Principles of human resource management edition 1

EDITION 1

PRINCIPLES OF
HUMAN RESOURCE
MANAGEMENT
Scott SnelL
Professor of Business Administration,
University of Virginia

Professor Emeritus of Management,
Arizona State University

SOUTH-WESTERN
CENGAGE LearningAustralia • Brazil 'Japan • Korea • Mexico • Singapore • Spain • United Kingdom • United States


PART

Human Resource Management in Perspective
Chapter 1 The Challenge of Human Resources Management
Why Study Human Resources Management?

4

Competitive Challenges and Human Resources Management
Challenge 1: Competing, Recruiting, and Staffing Globally
Challenge 2: Embracing New Technology

5

5

7

Highlights in HRM 1: A Guide to HR Internet Sites

8

Highlights in HRM 2: Automation of Talent Management Functions
Challenge 3: Managing Change

Challenge 5: Responding to the Market

15

22

22

Highlights in HRM 3: Social Issues in HRM
Cultural Changes

13

17

Demographic and Employee Concerns
Demographic Changes

11

12

Challenge 4: Managing Talent, or Human Capital

Challenge 6: Containing Costs

2

23

28

Highlights in HRM 4: Why Diversity?

30

The Partnership of Line Managers and HR Departments
Responsibilities of the Human Resources Manager
Competencies of the Human Resources Manager

31

32
33

Highlights in HRM 5: SHRM Code of Ethical and Professional
Standards in Human Resource Management 35
Role of the Line Manager
Summary
Key Terms

38

39
40

Discussion Questions

41

HRM Experience: Balancing Competitive Challenges and Employee
Concerns 41

vii


Contents

Case Study 1: A Chip off the Rock: Outsourcing HR at
Prudential 42
Case Study 2: Managing "Daddy Stress" at Baxter
Healthcare 43
Notes and References

45

Chapter 2 Strategy and Human Resources Planning
Strategic Planning and Human Resources

50

Strategic Planning and HR Planning: Linking the Processes
Step One: Mission, Vision, and Values
Step Two: Environmental Analysis
Competitive Environment

48

51

51

53

53

Step Three: Internal Analysis

57

The Three Cs: Culture, Capabilities, and Composition
Forecasting: A Critical Element of Planning

57

61

Highlights in HRM 1: HR Planning and Strategy Questions to Ask
Business Managers 64
Assessing a Firm's Human Capital Readiness: Gap Analysis 67

Highlights in HRM 2: Succession-Planning Checklist
Step Four: Formulating Strategy
Corporate Strategy
Business Strategy

68

70

70
72

Highlights in HRM 3: Key HR Activities Associated with Merger or
Acquisition Phases 73
Functional Strategy: Ensuring Alignment
Step Five: Strategy Implementation

75

76

Taking Action: Reconciling Supply and Demand

77

Step Six: Evaluation and Assessment 79
Evaluation and Assessment Issues 79

Highlights in HRM 4: Ten Measures of Human Capital
Measuring a Firm's Strategic Alignment

81

Ensuring Strategic Flexibility for the Future
Summary
Key Terms

82

84
85

Discussion Questions

85

HRM Experience: Customizing HR for Different Types of
Human Capital 86

80


Contents

IX

Case Study 1: Misplaced Affections: Discharge for
Sexual Harassment 87
Case Study 2: A "Bad Hair Day" or Religious Custom?
Notes and References

89

90

Appendix: Calculating Turnover and Absenteeism
Employee Turnover Rates

93

93

Computing the Turnover Rate

93

Determining the Costs of Turnover
Employee Absenteeism Rates

94

94

Computing Absenteeism Rates

94

Highlights in HRM 5: Costs Associated with the Turnover
of One Computer Programmer 95
Comparing Absenteeism Data

Costs of Absenteeism

96

96

Absenteeism and HR Planning
Notes and References

PART

96

97

Meeting Human Resources Requirements
Chapter 3 Equal Employment Opportunity and Human Resources
Management 98
Historical Perspective of EEO Legislation
Changing National Values
Economic Disparity

101

101

102

Early Legal Developments

102

Government Regulation of Equal Employment
Opportunity 102
Major Federal Laws

103

Highlights in HRM 1: Test Your Knowledge of Equal Employment
Opportunity Law 104
Other Federal Laws and Executive Orders
Fair Employment Practice Laws

114

115

Other Equal Employment Opportunity Issues
Sexual Harassment

116

116

Highlights in HRM 2: Questions Used in Auditing Sexual
Harassment 118


Contents

Highlights in HRM 3: Basic Components of an Effective Sexual
Harassment Policy 119
Sexual Orientation

120

Immigration Reform and Control

120

Uniform Guidelines on Employee Selection Procedures
Enforcing Equal Employment Opportunity Legislation
The Equal Employment Opportunity Commission
Record-Keeping and Posting Requirements

124

124

125

Highlights in HRM 4: 2007 EEO-1 Survey
Processing Discrimination Charges

121

127

128

Highlights in HRM 5: EEOC Poster

129

Highlights in HRM 6: EEOC Guidelines on Retaliation
Preventing Discrimination Charges

131

132

Diversity Management: Affirmative Action 133
Establishing Affirmative Action Programs 133

Highlights in HRM 7: Basic Steps in Developing an Effective
Affirmative Action Program 134
Managing Diversity: Affirmative Action
Summary
Key Terms

135

137
138

Discussion Questions

138

HRM Experience: Sexual Harassment: A Frank Discussion

139

Case Study 1: Building a Stealth Fighter with Virtual Teams

140

Case Study 2: Empty Cubicles: How Would You Manage
the Vacancy? 141

Appendix: Determining Adverse Impact
Notes and References

143

144

Chapter 4 Job Analysis, Employee Involvement, and Flexible
Work Schedules 148
Relationship of Job Requirements and HRM Functions
Recruitment
Selection

150

151

Training and Development
Performance Appraisal

151

151

Compensation Management

151

150


Contents

XI

Job Analysis

152

Job Analysis and Essential Job Functions
Gathering Job Information

152

153

Controlling the Accuracy of Job Information
Approaches to Job Analysis
Job Descriptions

154

155

158

Highlights in HRM 1: Job Description for an Employment Assistant
Problems with Job Descriptions

161

Writing Clear and Specific Job Descriptions
Job Design

161 ,

162

Behavioral Concerns

162

Highlights in HRM 2: Empowered Employees Achieve Results
Industrial Engineering Considerations
Ergonomic Considerations
Flexible Work Schedules

165

166

167

Designing Work for Group/Team Contributions

168

174

Highlights in HRM 3: How to Request a Flexible Work Schedule
Summary
Key Terms

179
180

Discussion Questions

180

HRM Experience: Establishing Ground Rules for Team Success

180

Case Study 1: Human Resources Planning at Donna Karan
International 182
Case Study 2: Moen's Recruiting Faucet
Notes and References

PART

159

183

184

Developing Effectiveness in Human Resources
Chapter 5 Expanding the Talent Pool: Recruitment and
Careers 186
Recruiting Talent Externally

188

Highlights in HRM 1: Marriott's Recruitment Principles
Outside Sources for Recruitment
The Global Labor Market

190

198

Improving the Effectiveness of External Recruitment
Recruiting Talent Internally

200

198

189

175


Xii

Contents

Advantages and Limitations of Recruiting from Within
Methods for Identifying Qualified Candidates

201

202

Career Management: Developing Talent over Time

205

The Goal: Matching Individual and Organizational Needs
Identifying Career Opportunities and Requirements

206

207

Highlights in HRM 2: Career Path of Jeffrey Immelt, CEO, General
Electric 210
Career Development Initiatives

214

Developing a Diverse Talent Pool

220

Recruiting and Developing Women

221

Eliminating Women's Barriers to Advancement
Glass Ceiling Audits

221

223

Preparing Women for Management
Accommodating Families

223

224

Recruiting and Developing Minorities
Providing Minority Internships

224

225

Advancing Minorities to Management

225

Highlights in HRM'3: Diversity Recruitment That Works
Other Important Talent Concerns
Recruiting the Disabled

226

227

227

Less Publicized Disadvantages

229

Highlights in HRM 4: Resources and Tips for Hiring and Retaining
Employees with Disabilities 229
Employing the Older Workforce

231

Employing Dual Career Couples

232

Summary

Key Terms

233
234

Discussion Questions

234

HRM Experience: Career Management

235

Case Study 1: Nike: Hiring Gets Off on the Right Foot
Case Study 2: Small Companies Need Diversity Too
Notes and References

237

238

Appendix: Personal Career Development
Developing Personal Skills and Competencies
Choosing a Career

235

241

241

241

Highlights in HRM 5: Career Competencies at Caterpillar

242


Contents

Use of Available Resources

242

Accuracy of Self-Evaluation

243

The Significance of Interest Inventories

243

Highlights in HRM 6: Campbell Interest and Skill Survey: Individual
Profile
244
Evaluating Long-Term Employment Opportunities
Choosing an Employer

246

246

Questions to Ask Yourself Before You Accept a Job Offer
Becoming an Entrepreneur

247

247

Keeping a Career in Perspective 248
Developing Off-the-Job Interests 248
Balancing Marital and/or Family Life
Planning for Retirement
Key Term

249

249

250

Notes and References

250

Chapter 6 Employee Selection
Matching People and Jobs

252

254

Person-Job Fit: Beginning with Job Analysis
Person-Organization Fit
The Selection Process

255
255

Obtaining Reliable and Valid Information

256

Sources of Information about Job Candidates
Application Forms

255

259

260

Online Applications

262

Biographical Information Blanks
Background Checks

262

263

Highlights in HRM 1: Sample Reference-Checking Questions
Polygraph Tests

267

Honesty and Integrity Tests
Graphology

268

Medical Examinations
Drug Testing

267

269

269

Employment Tests

271

Nature of Employment Tests

271

Highlights in HRM 2: Best Practices for Employee Testing
and Selection 272
Classification of Employment Tests

272

265


Contents

The Employment Interview
Interviewing Methods

277

277

Highlights in HRM 3: Sample Situational Interview Question

279

Highlights in HRM 4: iring Managers Reveal Top Five Biggest
Mistakes Candidates Make During Job Interviews in CareerBuilder.
com Survey 280
Guidelines for Employment Interviewers

283

Diversity Management: Are Your Questions Legal?

286

Highlights in HRM 5: Appropriate and Inappropriate Interview
Questions 287
Reaching a Selection Decision

288

Summarizing Information about Applicants
Decision-Making Strategy
Final Decision
Summary
Key Terms

288

288

291

292
293

Discussion Questions

293

HRM Experience: Designing Selection Criteria and Methods
Case Study 1: Tapping Unused Resources in Lean Times

294

295

Case Study 2: Kodak Gets the Picture in Executive
Education 297
Notes and References

299

Chapter 7 Training and Development
The Scope of Training

304

306

Investments in Training

306

A Systems Approach to Training

307

Phase 1: Conducting the Needs Assessment
Organization Analysis

308

309

Highlights in HRM 1: Notes on Rapid Needs Assessment
Task Analysis

310

311

Highlights in HRM 2: A Competency Assessment for a Managerial
Position 312
Person Analysis

314

Phase 2: Designing the Training Program
Instructional Objectives

315

Trainee Readiness and Motivation

315

314


Contents

XV

Principles of Learning

316

Characteristics of Instructors

319

Phase 3: Implementing the Training Program

320

Training Methods for Nonmanagerial Employees
Methods for Management Development

328

Phase 4: Evaluating the Training Program
Criterion 1: Reactions

320

333

333

Criterion 2: Learning

334

Criterion 3: Behavior

334

Criterion 4: Results, or Return on Investment (ROI)

335

Highlights in HRM 3: Calculating Training ROI: Examples
Highlights in HRM 4: Benchmarking HR Training
Special Topics in Training and Development
Orientation Training

338

Basic Skills Training

339

336

337

338

Highlights in HRM 5: Checklist for Orienting New Employees
Team Training and Cross-Training
Ethics Training

343

Diversity Training

344

Highlights in HRM 6: Additional Ethics Training Resources
Summary
Key Terms

340

341

347
348

Discussion Questions

348

HRM Experience: Training and Learning Principles
Case Study 1: UPS Delivers the Goods

349

350

Case Study 2: Preparing a Career Development Plan

351

Case Study 3: Kodak Gets the Picture in Executive
Education 352
Notes and References

355

Chapter 8 Appraising and Improving Performance
Performance Appraisal Programs

362

The Purposes of Performance Appraisal

363

Why Appraisal Programs Sometimes Fail

364

Developing an Effective Appraisal Program
What Are the Performance Standards?

367

366

360

345


XVI

Contents

Are You Complying with the Law?

369

Who Should Appraise Performance?

370

Putting It All Together: 360-Degree Appraisal
Training Appraisers

374

376

Highlights in HRM 1: Supervisor's Checklist for the Performance
Appraisal 379
Performance Appraisal Methods
Trait Methods

379

380

Highlights in HRM 2: Graphic Rating Scale with Provision
for Comments 381
Highlights in HRM 3: Example of a Mixed-Standard Scale
Behavioral Methods

383

Highlights in HRM 4: BARS and BOS Examples
Results Methods

386

Highlights in HRM 5: Personal Scorecard

389

Which Performance Appraisal Method to Use?
Appraisal Interviews

391

Conducting the Appraisal Interview

392

Improving Performance

Key Terms

390

391

Three Types of Appraisal Interviews

Summary

385

395

398
399

Discussion Questions

400

HRM Experience: Performance Diagnosis

401

Case Study 1: Goodyear Ends Ratings System Ahead of
Discrimination Suit 402
Case Study 2: 360-Degree Appraisal at Johnson & Johnson
Notes and References

PART

406

Implementing Compensation and Security
Chapter 9 Managing Compensation
Strategic Compensation Planning

410

412

Linking Compensation to Organizational Objectives
The Pay-for-Performance Standard
The Bases for Compensation

414

418

Determining Compensation—The Wage Mix
Internal Factors

419

418

413

404

382


Contents

XVli

Highlights in HRM 1: Comparison of Compensation Strategies
External Factors

422

Job Evaluation Systems
Job Ranking System

423
424

Job Classification System
Point System

421

424

424

Highlights in HRM 2: Point Values for Job Factors of the American
Association of Industrial Management 426
Work Valuation

426

Highlights in HRM 3: Description of Education Factor and Degrees of the
American Association of Industrial Management 427
Job Evaluation for Management Positions
The Compensation Structure
Wage and Salary Surveys

428

428

428

Highlights in HRM 4: Bureau of Labor Statistics National
Compensation Survey 430
The Wage Curve
Pay Grades

431

431

Rate Ranges

432

Competence-Based Pay

434

Government Regulation of Compensation

435

Highlights in HRM 5: Minimum Wage Laws in the States
Davis-Bacon Act of 1931

437

Walsh-Healy Act of 1936

437

Fair Labor Standards Act of 1938 (as Amended)

437

Highlights in HRM 6: The Federal Wage Poster
Significant Compensation Issues

Key Terms

442

442

The Issue of Wage Rate Compression
Summary

439

441

The Issue of Equal Pay for Comparable Worth
The Issue of Low Salary Budgets

436

442

444
445

Discussion Questions

445

HRM Experience: Why This Salary?

446

Case Study 1: Pay Decisions at Performance Sports

447

Case Study 2: Mission Possible: A Competency-Based Compensation Program
for BestSource and SCE Federal Credit Unions 448
Notes and References

449


XVlii

Contents

Chapter 10 Pay-for-Performance: Incentive Rewards
Strategic Reasons for Incentive Plans

454

Incentive Plans as Links to Organizational Objectives
Requirements for a Successful Incentive Plan
Setting Performance Measures

457

Administering Incentive Plans

457

452

454

456

Highlights in HRM 1: Setting Performance Measures—The Keys

Individual Incentive Plans
Piecework

459

Standard Hour Plan
Bonuses
Merit Pay

459

460

460
461

Lump Sum Merit Pay

462

Incentive Awards and Recognition
Sales Incentives

462

463

Highlights in HRM 2: Customize Your Noncash Incentive
Awards 464
Incentives for Professional Employees

The Executive Pay Package

465

466

Executive Compensation: Ethics and Accountability

469

Highlights in HRM 3: The "Sweetness" of Executive Perks
Executive Compensation Reform
Group Incentive Plans
Team Compensation

470

471
471

Gainsharing Incentive Plans

472

Highlights in HRM 4: Lessons Learned: Designing Effective
Team Incentives 473
Enterprise Incentive Plans

476

Profit Sharing Plans 476
Employee Stock Options Plans 477
Highlights in HRM 5: Employee Stock Option Plans
Employee Stock Ownership Plans (ESOPs)
Advantages of ESOPs
Summary
Key Terms

479

479

480
481

Discussion Questions

481

HRM Experience: Awarding Salary Increases

482

478

470

458

Contents

Case Study 1: Pay-for-Performance: The Merit Question

483

Case Study 2: Team-Based Incentive Rewards: It's Not
All Roses 484
Notes and References

485

Chapter 11 Employee Benefits

488

Employee Benefits Programs 490
HRIS and Employee Benefits

490

Requirements for a Sound Benefits Program

491

Communicating Employee Benefits Information
Concerns of Management

493

495

Highlights in HRM 1: Crafting an Effective Benefits Communication
Program 495
Highlights in HRM 2: A Personalized Statement of Benefits Costs

496

Highlights in HRM 3: U.S. Chamber of Commerce Employee Benefits
Survey—2007 497
Employee Benefits Required by Law
Social Security Insurance

499

Unemployment Insurance

500

Workers' Compensation Insurance

499

501

Consolidated Omnibus Budget Reconciliation Act (COBRA)
Family and Medical Leave Act

502

Older Workers Benefit Protection Act
Discretionary Major Employee Benefits
Health Care Benefits

501

503
503

503

Highlights in HRM 4: 'Your Rights": Another Federally Required Poster

504

Highlights in HRM 5: Employers Methods for Containing Health Care Costs

506

Payment for Time Not Worked

508

Supplemental Unemployment Benefits
Life Insurance

509

Long-Term Care Insurance
Retirement Programs

Pension Plans

509

509

510

511

Employee Services: Creating a Work/Life Setting
Employee Assistance Programs
Counseling Services

516

Child and Elder Care

516

Other Benefits and Services

515

517

514


XX

Contents

Summary
Key Terms

518
519

HRM Experience: Understanding Employer Benefit Programs
Discussion Questions

519

520

Case Study 1: Using "Sticky" Awards: KFC Does It Right

521

Case Study 2: Adobe's Family-Friendly Benefits: An Unexpected Backlash
Notes and References

523

Chapter 12 Promoting Safety and Health
Safety and Health: It's the Law

528

Highlights in HRM 1: Test Your Safety Smarts
OSHA's Coverage

530

OSHA Standards

530

Enforcing OSHA Standards

526
529

530

OSHA Consultation Assistance

532

Responsibilities and Rights under OSHA

533

Highlights in HRM 2: What Are My Responsibilities under the
OSH Act? 534
Right-to-Know Laws

535

OSHA's Enforcement Record

536

Promoting a Safe Work Environment
Creating a Culture of Safety
Enforcing Safety Rules

536

537

538

Investigating and Recording Accidents
Creating a Healthy Work Environment
Health Hazards and Issues

539
539

540

Highlights in HRM 3: Job Safety and Health Protection
Poster 541
Highlights in HRM 4: Holsum Bakery's Workplace Smoking
Policy 543
Workplace Violence

546

Building Better Health

549

Employee Assistance Programs

551

Highlights in HRM 5: Selected Items from Salt River Project's
Substance Abuse Policy 554
The Management of Stress
What Is Stress?

557

556

522


Contents

XXI

Job-Related Stress

558

Coping with Stress

558

Summary
Key Terms

559
560

Discussion Questions

561

HRM Experience: Reducing Employee Stress

562

Case Study 1: Safety Training at Pro's Choice: It's Not
Working 563
Case Study 2: Coping with Stress at U.S. Customs
Notes and References

PART

564

565

Enhancing Employee-Management Relations
Chapter 13 Employee Rights and Discipline

Employee Rights and Privacy

570

Employee Rights vs. Employer Responsibilities
Negligent Hiring

568

571

571

Job Protection Rights

571

Highlights in HRM 1: Examples of Employment-at-Will
Statements 576
Privacy Rights

578

Electronic Surveillance and Monitoring
Disciplinary Policies and Procedures
The Results of Inaction

587

588

Setting Organizational Rules
Defining Discipline

581

589

590

Investigating the Disciplinary Problem
Approaches to Disciplinary Action
Discharging Employees

591

593

594

Highlights in HRM 2: Banner Health System Corrective Action
Process 595
Alternative Dispute Resolution Procedures
Managerial Ethics in Employee Relations
Summary
Key Terms

602
604

Discussion Questions

604

598
601


XXii

Contents

HRM Experience: Learning about Employee Rights
Case Study 1: Discharged for Off-Duty Behavior

605
606

Case Study 2: "You Can't Fire Me! I Passed the Test"
Notes and References

607

608

Chapter 14 The Dynamics of Labor Relations

612

Highlights in HRM 1: Test Your Labor Relations Know-How

Government Regulation of Labor Relations
Railway Labor Act

616

616

Norris-LaGuardia Act
Wagner Act

615

616

616

Taft-Hartley Act

618

Landrum-Griffin Act

619

The Labor Relations Process
Why Employees Unionize
Organizing Campaigns

619

619

621

Highlights in HRM 2: United Food and Commercial Workers
International Union Authorization Card 623
Employer Tactics Opposing Unionization

624

Highlights in HRM 3: Employer "Don'ts" during Union Organizing
Campaigns 625
How Employees Become Unionized
NLRB Representation Election

625

625

Impact of Unionization on Managers

626

Highlights in HRM 4: NLRB Election Poster

627

Structures, Functions, and Leadership of Labor Unions
Structure and Functions of the AFL-CIO

629

Structure and Functions of National Unions
Structure and Functions of Local Unions

629

630

Union Leadership Commitment and Philosophies
Labor Relations in the Public Sector
The Bargaining Process

631

632

Preparing for Negotiations

633

Gathering Bargaining Data

634

Developing Bargaining Strategies and Tactics
Negotiating the Labor Agreement
Good Faith Bargaining

631

635

Interest-Based Bargaining

637

635

634

628


Contents

xxii

Management and Union Power in Collective Bargaining
Resolving Bargaining Deadlocks
The Labor Agreement

637

639

639

The Issue of Management Rights
Union Security Agreements

640

641

H i g h l i g h t s in HRM 5: I t e m s in a Labor Agreement
Administration of the Labor Agreement
Negotiated Grievance Procedures

641

641

The Grievance Procedure in Action
Grievance Arbitration

642

643

Contemporary Challenges to Labor Organizations
Foreign Competition and Technological Change
Decrease in Union Membership

645
645

645

Employers' Focus on Maintaining Nonunion Status

Summary
Key Terms

640

646

647
648

Discussion Questions

648

HRM Experience: Learn about Unions

649

Case Study 1: The Union Drive at Apollo Corporation: ULPs and Organizing
Tactics 650
Case Study 2: The Arbitration Case of Jesse Stansky
Notes and References

PART

651

652

Expanding Human Resources Management Horizons

Chapter 15 International Human Resources Management
Managing across Borders

658

How Does the Global Environment Influence Management?
Domestic versus International HRM
International Staffing

660

663

664

Recruiting Internationally

665

Selecting Employees Internationally

668

Highlights in HRM 1: Global Laws and Pacts Prohibiting
Discrimination 669
Highlights in HRM 2: Skills of Expatriate Managers
Training and Development

673

Content of Training Programs

674

671

656


Contents

Highlights in HRM 3: Nonverbal Communications in Different
Cultures 677
Highlights in HRM 4: Repatriation Checklist
Compensation

682

683

Compensation of Host-Country Employees
Compensation of Host-Country Managers
Compensation of Expatriate Managers
Performance Appraisal

685

686

688

Who Should Appraise Performance?

688

Home versus Host-Country Evaluations
Performance Criteria
Providing Feedback

683

689

689
690

The Labor Environment Worldwide 691
Collective Bargaining in Other Countries 691
International Labor Organizations

692

Labor Participation in Management
Summary
Key Terms

693

694
695

Discussion Questions

695

HRM Experience: An American (Expatriate) in Paris
Case Study 1: International HRM at Molex, Inc.

697

Case Study 2: How Deloitte Builds Global Expertise
Notes and References

696

699

703

Chapter 16 Creating High-Performance Work
Systems 708
Fundamental Principles

710

Egalitarianism and Engagement
Shared Information

711

713

Knowledge Development

714

Performance-Reward Linkage

714

Anatomy of High-Performance Work Systems
Work-Flow Design and Teamwork

715

716

Complementary Human Resources Policies and Practices
Management Processes and Leadership

718

716


Contents

XXV

Supportive Information Technologies

Fitting It All Together

719

Ensuring Internal Fit

719

Establishing External Fit

719

720

Assessing Strategic Alignment: The HR Scorecard
Implementing the System

721

721

Highlights in HRM 1A: Diagnosing Internal Fit

722

Highlights in HRM IB: Testing the Alignment of the HR System with
HR Deliverables 723
Highlights in HRM 1C: Testing the Alignment of HR
Deliverables 724
Building a Business Case for Change

724

Establishing a Communications Plan

725

Involving Unions

726

Navigating the Transition to High-Performance Work Systems
Evaluating the Success of the System and Sustaining It

728

730

Outcomes of High-Performance Work Systems 731
Employee Outcomes and Quality of Work Life 731
Organizational Outcomes and Competitive Advantage

732

Highlights in HRM 2: The Impact of High-Performance Work
Systems 733
Summary

734

Key Terms

734

Discussion Questions

735

HRM Experience: Assessing the Strategic Fit of High-Performance
Work Systems 735
Case Study 1: HPWS at Tomex Incorporated
Case Study 2: HPWS at Xerox Corporation
Notes and References

Cases

737
738

740

745

Case 1: United Technologies Seeks Intangibles with
Education Plan 745
Case 2: Running the Global Recruiting Machine: ClientLogic
Case 3: Job Analysis and Hiring Decisions at Ovania Chemical
Case 4: Ill-Fated Love at Centrex Electronics

757

749
752


XXVI*

Contents

Case 5: Returning Ethics to Putnam

758

Case 6: Realigning HR Practices at Egan's Clothiers
Case 7: A Performance Appraisal Snafu

765

Case 8: The Last Straw for Aero Engine

769

763

Case 9: I.B.M.: Take as Much Vacation Time as You Want To?

771

Case 10: Newell's Decision to Downsize: An Ethical Dilemma

774

Case 1 1 : Someone Has to Go: A Tough Layoff Decision
Glossary

778

Name Index

789

Organization Index

Subjet Index

801

791

776