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The Instructors Guide for the third edition of Human Resources Management in Public and Nonprot Organizations includes

several model syllabi for courses of differing lengths, as well as additional class references. The Instructors Guide is available free online. If you would like to download and print out a copy of the Guide, please visit: www.wiley.com/college/pynes

EDUCATIONAL RESOURCES FOR NONPROFIT AND PUBLIC MANAGEMENT


Bryson, Strategic Planning for Public and Nonprot Organizations, 3e Cohen, The Effective Public Manager, 4e Condrey, Handbook of Human Resources Management in Government, 2e Cooper, The Responsible Administrator, 5e Dove, Conducting a Successful Capital Campaign, Revised and Expanded Feinglass, The Public Relations Handbook for Nonprots Gastil and Levine, The Deliberative Democracy Handbook Herman, The Jossey-Bass Handbook of Nonprot Leadership and Management, 2e Keehley and Abercrombie, Benchmarking in the Public and Nonprot Sectors, 2e Kotler et al., Museum Marketing and Strategy, 2e Lewis, The Ethics Challenge in Public Service, 2e Linden, Working Across Boundaries Oster, Generating and Sustaining Nonprot Earned Income Pawlak, Designing and Planning Programs for Nonprot and Government Organizations Poister, Measuring Performance in Public and Nonprot Organizations Rea and Parker, Designing and Conducting Survey Research, 3e Rainey, Understanding and Managing Public Organizations, 3e Snow and Phillips, Making Critical Decisions Tempel, Hank Rossos Achieving Excellence in Fundraising, 2e Wholey et al., Handbook of Practical Program Evaluation, 2e

Y
HUMAN RESOURCES MANAGEMENT FOR PUBLIC AND NONPROFIT ORGANIZATIONS
A STRATEGIC APPROACH
THIRD EDITION Joan E. Pynes

Copyright 2009 by John Wiley & Sons, Inc. All rights reserved. Published by Jossey-Bass A Wiley Imprint 989 Market Street, San Francisco, CA 94103-1741www.josseybass.com No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax 978-646-8600, or on the Web at www.copyright.com. Requests to the publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, 201-748-6011, fax 201-748-6008, or online at www.wiley.com/go/permissions. Readers should be aware that Internet Web sites offered as citations and/or sources for further information may have changed or disappeared between the time this was written and when it is read. Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specically disclaim any implied warranties of merchantability or tness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor author shall be liable for any loss of prot or any other commercial damages, including but not limited to special, incidental, consequential, or other damages. Jossey-Bass books and products are available through most bookstores. To contact Jossey-Bass directly, call our Customer Care Department within the U.S. at 800-956-7739, outside the U.S. at 317-572-3986, or fax 317-572-4002. Jossey-Bass also publishes its books in a variety of electronic formats. Some content that appears in print may not be available in electronic books. Library of Congress Cataloging-in-Publication Data Pynes, Joan. Human resources management for public and nonprot organizations : a strategic approach / Joan E. Pynes.3rd ed. p. cm. Includes bibliographical references and index. ISBN 978-0-470-33185-9 (cloth/website) 1. Nonprot organizationsUnited StatesPersonnel management. 2. Public administrationUnited StatesPersonnel management. I. Title. HF5549.2.U5P96 2009 658.3dc22 2008032854 Printed in the United States of America
THIRD EDITION

HB Printing

10 9 8 7 6 5 4 3 2 1

CONTENTS

Figures, Tables, and Exhibits xi Exercises xiii Preface xv xxiii

Acknowledgments The Author xxiv

PART ONE: HUMAN RESOURCES MANAGEMENT IN CONTEXT 1 1 Introduction to Human Resources Management in the Public and Nonprot Sectors 3
The Public Sector 5 11 22 23 The Nonprot Sector

The New Public Service

Todays Context for Human Resources Management Conclusion 27

vi

Contents

2 Strategic Human Resources Management and Planning 31


The Changing Role of Human Resources Management Human Resources Outsourcing 36 38 33

Strategic Human Resources Management Human Resources Planning 39

Evaluating the Effectiveness of Strategic Human Resources Management Problems and Implications of Strategic Human Resources Management Conclusion 49

46 47

3 The Legal Environment of Human Resources Management


Federal Equal Employment Opportunity Laws Proving Employment Discrimination 66 68 56

55

Afrmative Action: Executive Orders and Other Federal Laws Afrmative Action 71 73 78

Constitutional Rights

Additional Protections for Employees Conclusion 80

4 Managing a Diverse Workforce


Glass Ceilings 91 92 Why Diversity Is Important Sexual Harassment Employer Liability Sexual Orientation 96 99 99

88

What Does It Mean to Be Transgendered? Changes in the Nonprot Landscape 102

101

The Difference Between Compliance with Laws and Managing Diversity Strategic Human Resources Management Implications for Managing Diversity 107 Conclusion 110

105

5 Volunteers in the Public and Nonprot Sectors 115


Use of Volunteers 117 119 Volunteer Motivation

Contents

vii

Barriers to Volunteer Recruitment Recruitment 120

120

The Prerecruitment Process 122 Managing Volunteers 126 128

Orientation and Training

Volunteer Recognition 129 Evaluation 130 131

Volunteer Protection Act Service Initiatives Governing Boards Conclusion 139 131 132

PART TWO: METHODS AND FUNCTIONS OF HUMAN RESOURCES MANAGEMENT 145 6 Job Analysis 149
Legal Signicance of Job Analysis Data Job Analysis Information and Methods Designing a Job Analysis Program Strategic Job Analysis 164 158 151 153

Competency Modeling 166 Job Analysis Techniques 171 Contextual Performance Conclusion 175 174

7 Recruitment and Selection in the Public and Nonprot Sectors 180


Recruitment 181 189 207 Screening Applicants

Executive and Managerial Recruitment and Selection Conclusion 209

8 Performance Management 215


Motivation 218

viii

Contents

Developing an Evaluation Program Rater Training 224 227 228

223

Who Should Rate? Executive Evaluation Documentation Evaluation Review

231 232 233

Ethical Issues in Performance Appraisal Performance Appraisal Techniques 234 Team-Based Performance Techniques

241 245

Employee and Management Motivations: Public and Nonprot Organizations Versus For-Prot Organizations Conclusion 246

9 Compensation 251
Equity 252 269 271 274 Executive Compensation and Benets Federal Laws Governing Compensation

State and Local Government Minimum Wages Living Wages 274 276

Comparable Worth Conclusion 280

10 Benets

284
285 289 297

Required Benets

Discretionary Benets

Quality-of-Work and Quality-of-Life Issues Conclusion 303

11 Training and Development 308


The Training Process Career Development 311 325 327

Managerial and Executive Development Conclusion 334

Contents

ix

12 Labor-Management Relations: Collective Bargaining in the Public and Nonprot Sectors 339
The History of Private Sector Collective Bargaining Collective Bargaining in Nonprot Organizations Collective Bargaining in the Federal Government 340 343 344 346

Collective Bargaining in State and Local Governments Concepts and Practices of Collective Bargaining Public Sector Distinctions 358 Nonprot Sector Distinctions 362 Privatization of Public Services 366 Conclusion 367 346

13 Strategic Human Resource Management and Technology


Information Systems Technology 375 Organizational Change 376 Types of Information Systems 378 Information Systems Design 380 381

373

Information Technology Resource Policies Human Resource Information Systems

383 388 389

Electronic Human Resources Management Strategic Human Resources Management Conclusion 390

14 Conclusion: Challenges for Public and Nonprot Organizations 395


What to Expect 395 398 Challenges of Strategic Human Resources Management Change in Skill Requirements 399 Conclusion 400

References Name Index

401 431 437

Subject Index

FIGURES, TABLES, AND EXHIBITS

Figures
4.1 13.1 Change Model for Work on Diversity 109 Uses of Human Resources Information Systems 384

Tables
1.1 1.2 1.3 5.1 6.1 9.1 9.2 9.3 IRS Organization Reference Chart 12 Number of Nonprot Organizations in the United States, 19962006 17 National Taxonomy of Exempt Entities: Broad Categories 19 Grid for Matching Incumbent and Potential Board Members 136 Department of Labor Worker Functions 172 General Schedule Pay Scale: Annual Rates by Grade and Step 259 City-County Library District Salary and Wage Schedule 260 Comparable Municipal Market Study for Select Local Government Positions 263

xi

xii

Figures, Tables, and Exhibits

Exhibits
5.1 6.1 6.2 6.3 6.4 6.5 7.1 8.1 8.2 8.3 8.4 8.5 8.6 9.1 11.1 11.2 12.1 Information Sheet on Prospective Appointee for Citizen Board or Commission 125 Job Analysis Questionnaire 154 Structured Task Questionnaire 156 Example Job Descriptions 160 Competencies of Canadian Public Managers 167 American Cancer Society Competencies 169 Resources for Job Seekers 186 Common Rating Errors 225 Trait Rating Scale 236 Behaviorally Anchored Rating Scale 238 Management by Objectives Rating Scale 239 Sample Critical Incidents Report 240 Questions to Consider When Developing a Performance Evaluation System 244 Typical Compensable Factors 256 Montgomery County, Maryland, Leadership Competencies 328 Leadership Competencies Expected of Senior Executive Service Executives 330 National Labor Relations Board Jurisdictional Standards in Effect as of July 1990 342

EXERCISES

1.1 2.1 2.2 3.1 3.2 4.1 4.2 5.1 5.2 6.1 6.2 7.1 7.2 8.1 8.2 9.1

Art Museums Are Looking for Leaders 29 Nature Conservancys Leader Abruptly Steps Down 52 Travis County, Texas, Facing a Brain Drain 53 A Muslim Womans Right to Wear a Head Scarf at Work 84 State and Local Laws on Human Resources Management 85 Susan-Steve Stanton 112 Tattoos and Piercing: Are They Acceptable in Public Safety Positions? 113 Voluntourism 141 Screening for Terrorists 142 General Manager and Chief Executive of the Walter E. Washington Convention Center Resigns 177 Caseworkers Often Face Tremendous Difculties 178 Recruiting Medical Personnel in Southwest Florida 211 Boomerang Database Used to Recruit Retirees Back to the Labor Force 213 The HR Director Resigns Immediately 248 Why Executive Directors Get Fired 249 Compensation and Retirement Benets from the United Way of Metropolitan Atlanta 281

xiii

xiv

Exercises

9.2 10.1 10.2 11.1 11.2 12.1 12.2 13.1 13.2

Are There Too Few Troopers for Safety? 282 Supporting Adoption in Carmel, Indiana 304 Depression Reported by 7 Percent of the Workforce 305 Improving Leadership Prospects for Women at Jewish Charities Training First Responders in Water Rescue 337 No Union-Related E-Mail 370 Teachers at New York City Catholic Schools Strike 371 No-E-Mail Fridays 392 Tracking Workers Through Technology 393

336

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