INDEX
Please note that index links point to page beginnings from the print edition. Locations are approximate in e-readers, and you may need to page down one or more times after clicking a link to get to the indexed material.
A
ability tests in talent selection process, 153
Accelerating Implementation Methodology (AIM), 104–105
accept action in risk response, 421
accountability
HR increases for, 280–281
as proficiency indicator, 466
accounting function, 282
acronyms list, 553–573
action-centered leadership, 126
action learning leadership, 203
action plans in HR business case, 503
active disengaged employees, 162
activities
staffing plans, 320–321
training and development, 191
activity-based budgeting, 283
activity logs in strategy implementation, 110
actual damages in Civil Rights Act (Title VII), 54
ADA (Americans with Disabilities Act), 49–53
Adair, John, 126
ADDIE (Analyze, Design, Develop, Implement, and Evaluate) model
OED initiatives, 306
phases, 190–192
additional considerations in HR business case, 503
address of residence as interview question, 149
ADEA (Age Discrimination in Employment Act), 58
adhocracy culture, 311
Adler, Nancy, 391
administrative services, 277
adult learning
obstacles, 188
overview, 186
retention effects, 187
styles, 186–189
adverse impact in talent selection process, 154
adversity, leadership in, 463
advisor role
career development, 194
change management, 112
HR staff, 275
advocate role, 480
affirmative action
executive orders, 60–61
record-keeping requirements, 446
Affordable Care Act, 62–63
African American culture, 387
after-action debriefs in risk management, 425
Age Discrimination in Employment Act (ADEA), 58
age in interview questions, 149
agency complaints, 347–348
agility as proficiency indicator, 462–463
aging technique in compensation analysis, 228
agreements in negotiations, 295
agricultural workers, employment visas for, 68
alignment
decisions with organizational strategies and values, 473
globalization, 381
HR function and strategic plans, 295–297
HR goals and objectives, 98, 505
HR practices, 475
HR strategy with relationship management, 479
objectives with strategy, 114
organizational structures, 284–285, 303, 313
strategic planning for, 87
total rewards and global staffing, 211–212
total rewards and organizational strategy, 217
allegiances in global assignments, 392
alliances
diversity and inclusion, 404
employee and labor relations, 340
alternative staffing, 323–326
alternative work arrangement liabilities, 519
alternatives in HR business case, 503
American Management Association (AMA), 127
American Recovery and Reinvestment Act (ARRA), 59
American Society for Training and Development (ASTD), 200
Americans with Disabilities Act (ADA), 49–53
analysis
appropriate tools, 518
BCA, 506–507
compensation structure, 221–224, 228–230
data analysis methods, 116–118
risks, 418–419
training and development, 190
ancestry in interview questions, 149
anecdotes and examples in meetings, 514
anti-corruption in United Nations Global Compact, 431
aPHR (Associate Professional in Human Resources), 6
aPHRi (Associate Professional in Human Resources, International), 6
applicant reactions in talent selection process, 154
application deadlines, 16
application forms, 146–147
appraisal methods, 175–179
appraiser role in career development, 194
apprenticeships, 196
approachability in relationship management, 478
approval function in job descriptions, 137
Arab culture, 388
arbitration for grievances, 344
ARRA (American Recovery and Reinvestment Act), 59
arrests or convictions in interview questions, 150
artefacts in cultures, 389
assessment
employee engagement, 164–168
organizational gap development, 305–306
talent selection process, 153–155
total rewards strategy, 206–207
assessment centers in leadership development, 201–202
assignments, global, 391–393
Associate Professional in Human Resources (aPHR), 6
Associate Professional in Human Resources, International (aPHRi), 6
associate’s degree requirements, 14
associations in career development, 199
assumptions
challenging, 528
cultures, 389
risk identification, 418
ASTD (American Society for Training and Development), 200
at-will employment
global issues, 211
overview, 337
attainability as SMART goal setting, 98
attitudes and behaviors in diversity and inclusion, 408
attrition metric in recruiting effectiveness, 142
audience in communication, 487
auditory learners, 187
audits
global HR policies, 385–386
HR value, 292
Australia
diversity, 399
health plans, 249
authentic leadership in employee engagement, 163
authority, appropriate application of, 469
authorization to test (ATT) letters, 17
auto didacticism, 191
automatic step rate systems, 232
availability and quality of information in risk management, 416
avoidance strategies in employment relationship, 337–338
B
bachelor’s degree requirements, 14–15
background in HR business case, 502
background investigations in talent selection process, 155
bad habits in leadership, 120–121
balanced scorecards
dimensions, 508
HR value, 291–292
strategy performance, 114
bank holidays, 247
bargaining powers in strategy formulation, 95
barriers in globalization, 380
BARS (behaviorally anchored ratings), 176–177
base pay systems, 232–234
base periods in unemployment insurance, 255
BCA (business case analysis), 506–507
Beard, Ross, 507
Beatty, Richard, 296–297
Becker, Brian, 296–297
behavior in Four-Level Training Evaluation Model, 193
behavioral competencies, 9, 11–12
Business Acumen, 501–511
chapter review, 529
Communication, 484–491
Consultation, 511–520
Critical Evaluation, 520–529
Ethical Practice, 467–475
Global and Cultural Effectiveness, 491–500
Leadership and Navigation, 460–467
overview, 459
questions, 530–548
Relationship Management, 475–484
behavioral engagement, 161
behavioral interviews, 148
behavioral problem in OED, 300
behavioral reinforcement theory, 172
behavioral school for leadership, 122
behavioral strategy in OED, 300
behaviorally anchored ratings (BARS), 176–177
bell curves in performance management, 176
Bell System divestiture
downsizing, 314
overview, 106
belonging and love in Maslow’s hierarchy of needs, 170–171
benchmarking
competition, 507
strategy performance, 114
benefits
determining, 245–246
diversity and inclusion, 405
employment contracts, 336
family-oriented, 248
health and welfare, 249–252
legislation, 257–261
metrics, 257
needs assessment, 245–246
overview, 244
personnel files, 441
retirement, 254–255
severance packages, 253–254
Social Security, 255–256
structure, 244–245
total rewards, 206
types, 246–247
unemployment insurance, 255
workers’ compensation, 252–253
benefits statements in total rewards strategy, 218
best-of-breed (BoB) option in HR information systems, 356
best practices
analyzing and delineating, 523
audits, 292
employment branding, 136
bias errors in performance appraisal, 177
biases
in interviews, 152–153
mitigating, 469
big bang approach, 357
big data era, 354–355
birthplace in interview questions, 149
Black, J. Stewart, 409
Black-American culture, 387
Blake, Robert R., 122
Blake-Mouton behavioral leadership theory, 122
blended learning, 191
BoCK Advisory Panel, 11
Body of Competency and Knowledge (BoCK), 9–10
description, 13
Society for Human Resource Management, 6
Body of Knowledge (BoK), 5–6
Boston boxes, 95–96
brain drain, 132
brainstorming
OED initiatives, 307
risk identification, 417
branding
diversity and inclusion, 405
Branson, Richard, 463
bring-your-own-device (BYOD) policies, 359
broadbanding pay ranges, 232
Brockbank, W., 290
budgeting analysis function, 282–283
budgets as leading indicators, 524
burial benefits, 252
Buros Center for Testing, 10
Business Acumen competency, 9
definitions, 501
description, 12
key concepts, 501
proficiency indicators, 501–510
summary, 510–511
business case
diversity and inclusion, 403
employee engagement, 167–168
HR management, 502–503
retention, 181
strategy implementation, 108–109
business case analysis (BCA), 506–507
business challenges, analyzing, 513
Business Cluster competency
Business Acumen, 501–511
Consultation, 511–520
Critical Evaluation, 520–529
business continuity, 422–424
business intelligence (BI), 115–116
business language fluency, 505
business lifecycles as organizational staffing challenge, 132
business results and employee growth in employee engagement, 180
business strategy, developing, 99–102
business unit level strategy, 88
buy-in for organizational change as proficiency indicator, 466–467
BYOD (bring-your-own-device) policies, 359
C
Cameron, Kim, 311
Canada
diversity, 400
health plans, 250
capabilities and resources in risk management, 416
career development
cultural influences, 195
diversity and inclusion, 405
forms, 195–199
managing, 194
roles, 194–195
trends, 199
cars as perquisites, 256
cash awards, 237
cash car allowances, 256
cash flow metrics, 115
cause-and-effect diagrams, 309
Caux Round Table (CRT) principles, 431
CBAs (collective bargaining agreements)
description, 343
global issues, 211
Center for Creative Leadership, 200–202
Centers of Excellence, 291
central errors in performance appraisal, 179
central tendency measures in compensation analysis, 229–230
centralized organizational structure, 285–286
Certificate program, 14
Certification Commission, 11
certification program
BoCK Advisory Panel, 11–13
Body of Competency and Knowledge, 13
chapter review, 21
exam. See exam
HR Expertise, 11
overview, 9–10
Certified Professional, 6
chain of command organizational structure, 285
challenging assignments in leadership development, 202
championing
HR function as proficiency indicator, 466
organizational effectiveness, 480
change
corporate social responsibility, 428–429
diversity and inclusion, 404–406, 408
HR impact, 278–279
mergers and acquisitions, 104
organizational, 466–467
strategic, 465
strategy implementation, 110–113
change facilitation as proficiency indicator, 465
change readiness in organizational gap development, 305
changing needs in talent management, 322
check sheets in OED quality initiatives, 309
checklists
performance management, 176
risk identification, 418
cherry picking in organizational staffing, 133
chief human resource officer (CHRO) title, 275–276
citizenship in interview questions, 150
civil law systems in global context, 394
Civil Rights Act (1991), 55
Civil Rights Act (Title VII), 54
Civil Service Reform Act, 64–65
clan culture in OED assessment, 311
clarity in communication, 485–486
class action law suits, 519
classification, jobs, 225
Clayton Act, 24
club memberships, 257
coach role in career development, 194, 199
coaching executives, 519–520
coaching skills, developing, 514–515
COBRA (Consolidated Omnibus Budget Reconciliation Act), 59
Code of Ethics, 468
Codes of Fair Competition, 34
codetermination in labor relations, 342
cognitive problem in OED, 300
COLAs (cost-of-living adjustments), 235
collaboration
with stakeholders, 461–462
strategic change, 465
technology management, 359–360
collective bargaining
process, 342–343
total rewards strategy, 213
collective bargaining agreements (CBAs)
description, 343
global issues, 211
colleges in career development, 199
commission for direct sales personnel, 242–243
commitment
incentive pay systems, 242
strategic change, 465
committees, career development, 197
common law systems in global context, 394
Common Market, 395
communication
data analysis, 118
employee, 339
employee surveys, 167
global and cultural effectiveness, 499
global labor market direction, 507
impact for data analysis, 527–528
leadership, 128
mergers and acquisitions, 105
policies, 360–361
risk management, 421
staffing plans, 321
strategic change, 465
strategy development, 106–107
total rewards strategy, 216–219
vision, 473–474
Communication competency, 9
definitions, 484–485
description, 12
framing, 491
key concepts, 485
proficiency indicators, 485–491
summary, 491
communities in organizational strategy role, 294
compa-ratios
compensation structure, 244
pay ranges, 231
company cars, 256
comparing alternatives in HR business case, 503
compensation
diversity and inclusion, 405
employment contracts, 336
legislation, 257–261
for termination, 254
total rewards, 205–206
compensation structure
data analysis, 228–230
differential pay, 236–237
incentive pay, 237–243
job analysis, 221–224
job documentation, 224
job evaluation, 224–228
metrics, 244
overview, 220
pay adjustments, 235–236
pay structure, 230–232
pay variations, 234–235
system design, 220–221
systems, 232–243
compensatory damages in Civil Rights Act (Title VII), 54
competencies
behavioral. See behavioral competencies
business cluster. See Business Cluster competency
communication. See Communication competency
Ethical Practice, 467–475
job analysis, 223
competency-based interviews, 148
competency-based pay systems, 234
Competency Model, 9
competition
benchmarking, 507
globalization, 379
strategy development, 99–101
competitive advantages in global and cultural effectiveness, 497
competitive labor market in total rewards strategy, 213
complaints in employee and labor relations, 343–344
complex labor environments, 339
complexities in compensation and benefits legalities, 258–261
compliance
audits, 292
complexities, 258–261
diversity, 400
employee records, 444–450
risk management, 426
U.S. employment law and regulations, 438
compressed workweeks, 249
concessions in HR role, 295
Conference Board for diversity and inclusion, 403, 408
confidentiality, 468
conflict management
agency complaints and litigation, 347–348
HR roles, 346
leadership, 128–130
relationship management, 476
resolution techniques, 347
strategies, 482–483
conflicts of interest
challenging, 472
dealing with, 468–469
preventing, 471
risk management, 417
Congressional Accountability Act, 65
consensus management as proficiency indicator, 463
consistency in ethical behavior, 469
consistent key messages in total rewards strategy, 219
Consolidated Omnibus Budget Reconciliation Act (COBRA), 59
construct validity in talent selection process, 155
constructive discipline, 351
constructive feedback, communicating, 486–487
Consultation competency, 9
definitions, 511–512
description, 12
key concepts, 511
proficiency indicators, 511–520
summary, 520
Consumer Credit Protection Act, 24
contact building in relationship management, 481
contemporary knowledge, maintaining, 471
content revisions in training, 192
content validity in talent selection process, 155
contingency leadership style, 123–126
contingency plans in risk management, 423–424
contingent assessment methods in talent selection process, 154
continuing education programs, 199
continuous improvement
OED, 302
risk management, 426
staffing plans, 321
continuous integration approach in HR information systems, 357
contract administration and enforcement, 343–344
contract labor, 324
contract negotiation process, 342–343
contracts
employment, 335–336
talent selection process, 156
contradictory practices in global and cultural effectiveness, 498–499
contrast effect in interviews, 153
contrast errors in performance appraisal, 179
contribution-oriented culture in total rewards strategy, 208
control charts, 309
control support by HR staff, 275
conventional corporate culture, 389
Copeland “Anti-Kickback” Act, 24
Copyright Act, 25
core business functions in HR function organization, 281–284
core values in global and cultural effectiveness, 492
corporate citizenship, 428
Corporate Social Responsibility (CSR)
Caux Round Table principles, 431
changes, 428–429
definitions, 426–427
Global Reporting Initiative G4 Sustainability Guidelines, 433–434
ISO 26000, 431–432
key concepts, 427
KPMG survey, 434–435
OECD guidelines, 430
philanthropy and volunteerism, 435
Social Accountability International, 432–433
strategy, 429–435
United Nations Global Compact, 430–431
corporate strategy development, 102–106
cost and yield ratios in recruiting effectiveness, 143
cost leadership strategy, 100
cost of hire/cost per hire metric in recruiting effectiveness, 142
cost-of-living adjustments (COLAs), 235
costs
diversity, 400
globalization, 377
talent selection process, 154–155
counseling
career development, 199
job analysis, 223
Court of Justice of the European Union, 396
credibility
establishing, 472
relationship management, 476–477
Credit Suisse diversity analysis, 308
crisis management planning, 422–424
criteria
risk management, 416
talent selection process, 154
critical activities, evaluating, 508
Critical Evaluation competency, 9
definitions, 520–521
description, 12
key concepts, 520–521
proficiency indicators, 520–529
summary, 529
critical incidents in performance management, 177
critical information
delivering, 486
gathering, 522
critical policy challenges in diversity and inclusion, 409
critical thinking, 522
Cross, K. P., 188
cross-border situations for incentive pay, 242
cross-cultural assessment tools in talent selection process, 154
cross-cultural challenges, 391
CRT (Caux Round Table) principles, 431
CSR. See Corporate Social Responsibility (CSR)
cultural assessment
OED, 311
organizational gap development, 305–306
cultural influences in career development, 195
cultural issues
learning and development, 186
training and development, 190, 192
cultural knowledge, maintaining, 497
cultural noise in interviews, 153
cultural quotient (CQ), 494
culture change as proficiency indicator, 466
culture of ethics, maintaining, 474
cultures
cross-cultural challenges, 391
definitions, 388
dimensions, 389–390
effects of, 388–389
intra-organizational, 483
layers, 389
OED, 301
strategic planning for, 88
total rewards strategy, 208, 213
types, 387–388
current process in HR business case, 502
curricula vitae (CV) in talent selection process, 146
customer feedback metrics, 115
customer relations in diversity and inclusion, 405–406
customer service in relationship management, 479, 481
D
damages in Civil Rights Act (Title VII), 54
data
breeches, 519
HR information systems access, 356
interpreting, 525
mining, 354
privacy and protection, 334, 356
data analysis
compensation structure, 228–230
employee engagement, 167
impact for, 527–528
OED, 303
strategy performance, 116
data collection in big data era, 354
database structures in HR information systems, 356
Davis-Bacon Act, 25
days to fill metric in recruiting effectiveness, 142
De Cieri, Helen, 392
death benefits in workers’ compensation, 252
debriefs in risk management, 424–425
decentralized organizational structure, 285–286
decision-making
aligned with organizational strategies and values, 473
confident, 525
global and cultural effectiveness, 499
movement of, 279
relationship management, 483
risk management, 416
sound decisions, 521
talent selection process, 156
decision timeframe in risk management, 416
decline phase in industry lifecycle, 94
decreasing returns in adult learning, 189
defined benefit plans, 254
defined contribution plans, 254
degree requirements, 14–15
delegating tasks, 125
delivery, training, 191
Delphi technique
OED initiatives, 307
risk identification, 417
demand analysis in workforce planning, 318
democratization in HR information systems, 356
demographic dichotomy in globalization, 376
demographics
organizational staffing challenge, 131
recruiting effectiveness, 142
demonstrator role in change management, 112
demotions, 197
Department of Homeland Security (DHS), 416
departmental organizational structure, 285
design in total rewards strategy, 207
destruction of records, 450
detail challenges in diversity and inclusion, 409–410
determinations in investigations, 349
developing relationships, 484
DHS (Department of Homeland Security), 416
diagramming techniques in risk identification, 418
dialectical inquiry in OED initiatives, 307
diaspora, 375–376
differences, respect for, 493
differential pay, 236–237
differential piece rate pay systems, 234
Differentiated Workforce, 296–297
differentiation in competitive strategies, 100
difficult times, employee and labor relations in, 345
dilemma reconciliation as cross-cultural challenges, 391
dimension-specific issues in diversity and inclusion, 410
direct sales personnel incentive pay, 242–243
direction, setting, 525–526
directives in global context, 397
directorate-generals in European Commission, 396
disabilities
Americans with Disabilities Act, 49–53
interview questions, 150
disability benefits
compliance, 260
overview, 251
disagreements in global and cultural effectiveness, 499
disciplining employees, 349–351
discounted products and services, 256–257
discretionary assessment methods in talent selection process, 154
discretionary incentives, 237
discrimination complaints, 519
disengaged employees, 162
dispersed leadership, 126
dispositional obstacles to adult learning, 188
diverse cultures and populations, working with, 493
diverse markets, sourcing and recruiting in, 139–140
diverse workforce, return on investment, 498
Diversity and Inclusion (D&I)
attitudes and behaviors, 408
benefits and costs, 400
definitions, 397
diversity layers, 401
diversity traits, 402
globalization, 399–400
HR roles, 408–411
key concepts, 397–398
key terms, 398–399
managerial skills and practices, 409–410
organizational change, 408
program failures, 406–407
strategy, 402–408
diversity councils, 404
diversity of thought, 398–399
diversity programs in OED initiatives, 308
divestiture
strategy development, 105–106
workforce management, 314–315
divisional HR structure, 280
Dobbin, Frank, 407
documentation
performance management, 179
Dodd-Frank Wall Street Reform and Consumer Protection Act, 25
domestic recessions in globalization, 379
downside risk responses, 420–421
downstream strategies in globalization, 381
drift, strategic planning for, 87
Drive: The Surprising Truth About What Motivates Us, 173
Drug-Free Workplace Act, 55–56
dual-career ladders
career development, 197–198
incentive pay, 243
due diligence
HR role, 295
mergers and acquisitions, 315
due process
discipline, 351
global context, 394
E
e-learning, 191
e-mail communication, 490
E Nonimmigrant Visas, 67
EAPs (employee assistance programs), 251
early career establishment, 196
EB visas, 69–70
ECA (European Court of Auditors), 396
economic cycles as organizational staffing challenge, 132
economic factors
knowledge of, 508
strategy formulation, 93
total rewards strategy, 214–215
Economic Growth and Tax Relief Reconciliation Act (EGTRRA), 25
economic trends in global and cultural effectiveness, 496–498
ecosystems in OED, 303
ECPA (Electronic Communications Privacy Act), 26
education
interview questions, 150
as perquisite, 256
talent selection process, 155
educational requirements in job descriptions, 137
educator role in change management, 112
EEC (European Economic Community), 395
EEO (Equal Employment Opportunity)
employer and employee rights, 332
record-keeping requirements, 446
EEOA (Equal Employment Opportunity Act), 56
EEOC (Equal Employment Opportunity Commission)
discrimination guidelines, 57
talent selection process, 146
effect risk control, 420
effective communication, 487
effectiveness
risk management, 425–426
talent management measures, 326
EGTRRA (Economic Growth and Tax Relief Reconciliation Act), 25
Electronic Communications Privacy Act (ECPA), 26
elite corporate culture, 388
emergency contact information in interview questions, 152
emergency preparedness, 422–424
emergency temporary standards in Occupational Safety and Health Act, 39
emergent leadership, 126
Emerson, Ralph Waldo, 496
emotional elements in ROI maximization, 517
emotional intelligence
diversity and inclusion, 408
tools, 202
transformational leadership, 464
emotional quotient (EQ), 494
empathy in leadership, 119
employee advocacy vs. organizational success, 472
employee affinity groups, 404
Employee and Labor Relations
conflicts, 346–348
definitions, 330
discipline, 349–351
employment relationship, 332–339
faltering, 345–351
investigations, 348–349
key concepts, 330–331
third-party influences, 339–344
employee assistance programs (EAPs), 251
employee development
OED, 302
overview, 321–326
Employee Engagement and Retention
assessing, 164–168
benefits, 162
business case, 167–168
business results and employee growth, 180
challenges, 163–164
data analysis, 167
employee life cycle, 168–174
evaluating, 183
focus groups, 166
information gathering, 164–167
interviews, 166
key concepts, 159–161
as leading indicator, 523
motivation theories, 170–174
organizational culture, 162–163
overview, 161–162
performance management, 174–179
retention, 180–183
separation process, 174
strategy, 164
employee feedback metrics, 115
employee handbooks, 358
employee leasing, 324
employee lifecycle (ELC)
employee engagement, 168–174
organizational staffing challenge, 132
total rewards strategy, 216
Employee Polygraph Protection Act, 26
employee recognition and reward, 338–339
employee records management
investigation files, 443–444
medical files, 443
overview, 439
personnel files, 440–443
retention requirements, 444–450
employee relations in personnel files, 442
employee resource groups for diversity and inclusion, 404
Employee Retirement Income Security Act (ERISA), 26, 258
employee satisfaction in total rewards strategy, 210
employee self-service (ESS) software
career development, 196
HR information systems, 356
total rewards strategy, 218
employee separations in personnel files, 441
employee stock ownership plans (ESOPs), 240
employee stock purchase plans (ESPPs), 240
employee surveys, 164–167
employee value propositions (EVPs), 136
employee volunteerism, 435
employees
guiding, 515–516
organizational strategy role, 294
employment branding, 135–136, 140
employment checks in talent selection process, 155
employment contracts, 335–336
employment equity in total rewards strategy, 209
employment law and regulations in U.S. See U.S. Employment Law and Regulations
employment protections in Civil Rights Act (Title VII), 54
employment relationship
employee communication, 339
employee recognition and reward, 338–339
employer and employee rights, 332–337
manager and supervisors, 339
programs overview, 332
strategy, 337–338
employment requests for application in personnel files, 440
employment visas for foreign nationals, 67–70
enforcement
Americans with Disabilities Act, 53
Drug-Free Workplace Act, 56
Fair Labor Standards Act, 31
Mine Safety and Health Act, 34
Occupational Safety and Health Act, 38
Sarbanes-Oxley Act, 42
engagement, employee. See Employee Engagement and Retention
engaging relationships, building, 477–478
enterprise perspective in risk management, 415
enterprise social media (ESN), 330
entitlement-oriented culture in total rewards strategy, 208
environment considerations
external, 288
internal, 287
environment in United Nations Global Compact, 430–431
environmental factors
job descriptions, 137
ROI maximization, 517
strategy formulation, 93
environmental scanning in strategy formulation, 92–96
EPRG model, 383
Equal Employment Opportunity Act (EEOA), 56
Equal Employment Opportunity Commission (EEOC)
discrimination guidelines, 57
talent selection process, 146
Equal Employment Opportunity (EEO)
employer and employee rights, 332
record-keeping requirements, 446
equal pay compliance, 259
equity
talent selection process, 155
total rewards strategy, 208–209
ERISA (Employee Retirement Income Security Act), 26, 258
errors in appraisal methods, 177–179
ESOPs (employee stock ownership plans), 240
espoused values in cultures, 389
ESPPs (employee stock purchase plans), 240
essay format in performance management, 177
essential job functions
Americans with Disabilities Act, 51
job descriptions, 137
esteem in Maslow’s hierarchy of needs, 170–171
ethical agents, 468
ethical behavior in leadership, 128
ethical grounding in transformational leadership, 464
Ethical Practice competency, 9
definitions, 467–468
description, 12
key concepts, 467
proficiency indicators, 468–474
summary, 475
ethics and HR changes, 279
ethnocentric operation in globalization, 383
ethnocentric orientation in total rewards strategy, 212
ETJ (extraterritorial jurisdiction), 395
European Central Bank, 396
European Commission, 396
European Council, 396
European Court of Auditors (ECA), 396
European Economic Community (EEC), 395
European Parliament (EP), 396
European Union, 395
“Evaluating Training Programs,” 193
evaluation
critical activities, 508
diversity and inclusion, 406
employee engagement, 183
global and cultural effectiveness, 499
job, 224–228
mergers and acquisitions, 105
retention, 182
risk management, 424–426
risks, 419
strategy performance, 113–118
talent selection process, 153–155
total rewards strategy, 207, 219
training and development, 193
evolution
diversity and inclusion, 407
HR professionals, 275–278
EVPs (employee value propositions), 136
exam
application deadlines, 16
content outline, 16–17
delivery, duration, and format, 16
identification and conduct guidelines, 17–18
personal experience, 18–20
scoring, 20–21
executive commitment in diversity and inclusion, 403
Executive Order 11246—Affirmative Action, 60–61
executive summaries in HR business case, 503
executives
coaching, 519–520
employment visas for, 68
incentive pay, 239–242
exempt employees
compliance, 259
description, 138
expectations with stakeholders, 461
expense per employee metric, 504
experience in adult learning, 186
expert judgment in risk identification, 418
expert knowledge, maintaining, 507, 524–525
expertise as proficiency indicator, 462–463
extended organizations
HR impact, 279
restructuring, 314
external dimensions in diversity, 401
external environment considerations, 288
external equity in total rewards strategy, 209
external job evaluation, 227–228
external market knowledge in diversity and inclusion, 403
external recruiting, 140
external relationships, managing, 479–480
external risks, 415
external staffing factors, 135
external strategies in knowledge management systems, 329–330
Extraordinary Leader: Turning Good Managers into Great Leaders, 464
extraterritorial jurisdiction (ETJ), 395
F
FAA Modernization and Reform Act, 27
face-to-face communication, 490
FACT (Fair and Accurate Credit Transactions Act), 27
factor comparison job evaluation methods, 224–225, 227
factor evaluation system (FES), 226
Fair and Accurate Credit Transactions Act (FACT), 27
Fair Credit Reporting Act (FCRA), 27
Fair Labor Standards Act (FLSA)
employee volunteerism, 435
enforcement, 31
overtime pay, 30–31
provisions and protections, 28
recordkeeping, 28–30
fairness orientation in total rewards strategy, 208
False Claims Act, 65–66
Family and Medical Leave Act (FMLA)
overview, 61
violations, 519
family and medical leaves records, 447
family-oriented benefits, 248
fashion models, employment visas for, 67
fatalities and catastrophes in Occupational Safety and Health Act, 38
FCPA (Foreign Corrupt Practices Act), 31
FCRA (Fair Credit Reporting Act), 27
Federal Equal Pay Act, 209
federal government employees, laws and regulations for, 64–67
Federal Insurance Contributions Act (FICA), 44
Federal Labor Relations Authority (FLRA), 65
Federal records retention requirements, 444–450
feedback
constructive, 486–487
investigations, 349
metrics, 115
performance management, 175–179
as recognition and reward, 339
soliciting, 488–489
FI-LR matrix for globalization, 382
FICA (Federal Insurance Contributions Act), 44
fiduciary responsibility, 261
Fiedler, Fred, 125
Fiedler contingency theory, 125–126
finance metrics, 115
financial analysis function, 282–283
financial statements, 115
financial status in interview questions, 150
Finkelstein, Sydney, 200
first-impression errors in interviews, 153
fishbone diagrams, 309
fishbowl interviews, 148
Fisher, Glen, 495
flat organizational structure, 285
flat-rate pay systems, 232
flexible staffing, 323
flexible work hours, 248
flow analysis in workforce planning, 317–318
FLRA (Federal Labor Relations Authority), 65
FLSA. See Fair Labor Standards Act (FLSA)
FMLA (Family and Medical Leave Act)
overview, 61
violations, 519
focus
competitive strategies, 100–101
strategic planning for, 87
focus groups for employee engagement, 166
Folkman, Joseph, 464
follow-ups
meetings, 515
Occupational Safety and Health Act, 38
forced choices in performance management, 176
forecasts
workforce management, 312
workforce planning, 318
Foreign Corrupt Practices Act (FCPA), 31
foreign nationals, employment visas for, 67–70
formula budgeting, 283
foundational knowledge items (FKIs) in exam, 16
Four-Level Training Evaluation Model, 193
Fox, Erica, 118–119
frameworks for corporate social responsibility, 429–435
framing in communication, 491
free products and services, 256–257
Freeman, R. Edward, 90–91
frequencies distributions and tables in compensation analysis, 229
Friedman, Thomas L., 375
fringe benefits, 206
full-time employees, 139
function-specific audits, 292
functional structure
new HR structure, 280
organizational design, 286–287
“Future Insights,” 304
G
gainsharing plans, 238–239
Gantt charts, 110
gap analysis
benefits needs assessment, 246
workforce planning, 318
gap development, organizational, 305–306
GE-McKinsey nine-box matrix, 96–97
gender and sexual orientation claims, 519
gender in talent selection process, 146
general pay increases, 235–236
generalists, HR, 290
Genetic Information Nondiscrimination Act (GINA), 56–57
geocentric operation in globalization, 382
geocentric orientation in total rewards strategy, 212
geographic differential pay, 237
geographic structure in organizational design, 287
geography in compensation analysis, 229
Germany
diversity, 400
health plans, 250
GINA (Genetic Information Nondiscrimination Act), 56–57
Global and Cultural Effectiveness competency, 9
definitions, 491–492
description, 12
key concepts, 492
proficiency indicators, 492–500
summary, 500
global assignments, 391
guidelines, 392–393
process, 393
strategic role, 392
types, 392
global basis in talent acquisition planning, 134–135
global considerations in leadership development, 203–204
global context
definitions, 373
global assignments, 391–393
global organizations, 377–378
global strategies, 378–386
globalization factors, 374–377
key concepts, 374
legal environment, 394–397
multicultural organizations, 386–390
global engagement drivers in employee engagement, 163
global integration (GI) vs. local responsiveness, 380–383
global labor market direction, communicating, 507
Global Leadership and Organizational Behavior Effectiveness (GLOBE) Research Program, 127
global leadership models, 126–127
global-local models, 381
global mind-set
diversity and inclusion, 408
multicultural organizations, 386–387
operating with, 495
global organizations
defining, 377–378
employee recognition and reward, 338–339
Global Professional in Human Resources (GPHR), 6
global recession, 376
global remuneration issues and challenges in total rewards strategy, 211–212
Global Reporting Initiative (GRI) G4 Sustainability Guidelines, 433–434
global strategies, 378
approaches, 380–383
employment relationship, 338
EPRG model, 383
pull factors, 379–380
push factors, 378–379
sourcing and shoring, 383–384
Global Union Federations (GUFs), 340
global warming, 376
globalization
diversity, 399–400
forces shaping, 375
global recession and global warming, 376
HR impact, 278–279
HR roles, 384–386
learning & development, 185–186
shift from developed to emerging economies, 375–376
goals and objectives
risk management, 416
strategy formulation, 97–98
strategy performance, 114
training and development, 190
golden parachutes, 239
Goldsmith, Marshall, 118
Goleman, Daniel, 118–119
government and regulatory barriers in organizational staffing, 132
government policies and regulations
globalization, 379
influencing, 510
governments
employee and labor relations, 342
organizational strategy role, 294
GPHR (Global Professional in Human Resources), 6
grades, pay, 230–232
graduate degree requirements, 14
graphic presentation in strategy performance, 117–118
graphic scales in performance management, 176
Great Britain, diversity in, 400
green circle pay rates, 235
Gregersen, Hal B., 409
grievances, 343–344
group decision-making in OED initiatives, 307
group interviews in recruitment, 148
groups
incentive pay, 238
recruiting effectiveness, 141
groupware, 359
growth opportunities in globalization, 379
growth phase in industry lifecycle, 94
Growth Share Matrix, 95–96
growth strategies
staffing, 134
strategy development, 102–105
guarded globalization, 378
GUFs (Global Union Federations), 340
guidelines
corporate social responsibility, 429–435
interview questions, 149
Guidelines for Multinational Enterprises, 430
Guidelines on Discrimination Because of Sex, 57
H
H Visas, 67–68
Half, Robert, 181
Hall’s theory for cultures, 390
halo errors
interviews, 153
performance appraisals, 177
Hampden-Turner, Charles, 390
handbooks, employee, 358
hard negotiation style in conflict management, 130
hardship testing, 202
Harris, Doug, 408
Hay plan for job evaluation, 226
headcounts in recruiting effectiveness, 141
health and welfare plans, 249–252
health care laws and regulations
compliance, 260
Consolidated Omnibus Budget Reconciliation Act, 59
Patient Protection and Affordable Care Act, 62–63
Health Information Technology for Economic and Clinical Health Act (HITECH), 31
Health Insurance Portability and Accountability Act (HIPAA)
medical files, 443
overview, 32
health records record-keeping requirements, 445
height and weight in interview questions, 151
Heneman, Herbert G., III, 221
Hersey-Blanchard situational leadership theory, 123–125
Herzberg’s motivation-hygiene theory, 171
hierarchy culture in OED assessment, 311
high-context cultures, 390
HIPAA (Health Insurance Portability and Accountability Act)
medical files, 443
overview, 32
hiring process. See also talent selection process
diversity and inclusion, 404
employee engagement, 168–169
histograms, 309
history, organizational, 296
HITECH (Health Information Technology for Economic and Clinical Health Act), 31
holiday pay compliance, 259
holidays, 246–247
holistic business knowledge in diversity and inclusion, 403
home purchase/lease escape fees, 325
home-shoring, 377
Homeland Security Act, 66
horizontal corporate culture, 388
horn effect
interviews, 153
performance appraisals, 177
hours of work
compliance, 259
country differences, 495
flexible, 248
job descriptions, 137
Portal-to-Portal Act, 40
record-keeping requirements, 444
shortened workweeks, 323
housing as perquisite, 256
How to Manage Change Effectively, 111
HR Certification Institute (HRCI), 4–6
HR Expertise (HR Knowledge) competency, 9, 11
HR function organization. See Structure of the HR Function
HR information systems (HRIS), 355–357
HR management business case, 502–503
HR metrics in recruiting effectiveness, 141
HR-related degree requirements, 14–15
HR roles
conflict management, 346
diversity and inclusion, 408–411
employee engagement, 174
leadership development, 200
strategies, 293–297
HR Strategic Planning, 85
key concepts, 86
leadership, 118–130
strategy, 87–91
strategy development, 98–107
strategy formulation, 92–98
strategy implementation production, 107–113
strategy performance evaluation, 113–118
HRCI (HR Certification Institute), 4–6
HRIS (HR information systems), 355–357
human capital
global and cultural effectiveness, 497
metrics in big data era, 354
vision development, 516–517
human resource certification, 3
benefits, 4
chapter review, 6–7
choosing, 15
description, 3–4
organizations, 4–6
human rights in United Nations Global Compact, 430
Huselid, Mark, 296–297
Hutchins, Kate, 392
hybrid structure in organizational design, 287
hyper-connectivity in globalization, 376
I
ICE (Immigration and Customs Enforcement), 66
ideas, openness to, 492
identification and conduct guidelines for exam, 17–18
identify alignment in globalization, 381
identifying risks, 417–418
IFAs (international framework agreements), 340
ignore action as risk response, 421
illness, leave for, 247
ILO (International Labor Organization), 333
immigrant investors, employment visas for, 70
Immigration and Customs Enforcement (ICE), 66
Immigration and Nationality Act (INA), 32
Immigration Reform and Control Act (IRCA), 32
imminent danger situations in Occupational Safety and Health Act, 38
impact
business strategies, 101–102
change, 278–281
for data analysis, communicating, 527–528
of laws, assessing, 521–522
implementation
mergers and acquisitions, 104–105, 316
risk management plans, 424
strategy, 107–113
total rewards strategy, 207
training and development, 192–193
improshare plans, 239
in-house experts, serving as, 513
INA (Immigration and Nationality Act), 32
incentive pay
cross-border situations, 242
direct sales personnel, 242–243
executives, 239–242
gainsharing plans, 238–239
groups, 238
individual, 237
outside directors, 243
professionals, 243
profit-sharing plans, 238
incentive stock options (ISOs), 240
incentives in total rewards, 206
incidents investigations in risk management, 425
inclusion. See also Diversity and Inclusion (D&I)
embracing, 494
ensuring, 496
income benefits in workers’ compensation, 252
income tax record-keeping requirements, 447
increased communication in OED, 302
increased profits in OED, 302
increasing returns in adult learning, 189
incremental budgeting, 283
indirect compensation. See benefits
individual incentive pay, 237
individual perspective in leadership development, 200
individualism
vs. collectivism in culture, 389
leadership, 127
individualized compensation in total rewards strategy, 218
Indosphere culture, 388
indulgence vs. restraint in cultures, 390
industrial actions in employee and labor relations, 345
industry analysis in strategy formulation, 94–96
industry lifecycle, 94
industry rivalry in strategy formulation, 95
industry understanding as proficiency indicator, 502
influencing as HR role, 294–295
information
analyzing, 526–527
risk management, 416
seeking, 526
information exchange in HR role, 294
information gathering
employee engagement, 164–167
strategy formulation, 92
information systems, HR, 355–357
information technology
core business functions, 284
staffing, 135
infrastructure creation in diversity and inclusion, 403
initiatives
OED, 306–310
retention, 181–182
return on investment, 504–505
inner team, 119
input, stakeholders, 462
institutional obstacles to adult learning, 188
instructor-led training, 191
instructor selection in training, 192
insupportable opinions in personnel files, 443
integration
diversity and inclusion, 407
mergers and acquisitions, 104, 316
risk management, 421
integrity
acting with, 468
personal and professional, 468
talent selection tests, 154
intellectual property, 332
inter-rater or inter-observer reliability in talent selection process, 154
intercultural wisdom, 408
internal dimensions in diversity, 401
internal environment considerations, 287
internal equity in total rewards strategy, 209
internal job evaluation, 224–227
internal mobility in career development, 197–198
internal recruiting, 140
internal relationships, managing, 479–480
internal strategies in knowledge management systems, 329
international assignments in career development, 197
international background checks in talent selection process, 155
international framework agreements (IFAs), 340
international human rights and labor standards, 333–334
International Labor Organization (ILO), 333
international laws, 395
International Organization for Standardization (ISO) standards
OED quality initiatives, 308–309
risk principles, 415
internationalization of unions, 340
Internet recruiting, 144
interns, 139
Interpersonal Cluster
communication, 484–491
Global and Cultural Effectiveness, 491–500
relationship management, 475–484
interventions
generating, 514
organizational, 317
interviews, 147
biases, 152–153
employee engagement, 166
guidelines, 148
investigations, 349
job analysis, 222
questions, 149–152
risk identification, 417
types, 147–148
intra-company transferee visas, 68
intra-organizational culture, fostering, 483
intrinsic motivation in employee engagement, 173
introduction phase in industry lifecycle, 94
inventories for leadership skills, 200–201
investigations
employee and labor relations, 348–349
in personnel files, 442–444
supervising, 518–519
investment barriers in globalization, 380
investment decisions in strategy formulation, 95–96
invisible diversity traits, 402
IRCA (Immigration Reform and Control Act), 32
IRS Intermediate Sanctions, 33
Ishikawa diagrams, 309
Islamic culture, 388
ISO 26000 for corporate social responsibility, 431–432
ISO (International Organization for Standardization) standards
OED quality initiatives, 308–309
risk principles, 415
ISOs (incentive stock options), 240
J
JAN (Job Accommodation Network), 52
Japanese management style, 172
JetBlue airlines, 493–494
job accommodation in Americans with Disabilities Act, 51–52
Job Accommodation Network (JAN), 52
job analysis
compensation structure, 221–224
overview, 136–137
job boards, 140
job descriptions
elements, 137–139
employment contracts, 335
job analysis, 222
job documentation, 224
job evaluation, 224–228
job openings as organizational staffing challenge, 133
job previewing in talent selection process, 157–158
job rotation, enlargement, and enrichment in career development, 197
job sharing, 323
job-to-predetermined-standard comparison, 225–226
judgmental forecasts in workforce planning, 318
judicial decisions in global context, 397
jurisdiction in global context, 394
K
Kaizen
risk management, 426
staffing plans, 321
Kalev, Alexandrea, 407
Katzenbach, Jon, 126
Kerns, Charles D., 469–470
key risk indicators (KRIs), 419
kinesthetic learners, 187
knowledge
maintaining, 471
transferring, 522
knowledge-based pay systems, 234
knowledge items in exam, 16
knowledge management (KM)
learning & development, 185
organizational, 327–328
strategy, 329–330
systems, 328–329
workforce management, 327
Kouzes, James M., 118, 485–486
KPMG survey for corporate social responsibility, 434–435
Kramer, Roderick M., 496
Kubler-Ross, Elisabeth, 110
L
L-1 Intra-Company Transferee visas, 68
labor
global markets, 498
in United Nations Global Compact, 430
labor laws, country differences, 494
Labor-Management Relations Act (LMRA), 33
Labor-Management Reporting and Disclosure Act, 33–34, 49
labor relations. See Employee and Labor Relations
labor unions
employee and labor relations, 340–345
organizational strategy role, 294
record-keeping requirements, 449
lag market pay strategies, 210
lagging indicators in OED, 310
late-career in career development, 196
laws and statutory regulations
case law summary by chapter, 575–584
employment, 334–335
global context, 397
impact assessment, 521–522
total rewards strategy, 214
U.S. See U.S. Employment Law and Regulations; U.S. laws and regulations
Lawson v. FMR LLC., 42
layers
cultures, 389
diversity, 401
layoffs
Worker Adjustment and Retraining Notification Act, 63
workforce management, 314
lead market pay strategies, 210
leader development, 199
global considerations, 203–204
needs assessment, 200–202
programs, 200
strategies, 202–203
leaders
HR, 289
leader-member relations, 125
OED, 302
Leaders and Followers theory, 126–127
leadership
change management, 112
characteristics, 118–121
employee engagement, 163
leaders description, 118
theories, 121–130
Leadership and Navigation competency, 9
definitions, 460
description, 12
key concepts, 460
proficiency indicators, 461–467
Leadership Challenge, 485–486
Leadership cluster
Ethical Practice, 467–475
Leadership and Navigation, 459–467
overview, 459
leading element in global and cultural effectiveness, 499
leading indicators
identifying, 523–524
OED, 310
leading meetings, 487–488
Learning and Development
adult learning, 185–189
career development, 194–199
definitions, 183
factors, 185–186
key concepts, 183–184
leadership development, 199–204
overview, 184–185
training and development, 189–193
learning curves for adult learning, 188–189
learning management systems (LMSs), 191
learning portals, 191
leasing employees, 324
leave
compliance, 259–260
types, 247–248
legal environment in global context, 394–397
legal factors in strategy formulation, 93
legal institutions in global context, 396
legal instruments in global context, 396–397
legislation for compensation and benefits, 257–261
length of employment contracts, 335
leniency errors in performance appraisals, 179
leveling in compensation analysis, 228
levels
employee engagement, 162
global legal environment, 394–395
strategy, 88–89
leveraging technology, 353–354, 504
liabilities, recognizing, 519
life insurance, 251–252
Light Duty Assignments provision, 61
Lilly Ledbetter Fair Pay Act, 57
limiting hours worked, country differences, 495
listening
communicating, 486
listener needs and expectations, 128
during meetings, 514
proficiency indicator, 516
relationship management, 477
litigation in conflicts, 347–348
LMRA (Labor-Management Relations Act), 33
local responsiveness (LR)
vs. global integration, 380–383
talent acquisition strategy, 134
logistical considerations in training, 193
logs in strategy implementation, 110
long-term incentives, 239
long-term orientation
leadership, 127
vs. short-term orientation in cultures, 390
low-context cultures, 390
lump-sum pay increases (LSIs), 236
M
Maastricht Treaty on European Union, 395
major life activities in Americans with Disabilities Act, 51
managed service providers (MSPs), 324–325
management
employee engagement, 163
OED, 302
Management by Objectives, 114
management by objectives (MBO) in performance management, 176
management by walking around (MBWA), 426
manager self-service (MSS) tools, 356
managerial skills and practices in diversity and inclusion, 409–410
managers
employment relationship, 339
employment visas for, 68
HR, 289
marital status in interview questions, 151
market-based job evaluation, 227–228
market-based pay increases, 236
market culture in OED assessment, 311
marketing
core business functions, 284
diversity and inclusion, 405
HR, 503
metrics, 115
masculinity
vs. femininity in cultures, 390
leadership, 127
Maslow’s hierarchy of needs, 170–171
mass layoffs, 63
match market pay strategies, 210
material safety data sheets (MSDSs), 34
maternity leave, 247
Matisoff, James, 388
matrices
GE-McKinsey nine-box matrix, 96–97
Growth Share Matrix, 95–96
risk analysis, 419
matrix HR structure, 280
matrix organizational structure, 286
maturity curves in incentive pay, 243
maturity phase in industry lifecycle, 94
Mayers, Juliette C., 499
MBO (management by objectives) in performance management, 176
MBWA (management by walking around), 426
McGregor’s theory
employee engagement, 171–172
leadership, 122
McKinsey report on diversity programs, 308
meal allowances, 257
means in compensation analysis, 229–230
measurability in globalization, 376
measurement and metrics
benefits, 257
big data era, 354
compensation structure, 229–230, 244
diversity and inclusion, 406
globalization, 385
HR value, 291–293
mergers and acquisitions, 316
OED, 310–311
organizational, 503–504
performance management, 175–179
recruiting effectiveness, 141–144
relationship management, 481
retention, 182
SMART goal setting, 98
strategy performance, 113–118
talent management effectiveness, 326
total rewards strategy, 219
media in communication, 489–491
medians in compensation analysis, 229
mediation for grievances, 344
medical benefits in workers’ compensation, 252
Medical Certification Process provision, 61
medical conditions in interview questions, 150
medical files, 443
medical records in personnel files, 442
Medicare tax record-keeping requirements, 448
meetings
appraisal, 179
leading, 487–488
relationship building during, 514–515
memoranda of understanding (MOUs), 343
Mental Health Parity Act (MHPA), 62
Mental Health Parity and Addiction Equity Act (MHPAEA), 62
mental requirements in job descriptions, 137
mentoring, 199
mergers and acquisitions (M&As)
restructuring, 315–316
strategy development, 103–105
merit pay, 233
Merit Systems Protection Board (MSPB), 64
mertial aspects in GRI, 433
MHPA (Mental Health Parity Act), 62
MHPAEA (Mental Health Parity and Addiction Equity Act), 62
midcareer in career development, 196
Mikes, Annette, 415
milestone charts, 110
Military Caregiver Leave provision, 61
military service in interview questions, 151
Mine Safety and Health Act, 34
minimum wage compliance, 259
mission
strategy formulation, 96–97
total rewards strategy, 208
mistakes acknowledging, 469
mobile devices as perquisites, 256
mobile learning, 192
modes in compensation analysis, 229–230
monitoring mergers and acquisitions, 105, 316
moral hazard in risk management, 416
Morrison, Allen J., 409
mortgage subsidies, 326
Mossevelde, Chris, 135
motivation
adult learning, 186
leadership characteristics, 119
theories, 170–174
total rewards strategy, 210
MOUs (memoranda of understanding), 343
Mouton, Jane, 122
moving work in globalization, 377
MSDSs (material safety data sheets), 34
MSPB (Merit Systems Protection Board), 64
MSPs (managed service providers), 324–325
multicultural organizations
cultural issues, 387–391
global mind-set, 386–387
multidomestic strategy, 382
multinational organizations, recognition in, 173
multiple jobs in career development, 199
N
NAHRMA (North American Human Resource Management Association), 6
name in interview questions, 151
narrative evaluations in performance management, 177
National Defense Authorization Act, 62
National Guard and Military Reserve Family Leave provision, 61
national holidays, 247
National Industrial Recovery Act, 35
National Labor Relations Act (NLRA)
overview, 35
unfair labor practices, 345
National Labor Relations Board (NLRB), 345
national laws, 395
national origin in interview questions, 149
Needlestick Safety and Prevention Act, 35–36
Neeleman, David, 493
negative emphasis in interviews, 153
negotiation
conflict management methods, 130
HR role, 294–295
relationship management, 476, 482
Nelson, Sheri, 478
Netherlands, health plans in, 250
networking
policies, 360
relationship management, 476, 481
networks in employee and labor relations, 340
new entrants in strategy formulation, 95
new HR organizational structures, 280
nine-box matrix, 96–97
NLRA (National Labor Relations Act)
overview, 35
unfair labor practices, 345
NLRB (National Labor Relations Board), 345
no action as risk response, 421
nominal group technique in OED initiatives, 307
non-agricultural workers, employment visas for, 68
noncash awards, 237
nondiscrimination records record-keeping requirements, 446
nonexempt employees, 138
nonfinancial organizational performance metrics, 115
nonjudgmental respect for perspectives of others, 492
nonquantitative job-content job evaluation, 224–225
nonselected candidates in talent selection process, 156–157
nontraditional employment in career development, 199
nonverbal bias in interviews, 153
normal standards in Occupational Safety and Health Act, 39
Norris-LaGuardia Act, 36
North American Human Resource Management Association (NAHRMA), 6
Norton, David P., 508
not engaged employees, 162
notice requirements in Worker Adjustment and Retraining Notification Act, 64
O
O-1 visas, 69
objectives in strategy performance, 113
OBRA (Omnibus Budget Reconciliation Act), 39
observation in job analysis, 222
OCAI (Organizational Culture Assessment Instrument), 311
occupational preparation in career development, 196
Occupational Safety and Health Act (OSHA), 36–39
occupational safety record-keeping requirements, 445
ODEP (Office of Disability Employment Policy), 157
OECD (Organization for Economic Cooperation and Development)
corporate social responsibility guidelines, 430
overview, 333
OED. See Organizational Effectiveness and Development (OED)
OFCCP (Office of Federal Contract Compliance Programs), 146
offers in talent selection process, 156
Office of Disability Employment Policy (ODEP), 157
Office of Federal Contract Compliance Programs (OFCCP), 146
Office of Personnel Management (OPM), 64
Older Workers Benefit Protection Act (OWBPA), 59–60
Omnibus Budget Reconciliation Act (OBRA), 39
on-call employees, 139
On Death and Dying, 110
on-site visits in Occupational Safety and Health Act, 38
on-the-job training, 191
onboarding
diversity and inclusion, 404
employee engagement, 168–169
employee lifecycle, 216
Talent Acquisition, 159
one-on-one conflict resolution, 347
one-on-one interviews for employee engagement, 166
online employee surveys, 165
open-ended questionnaires in job analysis, 222
openness to ideas, 492
operational level in strategy, 88
operational services in HR function, 277–278
operations function, 284
operations management as proficiency indicator, 502
OPM (Office of Personnel Management), 64
opportunities in SWOT analysis, 94, 505
opportunity costs in diversity, 400
oral employment contracts, 335–336
oral presentations, 490
oral warnings for discipline, 350
Organization for Economic Cooperation and Development (OECD)
corporate social responsibility guidelines, 430
overview, 333
organization incentive pay plans, 240–242
Organization Knowledge domain, 273
chapter review, 361
Employee and Labor Relations. See Employee and Labor Relations
Organizational Effectiveness and Development, 297–311
questions, 361–371
Structure of the HR Function. See Structure of the HR Function
Technology Management, 351–361
Workforce Management. See Workforce Management
organization learning, 185
organization memberships in interview questions, 151
organizational change in diversity and inclusion, 408
organizational compliance for U.S. employment law and regulations, 438
organizational cultural norms, fostering, 498
organizational culture
conforming to, 461
employee engagement, 162–163
Organizational Culture Assessment Instrument (OCAI), 311
organizational culture change as proficiency indicator, 466
organizational design
core business functions, 284
OED, 301
organizational dimensions in diversity, 401
organizational effectiveness, championing, 480
Organizational Effectiveness and Development (OED)
benefits, 301–302
definitions, 297–298
HR roles, 304
initiatives, 306–310
key concepts, 298
measurement, 310–311
opportunities, 303–304
organizational gap development, 305–306
overview, 299–304
process, 299–300
strategies, 300–304
organizational entry in career development, 196
organizational gap development, 305–306
organizational growth and retraction in HR impact, 279–280
organizational interventions, generating, 514
organizational level strategy, 88
organizational metrics, 503–504
organizational perspective in leadership development, 200
organizational problems, examining, 506
organizational staffing requirements, 131–133
organizational strategy
HR role, 293–297
total rewards, 205–219
organizational structures, 284–287
organizational success vs. employee advocacy, 472
organizational values
diversity and inclusion, 409
performance management, 175
strategy formulation, 97
organizations for human resource certification, 4–6
orientation
adult learning, 186
employee lifecycle, 216
staffing, 134
talent acquisition, 158
transformational leadership, 464
OSHA (Occupational Safety and Health Act), 36–39
Ouchi, William, 172
outside directors, incentive pay for, 243
outsourcing
alternative staffing, 324
oversight in risk management, 424
overtime pay
compliance, 259
Fair Labor Standards Act, 30–31
OWBPA (Older Workers Benefit Protection Act), 59–60
ownership of risk, 420
P
P visas, 69
packing/shipping/unpacking payments, 326
paid holidays, 246–247
paid time off (PTO)
country differences, 494
holidays and vacations, 246–247
paid vacations, country differences in, 495
paired-comparison method for jobs, 225
panel interviews, 148
parental status in interview questions, 151
Pareto charts, 309
part-time employees, 139
participating tasks in leadership, 125
partnerships, cross-cultural, 499–500
paternity leave, 247
Patient Protection and Affordable Care Act (PPACA), 62–63
PATRIOT Act, 66–67
pay. See also compensation
adjustments, 235–236
compression, 235
strategies, 209–210
structure, 230–232
surveys, 228
variations, 234–235
pay equity in total rewards strategy, 209
pay for performance, 233
payments, retirement, 255
payroll record-keeping requirements, 444–445
payrolling alternative staffing, 324
penalties in Civil Rights Act (Title VII), 54
pension compliance, 260
pension plans record-keeping requirements, 449
Pension Protection Act (PPA), 39
People Knowledge expertise domain, 85
chapter review, 261
Employee Engagement and Retention. See Employee Engagement and Retention
HR Strategic Planning. See HR Strategic Planning
Learning and Development. See Learning and Development
questions, 261–267
Talent Acquisition. See Talent Acquisition
Total Rewards. See Total Rewards
peoplepower reporting for recruiting effectiveness, 141
PEOs (professional employer organizations)
alternative staffing, 324
risk, 420
percentiles for pay ranges, 230
perceptual elements in ROI maximization, 517
performance appraisals
job analysis, 223
personnel files, 441
performance-based merit pay systems, 233
performance grants, 241
performance improvement in OED, 300
performance management, 174
appraisal methods, 175–179
HR value, 291–292
measurement and feedback, 175–179
organizational values and goals, 175
standards, 175
performance objectives in risk management, 421
performance requirements in employment contracts, 336
performance strategy, 113–118
performance tests in talent selection process, 153
Perlmutter, Howard V., 211, 383
perquisites
incentive pay, 239
total rewards, 206
types, 256–257
Perruci, Gamaliel, 409
person-based pay systems, 234
personal growth and development in total rewards strategy, 210
personal integrity, 468
personal postings policies, 360
Personal Responsibility and Work Opportunity Reconciliation Act, 39–40
personality layer in diversity, 401
personality tests in talent selection process, 153
personally identifiable information (PII), 356
personnel file contents, 440–443
perspectives
cultural context, 494
embracing, 494
perspectives of others, nonjudgmental respect for, 492
persuasion
global and cultural effectiveness, 499
HR role, 294
PEST factors
organizational staffing challenge, 132
total rewards strategy, 215
PESTEL analysis in strategy formulation, 92–93
Peters, Tom, 426
phantom stock plans, 240
phased retirement, 323
philanthropy, 435
phone call communication, 490
photographs in interview questions, 151
physical description in interview questions, 151
physical factors in job descriptions, 137
physiological elements in ROI maximization, 517
pilot testing in training, 192
Pink, Daniel, 173
planned and programmed investigations in Occupational Safety and Health Act, 38
planning and management requirements in strategy, 87–88, 91
plans
HR strategy. See HR Strategic Planning
risk management, 421–424
staffing, 319–321
workforce, 317–319
plant closings, 63
plateau curves in adult learning, 189
point-factor job evaluation methods, 224–227
policies
building, 528
developing, 473
diversity and inclusion, 409
employee engagement, 169–170
globalization, 385
technology management, 357–361
policy challenges in diversity and inclusion, 409
political factors
managing, 471
strategy formulation, 92
total rewards strategy, 215
polycentric operation in globalization, 383
polycentric orientation in total rewards strategy, 212
polygraph exams record-keeping requirements, 448
Portal-to-Portal Act, 40
portals in HR information systems, 356
Porter, Michael, 89–90
Porter’s competitive strategies, 100–101
Porter’s Five Forces, 95
position power in leadership, 125
Posner, Barry Z., 118, 485–486
power
appropriate application, 469
transformational leadership, 464
power distance
cultures, 389
leadership, 127
PPA (Pension Protection Act), 39
PPACA (Patient Protection and Affordable Care Act), 62–63
practitioners, HR, 290
Pregnancy Discrimination Act, 57
preliminary assessment in diversity and inclusion, 403
prevailing wages record-keeping requirements, 449
preventable risks, 415
preventive measures in discipline, 351
previews in talent selection process, 157–158
primacy errors in performance appraisal, 177
principal-agent problem, 417
principled negotiation style in conflict management, 130
principles and practices in strategy implementation, 109–110
Privacy Act, 66
private health insurance, 250
problem-solving techniques, 506
leadership development, 203
problem statement in HR business case, 502
problems, organizational, 506
process-related problem in OED, 301
processes
alignment in globalization, 381
HR, 288–289
improvement initiatives, 527
OED, 299–300
risk management, 425
product and service enhancement in OED, 302
product structure in organizational design, 287
production incentives, 237
productivity as leading indicator, 523
productivity-based pay systems, 234
professional employer organizations (PEOs)
alternative staffing, 324
risk, 420
Professional in Human Resources (PHR), 6
Professional in Human Resources, California (PHRca), 6
Professional in Human Resources, International (PHRi), 6
professional integrity, 468
professionals, incentive pay for, 243
profit-sharing plans, 238
profits in OED, 302
progressive corporate culture, 389
project employees, 323
project management tools, 110
project objectives in HR business case, 502
projects in career development, 197
promotions
career development, 197
diversity and inclusion, 405
employee lifecycle, 216
provisions and protections
Americans with Disabilities Act, 50
Drug-Free Workplace Act, 55
Fair Labor Standards Act, 28
Mine Safety and Health Act, 34
Occupational Safety and Health Act, 36–37
Sarbanes-Oxley Act, 41–42
psychological elements in ROI maximization, 517
public-private balance in globalization, 376
public works contracts record-keeping requirements, 449
pull factors in global strategies, 379–380
punitive damages in Civil Rights Act (Title VII), 54
push factors in global strategies, 378–379
Q
quality
globalization, 377
OED control tools, 309
OED initiatives, 308–310
OED standards, 308–309
quantitative methods in job evaluation, 226–227
quartiles for pay ranges, 230
questionnaires for job analysis, 222
questions in interviews, 149–152
Quinn, Robert, 311
R
race/ethnicity
interview questions, 151
talent selection process, 146
RACI matrix organizational structure, 286
Radjasa, Satya, 181
Railway Labor Act, 40
ranges, pay, 230–231
ranking
decisions, 156
jobs, 225
reaction in Four-Level Training Evaluation Model, 193
readiness
adult learning, 186
risk management, 422–424
real estate processing fees, 325
real-life problem-solving, 203
realism in SMART goal setting, 98
reasonable accommodation in talent selection process, 157
recency errors in performance appraisals, 177
recession, global, 376
recognition
employee engagement, 173
forms, 338–339
recommendations
in global context, 397
making, 525
recordkeeping
Americans with Disabilities Act, 52–53
Drug-Free Workplace Act, 55–56
employee records, 445–450
Fair Labor Standards Act, 28–30
Mine Safety and Health Act, 34
Occupational Safety and Health Act, 37
Sarbanes-Oxley Act, 42
recruiting cost ratio (RCR), 143
recruitment
and benefits, 245
in diverse markets, 139–140
diversity and inclusion, 404
effectiveness, 141–144
employee lifecycle, 216
job analysis, 223
leading indicator, 524
methods, 140–141
red circle pay rates, 234–235
redefining sustainability, 428
redistribution of decision-making authority, 314
references
interview questions, 151
talent selection process, 155
referral agents in career development, 194
referrals
Occupational Safety and Health Act, 38
recruiting, 140
reframing communication, 491
regiocentric operation in globalization, 383
regiocentric orientation in total rewards strategy, 212
regional laws, 395
registered nurses, employment visas for, 67–68
regression analysis, 116
regular full-time employees, 139
regular part-time workers, 139
regulations. See laws and statutory regulations
Rehabilitation Act, 40–41
rehires, 325
reinforcements in mergers and acquisitions, 105
Relationship Management competency, 9
definitions, 475–476
description, 12
key concepts, 476
proficiency indicators, 476–484
summary, 484
relationships
cross-cultural, 499–500
HR role, 294
relatives in interview questions, 152
reliability factor in talent selection process, 154
reliability scorecard in risk analysis, 418
reliable data availability for staffing, 132
religion in interview questions, 152
religious law systems in global context, 394
relocations
alternative staffing, 325–326
career development, 197
remuneration surveys for job evaluation, 228
reports
in communication, 490
strategy performance, 113
required actions in Worker Adjustment and Retraining Notification Act, 63
requirements
HR business case, 503
total rewards strategy communication, 217
workforce, 312–317
research and development (R&D), 284
resistance in mergers and acquisitions, 105
resources
staffing plans, 320
strategy implementation, 108–109
respect
for differences, 493
relationship management, 477
“Respectful Way to Discipline Employees,” 349
responses to risk, 420–421
restricted stock units (RSUs), 241
restructuring, corporate, 313–316
results in Four-Level Training Evaluation Model, 193
résumés in talent selection process, 146
retaliation, workplace, 348
retention
adult learning, 187
business case, 181
diversity and inclusion, 404
employee engagement, 180–183
evaluating, 182
leading indicator, 524
practices and strategies, 181–182
total rewards strategy, 210
retention period requirements for employee records, 444–450
retirement
benefits, 254–255
phased, 323
Retirement Equity Act (REA), 41
return on investment (ROI)
diverse workforce, 498
diversity and inclusion, 403
initiatives, 504–505
maximizing, 517
training and development, 193
Revenue Act, 41
revenue per employee metric, 504
reverse innovation in globalization, 376
rewards
employee engagement, 173
forms, 338–339
Rhinesmith, Stephen, 495
rightsizing, 314
Risk Management
definitions, 412
emergency preparedness and business continuity, 422–424
evaluating, 424–426
focusing, 414
ISO principles, 415
key concepts, 412–413
leadership development, 202
plans, 421–424
risk assessment, 417–420
risk context, 413–417
risk definition, 414–415
risk responses, 420–421
risk matrices, 419
risk registers, 420
risk scorecards, 418
risks
in business acumen, 505
diversity, 400
robust sourcing strategies for recruiting, 140–141
Rohm, Howard, 114
ROI. See return on investment (ROI)
roles in career development, 194–195
root-cause analysis in risk identification, 418
Rucker Plan, 238
rule of law in global context, 394
rules of conduct for exam, 17–18
S
S-shaped learning curves in adult learning, 189
SA8000 certification, 432–433
safety and security in Maslow’s hierarchy of needs, 170–171
SAI (Social Accountability International), 432–433
salary levels in organizational staffing, 133
salary plus commission for direct sales personnel, 243
sales
core business functions, 284
metrics, 115
Sarbanes-Oxley Act (SOX), 41–42
SBJPA (Small Business Job Protection Act), 43–44
Scanlon Plan, 238
scatter diagrams, 309
schedules for global and cultural effectiveness, 499
Schein, Edgar, 389
Schein’s model for cultures, 389
Schengen agreements, 395
scope and criticality of decisions in risk management, 416
scorecards
dimensions, 508
HR value, 291–292
risk analysis, 418
strategy performance, 114
scoring, exam, 20–21
screening in talent selection process, 145–146
Securities and Exchange Act, 42–43
security clearance investigation records in personnel files, 442–443
select and offer process in talent selection, 155–157
selection in job analysis, 223
self-actualization in Maslow’s hierarchy of needs, 170–171
self-assessment
career development, 196
performance management, 177–178
self-awareness
global and cultural effectiveness, 493
leadership characteristics, 119
self-concept in adult learning, 186
self-directed study, 191
self-regulation in leadership, 119
self-service technologies in total rewards strategy, 218
selling tasks in leadership, 125
Senior Certified Professional certification, 6
senior HR professionals proficiency indicators
business acumen, 504–510
communicating, 488–491
consultation, 516–520
critical evaluation, 524–529
ethical, 471–475
global and cultural, 496–500
leadership, 464–467
relationship management, 481–484
senior management role in grievances, 344
Senior Professional in Human Resources (SPHR), 6
Senior Professional in Human Resources, International (SPHRi), 6
seniority pay increases, 236
separation process
employee engagement, 174
employee rights, 335
Service Contract Act (SCA), 43
service support by HR staff, 275
“Seven Habits of Spectacularly Unsuccessful People,” 200
severance
compliance, 260
packages, 253–254
sex in interview questions, 152
shadow stocks, 240
shadowing in talent selection process, 157
shared services, 290–291
sharing
jobs, 323
risk, 420
Sherman Anti-Trust Act, 43
shift differential pay, 236
SHOP (Small Business Health Options Program), 62
short messaging communication, 490
shortened workweeks, 323
SHRM Certified Professional (SHRM-CP), 5
description, 9
exam eligibility, 13–14
SHRM Senior Certified Profession (SHRM-SCP), 5
description, 9
exam eligibility, 13–14
SHRM (Society for Human Resource Management), 4–6
similar-to-me error in interviews, 153
simulations
talent selection process, 157
training and development, 192
single-rate pay systems, 232
Sinosphere culture, 388
situational judgment items (SJIs), 16–17
situational judgment tests (SJTs), 201
situational leadership model, 123–126
situational obstacles to adult learning, 188
Six Sigma methodologies, 310
SJIs (situational judgment items), 16–17
SJTs (situational judgment tests), 201
skill-based pay systems, 234
skill requirements in job descriptions, 137
skilled labor
employment visas for, 70
organizational staffing challenge, 131
skills assessment centers, 201–202
Skinner, B. F., 172
Small Business Health Options Program (SHOP), 62
Small Business Job Protection Act (SBJPA), 43–44
SMART goals
strategy formulation, 98
strategy performance, 114
smart-sizing, 314
Smith, Douglas, 126
Social Accountability International (SAI), 432–433
social factors
strategy formulation, 93
total rewards strategy, 215
social media
communication, 490
employment branding, 136
metrics, 115
policies, 360
training and development, 192
violations, 519
social pressures, managing, 471
social responsibility
corporate, 426–436
staffing, 135
Social Security
compliance, 260
concepts, 255–256
Social Security Act, 44
Social Security tax record-keeping requirements, 448
social sharing of knowledge, 330
social skills in leadership, 119
Society for Human Resource Management (SHRM), 4–6
sociological elements in ROI maximization, 517
sociopolitical environment in globalization, 377
soft negotiation style in conflict management, 130
solution analysis in workforce planning, 319
sourcing and recruiting
in diverse markets, 139–144
diversity and inclusion, 404
leveraging technology, 144
South Africa, diversity in, 400
span of control organizational structure, 285
special considerations in talent selection process, 157
special immigrants, employment visas for, 70
special occupations and fashion models, employment visas for, 67
specialists, HR, 290
specialized knowledge, employment visas for, 68
specifications
job analysis, 222
job descriptions, 138
specificity in SMART goal setting, 98
spelling differences, 493
sponsorship in mergers and acquisitions, 105
stability in talent selection process, 155
stable base pay plans, 241
staffing. See also Talent Acquisition
organizational requirements, 131–133
plans, 319–321
strategic, 133
stage engagement, 161
stakeholder information for critical thinking, 522
stakeholders
collaboration with, 461–462
communication, 488
listening to, 470
relationship management, 477
risk management, 416
staffing plans, 319
standardization vs. localization in total rewards strategy, 213
standards
establishing, 472
Occupational Safety and Health Act, 38–39
performance management, 175
statements of authority in employment contracts, 335
statements of purpose in staffing plans, 319
statistical forecasts in workforce planning, 318
step rate variability considerations, 232–233
stereotyping in interviews, 152
stock options, 240
Stored Communications Act, 26
straight commission for direct sales personnel, 242
straight piece rate pay systems, 234
straight salary for direct sales personnel, 242
strategic administrative role, 277
strategic alliances in diversity and inclusion, 404
strategic audits, 292
strategic change facilitation as proficiency indicator, 465
strategic operational role, 278
strategic opportunities in relationship management, 483–484
strategic process in HR, 297
strategic risks, 415
strategic role
global assignments, 392
HR function, 275–281
strategic solutions, designing, 520
strategic staffing, 133
strategic view, providing, 529
strategies
benefits, 88
communication, 489–490
contributing, 510
corporate social responsibility, 429–435
description, 87
diversity and inclusion, 402–408
employee engagement, 164
employment relationship, 337–338
formulation in HR Strategic Planning, 92–98
global, 378–386
HR Strategic Planning roles, 87–91
implementation, 107–113
knowledge management systems, 329–330
leadership development, 202–203
levels, 88–89
mistakes, 88
OED, 300–304
performance evaluation, 113–118
planning and management requirements, 87–88
retention, 181–182
stakeholder concept, 90–91
technology, 509
total rewards, 205–219
unions, 340
value in, 89–90
stratification charts, 309
strengths in SWOT analysis, 94, 505
stress interviews, 148
strictness errors in performance appraisals, 179
structural alternatives
HR function organization, 290–291
organizational design, 286–287
structural principles in organizational design, 285
structure, strategic planning for, 88
Structure of the HR Function
change impacts, 278–281
core business functions, 281–284
definitions, 273
evolving role, 275–278
external environment considerations, 288
HR processes, 288–289
HR team, 289–290
internal environment considerations, 287
key concepts, 274
organizational design, 284
organizational strategy role, 293–297
organizational structures, 284–285
proficiency indicators, 274–275
strategic role, 275–281
value measurements, 291–293
structured interviews in talent selection process, 148, 154
student eligibility, 15
study resources, 585–588
subnational laws, 395
substantially limits in Americans with Disabilities Act, 51
successful relationships, promoting, 479
succession planning, 326–327
summarizing information in talent selection process, 156
supervisor-level discussions in grievances, 344
supervisors in employment relationship, 339
suppliers in organizational strategy role, 294
supply analysis in workforce planning, 317
supply chain
diversity and inclusion, 405
globalization, 379
supportive leadership in employee engagement, 163
supranational organization, 395
surveys
compensation structure, 228–230
employee engagement, 164–167
suspension for discipline, 350
sustainability practice in corporate social responsibility, 428
Sweden, health plans in, 249
SWOT analysis
business acumen indicator, 505
risk identification, 418
strategy formulation, 94
symbols in cultures, 389
synergy, cultural, 391
system changes in diversity and inclusion, 404–406
systems integration in HR information systems, 357
systems theory in OED quality initiatives, 308
systems thinking, strategic planning for, 88
T
tactical objectives in workforce planning, 318
tactile learners, 187
Talent Acquisition
definitions, 130
employment branding, 135–136
global basis planning, 134–135
job analysis, 136–137
job documentation, 137–139
key concepts, 130–131
onboarding, 159
organizational staffing requirements, 131–133
orientation, 158
selection. See talent selection process
sourcing and recruiting, 139–144
strategic staffing, 133
talent development in OED, 300
talent management
effectiveness measures, 326
learning and development, 185–186
overview, 322–326
talent pool in globalization, 377
talent selection process, 144
application forms, 146–147
assessing and evaluating, 153–155
factors chart, 144–145
interviews, 147–153
screening, 145–146
select and offer, 155–157
talented employees, total rewards strategy for attracting, 210
targeted investigations in Occupational Safety and Health Act, 38
targets in organizational gap development, 305–306
task accomplishments as proficiency indicator, 462
task structure in leadership, 125
tasks for staffing plans, 320–321
Tax Reform Act, 45
taxes
alternative staffing, 326
and benefits, 245
compliance, 259
record-keeping requirements, 447–448
total rewards strategy, 214
Taxpayer Relief Act, 45
team approach in meetings, 514
team building
OED initiatives, 307
relationship management, 480
team-first corporate culture, 388
team interviews, 148
team members in staffing plans, 320
team participation in career development, 197
teams
diversity and inclusion, 409
HR, 289–290
teamwork in relationship management, 476
technical competencies, 11
technical strategy in OED, 300
technological factors
strategy formulation, 93
total rewards strategy, 215
technological revolution in globalization, 378
technology
leveraging, 504
meetings, 514
OED, 301
sourcing and recruiting, 144
strategy, 509
Technology Management
big data era, 354–355
definitions, 351
and HR, 352–354
information management, 354
information systems, 355–357
key concepts, 352
leveraging, 353–354
policies, 357–361
technology shifts and organizational staffing, 133
telling tasks for leadership, 125
temp-to-lease programs, 325
temporary agricultural workers, employment visas for, 68
temporary contract and contingent work in career development, 199
termination
compensation for, 254
discipline, 350
employee lifecycle, 216
employment contract provisions, 336
test center administrators (TCAs), 18
test-retest reliability in talent selection process, 154
testing risk management plans, 424
theories
cultures, 390
employee engagement, 171–172
leadership, 121–130
OED quality initiatives, 308
Theory of Constraints (TOC), 309
third-party conflict resolution, 347
third-party contractors, 291
third-party influences in employee and labor relations, 339–344
Thomas, R. Roosevelt, Jr., 406
threats
strategy formulation, 95
360-degree appraisals, 175
Thriving on Chaos, 426
Tibetan culture, 388
time-based differential pay, 236
time-based step rate systems, 232
time zone differences, 493
timing in SMART goal setting, 98
TOC (Theory of Constraints), 309
tolerance in risk management, 416
total company compensation expense, 244
Total Rewards
benefits, 244–256
compensation structure, 220–232
compensation systems, 232–244
definitions, 204
key concepts, 204–205
organizational strategy, 205–219
perquisites, 256–257
special considerations, 212–216
strategy communication, 216–219
strategy development, 206–207
strategy evaluation, 219
strategy objectives, 207–212
tracking applicants in talent selection process, 146
trade agreements, 378
trade barriers in globalization, 380
trade unions, 340–345
Trademark Act, 45
trainees, employment visas for, 68
training and development, 189
ADDIE model, 190–192
diversity and inclusion, 406, 409
evaluating, 193
implementation, 192–193
job analysis, 223
leadership development, 203
as perquisite, 256
personnel file records, 441
traits
diversity, 402
employee engagement, 161
leadership, 121–122
“Traits of Truly Agile Businesses,” 302
transactional leadership, 126
transferring
knowledge, 522
risk, 420
transfers
alternative staffing, 325
career development, 197
diversity and inclusion, 409
transformational leadership
employee engagement, 163
overview, 126
proficiency indicator, 463–464
transition tactics in restructuring, 316
translation and interpretation in training, 192
transnational strategy, 382
transparency
maintaining, 470
organizational change, 467
total rewards strategy, 217–219
travel in diversity and inclusion, 409
treaties and trade agreements
employer and employee rights, 334
global context, 397
treaty investors, employment visas for, 67
Treaty of Amsterdam, 395
Treaty of Rome, 395
treaty traders, employment visas for, 67
trends
career development, 199
strategy performance analysis, 116–117
workforce planning analysis, 317
triple bottom line approach, 428
Trompenaars, Fons, 390
trust in global and cultural effectiveness, 496, 499
turnover analysis, 317
U
UCA (Unemployment Compensation Amendments Act), 45
unbundling, 314
uncertainty avoidance, 127, 390
uncertainty in risk, 420
Unemployment Compensation Amendments Act (UCA), 45
unemployment insurance, 255
unemployment tax record-keeping requirements, 448
unethical behavior, dealing with, 468–469
unfair labor practices, 345–346
Uniform Guidelines on Employee Selection Procedures, 57–58, 155
Uniformed Services Employment and Reemployment Rights Act (USERRA), 45–46
unions
employee and labor relations, 340–345
employment relationship, 337–338
record-keeping requirements, 449
United Kingdom, health plans in, 250
United Nations Global Compact, 430–431
universities in career development, 199
unknowns in risk, 414–415
unplanned activities in job descriptions, 137
unstructured interviews, 148
upside risks, responses for, 420–421
upstream strategies in globalization, 381
U.S. Employment Law and Regulations
definitions, 436
employee records management, 439–450
key concepts, 436–437
legislative and regulatory environment, 437
organizational compliance, 438
U.S. laws and regulations, 23
Age Discrimination in Employment Act, 58
American Recovery and Reinvestment Act, 59
Americans with Disabilities Act, 49–53
chapter review, 70
Civil Rights Act (1991), 55
Civil Rights Act (Title VII), 54
Civil Service Reform Act, 64–65
Clayton Act, 24
Congressional Accountability Act, 65
Consolidated Omnibus Budget Reconciliation Act, 59
Consumer Credit Protection Act, 24
Copeland “Anti-Kickback” Act, 24
Copyright Act, 25
Davis-Bacon Act, 25
Dodd-Frank Wall Street Reform and Consumer Protection Act, 25
Drug-Free Workplace Act, 55–56
Economic Growth and Tax Relief Reconciliation Act, 25
Electronic Communications Privacy Act, 26
employee management overview, 23–24
Employee Polygraph Protection Act, 26
Employee Retirement Income Security Act, 26
employment visas for foreign nationals, 67–70
Equal Employment Opportunity Act, 56
Equal Pay Act, 27
Executive Order 11246—Affirmative Action, 60–61
FAA Modernization and Reform Act, 27
Fair and Accurate Credit Transactions Act, 27
Fair Credit Reporting Act, 27
Fair Labor Standards Act, 28–31
False Claims Act, 65–66
Family and Medical Leave Act, 61
federal government employees, 64–67
Foreign Corrupt Practices Act, 31
Genetic Information Nondiscrimination Act, 56–57
Guidelines on Discrimination Because of Sex, 57
Health Information Technology for Economic and Clinical Health Act, 31
Health Insurance Portability and Accountability Act, 32
Homeland Security Act, 66
Immigration and Nationality Act, 32
Immigration Reform and Control Act, 32
IRS Intermediate Sanctions, 33
Labor-Management Relations Act, 33
Labor-Management Reporting and Disclosure Act, 33–34, 49
Lilly Ledbetter Fair Pay Act, 57
Mental Health Parity Act, 62
Mental Health Parity and Addiction Equity Act, 62
Mine Safety and Health Act, 34
National Defense Authorization Act, 62
National Industrial Recovery Act, 35
National Labor Relations Act, 35
Needlestick Safety and Prevention Act, 35–36
Norris-LaGuardia Act, 36
Occupational Safety and Health Act, 36–39
Older Workers Benefit Protection Act, 59–60
Omnibus Budget Reconciliation Act, 39
Patient Protection and Affordable Care Act, 62–63
Pension Protection Act, 39
Personal Responsibility and Work Opportunity Reconciliation Act, 39–40
Portal-to-Portal Act, 40
Pregnancy Discrimination Act, 57
Privacy Act, 66
questions, 70–81
Railway Labor Act, 40
Rehabilitation Act, 40–41
Retirement Equity Act, 41
Revenue Act, 41
Sarbanes-Oxley Act, 41–42
Securities and Exchange Act, 42–43
Service Contract Act, 43
Sherman Anti-Trust Act, 43
Small Business Job Protection Act, 43–44
Social Security Act, 44
Tax Reform Act, 45
Taxpayer Relief Act, 45
Trademark Act, 45
Unemployment Compensation Amendments Act, 45
Uniform Guidelines on Employee Selection Procedures, 57–58
Uniformed Services Employment and Reemployment Rights Act, 45–46
USA PATRIOT Act, 66–67
Vietnam Era Veterans Readjustment Assistance Act, 46–47
Wagner-Peyser Act, 47
Walsh-Healey Act, 47
whistleblowing, 49
Work Opportunity Tax Credit, 47–48
Worker Adjustment and Retraining Notification Act, 63–64
Workforce Investment Act, 47
USA PATRIOT Act, 66–67
USERRA (Uniformed Services Employment and Reemployment Rights Act), 45–46
USS-POSCO joint venture, 517
V
vacations
country differences, 495
paid leave, 247
validity in talent selection process, 154–155
value
measurements, 291–293
in strategy, 89–90
value chain, 89–90
values
OED measurement, 310–311
strategy formulation, 97
variability considerations in step rate compensation, 232–233
variance analysis, 116
video previews in talent selection process, 157
Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), 46–47
virtual-world simulations, 192
visible diversity traits, 402
vision
communicating, 473–474
strategy formulation, 97
vision setting as proficiency indicator, 463
visual learners, 187
voice of HR as proficiency indicator, 465
voicemail communication, 490
voluntary communications in total rewards strategy, 218
volunteerism, 435
W
wage and hour claims, 519
wage/salary administration in personnel files, 442
wages
compliance, 259
record-keeping requirements, 444
Wagner-Peyser Act, 47
Walsh-Healey Act, 47
WARN (Worker Adjustment and Retraining Notification Act), 63–64
warnings
discipline, 350
talent selection process, 147
waterfall approach in HR information systems, 357
weaknesses in SWOT analysis, 94, 505
web sites in recruiting, 140
Webb, Geoff, 139
webinars, 192
weighted averages in compensation analysis, 229–230
wellness programs, 251
Western culture, 387–388
WFPMA (World Federation of People Management Associations), 6
“What Employers Are Looking for in HR Positions,” 4
whistleblowing
legal protections, 49
risk management, 425
violations, 519
white knights, 313
whole-job evaluation methods, 224–225
Why Smart Executives Fail, 200
WIA (Workforce Investment Act), 47
Wiretap Act, 26
work authorization record-keeping requirements, 448
work councils, 341–342
work diaries and logs for job analysis, 222
work hours. See hours of work
work-life balance (WLB)
alternative staffing, 326
employee engagement, 169
Work Opportunity Tax Credit (WOTC), 47–48
work samples in talent selection process, 153
work schedule in interview questions, 152
work specialization organizational structure, 285
Worker Adjustment and Retraining Notification Act (WARN), 63–64
worker complaints in Occupational Safety and Health Act, 38
workers’ compensation, 252–253
workforce
OED initiatives, 306–307
planning, 317–319
in total rewards strategy, 208
workforce analytics in recruiting effectiveness, 144
Workforce Investment Act (WIA), 47
Workforce Management
definitions, 311
employee development, 321–326
key concepts, 311–312
knowledge management, 327–330
organizational structure, 313
restructuring, 313–316
staffing plans, 319–321
succession planning, 326–327
workforce planning, 317–319
workforce requirements, 312–317
workforce/workplace changes, HR impact from, 278
working conditions record-keeping requirements, 444
Workplace Knowledge domain, 373
chapter review, 451
Corporate Social Responsibility, 426–435
Diversity and Inclusion, 397–411
global context. See global context
questions, 451–455
Risk Management, 412–426
U.S. Employment Law and Regulations, 436–451
World Federation of People Management Associations (WFPMA), 6
world legal systems, 394–397
World Trade Organization (WTO), 334
WOTC (Work Opportunity Tax Credit), 47–48
written complaints, 349
written reports communication, 490
written warnings, 350
WTO (World Trade Organization), 334
Y
Yoder, Dale, 221
Z
Zenger, Jack, 464
zero-based budgeting, 283