Buch, Englisch, 192 Seiten, Format (B × H): 208 mm x 272 mm, Gewicht: 318 g
Buch, Englisch, 192 Seiten, Format (B × H): 208 mm x 272 mm, Gewicht: 318 g
ISBN: 978-0-07-352867-0
Verlag: DUSHKIN PUB
The Annual Editions series is designed to provide convenient, inexpensive access to a wide range of current articles from some of the most respected magazines, newspapers, and journals published today. Annual Editions are updated on a regular basis through a continuous monitoring of over 300 periodical sources. The articles selected are authored by prominent scholars, researchers, and commentators writing for a general audience. The Annual Editions volumes have a number of common organizational features designed to make them particularly useful in the classroom: a general introduction; an annotated table of contents; a topic guide; an annotated listing of selected World Wide Web sites; and a brief overview for each section. Each volume also offers an online Instructor's Resource Guide with testing materials. Using Annual Editions in the Classroom is a general guide that provides a number of interesting and functional ideas for using Annual Editions readers in the classroom. Visit www.mhhe.com/annualeditions for more details.
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Annual Editions: Human Resources 11/12PrefaceCorrelation GuideTopic GuideInternet ReferencesUnit 1: Human Resource Management in PerspectiveUnit OverviewPart A. Human Resource Management in Perspective1. Leveraging HR and Knowledge Management in a Challenging Economy, Society for Human Resource Management, HR Magazine, June 2009In today’s challenging economy, organizations that optimize knowledge management—a key success factor—are leaders in the field. As a strategic business partner, HR plays an important role in fostering a workplace culture for organizational learning. From sustainability and education to workforce planning and global knowledge transfer, knowledge management is essential for competitive advantage.2. Building Sustainable Organizations: The Human Factor, Jeffrey Pfeffer, Academy of Management Perspectives, February 2010There has been much talk and research on the sustainability of the physical environment. Corporations are going to great lengths to "Go Green." But there has been relatively little discussion about how to sustain the organization’s single greatest asset—its human resources. This is explored here.Part B. Human Resources and Corporate Strategy3. Stepping Up to the Table: The HR Professional’s Role in Corporate Strategy, Leigh Bailey, Supervision, September 2008What is it that HR needs to do to get a seat at the corporate decision-making table? Here are five things that HR can do to answer that question.4. The American "Relos," Peter T. Kilborn, The International Economy, Summer 2009There is a new class of executives in organizations. That class is rootless, with no ties to any area or, in some cases, any country. They have moved repeatedly from one job to another, from one company to another, and from one country to another.5. Employers Prepare to Keep, Not Lose, Baby Boomers, Diane Cadrain, HR Magazine, 2008Baby boomers are preparing to retire, but industry cannot afford to let them go because there are not enough people to replace them. Industry is attempting to make it more attractive for them to stay.Part C. Americans with Disabilities Act6. Pushing ADA Beyond the Limits, Julie Sturgeon, University Business Magazine, November/December 2009In designing new buildings that are used for public purposes, it is necessary to include accommodations that conform to the American with Disabilities Act. This can be done in a reasonably cost effective way for individuals with all types of disabilities: physical, emotional, and mental.7. On January 1, 2009 the ADA Amendments Act of 2008 Became Effective, Mondaq Business Briefing, January 16, 2009What is included in the Americans with Disabilities Act Amendments Act of 2008 and what does it mean for employers? The answer is "a lot," as discussed here.Part D. Sexual Harassment8. Sexual Harassment 2.0: How to Combat Sexual Techno-Harassment in the Workplace, Shanti Atkins and Reid Bowman, Corporate Counsel, November 2009With the advancement of technology, sexual harassment has advanced to a new level. It is no longer confined to the workplace, but can now take place outside the workplace, especially with the use of high-tech devices.Unit 2: Meeting Human Resource RequirementsUnit OverviewPart A. Job Requirements9. White Collared, Julie Hanus, Utne Reader, March/April 2008Something is happening in the workplace and it is not a joke. Workers are becoming disengaged from their jobs and their employers, and the attitude of "good enough" is starting to invade the workplace in many organizations. This does not bode well.Part B. Human Resources Planning, Selection and Recruitment10. Six Ways to Strengthen Staffing, Adrienne Hedger, Workforce Management, January 15, 2007Employers need to do a better job of finding the right employee in an environment of resume overload. This entails honing the search process, offering options to candidates, and being mindful of the organization’s real needs.11. The Disposable Worker, Peter Coy, Michelle Conlin, Moira Herbst, Bloomberg Business Week, January 18, 2010There is a saying that there is nothing more permanent than something that is supposed to be "temporary." This is now being applied to the workforce and jobs. Pay is falling, benefits are vanishing, and no job is secure. Today’s reality is that everyone’s job is now or becoming temporary.12. Blogs of Talent, Michael Taylor, China Staff, March 2009Newspapers are obsolete. Job-boards are obsolete. Where is it that people go when they are looking for jobs? Networking is the place and blogs are where they go.Part C. Human Resource Information Systems13. Playing IT Big Brother: When Is Employee Monitoring Warranted? Bruce Gain, Canadian Manager, Spring 2009What is the appropriate use of monitoring when it comes to the personal use of IT equipment by employees? With few exceptions, employees have little in the way of rights when it comes to the personal use of corporate property, including computers. But many of them still use it and often for reasonable purposes. What is the appropriate policy?14. Considering HR Outsourcing? Consider SaaS, Fidel Baca, Financial Executive, October 2009Many organizations are outsourcing their human resources functions such as payroll, project assignments, and variable costing. Not all of these functions are easily outsourced, nor should they be. Some lend themselves very well to internal information technology.Unit 3: Creating a Productive Work EnvironmentUnit OverviewPart A. Motivating Employees15. The ‘Brain Drain’: How to Get Talented Women to Stay, Jennifer Millman, DiversityInc, March 2008Getting young, talented women to stay in an organization is a challenge. This article is the story of several female executives and some of the things they have done to be successful in their careers.16. Rewarding Outstanding Performance: Don’t Break the Bank, Elizabeth (Betsy) Murray and Robyn Rusignuolo, Franchising World, January 2010There are many ways to reward outstanding performance other than money. This article presents some interesting, low cost ways to reward outstanding employee performance.Part B. Facilitating Communication17. Processes, Prospects, and Promises of Electronic Leadership, Michael J. Provitera and Esin Esendal, IGI Global, 2009The availability of technology has given management the opportunity to lead employees in a more effective way, overcoming distance and time zones. Employing these new technologies from an HR perspective is discussed here.Unit 4: Developing Effective Human ResourcesUnit OverviewPart A. Training Employees18. Don’t Punish Employees with Training, Wendy Parr, Quality, February 2009Training should be used to train employees, not to punish them. Where there is a problem employees should not be subjected to training a
