组织人员配置
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北京通州
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作者赫伯特·赫尼曼
出版社中国人民大学出版社
ISBN9787300204048
出版时间2014-12
版次1
装帧平装
开本16开
纸张胶版纸
页数556页
字数99999千字
定价69元
上书时间2024-05-08
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基本信息
书名:组织人员配置
定价：69.00元
作者:赫伯特·赫尼曼
出版社：中国人民大学出版社
出版日期：2014-12-01
ISBN：9787300204048
字数：1016000
页码：556
版次：7
装帧：平装
开本：大16开
商品重量：
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内容提要
本书是一本英文影印版教材，原著是美国一本经典的人员配置教材。本书创建了一个组织人员配置的模型，并基于这个模型构建了本书的框架。全书共分为6篇14章。第Ⅰ篇对人员配置给出了明确的定义，即人员配置是一项涉及获取、安置和保留劳动力的关键组织职能，对组织整体的效能具有十分重要的作用。第Ⅱ篇论述了法律遵从、规划和工作分析等与人员配置有关的支持性活动。第Ⅲ～Ⅴ篇是全书的重点，论述了人员配置的三大核心活动，包括人员招募、选拔和雇用。第Ⅵ篇论述人员配置系统和人员留任管理。各章末设有小结、讨论题、伦理议题、练习与案例以及丰富的参考文献，方便读者复习、应用和做进一步的研究。本书非常适合用作高校本科生、研究生双语教学教材，也适合研究者及其他感兴趣的读者阅读参考。
目录
Co ntentsPart OneThe Nature of Staffing 3Chapt er OneStaffing Models and Strategy 5Learning Objectives and Introduction 6Learning Objectives 6Introduction 6The Nature of Staffing 7The Big Picture 7Definition of Staffing 8Implications of Definition 8Staffing System Examples 12Staffing Models 14Staffing Quantity: Levels 14Staffing Quality: Person/Job Match 15Staffing Quality: Person/OrganizatioMatch 17Staffing System Components 19Staffing Organizations 21Staffing Strategy 25Staffing Levels 25Staffing Quality 30Staffing Ethics 31Plan for the Book 34Summary 35Discussion Questions 36Ethical Issues 37Applications 37Staffing for Your Own Job 37Staffing Strategy for a New Plant 38Tanglewood Stores Case 40The Situation 40Your Tasks 40Endnotes 40Part TwoSupport Activities 43Chapt er TwoLegal Compliance 45Learning Objectives and Introduction 47Learning Objectives 47Introduction 47The Employment Relationship 48Employer–Employee 48Independent Contractors 50Temporary Employees 50Laws and Regulations 51Need for Laws and Regulations 52Sources of Laws and Regulations 53EEO/AA Laws: General Provisions andEnforcement 54General Provisions 55hen12680_FM_i-xviii.indd 11 3/30/11 9:22 AMi ContentsEnforcement: EEOC 57Enforcement: OFCCP 64EEO/AA Laws: Specific StaffingProvisions 64Civil Rights Acts (1964, 1991) 64Age Discrimination in Employment Act(1967) 67Americans With Disabilities Act (1990,2008) 68Genetic Information Nondiscrimination Act(2008) 72Rehabilitation Act (1973) 72Executive Order 11246 (1965) 73Other Staffing Laws 73Federal Laws 73State and Local Laws 76Civil Service Laws and Regulations 77Legal Issues in Remainder of Book 78Summary 80Discussion Questions 80Ethical Issues 81Applications 81Age Discrimination in a Promotion? 81Disparate Impact: What Do the StatisticsMean? 83Endnotes 83Chapt er Thre ePlanning 85Learning Objectives and Introduction 87Learning Objectives 87Introduction 87External Influences 88Economic Conditions 88Labor Markets 89Technology 94Labor Unions 95Human Resource Planning 95Process and Example 95Initial Decisions 98Forecasting HR Requirements 100Forecasting HR Availabilities 103Reconciliation and Gaps 112Staffing Planning 114Staffing Planning Process 114Core Workforce 117Fleble Workforce 120Outsourcing 123Diversity Planning 125Demography of the AmericaWorkforce 125Business Case for Diversity 126Planning for Diversity 127Legal Issues 128Affirmative Action Plans 128Legality of AAPs and DiversityPrograms 133EEO and Temporary Workers 136Summary 136Discussion Questions 137Ethical Issues 138Applications 138Markov Analysis and Forecasting 138Deciding Whether to Use FlebleStaffing 139Tanglewood Stores Case 141The Situation 141Your Tasks 141Endnotes 141Chapt er FourJob Analysis and Rewards 145Learning Objectives and Introduction 146Learning Objectives 146Introduction 146Changing Nature of Jobs 147Job Requirements Job Analysis 149Overview 149Job Requirements Matrix 150Job Descriptions and JobSpecifications 162Collecting Job RequirementsInformation 164hen12680_FM_i-xviii.indd 12 3/30/11 9:22 AMContents iiCompetency-Based Job Analysis 174Nature of Competencies 174Collecting Competency Information 178Job Rewards 179Types of Rewards 180Employee Value Proposition 180Collecting Job Rewards Information 181Job Analysis for Teams 187Legal Issues 188Job Relatedness and Court Cases 188Essential Job Functions 189Summary 193Discussion Questions 194Ethical Issues 194Applications 194Conducting a Job Requirements or JobRewards Job Analysis 194Maintaining Job Descriptions 195Endnotes 196Part Thre eStaffing Activities: Recruitment 201Chapt er F iveExternal Recruitment 203Learning Objectives and Introduction 205Learning Objectives 205Introduction 205Recruitment Planning 206Organizational Issues 206Administrative Issues 207Recruiters 214Strategy Development 215Open Versus Targeted Recruitment 215Recruitment Sources 217Recruiting Metrics 233Searching 237Communication Message 237Communication Medium 242Applicant Reactions 248Reactions to Recruiters 249Reactions to the Recruitment Process 249Reactions to Diversity Issues 250Transition to Selection 251Legal Issues 252Definition of a Job Applicant 252Affirmative Action Programs 254Electronic Recruitment 255Job Advertisements 257Fraud and Misrepresentation 257Summary 258Discussion Questions 259Ethical Issues 259Applications 260Improving a College RecruitmentProgram 260Internet Recruiting 262Tanglewood Stores Case 263The Situation 263Your Tasks 263Endnotes 264Chapt er S ixInternal Recruitment 271Learning Objectives and Introduction 272Learning Objectives 272Introduction 272Recruitment Planning 273Organizational Issues 273Administrative Issues 278Timing 279Strategy Development 281Closed, Open, and HybridRecruitment 281Recruitment Sources 285Recruiting Metrics 292Communication Message and Medium 294Communication Message 294Communication Medium 295Applicant Reactions 296Transition to Selection 296hen12680_FM_i-xviii.indd 13 3/30/11 9:22 AMv ContentsLegal Issues 297Affirmative Action ProgramsRegulations 297Bona Fide Seniority Systems 298The Glass Ceiling 299Summary 303Discussion Questions 304Ethical Issues 305Applications 305Recruitment in a Changing Internal LaborMarket 305Succession Planning for a CEO 306Endnotes 307Part FourStaffing Activities: Selection 311Chapt er S eveMeasurement 313Learning Objectives and Introduction 315Learning Objectives 315Introduction 315Importance and Use of Measures 316Key Concepts 316Measurement 317Scores 320Correlation Between Scores 323Quality of Measures 327Reliability of Measures 328Validity of Measures 335Validation of Measures in Staffing 337Validity Generalization 346Staffing Metrics and Benchmarks 348Collection of Assessment Data 349Testing Procedures 350Acquisition of Tests and Test Manuals 351Professional Standards 352Legal Issues 353Determining Adverse Impact 353Standardization 355Best Practices 356Summary 357Discussion Questions 358Ethical Issues 358Applications 359Evaluation of Two New AssessmentMethods for Selecting TelephoneCustomer Service Representatives 359Conducting Empirical Validation andAdverse Impact Analysis 361Tanglewood Stores Case I 364The Situation 364Your Tasks 364Tanglewood Stores Case II 365Adverse Impact 365Endnotes 365Chapt er Ei ghtExternal Selection I 369Learning Objectives and Introduction 370Learning Objectives 370Introduction 370Preliminary Issues 370The Logic of Prediction 371The Nature of Predictors 373Development of the Selection Plan 374Selection Sequence 376Initial Assessment Methods 377Résumés and Cover Letters 377Application Blanks 381Biographical Information 388Reference and Background Checks 392Initial Interview 398Choice of Initial Assessment Methods 400Legal Issues 405Disclaimers 405Reference Checks 406Background Checks: Credit andCriminal 406Preemployment Inquiries 408hen12680_FM_i-xviii.indd 14 3/30/11 9:22 AMContents xvBona Fide OccupationalQualifications 410Summary 416Discussion Questions 417Ethical Issues 417Applications 417Reference Reports and Initial Assessment ia Start-Up Company 417Developing a Lawful ApplicatioBlank 419Endnotes 421Chapt er Nin eExternal Selection II 425Learning Objectives and Introduction 426Learning Objectives 426Introduction 426Substantive Assessment Methods 427Personality Tests 427Ability Tests 434Emotional Intelligence Tests 443Performance Tests and Work Samples 445Situational Judgment Tests 449Integrity Tests 452Interest, Values, and PreferenceInventories 455Structured Interview 457Choice of Substantive AssessmentMethods 468Discretionary Assessment Methods 471Contingent Assessment Methods 472Drug Testing 472Medical Exams 478Legal Issues 479Uniform Guidelines on Employee SelectioProcedures 479Selection Under the Americans WithDisabilities Act 481Drug Testing 485Summary 486Discussion Questions 487Ethical Issues 487Applications 487Assessment Methods for the Job of HumaResources Director 487Choosing Among Finalists for the Job ofHuman Resources Director 490Tanglewood Stores Case 491The Situation 491Your Tasks 491Endnotes 492Chapt er T eInternal Selection 503Learning Objectives and Introduction 505Learning Objectives 505Introduction 505Preliminary Issues 506The Logic of Prediction 506Types of Predictors 507Selection Plan 507Initial Assessment Methods 508Talent Management/SuccessioSystems 508Peer Assessments 509Self-Assessments 511Managerial Sponsorship 512Informal Discussions andRecommendations 513Choice of Initial Assessment Methods 513Substantive Assessment Methods 515Seniority and Experience 515Job Knowledge Tests 517Performance Appraisal 518Promotability Ratings 519Assessment Centers 520Interview Simulations 526Promotion Panels and Review Boards 527Choice of Substantive AssessmentMethods 527Discretionary Assessment Methods 529hen12680_FM_i-xviii.indd 15 3/30/11 9:22 AMxvi ContentsLegal Issues 529Uniform Guidelines on Employee SelectioProcedures 529The Glass Ceiling 530Summary 531Discussion Questions 532Ethical Issues 532Applications 532Changing a Promotion System 532Promotion From Within at CitrusGlen 533Endnotes 535Part F iveStaffing Activities: Employment 539Chapt er El eveDecision Making 541Learning Objectives and Introduction 543Learning Objectives 543Introduction 543Choice of Assessment Method 544Validity Coefficient 544Face Validity 545Correlation With Other Predictors 545Adverse Impact 546Utility 546Determining Assessment Scores 551Single Predictor 551Multiple Predictors 551Hiring Standards and Cut Scores 557Description of the Process 557Consequences of Cut Scores 558Methods to Determine Cut Sco
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