Human Resource Management Copyright 2010 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. 5315X_00_fm_pi-xxxii.indd i 20/07/10 6:25 PM Human Resource Management THIRTEENTH EDITION R OBE RT L.
M AT H I S University of Nebraska at Omaha JOHN H. JACKSON University of Wyoming Australia • Brazil • Japan • Korea • Mexico • Singapore • Spain • United Kingdom • United States Copyright 2010 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part.
5315X_00_fm_pi-xxxii.indd iii 20/07/10 6:25 PM This is an electronic version of the print textbook. Due to electronic rights restrictions, some third party content may be suppressed. Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. The publisher reserves the right to remove content from this title at any time if subsequent rights restrictions require it.
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May not be copied, scanned, or duplicated, in whole or in part. 5315X_00_fm_pi-xxxii.indd iv 20/07/10 6:25 PM Dedications TO Jo Ann Mathis for managing efforts on this book, and Julie Foster and Lee Skoda as key supporters. Jackson, who were successful managers of people for many years Copyright 2010 Cengage Learning. All Rights Reserved.
May not be copied, scanned, or duplicated, in whole or in part. 5315X_00_fm_pi-xxxii.indd v 20/07/10 6:25 PM Contents in Brief Preface xxv SECTION 1 Environment of Human Resource Management 1 Chapter 1 Human Resource Management in Organizations 2 Chapter 2 Strategic HR Management and Planning 36 Chapter 3 Equal Employment Opportunity 72 SECTION 2 Jobs and Labor 107 Chapter 4 Workers, Jobs, and Job Analysis 108 Chapter 5 Human Resource Planning and Retention 144 Chapter 6 Recruiting and Labor Markets 176 Chapter 7 Selecting Human Resources 212 SECTION 3 Training and Development 247 Chapter 8 Training Human Resources 248 Chapter 9 Talent Management 282 Chapter 10 Performance Management and Appraisal 318 SECTION 4 Compensation 357 Chapter 11 Total Rewards and Compensation 358 Chapter 12 Incentive Plans and Executive Compensation 394 Chapter 13 Managing Employee Benefits 424 SECTION 5 Employee Relations 465 Chapter 14 Risk Management and Worker Protection 466 Chapter 15 Employee Rights and Responsibilities 502 Chapter 16 Union/Management Relations 538 Appendices 575 Appendix A Human Resource Certification Institute: PHR and SPHR Test Specifications 575 Appendix B HR Management Resources 581 Appendix C Major Federal Equal Employment Opportunity Laws and Regulations 585 Appendix D Uniform Guidelines on Employee Selection 587 vii Copyright 2010 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part.
5315X_00_fm_pi-xxxii.indd vii 20/07/10 6:25 PM viii CONTENTS IN BRIEF Appendix E EEO Enforcement 591 Appendix F Preemployment Inquiries 595 Appendix G Sample HR-Related Job Descriptions 599 Glossary 601 Author Index 609 Subject Index 615 Copyright 2010 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. 5315X_00_fm_pi-xxxii.indd viii 20/07/10 6:25 PM ix Contents Preface xxv S E C T I O N 1 Environment of Human Resource Management 1 CHAPTER 1 Current and Future HR Management Human Resource Management Challenges 16 in Organizations 2 Organizational Cost Pressures and Restructuring 16 HR Headline: The Challenges and Crises Economics and Job Changes 16 Facing HR Management 3 Globalization of Organizations and HR 19 Human Resources as Organizational Core Workforce Demographics and Competency 4 Diversity 20 Human Capital and HR 5 HR Technology 21 HR Functions 5 HR Online: Wikis, Blogs, Twitters, HR Management’s Contributing Role 7 and HR 22 Organizational Culture and HR 7 Measuring HR Impact through Metrics 23 Organizational Productivity 9 Managing HR in Organizations 23 Social Responsibilities and HR 10 Smaller Organizations and HR HR Perspective: “Growing Green” Management 23 in HR 11 HR Cooperation with Operating and Line Managers 24 Customer Service and Quality Linked to HR 11 How HR Is Seen in Organizations 24 Employee Engagement and HR HR Management Roles 25 Culture 12 Administrative Role of HR 26 Organizational Ethics and HR Operational and Employee Advocate Management 12 Role for HR 27 Ethical Behavior and Organizational Strategic Role for HR 27 Culture 13 HR Management Competencies and HR Best Practices: Cisco Makes Careers 28 Global Ethics Important and Fun 14 HR Competencies 28 Ethics and Global Differences 14 HR Management as a Career Field 28 HR’s Role in Organizational Ethics 15 HR Professionalism and Certification 29 ix Copyright 2010 Cengage Learning.
All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. 5315X_00_fm_pi-xxxii.indd ix 20/07/10 6:25 PM x CONTENTS Summary 31 Global Staffing 49 Critical Thinking Activities 32 HR Planning in Mergers and Acquisitions 50 HR Experiential Problem Solving 32 Before the Deal 50 Case: HR, Culture, and Business During Integration 51 Results Success at Google, Scripps, and UPS 33 Post Integration 52 Supplemental Cases: Phillips Furniture; Sysco 34 HR Perspective: Dow’s Formula for Successful Acquisitions 52 Notes 34 Strategic Challenges 53 Managing a Talent Surplus 54 CHAPTER 2 Legal Considerations for Workforce Strategic HR Management Reductions 55 and Planning 36 Managing a Talent Shortage 56 Technology Challenges 57 HR Headline: Strategic Utilization of Talent Benefits Health Care Effects on Work and Organizations 57 Organization 37 Effects on Communication 58 Strategic Planning 38 Strategy Formulation 39 HR Perspective: Verizon Engages Employees via Web Portal 59 HR as Organizational Contributor 41 Effects on Work Processes 59 High-Performance Work Practices 42 Effects on HR Activities 60 HR Effectiveness and Financial Performance 43 Measuring Effectiveness of HR Initiatives 61 Environmental Analysis 43 HR Metrics 61 HR and Benchmarking 63 HR Perspective: Numbers Add Up HR and the Balanced for IBM 44 Scorecard 63 Internal Environmental Analysis 44 Human Capital Effectiveness External Environmental Analysis 45 Measures 64 HR Audit 66 HR Best Practices: NASA Launches Summary 66 Workforce Realignment 47 Critical Thinking Activities 67 Global Competitiveness and Strategic HR Experiential Problem HR 48 Solving 67 Global Framework 48 Case: Pioneers in HR Analytics 68 Global Legal and Regulatory Supplemental Cases: Where Do You Factors 48 Find the Bodies?; Xerox 69 Offshoring 49 Notes 69 Copyright 2010 Cengage Learning. All Rights Reserved.
May not be copied, scanned, or duplicated, in whole or in part. 5315X_00_fm_pi-xxxii.indd x 20/07/10 6:25 PM CONTENTS xi CHAPTER 3 Who Is Disabled? 90 Equal Employment Opportunity 72 Genetic Bias Regulations 91 Managing Disabilities in the HR Headline: Sexual Harassment at the Workforce 92 United Nations 73 HR On-the-Job: ADA and Employment Nature of Equal Employment Opportunity Questions 93 (EEO) 74 Age and Equal Employment Disparate Treatment 75 Opportunity 94 Disparate Impact 75 Age Discrimination in Employment Act Equal Employment Opportunity Concepts 76 (ADEA) 95 Progressing Toward Equal Employment Older Workers Benefit Protection Act Opportunity 77 (OWBPA) 95 Managing Age Discrimination 95 HR Perspective: “Officer Dirt” 78 Religion and Spirituality in the Race/Ethnic/National Origin 78 Workplace 96 Civil Rights Act 1964, Title VII 78 Managing Religious Diversity 96 Executive Orders 11246, 11375, and 11478 79 Managing Other Discrimination Issues 97 Civil Rights Act 1991 79 Immigration Reform and Control Acts Managing Racial and National Origin (IRCA) 97 Issues 79 Language Issues 98 Affirmative Action 80 Military Status and USERRA 98 Managing Affirmative Action Requirements 81 Sexual Orientation 99 Appearance and Weight Discrimination 99 Sex/Gender Discrimination Laws and Regulations 82 HR Perspective: Discrimination against Pregnancy Discrimination 82 “Caregivers” 100 Equal Pay and Pay Equity 83 Family Responsibility Discrimination (FRD) 100 Sexual Harassment 83 Diversity Training 100 Managing Sex/Gender Issues 84 Individuals with Differing Sexual Components of Traditional Diversity Orientations 86 Training 101 Nepotism 86 Mixed Results for Diversity Training 101 Consensual Relationships and Romance Backlash against Diversity Training at Work 86 Efforts 101 Dealing with Sexual Harassment 87 Summary 102 Types of Sexual Harassment 88 Critical Thinking Activities 102 Employer Responses to Sexual HR Experiential Problem Solving 103 Harassment 88 Harassment Likelihood 89 Case: Religious Accommodation? 103 Supplemental Cases: Keep on Trucking; Individuals with Disabilities 90 Mitsubishi Believes in EEO—Now 104 Americans with Disabilities Act (ADA) 90 Notes 104 Copyright 2010 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part.
5315X_00_fm_pi-xxxii.indd xi 20/07/10 6:25 PM xii CONTENTS S E C T I O N 2 Jobs and Labor 107 CHAPTER 4 Preparing for and Introducing the Job Workers, Jobs, and Job Analysis 129 Conducting the Job Analysis 129 Analysis 108 Developing Job Descriptions and Job Specifications 129 HR Headline: Work-Life Balancing 109 Maintaining and Updating Job Descriptions and Job Specifications 129 Workforce Composition 110 Job Analysis Methods 129 Business Contribution of Diverse Workers 110 Observation 130 Race and Ethnicity 111 Interviewing 130 Questionnaires 130 HR Best Practices: Resolving Language Computerized Job Analysis Systems 131 Barriers Pays Off 112 Combination Methods 131 Generational Differences 113 HR Online: O*Net Resources Gender Workforce Diversity 113 for Employers 132 Nature of Jobs and Work 114 Job Analysis and O*Net 132 Work Flow Analysis 114 Behavioral and Legal Aspects of Job Job Design 116 Analysis 133 Workers and Job Design 117 Current Incumbent Emphasis 133 Common Approaches to Job Design 118 “Inflation” of Jobs and Job Titles 133 Characteristics of Jobs 118 Employee and Managerial Anxieties 133 Using Worker Teams in Jobs 119 Legal Aspects of Job Analysis 134 Jobs and Work Scheduling 121 Job Descriptions and Job Specifications 135 Telework 121 HR On-The-Job: Writing Job Work Schedule Alternatives 122 Descriptions 136 Job Descriptions 136 HR Perspective: Global Work Schedule Job Specifications 136 Differences 123 Performance Standards 136 Work Flexibility and Scheduling 124 Job Description Components 137 Summary 139 Job Analysis 124 Critical Thinking Activities 139 Purposes of Job Analysis 125 Job Analysis Responsibilities 126 HR Experiential Problem Solving 139 Task-Based Job Analysis 126 Case: ROWE and Flexible Work and Success at Competency-Based Job Analysis 127 Best Buy 140 Supplemental Cases: The Reluctant Receptionist; Implementing Job Analysis 128 Jobs and Work at R. Donnelley 141 Planning the Job Analysis 128 Notes 141 Copyright 2010 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part.
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