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組織人員配置——招募、選拔和雇用（英文版·第7版）（工商管理經(jīng)典教材·人力資源管理系列） 
定 價：69 元 叢書名：工商管理經(jīng)典教材.人力資源管理系列
9 7 2 8 0 7 4 3 0 0 4 0 8 
本書是一本英文影印版教材，原著是美國一本經(jīng)典的人員配置教材。
本書創(chuàng)建了一個組織人員配置的模型，并基于這個模型構(gòu)建了本書的框架。全書共分為6篇14章。 第Ⅰ篇對人員配置給出了明確的定義，即人員配置是一項涉及獲取、安置和保留勞動力的關鍵組織職能，對組織整體的效能具有十分重要的作用。 第Ⅱ篇論述了法律遵從、規(guī)劃和工作分析等與人員配置有關的支持性活動。 第Ⅲ～Ⅴ篇是全書的重點，論述了人員配置的三大核心活動，包括人員招募、選拔和雇用。 第Ⅵ篇論述人員配置系統(tǒng)和人員留任管理。 各章末設有小結(jié)、討論題、倫理議題、練習與案例以及豐富的參考文獻，方便讀者復習、應用和做進一步的研究。 本書非常適合用作高校本科生、研究生雙語教學教材，也適合研究者及其他感興趣的讀者閱讀參考。
赫伯特赫尼曼（Herbert G. Heneman Ⅲ），美國威斯康星大學麥迪遜分校商學院管理與人力資源系的Dickson-Bascom榮譽退休教授，同時也是威斯康星教育研究中心的資深研究人員。赫伯特還是華盛頓大學和佛羅里達大學的訪問教授，也是俄亥俄州立大學的杰出訪問教授。他的研究領域包括人員配置、績效管理、薪酬和工作動機等，目前正在進行教師績效管理與薪酬系統(tǒng)的設計與有效性的調(diào)查研究。赫伯特是美國人力資源管理基金會協(xié)會的理事會成員兼協(xié)會的研究主任。他也是美國管理學會人力資源分會職業(yè)成就獎的獲得者。
蒂莫西賈奇（Timothy A. Judge），美國圣母大學門多薩商學院管理系Franklin D. Schurz講座教授。在伊利諾伊大學獲得博士學位，之前曾是Kohl’s百貨公司的一名經(jīng)理。曾執(zhí)教于美國康奈爾大學、艾奧瓦大學和佛羅里達大學。教學與研究興趣在人格、領導與影響行為、人員配置與工作態(tài)度等領域�！稇眯睦韺W》、《人事心理學》、《人力資源管理評論》等學術期刊編審委員會的成員。 約翰卡邁爾–米勒（John D. Kammeyer-Mueller），美國佛羅里達大學Warrington商學院管理系副教授，在明尼蘇達大學獲得博士學位。主要研究興趣包括組織社會化與員工調(diào)適、人格與壓力過程、長期研究方法等。為本科生、研究生、博士生講授與組織人員配置相關的課程。
Co ntents
Part One The Nature of Staffing 3 Chapt er One Staffing Models and Strategy 5 Learning Objectives and Introduction 6 Learning Objectives 6 Introduction 6 The Nature of Staffing 7 The Big Picture 7 Definition of Staffing 8 Implications of Definition 8 Staffing System Examples 12 Staffing Models 14 Staffing Quantity: Levels 14 Co ntents Part One The Nature of Staffing 3 Chapt er One Staffing Models and Strategy 5 Learning Objectives and Introduction 6 Learning Objectives 6 Introduction 6 The Nature of Staffing 7 The Big Picture 7 Definition of Staffing 8 Implications of Definition 8 Staffing System Examples 12 Staffing Models 14 Staffing Quantity: Levels 14 Staffing Quality: Person/Job Match 15 Staffing Quality: Person/Organization Match 17 Staffing System Components 19 Staffing Organizations 21 Staffing Strategy 25 Staffing Levels 25 Staffing Quality 30 Staffing Ethics 31 Plan for the Book 34 Summary 35 Discussion Questions 36 Ethical Issues 37 Applications 37 Staffing for Your Own Job 37 Staffing Strategy for a New Plant 38 Tanglewood Stores Case 40 The Situation 40 Your Tasks 40 Endnotes 40 Part Two Support Activities 43 Chapt er Two Legal Compliance 45 Learning Objectives and Introduction 47 Learning Objectives 47 Introduction 47 The Employment Relationship 48 Employer–Employee 48 Independent Contractors 50 Temporary Employees 50 Laws and Regulations 51 Need for Laws and Regulations 52 Sources of Laws and Regulations 53 EEO/AA Laws: General Provisions and Enforcement 54 General Provisions 55 hen12680_FM_i-xviii.indd 11 3/30/11 9:22 AM xii Contents Enforcement: EEOC 57 Enforcement: OFCCP 64 EEO/AA Laws: Specific Staffing Provisions 64 Civil Rights Acts (1964, 1991) 64 Age Discrimination in Employment Act (1967) 67 Americans With Disabilities Act (1990, 2008) 68 Genetic Information Nondiscrimination Act (2008) 72 Rehabilitation Act (1973) 72 Executive Order 11246 (1965) 73 Other Staffing Laws 73 Federal Laws 73 State and Local Laws 76 Civil Service Laws and Regulations 77 Legal Issues in Remainder of Book 78 Summary 80 Discussion Questions 80 Ethical Issues 81 Applications 81 Age Discrimination in a Promotion? 81 Disparate Impact: What Do the Statistics Mean? 83 Endnotes 83 Chapt er Thre e Planning 85 Learning Objectives and Introduction 87 Learning Objectives 87 Introduction 87 External Influences 88 Economic Conditions 88 Labor Markets 89 Technology 94 Labor Unions 95 Human Resource Planning 95 Process and Example 95 Initial Decisions 98 Forecasting HR Requirements 100 Forecasting HR Availabilities 103 Reconciliation and Gaps 112 Staffing Planning 114 Staffing Planning Process 114 Core Workforce 117 Flexible Workforce 120 Outsourcing 123 Diversity Planning 125 Demography of the American Workforce 125 Business Case for Diversity 126 Planning for Diversity 127 Legal Issues 128 Affirmative Action Plans 128 Legality of AAPs and Diversity Programs 133 EEO and Temporary Workers 136 Summary 136 Discussion Questions 137 Ethical Issues 138 Applications 138 Markov Analysis and Forecasting 138 Deciding Whether to Use Flexible Staffing 139 Tanglewood Stores Case 141 The Situation 141 Your Tasks 141 Endnotes 141 Chapt er Four Job Analysis and Rewards 145 Learning Objectives and Introduction 146 Learning Objectives 146 Introduction 146 Changing Nature of Jobs 147 Job Requirements Job Analysis 149 Overview 149 Job Requirements Matrix 150 Job Descriptions and Job Specifications 162 Collecting Job Requirements Information 164 hen12680_FM_i-xviii.indd 12 3/30/11 9:22 AM Contents xiii Competency-Based Job Analysis 174 Nature of Competencies 174 Collecting Competency Information 178 Job Rewards 179 Types of Rewards 180 Employee Value Proposition 180 Collecting Job Rewards Information 181 Job Analysis for Teams 187 Legal Issues 188 Job Relatedness and Court Cases 188 Essential Job Functions 189 Summary 193 Discussion Questions 194 Ethical Issues 194 Applications 194 Conducting a Job Requirements or Job Rewards Job Analysis 194 Maintaining Job Descriptions 195 Endnotes 196 Part Thre e Staffing Activities: Recruitment 201 Chapt er F ive External Recruitment 203 Learning Objectives and Introduction 205 Learning Objectives 205 Introduction 205 Recruitment Planning 206 Organizational Issues 206 Administrative Issues 207 Recruiters 214 Strategy Development 215 Open Versus Targeted Recruitment 215 Recruitment Sources 217 Recruiting Metrics 233 Searching 237 Communication Message 237 Communication Medium 242 Applicant Reactions 248 Reactions to Recruiters 249 Reactions to the Recruitment Process 249 Reactions to Diversity Issues 250 Transition to Selection 251 Legal Issues 252 Definition of a Job Applicant 252 Affirmative Action Programs 254 Electronic Recruitment 255 Job Advertisements 257 Fraud and Misrepresentation 257 Summary 258 Discussion Questions 259 Ethical Issues 259 Applications 260 Improving a College Recruitment Program 260 Internet Recruiting 262 Tanglewood Stores Case 263 The Situation 263 Your Tasks 263 Endnotes 264 Chapt er S ix Internal Recruitment 271 Learning Objectives and Introduction 272 Learning Objectives 272 Introduction 272 Recruitment Planning 273 Organizational Issues 273 Administrative Issues 278 Timing 279 Strategy Development 281 Closed, Open, and Hybrid Recruitment 281 Recruitment Sources 285 Recruiting Metrics 292 Communication Message and Medium 294 Communication Message 294 Communication Medium 295 Applicant Reactions 296 Transition to Selection 296 hen12680_FM_i-xviii.indd 13 3/30/11 9:22 AM xiv Contents Legal Issues 297 Affirmative Action Programs Regulations 297 Bona Fide Seniority Systems 298 The Glass Ceiling 299 Summary 303 Discussion Questions 304 Ethical Issues 305 Applications 305 Recruitment in a Changing Internal Labor Market 305 Succession Planning for a CEO 306 Endnotes 307 Part Four Staffing Activities: Selection 311 Chapt er S even Measurement 313 Learning Objectives and Introduction 315 Learning Objectives 315 Introduction 315 Importance and Use of Measures 316 Key Concepts 316 Measurement 317 Scores 320 Correlation Between Scores 323 Quality of Measures 327 Reliability of Measures 328 Validity of Measures 335 Validation of Measures in Staffing 337 Validity Generalization 346 Staffing Metrics and Benchmarks 348 Collection of Assessment Data 349 Testing Procedures 350 Acquisition of Tests and Test Manuals 351 Professional Standards 352 Legal Issues 353 Determining Adverse Impact 353 Standardization 355 Best Practices 356 Summary 357 Discussion Questions 358 Ethical Issues 358 Applications 359 Evaluation of Two New Assessment Methods for Selecting Telephone Customer Service Representatives 359 Conducting Empirical Validation and Adverse Impact Analysis 361 Tanglewood Stores Case I 364 The Situation 364 Your Tasks 364 Tanglewood Stores Case II 365 Adverse Impact 365 Endnotes 365 Chapt er Ei ght External Selection I 369 Learning Objectives and Introduction 370 Learning Objectives 370 Introduction 370 Preliminary Issues 370 The Logic of Prediction 371 The Nature of Predictors 373 Development of the Selection Plan 374 Selection Sequence 376 Initial Assessment Methods 377 Résumés and Cover Letters 377 Application Blanks 381 Biographical Information 388 Reference and Background Checks 392 Initial Interview 398 Choice of Initial Assessment Methods 400 Legal Issues 405 Disclaimers 405 Reference Checks 406 Background Checks: Credit and Criminal 406 Preemployment Inquiries 408 hen12680_FM_i-xviii.indd 14 3/30/11 9:22 AM Contents xv Bona Fide Occupational Qualifications 410 Summary 416 Discussion Questions 417 Ethical Issues 417 Applications 417 Reference Reports and Initial Assessment in a Start-Up Company 417 Developing a Lawful Application Blank 419 Endnotes 421 Chapt er Nin e External Selection II 425 Learning Objectives and Introduction 426 Learning Objectives 426 Introduction 426 Substantive Assessment Methods 427 Personality Tests 427 Ability Tests 434 Emotional Intelligence Tests 443 Performance Tests and Work Samples 445 Situational Judgment Tests 449 Integrity Tests 452 Interest, Values, and Preference Inventories 455 Structured Interview 457 Choice of Substantive Assessment Methods 468 Discretionary Assessment Methods 471 Contingent Assessment Methods 472 Drug Testing 472 Medical Exams 478 Legal Issues 479 Uniform Guidelines on Employee Selection Procedures 479 Selection Under the Americans With Disabilities Act 481 Drug Testing 485 Summary 486 Discussion Questions 487 Ethical Issues 487 Applications 487 Assessment Methods for the Job of Human Resources Director 487 Choosing Among Finalists for the Job of Human Resources Director 490 Tanglewood Stores Case 491 The Situation 491 Your Tasks 491 Endnotes 492 Chapt er T en Internal Selection 503 Learning Objectives and Introduction 505 Learning Objectives 505 Introduction 505 Preliminary Issues 506 The Logic of Prediction 506 Types of Predictors 507 Selection Plan 507 Initial Assessment Methods 508 Talent Management/Succession Systems 508 Peer Assessments 509 Self-Assessments 511 Managerial Sponsorship 512 Informal Discussions and Recommendations 513 Choice of Initial Assessment Methods 513 Substantive Assessment Methods 515 Seniority and Experience 515 Job Knowledge Tests 517 Performance Appraisal 518 Promotability Ratings 519 Assessment Centers 520 Interview Simulations 526 Promotion Panels and Review Boards 527 Choice of Substantive Assessment Methods 527 Discretionary Assessment Methods 529 hen12680_FM_i-xviii.indd 15 3/30/11 9:22 AM xvi Contents Legal Issues 529 Uniform Guidelines on Employee Selection Procedures 529 The Glass Ceiling 530 Summary 531 Discussion Questions 532 Ethical Issues 532 Applications 532 Changing a Promotion System 532 Promotion From Within at Citrus Glen 533 Endnotes 535 Part F ive Staffing Activities: Employment 539 Chapt er El even Decision Making 541 Learning Objectives and Introduction 543 Learning Objectives 543 Introduction 543 Choice of Assessment Method 544 Validity Coefficient 544 Face Validity 545 Correlation With Other Predictors 545 Adverse Impact 546 Utility 546 Determining Assessment Scores 551 Single Predictor 551 Multiple Predictors 551 Hiring Standards and Cut Scores 557 Description of the Process 557 Consequences of Cut Scores 558 Methods to Determine Cut Scores 559 Professional Guidelines 564 Methods of Final Choice 564 Random Selection 564 Ranking 565 Grouping 566 Ongoing Hiring 566 Decision Makers 566 Human Resource Professionals 566 Managers 567 Employees 568 Legal Issues 568 Uniform Guidelines on Employee Selection Procedures 568 Diversity and Hiring Decisions 569 Summary 571 Discussion Questions 572 Ethical Issues 572 Applications 572 Utility Concerns in Choosing an Assessment Method 572 Choosing Entrants Into a Management Training Program 573 Tanglewood Stores Case 574 The Situation 576 Your Tasks 576 Endnotes 576 Chapt er Twe lve Final Match 579 Learning Objectives and Introduction 581 Learning Objectives 581 Preface The seventh edition of Staffing Organizations contains many updates and additions that reflect the rapidly evolving terrain of strategic, technological, practical, and legal issues confronting organizations and their staffing systems. As in previous editions, we have considerably updated our references, found as chapter endnotes. We have also made significant changes to the opening material in each chapter. Each chapter now opens with a list of learning objectives to facilitate student learning. The chapter introductions have been revised as well. A second major change to the book is a “freshening” of the writing style. While readers have found the book well written, some have suggested that the writing could be a bit livelier. Hence, we have made extensive changes to each chapter and are confident that these changes make the book more accessible. Technology continues to transform all aspects of human resources, and staffing is no exception. Accordingly, in this edition, we provide enhanced coverage of human resources information systems (HRISs) and their role in all phases of the staffing process, including legal implications. We have also substantially expanded our coverage of some increasingly important topics, including diversity in the planning process, emotional intelligence tests, and video and computer interviews. Even with the many changes and the significant additions to the book, we have held the length by trimming those areas that have waned in interest or importance. We have also added a coauthor to the book, John Kammeyer-Mueller. Previous users of the book will remember John’s work on the Tanglewood Stores case. This case continues in the book, and John has contributed to many other areas as well. We are excited to have him onboard. For the Tanglewood Stores case, at the end of Chapters 1, 3, 5, 7, 9, 11, and 14, you will receive a brief description of the situation relevant to that chapter, along with tasks that require you to analyze the situation by applying material directly from the chapter. The full text of the case and your assignment are located online at www.mhhe.com/heneman7e. Listed below is the chapter structure for the seventh edition, along with the updates to each chapter. hen12680_FM_i-xviii.indd 5 3/30/11 9:22 AM Chapter One: Staffing Models and Strategy New learning objectives and introduction Revised and updated information on global and national economic conditions affecting staffing activities New examples and quotations reflecting the importance of the staffing function New example of staffing systems in business practice Updated section on short- and long-term staffing needs Increased coverage of ethical organizational culture Chapter Two: Legal Compliance New learning objectives and introduction Revised material on temporary employees Cover
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