Managing Human Resources, 19th Edition
Scott Snell and Shad Morris
Contents
Part 1 Human Resources Management in Perspective
Chapter 1 The Opportunities and Challenges of Human Resources
Management 2
1.1 Why Should You Study Human Resources Management? Will It Pay Off? 3
1.1a Human Capital and Organizational Culture 4
1.2 Strategic and Global Challenges 6
1.2a Responding Strategically to Changes and Disruptions in the Marketplace 6
1.2b Competing, Recruiting, and Staffing Globally 8
1.2c Setting and Achieving Corporate Social
Responsibility and Sustainability Goals 10
1.3 Technology Challenges 11
Highlights in HRM 1: SHRM Code of Ethical and Professional Standards
in Human Resource Management 12
1.4 Productivity and Cost Challenges 17
1.4a Maximizing Productivity 17
Highlights in HRM 2: Factors to Consider When Evaluating a Human
Resources Information System 18
1.4b Managing the Size of the Workforce 19
1.4c Managing Pay and Benefits 20
1.5 Employee Challenges 21
1.5a Responding to the Demographic and Diversity Challenges of the Workforce 21
1.5b Educational Shifts Affecting the Workforce 26
1.5c Adapting to Cultural and Societal Changes Affecting the Workforce 27
1.6 The Role HR Managers Play and Their Partnership with Other Managers 30
1.6a Responsibilities of Human Resource Managers 32
1.6b Competencies Human Resource Managers Require 32
Summary 33
Key Terms 35
Discussion Questions 35
Case Study 1: New HR Strategy Makes Lloyd’s a “Best Company” 35
Case Study 2: Shell’s Top Recruiter Takes His Cues from Marketing 36
Notes and References 37
Chapter 2 Strategy and Human Resource Planning 40
2.1 Strategic Planning and Human Resource Planning 41
2.1a Strategic Planning and HR Planning: Linking the Processes 42
2.2 Step One: Mission, Vision, and Values 43
2.2a Developing a Mission Statement 44
2.2b HR’s Role in Establishing and Reinforcing a Firm’s Mission, Vision, and Values 44
2.3 Step Two: External Analysis 45
2.3a The Business Environment 45
2.3b The Competitive Environment 47
2.3c HR’s External Analysis 50
Highlights in HRM 1: HRM Metrics 52
2.4 Step Three: Internal Analysis 53
2.4a Core Capabilities 53
2.4b Sustaining a Competitive Advantage through People 54
2.4c Types of Talent and Their Composition
in the Workforce 54
2.4d Corporate Culture 56
2.4e Forecasting 57
Highlights in HRM 2: HR Planning and Strategy Questions to Ask
Business Managers 60
2.4f Assessing a Firm’s Human Capital Readiness: Gap Analysis 62
Highlights in HRM 3: Succession-Planning Checklist 63
2.5 Step Four: Formulating a Strategy 64
2.5a Corporate Strategy 65
2.5b Business Strategy 66
2.5c HR Strategy 68
2.6 Step Five: Executing a Firm’s Strategy 68
2.6a HR’s Role in Strategy Execution 70
2.7 Step Six: Evaluation 71
2.7a Evaluating a Firm’s Strategic Alignment 71
Summary 74
Key Terms 75
Discussion Questions 75
HRM Experience: Customizing HR for Different Types of Human Capital 76
Case Study 1: How a Strategy Change Led to Nike’s Formation 76
Case Study 2: Domino’s Tries to Get Its Strategic Recipe Right 77
Notes and References 79
Appendix: Calculating Employee Turnover and Absenteeism 81
A.1 Employee Turnover Rates 81
A.1a Computing the Turnover Rate 81
A.1b Determining the Costs of Turnover 82
A.2 Employee Absenteeism Rates 82
A.2a Computing Absenteeism Rates 82
Highlights in HRM 4: Costs Associated with the Turnover of One Computer Programmer 83
A.2b Comparing Absenteeism Data 83
A.2c Costs of Absenteeism 83
A.2d Absenteeism and HR Planning 84
Part 2 Meeting Human Resources Requirements
Chapter 3: Equal Employment Opportunity and Human Resources
Management 86
3.1 Historical Perspective on EEO Legislation 88
3.1a Changing National Values 88
3.1b Early Legal Developments 89
3.2 Government Regulation of Equal Employment Opportunity 89
3.2a Major Federal Laws 90
Highlights in HRM 1: Test Your Knowledge of Equal
Employment Opportunity Law 91
3.2b Other Federal Laws and Executive Orders 99
3.2c Fair Employment Practice Laws 101
3.3 Other Equal Employment Opportunity Issues 101
3.3a Sexual Harassment 101
Highlights in HRM 2: Questions Used to Audit Sexual Harassment in the Workplace 102
3.3b Sexual Orientation 103
3.3c Immigration Reform and Control 105
3.3d Emerging Employment Discrimination Issues 105
3.4 Uniform Guidelines on Employee Selection Procedures 107
3.5 Enforcing Equal Employment
Opportunity Legislation 109
3.5a Record-Keeping and Posting Requirements 109
Highlights in HRM 3: EEOC Poster Supplement for 2016 110
3.5b Processing Discrimination Charges 111
3.5c Preventing Discrimination Charges 112
3.6 Affirmative Action and Diversity Management 112
Highlights in HRM 4: Basic Steps in Developing an Effective Affirmative Action Program 114
3.6a Court Decisions 114
3.6b Beyond Affirmative Action: Leveraging Diversity 115
Highlights in HRM 5: Embracing Diversity and Leveraging
Employee Differences 117
Summary 117
Key Terms 118
Discussion Questions 118
Case Study 1: Going to the Dogs 119
Case Study 2: Misplaced Affections: Discharge for Sexual Harassment 120
HRM Experience: Sexual Harassment: A Frank Discussion 121
Notes and References 122
Appendix: Determining Adverse Impact 125
A.1 The Four-Fifths Rule 125
Chapter 4: Job Analysis and Job Design 126
4.1 What Is a Job Analysis and How Does It Affect Human Resources Management? 128
4.1a Major Parts of the Job Analysis 130
Highlights in HRM 1: Job Analysis Interview Questions 131
4.2 Sources of Job Analysis Information 132
4.2a Controlling the Accuracy of the Job Data Collected 132
4.2b Other Sources of Job Analysis Information 132
4.2c Parts of a Job Description 135
Highlights in HRM 2: An Example of a Job Description 137
4.2d Writing Clear and Specific Job Descriptions 138
4.3 Job Design 138
4.3a Industrial Engineering 139
4.3b Ergonomics 140
4.3c Enrichment 141
4.3d Empowerment 142
Highlights in HRM 3: Empowered Employees Achieve Results 143
4.4 Employee Teams and Flexible Work Schedules 144
4.4a Employee Teams 144
4.4b Flexible Work Arrangements 149
Summary 151
Key Terms 152
Discussion Questions 152
HRM Experience: Establishing Ground Rules for a Team’s Success 153
Case Study 1: The Zappos Experiment 153
Case Study 2: Apple’s Design Team 155
Notes and References 157
Part 3 Developing Effectiveness in Human Resources
Chapter 5 Expanding the Talent Pool: Recruitment and Careers 160
5.1 Business Strategies and Their Link to Strategic Recruiting 161
5.1a Elements of a Recruiting Strategy 161
Highlights in HRM 1: Marriott’s Recruitment Principles: Living up to
the Employment Brand 164
5.2 External and Internal Recruiting Methods 167
5.2a External Recruiting Methods 167
Highlights in HRM 2: Making Employee Referral Programs Work 172
Highlights in HRM 3: Making Your Internship Program a Success 175
Highlights in HRM 4: Is a Worker an Independent Contractor—or Not? 177
5.2b Internal Recruiting Methods 177
5.3 Improving the Effectiveness of Recruiting 180
5.3a Using Realistic Job Previews 180
5.3b Surveys and Employee Profiles 181
5.3c Recruiting Metrics 181
5.3d Retention: How Do We Keep Our Talent? 183
5.4 Career Management: Developing Talent over Time 184
5.4a The Goal: Matching the Needs of the Organization
to the Needs of Employees 185
5.4b Identifying Career Opportunities and Requirements 187
Highlights in HRM 5: Career Path of Jeff Bezos, Founder
of Amazon.com 190
5.4c Career Development Initiatives 191
Highlights in HRM 6: Myths about Mentors 193
Highlights in HRM 7: Establishing a Relationship
with a Mentor 194
5.5 Developing a Diverse and Inclusive Talent Pool 195
5.5a Women 195
5.5b Minorities 197
5.5c People Who Are Disabled 198
5.5d Veterans 198
Highlights in HRM 8: Tips for Enhancing a Firm’s Diversity 199
5.5e Older Employees 200
Summary 201
Key Terms 202
Discussion Questions 202
HRM Experience: Career Management 203
Case Study 1: A Life-Cycle Approach to Talent 203
Case Study 2: Homegrown Talent: Mary Barra Rises to GM’s Top Post 204
Notes and References 204
Appendix: Personal Career Development 208
A.1 Developing Personal Skills and Competencies 208
Highlights in HRM 9: “Must Have” Career Competencies 209
A.2 Choosing a Career 209
A.3 Self-Evaluation 210
A.3a Interest Inventories 210
A.3b Informational Interviews, Job Shadowing, and Internships 210
A.4 Choosing an Employer 211
A.5 Consider the Boundaryless Career 211
Highlights in HRM 10: Questions to Ask Yourself before You Accept a Job 212
A.6 Keeping Your Career in Perspective 212
A.6a Developing Off-the-Job Interests 212
A.6b Balancing Marital and/or Family Life 213
A.6c Planning for Retirement 213
Key Terms 213
Notes and References 214
Chapter 6 Employee Selection 216
6.1 Overview of the Selection Process 217
6.1a Begin with a Job Analysis 218
6.1b Steps in the Selection Process 218
6.1c Obtaining Reliable and Valid Information 218
6.2 Initial Screening 219
6.2a Initial Screening Methods 219
Highlights in HRM 1: What to Include—and Not to Include—on a Job
Application Form 223
6.3 Employment Interviews 223
6.3a Types of Interviews 224
Highlights in HRM 2: Sample Situational Interview Question 226
6.3b Methods for Administering Interviews 226
Highlights in HRM 3: Hiring Managers Reveal Mistakes Candidates
Make during Job Interviews 227
6.3c Diversity Management: Could Your Questions
Get You into Legal Trouble? 228
6.4 Post-Interview Screening 228
6.4a Reference Checks 228
Highlights in HRM 4: Appropriate and Inappropriate Interview Questions 229
Highlights in HRM 5: Sample Reference-Checking Questions 230
6.4b Background Checks 230
6.5 Preemployment Tests 231
6.5a Types of Tests 233
6.5b Determining the Validity of Tests 238
6.6 Reaching a Selection Decision 240
6.6a Summarizing Information about Applicants 241
6.6b Decision-Making Strategy 242
6.6c Final Decision 244
Summary 245
Key Terms 246
Discussion Questions 246
HRM Experience: Designing Selection Criteria and Methods 247
Case Study 1: Job Candidate Assessment Tests Go Virtual 247
Case Study 2: Pros and Cons of Cleaning up the “Resu-mess” 248
Notes and References 249
Chapter 7: Training and Development 254
7.1 The Scope of Training 255
7.1a A Strategic Approach to Training 256
7.2 Phase 1: Conducting the Needs Assessment 257
7.2a Organization Analysis 258
7.2b Task Analysis 259
7.2c Person Analysis 260
7.3 Phase 2: Designing the Training Program 260
7.3a Developing Instructional Objectives 260
Highlights in HRM 1: A Competency Assessment for a
Managerial Position 261
7.3b Assessing the Readiness and Motivation of Trainees 261
7.3c Incorporating Effective Principles of Learning 262
7.3d Characteristics of Instructors 265
7.4 Phase 3: Implementing the Training Program—Training
Delivery Methods 266
7.5 Additional Training and Development Programs 275
7.5a Orientation and Onboarding 275
Highlights in HRM 2: Checklist for Orienting New Employees 276
7.5b Basic Skills Training 277
7.5c Team Training 277
7.5d Cross-Training 279
7.5e Ethics Training 279
7.5f Diversity and Inclusion Training 280
7.6 Phase 4: Evaluating the Training Program 281
7.6a Criterion 1: Reactions 281
7.6b Criterion 2: Learning 282
7.6c Criterion 3: Behavior 282
7.6d Criterion 4: Results (Return on Investment) 282
Highlights in HRM 3: Benchmarking HR Training 284
Summary 284
Key Terms 285
Discussion Questions 285
HRM Experience: Training and Learning Principles 286
Case Study 1: Whirlpool Mixes up Its Managerial Training: Closed-Looped
Method Brings Learning Full Circle 286
Case Study 2: Loews Hotels: Training for Four-Diamond Service and More 287
Notes and References 288
Chapter 8 Performance Management 292
8.1 Performance Management Systems 293
8.1a The Purposes of Performance Management 294
8.1b Why Performance Management Systems Sometimes Fail 295
8.2 Developing an Effective Performance Management System 297
8.2a What Are the Performance Standards? 297
8.2b Do Your Performance Reviews Comply with the Law? 300
8.2c Sources of Performance Review Information 302
8.2d Putting It All Together: 360-Degree Evaluations 304
8.2e Training Appraisers 304
Highlights in HRM 1: Supervisor’s Checklist for a Formal Performance Review Meeting 310
8.3 Performance Review Methods 310
8.3a Trait Methods 310
Highlights in HRM 2: A Graphic Rating Scale with Comments 311
Highlights in HRM 3: Example of a Mixed-Standard Scale 312
8.3b Behavioral Methods 313
8.3c Results Methods 313
Highlights in HRM 4: BARS and BOS Examples 314
Highlights in HRM 5: A Balanced Scorecard That Translates to a Personal Scorecard 316
8.3d Which Performance Review Method Should You Use? 317
8.4 Performance Review Meetings and Feedback Sessions 317
8.4a Types of Performance Review Meetings and Feedback Sessions 318
8.4b Conducting the Performance Review Meeting or Feedback Session 318
8.4c Improving Performance 321
Summary 324
Key Terms 325
Discussion Questions 325
Case Study 1: Adobe Ditches Formal Performance Reviews—And Wants to Help
Other Companies Do So, Too 325
HRM Experience: Performance Diagnosis 326
Case Study 2: “Project Oxygen” Resuscitates Google’s Poor-Performing Bosses 327
Notes and References 328
Part 4 Implementing Compensation and Security
Chapter 9 Managing Compensation 332
9.1 What Is Compensation? 333
9.2 Strategic Compensation 334
9.2a Linking Compensation to Organizational Objectives 335
9.2b The Pay-for-Performance Standard 337
9.2c The Bases for Compensation 340
9.3 Compensation Design: The Pay Mix 340
9.3a Internal Factors 342
Highlights in HRM 1: Comparison of Compensation Strategies 343
9.3b External Factors 344
9.4 Job Evaluation Systems 347
9.4a Job Ranking System 348
9.4b Job Classification System 348
9.4c Point System 348
9.4d Work Valuation 349
9.4e Job Evaluation for Management Positions 349
9.5 Compensation Implementation: Pay Tools 350
9.5a Wage and Salary Surveys 350
Highlights in HRM 2: Bureau of Labor Statistics National Compensation Survey 351
9.5b The Wage Curve 353
9.5c Pay Grades 354
9.5d Rate Ranges 355
9.5e Competence-Based Pay 356
9.6 Government Regulation of Compensation 358
Highlights in HRM 3: Minimum Wage Laws in the States 359
Highlights in HRM 4: Worldwide Minimum Wages 360
Highlights in HRM 5: The Federal Wage Poster 361
9.7 Compensation Assessment 363
Summary 364
Key Terms 365
Discussion Questions 365
HRM Experience: Why This Salary? 366
Case Study 1: Pay Decisions at Performance Sports 366
Case Study 2: An In-N-Out Pay Strategy: Costa Vida’s Decision to Boost Pay 367
Notes and References 368
Chapter 10 Pay-for-Performance: Incentive Rewards 370
10.1 Strategic Reasons for Incentive Plans 371
10.1a Incentive Plans as Links to Organizational Objectives 372
10.1b Requirements for a Successful Incentive Plan 373
10.2 Setting Performance Measures 374
Highlights in HRM 1: Setting Performance Measures—The Keys 375
10.3 Administering Incentive Plans 375
10.4 Individual Incentive Plans 376
10.4a Piecework 376
10.4b Standard Hour Plan 377
10.4c Bonuses 377
10.4d Merit Pay 378
10.4e Incentive Awards and Recognition 379
Highlights in HRM 2: Lessons Learned: Designing Effective Team Incentives 381
10.4f Sales Incentives 382
10.5 Group Incentive Plans 383
10.5a Team Compensation 384
10.5b Gainsharing Incentive Plans 384
10.6 Enterprise Incentive Plans 386
10.6a Profit-Sharing Plans 386
10.6b Stock Options 387
10.6c Employee Stock Ownership Plans 387
Highlights in HRM 3: How Stock Option Plans Work 388
10.7 Incentives for Professional Employees 389
10.8 Incentives for Executives 390
10.8a The Executive Pay Package 390
Highlights in HRM 4: The “Sweetness” of Executive Perks 392
10.8b Executive Compensation: Ethics and Accountability 392
10.8c Executive Compensation Reform 393
Summary 394
Key Terms 394
HRM Experience: Awarding Salary Increases 395
Discussion Questions 395
Case Study 1: CEO Pandemic Pay . . . Taking One for the Team or
Window Dressing? 396
Case Study 2: Team-Based Incentives: Not Your Usual Office 396
Notes and References 397
Chapter 11 Employee Benefits 400
11.1 Elements of a Successful Benefits Program 401
11.1a Selecting Benefits 402
11.1b Administering Benefits 403
11.1c Communicating Employee Benefits 403
Highlights in HRM 1: A Personalized Statement of Benefits Costs 405
11.2 Employee Benefits Required by Law 410
11.2a Social Security Insurance 410
Highlights in HRM 2: Who Is Eligible to Collect Disability Payments under
the Social Security Act? 412
11.2b Unemployment Insurance 412
11.2c Workers’ Compensation Insurance 413
11.2d COBRA Insurance 413
11.2e Benefits Provided by the Patient Protection and Affordable Care Act 414
11.2f Benefits Provided under the Family and Medical Leave Act 414
Highlights in HRM 3: Your Rights under the Family and
Medical Leave Act 415
11.3 Work–Life Discretionary Benefits 417
11.3a Child and Elder Care 417
11.3b Payment for Time Not Worked 418
11.3c Life Insurance 420
11.3d Long-Term Care Insurance 421
11.3e Other Benefits and Services 421
11.3f Pension Plans 422
11.3g Domestic Partner Benefits 425
Summary 425
Key Terms 426
Discussion Questions 426
HRM Experience: Understanding Employer Benefit Programs 427
Case Study 1: Adobe’s Family-Friendly Benefits: An Unexpected Backlash 427
Case Study 2: Evaluate the Work–Life Climate in Your Company 428
Notes and References 429
Chapter 12 Promoting Safety and Health 432
12.1 Safety and Health: It’s the Law 433
12.1a OSHA’s Coverage 435
12.1b OSHA Standards 435
12.1c Enforcing OSHA Standards 436
12.1d OSHA Consultation Assistance 437
12.1e Responsibilities and Rights under OSHA 438
Highlights in HRM 1: What Are My Responsibilities under OSHA? 439
12.2 Promoting a Safe Work Environment 440
12.2a Creating a Culture of Safety 440
Highlights in HRM 2: Test Your Safety Smarts 441
12.2b Enforcing Safety Rules 443
12.2c Investigating and Recording Accidents 443
12.2d Safety Hazards and Issues 443
Highlights in HRM 3: Job Safety and Health Protection Poster 444
Highlights in HRM 4: Emergency Readiness Checklist 449
12.3 Creating a Healthy Work Environment 450
12.3a Ergonomics 450
12.3b Health Hazards and Issues 450
12.3c Building Better Physical and Emotional Health among Employees 454
Summary 458
Key Terms 459
Discussion Questions 459
Case Study 1: Deadpool Ends in Death 459
Case Study 2: Too Much Fatigue and Stress? You Decide 460
Notes and References 461
Part 5 Enhancing Employee-Management Relations
Chapter 13 Employee Rights and Discipline 464
13.1 Employee Rights and Privacy 465
13.1a Employee Rights versus Employer Responsibilities 465
13.1b Negligent Hiring 466
13.1c Job Protection Rights 466
Highlights in HRM 1: Examples of Employment-at-Will Statements 471
13.1d Privacy Rights 472
13.1e Employee Surveillance 474
13.2 Disciplinary Policies and Procedures 482
13.2a The Result of Inaction 483
13.2b Setting Organizational Rules 484
13.2c Investigating a Disciplinary Problem 484
13.2d Approaches to Disciplinary Action 485
13.2e Discharging Employees 486
13.2f Alternative Dispute Resolution Procedures 488
13.3 Managerial Ethics in Employee Relations 491
Summary 492
Key Terms 492
Discussion Questions 492
Case Study 1: Discharged for Disrespectful Behavior 493
Case Study 2: You Can’t Fire Me! Check Your Policy 494
Notes and References 494
Chapter 14 The Dynamics of Labor Relations 498
14.1 The Labor Relations Process 499
14.1a Why Employees Unionize 501
14.1b Challenges of Unions to Management 502
14.1c Union Avoidance Practices 503
14.1d Organizing Campaigns 505
Highlights in HRM 1: Test Your Labor Relations Know-How 508
Highlights in HRM 2: United Food and Commercial Workers International Union
Authorization Card 509
14.1e Employer Tactics Opposing Unionization 509
14.1f How Employees Become Unionized 510
Highlights in HRM 3: Employer “Don’ts” during Union Organizing
Campaigns 511
14.1g NLRB Representation Election 511
Highlights in HRM 4: NLRB Election Poster 512
14.2 The Bargaining Process 513
14.2a Preparing for Negotiations 514
14.2b Gathering Bargaining Data 514
14.2c Developing Bargaining Strategies and Tactics 515
14.2d Negotiating the Labor Agreement 515
14.2e Good-Faith Bargaining 516
14.2f Interest-Based Bargaining 517
14.2g Management and Union Power in Collective Bargaining 517
14.2h Resolving Bargaining Deadlocks 518
14.3 The Labor Agreement 519
Highlights in HRM 5: Items in a Labor Agreement 520
14.3a Management Rights 520
14.3b Union Security Agreements 520
14.4 Administration of the Labor Agreement 521
14.4a Negotiated Grievance Procedures 521
14.4b Grievance Arbitration 521
14.5 Contemporary Challenges to Labor Organizations 522
14.5a Decrease in Union Membership 523
14.5b Globalization and Technological Change 524
Summary 524
Key Terms 525
HRM Experience: Learn about Unions 526
Discussion Questions 526
Case Study 1: The New Union Battles: Public Unions vs. Rich World Governments 527
Case Study 2: The Arbitration Case of Jesse Stansky 528
Notes and References 529
Part 6 Expanding Human Resources Management Horizons
Chapter 15 International Human Resources Management 532
15.1 Analyzing Your International Environment 533
15.1a Political Factors 534
15.1b Economic Factors 535
15.1c Sociocultural Factors 535
15.1d Technological Factors 536
15.1e Analyzing Your International Operations 537
15.2 Managing Your International Operations 539
15.2a Recruiting Internationally 541
15.2b Selecting Employees Internationally 544
Highlights in HRM 1: Skills of Expatriate Managers 546
15.2c Training and Development 548
15.2d Content of Training Programs 549
Highlights in HRM 2: Nonverbal Communications in Different Cultures 551
Highlights in HRM 3: Repatriation Checklist 555
15.3 Compensation 556
15.3a Compensation of Host-Country Employees 556
15.3b Compensation of Host-Country Managers 558
15.3c Compensation of Expatriate Managers 559
15.3d Performance Appraisal 560
15.4 Analyzing the International Labor Environment 563
15.4a Collective Bargaining in Other Countries 564
15.4b International Labor Organizations 565
15.4c Labor Participation in Management 566
Summary 566
Key Terms 567
Discussion Questions 567
HRM Experience: An American (Expatriate) in Paris 568
Case Study 1: How about a 900 Percent Raise? 568
Case Study 2: A “Turnaround” Repatriate Plan: U.S. Company Moves Indian
Workers Back Home 569
Notes and References 570
Chapter 16 Implementing HR Strategy: High-Performance
Work Systems 574
16.1 Fundamental Principles 576
16.1a Egalitarianism and Engagement 577
16.1b Shared Information and Trust 578
16.1c Knowledge Development 579
16.1d Performance–Reward Linkage 579
16.2 Designing High-Performance Work Systems 580
16.2a Workflow Design and Teamwork 580
16.2b Complementary Human Resources Policies and Practices 581
16.2c Supportive Information Technologies 584
16.3 Strategic Alignment 585
16.3a Ensuring Horizontal Fit 585
16.3b Establishing Vertical Fit 586
16.3c Assessing Strategic Alignment: The HR Scorecard 586
16.4 Implementing the System 586
Highlights in HRM 1A: Diagnosing Horizontal Fit 587
16.4a Building a Business Case for Change and Engaging Stakeholders 587
Highlights in HRM 1B: Testing the Alignment of the HR System
with HR Deliverables 588
Highlights in HRM 1C: Testing the Alignment of HR Deliverables 588
16.4b Establishing a Communications Plan 590
16.4c Evaluating and Sustaining the Success of the System 591
16.5 Outcomes of High-Performance Work Systems 593
16.5a Employee Outcomes and Quality of Work Life 593
16.5b Organizational Outcomes and Competitive Advantage 593
Summary 595
Key Terms 595
Discussion Questions 595
HRM Experience: Assessing the Strategic Fit of High-Performance Work Systems 596
Case Study 1: How Implementing an HPWS Fortified the Snack-Food Maker Snyder’s-Lance 597
Case Study 2: Whole Foods Market Faces Whole New Challenge 598
Notes and References 599
Integrative Cases 604
Glossary 627
Name Index 638
Organization Index 640
Subject Index 644
Copyright