By Robert L. Mathis, John H. Jackson
Market-leading textual content takes a realistic strategy emphasizing the strategic function of human assets. complete, research-based assurance comprises all significant issues pointed out at the Human source Certification Institutes content material define. assurance encompasses a worldwide bankruptcy, increased assurance of range, new fabric on functionality administration, and present sizzling themes reminiscent of self-directed paintings groups, shamrock association, broadbanding, competency-based pay platforms, activity safety, violence within the place of work, and the way organizational dedication impacts creation, caliber, and repair.
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Additional resources for Human Resource Management, 9th edition
5. Marc Adams, “Building a Rainbow, One Stripe at a Time,” HR Magazine, August 1998, 72—79. 6. Judy and D’Amico, Workforce 2020, 5. 7. Rick Garnitz, “Aging Workforce Poses an HR challenge,” ACA News, March 1999, 20–21; and Carol Patton, “Golden Solutions,” Human Resource Executive, August 1998, 63—65. 8. “DOL Offers Advice on Eldercare Programs,” HR Policies & Practices Update, May 30, 1998, 3—4. 9. “HR’s Role in Transformation of Work Debated by HR Executives,” Human Resources Report, April 20, 1998, 418.
ALTERNATIVE WORK SCHEDULES The traditional work schedule, in which employees work full time, 8 hours a day, 5 days a week at the employer’s place of operations, is in transition. Organizations have been experimenting with many different possibilities for change: the 4-day, 40-hour week; the 4-day, 32-hour week; the 3-day week; and flexible scheduling. Many employers have adopted some flexibility in work schedules and locations. Changes of this nature must be considered in HR planning. These alternative work schedules allow organizations to make better use of workers by matching work demands to work hours.
Extensive efforts are made to recruit employees to handle the expanded workload. It is also important to have HR plans, and planning processes, rather than just reacting to immediate pressures. Compensation practices have to become more market-competitive in order to attract sufficient employees with the necessary capabilities. Communicating with those employees about career opportunities affects their retention, so career planning efforts and HR development efforts to support them are expanded.