Managing human resources

Cover......Page 1 MANAGING HUMAN RESOURCES......Page 2 CONTENTS IN BRIEF......Page 6 CONTENTS......Page 8 PREFACE......Page 26 CHAPTER 1: MANAGING HUMAN RESOURCES......Page 35 SATISFYING MULTIPLE STAKEHOLDERS......Page 37 OWNERS AND INVESTORS......Page 38 SOCIETY......Page 39 OTHER ORGANIZATIONS......Page 41 ORGANIZATIONAL MEMBERS (THE EMPLOYEES)......Page 42 EMPLOYEES WHO ARE A SOURCE OF ADDED VALUE......Page 44 AN HRM SYSTEM THAT CAN’T BE COPIED......Page 45 A FRAMEWORK FOR MANAGING HUMAN RESOURCES......Page 46 THE IMPORTANCE OF HRM STRATEGIES AND THE ORGANIZATION’S EXTERNAL AND INTERNAL ENVIRONMENTS......Page 47 ACTIVITIES FOR MANAGING HUMAN RESOURCES......Page 49 HR PROFESSIONALS PROVIDE SPECIAL EXPERTISE......Page 52 LINE MANAGERS......Page 54 EMPLOYEES SHARE RESPONSIBILITY......Page 56 LOOKING AHEAD: FIVE SPECIAL THEMES......Page 57 MANAGING WITH TEAMS......Page 58 MANAGING WITH ETHICS AND CORPORATE SOCIAL RESPONSIBILITY......Page 59 MANAGING WITH NEW TECHNOLOGIES......Page 61 MANAGING WITH METRICS AND ANALYTICS......Page 62 EMPLOYEE ENGAGEMENT......Page 64 CHAPTER SUMMARY WITH LEARNING GOALS......Page 65 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 66 PROJECTS TO EXTEND YOUR LEARNING......Page 67 CASE STUDY: CAN KNIGHTS APPAREL SATISFY ALL OF ITS STAKEHOLDERS AND SURVIVE?......Page 68 CHAPTER 2: FORMULATING AND IMPLEMENTING HRM STRATEGIES......Page 71 THE IMPORTANCE OF FORMULATING AND IMPLEMENTING HRM STRATEGIES......Page 73 ELEMENTS OF THE ENVIRONMENT FOR MANAGING HUMAN RESOURCES......Page 74 THE HR TRIAD......Page 75 UNDERSTANDING THE EXTERNAL ENVIRONMENT......Page 76 THE ECONOMIC LANDSCAPE......Page 77 THE DEMOGRAPHIC LANDSCAPE......Page 78 THE POLITICAL LANDSCAPE......Page 81 TECHNOLOGY......Page 82 COMPANY CULTURE......Page 84 BUSINESS STRATEGIES......Page 88 HRM STRATEGIES......Page 89 TYPES OF HRM STRATEGIES......Page 90 HRM STRATEGY FORMULATION......Page 92 ALIGNING HRM STRATEGY FORMULATION WITH THE BUSINESS STRATEGY......Page 93 SPECIFYING STRATEGIC OBJECTIVES......Page 94 DESIGNING AN INTEGRATED HRM SYSTEM TO ACHIEVE STRATEGIC OBJECTIVES......Page 95 HRM STRATEGY IMPLEMENTATION......Page 96 OVERCOMING RESISTANCE......Page 97 REVIEW AND REVISE......Page 100 MANAGING A MULTI-GENERATIONAL WORKPLACE......Page 101 MERGERS AND ACQUISITIONS......Page 103 CHAPTER SUMMARY WITH LEARNING GOALS......Page 104 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 105 PROJECTS TO EXTEND YOUR LEARNING......Page 106 CASE STUDY: LEVI STRAUSS & COMPANY......Page 108 CHAPTER 3: ENSURING FAIR TREATMENT AND LEGAL COMPLIANCE......Page 111 CONCERNS OF THE LABOR FORCE......Page 113 HR PROFESSIONALS......Page 114 OTHER EMPLOYEES......Page 115 DISTRIBUTIVE JUSTICE......Page 116 INTERACTIONAL JUSTICE......Page 117 THE LEGAL LANDSCAPE......Page 118 LAWS......Page 119 COURTS......Page 122 COMPANY RESPONSES......Page 123 THE EEOC......Page 124 CATEGORIES OF DISCRIMINATION COVERED BY TITLE VII......Page 126 HARASSMENT......Page 127 DEFENDING DISCRIMINATION ALLEGATIONS......Page 130 AGE DISCRIMINATION IN EMPLOYMENT ACT......Page 132 AMERICANS WITH DISABILITIES ACT......Page 133 GENETIC INFORMATION NON-DISCRIMINATION ACT......Page 134 EXECUTIVE ORDERS 11246, 11375, 11478, AND 13672......Page 135 COMPANY GRIEVANCE PROCEDURES......Page 136 MEDIATION AND ARBITRATION......Page 137 USING THE COURTS TO SETTLE DISPUTES......Page 138 A CULTURE OF INCLUSION......Page 139 EVALUATING THE EFFECTIVENESS OF DIVERSITY AND INCLUSION INITIATIVES......Page 142 ECONOMIC BENEFITS OF DIVERSITY......Page 144 AUTISM IN THE WORKPLACE......Page 145 CHAPTER SUMMARY WITH LEARNING GOALS......Page 146 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 148 PROJECTS TO EXTEND YOUR LEARNING......Page 149 CASE STUDY: UNITED WAY AND THE BOY SCOUTS OF AMERICA......Page 152 CHAPTER 4: USING JOB ANALYSIS AND COMPETENCY MODELING......Page 157 FOUNDATION FOR AN INTEGRATED HRM SYSTEM......Page 159 CHANGING CULTURES AND IMPLEMENTING NEW STRATEGIES......Page 160 ADOPTING NEW TECHNOLOGY......Page 161 COMPLYING WITH LAWS AND REGULATIONS......Page 162 THE HR TRIAD......Page 163 THE HR TRIAD: ROLES AND RESPONSIBILITIES IN JOB ANALYSIS AND COMPETENCY MODELING......Page 164 POSITIONS, JOBS, AND OCCUPATIONS......Page 165 JOB ANALYSIS......Page 166 CAREER PATHS......Page 167 SOURCES OF INFORMATION USED IN JOB ANALYSIS AND COMPETENCY MODELING......Page 169 TRAINED JOB ANALYSTS......Page 170 INDIVIDUAL AND GROUP INTERVIEWS......Page 171 OBSERVATIONS......Page 172 TIME-AND-MOTION STUDIES......Page 173 OCCUPATIONAL INFORMATION NETWORK (O*NET)......Page 174 POSITION ANALYSIS QUESTIONNAIRE......Page 176 MANAGEMENT POSITION DESCRIPTION QUESTIONNAIRE......Page 177 DEVELOPING A CUSTOMIZED INVENTORY......Page 178 ANALYZING AND INTERPRETING THE DATA......Page 180 ADVANTAGES AND DISADVANTAGES......Page 181 STANDARDIZED APPROACH......Page 182 CUSTOMIZED APPROACH......Page 183 COMPETENCY INVENTORIES......Page 185 THE DECLINE OF JOB ANALYSIS?......Page 188 THE IMPORTANCE OF DOCUMENTING COMPETENCY MODELING......Page 189 CHAPTER SUMMARY WITH LEARNING GOALS......Page 190 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 191 CASE STUDY: JOB DESCRIPTIONS AT HITEK......Page 192 CHAPTER 5: MANAGING TALENT THROUGH WORKFORCE PLANNING, RECRUITMENT, AND RETENTION......Page 197 THE STRATEGIC IMPORTANCE OF MANAGING TALENT THROUGH WORKFORCE PLANNING, RECRUITMENT, AND RETENTION......Page 199 IMPROVING PRODUCTIVITY......Page 200 REDUCING LABOR COSTS......Page 201 OTHER HR ACTIVITIES......Page 202 THE EXTERNAL AND INTERNAL ENVIRONMENTS......Page 204 LINE MANAGERS......Page 206 THE HR TRIAD: ROLES AND RESPONSIBILITIES FOR MANAGING TALENT......Page 207 WORKFORCE FORECASTS......Page 208 SUCCESSION PLANNING......Page 210 RECRUITING SOURCES AND METHODS......Page 211 RECRUITING FROM THE INTERNAL LABOR MARKET......Page 212 RECRUITING FROM THE EXTERNAL LABOR MARKET......Page 214 ATTRACTING UNCONVENTIONAL EMPLOYEES......Page 219 USING METRICS AND ANALYTICS TO MANAGE THE TALENT SUPPLY CHAIN......Page 222 RECRUITMENT FROM THE APPLICANT’S PERSPECTIVE......Page 223 COMPANY REPUTATION......Page 224 THE RECRUITMENT EXPERIENCE......Page 225 ETHICAL RECRUITING PRACTICES......Page 226 UNDERSTANDING THE REASONS FOR TURNOVER......Page 228 REDUCING UNWANTED TURNOVER......Page 230 AVOIDING LAYOFFS......Page 231 RECRUITMENT AND RETENTION OF OLDER WORKERS......Page 233 CHAPTER SUMMARY WITH LEARNING GOALS......Page 234 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 236 PROJECTS TO EXTEND YOUR LEARNING......Page 237 CASE STUDY: DOWNSIZING: ANATHEMA TO CORPORATE LOYALTY?......Page 239 CHAPTER 6: SELECTING EMPLOYEES TO FIT THE JOB AND THE ORGANIZATION......Page 241 OBTAINING A CAPABLE WORKFORCE......Page 243 COMPANY REPUTATION......Page 244 MAXIMIZING THE ECONOMIC UTILITY OF SELECTION PRACTICES......Page 245 OTHER HR ACTIVITIES......Page 248 THE EXTERNAL AND INTERNAL ENVIRONMENTS......Page 250 THE HR TRIAD......Page 253 LINE MANAGERS......Page 254 DESIGNING THE SELECTION PROCESS......Page 255 CHOOSING PREDICTORS......Page 256 CHOOSING ASSESSMENT TECHNIQUES......Page 257 SYNTHESIZING INFORMATION TO CHOOSE APPROPRIATE CANDIDATES......Page 260 PERSONAL HISTORY ASSESSMENTS......Page 262 BACKGROUND VERIFICATION AND REFERENCE CHECKS......Page 264 MEDICAL TESTS......Page 266 SCREENING JOB INTERVIEWS......Page 267 STRUCTURED JOB INTERVIEWS......Page 268 PANEL INTERVIEWS......Page 270 ABILITY TESTS......Page 271 JOB KNOWLEDGE TESTS......Page 272 PERSONALITY TESTS......Page 274 ASSESSMENT CENTERS......Page 276 CURRENT ISSUES......Page 277 AFFIRMATIVE ACTION......Page 278 CONTROVERSIAL PREDICTORS......Page 279 CHAPTER SUMMARY WITH LEARNING GOALS......Page 281 TERMS TO REMEMBER......Page 282 PROJECTS TO EXTEND YOUR LEARNING......Page 283 CASE STUDY: SELECTING PATIENT ESCORTS......Page 285 CHAPTER 7: TRAINING AND DEVELOPING A COMPETITIVE WORKFORCE......Page 289 IMPROVING COMPETITIVENESS......Page 291 INCREASING EMPLOYEE ATTRACTION, RETENTION, AND MOTIVATION......Page 293 OTHER HR ACTIVITIES......Page 294 THE EXTERNAL AND INTERNAL ENVIRONMENTS......Page 296 THE HR TRIAD......Page 299 THE HR TRIAD: ROLES AND RESPONSIBILITIES IN TRAINING AND DEVELOPMENT......Page 300 DETERMINING TRAINING AND DEVELOPMENT NEEDS......Page 301 JOB NEEDS ANALYSIS......Page 302 PERSON NEEDS ANALYSIS......Page 303 DEMOGRAPHIC NEEDS ANALYSIS......Page 304 IMPROVING COGNITIVE KNOWLEDGE......Page 305 DEVELOPING SKILLS......Page 306 ENCOURAGING ETHICAL BEHAVIOR......Page 307 TEAM BUILDING......Page 308 DETERMINING WHO PROVIDES THE TRAINING......Page 310 INTERNAL OR EXTERNAL SUBJECT MATTER EXPERTS......Page 311 E-LEARNING......Page 312 ON THE JOB......Page 314 ON SITE BUT NOT ON THE JOB......Page 316 OFF THE JOB......Page 317 SET THE STAGE FOR LEARNING......Page 319 CREATE CONDITIONS TO INCREASE LEARNING DURING TRAINING AND DEVELOPMENT ACTIVITIES......Page 320 MAINTAINING PERFORMANCE AFTER TRAINING......Page 321 TRAINEE REACTIONS......Page 322 CURRENT ISSUES......Page 323 DIVERSITY TRAINING......Page 324 USING GAMIFICATION FOR TRAINING......Page 325 CHAPTER SUMMARY WITH LEARNING GOALS......Page 327 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 328 PROJECTS TO EXTEND YOUR LEARNING......Page 329 CASE STUDY: SEEING THE FOREST AND THE TREES......Page 331 CHAPTER 8: CONDUCTING PERFORMANCE MANAGEMENT......Page 333 ENHANCE MOTIVATION......Page 335 IMPROVE INDIVIDUAL AND ORGANIZATIONAL PERFORMANCE......Page 338 SUPPORT STRATEGIC OBJECTIVES......Page 339 THE INTERNAL ENVIRONMENT......Page 340 THE EXTERNAL ENVIRONMENT......Page 343 OTHER HR ACTIVITIES......Page 345 LINE MANAGERS......Page 346 THE HR TRIAD: ROLES AND RESPONSIBILITIES FOR PERFORMANCE MANAGEMENT......Page 347 HR PROFESSIONALS......Page 348 PERSONAL TRAITS......Page 349 BEHAVIORS......Page 350 MULTIPLE CRITERIA......Page 351 TIMING OF PERFORMANCE MANAGEMENT......Page 352 ANNIVERSARY APPROACH......Page 353 CONTINUOUS APPROACH......Page 354 SELF-APPRAISAL......Page 355 SUBORDINATES......Page 356 360-DEGREE APPRAISALS......Page 357 CROWDSOURCED FEEDBACK......Page 358 COMPARATIVE FORMATS......Page 359 ABSOLUTE STANDARDS FORMATS......Page 360 RESULTS-BASED FORMATS......Page 364 RATING ERRORS......Page 365 IMPROVING RATER ACCURACY......Page 366 TIMING......Page 368 FOLLOW-UP......Page 369 WHEN NOTHING ELSE WORKS......Page 371 MONITORING THROUGH TECHNOLOGY......Page 372 CHAPTER SUMMARY WITH LEARNING GOALS......Page 373 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 375 PROJECTS TO EXTEND YOUR LEARNING......Page 376 CASE STUDY: CROWDSOURCING FEEDBACK......Page 378 CHAPTER 9: DEVELOPING AN APPROACH TO TOTAL COMPENSATION......Page 381 ATTRACT, MOTIVATE, AND RETAIN TALENT......Page 383 IMPLEMENT THE BUSINESS STRATEGY......Page 387 CONTAIN COSTS......Page 388 TOTAL COMPENSATION WITHIN AN INTEGRATED HRM SYSTEM......Page 389 OTHER HR ACTIVITIES......Page 390 THE EXTERNAL ENVIRONMENT......Page 391 THE INTERNAL ENVIRONMENT......Page 395 THE HR TRIAD: ROLES AND RESPONSIBILITIES FOR TOTAL COMPENSATION......Page 398 LINE MANAGERS......Page 399 OBJECTIVES OF JOB EVALUATION......Page 400 JOB CLASSIFICATION METHOD OF JOB EVALUATION......Page 401 POINT-FACTOR RATING METHOD OF JOB EVALUATION......Page 402 COMPETENCY-BASED METHODS OF JOB EVALUATION......Page 405 SKILL-BASED PAY......Page 406 STEP 1: DETERMINE EXTERNAL MARKET PAY RATES......Page 407 STEP 3: SET THE ORGANIZATION PAY POLICY......Page 409 DESIGN THE INTERNAL PAY STRUCTURE......Page 410 JOB-BASED PAY GRADES AND RANGES......Page 411 BALANCING INTERNAL AND EXTERNAL EQUITY......Page 412 ACHIEVING INDIVIDUAL EQUITY......Page 413 RAISING THE MINIMUM WAGE......Page 414 EXECUTIVE COMPENSATION......Page 415 TERMS TO REMEMBER......Page 416 PROJECTS TO EXTEND YOUR LEARNING......Page 417 CHAPTER 10: USING PERFORMANCE-BASED PAY TO ACHIEVE STRATEGIC OBJECTIVES......Page 419 SUPPORT STRATEGIC OBJECTIVES......Page 421 ATTRACT, RETAIN, AND MOTIVATE TALENT......Page 423 PERFORMANCE-BASED PAY WITHIN AN INTEGRATED HRM SYSTEM......Page 424 OTHER HR ACTIVITIES......Page 425 THE INTERNAL ENVIRONMENT......Page 426 THE EXTERNAL ENVIRONMENT......Page 428 THE HR TRIAD......Page 429 OTHER EMPLOYEES......Page 430 TYPES OF PERFORMANCE-BASED PAY......Page 431 REWARDS......Page 432 PERFORMANCE MEASURES......Page 435 IMPLEMENTATION ISSUES......Page 438 EVALUATING EFFECTIVENESS......Page 439 GAINING EMPLOYEE ACCEPTANCE......Page 440 RECOGNITION AWARDS......Page 441 SPOT AWARDS......Page 443 MERIT PAY......Page 444 MERIT AWARDS......Page 445 LINKING PERFORMANCE TO MERIT AWARDS......Page 446 INDIVIDUAL INCENTIVES......Page 447 TEAM INCENTIVES......Page 449 COMPANYWIDE INCENTIVES......Page 451 PAY THAT PUTS EARNINGS AT RISK......Page 452 COMMISSIONS......Page 453 STOCK OWNERSHIP......Page 454 NEW USES OF ANALYTICS......Page 457 ETHICAL CONSIDERATIONS......Page 458 CHAPTER SUMMARY WITH LEARNING GOALS......Page 459 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 460 PROJECTS TO EXTEND YOUR LEARNING......Page 461 CHAPTER 11: PROVIDING EMPLOYEE BENEFITS......Page 463 THE STRATEGIC IMPORTANCE OF PROVIDING EMPLOYEE BENEFITS......Page 465 IMPROVE ATTRACTION AND RETENTION......Page 466 EMPLOYEE BENEFITS WITHIN AN INTEGRATED HRM SYSTEM......Page 467 OTHER HR ACTIVITIES......Page 468 THE EXTERNAL ENVIRONMENT......Page 469 THE INTERNAL ENVIRONMENT......Page 472 MANDATORY BENEFITS......Page 474 SOCIAL SECURITY INSURANCE......Page 475 WORKERS' COMPENSATION AND DISABILITY INSURANCE......Page 476 VOLUNTARY BENEFITS: RETIREMENT SAVINGS PLANS AND PENSIONS......Page 477 DEFINED BENEFIT PLANS......Page 478 DEFINED CONTRIBUTION PLANS......Page 479 CASH BALANCE PLANS......Page 481 LEGAL CONSIDERATIONS......Page 482 MEDICAL CARE......Page 483 WELLNESS PROGRAMS......Page 485 EMPLOYEE ASSISTANCE PROGRAMS......Page 486 OFF-THE-JOB PAID LEAVE......Page 487 ON-THE-JOB PAID LEAVE......Page 489 WORK/LIFE BENEFITS......Page 490 OTHER VOLUNTARY BENEFITS......Page 492 WHAT TO INCLUDE IN THE BENEFITS PACKAGE......Page 493 COMMUNICATING THE BENEFITS OFFERED TO EMPLOYEES......Page 494 CONTAINING THE ESCALATING COST OF HEALTH CARE......Page 495 THE PATIENT PROTECTION AND AFFORDABLE CARE ACT OF 2010......Page 497 CHAPTER SUMMARY WITH LEARNING GOALS......Page 498 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 499 PROJECTS TO EXTEND YOUR LEARNING......Page 500 CASE STUDY: WHO’S BENEFITING?......Page 503 CHAPTER 12: PROMOTING AND IMPROVING EMPLOYEE SAFETY, HEALTH, AND WELL-BEING......Page 505 ENHANCE PRODUCTIVITY......Page 507 CONTAIN COSTS......Page 508 PROMOTING AND IMPROVING SAFETY, HEALTH, AND WELL-BEING WITHIN AN INTEGRATED HRM SYSTEM......Page 509 OTHER HR ACTIVITIES......Page 510 THE INTERNAL ENVIRONMENT......Page 512 THE EXTERNAL ENVIRONMENT......Page 514 THE HR TRIAD......Page 518 WORKPLACE SAFETY HAZARDS......Page 519 OCCUPATIONAL ACCIDENTS......Page 520 OCCUPATIONAL INJURIES......Page 521 OCCUPATIONAL ILLNESSES......Page 523 HAZARDS TO MENTAL HEALTH......Page 524 WORKPLACE STRESSORS......Page 525 JOB BURNOUT......Page 527 MEASURING AND MONITORING SAFETY......Page 528 ACCIDENT PREVENTION......Page 529 INJURY PREVENTION......Page 531 VIOLENCE PREVENTION......Page 533 INTERVENTIONS TO PROMOTE AND IMPROVE EMPLOYEE HEALTH AND WELL-BEING......Page 534 ILLNESS PREVENTION......Page 535 WELLNESS PROGRAMS......Page 536 EMPLOYEE ASSISTANCE PROGRAMS......Page 540 STRESS MANAGEMENT......Page 541 ASSESSING INTERVENTION EFFECTIVENESS......Page 542 PRIVACY......Page 543 DEALING WITH THE USE OF MARIJUANA......Page 544 CHAPTER SUMMARY WITH LEARNING GOALS......Page 545 PROJECTS TO EXTEND YOUR LEARNING......Page 546 CASE STUDY: WHO’S THERE ON THE LINE?......Page 549 CHAPTER 13: UNDERSTANDING UNIONIZATION AND COLLECTIVE BARGAINING......Page 551 FLEXIBILITY......Page 553 ATTRACTING, RETAINING, AND MOTIVATING EMPLOYEES......Page 554 UNIONIZATION AND COLLECTIVE BARGAINING WITHIN THE INTEGRATED HRM SYSTEM......Page 555 OTHER HR ACTIVITIES......Page 556 THE INTERNAL ENVIRONMENT......Page 557 UNIONS......Page 558 THE LEGAL AND POLITICAL LANDSCAPE......Page 561 THE DEMOGRAPHIC LANDSCAPE......Page 564 UNIONS......Page 566 LINE MANAGERS, HR PROFESSIONALS, AND OTHER EMPLOYEES......Page 567 ATTRACTION TO UNIONIZATION......Page 568 MANAGEMENT EFFORTS TO SATISFY EMPLOYEES AND PREVENT UNIONIZATION......Page 569 UNION EFFORTS TO INCREASE PERCEIVED UNION INSTRUMENTALITY......Page 570 UNION CERTIFICATION PROCESS......Page 571 SOLICITING EMPLOYEE SUPPORT......Page 572 ELECTION, CERTIFICATION, AND DECERTIFICATION......Page 574 THE COLLECTIVE BARGAINING PROCESS......Page 575 TYPES OF BARGAINING......Page 576 NEGOTIATING THE AGREEMENT......Page 579 ISSUES FOR NEGOTIATION......Page 582 CONFLICTS AND THEIR RESOLUTION......Page 584 CONTRACT ADMINISTRATION......Page 587 WORKER CENTERS......Page 591 THE POWER OF PUBLIC SECTOR UNIONS......Page 592 CHAPTER SUMMARY WITH LEARNING GOALS......Page 593 QUESTIONS FOR DISCUSSION AND REFLECTIVE THINKING......Page 594 PROJECTS TO EXTEND YOUR LEARNING......Page 595 CASE STUDY: THE UNION’S STRATEGIC CHOICE......Page 596 CHAPTER 14: MANAGING HUMAN RESOURCES GLOBALLY......Page 599 GROWTH......Page 601 REDUCING COSTS......Page 603 IMPROVING COMPETITIVENESS......Page 604 HR PROFESSIONALS......Page 605 LINE MANAGERS......Page 606 REGIONAL TRADE ZONES......Page 607 INTERNATIONAL ORGANIZATIONS......Page 610 THE GLOBAL LANDSCAPE AND OTHER ASPECTS OF THE EXTERNAL ENVIRONMENT......Page 611 THE SOCIO-CULTURAL LANDSCAPE......Page 612 THE POLITICAL LANDSCAPE......Page 614 THE LEGAL LANDSCAPE......Page 615 THE ECONOMIC LANDSCAPE......Page 619 THE DEMOGRAPHIC LANDSCAPE......Page 621 BUSINESS STRATEGY......Page 623 TECHNOLOGY......Page 624 COMPANY CULTURE......Page 625 OTHER RESOURCES......Page 626 NATIONAL DIFFERENCES IN SELECTION......Page 628 NATIONAL DIFFERENCES IN PERFORMANCE MANAGEMENT......Page 629 NATIONAL DIFFERENCES IN COMPENSATION AND BENEFITS......Page 630 NATIONAL DIFFERENCES IN UNIONIZATION AND COLLECTIVE BARGAINING......Page 631 MANAGING HUMAN RESOURCES GLOBALLY BY INTEGRATING ACROSS NATIONS......Page 633 INTEGRATING TALENT MANAGEMENT ACROSS NATIONS......Page 634 INTEGRATING SELECTION ACROSS NATIONS......Page 635 INTEGRATING TRAINING AND DEVELOPMENT ACROSS NATIONS......Page 637 INTEGRATING PERFORMANCE MANAGEMENT ACROSS NATIONS......Page 639 INTEGRATING COMPENSATION AND BENEFITS ACROSS NATIONS......Page 640 INTEGRATING UNIONIZATION AND COLLECTIVE BARGAINING ACROSS NATIONS......Page 641 BALANCING STANDARDIZATION AND LOCALIZATION IN RECRUITMENT AND SELECTION......Page 642 BALANCING STANDARDIZATION AND LOCALIZATION IN COMPENSATION AND BENEFITS......Page 643 THE END OF GLOBALIZATION?......Page 644 SAFETY AND SECURITY FOR EMPLOYEES ABROAD......Page 646 CHAPTER SUMMARY WITH LEARNING GOALS......Page 647 TERMS TO REMEMBER......Page 648 PROJECTS TO EXTEND YOUR LEARNING......Page 649 ENDNOTES......Page 651 NAME INDEX......Page 705 ORGANIZATIONS INDEX......Page 720 SUBJECT INDEX......Page 723