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Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach / Edition 3

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In this revised and updated third edition of Human Resources Management for Public and Nonprofit Organizations, Joan E. Pynes-a noted authority in public administration-shows how strategic human resources management is essential for managing change in today's turbulent environment.
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Product Details

Meet the Author

Joan E. Pynes is a professor of public administration at the University of South Florida and the author of numerous articles and chapters on public and nonprofit human resources management.

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Table of Contents

List of Tables, Figure, and Exhibits.

List of Exercises.



The Author.


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).

SHRM Audit.

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.

Constitutional Rights.

Whistle Blower Protections.

Employment At-Will.


4. Managing a Diverse Workforce.

Glass Ceilings.

Sexual Harassment.

Employer Liability.

Sexual Orientation.

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.

Volunteer Motivation.

Barriers to Volunteer Recruitment.


The Pre-recruitment Process.

Managing Volunteers.

Orientation and Training.

Volunteer Recognition.


Volunteer Protection Act.

Service Initiatives.

Governing Boards.

Public Governing Boards.

Nonprofit Governing Boards.



6. Job Analysis.

Legal Significance of Job Analysis Data.

Job Analysis Information and Methods.

Designing a Job Analysis Program.

Strategic Job Analysis.

Competency Modeling.

Job Analysis Techniques.

Contextual Performance.


7. Recruitment and Selections.


Screening Applicants.

Executive/Managerial Recruitment.


8. Performance Management.


Developing an Evaluation Program.

Rater Training.

Who Should Rate?

Executive Evaluation.


Evaluation Review.

Ethical Issues in Performance Appraisal.

Performance Appraisal Techniques.

Team Based Performance Techniques.

Public Service Motivation.


9. Compensation.


Executive Compensation.

Federal Laws Governing Compensation.


10. Benefits.

Required Benefits.

Optional Benefits.


11. Training and Development.

Needs Assessment.

Developing Training Objectives.

Developing the Curriculum.

Delivering Training.

Evaluating Training.

Career Development.

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.

Organizational Change.

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.



Name Index.

Subject Index.

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