Human Resource Management: Functions, Applications, and Skill Development

Whether your students are HRM majors or general business majors, Human Resource Management: Functions, Applications, and Skill Development, Third Edition, will help them develop the skills they need to recruit, select, train, and development talent. Bestselling authors Robert N. Lussier and John R. Hendon explore the important strategic function HR plays in today's organizations. A wide variety of applications, self-assessments, and experiential exercises keep students engaged and help them see the relevancy of HR as they learn skills they can use in their personal and professional lives.

Table of Contents:
Preface Acknowledgments About the Authors Part I: 21st Century Human Resource Management Strategic Planning and Legal Issues Chapter 1: The New Human Resource Management Process Why Study Human Resource Management (HRM)? HRM Past and Present The Changing World of HRM Understanding HR’s Critical Factors HRM Skills Line Managers’ HRM Responsibilities HR Managers’ Responsibilities: Disciplines Within HRM Resources for HRM Careers Practitioner’s Model for HRM Trends and Issues in HRM Chapter 2: Strategy-Driven Human Resource Management Strategy and Strategic Planning: The Organization and the Environment Strategic Vision and Mission Strategy Types and Analysis Structure Organizational Culture An Introduction to Data Analytics and HR Technology Human Resource Management Systems (HRMS) Measurement Tools for Strategic HRM Trends and Issues in HRM Chapter 3: The Legal Environment and Diversity Management The Legal Environment for HRM and A User’s Guide to Managing People Major Employment Laws Equal Employment Opportunity Commission (EEOC) EEO, Affirmative Action, and Diversity: What’s the Difference? Sexual Harassment: A Special Type of Discrimination Religious Discrimination Trends and Issues in HRM Part II: Staffing Chapter 4: Workforce Planning: Job Analysis, Design, and Employment Forecasting Workforce Planning: Workflow Analysis Job Analysis Job Design/Redesign Designing Motivational Jobs HR Forecasting Reconciling Internal Labor Supply and Demand Trends and Issues in HRM Chapter 5: Recruiting Job Candidates The Recruiting Process Organizational Recruiting Considerations Internal or External Recruiting? Challenges and Constraints in Recruiting Evaluation of Recruiting Programs Trends and Issues in HRM Chapter 6: Selecting New Employees The Selection Process Looking for “Fit” Uniform Guidelines on Employee Selection Procedures Applications and Preliminary Screening Testing and Legal Issues Selection Interviews Background Checks Selecting the Candidate and Offering the Job Trends and Issues in HRM Part III: Developing and Managing Chapter 7: Learning and Development The Need for Training and Development The Training Process and Needs Assessment Learning and Shaping Behavior Design and Delivery of Training Assessing Training Talent Management and Development Trends and Issues in HRM Chapter 8: Performance Management and Appraisal Performance Management Systems Why Do We Conduct Performance Appraisals? What Do We Assess? How Do We Use Appraisal Methods and Forms? Who Should Assess Performance? Performance Appraisal Problems Debriefing the Appraisal Trends and Issues in HRM Chapter 9: Rights and Employee Management Commonly Accepted Employee Rights Management Rights Coaching, Counseling, and Discipline Leadership and Management Teams and Organizational Change Trends and Issues in HRM Chapter 10: Employee and Labor Relations Labor Relations: A Function of Trust and Communication Job Satisfaction Legal Issues in Labor Relations Unions and Labor Rights Management Rights and Decertification Elections Managing Conflict Negotiations Trends and Issues in HRM Part IV: Compensating Chapter 11: Compensation Management Compensation Management Compensation Strategy Legal and Fairness Issues in Compensation Pay Equity, Comparable Worth and Other Legal Issues Job Evaluation Developing a Pay System Pay Structure Trends and Issues in HRM Chapter 12: Incentive Pay Incentive Compensation Individual or Group-Based Incentives? Options for Individual Incentives Options for Group Incentives Failures and Challenges in Creating Incentive Pay Systems Guidelines for Creating Motivational Incentive Systems Executive Compensation Trends and Issues in HRM Chapter 13: Employee Benefits The Strategic Value of Benefits Programs Old Age, Survivors and Disability Insurance (OASDI) Other Statutory Benefits Voluntary Benefits Administration and Communication of Benefits Trends and Issues in HRM Part V: Protecting and Expanding Organizational Reach Chapter 14: Workplace Safety, Health, and Security Workplace Safety and OSHA Employee Health Stress Workplace Security Trends and Issues in HRM Chapter 15: Organizational Ethics, Sustainability, and Social Responsibility Practitioner's Perspective Ethical Organizations Ethical Approaches Creating and Maintaining Ethical Organizations Just Because It's Legal Doesn't Mean It's Ethical! Corporate Social Responsibility (CSR) Levels of Corporate Social Responsibility Sustainability Trends and Issues in HRM Chapter 16: Global Issues for Human Resource Managers Practitioner's Perspective Globalization of Business and HRM Legal, Ethical, and Cultural Issues Global Staffing Developing and Managing Global Human Resources Compensating Your Global Workforce Trends and Issues in HRM Appendix: SHRM 2016 Curriculum Guidebook Glossary Notes Name Index Company Index Subject Index

About the Author :
Robert N. Lussier is a professor of management at Springfield College and taught management for more than 35 years. He is a prolific writer, with more than 500 publications to his credit. His articles have been published in the Academy of Entrepreneurship Journal, Business Horizons, Entrepreneurship Theory and Practice, Family Business Review, Journal of Business Strategies, Journal of Management Education, Journal of Small Business Management, Journal of Small Business Strategy, SAM Advanced Management Journal, and several others. He also has a human resources management textbook (with John Hendon) published by SAGE and other textbooks. More than two million people globally have used his textbooks, earning him an unsurpassed national and international reputation as an author and keynote speaker. Dr. Lussier is the founder of Publish Don’t Perish (www.publishdonotperish.com) and through contact, his Publish Don’t Perish: The Top Secrets to Get Published book, and workshops has helped hundreds of institutions and individuals in 80-plus countries get published. His presentations inspire comments like: “Bob explains complex business topics in an easy-to-understand language while keeping his audience engaged and spellbound” (Dr. Raj V. Mahto, professor, University of New Mexico) Dr. Lussier also consults to a wide array of commercial and nonprofit organizations. In fact, some of the material in the book was developed for such clients as Baystate Medical Center, Coca-Cola, Friendly’s Ice Cream, National Institute of Financial Education, Mead, Monsanto, Smith & Wesson, the Social Security Administration, the Visiting Nurse Association, and YMCAs. Dr. Lussier holds a bachelor of science in business administration from Salem State College, master’s degrees in business and education from Suffolk University (AACSB accredited), and a doctorate in management from the University of New Haven (AACSB MBA accredited, prior to doctoral accreditation). John R. Hendon is a seven-time entrepreneur and former director of operations for a $60 million company. He brought his experience and interests to the classroom full time in 1994 and has been a Management faculty member at the University of Arkansas at Little Rock for over 17 years. An active member of the Society for Human Resource Management, he teaches in the areas of Human Resources Management, Strategy, and Organizational Management, and researches in a number of areas in the Management field, specializing in Entrepreneurial research. John is also currently the President of “The VMP Group,” an Arkansas-based business consulting firm. John’s company consults with a variety of businesses on human resources, family business, strategic planning, organizational design, and leadership. He has provided professional assistance in the start-up and operation of dozens of Arkansas and California-based businesses and non-profits, government agencies, and utilities. John holds an MBA degree from San Diego State University and a BS in Education from the University of Central Arkansas.