1. 9-1
Job Experiences
Figure 9.2

2. 9-2
Steps in the Career Management Process
Figure 9.3

3. 9-3
Succession Planning Process
Figure 9.6

4. 10-4
Principles of Justice

5. 10-5
Employee Privacy
Figure 10.2

6. 10-6
Job Satisfaction
• A pleasant feeling
resulting from the
perception that one’s job
fulfills or allows for the
fulfillment of one’s
important job values

7. 10-7
Job Satisfaction

8. 11-8
Issues in Developing a Pay Structure

9. 12-9
Principles of Effective Incentive Pay Plans

10. 13-10
Retirement Plans
• Retirement Plans offered by
employers are optional
• Contributory plan vs. non-
contributory
• Defined benefit plan vs.
defined contribution
– What are the pros and
cons of these plans from
the employee’s and
employer’s perspective?

11. 14-11
Role of Unions and Labor Relations
Goals of Each Group
Laws and Regulations Affecting Labor Relations
Union Organizing
Collective Bargaining
Contract Administration
Labor-Management Cooperation
Collective Bargaining and Labor
Relations
PA ET RHC 14

12. 15-12
HRM in a Global Environment
Factors Affecting HRM in International Markets
Human Resource Planning in a Global Economy
Selecting Employees in a Global Labor Market
Training and Developing a Global Workforce
Performance Management across National
Boundaries
Compensating an International Workforce
International Labor Relations
Managing Expatriates
Managing Human Resources Globally
PA ET RHC 15

13. 15-13
Levels of Global Participation

14. 15-14
Factors Affecting HRM in International Markets

15. 15-15
Five Dimensions of Culture

16. 15-16
Compensating Expatriates

17. 16-17
High-Performance Work Systems

18. 16-18
Outcomes of a High-Performance Work System

19. 16-19
Knowledge Sharing

20. 16-20
Employee Performance as a Process