TOPIC: EMPLOYEE HEALTH AND SAFETY IN THE ORGANIZATIONOrganization officials have a legal and moral responsibility to ensure that the workplace is free from unnecessary hazards. Employers hold responsibility for understanding what is necessary to keep workers safe from harm. Conditions surrounding the workplace must be secure for employee’s physical and mental health. As many organizations have implemented wellness program, that focus on smoking cessation, weight control, stress management, early diagnosis of health problems, prevention and education about life-style related and contagious illness. Wellness program can cut Employers health cost and lower absenteeism by preventing health related problems.Reference: Textbook- DeCenzo, D. A., & Robbins, S. P. (2013). Human resource management , Chapter 13 Health and Safety.Assignment Questions:Describe the role of HR in offering Healthy and safe work environment to the workers. Also write the ways that Occupational Safety and Health Administration OSHA assist employers in creating a safer workplace. (The minimum number of words 250)Discuss the purpose and significance of Wellness Programs/Disease Management in the Organization. Support your answer with the example of two companies that provide these programs to their workers. The minimum number of words 100)If you’re HR Manager, how can you support your employees during the Public Health Emergency/Outbreak? Present your HR planning to run the organization effectively along with employees’ safety.(The minimum number of words 150)uman Resource Management – EMPLOYEE HEALTH AND SAFETY IN THE ORGANIZATION11TH EDITION
Fundamentals of
Human Resource Management
DAVID A. DeCENZO
STEPHEN P. ROBBINS
SUSAN L. VERHULST
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Job
b Analysis
An
nalysi
sis i
Fundamentals
of Human
Resource
Management
David A. DeCenzo
Coastal Carolina University
Conway, SC
Stephen P. Robbins
San Diego State University
San Diego, CA
Susan L. Verhulst, PHR
Des Moines Area Community College
Ankeny, IA
Eleventh
Edition
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Library of Congress Cataloging-in-Publication Data
DeCenzo, David A.
Fundamentals of human resource management / David A. DeCenzo, Stephen P. Robbins,
Susan L. Verhulst. — 11th ed.
p. cm.
Includes index.
ISBN 978-0-470-91012-2 (paper/website) 1. Personnel management. I. Robbins, Stephen P.,
1943- II. Verhulst, Susan L. III. Title.
HF5549.D396 2013
658.3–dc23
2012030735
ISBN 978-0-470-91012-2 (Main Book)
ISBN 978-1-118-37968-4 (Binder-Ready Version)
Printed in the United States of America
10 9 8 7 6 5 4 3 2 1
Brief Contents
Part 1 UNDER S TANDI N G HR M
01 The Dynamic Environment of HRM 3
02 Functions and Strategy 29
Part 2 THE L EGAL AN D E T HI C AL C O N T E XT O F HR M
03 Equal Employment Opportunity 57
04 Employee Rights and Discipline 91
Part 3
S TAFFING THE O R G AN I Z AT I O N
05 Human Resource Planning and Job Analysis 119
06 Recruiting 141
07 Foundations of Selection 163
Part 4 TR AINING AND DE VE L O P ME N T
08 Socializing, Orienting, and Developing Employees 193
09 Managing Careers 221
Part 5
10
11
12
13
MAINTAINING HI G H P E R F O R MAN C E
Establishing the Performance Management System 243
Establishing Rewards and Pay Plans 275
Employee Benefits 301
Ensuring a Safe and Healthy Work Environment 331
Part 6 L AB OR -M ANAG E ME N T E N VI R O N ME N T S
14 Understanding Labor Relations and Collective Bargaining 359
Endnotes 384
Glossary 408
Company Index 415
Subject Index 417
iii
Contents
Part 1
01
How HRM Can Support Improvement Programs 19
How HRM Assists in Work Process Engineering 20
Employee Involvement 20
UNDER S TANDING HRM
The Dynamic Environment
of HRM
3
Learning Outcomes 2
Introduction 4
Understanding Cultural Environments 4
The Impact of Technology 5
What Is a Knowledge Worker? 6
How Technology Affects HRM Practices 6
Recruiting 7
Employee Selection 7
Training and Development 7
Ethics and Employee Rights 7
Motivating Knowledge Workers 8
Paying Employees Market Value 8
Communications 8
Decentralized Work Sites 8
Skill Levels 8
A Legal Concern 9
How Organizations Involve Employees 20
Employee Involvement Implications for HRM 21
Other HRM Challenges 21
Recession 21
Offshoring 21
Mergers 22
A Look at Ethics 22
Summary 23
Demonstrating Comprehension: Questions for Review 24
Key Terms 24
HRM Workshop 25
Linking Concepts to Practice: Discussion
Questions 25
Making a Difference: Service Learning Projects 25
Developing Diagnostic and Analytical Skills 26
Case 1: A War for Talent 26
Working with a Team: Understanding Diversity
Issues 26
Learning an HRM Skill: Guidelines for Acting
Ethically 27
Enhancing Your Communication Skills 27
Ethical
Issues in HRM: Invasion of Privacy? 9
E
th
Contemporary
Connection: We Are Now Entering
C
on
the Blogosphere 10
Workforce Diversity 10
The Workforce Today 10
Div
Diversity
Topics: Chief Diversity Officer 11
How Diversity Affects HRM 11
Diversity
D
iv
Topics: Valuing a Diverse Workplace 12
Contemporary
Connection: 2020 Vision 13
C
on
What Is a Work/Life Balance? 13
Diversity
D
iv
Topics: Glass Ceiling Still a Barrier for
Women Globally 14
02
Functions and Strategy
Learning Outcomes 28
Introduction 30
Why Is HRM Important to an Organization? 30
The Strategic Nature 31
Tips
Ti
T
ips For Success: Reviewing the Functions of
Management 32
The Labor Supply 14
The HRM Functions 32
Do We Have a Shortage of Skilled Labor? 14
Why Do Organizations Lay Off Employees during
Shortages? 15
How Do Organizations Balance Labor Supply? 15
Issues Contingent Workers Create for HRM 16
Continuous Improvement Programs 18
Staffing Function 34
Training and Development Function 36
Motivation Function 36
Maintenance Function 37
How External Influences Affect HRM 38
Work Process Engineering 19
iv
The Dynamic Environment of HRM 38
Laws and Regulation 38
29
Contents
Labor Unions 38
Management Thought 40
Structure of the HR Department 40
Religious Discrimination 59
National Origin Discrimination 60
Sex or Gender Discrimination 60
EEOA/EEOC 62
Employment 41
Training and Development 41
Compensation and Benefits 42
Employee Relations 43
Contemporary
Connection: Discrimination Claims
C
on
Going Up 62
Relevant Executive Orders 63
Age Discrimination in Employment Act of 1967 63
Equal Pay Act 64
Pregnancy Discrimination 64
The Americans with Disabilities Act of 1990 and
The ADA Amendments Act of 2008 65
The Civil Rights Act of 1991 66
The Family and Medical Leave Act of 1993
(FMLA) 66
Top Management Commitment 43
Effective Upward Communication 43
Tips
T
ips For Success: HRM Certification 44
Determining What to Communicate 44
Allowing for Feedback 44
Information Sources 45
Is a Career in HR for Me? 45
Does HRM Really Matter? 45
Contemporary
Connection: When Our Troops
C
on
Come Home 68
Eth
Ethical
Issues in HRM: Purposely Distorting
Information 46
HR Trends and Opportunities 47
Outsourcing 47
Professional Employer Organization (PEO) 47
Shared Services 47
HRM in a Small Business 48
HRM in a Global Environment 48
HR and Corporate Ethics 49
Summary 50
Demonstrating Comprehension: Questions for Review 51
Key Terms 51
HRM Workshop 52
Linking Concepts to Practice: Discussion
Questions 52
Making a Difference: Service Learning Projects 52
Developing Diagnostic and Analytical Skills 52
Case 2: Hungry for Productivity—Frito-Lay Links
Strategy with Job Design 52
Working with a Team: Making a Layoff Decision 53
Learning an HRM Skill: HR Certification 54
Enhancing Your Communication Skills 54
Part 2
THE LEGAL AN D E T HI C AL
CONTEXT OF HR M
03
Equal Employment
Opportunity
Learning Outcomes 56
Introduction 58
Laws Affecting Discriminatory Practices 58
The Importance of the Civil Rights Act of 1964 58
Race and Color Discrimination 59
v
Uniformed Services Employment and Reemployment
Rights Act of 1994 (USERRA) 68
Genetic Information Nondiscrimination Act (GINA)
of 2008 69
Preventing Discrimination 69
Uniform Guidelines on Employee Selection Procedures 69
Ti
T
ips For Success: Is a Problem Brewing? 69
Tips
Determining Potential Discriminatory Practices 70
The 4/5ths Rule 70
Restricted Policy 71
Geographical Comparisons 71
McDonnell-Douglas Test 71
Affirmative Action Plans Affirmative Action 71
Tips
Tips For Success: Suggestions for Recruiting
Ti
Minorities and Women 72
Responding to an EEO Charge 72
Business Necessity 72
Bona Fide Occupational Qualifications 72
Seniority Systems 73
Selected Relevant Supreme Court Cases 73
Cases Concerning Discrimination 73
Cases Concerning Reverse Discrimination 75
Enforcing Equal Opportunity Employment 76
The Role of the EEOC 76
C
on
Contemporary
Connection: EEOC Reaches Out
to Young Workers 77
57
Office of Federal Contract Compliance Program
(OFCCP) 78
Current Issues in Employment Law 78
Sexual Harassment 78
Eth
Ethical
Issues in HRM: How Bad Does it Have
to Be? 80
Comparable Worth and Equal Pay Issues 80
vi
Contents
Exceptions to the Doctrine 103
Sexual Orientation 82
English Only Laws and Policies 82
Appearance and Weight Discrimination 82
Ethical
Issues in HRM: English-Only Rules 83
E
th
HRM in a Global Environment 83
China 84
Canada 84
India 84
Australia 84
Germany 85
Summary 85
Demonstrating Comprehension: Questions for Review 86
Key Terms 86
Contractual Relationship 104
Statutory Considerations 104
Public Policy Violation 104
Implied Employment Contract 104
Breach of Good Faith 104
Discipline and Employee Rights 105
What Is Discipline? 105
Factors to Consider When Disciplining 105
Ti
T
ips For Success: What to Know before Disciplining
Tips
Employees 106
Disciplinary Guidelines 108
Disciplinary Actions 109
Written Verbal Warning 109
Written Warning 110
Suspension 110
Dismissal 110
HRM Workshop 87
Linking Concepts to Practice: Discussion
Questions 87
Making a Difference: Service Learning Projects 87
Developing Diagnostic and Analytical Skills 87
Case Application 3-A: Diversity Is
Fashionable 87
Case Application 3-B: When Oversight Fails 88
Working with a Team: What’s Your Perception? 88
Learning an HRM Skill: Investigating a Harassment
Complaint 88
Enhancing Your Communication Skills 89
04
Employee Rights and Discipline
Tips
Ti
T
ips For Success: Are You Part of the Problem? 111
Summary 112
Demonstrating Comprehension: Questions for Review 114
Key Terms 114
HRM Workshop 115
Linking Concepts to Practice: Discussion
Questions 115
Making a Difference: Service Learning Projects 115
Developing Diagnostic and Analytical Skills 115
Case Application 4-A: Casino Has No Sense of
Humor 115
Case Application 4-B: Off-the-Job Behaviors 116
Working with a Team: Dealing in Gray Areas 116
Learning an HRM Skill: Guidelines for Counseling
Employees 117
Enhancing Your Communication Skills 117
91
Learning Outcomes 90
Introduction 92
Employee Rights Legislation and the HRM Implications 92
The Privacy Act 92
The Fair Credit Reporting Act 93
The Drug-Free Workplace Act 93
The Polygraph Protection Act 94
The Worker Adjustment and Retraining Notification
Act 94
Current Issues Regarding Employee Rights 96
Social Media 96
Drug Testing 98
C
Contemporary
on
Connection: Why Organizations
Conduct Drug Tests 99
Honesty Tests 99
Whistle-Blowing 100
Employee Monitoring and Workplace Security 100
Contemporary
Connection: By the Numbers 101
Con
Workplace Romance 102
The Employment-at-Will Doctrine 103
Part 3
05
S TAF F I N G T HE O R G AN I Z AT I O N
Human Resource Planning
and Job Analysis
Learning Outcomes 118
Introduction 120
An Organizational Framework 120
E
Ethical
th
Issues in HRM: Shades of Green 121
Linking Organizational Strategy to Human Resource
Planning 122
Assessing Current Human Resources 122
Human Resource Information Systems 123
Succession Planning 124
Determining the Demand for Labor 124
Ti
T
ips For Success: Where the Jobs Are 125
Tips
119
Contents
Predicting the Future Labor Supply 125
Where Will We Find Workers? 126
Matching Labor Demand and Supply 126
The Job Analysis Process 128
Organization Image 143
Job Attractiveness 143
Internal Organizational Policies 144
Legal Influence 144
Tips
Tips For Success: Employment Branding 144
Ti
Job Analysis Methods 128
Observation Method 128
Individual Interview Method 128
Group Interview Method 128
Structured Questionnaire Method 128
Technical Conference Method 128
Diary Method 128
Diversity
Topics: Job Advertisements and EEO 145
D
iv
Recruiting Costs 145
Recruiting Sources 145
The Internal Search 146
Employee Referrals and Recommendations 146
External Searches 147
Structured Job Analysis Techniques 129
O*NET and the Department of Labor 129
Position Analysis Questionnaire 130
Advertisements 147
Employment Agencies 148
Schools, Colleges, and Universities 150
Job Fairs 151
Professional Organizations 151
Unsolicited Applicants 152
Purpose of Job Analysis 131
Job Descriptions 131
Essential Functions 132
Job Specifications 132
Job Evaluations 132
Online Recruiting 152
The Multifaceted Nature of Job Analysis 132
Job Design 133
Job Enrichment 133
C
on
Contemporary
Connection: Measuring Results,
Not Face Time 134
Flexible Work Schedules 135
Job Design and Teams 135
Summary 136
Demonstrating Comprehension: Questions for Review 137
Key Terms 137
Linking Concepts to Practice: Discussion
Questions 138
Making a Difference: Service Learning Projects 138
Developing Diagnostic and Analytical Skills 138
Case Application 5: Turnover and Morale
Problems at TSA 138
Working with a Team: Job Analysis Information 139
Learning an HRM Skill: Conducting the Job
Analysis 139
Enhancing Your Communication Skills 139
Recruiting
Learning Outcomes 140
Introduction 142
Recruiting Goals 142
Factors That Affect Recruiting Efforts 142
Tips
Tips For Success: Something for Everyone 143
Constraints on Recruiting Efforts 143
Employer Websites 152
Job Boards 152
Social Media 152
Specialized Job Boards 152
Effective Recruiting 153
Recruitment Alternatives 153
Temporary Help Services 153
Employee Leasing 153
Tips
Ti
T
ips For Success: “Best Practice” Ideas Applicable
to Recruitment and Hiring 154
Independent Contractors 154
Recruiting: A Global Perspective 154
Your Own Job Search 155
HRM Workshop 138
06
vii
141
Tips For Success: Posting Online Résumés 156
Ti
Tips
Preparing Your Résumé 156
Making Social Media Work for You 156
Summary 157
Demonstrating Comprehension: Questions for Review 158
Key Terms 158
HRM Workshop 159
Linking Concepts to Practice: Discussion Questions 159
Making a Difference: Service Learning Projects 159
Developing Diagnostic and Analytical Skills 159
Case Application 6-A: Policing Paradise: How
the Honolulu Police Department Developed Its
Brand 159
Case Application 6-B Priority Staffing 160
Working with a Team: A Question of Effective
Recruiting 160
Learning an HRM Skill: Writing a Job
Advertisement 160
Enhancing Your Communication Skills 161
viii
Contents
07
Foundations of Selection
163
Learning Outcomes 162
Introduction 164
The Selection Process 164
Initial Screening 164
Completing the Application Form 165
Selection from a Global Perspective 185
Final Thoughts: Excelling at the Interview 186
Summary 187
Demonstrating Comprehension: Questions for Review 188
Key Terms 188
HRM Workshop 189
Linking Concepts to Practice: Discussion
Questions 189
Making a Difference: Service Learning Projects 189
Developing Diagnostic and Analytical Skills 189
Case Application 7: Timing of the Job Offer 189
Working with a Team: Preparing for the Interview 190
Learning an HRM Skill: Creating Effective Interview
Questions 190
Enhancing Your Communication Skills 190
Key Issues 165
Tips
T
ips For Success: Too Much Information 166
Weighted Application Forms 166
Successful Applications 167
Pre-employment Testing 167
Performance Simulation Tests 168
Work Sampling 168
Assessment Centers 168
Testing in a Global Arena 168
Comprehensive Interviews 168
D
iv
Diversity
Topics: Interview Questions 169
Interview Effectiveness 170
Ti
T
ips For Success: Steps for Effective Interviewing 170
Tips
R
ea HR Encounters: Interview Headaches 171
Real
First Impressions 171
Impression Management 171
E
th
Ethical
Issues in HRM: The Stress Interview 172
Interviewer Bias 172
The Behavioral Interview 172
T
ips For Success: Professionalism on the Phone 173
Tips
Realistic Job Previews 173
Conditional Job Offers 174
Background Investigation 174
Medical/Physical Examination 177
Job Offers 177
The Comprehensive Approach 178
Now It’s Up to the Candidate 178
Tips For Success: Avoiding Hiring Mistakes 179
Tips
Selection for Self-Managed Teams 180
Con
Contemporary
Connection: What Were They
Thinking? 180
Key Elements for Successful Predictors 181
Reliability 181
Validity 182
Content Validity 182
Construct Validity 182
Criterion-Related Validity 182
Validity Analysis 183
Cut Scores and Their Impact on Hiring 184
Validity Generalization 185
Part 4
08
T R AI N I N G AN D DE VEL O P M E N T
Socializing, Orienting, and
Developing Employees
193
Learning Outcomes 192
Introduction 194
The Outsider–Insider Passage 194
Socialization 194
Assumptions of Employee Socialization 194
Socialization Strongly Influences Employee
Performance and Organizational Stability 194
Organizational Stability Also Increases through
Socialization 195
New Members Suffer from Anxiety 195
Socialization Needs to be Consistent with
Culture 195
Individuals Adjust to New Situations in Remarkably
Similar Ways 195
The Socialization Process 196
Tips For Success: Orientation Checklist 197
Ti
Tips
The Purpose of New-Employee Orientation 197
Learning the Organization’s Culture 198
R
Real
ea HR Encounters: HR’s Role in Creating and
Sustaining Culture 198
The CEO’s Role in Orientation 199
HRM’s Role in Orientation 199
It’s All in Here: The Employee Handbook 200
Div
Diversity
Topics: Training, Development, and
EEO 200
Why Use an Employee Handbook? 201
Employee Training 201
Determining Training Needs 202
Contents
Training Methods 203
What Is a Career? 222
On-the-Job Training Methods 203
Off-the-Job Training Methods 204
Individual versus Organizational Perspective 223
Career Development versus Employee Development 223
Career Development: Value for the Organization 223
Employee Development 205
Employee Development Methods 205
Needed Talent Will Be Available 223
The Organization’s Ability to Attract and Retain
Talented Employees Improves 224
Minorities and Women Have Comparable
Opportunities for Growth and Development 224
Reduced Employee Frustration 224
Enhanced Cultural Diversity 224
Organizational Goodwill 224
Job Rotation 205
Assistant-To Positions 205
Committee Assignment 206
Lecture Courses and Seminars 206
Simulations 206
Contemporary
Connection: Training
C
on
Expenditures 206
Career Development: Value for the Individual 224
Mentoring and Coaching 225
Adventure Training 207
Organization Development 207
Change Is a Popular Topic 208
Eth
Ethical
Issues in HRM: Mentoring Programs for
Women and Minorities 227
The Calm Waters Metaphor 208
The White-Water Rapids Metaphor 209
Traditional Career Stages 228
Exploration 229
Establishment 229
OD Methods 210
Organization Development 210
OD Techniques 210
R
ea HR Encounters: Encouraging Managers 229
Real
Ethical
Issues in HRM: OD Intervention 210
Eth
The Learning Organization 211
Evaluating Training and Development Effectiveness 212
Evaluating Training 212
Performance-Based Evaluation Measures 213
Post-Training Performance Method 213
Pre–Post-Training Performance Method 213
Pre–Post-Training Performance with Control
Group Method 213
HRM Workshop 217
Linking Concepts to Practice: Discussion
Questions 217
Making a Difference: Service Learning Projects 217
Developing Diagnostic and Analytical Skills 217
Case Application 8-A: The Underrated Checklist:
Five Steps to Save Lives 217
Case Application 8-B: Delivering at UPS 218
Working with a Team: Orienting Employees 218
Learning an HRM Skill: Coaching Empl…
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