دانلود کتاب A Global Guide to Human Resource Management: Managing Across Stakeholders

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Cover
Half Title
Title Page
Copyright Page
Dedication
Table of Contents
List of Figures
List of Tables
List of Case Studies
Acknowledgements
The Author
Chapter 1: Introducing Global HRM: What This Book Is About and How to Use It
An Analytical and Critical Approach to Global HRM
What Do HRM and HR-Managers Actually Do?
Why A Global Guide to Human Resource Management Helps You
The Four Core Functions of Management and HRM
HRM as a Global Issue
Managing People in Ten Key Areas
How to Use This Book and Its Workbook
Notes
Chapter 2: Getting the Right People: Recruitment and Selection
Executive Summary
Key Learning Objectives
Recruitment
Recruitment and HR Planning
Formal and Informal HR Policies
Recruitment and the Labour Market
HRM Does Not Buy People
Internal Recruitment
External Recruitment
Common Advertising Strategies
Advertising for a Position
Recruitment Agencies
Top Management Positions and International HRM
University Recruitment, Skills, and Advertising Media
Selection
The Actual Interview
Employee Etiquette 101
Testing Candidates
Offering Position and Induction Programmes
Workbook
IV Five Discussion Questions on Recruitment and Selection
And One Report Question on Recruitment and Selection
Asymmetrical Power Relations in Recruitment and Selection
V The “5-by-5” Exercise: Five Case Studies and Five Questions
2.1 Online Testing at Global Money Bank
2.2 Selecting Sales people for Global Food Corp.
2.3 Experienced Green Development Engineer
2.4 Internal Recruitment at Online.Store.Com
Roles and Responsibilities
2.5 Job Opportunities with Global Care
Roles and Responsibilities:
VI A Suggestion for an Online Guest Lecture
VII List of Suggested Documentaries on Recruitment and Selection
Notes
Further Readings
Chapter 3: People in Working Relationships: The Three Actors at Work
Executive Summary
Key Learning Objectives
Labour and Industrial Relations
1. The Historical Differences Between HRM and Industrial Relations
2. Knowledge as Investment
3. Functional Training
4. Industrial Relations at Work
5. Capitalism as Organised Industrial Relations
6. The Global Ideology of Industrial Relations
1. Dynastic Industrial Relations
2. Middle-Class Industrial Relations
3. State Industrial Relations
4. Colonial Industrial Relations
5. Nationalistic Industrial Relations
Common Industrial Relations Features
Managers and Managed
Managers
Labour Force Development
1. Recruitment
2. Commitment
3. Training
4. Employment Security
Workers’ Response to Capitalism
Rule Makers and Rules
Industrial Relations Today
The Industrial Relations Matrix
Workbook
III. Five Discussion Questions on Industrial Relations
And One Report Question on Industrial Relations
On Industrial Relations, HR Managers and the Global South
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
3.1 Your $5.–T-Shirt and Ships of Shame
3.2 Flipping Burger Tells Employees Whopping Lies
3.3 Negotiations at Quick WINGS Airlines
3.4 Diversity at Spy.Net
3.5 Social Media and Trade Unions
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on Industrial Relations
Notes
Further Readings
Chapter 4: Training People: Learning and Human Resource Development
Executive Summary
Key Learning Objectives
Learning, Development, and Professionalism
Stages of Organisational Training
1. Organisational Analysis
2. Personal Analysis
3. Task Analysis
Organisational Learning
Creating a Positive Learning Experience
Selecting the Right Training Methods
Group Building Methods
Evaluation of Training
Workbook
III. Five Discussion Questions on Organisational Learning
And One Report Question on Organisational Learning
On Company Training: From a Functional to a Critical Approach
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
4.1 After Hours Training at MoneyBank
4.2 The Training Passport at Ashley Matison Hotels
4.3 Corporate Success and Organisational Training
4.4 Turnover and Training at Great Taste Winery
4.5 Training at Ozzy Osbourne Printing
V. Online Guest Lecture
VI. List of Suggested Documentaries on Learning and HRD
Notes
Further Readings
Chapter 5: Working with People: Crafting Productive Work Systems
Executive Summary
Key Learning Objectives
Work, Corporate Structures and Companies
Job Analysis
Four Basic Approaches to Job Design
1. The Behavioural-Motivational Approach
2. The Industrial-Engineering Approach
Simple Control
Algorithmic Control
Technical Control
Bureaucratic Control
3. The Ergonomic-Biological Approach
4. The Perceptual-Motor Approach
Mono-chronic People
Poly-chronic People
Workbook
III. Five Discussion Questions on the Design of Work
And One Report Question on the Design of Work
On Work Design and Alienation:
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
5.1 Participatory Ergonomics at Super.Good.Auto
5.2 Ten Office Ergonomics Tips
5.3 Your Cup of Coffee and a Child’s Schooling
5.4 Global Cardboard in Malaysia
5.5 Open-Plan Offices can be Bad for Your Health
OHS (Occupational Health and Safety)
No Personal Space
Personal Privacy Remains Important
The Three “I’s”: Interruptions, Intrusions, and Interferences
High Cost and Low Productivity The High Cost of Low Productivity?
No Security and More Mistrust
Office Noise Versus Collaboration
Interpersonal Conflicts and Quarrels
Work Stress
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on Work
Notes
Further Readings
Chapter 6: Keeping People Healthy: Occupational Health and Safety
Executive Summary
Key Learning Objectives
Making Work Safe – Promotion and Prevention
OHS Hazards
Electronic Surveillance and Privacy
After Prevention Fails I: The Costs of OHS
After Prevention Fails II: What to Do
The Duty of Care and OHS Culture
The OHS Management System
Workplace Stress
Burnout
Organisational Suicide and Bullying
Workbook
III. Five Discussion Questions on OHS
And One Report Question on OHS
On Working with the Corporate Psychopath
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
6.1 Warehouse and Retail OHS at Super Cheap Friggy
6.2 Fatigue and Stress at “Fly Away Airport”
6.3 Sexism at Forcebrook Ltd.
6.4 Bullying at “Call-Me” Call Centre
6.5 OHS at North Sea Oil Ltd.
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on OHS
Notes
Further Readings
Chapter 7: Performing People: Performance Management
Executive Summary
Key Learning Objectives
Managing People and Their Performance
The Top Five Elements of Performance Management
Strategic Performance Management
From Administration to Organisational Culture
Performance Assessment Methods
Performance Management Information
Assessors and Performance Management
Performance Feedback
The Problem Solving Approach to Performance Feedback
The Administration of Performance Management
Workbook
III. Five Discussion Questions on Performance Management
And One Report Question on Performance Management
On The Fatal Flaws of Performance Management
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
7.1 Performance Management at “Going Up” Elevators
7.2 Russell Clow’s Pool Performance
7.3 Performance Management at Rollexi
7.4 The End of Performance Management at Demeter Foods Ltd.
7.5 CEO Performance and Rewards
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on Performance Management
Notes
Further Readings
Chapter 8: Rewarding People: Managing Compensation and Rewards
Executive Summary
Key Learning Objectives
The Basics of Reward Management and Compensation
Rewards and Motivation
Motivational Reward Models
Equity Reward Models
Reward Levels
Reward and Job Structures
Rewarding CEOs
The Minimum Wage
Wage Setting through Bargaining
Wage and Salary Negotiations
Workbook
III. Five Discussion Questions on Reward Management
And One Report Question on Reward Management
On Management and Wage Theft
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
8.1 Hamburgers That Didn’t Pay
8.2 Rewards and Workforce Diversity
8.3 Teamwork and Rewards at Singapore’s Maternity Clinic
8.4 Salary inequities at Avatar Manufacturing
8.5 No Reward but Overworked and Underpaid
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on Reward Management
Notes
Further Readings
Chapter 9: Strategies for People: Strategic Human Resource Management
Executive Summary
Key Learning Objectives
Managing People Strategically
Business Strategies and HRM
Hard HRM Strategies
Soft HRM Strategies
The Prospector Strategy and Soft HRM
The Defender Strategy and HRM’s Soft-Hard Combination
The Analyser Strategy and Soft HRM
The Reactor Strategy and HRM’s Core Activities
Strategy Formulation and Implementation
1. The Classical Strategy (1960s)
2. The Procedural Strategy (1970s)
3. The Evolutionary Strategy (1980s)
4. Systematic Strategy (1990s and Onwards)
The Four Business Strategy and HRM Strategy Interfaces
1. Non-Strategic and Administrative HRM
2. The One-Way Strategy Interface
3. The Two-Way Strategy Interface
4. The Integrative Strategy
Strategy and Change Management
1. The Top-Down Approach to Change Management
2. The Piecemeal Approach to Change Management
3. Bargaining for Change
4. Systemic-Jointism
Workbook
III. Five Discussion Questions on Strategic HRM
And One Report Question on Strategic HRM
On CPM’s & HRM’s Strategic Choices Versus Market Structures
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
9.1 Strategic Change at Global Airlines
9.2 HR Strategy at Cash-In Bank
9.3 A New Strategy for Asian Trade Unions
Strategy I: Community Unionism
Strategy II: Professional Identity Unionism
Strategy III: Online Recruiting
9.4 Cathy Heller’s Labour Relations Strategy
Working Conditions
Total Rewards Policy
Fostering Positive Relations with Trade Unions
9.5 Child Labour Strategies – SWOT
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on Strategic HRM
Notes
Further Readings
Chapter 10: People and Morality: Ethics at Work and in Management
Executive Summary
Key Learning Objectives
Morality and Human Resource Management
1. The Morality of Punishment: Harassment and Bullying
2. Benefits, Rewards, and Performance Management
3. Organisational Culture and Ethical Climate
4. The Law, HR Policies, Rules, and Regulations
5. Justice, Fairness, Democracy, and Organisational Welfare
6. HRM and Human Rights
7. Sustainability and the Natural Environment
Corporate Social Responsibility
Sustainability
Global Warming and Carbon Footprint
Environmental Ethics
HRM and Practical Environmental Ethics
1. Set Organisational Carbon Reduction Targets
2. Audit Carbon Footprint
3. Reduce Carbon Emissions
4. Offset Remaining Carbon Emissions
5. Evaluate Progress
Workbook
III. Five Discussion Questions on the Ethics at Work
And One Report Question on the Ethics at Work
On Kohlberg’s Highest Stage of Morality
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
10.1 The High Price of French Fashion at Chic-Chic
10.2 HRM and Office Romance
10.3 Sustainability at Drink Well Brewery
10.4 Sustainability at Africa Electrical Ltd.
10.5 CSR and Community Engagement at Euro Union Bank
10.6 The Bullying Case of Japan Motors Co.
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on Ethics at Work
Notes
Further Readings
Chapter 11: Green HRM: People, Planet, Performance
Executive Summary
Key Learning Objectives
Managing People Sustainably
The Emergence of Green HRM
The Environmental Management System
Six Key Areas of Sustainable People Management
1. Green Recruitment
2. Green Industrial Relations
3. Green Training and Development
4. Green Performance Management
5. Green Compensation
6. Green HRM Strategies
Workbook
III. Five Discussion Questions on Green HRM
And One Report Question on Green HRM
On GHRM as a Change Agent
IV. The “5-by-5” Exercise: Five Case Studies and Five Questions
11.1 Electric Mobility at Timbuktu Motors
Car-Sharing Pools as a New Company Car Fleet
Green HRM Means Rail Instead of Aircraft
11.2 TikTik’s Sustainability Programme
11.3 Environmental Improvements at Sushi Corp.
Eco-Efficiency in Our Operations
Driving Sustainable Improvements
Sushi Corp.’s Codes of Sustainability Principles
Our Environmental Care Framework Standard
Our Framework
Internal and External Auditing
11.4 Sustainability and Engagement at Chaos Software Ltd.
Fostering Sustainability Conversations at Chaos Software Ltd.
Employee Engagement
A Sustainability Leader’s Report
11.5 Testing a Carbon Footprint Calculator
V. A Suggestion for an Online Guest Lecture
VI. List of Suggested Documentaries on Strategic HRM
Notes
Further Readings
Glossary for Managing People in Organisations
Index