Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach / Edition 3by Joan E. Pynes, Pynes, Joan Pynes
Pub. Date: 01/20/2009
Public and nonprofit organizations face difficult challenges today that make the strategic management of human resources crucial. This book shows how to integrate HR practices with the mission of their organization. An accessible tool complete with an instructor s manual, this book provides an integrated approach to current HR concerns and is unique in its focus on
Public and nonprofit organizations face difficult challenges today that make the strategic management of human resources crucial. This book shows how to integrate HR practices with the mission of their organization. An accessible tool complete with an instructor s manual, this book provides an integrated approach to current HR concerns and is unique in its focus on both public and nonprofit agencies. Offering guidance and techniques for implementing effective human resource management strategies job analysis, performance evaluation, recruitment and selection, training and development, compensation and benefits, and collective bargaining Pynes demonstrates how strategic human resources management is essential to proactively managing change.
- Publication date:
- Essential Texts for Nonprofit and Public Leadership and Management Series , #14
- Edition description:
- Older Edition
- Product dimensions:
- 7.20(w) x 9.30(h) x 1.30(d)
Table of Contents
List of Tables, Figure, and Exhibits.
List of Exercises.
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.
The New Public Service.
Today’s Context for Human Resources Management.
2. Strategic Human Resources Management and Planning.
The Changing Role of Human Resources Management.
Human Resources Outsourcing (HRO).
Strategic Human Resources Management.
Human Resources Planning.
Evaluating the Effectiveness of Strategic Human Resources Management (SHRM).
HR Benchmarking and Return on Investment (ROI).
Problems and Implications of Strategic Human Resources Management.
3. The Legal Environment of Human Resources Management.
Federal Equal Employment Opportunity Laws.
Proving Employment Discrimination.
Affirmative Action: Executive Orders and Other Federal Laws 79.
Whistle Blower Protections.
4. Managing a Diverse Workforce.
Changes in the Nonprofit Landscape.
What Does it Mean to be Transgendered.
The Difference Between Compliance with Laws and Managing Diversity.
Strategic Human Resources Implications for Managing Diversity.
5. Volunteers in the Public and Nonprofit Sector.
Use of Volunteers.
Barriers to Volunteer Recruitment.
The Pre-recruitment Process.
Orientation and Training.
Volunteer Protection Act.
Public Governing Boards.
Nonprofit Governing Boards.
PART TWO: METHODS AND FUNCTIONS OF HUMAN RESOURCES MANAGEMENT.
6. Job Analysis.
Legal Significance of Job Analysis Data.
Job Analysis Information and Methods.
Designing a Job Analysis Program.
Strategic Job Analysis.
Job Analysis Techniques.
7. Recruitment and Selections.
8. Performance Management.
Developing an Evaluation Program.
Who Should Rate?
Ethical Issues in Performance Appraisal.
Performance Appraisal Techniques.
Team Based Performance Techniques.
Public Service Motivation.
Federal Laws Governing Compensation.
11. Training and Development.
Developing Training Objectives.
Developing the Curriculum.
Managerial and Executive Development.
12. 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.
13. Strategic Human Resource Management and Technology.
Information Systems Technology.
Types of Information Systems.
Information Systems Design.
Information Technology Resource Policies.
Human Resource Information Systems (HRIS).
Electronic Human Resources Management.
Strategic Human Resources Management.
14. Conclusion: Challenges for Public and Nonprofit Organizations.
What to Expect.
Challenges of Strategic Human Resources Management.
Change in Skill Requirements.
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