RENT TEXTBOOKS

List of Figures, Tables, and Exhibits    

Preface    

Acknowledgments  

The Author 

Part One: Human Resources Management in Context

1 Introduction to Human Resources Management in the Public and Nonprofit Sectors

The Public Sector

The Nonprofit Sector

Today’s Context for Human Resources Management

Conclusion

2 Strategic Human Resources Management and Planning

The Changing Role of Human Resources ... MOREManagement

Human Resources Outsourcing

Strategic Human Resources Management and Human Resources Planning

Human Resources Planning

Human Resource Information Systems and Electronic Human Resources Management

Implementing Strategic Human Resources Management

Evaluating the Effectiveness of Strategic Human Resources Management (SHRM)

Problems and Implications of Strategic Human Resources Management

Ethical Standards for Human Resources Management

Conclusion

3 Federal Equal Employment Opportunity Laws and Other Employee Protections Federal Equal Federal Equal Opportunity Laws

Proving Employment Discrimination

Affirmative Action:  Executive Orders and Other Federal Laws

Constitutional Rights

Additional Protections for Employees

Conclusion

4 Managing a Diverse Workforce

Glass Ceilings, Sticky Floors, Glass Walls, and Glass Escalators

Why Diversity Is Important

Cultural Competency

Sexual Harassment

Employer Liability

Sexual Orientation

Changes in the Nonprofit Landscape

The Difference Between Complying with Laws and Managing Diversity

Strategic Human Resources Management Implications for Managing Diversity

Conclusion

Part Two: Methods and Functions of Human Resources Management

5 Job Analysis

Legal Significance of Job Analysis Data

Job Analysis Information and Methods

Designing a Job Analysis Program

Job Description and Job Specification

Strategic Job Analysis

Competency Modeling

Job Analysis Techniques

Contextual Performance

Conclusion

6 Recruitment and Selection

Recruitment

Recruiting for Local Governments and NonprofitsScreening Applicants

Executive and Managerial Recruitment and Selection

Conclusion

7 Compensation

Equity

Executive Compensation and Benefits

Federal Laws Governing Compensation

State and Local Government Minimum Wages

Conclusion

8 Benefits

Required Benefits

Discretionary Benefits

Quality -of-Work and Quality-of-Life Issues

Conclusion

9 Training and Development

The Training Process

Career Development

Managerial and Executive Development

Conclusion

10 Performance Management

Motivation

Developing an Evaluation Program

Rater Training

Who Should Rate?

Executive Evaluation

Documentation

Performance Evaluation Interview

Ethical Issues in Performance Appraisal

Performance Appraisal Techniques

Team-Based Performance Techniques

Conclusion

11 Labor-Management Relations: Collective Bargaining in the Public and Nonprofit Sectors

The History of Private Sector Collective Bargaining

Collective Bargaining in Nonprofit Organizations

Collective Bargaining in the Federal Government

Collective Bargaining in State and Local Governments

Concepts and Practices of Collective Bargaining

Public Sector Distinctions

Nonprofit Sector Distinctions

Privatization of Public Services

Conclusion

12 Volunteers

Use of Volunteers

Volunteer Motivation

Barriers to Volunteer Recruitment

Recruitment

The Prerecruitment Process

Managing Volunteers

Orientation and Training

Volunteer Recognition

Evaluation

The Volunteer Protection Act

Governing Boards

Conclusion

13 Conclusion: Challenges for Public and Nonprofit Organizations

What to Expect

Challenges of Strategic Human Resources Management

Change in Skill Requirements

References

Name Index

Subject Index