Human Resource Management
Second Edition
by Robert N. Lussier and John R. Hendon
Instructor Resources
SAGE Journal Articles
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Chapter 1. The New Human Resource Management Process
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Article 1
Topics in this article:
- The use of Strategic Human Resource Management (SHRM) as a context for talent management practices in high performing work organizations.
- What effect does talent management have on high performing work organizations?
- The Talent Matrix using the Nine Box Method.
- Proactive Talent approach and its applications.
Article 2
Topics in this article:
- This study explores the role of human resource specialists in the handling of employee grievances.
- The role of HR staff in grievance processes can be ill-defined and shows wide variation, causing problems for both line managers and employees.
Article 3
Topics in this article:
- This article puts public sector contracting and its effects in a larger historical, political, and democratic context by (a) reviewing the American propensity for market-based solutions (including contracting) to government problems.
- A variety of socioeconomic, political, and policy factors have increased the allure of nongovernmental market-based approaches such as contracting to governments at all levels.
Chapter 2. Strategy-Driven Human Resource Management
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Article 1
Topics in this article:
- The emergence of change management as a service offering of major consulting firms.
- The authors compare change management with traditional organizational development (OD) in terms of theory.
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Article 2
Topics in this article:
- Organizational Memory Studies (OMS) is limited by its managerialist, presentist preoccupation with the utility of memory for knowledge management.
- The dominant model of memory in OMS is that of a storage bin. Taking a social constructionist, collectivist approach to social remembering in organizations allows connections to be made between memory and other research programs, such as organizational culture studies.
Chapter 3. The Legal Environment and Diversity Management
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Article 1
Topics in this article:
- Accountability has become a hot topic in federal HRM. The authors describe how downsized, reinvented Government places a great demand on line managers both to comply with personnel laws and to achieve excellent results from their management of people.
- There has been no common understanding of what accountability is, let alone any clear idea of how to measure it.
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Article 2
Topics in this article:
- Lesbian, Gay, Bisexual, and Transgender (LGBT) issues represent an emergent subtopic within the broader framework of diversity. The field of HRD has begun to include broader discussions and explorations in topics of diversity
- The article begins with a discussion of queer theory. It then surveys employment laws that protect LGBT people around the world.
Chapter 4. Matching Employees and Jobs – Job Analysis and Design
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Article 1
Topics in this article:
- This article describes how job analysis, a method commonly used in personnel research and organizational psychology, provides a systematic method for documenting program staffing and service delivery that can improve evaluators’ knowledge about program operations.
- Job analysis can be integrated into traditional evaluation activities and the benefits of this addition will be significant.
Article 2
Topics in this article:
- The authors contend there has been little focused research on the psychometric properties of the job analysis ratings used to determine job content.
- In the current study, task importance ratings for a single job are examined to determine whether rater experience and race have significant effects on job performance strategy and job perspectives, as measured by job analysis ratings.
Chapter 5. Recruiting Job Candidates
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Article 1
Topics in this article:
- Discussion of effective practices for recruiting better candidates for teaching.
- Considerable evidence exists that the teaching profession has profited from Career Days to recruit teachers.
Article 2
Topics in this article:
- Many public sector agencies have discovered the Internet is vital to recruiting qualified candidates in today’s fast-paced job market.
- Exchanging the more rigid traditional forms of written testing for the speed and flexibility of an Internet-based test was not a difficult choice. The transition to online testing continues to be a learning experience for human resources.
Chapter 6. Selecting New Employees
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Article 1
Topics in this article:
- The main findings suggest that selection decision making is characterized by ongoing practical deliberation involving four interrelated discursive processes: assembling versions of the candidates; establishing the versions of the candidates as factual; reaching selection decisions; and using selection tools as sensemaking devices.
- By choosing the right employees, organizations improve their abilities to realize strategic objectives and manage future challenges. Although employee selection is considered key for organizations, existing research has usually paid little attention to how selection decision making takes place in real-life situations
Article 2
Topics in this article:
- This paper reviews problems with personality as a predictor of employee selection by identifying circumstances under which personality measures are most likely to be useful.
- Criticisms of personality testing in selection have included: poor criterion related validity, potential faking by applicants, unfairness, and invasion of privacy. Criticisms of personality testing in selection have included: poor criterion related
Chapter 7. Training, Learning, Talent Management and Development
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Article 1
Topics in this article:
- An important part of management development (MD) is experiential learning processes in the workplace.
- The informal, intangible, and spontaneous nature of experiential learning has made these methods difficult to research—and difficult to monitor for organizations. The article provides a theoretical background for experiential learning in the workplace.
Article 2
Topics in this article:
- The effects of training in Universal Design for Learning (UDL) on lesson plan development of special and general educators in a college classroom environment were investigated. A true experimental group design with a control group was used for this study.
- A three-factor analysis of variance with repeated measures was completed for each of the dependent variables. Differences were found between pretest and posttest measures for both treatment groups for special education and general education teachers.
Chapter 8. Performance Management and Appraisal
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Article 1
Topics in this article:
- Performance appraisal interviews play a crucial role in internal communication. Most of the research on performance appraisal interviews has focused on strategic aims and interview design, but less attention has been given to the way in which performance appraisal interviews actually take place.
- In this study, the focus was to investigate how one of the crucial and most delicate activities in performance appraisal interviews, namely, giving critical feedback, is conducted. In particular, the way critical feedback is given is predominantly through negative assessments. The results indicate that there is an orientation to critical feedback as a socially problematic action despite the institutional character of the talk. Moreover, it can be seen that the more the supervisor shows an orientation to negative assessments as being socially problematic, the more difficult it becomes for the employee to deal with negative assessments.
Article 2
Topics in this article:
- In this field study it was determined that a manager’s implicit person theory (IPT; i.e., extent of assumption that people can change) predicted employees’ perceptions of the procedural justice with which their last performance appraisal was conducted.
- These procedural justice perceptions in turn predicted employees’ organizational citizenship behavior, as partially mediated by their organizational commitment.
Chapter 9. Rights and Employee Management
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Article 1
Topics in this article:
- The proliferation of the use and forms of social media in the past five years has been extensive and governments are seeking to capture its power as a communication and engagement resource. Meanwhile, governments struggle to create appropriate, legal, and meaningful policies related to employee usage and behavior.
- Social media policies are analyzed with attention to the rights of employees. Content analysis of state government policies provides an overview of the current state of practice and highlights issues of public employee rights. The article includes a discussion of key issues of employee rights, recommendations for practice, and identifies future research needs.
Article 2
Topics in this article:
- This study looks at the employment issues of AIDS, employer rights, employee privacy rights, and how those views relate to management's opinions on the discharge of and refusal to hire AIDS victims. The results indicate a strong understanding, on the part of one hospitality management group, of the legal constraints affecting their employment rights in the areas of collective bargaining, sex, race, and religious discrimination, as well as a strong and positive correlation between such legal constraints and acknowledgment of an employee right to privacy in all areas with the exception of AIDS disclosure.
- The results suggest a continued misunderstanding of the disease and the inclination to view the AIDS victim as a threat to co-workers and the food operation itself.
Chapter 10. Employee and Labor Relations
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Article 1
Topics in this article:
- In determining the future for 175,000 excepted civil servants, the new Department of Homeland Security (DHS) human resources management (HRM) system must accommodate more than 20 different bargaining units representing many DHS employees.
- The article assesses the political challenges and opportunities involved and advocates four strategic change areas: (a) removing delay from the labor-management weapons arsenal, (b) reengineering the dispute process, (c) depoliticizing the labor relations and impasse regulators, and (d) rediscovering relationships in federal labor-management relations.
Article 2
Topics in this article:
- In the absence of reform, many U.S. labor unions try to avoid the NLRA process altogether by organizing workers outside the confines of the law.
- A substantial body of literature documents the perils of the low-wage labor market in The contemporary United States. These include falling wages, rising insecurity, and an epidemic of underground and illegal employment in blue- and pink-collar occupations in particular. While almost all low-wage workers are at risk of abuse by unscrupulous employers, undocumented workers are particularly vulnerable, and the most comprehensive study undertaken to date thus identified a “high prevalence of workplace violations among unauthorized immigrants” in the country’s largest cities
Chapter 11. Compensation Management
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Article 1
Topics in this article:
- According to certain thought leaders, the research–practice gap in compensation management is an important issue, but our ability to understand and make final judgments about it is hindered because important pieces of information are missing.
- This article explains why it is difficult to assess the gap’s seriousness in the current state of knowledge.
Article 2
Topics in this article:
- Over the past few years, there has been a surge of interest in pay for performance. More HR executives are placing pay-for-performance technologies—systems that successfully automate and link compensation management with employee performance management—at the top of their priority list.
- Establishing pay for performance effectively has always been the hard part. An effective pay-for-performance strategy requires that two processes—compensation management and performance management—not only function well separately but also operate together in an integrated way. Compensation management cannot fully realize its potential without accurate assessments of individual employee performance—assessments that properly come from a performance management system—and performance management cannot fully realize its potential without a well-administered compensation system.
Chapter 12. Incentive Pay
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Article 1
Topics in this article:
- This study examines an incentive pay system designed for professional employees in the public sector. During a two-year trial period, 73.6 percent of the subjects reached production goals and earned the maximum pay (10 percent above base). Despite the employees' ability to attain maximum earnings, only a slight majority expressed a desire for continuation of the incentive pay program.
- Examination of survey responses indicates that those earning the maximum were the least likely to favor continuation of the program. This study uses multiple discriminant analysis to identify respondent characteristics exerting the greatest influence on their acceptance of this incentive pay system. Implications for designing pay for performance plans for professionals are discussed.
Article 2
Topics in this article:
- A prominent New England jewelry manufacturer decided to grow their business by developing a more flexible, broadly skilled, and committed workforce. The company had 12 pay grades and a fixed hourly rate for each employee.
- This article explains how the company achieved their desired outcomes by adopting a continuous process improvement program.
Chapter 13. Employee Benefits
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Article 1
Topics in this article:
- This article considers potential conflicts between the principles of equity, equality. and need in perceptions of fairness regarding employee benefits, based on self-interest bias, and makes specific predictions regarding perceptions of distributive justice in specific benefit plans. It includes predictions regarding perceptions of procedural justice.
- A survey of 497 employees in seven Canadian organizations tested the predictions. Findings indicate that need is still an important criterion for assessing distributive justice in employee benefits, although the survey also found evidence of self-interest bias. Perceptions of procedural justice were found to be significantly higher in plans with extensive communication and employee participation in plan design.
Article 2
Topics in this article:
- The purpose of this study was to examine the role between family-friendly employee benefits programs (FFEBPs) and organizational commitment and employee motivation (self-efficacy) among a sector of municipal employees.
- Three hundred forty-seven local government professionals completed an online survey that was used to measure the variables of interest. Results found significant mean differences of employees’ job self-efficacy and organizational commitment levels between agencies with work–family stress management FFEBPs and agencies without these programs.
Chapter 14. Workplace Safety, Health, and Security
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Article 1
Topics in this article:
- Written signs are commonly used in industrial sites to provide hazard warnings and safety information. The use of safety symbols and pictorials may increase the effectiveness of safety communication, however, because such signs are language-free, and because they can be recognized more rapidly and accurately even under some conditions of interference and distraction. The effectiveness of safety symbols critically depends upon the selection.
- A three-phase evaluation of a set of selected workplace symbols was conducted to determine the effectiveness of hazard warnings.
Article 2
Topics in this article:
- Workplace safety training programs initiated by unions have gained strength and numbers over the past ten years. Union-initiated peer training offers a new twist on joint labor-management health and safety programs, which have become an important area of labor-management cooperation. Peer trainers play a major role in the new partnerships, as management learns how effectively workers function as trainers who speak directly to worker interests.
- This article describes a program of cooperation between a large international union, a university labor center, and companies where members of the union developed and taught workplace safety courses. Results of a survey to quantify workplace impact of the training program are reported.
Chapter 15. Organizational Ethics, Sustainability and
Social Responsibility
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Article 1
Topics in this article:
- This article proposes a theoretical model linking human resource development (HRD), corporate social responsibility (CSR), corporate sustainability (CS), and business ethics. The model development uses relational theory of power and practice.
- The model suggests that CSR, CS, and ethics are parts of the same organizational subsystem, shaped by a complex interaction between human capital, individual moral development, organizational practices and culture, and external situational factors.
Article 2
Topics in this article:
- This article analyzes the extent to which Australian and New Zealand marketing educators use dedicated or stand-alone courses to equip students with alternative views of business.
- This study reports a lower proportion of universities requiring students to take a course dedicated to society and environmental issues than previous studies have. Only 27% of universities in Australia required students to take a dedicated ethics, social responsibility, and/or sustainability course. Only 8% of universities offered a dedicated core marketing ethical or social responsibility course. There is considerable room for improvement in Australia and New Zealand if universities are to equip their students with the skills, knowledge, and ideas to benefit themselves, the organizations they choose to work for, and society as a whole.
Chapter 16. Global Issues for Human Resource Managers
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Article 1
Topics in this article:
- This qualitative study examines the role of international experience in the transformative learning of educators as it relates to professional development in a higher education context. It also investigates how the learning productions of these experiences were transferred to the participants’ home country.
- The results suggest that the transformative learning of the educators was reflected in three themes: changes in personal and professional attitudes, experiencing a new classroom environment that included different students’ learning style and unfamiliar classroom behavior, and broadening of participants’ global perspectives
Article 2
Topics in this article:
- As institutions of higher education adopt more global learning initiatives to improve global competencies and increase global citizenship among their students, the creative implementation of intercultural exchanges is critical.
- The virtual classroom is designed to address global competencies in the areas of knowledge, empathy, acceptance, foreign language ability, and intercultural teamwork. This article outlines the project history, specific class activities, challenges faced in implementation, and recommendations for modifying a future course and for adaptation at other universities