Expert Answer:ADV HR MANAGEMENT- Assignment

Answer & Explanation:Explain: Using the concepts presented in Chapters 5 and 6, design a recruitment and selection process for an organization of your choice. Be sure to identify the organization you have chosen and give a brief description of it in the introduction of the paper. Use the following headings for this paper: Introduction, Recruitment, Selection, Conclusion. Make sure you apply the concepts from Chapters 5 and 6 in the paper.GUIDELINES:Assignment should contain a minimum of 500 words. Your response should be formatted in APA style and reference the text book as well as one other authored source.WRITING REQUIREMENTS FOR ALL ASSIGNMENTSReferences MUST be cited within your paper in APA format. Your reference page and citations must match 100%.Always include a cover page and reference page with all submissionsYour paper must have headings in it. For discussion posts Introduction, Prompt/Question, and Conclusion will suffice as headings.Provide the EXACT web link for all online sources – do not provide just the home page, but the EXACT LINK – I check all sourcesNo abbreviations, no contractions – write formallyWrite in the third person formal voice (no first or second person pronouns)Write MORE than the minimum requirement of the word count assignedAs always, the word count is ONLY for the BODY of the paper – the cover page, reference page, and / or Appendix (if included) do not count towards the word count for the paperIndent the first line of each new paragraph five spacesRefer to the example APA paper in the getting started folder under the content tab if you need an example. Also, a power is provided under the information tab that addresses APA format.Use double-spacing / zero point line spacing, a running header, page numbers, and left justify the margins.

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Joseph J. Martocchio
Fifteenth Edition
New York, NY
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Library of Congress Cataloging-in-Publication Data
Names: Martocchio, Joseph J., author. | Mondy, R. Wayne, 1940- Human resource
Title: Human resource management / Joseph J. Martocchio.
Description: Fifteenth Edition. | Boston : Pearson, [2017] | Revised edition
of Human resource management, [2016]
Identifiers: LCCN 2017037154| ISBN 9780134739724 | ISBN 0134739728
Subjects: LCSH: Personnel management—United States. | Personnel management.
Classification: LCC HF5549.2.U5 M66 2017 | DDC 658.3—dc23 LC record available at
ISBN 10:
ISBN 13:978-0-13-473972-4
To my parents—for their sacrifices which have provided
me with great opportunities.
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Brief Contents
Part One Setting the Stage
Chapter 1
Human Resource Management: An Overview
Chapter 2
Business Ethics, Corporate Social Responsibility, and Sustainability
Chapter 3
Equal Employment Opportunity, Affirmative Action, and Workforce Diversity
Part Two Staffing 89
Chapter 4
Strategic Planning, Human Resource Planning, and Job Analysis
Chapter 5
Chapter 6
Part Three Performance Management and Training
Chapter 7
Performance Management and Appraisal
Chapter 8
Training and Development
Part Four Compensation 243
Chapter 9
Chapter 10
Direct Financial Compensation (Monetary Compensation)
Indirect Financial Compensation (Employee Benefits)
Part Five Labor Relations, Employee Relations, Safety, and Health
Chapter 11
Labor Unions and Collective Bargaining
Chapter 12
Internal Employee Relations
Chapter 13
Employee Safety, Health, and Wellness
Part Six Operating in a Global Environment
Chapter 14

Global Human Resource Management 392
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Part One
Setting the Stage 1
Chapter 1
Human Resource Management: An
Overview 2
Legislating Ethics
Ethical Culture 34
Code of Ethics 35
Human Resource Management: What It is and Why It is
Important 3
Human Resource Ethics 36
Linking Pay to Ethical Behavior
Ethics Training 38
Why Study HRM? 4
Human Resource Management Functions 4
Who Performs Human Resource Management Activities?
Human Resource Management Professional 7
Line Managers 7
Human Resources Outsourcing 8
Human Resources Shared Service Centers 8
Professional Employer Organizations 9
More about HR Professionals 9
Preparing for Exams/Quizzes 45 • Key Terms 46
Questions for Review 46 • Preparing for My Career 46
■■ETHICS DILEMMA: A Selection Quandary 46
HRM Is Everyone’s Business 47 • HRM by
the Numbers 47 • Working Together: Team
Exercise 47 • INCIDENT 1: An Ethical Flaw 48
INCIDENT 2: Illegal Hiring 48 • Endnotes 49
Corporate Culture 16
Employer Branding 17
Human Resource Management in Small Businesses
Country Culture and Global Business 18
Developing Skills for Your Career 20
Communication 20
Critical Thinking 20
Collaboration 20
Knowledge Application and Analysis 21
Business Ethics and Social Responsibility 21
Information Technology Application and Computing Skills 21
Data Literacy 21
Scope of This Book 21
Preparing for Exams/Quizzes 22 • Key Terms 23
Questions for Review 23 • Preparing for My Career 24
■■ETHICS DILEMMA: Broken Promises 24
HRM Is Everyone’s Business 24 • HRM by the Numbers 25
Working Together: Team Exercise 25 • INCIDENT 1: HR
After a Disaster 25 • INCIDENT 2: Parental Leave at
Yahoo 26 • Endnotes 26
Business Ethics, Corporate Social
Responsibility, and Sustainability 28
Defining Ethics and the Sources of Ethical Guidance

Conducting a Social Audit 44
The Role of HRM in Building Corporate Culture and Employer
Branding 16
Business Ethics 29
Sources of Ethical Guidance
■■HR BLOOPERS: Sales Incentives at Pinser
Pharmaceuticals 39
Corporate Social Responsibility 40
Corporate Sustainability 42
Human Resources as a Strategic Business Partner in a
Dynamic Environment 12
Chapter 2
Corporate Social Responsibility and Sustainability
BLOOPERS: Staffing Stone Consulting 9
Capital and Human Capital 13
Dynamic Human Resource Management Environment
Creating an Ethical Culture and a Code of Ethics 34
Chapter 3
Equal Employment Opportunity,
Affirmative Action, and Workforce
Diversity 52
Equal Employment Opportunity and the Federal Laws
Affecting EEO 54
Constitutional Amendments and the Civil Rights Act of 1866 54
Title VII of the Civil Rights Act of 1964, Amended in 1972 54
Equal Pay Act of 1963, Amended in 1972 57
Lilly Ledbetter Fair Pay Act of 2009 58
Pregnancy Discrimination Act of 1978 58
Civil Rights Act of 1991 59
Age Discrimination in Employment Act of 1967, Amended in 1978,
1986, and 1990 60
Age Can Actually Be a Bona Fide Occupational Qualification 60
Rehabilitation Act of 1973 61
Vietnam Era Veteran’s Readjustment Assistance
Act of 1974 61
Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as
Amended 61
Americans with Disabilities Act of 1990 62
Americans with Disabilities Act Amendments Act of 2008 62
Immigration Reform and Control Act of 1986 63
Uniformed Services Employment and Reemployment Rights Act
of 1994 63
Genetic Information Nondiscrimination Act of 2008 63
State and Local Laws 63
Who’s Responsible for Ensuring Equal Employment
Opportunity? 64
Equal Employment Opportunity Commission
Office of Federal Contract Compliance Programs
Employers 65
Illegal Discrimination and Affirmative Action
Job Analysis Methods
Job Descriptions
Uniform Guidelines on Employee Selection Procedures 66
Types of Unlawful Employment Discrimination 66
Affirmative Action 68
Uniform Guidelines on Preventing Specific Illegal
Employment Discrimination 70
Guidelines on Sexual Harassment 71
Guidelines on Discrimination Because of National Origin 72
Guidelines on Discrimination Because of Religion 73
Guidelines on Caregiver (Family Responsibility)
Discrimination 74
Discrimination Because of Disability 74
Diversity and Diversity Management 75
Elements of the Diverse Workforce 76
Single Parents and Working Mothers 76
Women in Business 76
Mothers Returning to the Workforce (on Ramping) 77
Dual-Career Families 77
Ethnicity and Race 77
Older Workers 78
People with Disabilities 78
Immigrants 78
Foreign Workers 79
Young Persons, Some with Limited Education or Skills 79
Baby Boomers, Gen X, Gen Y, and Gen Z 80
■■HR BLOOPERS: Affirmative Action and Workforce
Diversity 80
Multi-generational Diversity 81
Lesbian, Gay, Bisexual, and Transgender Employees 82
Preparing for Exam/Quizzes 82 • Key Terms 83
Questions for Review 83 • Preparing for My Career 84
■■ETHICS DILEMMA: How About Me? 84
HRM Is Everyone’s Business 84 • HRM by the Numbers 85
Working Together: Team Exercise 85 • INCIDENT 1: You’re
Not a Good Employee 86 • INCIDENT 2: So, What’s Affirmative
Action? 86 Endnotes 87
Part Two
Chapter 4
Strategic Planning, Human
Resource Planning, and Job
Analysis 90
HR Strategic Planning Process
Mission Determination
Human Resource Planning
Job Identification 107
Date of the Job Analysis 107
Job Summary 108
Duties Performed 108
Job Specification 108
Standard Occupational Classification (SOC) 109
The Occupational Information Network
(O*NET) 110
Competencies and Competency Modeling 110
Job Design Concepts 112
Preparing For Exam/Quizzes 114 • Key Terms 115
Questions for Review 115 • Preparing For My Career 116
■■ETHICS DILEMMA: Which “Thinker”
Should Go? 116
HRM Is Everyone’s Business 116 • HRM by the
Numbers 117 • Working Together: Team Exercise 117
INCIDENT 1: Competitive Strategy at Buddy Dog Foods 1 17
INCIDENT 2: Who’s Flying the Plane? 118 • Endnotes 118
Chapter 5
Recruitment and the Recruitment Process 121
Environment of Recruitment 122
Labor Market Conditions 122
Active or Passive Job Seekers 123
Legal Considerations 124
Internal Recruitment Methods 124
Human Resource Databases 124
Job Posting and Job Bidding 124
BLOOPERS: Recruiting Skilled Machinists 125
Employee Referrals
External Recruitment Sources 126
High Schools and Vocational Schools 127
Community Colleges 127
Colleges and Universities 127
Competitors in the Labor Market 128
Former Employees 128
Unemployed 128
Military Personnel 129
Self-Employed Workers 129
Ex-Offenders 129
External Recruitment Methods 130
Online and Mobile Recruiting 130
Traditional Methods 134
Tailoring Recruitment Methods to Sources 138
Alternatives to Recruitment 138
Forecasting Human Resource Requirements 97
BLOOPERS: Workforce Planning at Master
Cleaners 97
Forecasting Human Resource Availability 98
Shortage or Surplus of Workers Forecasted 98
Succession Planning: A Component of Strategic
Planning 101
Job Analysis: Process and Methods
Reasons for Conducting Job Analysis 103
Promotion Policies
Overtime 139
Preparing for Exam/Quizzes 140 • Key Terms 140
Questions for Review 141 • Preparing for My Career 141
■■ETHICS DILEMMA: Unfair Advantage? 141
HRM Is Everyone’s Business 141 • HRM by the
Numbers 142 • Working Together: Team Exercise 142
INCIDENT 1: A Problem Ad? 142 • INCIDENT 2: I Am Qualified,
Why Not Me? 143 • Endnotes 143
Chapter 6
Selection and Environmental Factors Affecting the Selection
Process 147
The Selection Process 147
The Environment of Selection 148
Preliminary Screening and Review of Applications and
Résumés 151
Selection Tests 153
Preliminary Considerations 153
Advantages and Disadvantages of Selection Tests 154
Characteristics of Properly Designed Selection Tests 154
Test Validation Approaches 155
Employment Tests 156
Unique Forms of Testing 158
Legal Considerations 159
Employment Interview
Interview Planning
BLOOPERS: The First Interview 160
Content of the Interview 161
Candidate’s Role and Expectations 161
General Types of Interviews 162
Methods of Interviewing 163
Potential Interviewing Problems 164
Concluding the Interview 166
Pre-Employment Screening and Background
Checks 166
Employment Eligibility Verification (Form I-9) 167
Continuous Background Investigation 167
Background Investigation with Social Media 167
Remembering Hiring Standards to Avoid 168
Selection Decision and Evaluating the Effectiveness of
Selection Decisions 169
Making the Selection Decision 170
Evaluating Selection Decisions 170
Preparing for Exam/Quizzes 172 • Key Terms 173
Questions for Review 173 • Preparing for My Career 173
■■ETHICS DILEMMA: Hiring with Incomplete
Information 174
HRM Is Everyone’s Business 174 • HRM by the
Numbers 174 • Working Together: Team Exercise 175
INCIDENT 1: A Matter of Priorities 175 • INCIDENT 2: National
Career Day 176 • Endnotes 176
Part Three Performance Management and
Training 179
Chapter 7
Performance Management and
Appraisal 180
Performance Management, Performance Appraisal, and the
Performance Appraisal Process 181
Performance Management 182
Performance Appraisal 182
Performance Appraisal Process 182
The Uses of Performance Appraisal and Performance
Criteria 183
Uses of Performance Appraisal
Performance Criteria 184
Responsibility for Performance Appraisal 185
Performance Appraisal Period 187
Choosing a Performance Appraisal Method 188
Trait Systems 188
Comparison Systems 189
Behavioral Systems 191
Results-Based Systems 193
■■HR BLOOPERS: Appraising Performance at Global
Insurance 193
Assessing the Effectiveness and Limitations of Performance
Appraisal Practices 195
Characteristics of an Effective Appraisal System 195
Limitations of Performance Appraisal 197
Legal Considerations 199
Performance Appraisal Interview
Scheduling the Interview 199
Interview Structure 200
Use of Praise and Criticism 200
Employees’ Role 200
Concluding the Interview 201
Trends in Performance Appraisal Practice
Preparing for Exams/Quizzes 202 • Key Terms 203
Questions for Review 203 • Preparing for My Career 204
■■ETHICS DILEMMA: Abdication of Responsibility 204
HRM Is Everyone’s Business 204 • HRM by the Numbers 205
Working Together: Team Exercise 205 • INCIDENT 1:
These Things Are a Pain 206 • INCIDENT 2: Good
Job! 206 • Endnotes 207
Chapter 8
Training and Development
Training and Development and Related Practices 209
Training and Development Process 210
Determine Specific Training and Development Needs 211
Establish Training and Development Program Objectives 212
Training Methods 213
Training and Development Delivery Systems 217
Implementing Training and Development Programs 219
Metrics for Evaluating Training and Development 219
Factors Influencing Training and Development 221
Human Resource Management Training Initiatives 223
Careers and Career Planning Approaches and
Methods 225
Traditional Career Path 225
Network Career Path 225
Lateral Skill Path 226
Dual-Career Path 226
Adding Value to Your Career 226
Demotion 226
Free Agents (Being Your Own Boss) 227
Career Planning Approaches 227
Career Development Methods 230
Management Development 231
Mentoring and Coaching 232
Reverse Mentoring 233
■■HR BLOOPERS: Management Development at Trends
Apparel 233
Organization Development and the Learning
Organization 234
at Barker Enterprise 274 • INCIDENT 2: The Controversial
Job 274 • Endnotes 275
OD Interventions 234
Learning Organization 235
Chapter 10
Preparing for Exams/Quizzes 236 • Key Terms 237
Questions for Review 237 • Preparing for My Career 237
■■ETHICS DILEMMA: Consequences of Inadequate
Training Design 238
HRM Is Everyone’s Business 238 • HRM by the
Numbers 239 • Working Together: Team Exercise 239
INCIDENT 1: Career Development at Meyers and Brown 239
INCIDENT 2: There’s No Future Here! 240 • Endnotes 240
Part Four
Compensation 243
Chapter 9
Direct Financial Compensation
(Monetary Compensation) 244
Total Compensation and the Environment of Compensation
Practice 245
Direct and Indirect Financial Compensation 246
Structure of Direct Financial Compensation Plans 247
Contextual Influences 248
Direct Financial Compensation Components
Base Pay 252
Cost-of-Living Adjustments 252
Seniority Pay 252
Performance-Based Pay 253
■■HR BLOOPERS: Motivating Software Development
Teams 258
Person-Focused Pay 259
Building Job Structures
Ranking Method 260
Classification Method 261
Factor Comparison Method 261
Point Method 261
Establishing Competitive Compensation Policies 261
Pay Level Compensation Policies 262
Pay Mix 263
Building Pay Structures 263
Pay Grades 264
Pay Ranges 265
Broadbanding 265
Two-Tier Wage System 266
Adjusting Pay Rates 266
Pay Compression 267
Exceptions to the Rules: Sales Professionals, Contingent
Workers, and Executives 267
Sales Professionals 267
Contingent Workers 268
Executive Compensation 268
Preparing for Exams/Quizzes 270 • Key Terms 271
Questions for Review 272
■■ETHICS DILEMMA: Sales Tactics at Wells Fargo
Bank 272
HRM Is Everyone’s Business 272 • Questions for
Review 272 • HRM by the Numbers 273 • Working
Together: Team Exercise 274 • INCIDENT 1: The Pay Gap
Indirect Financial Compensation
(Employee Benefits) 278
Indirect Financial Compensation (Employee Benefits) 279
Legally Required Benefits 280
Social Security 281
Unemployment Insurance 281
Workers’ Compensation 281
Health Care 282

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