Phu Xuan University Library
|
PXU E-LIB
Sign in
Human Resources

External

Human Resources

Business
Author
Loretta Smith
Publisher
Arkansas Tech University
Source
LibreTexts
License
CC BY
Language
EN
Category
Business Administration
Read online Download PDF (open licence)
Contents· 165 sections
  1. 01: Human Resources - An Introduction to the Profession
  2. 1.01: The History of American Labor
  3. 1.02: Relevant HR Laws Regulations and Court Cases
  4. 02: Human Resources Management (Lumen)
  5. 2.01: HR- Profession or Calling
  6. 2.1.01: Why It Matters- The Role of Human Resources
  7. 2.1.02: Human Resources Today
  8. 2.1.03: Introduction to Functions of Human Resources Management
  9. 2.1.04: Metrics
  10. 2.1.05: Working in Human Resources
  11. 2.1.06: Training and Development
  12. 2.02: Foundations of Human Resource Management
  13. 2.2.01: Scientific Management Theories
  14. 2.2.02: Administrative Management Theories
  15. 2.2.03: Behavioral Management Theories
  16. 2.2.04: Modern Management Theories
  17. 2.03: People Analytics
  18. 2.3.01: Best Practices in People Analytics
  19. 2.3.02: What is People Analytics
  20. 2.3.03: Adoption Trends
  21. 2.3.04: Implications of People Analytics
  22. 2.3.05: Key Metrics
  23. 2.3.06: Challenges in People Analytics
  24. 2.04: Diversity in the Workplace
  25. 2.4.01: Why It Matters- Diversity in the Workplace
  26. 2.4.02: The Law and Discrimination
  27. 2.4.03: Anti-Discrimination Legislation
  28. 2.4.04: Supreme Court Cases
  29. 2.4.05: Interpreting the Law
  30. 2.4.06: EEO Best Practices
  31. 2.4.07: EEO Complaints
  32. 2.4.08: EEO Violations
  33. 2.4.09: Diversity and Inclusion
  34. 2.4.10: Benefits of Diversity
  35. 2.4.11: Challenges of Diversity
  36. 2.05: Workforce Planning
  37. 2.5.01: Why It Matters- Workforce Planning
  38. 2.5.02: Business Strategy and Workforce Planning
  39. 2.5.03: Assessing Current Human Resources
  40. 2.5.04: Labor Supply and Demand
  41. 2.5.05: Workforce Planning Outcomes
  42. 2.5.06: What is Job Analysis
  43. 2.5.07: Job Descriptions
  44. 2.5.08: What is Job Design
  45. 2.5.09: Job Design Theories
  46. 2.5.10: Putting It Together- Workforce Planning
  47. 2.06: Recruitment and Selection
  48. 2.6.01: Avoiding Discrimination in Recruiting
  49. 2.6.02: The Selection Process
  50. 2.6.03: Avoiding Bias in Selection
  51. 2.6.04: Interview Approaches
  52. 2.6.05: Putting It Together- Recruitment and Selection
  53. 2.6.06: Why It Matters- Recruitment and Selection
  54. 2.6.07: The Recruitment Process
  55. 2.6.08: Employer Branding
  56. 2.6.09: Writing a Job Advertisement
  57. 2.6.10: Candidate Sourcing
  58. 2.6.11: Technology and Recruiting
  59. 2.07: Onboarding Training and Developing Employees
  60. 2.7.01: Employee Development
  61. 2.7.02: Career Management
  62. 2.7.03: Putting It Together- Onboarding Training and Developing Employees
  63. 2.7.04: Why It Matters- Onboarding Training and Developing Employees
  64. 2.7.05: Benefits of Onboarding
  65. 2.7.06: Methods of Onboarding
  66. 2.7.07: Identifying Training Gaps
  67. 2.7.08: The ADDIE Model
  68. 2.7.09: Employee Training Methods
  69. 2.7.10: Evaluating Training Effectiveness
  70. 2.08: Compensation and Benefits
  71. 2.8.01: Developing a Pay Structure
  72. 2.8.02: Benefits
  73. 2.8.03: Benefit Trends
  74. 2.8.04: Putting It Together- Compensation and Benefits
  75. 2.8.05: Why It Matters- Compensation and Benefits
  76. 2.8.06: Fair Labor Standards Act
  77. 2.8.07: Equal Pay Act of 1963
  78. 2.8.08: Pay Equity Issues
  79. 2.8.09: Compensation and Motivation
  80. 2.8.10: Intrinsic vs Extrinsic Rewards
  81. 2.8.11: Types of Compensation
  82. 2.09: Performance Management and Appraisal
  83. 2.9.01: Improving Appraisal Effectiveness
  84. 2.9.02: Putting It Together- Performance Management and Appraisal
  85. 2.9.03: Why It Matters- Performance Management and Appraisal
  86. 2.9.04: Performance Management
  87. 2.9.05: Steps in the Appraisal Process
  88. 2.9.06: Appraisal Methods
  89. 2.9.07: Presenting an Appraisal
  90. 2.9.08: Performance Management Errors
  91. 2.10: Employee Termination
  92. 2.10.01: Downsizing
  93. 2.10.02: Effects of Organizational Downsizing
  94. 2.10.03: Downsizing and Morale
  95. 2.10.04: Legal and Ethical Termination
  96. 2.10.05: Termination Laws
  97. 2.10.06: Layoffs vs. Firing
  98. 2.11: Employee Rights and Responsibilities
  99. 2.11.01: Putting It Together- Employee Rights and Responsibilities
  100. 2.11.02: Why It Matters- Employee Rights and Responsibilities
  101. 2.11.03: Employee Information
  102. 2.11.04: Employee Behavior Outside of Work
  103. 2.11.05: Employment at Will Doctrine
  104. 2.11.06: The Purpose of Discipline
  105. 2.11.07: Progressive Discipline
  106. 2.12: Building Positive Employee Relations
  107. 2.12.01: Emotional Intelligence
  108. 2.12.02: Why It Matters- Building Positive Employee Relations
  109. 2.12.03: Results and Employee Engagement
  110. 2.12.04: Who is Responsible for Engagement
  111. 2.12.05: Measuring Employee Engagement
  112. 2.12.06: Why Do Engagement Efforts Fail
  113. 2.12.07: The Impact of Conflict
  114. 2.12.08: Conflict Resolution at Work
  115. 2.13: Union-Management Relations
  116. 2.13.01: The Role of Unions
  117. 2.13.02: Putting It Together- UnionManagement Relations
  118. 2.13.03: Why It Matters- UnionManagement Relations
  119. 2.13.04: Why Unions
  120. 2.13.05: Organizing a Union
  121. 2.13.06: Collective Bargaining
  122. 2.13.07: Laws and Executive Orders
  123. 2.13.08: Janus v. AFSCME
  124. 2.14: Safety Health and Risk Management
  125. 2.14.01: Workplace Safety Factors
  126. 2.14.02: HR and Health and Safety
  127. 2.14.03: Risks in Human Resources
  128. 2.14.04: Managing Risk in Human Resources
  129. 2.14.05: Why It Matters- Safety Health and Risk Management
  130. 2.14.06: Employer Requirements
  131. 2.14.07: Worker Rights
  132. 2.14.08: Record-Keeping Requirements
  133. 2.14.09: Safety and Health Standards
  134. 2.14.10: OSHA Inspection
  135. 2.14.11: OSHA Penalties
  136. 2.15: Human Resources in Small and Entrepreneurial Businesses
  137. 2.15.01: Policies and Procedures
  138. 2.15.02: Small Business HR Resources
  139. 2.15.03: Introduction to Hiring for the Start-up Environment
  140. 2.15.04: Start-up Culture
  141. 2.15.05: Employee Success and Retention
  142. 2.15.06: Putting It Together- Human Resources in Small and Entrepreneurial Businesses
  143. 2.15.07: Why It Matters- Human Resources in Small and Entrepreneurial Businesses
  144. 2.15.08: Evaluating HR Needs
  145. 2.15.09: Authority and Accountability
  146. 2.15.10: Employees vs Contractors
  147. 2.15.11: Federal Laws and Small Business
  148. 2.15.12: Job Descriptions in Small Business
  149. 03: Critical Employment Ethical and Legal Scenarios in HR (Hughes)
  150. 3.01: Criteria for Case Scenario Analysis
  151. 3.02: Cases
  152. 3.2.01: Topic 1 - Professional Responsibility and Relationships Between Career Development Professionals and clients
  153. 3.2.02: Topic 2 - Providing Career Services Online
  154. 3.2.03: Topic 3 - Using Technology and Social Media in Human Resources
  155. 3.2.04: Topic 4 - Supervising Training and Teaching Employees
  156. 3.2.05: Topic 5 - Ethics of Mentoring
  157. 3.2.06: Topic 6 - Employees Access to Career Development Training and Development and Organization Development Activities
  158. 3.2.07: Topic 7 - Power and Privilege Dynamics
  159. 3.2.08: Topic 8 - Authenticity of Allies
  160. 3.2.09: Topic 9 - Ethics of Career Development and Training and Development Assessments
  161. 3.2.10: Topic 10 - Covert Conditioning of Girls Women Away from Male Dominated Fields
  162. 3.2.11: Topic 11 - Educational Opportunity Bias
  163. 3.2.12: Topic 12 - Occupational Segregation and Promotional Ceilings
  164. 3.2.13: Topic 13 - Confidentiality
  165. 3.2.14: Topic 14 - Artificial Intelligence (AI) and HRM