resources Management
MANAGlNG ACROSS BORDERS
The Environment of International Business
Highlights in HRM l ?HR Issues of a Unified Europe
Domestic versus International HRM
INTERNATlONAL STAFFlNG
Recruitment
Selection
Highlights in HRM 2 ?Profile of the Twenty-First-Century
Expatriate Manager
TRAlNlNG AND DEVELOPMENT
Skills of the Global Manager
Content of Training Programs
Highlights in HRM 3 ?Nonverbal Communications in
Different Cultures
Highlights in HRM 4 ?Repatriation Checklist
Training Methods
Developing Local Resources
PERFORMANCE APPRAlSAL
Who Should Appraise Performance?
Adjusting Performance Criteria
Providing Feedback
COMPENSATlON
Compensation of Host-Country Employees
Compensation of Host-Country Managers
Compensation of Expatriate Managers
INTERNATlONAL ORGANlZATlONS AND LABOR
RELATlONS
The Rote of Unions
Collective Bargaining in Other Countries
International Labor Organizations
Labor Participation in Management
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY l ?Teleco's Expansion within the
European Union
CASE STUDY 2 ?Amgen's Global Workforce
NOTES AND REFERENCES
17 Creating High-Performance Work Systems
FUNDAMENTAL PRlNClPLES
The Principle of Shared Information
The Principle of Knowledge Development
The Principle of Performance-Reward Linkage
The Principle of Egalitarianism
ANATOMY OF HlGH-PERFORMANCE WORK SYSTEMS
Work-Flow Design and Teamwork
Complementary Human Resources Policies and
Practices
Management Processes and Leadership
Supportive Infonnation Technologies
FlTTlNG IT ALL TOGETHER
Ensuring Horizontal Fit
Establishing Vertical Fit
IMPLEMENTlNG THE SYSTEM
Building a Business Case for Change
Establishing a Communications Plan
Involving the Union
Highlights in HRM 1 ?British Land Rover and BMW
Crash Head-On
Navigating the Transition to High-Performance
Work Systems
Evaluating the Success of the System
OUTCOMES OF HlGH-PERFORMANCE WORK SYSTEMS
Employee Outcomes and Quality of Work Life
Organizational Outcomes and Competitive Advantage
Highlights in HRM 2 ?The Impact of High-Performance
Work Systems
HlGH-PERFORMANCE WORK SYSTEMS AND THE
SMALL AND MEDlUM-SlZED EMPLOYER
SUMMARY
KEY TERMS
DlSCUSSlON QUESTlONS
CASE STUDY l ?HPWS at Tomex Incorporated
CASE STUDY 2 ?HPWS at Xerox Corporation
VlDEO ?Southwest Airlines
VJDEO ?Trust
VlDEO ?Creative Work Schedule
NOTES AND REFERENCES
COMPREHENSIVE CASES
1 ?Continental Airlines: One Company's Flight to Success
2 ?Coping with AIDS at Dexter Equipment
3 ?Microsoft: Hiring the Supersmart
4 ?The Layoff of Paul Dougherty: A Manager's Tough Decision
5 ?ConnectPlus: Aligning Human Resources Functions
with Strategic Objectives
6 ?Toxic Substances at Lukens Chemical
7 ?Self-Managed Teams at Lake Supenor Paper Company
8 ?Ill-Fated Love at Centrex Electronics
9 ?The Last Straw for Aero Engine
10 Outsourcing the Training Function
GLOSSARY
NAME INDEX
ORGANIZATION INDEX
SUBJECT INDEX
PHOTO CREDITS
· · · · · · (收起)

用户评价

我对这本书的整体感受，可以用“系统性重塑认知”来概括。在阅读之前，我将人力资源管理视为行政事务和员工关系的总和。然而，这本书成功地将HR职能提升到了战略伙伴的高度。它彻底改变了我对“人才获取”和“人才保留”的理解，不再是单纯的招聘和发工资，而是将其置于企业长期竞争优势构建的宏大叙事中。书中对“人力资本投资回报率（Human Capital ROI）”的讨论，逻辑严密且极具说服力，它强迫我从财务和运营的角度去审视每一次人力资源决策的价值。我特别欣赏作者对于“组织文化塑造者”这一角色的强调，认为HR部门是文化渗透和价值观落地的核心驱动力。这种由内而外的论述方式，非常具有启发性，让我开始思考如何将这些宏观战略转化为团队日常工作中的具体行动。毫无疑问，这本书已经成为了我书架上最常被翻阅的工具书之一，它提供了一个坚实的理论基石，让我能够自信地去应对未来职场中的各种人力资本挑战。

这本书的语言风格，可以说是一种非常成熟、老练的专业叙事，但同时又保持了一种令人愉悦的学术严谨性。它不像某些同类书籍那样，充斥着晦涩难懂的学术术语，搞得读者云里雾里的。相反，作者似乎非常懂得如何将复杂的管理学原理“翻译”成清晰、可操作的洞察。我尤其喜欢它在章节过渡时使用的那种带有反思性的提问，比如在介绍薪酬公平性理论时，会抛出“在追求内部公平的同时，如何避免市场竞争力的丧失？”这样的问题，引导读者进行深度思考，而不是被动接受信息。这种设计极大地提升了阅读体验，让我感觉像是在和一个经验丰富、睿智的行业导师进行一对一的交流。此外，书中对跨文化人力资源管理的讨论，也展现了作者的全球视野。它没有用“一刀切”的视角来看待不同地域的员工管理，而是详细阐述了文化维度如何影响员工期望、沟通方式乃至组织承诺，这对于我这种未来可能需要处理国际业务的职场人士来说，价值无可估量。

我必须坦诚，这本书的深度是需要投入精力的。它绝不是那种可以囫囵吞枣快速翻阅的书籍，它要求你停下来，去消化那些精心构建的理论模型和数据支持。最让我印象深刻的是关于员工敬业度和组织承诺的研究部分。作者没有止步于罗列影响因素，而是深入挖掘了这些心理契约是如何在组织变动时期受到侵蚀和重塑的。书中引用的那些实证研究数据和统计分析方法，即便是作为非研究人员的读者，也能感受到其背后的科学支撑力。它不仅仅是在告诉你“应该怎么做”，更是在解释“为什么这样做会有效，以及在什么条件下会失效”。这种对理论基础的坚实把握，使得书中的建议具有极强的可靠性。对我个人而言，这迫使我提高了阅读的专注度，甚至需要反复阅读一些关键的图表和模型才能完全掌握其精髓。总而言之，这是一本需要你付出努力，但回报远远大于付出的书籍，它构建了我对现代人力资源管理复杂性的全新认识。

这本书的排版和视觉设计，可以说达到了一个令人赞叹的平衡点——既有学术书籍的专业感，又不失现代读物的亲和力。页边距的留白处理得恰到好处，为读者留下了充足的批注空间，这对于我这种喜欢在书上做标记和梳理思维的人来说，简直是福音。更值得称赞的是，书中穿插的那些“管理快照”（Management Snapshots）环节，它们通常只用一页篇幅，快速介绍一个特定的、新兴的管理实践或法律法规变化。这些“快照”像是一盏盏明灯，照亮了人力资源管理领域不断演进的前沿地带。例如，关于零工经济（Gig Economy）对传统雇佣关系的影响分析，就极其精炼且切中要害。它们确保了厚重的理论体系不会显得脱离现实。这种“主干清晰、细节丰富”的编排方式，使得阅读过程中的疲劳感大大降低，每翻过一页，总能发现一些新的、即时可用的知识点，极大地增强了我的学习动力。

这本书实在是太让人惊喜了！我本来只是想找一本标准的教科书来梳理一下我对人力资源管理的认知，没想到它带来的远不止这些。首先，它的案例分析部分简直是教科书级别的范本。每一个理论的提出，都不是空洞的说教，而是紧密结合了现实世界中各大公司的具体实践。比如，在讨论绩效管理体系的建立时，它没有停留在“SMART原则”这种老生常谈的层面，而是深入剖析了不同行业、不同企业文化背景下，如何灵活调整激励机制，以实现组织目标与员工发展的双赢。我特别欣赏作者对于“情境化管理”的强调，这让我深刻意识到，任何人力资源策略的制定，都必须首先理解其所处的商业环境。书中对新兴技术，如人工智能在招聘和人才发展中的应用也进行了相当详尽的探讨，这让这本书的时效性大大增强，不再是一本过时的理论堆砌。读完这部分内容，我感觉自己像是完成了一次高强度的企业高管模拟训练，收获远超课堂学习的广度和深度。这本书的结构安排也非常流畅，逻辑衔接自然，使得即便是初次接触人力资源管理的新手，也能迅速建立起一个完整、系统的知识框架，而不会被复杂的术语和概念所淹没。