书名：组织人员配置——招募、选拔和雇用（英文版·第7版）（工商管理经典教材·人力资源管理系列）  
定价：69.0  
ISBN：9787300204048  
作者：赫伯特·赫尼曼  
版次：1  
出版时间：2014-12  

内容提要：  

内容简介
本书是一本英文影版教材，原著是美国一本经典的人员配置教材。
本书创建了一个组织人员配置的模型，并基于这个模型构建了本书的框架。全书共分为6篇14章。
第Ⅰ篇对人员配置给出了明确的定义，即人员配置是一项涉及获取、安置和保留劳动力的关键组织职能，对组织整体的效能具有十分重要的作用。
第Ⅱ篇论述了法律遵从、规划和工作分析等与人员配置有关的支持性活动。
第Ⅲ～Ⅴ篇是全书的重点，论述了人员配置的三大核心活动，包括人员招募、选拔和雇用。
第Ⅵ篇论述人员配置系统和人员留任管理。
各章末设有小结、讨论题、伦理议题、练习与案例以及丰富的参考文献，方便读者复习、应用和做进一步的研究。
本书非常适合用作高校本科生、研究生双语教学教材，也适合研究者及其他感兴趣的读者阅读参考。

作者简介：  
赫伯特•赫尼曼（Herbert G. Heneman Ⅲ），美国威斯康星大学麦迪逊分校商学院管理与人力资源系的Dickson-Bascom荣誉退休教授，同时也是威斯康星教育研究中心的资深研究人员。赫伯特还是华盛顿大学和佛罗里达大学的访问教授，也是俄亥俄州立大学的杰出访问教授。他的研究领域包括人员配置、绩效管理、薪酬和工作动机等，目前正在进行教师绩效管理与薪酬系统的设计与有效性的调查研究。赫伯特是美国人力资源管理基金会协会的理事会成员兼协会的研究主任。他也是美国管理学会人力资源分会职业成就奖的获得者。  
蒂莫西•贾奇（Timothy A. Judge），美国圣母大学门多萨商学院管理系Franklin D. Schurz讲座教授。在伊利诺伊大学获得博士学位，之前曾是Kohl’s百货公司的一名经理。曾执教于美国康奈尔大学、艾奥瓦大学和佛罗里达大学。教学与研究兴趣在人格、领导与影响行为、人员配置与工作态度等领域。《应用心理学》、《人事心理学》、《人力资源管理评论》等学术期刊编审委员会的成员。  
约翰•卡迈尔–米勒（John D. Kammeyer-Mueller），美国佛罗里达大学Warrington商学院管理系副教授，在明尼苏达大学获得博士学位。主要研究兴趣包括组织社会化与员工调适、人格与压力过程、长期研究方法等。为本科生、研究生、博士生讲授与组织人员配置相关的课程。  


目录：  
Co ntents  

Part One  

The Nature of Staffing 3  

Chapt er One  

Staffing Models and Strategy 5  

Learning Objectives and Introduction 6  

Learning Objectives 6  

Introduction 6  

The Nature of Staffing 7  

The Big Picture 7  

Definition of Staffing 8  

Implications of Definition 8  

Staffing System Examples 12  

Staffing Models 14  

Staffing Quantity: Levels 14  

Staffing Quality: Person/Job Match 15  

Staffing Quality: Person/Organization  

Match 17  

Staffing System Components 19  

Staffing Organizations 21  

Staffing Strategy 25  

Staffing Levels 25  

Staffing Quality 30  

Staffing Ethics 31  

Plan for the Book 34  

Summary 35  

Discussion Questions 36  

Ethical Issues 37  

Applications 37  

Staffing for Your Own Job 37  

Staffing Strategy for a New Plant 38  

Tanglewood Stores Case 40  

The Situation 40  

Your Tasks 40  

Endnotes 40  

Part Two  

Support Activities 43  

Chapt er Two  

Legal Compliance 45  

Learning Objectives and Introduction 47  

Learning Objectives 47  

Introduction 47  

The Employment Relationship 48  

Employer–Employee 48  

Independent Contractors 50  

Temporary Employees 50  

Laws and Regulations 51  

Need for Laws and Regulations 52  

Sources of Laws and Regulations 53  

EEO/AA Laws: General Provisions and  

Enforcement 54  

General Provisions 55  

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xii Contents  

Enforcement: EEOC 57  

Enforcement: OFCCP 64  

EEO/AA Laws: Specific Staffing  

Provisions 64  

Civil Rights Acts (1964, 1991) 64  

Age Discrimination in Employment Act  

(1967) 67  

Americans With Disabilities Act (1990,  

2008) 68  

Genetic Information Nondiscrimination Act  

(2008) 72  

Rehabilitation Act (1973) 72  

Executive Order 11246 (1965) 73  

Other Staffing Laws 73  

Federal Laws 73  

State and Local Laws 76  

Civil Service Laws and Regulations 77  

Legal Issues in Remainder of Book 78  

Summary 80  

Discussion Questions 80  

Ethical Issues 81  

Applications 81  

Age Discrimination in a Promotion? 81  

Disparate Impact: What Do the Statistics  

Mean? 83  

Endnotes 83  

Chapt er Thre e  

Planning 85  

Learning Objectives and Introduction 87  

Learning Objectives 87  

Introduction 87  

External Influences 88  

Economic Conditions 88  

Labor Markets 89  

Technology 94  

Labor Unions 95  

Human Resource Planning 95  

Process and Example 95  

Initial Decisions 98  

Forecasting HR Requirements 100  

Forecasting HR Availabilities 103  

Reconciliation and Gaps 112  

Staffing Planning 114  

Staffing Planning Process 114  

Core Workforce 117  

Flexible Workforce 120  

Outsourcing 123  

Diversity Planning 125  

Demography of the American  

Workforce 125  

Business Case for Diversity 126  

Planning for Diversity 127  

Legal Issues 128  

Affirmative Action Plans 128  

Legality of AAPs and Diversity  

Programs 133  

EEO and Temporary Workers 136  

Summary 136  

Discussion Questions 137  

Ethical Issues 138  

Applications 138  

Markov Analysis and Forecasting 138  

Deciding Whether to Use Flexible  

Staffing 139  

Tanglewood Stores Case 141  

The Situation 141  

Your Tasks 141  

Endnotes 141  

Chapt er Four  

Job Analysis and Rewards 145  

Learning Objectives and Introduction 146  

Learning Objectives 146  

Introduction 146  

Changing Nature of Jobs 147  

Job Requirements Job Analysis 149  

Overview 149  

Job Requirements Matrix 150  

Job Descriptions and Job  

Specifications 162  

Collecting Job Requirements  

Information 164  

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Contents xiii  

Competency-Based Job Analysis 174  

Nature of Competencies 174  

Collecting Competency Information 178  

Job Rewards 179  

Types of Rewards 180  

Employee Value Proposition 180  

Collecting Job Rewards Information 181  

Job Analysis for Teams 187  

Legal Issues 188  

Job Relatedness and Court Cases 188  

Essential Job Functions 189  

Summary 193  

Discussion Questions 194  

Ethical Issues 194  

Applications 194  

Conducting a Job Requirements or Job  

Rewards Job Analysis 194  

Maintaining Job Descriptions 195  

Endnotes 196  

Part Thre e  

Staffing Activities: Recruitment 201  

Chapt er F ive  

External Recruitment 203  

Learning Objectives and Introduction 205  

Learning Objectives 205  

Introduction 205  

Recruitment Planning 206  

Organizational Issues 206  

Administrative Issues 207  

Recruiters 214  

Strategy Development 215  

Open Versus Targeted Recruitment 215  

Recruitment Sources 217  

Recruiting Metrics 233  

Searching 237  

Communication Message 237  

Communication Medium 242  

Applicant Reactions 248  

Reactions to Recruiters 249  

Reactions to the Recruitment Process 249  

Reactions to Diversity Issues 250  

Transition to Selection 251  

Legal Issues 252  

Definition of a Job Applicant 252  

Affirmative Action Programs 254  

Electronic Recruitment 255  

Job Advertisements 257  

Fraud and Misrepresentation 257  

Summary 258  

Discussion Questions 259  

Ethical Issues 259  

Applications 260  

Improving a College Recruitment  

Program 260  

Internet Recruiting 262  

Tanglewood Stores Case 263  

The Situation 263  

Your Tasks 263  

Endnotes 264  

Chapt er S ix  

Internal Recruitment 271  

Learning Objectives and Introduction 272  

Learning Objectives 272  

Introduction 272  

Recruitment Planning 273  

Organizational Issues 273  

Administrative Issues 278  

Timing 279  

Strategy Development 281  

Closed, Open, and Hybrid  

Recruitment 281  

Recruitment Sources 285  

Recruiting Metrics 292  

Communication Message and Medium 294  

Communication Message 294  

Communication Medium 295  

Applicant Reactions 296  

Transition to Selection 296  

hen12680_FM_i-xviii.indd 13 3/30/11 9:22 AM  

xiv Contents  

Legal Issues 297  

Affirmative Action Programs  

Regulations 297  

Bona Fide Seniority Systems 298  

The Glass Ceiling 299  

Summary 303  

Discussion Questions 304  

Ethical Issues 305  

Applications 305  

Recruitment in a Changing Internal Labor  

Market 305  

Succession Planning for a CEO 306  

Endnotes 307  

Part Four  

Staffing Activities: Selection 311  

Chapt er S even  

Measurement 313  

Learning Objectives and Introduction 315  

Learning Objectives 315  

Introduction 315  

Importance and Use of Measures 316  

Key Concepts 316  

Measurement 317  

Scores 320  

Correlation Between Scores 323  

Quality of Measures 327  

Reliability of Measures 328  

Validity of Measures 335  

Validation of Measures in Staffing 337  

Validity Generalization 346  

Staffing Metrics and Benchmarks 348  

Collection of Assessment Data 349  

Testing Procedures 350  

Acquisition of Tests and Test Manuals 351  

Professional Standards 352  

Legal Issues 353  

Determining Adverse Impact 353  

Standardization 355  

Best Practices 356  

Summary 357  

Discussion Questions 358  

Ethical Issues 358  

Applications 359  

Evaluation of Two New Assessment  

Methods for Selecting Telephone  

Customer Service Representatives 359  

Conducting Empirical Validation and  

Adverse Impact Analysis 361  

Tanglewood Stores Case I 364  

The Situation 364  

Your Tasks 364  

Tanglewood Stores Case II 365  

Adverse Impact 365  

Endnotes 365  

Chapt er Ei ght  

External Selection I 369  

Learning Objectives and Introduction 370  

Learning Objectives 370  

Introduction 370  

Preliminary Issues 370  

The Logic of Prediction 371  

The Nature of Predictors 373  

Development of the Selection Plan 374  

Selection Sequence 376  

Initial Assessment Methods 377  

Résumés and Cover Letters 377  

Application Blanks 381  

Biographical Information 388  

Reference and Background Checks 392  

Initial Interview 398  

Choice of Initial Assessment Methods 400  

Legal Issues 405  

Disclaimers 405  

Reference Checks 406  

Background Checks: Credit and  

Criminal 406  

Preemployment Inquiries 408  

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Contents xv  

Bona Fide Occupational  

Qualifications 410  

Summary 416  

Discussion Questions 417  

Ethical Issues 417  

Applications 417  

Reference Reports and Initial Assessment in  

a Start-Up Company 417  

Developing a Lawful Application  

Blank 419  

Endnotes 421  

Chapt er Nin e  

External Selection II 425  

Learning Objectives and Introduction 426  

Learning Objectives 426  

Introduction 426  

Substantive Assessment Methods 427  

Personality Tests 427  

Ability Tests 434  

Emotional Intelligence Tests 443  

Performance Tests and Work Samples 445  

Situational Judgment Tests 449  

Integrity Tests 452  

Interest, Values, and Preference  

Inventories 455  

Structured Interview 457  

Choice of Substantive Assessment  

Methods 468  

Discretionary Assessment Methods 471  

Contingent Assessment Methods 472  

Drug Testing 472  

Medical Exams 478  

Legal Issues 479  

Uniform Guidelines on Employee Selection  

Procedures 479  

Selection Under the Americans With  

Disabilities Act 481  

Drug Testing 485  

Summary 486  

Discussion Questions 487  

Ethical Issues 487  

Applications 487  

Assessment Methods for the Job of Human  

Resources Director 487  

Choosing Among Finalists for the Job of  

Human Resources Director 490  

Tanglewood Stores Case 491  

The Situation 491  

Your Tasks 491  

Endnotes 492  

Chapt er T en  

Internal Selection 503  

Learning Objectives and Introduction 505  

Learning Objectives 505  

Introduction 505  

Preliminary Issues 506  

The Logic of Prediction 506  

Types of Predictors 507  

Selection Plan 507  

Initial Assessment Methods 508  

Talent Management/Succession  

Systems 508  

Peer Assessments 509  

Self-Assessments 511  

Managerial Sponsorship 512  

Informal Discussions and  

Recommendations 513  

Choice of Initial Assessment Methods 513  

Substantive Assessment Methods 515  

Seniority and Experience 515  

Job Knowledge Tests 517  

Performance Appraisal 518  

Promotability Ratings 519  

Assessment Centers 520  

Interview Simulations 526  

Promotion Panels and Review Boards 527  

Choice of Substantive Assessment  

Methods 527  

Discretionary Assessment Methods 529  

hen12680_FM_i-xviii.indd 15 3/30/11 9:22 AM  

xvi Contents  

Legal Issues 529  

Uniform Guidelines on Employee Selection  

Procedures 529  

The Glass Ceiling 530  

Summary 531  

Discussion Questions 532  

Ethical Issues 532  

Applications 532  

Changing a Promotion System 532  

Promotion From Within at Citrus  

Glen 533  

Endnotes 535  

Part F ive  

Staffing Activities: Employment 539  

Chapt er El even  

Decision Making 541  

Learning Objectives and Introduction 543  

Learning Objectives 543  

Introduction 543  

Choice of Assessment Method 544  

Validity Coefficient 544  

Face Validity 545  

Correlation With Other Predictors 545  

Adverse Impact 546  

Utility 546  

Determining Assessment Scores 551  

Single Predictor 551  

Multiple Predictors 551  

Hiring Standards and Cut Scores 557  

Description of the Process 557  

Consequences of Cut Scores 558  

Methods to Determine Cut Scores 559  

Professional Guidelines 564  

Methods of Final Choice 564  

Random Selection 564  

Ranking 565  

Grouping 566  

Ongoing Hiring 566  

Decision Makers 566  

Human Resource Professionals 566  

Managers 567  

Employees 568  

Legal Issues 568  

Uniform Guidelines on Employee Selection  

Procedures 568  

Diversity and Hiring Decisions 569  

Summary 571  

Discussion Questions 572  

Ethical Issues 572  

Applications 572  

Utility Concerns in Choosing an  

Assessment Method 572  

Choosing Entrants Into a Management  

Training Program 573  

Tanglewood Stores Case 574  

The Situation 576  

Your Tasks 576  

Endnotes 576  

Chapt er Twe lve  

Final Match 579  

Learning Objectives and Introduction 581  

Learning Objectives 581  

Introduction 581  

Employment Contracts 582  

Requirements for an Enforceable  

Contract 582  

Parties to the Contract 583  

Form of the Contract 584  

Disclaimers 586  

Contingencies 587  

Other Employment Contract Sources 588  

Unfulfilled Promises 588  

Job Offers 589  

Strategic Approach to Job Offers 589  

Job Offer Content 592  

Job Offer Process 602  

Formulation of the Job Offer 604  

Presentation of the Job Offer 609  

hen12680_FM_i-xviii.indd 16 3/30/11 9:22 AM  

Contents xvii  

Timing of the Offer 610  

Job Offer Acceptance and Rejection 611  

Reneging 612  

New Employee Orientation and  

Socialization 613  

Orientation 614  

Socialization 617  

Examples of Programs 619  

Legal Issues 620  

Employment Eligibility Verification 620  

Negligent Hiring 621  

Employment-at-Will 622  

Summary 622  

Discussion Questions 623  

Ethical Issues 624  

Applications 624  

Making a Job Offer 624  

Evaluating a Hiring and Variable Pay  

Plan 626  

Endnotes 627  

Part S ix  

Staffing System and Retention  

Management 633  

Chapt er Thirt e en  

Staffing System Management 635  

Learning Objectives and Introduction 636  

Learning Objectives 636  

Introduction 636  

Administration of Staffing Systems 637  

Organizational Arrangements 637  

Jobs in Staffing 641  

Policies and Procedures 644  

Human Resource Information  

Systems 648  

Outsourcing 651  

Evaluation of Staffing Systems 655  

Staffing Process 655  

Staffing Process Results 658  

Calculating Staffing Metrics 663  

Customer Satisfaction 664  

Legal Issues 665  

Record Keeping and Privacy 665  

EEO Report 670  

Legal Audits 670  

Training for Managers and  

Employees 670  

Dispute Resolution 672  

Summary 674  

Discussion Questions 675  

Ethical Issues 675  

Applications 676  

Learning About Jobs in Staffing 676  

Evaluating Staffing Process Results 676  

Endnotes 678  

Chapt er Fourt e en  

Retention Management 681  

Learning Objectives and Introduction 683  

Learning Objectives 683  

Introduction 683  

Turnover and Its Causes 684  

Nature of the Problem 684  

Types of Turnover 685  

Causes of Turnover 687  

Analysis of Turnover 689  

Measurement 690  

Reasons for Leaving 691  

Costs and Benefits 694  

Retention Initiatives: Voluntary Turnover 702  

Current Practices and Deciding to  

Act 702  

Desirability of Leaving 709  

Ease of Leaving 715  

Alternatives 716  

Retention Initiatives: Discharge 717  

Performance Management 717  

Progressive Discipline 721  

Retention Initiatives: Downsizing 723  

Weighing Advantages and  

Disadvantages 723  

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xviii Contents  

Staffing Levels and Quality 724  

Alternatives to Downsizing 725  

Employees Who Remain 725  

Legal Issues 727  

Separation Laws and Regulations 727  

Performance Appraisal 728  

Summary 728  

Discussion Questions 730  

Ethical Issues 730  

Applications 731  

Managerial Turnover: A Problem? 731  

Retention: Deciding to Act 732  

Tanglewood Stores Case 734  

The Situation 734  

Your Tasks 735  

Endnotes 735  



在线试读：  
Preface  
The seventh edition of Staffing Organizations contains many updates and  
additions that reflect the rapidly evolving terrain of strategic, technological,  
practical, and legal issues confronting organizations and their staffing  
systems. As in previous editions, we have considerably updated our references,  
found as chapter endnotes. We have also made significant changes to the opening  
material in each chapter. Each chapter now opens with a list of learning objectives  
to facilitate student learning. The chapter introductions have been revised as well.  
A second major change to the book is a “freshening” of the writing style. While  
readers have found the book well written, some have suggested that the writing  
could be a bit livelier. Hence, we have made extensive changes to each chapter and  
are confident that these changes make the book more accessible.  
Technology continues to transform all aspects of human resources, and staffing  
is no exception. Accordingly, in this edition, we provide enhanced coverage of  
human resources information systems (HRISs) and their role in all phases of the  
staffing process, including legal implications. We have also substantially expanded  
our coverage of some increasingly important topics, including diversity in the  
planning process, emotional intelligence tests, and video and computer interviews.  
Even with the many changes and the significant additions to the book, we have  
held the length by trimming those areas that have waned in interest or importance.  
We have also added a coauthor to the book, John Kammeyer-Mueller. Previous  
users of the book will remember John’s work on the Tanglewood Stores case. This  
case continues in the book, and John has contributed to many other areas as well.  
We are excited to have him onboard.  
For the Tanglewood Stores case, at the end of Chapters 1, 3, 5, 7, 9, 11, and 14,  
you will receive a brief description of the situation relevant to that chapter, along  
with tasks that require you to analyze the situation by applying material directly  
from the chapter. The full text of the case and your assignment are located online  
at www.mhhe.com/heneman7e.  
Listed below is the chapter structure for the seventh edition, along with the  
updates to each chapter.  
hen12680_FM_i-xviii.indd 5 3/30/11 9:22 AM  
Chapter One: Staffing Models and Strategy  
• New learning objectives and introduction  
• Revised and updated information on global and national economic conditions  
affecting staffing activities  
• New examples and quotations reflecting the importance of the staffing function  
• New example of staffing systems in business practice  
• Updated section on short- and long-term staffing needs  
• Increased coverage of ethical organizational culture  
Chapter Two: Legal Compliance  
• New learning objectives and introduction  
• Revised material on temporary e