1Preface
1397.8 Trends and Issues in HRM: 7.8.1 Changing Role of HRM
21 The New Human Resource Management Process
1408 Training, Learning, Talent Management, and Development
31.1 Introduction
1418.1 The Need for Training and Development
41.2 Why Study Human Resource Management (HRM)?
1428.1.1 Preparing and Development - A Supplement to Employees Efficient and Effective Performance
51.3 21st Century HRM: 1.3.1 Rise of the Third Center
1438.1.2 Great Human Resource Managers Focus on Training and Development
61.4 Disciplines within HRM
1448.2 The Training Process and Needs Assessment
71.5 HRM Responsibilities
1458.2.1 HR Training and Development
81.5.1 Recruitment
1468.2.2 Does Training and Development Matter?
91.5.2 Training
1478.3 Learning and Shaping Behavior: 8.3.1 Recognizing and Shaping Organizational Culture
101.5.3 Payroll Management
1488.4 Design and Delivery of Training
111.5.4 Performance Analysis
1498.4.1 Reasons to Develop Online Employee Training Programs
121.5.5 Resolving Conflicts
1508.4.2 Why In-person Seminars are Optimal for Employee Training?
131.5.6 Employee Relations
1518.5 Assessing Training
141.6 HRM Skills
1528.5.1 Worker Training - Making Sure to Train New Employees Contextually
151.6.1 Technical Skills
1538.5.2 Preparing your Employees
161.6.2 Human Relations Skills
1548.6 Talent Management and Development: 8.6.1 Significant Talent Management Solutions - The Five Essential “Dos”
171.6.3 Decision-making Skill
1558.7 Trends and Issues in HRM: 8.7.1 HRM - The Root Key to Success
181.6.4 Business Skills
1569 Employee Rights and Labor Relations
191.7 HRM Careers
1579.1 Managing and Leading your Workforce
201.7.1 Educational Background Required to be a part of HRM
1589.1.1 Improve Employee Job Satisfaction in your Company
211.7.2 Can a Candidate Switch to a Job in HR after Working in a Completely Different Field?
1599.1.2 Four Steps for Talking about Job Satisfaction
221.7.3 Salaries Earned by HR Professionals
1609.2 Commonly Accepted Employee Rights: 9.2.1 Worker Rights in the Workplace
231.8 Practitioner’s Model for HRM
1619.3 Management Rights: 9.3.1 Realize your Employee Rights at Work with a Qualified Attorney
241.8.1 Standard Causal Model
1629.4 Representative Rights - Contracts, Minimum Wage, and Pay Slips
251.8.2 HR Value Chain
1639.5 Coaching, Counseling, and Discipline
261.8.3 Advanced HR Value Chain
1649.5.1 Training and Counseling Employees
271.9 Trends and Issues in HRM
1659.5.2 Instructions to Effectively Coach your Staff
281.9.1 Engaging the Workforce
1669.6 Legal Issues in Labor Relations
291.9.2 Routine Work
1679.6.1 Observing Employees - The Legal Issues of Employee Video Surveillance
301.9.3 Ethical Issues
1689.6.2 Basic Principles of Avoiding Legal Conflicts with Employees
312 Strategy-driven Human Resource Management
1699.7 Unions and Labor Rights: 9.7.1 Are Companies Training Their Employees Right?
322.1 Introduction
1709.8 Trends and Issues in HRM: 9.8.1 Going Further: The HR wave in SaaS
332.2 Strategy and Strategic Planning in the 21st Century: The Organization and the Environment
17110 Compensation Management
342.2.1 Strategic Alliance
17210.1 Compensation Management
352.2.2 Recruiting Competent Managers
17310.1.1 Great Compensation Management is Necessary to Boost Workforce Performance
362.3 The External Environment
17410.1.2 Deals and Employee Compensation Programs
372.4 Strategy
17510.2 Organizational Philosophy
382.4.1 Cost Leadership
17610.2.1 Why an Organization Needs a Well Defined Employee Overtime Policy?
392.4.2 How can HRM Influence these Strategies?
17710.2.2 Improving Employee Productivity - What Works and What does not Work
402.5 Structure
17810.3 Legal and Fairness Issues in Compensation
412.5.1 Basic Components of an Organization’s Structure
17910.3.1 A Brief Look at Workers’ Compensation Issues
422.5.2 Role of HR in the Structure of an Organization
18010.3.2 Utilizing the Framework to Solve a Performance Issue
432.6 Organizational Culture
18110.4 Job Evaluation: 10.4.1 What is the Point of Job Evaluation?
442.6.1 Does Organizational Culture Control the Behavior of the Employees?
18210.5 Developing a Pay System: 10.5.1 What Jobs Pay the Most - Cutting Edge Careers for the “New Economy?”
452.6.2 How can Social Media Contribute to a Company’s Culture?
18310.6 Trends and Issues in HRM: 10.6.1 5 “Ps” of Human Resources Management
462.7 An Introduction to Data Analytics for HRM
18411 Employee Incentives and Benefits
472.8 Human Resource Information Systems (HRIS)
18511.1 The Value of Incentives and Benefits
482.8.1 What are the Benefits of HRIS?
18611.1.1 Advantages of Employee Incentive Programs
492.8.2 Does HRIS help in Decision-making?
18711.1.2 Worker Incentives and Good Leaver/Bad Leaver Considerations
502.8.3 Measurement Tools for Strategic HRM
18811.2 Individual Incentives
512.8.4 EVA (Economic Value Added)
189١١.٢.١ Chocolate Employee Incentives and Corporate Gifts
522.8.5 ROI (Return on Investment)
19011.2.2 Fishing Charters - How they Become Great Customer Employee Incentives
532.9 Trends and Issues in HRM
19111.3 Group Incentives: 11.3.1 Here is a Quick Way to Better Employee Retention - Incentive Programs
542.9.1 Data Management
19211.4 Executive Compensation: 11.4.1 What are Executive Compensation Agreements?
552.9.2 Globalization
19311.5 Statutory Benefits: 11.5.1 The Impact of International Statutory Requirements: 3 Areas to Consider
562.9.3 Technological Changes
19411.6 Statutory Requirements When Providing Certain Voluntary Benefits: 11.6.1 Requirement for a Statutory Compliance and Payroll Management Service
572.9.4 Demographics
19511.7 Voluntary Benefits: 11.7.1 What Every Business Owner Ought to Know About Voluntary Benefits
583 The Legal Environment and Diversity Management
19611.8 Flexible Benefit (Cafeteria) Plans: 11.8.1 What you Can and Cannot do with a Section 125 Cafeteria Plan?
593.1 Introduction
19711.9 Trends and Issues in HRM: 11.9.1 Top 5 Features to Consider while Choosing A HRMS
603.2 The Legal Environment for HRM: Protecting your Organization
19812 Workplace Safety, Health, and Security
613.3 A User’s Guide to Managing People: The OUCH Test
19912.1 Workplace Safety and OSHA
623.3.1 Objective
20012.1.1 Why an Integrated Workplace Safety and Wellness Program is Best
633.3.2 Uniform in Application
20112.1.2 Working Environment Safety and Health - What are the Costs?
643.3.3 Consistent in Effect
20212.2 The Occupational Safety and Health Administration (OSHA): 12.2.1 Aspects to be Considered in Writing a Written Workplace Safety Program
653.3.4 Has Job-relatedness
20312.3 Employee Health: 12.3.1 Wellbeing and Workplace Safety - 7 Steps to Develop a Comprehensive Safety Program
663.4 Major Employment Laws
20412.4 Stress
673.4.1 Equal Pay Act
20512.4.1 Working Environment Stress Trap - All Talk, No Action, and No Follow Through
683.4.2 Title VII of the Civil Rights Act of 1964 (CRA)
20612.4.2 Top 8 Reasons for Workplace Stress
693.4.3 Age Discrimination in Employment Act of 1967
20712.5 Workplace Security
703.4.4 Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA)
20812.5.1 A Guide to Workplace Security
713.4.5 Pregnancy Discrimination Act of 1978 (PDA)
20912.5.2 Working Environment Security - 5 Steps to Increase yours and Others Safety while in the Working Environment
723.4.6 Americans with Disabilities Act of 1990 (ADA), as Amended in 2008
21012.6 Workplace Violence: 12.6.1 Factors that Drastically Increase Workplace Violence
733.4.7 What are the Benefits that have to be Provided by Employers according to the DRA?
21112.7 Trends and Issues in HRM
743.4.8 Civil Rights Act of 1991
21212.7.1 Significance of Strategic HR Systems
753.4.9 Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
21312.7.2 Is Human Resource Management Important?
763.4.10 Veterans Benefits Improvement Act of 2004 (VBIA)
21413 Organizational Ethics, Sustainability, and Social Responsibility
773.4.11 Title II of the Genetic Information Non-discrimination Act of 2008 (GINA)
21513.1 Introduction
783.4.12 Lilly Ledbetter Fair Pay Act of 2009 (LLFPA)
21613.2 Ethical Organizations
793.5 Equal Employment Opportunity Commission (EEOC)
21713.2.1 Mutual Respect
803.5.1 What are the Rights that the Employees get as per EEOC?
21813.2.2 Honor
813.5.2 What are the Rights Provided by the EEOC to the Employers?
21913.2.3 Integrity
823.5.3 What is Constructive Discharge?
22013.2.4 Customer Focus
833.6 EEO, Affirmative Action, and Diversity: What is the Difference?
22113.2.5 Results
843.6.1 AA (Affirmative Action)
22213.2.6 Risks
853.6.2 Diversity
22313.2.7 Passion
863.7 Sexual Harassment: A Special Type of Discrimination
22413.2.8 Persistence
873.7.1 Quid Pro Quo
22513.3 Codes of Ethics
883.7.2 Hostile Environment
22613.3.1 How can HR Managers Prepare the Code of Ethics?
893.7.3 Sexual Harassment Lawsuit
22713.3.2 How to Prepare the Final Draft of the Code of Ethics?
903.7.4 What Steps can be Taken by an Organization to Stop Sexual Harassment?
22813.4 Corporate Social Responsibility (CSR)
913.8 Religious Discrimination
22913.4.1 Definition of CSR
923.9 Trends and Issues in HRM: 3.9.1 ADA and ADAAA
23013.4.2 Key Issues of CSR
934 Matching Employees with Jobs
23113.4.3 Benefits of Implementing CSR Properly
944.1 The process of Employee and Job Matching
23213.4.4 How to Implement Corporate Social Responsibility
954.1.1 Occupation Matching - The Key to Superior Performance
23313.5 Sustainability
964.1.2 A Few Instructions to Empower Your Employees and Yourself
23413.5.1 Sustainability as a Corporate Strategy
974.2 Workflow Analysis: 4.2.1 Locate the Right Employees and Do not Risk Losing Them by Learning How to Keep Them Happy
23513.5.2 Confusion between CSR and Sustainability
984.3 Job Analysis: 4.3.1 Occupation Analysis - Qualitative Human Resource Management
23613.5.3 Sustainable Development
994.4 Job Design/Redesign: 4.4.1 Employment Analysis - An Important HR Tool
23713.6 Trends and Issues in HRM
1004.5 The Job Characteristics Model (JCM): 4.5.1 HR Job Analysis by Job Characteristics Model (JCM)
23813.6.1 Implementing CSR Strategies
1014.6 Designing Motivational Jobs: 4.6.1 Instructions to Create Jobs that Motivate
23913.6.2 Participation of Stakeholders and Shareholders
1024.7 HR Forecasting
24013.6.3 Training Employees
1034.8 Reconsidering Internal Employee Supply and Demands: 4.8.1 HRM System - The Answer to Your Workflow Problem
24113.6.4 Issues that Arise while Implementing the Code of Business Ethics in an Organization
1044.9 Trends and Issues in HRM: 4.9.1 Job of HRMS in any Organization
24214 Global Issues for Human Resource Managers
1055 Performance Management and Appraisal
24314.1 Introduction
1065.1 Performance Management Systems
24414.2 Globalization of Business and HRM
1075.1.1 The Performance Management System: Getting Organized
24514.2.1 Human Resource Activities
1085.1.2 Instructions to Evaluate an Employee Performance Management System
24614.2.2 Employee Types
1095.2 What is the need to Conduct Performance Appraisals?: 5.2.1 Execution Appraisal - A Directive to Achieving Organizational Goals
24714.2.3 Why is Global HRM Required?
1105.3 What do we need to Assess?: 5.3.1 Improving Performance Management: 8 Factors to Consider
24814.2.4 Functions of Global HRM
1115.4 How do Companies Use Appraisal Methods and Forms?
24914.3 Legal, Ethical, and Cultural Issues
1125.4.1 Examinations - Why and How to Carry Them Out
25014.3.1 Tax Laws
1135.4.2 Step-by-step Instructions to Design an Effective Performance Management System
25114.3.2 Lack of Cultural Awareness
1145.5 Trends and Issues in HRM: 5.5.1 What is Strategic Human Resource Management?
25214.3.3 Privacy Laws
1156 Recruiting Job Candidates
25314.4 Ethical Challenges: 14.4.1 Why are Ethics Required?
1166.1 The Recruiting Process
25414.5 Global Staffing: 14.5.1 Evolution of Global HRM
1176.1.1 What is Recruitment Processing Outsourcing (RPO)?
25514.6 Developing and Managing Global Human Resources
1186.1.2 The Recruitment Process - 5 Advantages to Knowing Every Step
25614.6.1 Global Workforce Development
1196.1.3 Enlistment Process Outsourcing: Busting the Common Myths
25714.6.2 Creating Location-specific Handbooks
1206.2 Organizational Recruiting Considerations
25814.6.3 Performance Analysis and Management
1216.2.1 Enlistment Process Outsourcing - An Overview
25914.6.4 Selection and Retention of Global Leaders
1226.2.2 The Good and the Bad of Recruitment Process Outsourcing
26014.7 Compensating your Global Workforce
1236.3 Internal or External Recruiting: 6.3.1 Enlisting the Best: Internal vs External Recruiting
26114.7.1 Equal Compensation
1246.4 Challenges and Constraints in Recruiting
26214.7.2 Relocation
1256.4.1 Challenges for Recruitment Consultants
26314.7.3 Departures
1266.4.2 Enlistment Challenges Offer Recruitment Opportunities for Some
26414.7.4 Official Language
1276.5 The Evaluation of Recruiting Programs : 6.5.1 Quick Tips to Improve your Recruitment Program
26514.7.5 Data Ownership
1286.6 Trends and Issues in HRM
26614.8 Trends and Issues in HRM
1296.6.1 Up and Coming Trends in HR
26714.8.1 Professional Development
1306.6.2 Deal with Your HR Function Better with an Integrated HRMS Solution
26814.8.2 Cross Border Legal Issues
1317 Selecting New Employees
26914.8.3 Compensation
1327.1 The Selection Process: 7.1.1 New Employee Appointment- Measure, Engage and Immerse
27014.8.4 Issues that arise in Global HRM
1337.2 Looking for “Fit”: 7.2.1 Making New Employee Induction a Success
27114.8.5 Training and Development
1347.3 Major Guidelines on Employee Selection Procedures: 7.3.1 A Comprehensive New Employee Orientation Program - 5 Reasons Why you Need One Now!
27214.8.6 Recruitment and Selection
1357.4 Applications and Preliminary Screening: 7.4.1 Representative Retention - What to Tell New Employees
27314.8.7 Career Planning
1367.5 Testing and Legal Issues: 7.5.1 The Importance of Employment Tests
27414.8.8 Remuneration and Benefits
1377.6 Selection Interviews: 7.6.1 A Glimpse of the Standard Employee Screening and Selection Process
275Index
1387.7 Background Checks: 7.7.1 Need to Do Your Employment Background Check
