Description
Pearson Human Resource Management 14 Edition by Wayne Mondy
Human Resource Management, 14e, addresses the study of HR in a realistic, practical, and stimulating manner. Examples of how HR management is practiced in the real world and the relationship between various HR topics are interwoven throughout the text, giving students a thorough introduction to the field based on sound theoretical concepts and practice.The Fourteenth Edition reveals HR's strategic importance to management and the overall health of an organization. The text also addresses the ongoing shrinkage of internal HR departments as many companies shift towards HR outsourcing, HR shared service centers, and professional employer organizations. Students should walk away with an appreciation for how the HR profession continues to shed its administrative image and while focusing on mission-oriented activities.
Salient Features
"1) Chapter 1 - Expanded discussions of the HR profession and HR as a strategic business partner are included. A competency model for the work HR professionals perform has been added as well as a brief introduction to human capital, or the idea that employees are assets.
2) Chapter 2 - Several new examples are added throughout the chapter that put corporate social responsibility and corporate sustainability practices in context.
3) Chapter 3 - The introduction compares and contrasts equal employment opportunity (EEO) and workforce diversity.
4) Chapter 4 - A new section on competencies and competency modeling has been added given the increased use along with or instead of traditional job analysis.
5) Chapter 5 - The discussion of contingent workers has been expanded. Explicit criteria for distinguishing between contingent workers and employees are now included.
6) Chapter 6 - The discussions of selection norms and selection test reliability have been expanded. Drug testing has been added as a possible component of the selection process.
7) Chapter 7 - The ordering of Chapters 7 and 8 have been reversed. The discussion of performance appraisal methods has been expanded greatly and organized into four categories: trait, comparison systems, behavioral systems, and results-based systems. In addition, samples of many of the methods have been added to this chapter.
8) Chapter 8 - The presentation of training needs assessment was expanded. A brief discussion of massive open online courses has been added to the e-learning section. A new section on team training and the types and applications of team training has been included.
9) Chapter 9 - The focus on components of compensation system design has been enhanced. The discussions on seniority pay, merit pay, incentive pay, and person-focused pay (skill-based and competency-based) have been expanded. The discussion of pay policy incorporates the role of pay mix as an important element. Interindustry wage differentials are explained to further convey why pay differs from company to company.
10) Chapter 10 - A brief historical explanation has been added to help students understand the existence of some employee benefit offerings as well as why some are required by law and others are not. The discussion of health-care plans has been expanded to include fee-for-service plans. Additional information has been added to the section on consumer-driven health care. The life insurance section has been expanded by including specific kinds of life insurance options.
11) Chapter 11 - Chapters 11 through 13 have been reordered. A brief historical perspective on the economy and nature of the workplace is presented to help set the context for unionization. An expanded discussion to help explain the rise of unionization is included, as well as an expanded discussion of the challenges to the status of unions today. Additional reasons for union decertification are discussed.
12) Chapter 12 - The discussion of employment at will has been expanded to more fully explain its three exceptions. The just cause standard for terminations is introduced. Along with this discussion, the seven tests to determine whether a planned termination decision meets the just cause standard are included.
13) Chapter 13 - Several new examples are added throughout the chapter to enhance the context of safety, health, and wellness in companies.
14) Chapter 14 - A new section that more effectively sets the context for global HR has been added. It is organized into four areas — country politics and economic structure, national cultural norms, legal system, and labor force characteristics and dynamics."