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 5 Competitive Challenges and Human Resources Management Challenge 1: Competing, Recruiting, and Staffing Globally Challenge 2: Embracing New Technology 7 5

Highlights in HRM 1: A Guide to HR Internet Sites

Challenge 3: Managing Change 12 13 15

8 11

Highlights in HRM 2: Automation of Talent Management Functions

Challenge 4: Managing Talent, or Human Capital Challenge 5: Responding to the Market Challenge 6: Containing Costs 17 22

Demographic and Employee Concerns Demographic Changes 22

Highlights in HRM 3: Social Issues in HRM

Cultural Changes 28

23

Highlights in HRM 4: Why Diversity?

30
31 32 33

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

Highlights in HRM 5: SHRM Code of Ethical and Professional Standards in Human Resource Management 35
Role of the Line Manager Summary Key Terms 39 40 41 38

Discussion Questions

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 51 Strategic Planning and HR Planning: Linking the Processes Step One: Mission, Vision, and Values Step Two: Environmental Analysis Competitive Environment 53 57 57 61 53 51

48

Step Three: Internal Analysis

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

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 70 72 70

68

Highlights in HRM 3: Key HR Activities Associated with Merger or Acquisition Phases 73

Functional Strategy: Ensuring Alignment Step Five: Strategy Implementation 76 77 75

Taking Action: Reconciling Supply and Demand 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 82 Ensuring Strategic Flexibility for the Future Summary Key Terms 84 85 85

80

Discussion Questions

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

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 90 89

Appendix: Calculating Turnover and Absenteeism

Employee Turnover Rates 93 93 94 Computing the Turnover Rate

93

Determining the Costs of Turnover Employee Absenteeism Rates Computing Absenteeism Rates 94 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 97 96

PART

Meeting Human Resources Requirements Chapter 3 Equal Employment Opportunity and Human Resources Management 98
Historical Perspective of EEO Legislation Changing National Values Economic Disparity 102 102 Early Legal Developments 101 101

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 115 116 114

Other Equal Employment Opportunity Issues Sexual Harassment 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 120 120 121 124 Immigration Reform and Control

Uniform Guidelines on Employee Selection Procedures Enforcing Equal Employment Opportunity Legislation The Equal Employment Opportunity Commission Record-Keeping and Posting Requirements 125 124

Highlights in HRM 4: 2007 EEO-1 Survey

Processing Discrimination Charges 128

127

Highlights in HRM 5: E E O C Poster

Preventing Discrimination Charges 132

129 131

Highlights in HRM 6: EEOC Guidelines on Retaliation

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 137 138 138 139 140 135

Discussion Questions

HRM Experience: Sexual Harassment: A Frank Discussion

Case Study 1: Building a Stealth Fighter with Virtual Teams Case Study 2: Empty Cubicles: How Would You Manage the Vacancy? 141

Appendix: Determining Adverse Impact

Notes and References 144

143

Chapter 4 Job Analysis, Employee Involvement, and Flexible Work Schedules 148
Relationship of Job Requirements and HRM Functions Recruitment Selection 150 151 151 151 151 150

Training and Development Performance Appraisal Compensation Management

Contents

XI

Job Analysis

152 152 154 153 155

Job Analysis and Essential Job Functions Gathering Job Information Approaches to Job Analysis Job Descriptions 158

Controlling the Accuracy of Job Information

Highlights in HRM 1: Job Description for an Employment Assistant

Problems with Job Descriptions 161 161 , Writing Clear and Specific Job Descriptions Job Design 162 162

159

Behavioral Concerns

Highlights in HRM 2: Empowered Employees Achieve Results

Industrial Engineering Considerations Ergonomic Considerations Flexible Work Schedules 167 168 174 166

165

Designing Work for Group/Team Contributions

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

Summary Key Terms 179 180 180 180

175

Discussion Questions

HRM Experience: Establishing Ground Rules for Team Success Case Study 1: Human Resources Planning at Donna Karan International 182 Case Study 2: Moen's Recruiting Faucet Notes and References 184 183

PART

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 198 198 190

189

Improving the Effectiveness of External Recruitment Recruiting Talent Internally 200

Xii

Contents

Advantages and Limitations of Recruiting from Within Methods for Identifying Qualified Candidates 202 205 Career Management: Developing Talent over Time

201

The Goal: Matching Individual and Organizational Needs Identifying Career Opportunities and Requirements 207

206

Highlights in HRM 2: Career Path of Jeffrey Immelt, CEO, General Electric 210
Career Development Initiatives Developing a Diverse Talent Pool Recruiting and Developing Women Glass Ceiling Audits 223 223 224 225 224 225 214 220 221 221

Eliminating Women's Barriers to Advancement Preparing Women for Management Accommodating Families

Recruiting and Developing Minorities Providing Minority Internships Advancing Minorities to Management

Highlights in HRM'3: Diversity Recruitment That Works

Other Important Talent Concerns Recruiting the Disabled 227 229 Less Publicized Disadvantages 227

226

Highlights in HRM 4: Resources and Tips for Hiring and Retaining Employees with Disabilities 229
Employing the Older Workforce Employing Dual Career Couples Summary Key Terms 233 234 234 235 235 231 232

Discussion Questions

HRM Experience: Career Management

Case Study 1: Nike: Hiring Gets Off on the Right Foot Case Study 2: Small Companies Need Diversity Too Notes and References 238

237

Appendix: Personal Career Development

Developing Personal Skills and Competencies Choosing a Career 241

241

241

Highlights in HRM 5: Career Competencies at Caterpillar

242

Contents

Use of Available Resources Accuracy of Self-Evaluation

242 243 243

The Significance of Interest Inventories

Highlights in HRM 6: Campbell Interest and Skill Survey: Individual Profile 244
Evaluating Long-Term Employment Opportunities Choosing an Employer 246 247 246

Questions to Ask Yourself Before You Accept a Job Offer Becoming an Entrepreneur 247

Keeping a Career in Perspective 248 Developing Off-the-Job Interests 248 Balancing Marital and/or Family Life Planning for Retirement Key Term 250 250 249 249

Notes and References

Chapter 6 Employee Selection

Matching People and Jobs Person-Organization Fit The Selection Process 254

252
255

Person-Job Fit: Beginning with Job Analysis 255 255

Obtaining Reliable and Valid Information Application Forms Online Applications Background Checks 260 262 262 263

256 259

Sources of Information about Job Candidates

Biographical Information Blanks

Highlights in HRM 1: Sample Reference-Checking Questions

Polygraph Tests Graphology 268 269 267 267 Honesty and Integrity Tests Medical Examinations Drug Testing 269 271 271

265

Employment Tests

Nature of Employment Tests

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

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 283 286 Diversity Management: Are Your Questions Legal?

Highlights in HRM 5: Appropriate and Inappropriate Interview Questions 287

Reaching a Selection Decision Decision-Making Strategy Final Decision Summary Key Terms 292 293 293 294 291 288 288 288 Summarizing Information about Applicants

Discussion Questions

HRM Experience: Designing Selection Criteria and Methods Case Study 1: Tapping Unused Resources in Lean Times Case Study 2: Kodak Gets the Picture in Executive Education 297 Notes and References 299

295

Chapter 7 Training and Development

The Scope of Training 306 306 307 Investments in Training

304

A Systems Approach to Training

Phase 1: Conducting the Needs Assessment Organization Analysis 309

308

Highlights in HRM 1: Notes on Rapid Needs Assessment

Task Analysis 311

310

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

Person Analysis 314 314

Phase 2: Designing the Training Program Instructional Objectives 315 315 Trainee Readiness and Motivation

Contents

XV

Principles of Learning

316 319 320 320

Characteristics of Instructors

Phase 3: Implementing the Training Program Training Methods for Nonmanagerial Employees Methods for Management Development 328 333

Phase 4: Evaluating the Training Program Criterion 1: Reactions Criterion 2: Learning Criterion 3: Behavior 333 334 334

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 Basic Skills Training 338 339 338

336

337

Highlights in HRM 5: Checklist for Orienting New Employees

Team Training and Cross-Training Ethics Training 343 344 Diversity Training 341

340

Highlights in HRM 6: Additional Ethics Training Resources

Summary Key Terms 347 348 348 349

345

Discussion Questions

HRM Experience: Training and Learning Principles Case Study 1: UPS Delivers the Goods 350

Case Study 2: Preparing a Career Development Plan Case Study 3: Kodak Gets the Picture in Executive Education 352 Notes and References 355

351

Chapter 8 Appraising and Improving Performance

Performance Appraisal Programs 362 363 364 366 The Purposes of Performance Appraisal Why Appraisal Programs Sometimes Fail What Are the Performance Standards?

360

Developing an Effective Appraisal Program 367

XVI

Contents

Are You Complying with the Law? Who Should Appraise Performance? Training Appraisers 376

369 370 374

Putting It All Together: 360-Degree Appraisal

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

Performance Appraisal Methods Trait Methods 380 379

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

382

Highlights in HRM 4: BARS and BOS Examples

Results Methods 386

385

Highlights in HRM 5: Personal Scorecard

Which Performance Appraisal Method to Use? Appraisal Interviews 391 391 392

389
390

Three Types of Appraisal Interviews Conducting the Appraisal Interview Improving Performance Summary Key Terms 398 399 400 395

Discussion Questions

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 406

404

PART

Implementing Compensation and Security Chapter 9 Managing Compensation

Strategic Compensation Planning 412 413

410

Linking Compensation to Organizational Objectives The Pay-for-Performance Standard The Bases for Compensation Internal Factors 419 418 418 414

Determining CompensationThe Wage Mix

Contents

XVli

Highlights in HRM 1: Comparison of Compensation Strategies

External Factors 422 423 424 424 Job Evaluation Systems Job Ranking System Point System 424

421

Job Classification System

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 Rate Ranges 431 432 434 435 431

Competence-Based Pay

Government Regulation of Compensation

Highlights in HRM 5: Minimum Wage Laws in the States

Davis-Bacon Act of 1931 Walsh-Healy Act of 1936 437 437 437

436

Fair Labor Standards Act of 1938 (as Amended)

Highlights in HRM 6: The Federal Wage Poster

Significant Compensation Issues The Issue of Low Salary Budgets 441 442 442 442 The Issue of Equal Pay for Comparable Worth The Issue of Wage Rate Compression Summary Key Terms 444 445 445 446

439

Discussion Questions

HRM Experience: Why This Salary?

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 454 454 456 Incentive Plans as Links to Organizational Objectives Requirements for a Successful Incentive Plan Setting Performance Measures Administering Incentive Plans 457 457

452

Highlights in HRM 1: Setting Performance MeasuresThe Keys

Individual Incentive Plans Piecework Bonuses Merit Pay 459 460 460 461 462 462 Standard Hour Plan 459

458

Lump Sum Merit Pay Sales Incentives 463

Incentive Awards and Recognition

Highlights in HRM 2: Customize Your Noncash Incentive Awards 464

Incentives for Professional Employees The Executive Pay Package 466 469 465

Executive Compensation: Ethics and Accountability

Highlights in HRM 3: The "Sweetness" of Executive Perks

Executive Compensation Reform Group Incentive Plans Team Compensation 471 471 472 470

470

Gainsharing Incentive Plans

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 480 481 481 482 479 479

478

Discussion Questions

HRM Experience: Awarding Salary Increases

Contents

Case Study 1: Pay-for-Performance: The Merit Question Case Study 2: Team-Based Incentive Rewards: It's Not All Roses 484 Notes and References 485

483

Chapter 11 Employee Benefits

Employee Benefits Programs 490
HRIS and Employee Benefits 490

488

Requirements for a Sound Benefits Program Concerns of Management 495

491 493

Communicating Employee Benefits Information

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 Survey2007 497
Employee Benefits Required by Law Social Security Insurance Unemployment Insurance 499 500 501 501 499

Workers' Compensation Insurance Family and Medical Leave Act 502

Consolidated Omnibus Budget Reconciliation Act (COBRA) Older Workers Benefit Protection Act Discretionary Major Employee Benefits Health Care Benefits 503 503 503

Highlights in HRM 4: 'Your Rights": Another Federally Required Poster Highlights in HRM 5: Employers Methods for Containing Health Care Costs
Payment for Time Not Worked Life Insurance 509 509 510 508 509 Supplemental Unemployment Benefits Long-Term Care Insurance Retirement Programs Pension Plans 511 514

504 506

Employee Services: Creating a Work/Life Setting Employee Assistance Programs Counseling Services Child and Elder Care 516 516 517 515

Other Benefits and Services

XX

Contents

Summary Key Terms

518 519 519

HRM Experience: Understanding Employer Benefit Programs Discussion Questions 520 521

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

Case Study 2: Adobe's Family-Friendly Benefits: An Unexpected Backlash Notes and References 523

522

Chapter 12 Promoting Safety and Health

Safety and Health: It's the Law 528

526 529

Highlights in HRM 1: Test Your Safety Smarts

OSHA's Coverage OSHA Standards 530 530 530 532 533

Enforcing OSHA Standards

OSHA Consultation Assistance

Responsibilities and Rights under OSHA

Highlights in HRM 2: What Are My Responsibilities under the OSH Act? 534
Right-to-Know Laws 535 536 536 OSHA's Enforcement Record

Promoting a Safe Work Environment Creating a Culture of Safety Enforcing Safety Rules 538 537

Investigating and Recording Accidents Creating a Healthy Work Environment Health Hazards and Issues 540

539 539

Highlights in HRM 3: Job Safety and Health Protection Poster 541 Highlights in HRM 4: Holsum Bakery's Workplace Smoking Policy 543
Workplace Violence 546 549 551 Building Better Health

Employee Assistance Programs

Highlights in HRM 5: Selected Items from Salt River Project's Substance Abuse Policy 554
The Management of Stress What Is Stress? 557 556

Contents

XXI

Job-Related Stress Coping with Stress Summary Key Terms 559 560

558 558

Discussion Questions

561 562

HRM Experience: Reducing Employee Stress

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 565 564

PART

Enhancing Employee-Management Relations Chapter 13 Employee Rights and Discipline

Employee Rights and Privacy Negligent Hiring 571 571 570 571 Employee Rights vs. Employer Responsibilities Job Protection Rights

568

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

Privacy Rights 578 581 587 Electronic Surveillance and Monitoring Disciplinary Policies and Procedures The Results of Inaction Defining Discipline 590 591 593 588 589 Setting Organizational Rules

Investigating the Disciplinary Problem Approaches to Disciplinary Action Discharging Employees 594

Highlights in HRM 2: Banner Health System Corrective Action Process 595

Alternative Dispute Resolution Procedures Managerial Ethics in Employee Relations Summary Key Terms 602 604 604 598 601

Discussion Questions

XXii

Contents

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

605 606 607

Case Study 2: "You Can't Fire Me! I Passed the Test" Notes and References 608

Chapter 14 The Dynamics of Labor Relations

Government Regulation of Labor Relations Railway Labor Act Wagner Act 616 618 619 619 619 616 616 Norris-LaGuardia Act Taft-Hartley Act 616

612 615

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

Landrum-Griffin Act

The Labor Relations Process Why Employees Unionize Organizing Campaigns 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 625 626 Impact of Unionization on Managers 625

Highlights in HRM 4: NLRB Election Poster

Structure and Functions of the AFL-CIO Structure and Functions of Local Unions 629 629 630

627
628

Structures, Functions, and Leadership of Labor Unions Structure and Functions of National Unions

Union Leadership Commitment and Philosophies Labor Relations in the Public Sector The Bargaining Process 632 633 634 631

631

Preparing for Negotiations Gathering Bargaining Data

Developing Bargaining Strategies and Tactics Negotiating the Labor Agreement Good Faith Bargaining 635 637 Interest-Based Bargaining 635

634

Contents

xxii

Management and Union Power in Collective Bargaining Resolving Bargaining Deadlocks The Labor Agreement 639 640 639

637

The Issue of Management Rights Union Security Agreements 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 The Grievance Procedure in Action Grievance Arbitration 643 645 645 646 641 642 641

640

Contemporary Challenges to Labor Organizations Foreign Competition and Technological Change Decrease in Union Membership 645

Employers' Focus on Maintaining Nonunion Status Summary Key Terms 647 648 648 649

Discussion Questions

HRM Experience: Learn about Unions

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 652 651

PART

Expanding Human Resources Management Horizons Chapter 15 International Human Resources Management
Managing across Borders 658 660 663 How Does the Global Environment Influence Management? Domestic versus International HRM International Staffing 664 665 668 Recruiting Internationally

656

Selecting Employees Internationally

Highlights in HRM 1: Global Laws and Pacts Prohibiting Discrimination 669 Highlights in HRM 2: Skills of Expatriate Managers
Training and Development 673 674 Content of Training Programs

671

Contents

Highlights in HRM 3: Nonverbal Communications in Different Cultures 677 Highlights in HRM 4: Repatriation Checklist
Compensation 683 683 685 Compensation of Host-Country Employees Compensation of Host-Country Managers Compensation of Expatriate Managers Performance Appraisal 688 688 689 686

682

Who Should Appraise Performance? Performance Criteria Providing Feedback 689 690

Home versus Host-Country Evaluations

The Labor Environment Worldwide 691 Collective Bargaining in Other Countries 691 International Labor Organizations Labor Participation in Management Summary Key Terms 694 695 695 696 692 693

Discussion Questions

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 703

699

Chapter 16 Creating High-Performance Work Systems 708

Fundamental Principles 710 711 Egalitarianism and Engagement Shared Information 713 714 714 715 716 716 718 Knowledge Development

Performance-Reward Linkage

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

Complementary Human Resources Policies and Practices Management Processes and Leadership

Contents

XXV

Supportive Information Technologies Fitting It All Together Ensuring Internal Fit 719 719 720

719

Establishing External Fit

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 Establishing a Communications Plan Involving Unions 726 728 724 725

Navigating the Transition to High-Performance Work Systems Evaluating the Success of the System and Sustaining It Outcomes of High-Performance Work Systems 731 Employee Outcomes and Quality of Work Life 731 Organizational Outcomes and Competitive Advantage 732 730

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

Summary Key Terms 734 734 735

Discussion Questions

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 740 737 738

Cases

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

758 763

Case 6: Realigning HR Practices at Egan's Clothiers Case 7: A Performance Appraisal Snafu Case 8: The Last Straw for Aero Engine 765 769

Case 9: I.B.M.: Take as Much Vacation Time as You Want To? Case 10: Newell's Decision to Downsize: An Ethical Dilemma Case 1 1 : Someone Has to Go: A Tough Layoff Decision Glossary 778 789 791 776

771 774

Name Index

Organization Index

Subjet Index

801