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Vc HR Management in Small Organizations
2c HR Management in the 2Vst Century: Challenges for the Future
3c he Impact of Information echnology on HR Management: Opportunities and
4 c emographics of the Workforce: Analysis of rends and their Implications for HR
5 c HR as a Strategic Business Partner
6 c HRMS: Purposes and Uses
7 c International Outsourcing: When oes It Make ³Cents?´
8 c HR Ethics: An Examination of Key Issues
9 c Preparing for a Career in HR Management
V cHR as a Profession - A Look at Professional Associations and Certifications
VV cHR Competencies
V2 clobal Competitiveness and Strategic HR
V3 cOrganizational Effectiveness and Strategic HR
V4 cEnvironmental Scanning: How to o It and What to Look For
V5 cAssessing the Internal Workforce for HR Planning
V6 cForecasting HR Supply and emand
V7 cHR Planning in Mergers and Acquisitions
V8 cManaging a HR Surplus Situation
V9 cMeasuring HR Effectiveness Using HR Metrics
2 c he Psychological Contract: he Changing Nature of Employee-Employer
2V cenerational ifferences: Challenges for the Organization
22 cUnderstanding Job Satisfaction, Loyalty, and Commitment
23 cUnderstanding, Measuring, and Controlling Employee Absenteeism
24 cUnderstanding, Measuring, and Controlling Employee urnover
25 cUnderstanding Individual Employee Performance Factors
26 cUnderstanding rivers of Employee Retention
27 cManaging and Measuring Employee Retention
28 c Understanding Legal Standards Applied to wo ypes of iscrimination: isparate
reatment and isparate Impact
29 c Regulating Your Physical Appearance: ress Codes, Height/Weight Restrictions, and
Other ³Appearance´ Issues
3 cEqual Employment Opportunity Enforcement: Agencies, Policies, and Processes
3V cCompliance Approaches to the Uniform uidelines on Employee Selection Procedures
32 cUnderstanding Validity Concepts and Equal Employment
33 che Case for Continuing Affirmative Action
34 che Case Against Affirmative Action
35 che lass Ceiling, lass Walls, lass Elevators: Breaking the lass
36 cReligion and Spirituality in the Workplace
37 cApproaches to the Management of iversity
38 civersity raining: he Positives and Negatives
39 cNature and Consequences of Job esign
4 che Relevance of the Job Characteristics Model of Job esign
4V cJob esign Issues for eam-Based Work
42 cJob esign, Work Schedules and elework
43 cask-Based and Competency-Based Job Analysis: How to Choose
44 c A Comparison of hree Approaches to athering Job Information: Observation,
Interviewing, and Questionnaires
45 cComputerized Job Analysis: Advantages and isadvantages
46 cBehavioral and Legal Aspects of Job Analysis
47 cLabor Markets and Recruiting Issues
48 cOrganization-Based vs Outsourced Recruiting
49 cRegular vs Flexible Staffing: Making Use of Contingent Workers
5 cRecruiting Source Choices: Internal vs External Recruiting
5V cCollege Recruiting: Maintaining a Corporate Presence on Campus
52 cInternet Recruiting: Advantages, isadvantages, and Legal Issues
53 cRecruiting Evaluation and Metrics
54 che Employment Selection Process: An Overview of Key Issues
55 cRealistic Job Previews: Should You ³ell It Like It Is?´
56 cSelection: Pre-employment Screening
57 cSelection: A Close Look at the Use of Application Forms and Resumes
58 cSelection: A Close Look at Employment esting
59 cSelection: A Close Look at Employment Interviewing
6 cSelection: A Close Look at Background Investigations
6V crug and enetic esting in Selection: Legal, Ethical, and Privacy Issues
62 cStaffing lobal Assignments: Selecting and Placing lobal Employees
63 che New Context of raining and Performance Consulting
64 craining and Organizational Strategy
65 craining Needs Assessment
66 cLearner Readiness and Learning Styles
67 cOrientation: raining for New Employees
68 craining elivery: A Comparison of Selected raining Methods
69 cE-Learning: evelopment, Advantages and Limitations
7 cEvaluation of raining: Levels, Metrics, and esign Issues
7V craining for lobal Assignments
72 cOrganization-Centered versus Individual-Centered Career Planning
73 clobal Career evelopment
74 cSpecial Career Issues: Career Plateaus and ual-Career Ladders
75 cCareer Issues for ual-Career Couples
76 che HR evelopment Process and Organizational Strategy
77 cevelopment Needs Analyses: ool and echniques
78 cSuccession Planning: Insurance for the Organization¶s Future
79 cJob-Site evelopment Approaches
8 cOff-Site evelopment Approaches
8V cManagement evelopment Models
82 cPerformance Management: Linking Rewards to Performance
83 cLegal and Effective Performance Appraisal Processes
84 cWho Conducts Appraisals? Advantages and isadvantages of the Options
85 c36o Evaluation: he Pros and Cons of Multi-Source Performance Appraisal
86 cCategory Scaling Methods versus Comparative Methods of Appraisal
87 cIdentifying, Monitoring, and Overcoming Rater Errors
88 cKeys to Carrying Out an Effective Appraisal Interview
89 cCompensation Philosophies: Entitlement versus Performance Philosophy
9 clobal Compensation Issues
9V cMarket Competitiveness and Compensation
92 cCompetency-Based Pay: he Pros and Cons