...•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated...
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...After studying this chapter, you should be able to: Human Resource Management 1 TWELFTH EDITION GARY DESSLER Part 1 | Introduction Chapter 1 Introduction to Human Resource Management © 2008 Prentice Hall, Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama 1. Explain what human resource management is and how it relates to the management process. 2. Give at least eight examples of how all managers can use human resource management concepts and techniques. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Provide a good example that illustrates HR’s role in formulating and executing company strategy. 5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers. 6. Outline the plan of this book. © 2008 Prentice Hall, Inc. All rights reserved. 1–2 Human Resource Management at Work • What Is Human Resource Management (HRM)? – The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. • The bottom line of managing: Getting results • HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals. Basic HR Concepts © 2008 Prentice Hall, Inc. All rights reserved. 1–3 © 2008 Prentice Hall, Inc. All rights reserved. ...
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...Twenty Four - Best Show on TV I. INTRO: 1. Attention: Which CTU agent was executed in season three of "24"? When did the vindictive Nina and Sherry die? How does Jack Bauer return to CTU after being assumed dead at the conclusion of season four? 2. Credibility: I have not missed a single episode of twenty four since its deputed 5 years ago. Tonight the show is on from 8pm-9pm but you better believe that the TIVO is set. 24 revolutionized the after work action/drama genre for me. It deals with contemporary issues, real and more or less plausible terrorist threats, and a real-time hourly format, 24 redefined my expectations for all shows going forward. 3. Thesis: 24 is a great alternative to mindless, dull, and uninteresting television shows that flood the airways today. 24 is sure to grasp your attention away from other shows such as “The Apprentice©”, “Americas Funniest Home Videos©”, and “Gilmore Girls©” that sure the same time slot. II. BODY: 1. NEED STEP: A. There are many shows on television that just don’t catch the attention of the viewers. If any of you are like my uncle you may just watch whatever show the remote takes you too. While this can be entertaining, it does may not satisfy you as much as it could. B. Although “CSPAN©” may teach you politics, “Iron Chef©” may enhance your cooking skills, and “WWE Raw©” may give some that macho soap opera experience; none of these shows will give you the overall satisfaction...
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...Human Resource Management, 12e (Dessler) Chapter 7 Interviewing Candidates 1) Which of the following is the most commonly used selection tool? A) telephone reference B) reference letter C) interview D) personality test E) work sampling technique Answer: C Explanation: Interviews are the most widely used selection procedure. Not all managers use tests, reference checks, or situational tests, but most interview a person before hiring. Diff: 1 Page Ref: 229 Chapter: 7 Objective: 1 Skill: Concept 2) Which of the following refers to a procedure designed to obtain information from a person through oral responses to oral inquiries? A) work sample simulation B) writing test C) interview D) reference check E) arbitration Answer: C Explanation: An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries. Diff: 1 Page Ref: 230 Chapter: 7 Objective: 1 Skill: Concept 3) When an interview is used to predict future job performance on the basis of an applicant's oral responses to oral inquiries, it is called a(n) ________ interview. A) verbal B) group C) selection D) benchmark E) background Answer: C Explanation: Selection interviews are designed to predict future job performance based on the applicant's oral responses to oral inquiries. Interviews may be one-on-one or may be conducted in group settings. Diff: 1 Page Ref: 230 Chapter: 7 Objective: 1 Skill: Concept 4) Which type of interview follows a performance appraisal...
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...HRM is the responsibility of every manager. Human Resource Management refers to the policies and practices involved in carrying out the people or the human resource aspects of a management position and are defined as the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. The components of Human Resource Management are Selection, Motivation, Productivity, Trade Unions, Training, Rewards System, Development, Discipline, Employment Legislation and Recruitment. Basic Human Resource concept states that HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals. The intensely competitive nature of business today means human resource managers must defend their plans and contributions in measurable terms. Current economic challenges require that HR managers develop new and better skills to effectively and efficiently deliver and manage HR services. The personnel aspects of a HR manager’s job include conducting job analysis, planning labor needs and recruiting job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. Also, the HR manager’s today should also know and be concerned about notions such as equal opportunity and affirmative...
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...Canadian jurisdictions. Assignment 1 - Answers 1. The book Human Resources Management in Canada briefly defines Human Resources Management (HRM) as “the management of people in organizations”. The Educational Portal, however, offers a more detailed definition of the same subject: “Human Resources Management (HRM) is the process an organization undergoes to manage people in order to achieve goals”. In order to accomplish the aforementioned goals, “HRM involves formulating and implementing HRM systems (such as recruitment, performance appraisal, and compensation) that are aligned with the organization’s strategy to ensure that the workforce has the competencies and behaviours require to achieve the organization’s strategic objectives” (Dessler). In other words, “Human Resources Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels” (http://www.businessdictionary.com). 2. The external Environmental Influences discussed by the book are: * Economic Conditions: The economic conditions have a direct influence in the employment/unemployment rates. Therefore, if there is a crisis in the economy, the unemployment rates will increase. Companies may even offer early retirement and early leave programs, for example. Consequently, there will...
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...gas and electricity. In a competitive market, companies are constantly struggling to improve their services or products in order to gain a competitive advantage. The pressure to succeed sometimes allows for companies to forget their morals and participate in unethical practices. “It turned out that the lack of accounting transparency enabled the company’s managers to make Enron’s financial performance look much better than it actually was” (Dessler, 2013, p. 242). As a result, several top executives were convicted of manipulating Enron’s profit statements and investors lost most of their investments in Enron. This is a perfect example of a company that lacks professional ethics and proper management. Enron was able to succeed and become a huge corporation in the United States economy. However, the loss of morality and ethics eventually led to the collapse of the corporation. In order for a company to become successful and maintain their success a proper ethical culture is needed within the organization. Enron’s Ethical Culture Dessler describes ethics as, “the principles of conduct governing an individual or a group and specifically to the standards you use to decide what your conduct should be” (2013, 240). In order for a company to be successful a code of ethics must be applied to the company’s culture. The behavior of both Enron’s CEO and the employees when an analyst asked about the firm’s suspicious accounting statements is an example of the company’s lack of proper ethical...
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...rates. Employee compensation is “all forms of pay going to employees and arising from their employment” (Dessler, 2013, p. 352). According to Dessler (2013), it consists of both “direct financial payments and indirect financial payments.” As we explore the case study of Acme Manufacturing, we will see the salary inequities and the struggles that the newly appointed president, Joe Black, has to go through to fix those issues. In an article titled “Fair Pay or Power Play?” Shin (2013) reported that “pay inequity provides strong motivation for CEOs to restore equity.” For this case, I will identify some issues and recommend some plans to resolve the salary inequities in the Acme case. Some key issues that existed within Acme Manufacturing were: lack of individual equity, internal equity issues, no pay structure for salaried employees, and lack of legal considerations in compensation. Equal Pay Act of 1963 (EPA) “makes it illegal to pay different wages to men and women if they perform equal work in the same workplace.” (“Laws Enforced by EEOC,” n.d.). With the previous president, Bill George, salaried employees bargained their pay. Joe Black identified that there were female supervisors that were earning less than male supervisors. Ultimately the underlying issue was management failed to create a compensation plan that aligned with a reward strategy. According to Dessler (2013), “A compensation plan should first advance the company’s strategic aim.” Therefore, management should...
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...to provide said benefits, and the human resource policies and strategies implemented within the company. Furthermore, this piece will offer answers to several questions asked at the conclusion of the textbook article as well as provide facts and suggestions regarding Google’s corporate structure and policies by referencing primary sources and using personal feedback from the authors. Google Case Study In the textbook, Human Resource Management by Gary Dessler (2011), an article on the powerhouse corporation, Google, was written regarding the company’s benefits, human resource strategies and policies, and how the company is able to provide such a work environment. Research will show whether or not Google’s new job candidate screening process is effective, how Google affords to give out such elaborate benefits, how Google recruits its employees, and more. Google has implemented a new candidate screening process that correlates personal traits from current employee’s answers on a survey regarding employee performance (Dessler, 2011, pp. 712-715). Some believe that this strategy limits Google’s ability to find the right candidate, but others argue that it actually helps narrow down the candidate search process. One argument is that Google’s hiring process is way too rigorous. By narrowing down certain qualities so much, the company could be potentially missing out on some stellar candidates without realizing it. The surveys taken by the current employees are great for narrowing...
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...University MHR 6451 – Human Resource Management Methods Professor Dr. Erica Gamble According to Dessler, G. (2015). For 20 years, Joie de Vivre has rebuilt the facility hotel. Since 1987, Joie de Vivre has expanded the size of company with more than 30 properties with the intention of creating cheerful, comfortable in San Francisco, California, and then through the Arizona, Illinois and Hawaii with all vacations and interesting service, with all utilities and local experience that any client can find there. Chip Conley is the founder of the company, he himself had no experience in the hospitality industry, but he did turn up his thinking to turn the boarding house of the 1950s, forming the Joie de Vivre catapulted, and later it became the largest boutique hotel chain in the world. Echoes of a hotel with the space fun and along history with customer loyalty become famous; it has created a mystical space to increase the value of assets, increasing the value of the property without increasing its cost base. But all these events are only a first stage in his career. To become a successful chip and expand its business into new markets, he bought motels and small hotels in the Bay and Wine Country and difficult to move south to Silicone Valley and Los Angeles as stated by Dessler, G. (2015) Joie de Vivre's success is due to his successful use of the theory of Maslow’s hierarchy needs. When the man was fully met the...
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...According to Dessler (2008), supervisors are in the best position to discover the first signs of union activity therefore they are considered as the employer’s first line of defense when it comes to the unionizing effort. The supervisors’ decisions and actions may affect or inspire unionization. Without special training, supervisors can hurt the company’s union-related efforts. Therefore, supervisors should be knowledgeable about: − Actions and practices that drive employees to form a union − Early signs of union-organizing attempt − Counter-attack − Things that can and cannot do to hamper organizing activities DiNome & Barras (n.d.) listed the actions of the supervisors that drive or inspire the employees to organize a union. 1. Failure...
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...Essay Human Resource Management (HRM) is the main function of all organizations, as it practices managing human resources to accomplish an organization’s goal and also to operate effective and efficiently (Dessler, 2011). There are two kinds of managers in an organization who takes responsibility and make sure the job is finished, and both of this managers are varies through the types of the power that they are based on (Rao, 2009). Line manager is a manager who has the right to direct the work of subordinate and is responsible for achieving the organization objective (Dessler). A line manager has line authority, and it give the management to direct activities of the employees who is responsible for carrying out certain task. On the other hand, staff manager has staff authority, and it give the manager the power to advise the employees and also other managers (Dessler). It also helps the line managers to have a better understanding of the employees’ characteristic in the organization. To sum up, line authority constructs a superior-subordinate relationship and staff authority constructs an advisory relationship (Dessler). According to Purcell, Kinnie and Hutchinson (2003), line managers were found to be the fundamental element in creating an effective organization as they did not only see the importance of human resource policy and procedures for themselves, nevertheless they have to see how they could use them to contribute to create an effective organization. In many organizations...
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...additional actions (if any) do you think will be necessary? I don’t feel that the experts’ recommendations will be enough to get most of the administrators to fill out the rating forms properly. The managers would be pleased with the recommendation to withdraw Mr. Winchester’s forced ranking system but, would definitely challenge the idea of not tying salary increases to appraisal forms because it’s what they’ve always done (Dessler 2011). Before making this type of changes both management and employees should be trained so they could fully understand the new system. Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques we discussed in this chapter, such as a ranking method? Why? I don’t think it’s a good idea to stop using it all at once since the secretaries got so upset they were picketing. They could use the current method but, more efficiently. The ranking method is not as simple as the graphic forms. In some cases it could cause disagreements among employees (Dessler 2011). What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer. The performance appraisal system that I would develop for the secretaries is the Graphic Rating Scale method. It is the simplest and most popular method for appraising performance. A graphic rating scale lists traits or performance dimensions (such as “communication” or “teamwork”) and a range...
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...rates. Employee compensation is “all forms of pay going to employees and arising from their employment” (Dessler, 2013, p. 352). According to Dessler (2013), it consists of both “direct financial payments and indirect financial payments.” As we explore the case study of Acme Manufacturing, we will see the salary inequities and the struggles that the newly appointed president, Joe Black, has to go through to fix those issues. In an article titled “Fair Pay or Power Play?” Shin (2013) reported that “pay inequity provides strong motivation for CEOs to restore equity.” For this case, I will identify some issues and recommend some plans to resolve the salary inequities in the Acme case. Some key issues that existed within Acme Manufacturing were: lack of individual equity, internal equity issues, no pay structure for salaried employees, and lack of legal considerations in compensation. Equal Pay Act of 1963 (EPA) “makes it illegal to pay different wages to men and women if they perform equal work in the same workplace.” (“Laws Enforced by EEOC,” n.d.). With the previous president, Bill George, salaried employees bargained their pay. Joe Black identified that there were female supervisors that were earning less than male supervisors. Ultimately the underlying issue was management failed to create a compensation plan that aligned with a reward strategy. According to Dessler (2013), “A compensation plan should first advance the company’s strategic aim.” Therefore, management should...
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...Company Stress and Burnout Factors Gary Dessler (2012) discusses the consequences of job stress and burnout for both the employer and employee. Most people understand the effects of stress and health but are unaware of the detrimental effects of stress for the employer and employee. The long-term effects of stress cost millions of dollars to the company and reduce the health of the employee. Job stress creates burnout and affects performance, profit, and health costs. Reducing Stress is Profitable Although there is not on cause of stress that creates problems for all people identifying stress and taking steps to reduce stress is beneficial to both the employer and employee. Dessler (2012) discusses a fact that as of 2011, only 5% of employers address stress in the work place. Only 5% of employers realize the effects of stress and burnout in the workplace and one fourth of employees attribute the “job as the number-one stressor in their lives” (Dessler, 2012, p. 309). Clearly, the discrepancy is in itself a stressor. The American Psychological Association (APA) (2012) identifies stress and burnout as leading to depression, eating and sleeping habits, emotional exhaustion, diabetes, forms of cancer, heart problems, decreased immunity leading to illnesses and even death. Stress in this paper is identified as an individualistic perception of events surrounding an individual. Two people within the same circumstances will not feel the same effects of the same situation. ...
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