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Personnel Economics in Practice
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ISBN-13:
9781119427360
Veröffentl:
2017
Erscheinungsdatum:
11.04.2017
Seiten:
416
Autor:
Edward P. Lazear
Gewicht:
667 g
Format:
235x193x17 mm
Sprache:
Deutsch
Beschreibung:
ABOUT THE AUTHORS
PREFACE
ACKNOWLEDGMENTS
PART ONE SORTING AND INVESTING IN EMPLOYEES
CHAPTER 1 SETTING HIRING STANDARDS
An Example: Hiring Risky Workers
New Hires as Options
Analysis
A Counterargument
Setting Hiring Standards
Balancing Benefits Against Costs
Foreign Competition
The Method of Production
How Many Workers to Hire?
Other Factors
Making Decisions with Imperfect Information
Make a Decision Independent of Analysis
Estimate the Relevant Information
Experiment
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 2 RECRUITMENT
Introduction
Screening Job Applicants
Credentials
Learning a Worker's Productivity
Is Screening Profitable? For Whom?
Probation
Signaling
Who Pays, and Who Benefits?
Examples
Signaling More Formally: Separating and Pooling Equilibria
Which Type of Firm is More Likely to use Signaling?
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 3 INVESTMENT IN SKILLS
Introduction
Matching
Investments in Education
Effects of Costs and Benefits
Was Benjamin Franklin Correct?
Investments in On the Job Training
General vs. Firm-Specific Human Capital
Who Should Pay for Training?
Implications of On the Job Training
Rent Sharing and Compensation
Implicit Contracting
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 4 MANAGING TURNOVER
Introduction
Is Turnover Good or Bad?
Importance of Sorting
Technical Change
Organizational Change
Hierarchical Structure
Specific Human Capital
Retention Strategies
Reducing Costs of Losing Key Employees
Embracing Turnover
Bidding for Employees
Raiding Other Firms: Benefits and Pitfalls
Offer Matching
Layoffs and Buyouts
Who to Target for Layoffs
Buyouts
Summary
Study Questions
References
Further Reading
Appendix (available online)
PART TWO ORGANIZATIONAL AND JOB DESIGN
CHAPTER 5 DECISION MAKING
Introduction
The Organization of an Economy
Markets as Information Systems
Markets as Incentive Systems
Markets and Innovation
Benefits of Central Planning
The Market as Metaphor for Organizational Design
Benefits of Centralization
Economies of Scale or Public Goods
Better Use of Central Knowledge
Coordination
Benefits of Decentralization
Specific vs. General Knowledge
Other Benefits of Decentralization
Authority and Responsibility
Decision Making as a Multistage Process
Flat vs. Hierarchical Structures
Investing in Better Quality Decision Making
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 6 ORGANIZATIONAL STRUCTURE
Introduction
Types of Organizational Structures
Hi
PREFACE
ACKNOWLEDGMENTS
PART ONE SORTING AND INVESTING IN EMPLOYEES
CHAPTER 1 SETTING HIRING STANDARDS
An Example: Hiring Risky Workers
New Hires as Options
Analysis
A Counterargument
Setting Hiring Standards
Balancing Benefits Against Costs
Foreign Competition
The Method of Production
How Many Workers to Hire?
Other Factors
Making Decisions with Imperfect Information
Make a Decision Independent of Analysis
Estimate the Relevant Information
Experiment
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 2 RECRUITMENT
Introduction
Screening Job Applicants
Credentials
Learning a Worker's Productivity
Is Screening Profitable? For Whom?
Probation
Signaling
Who Pays, and Who Benefits?
Examples
Signaling More Formally: Separating and Pooling Equilibria
Which Type of Firm is More Likely to use Signaling?
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 3 INVESTMENT IN SKILLS
Introduction
Matching
Investments in Education
Effects of Costs and Benefits
Was Benjamin Franklin Correct?
Investments in On the Job Training
General vs. Firm-Specific Human Capital
Who Should Pay for Training?
Implications of On the Job Training
Rent Sharing and Compensation
Implicit Contracting
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 4 MANAGING TURNOVER
Introduction
Is Turnover Good or Bad?
Importance of Sorting
Technical Change
Organizational Change
Hierarchical Structure
Specific Human Capital
Retention Strategies
Reducing Costs of Losing Key Employees
Embracing Turnover
Bidding for Employees
Raiding Other Firms: Benefits and Pitfalls
Offer Matching
Layoffs and Buyouts
Who to Target for Layoffs
Buyouts
Summary
Study Questions
References
Further Reading
Appendix (available online)
PART TWO ORGANIZATIONAL AND JOB DESIGN
CHAPTER 5 DECISION MAKING
Introduction
The Organization of an Economy
Markets as Information Systems
Markets as Incentive Systems
Markets and Innovation
Benefits of Central Planning
The Market as Metaphor for Organizational Design
Benefits of Centralization
Economies of Scale or Public Goods
Better Use of Central Knowledge
Coordination
Benefits of Decentralization
Specific vs. General Knowledge
Other Benefits of Decentralization
Authority and Responsibility
Decision Making as a Multistage Process
Flat vs. Hierarchical Structures
Investing in Better Quality Decision Making
Summary
Study Questions
References
Further Reading
Appendix (available online)
CHAPTER 6 ORGANIZATIONAL STRUCTURE
Introduction
Types of Organizational Structures
Hi
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Personnel Economics in Practice, 3rd Edition by Edward Lazear and Michael Gibbs gives readers a rigorous framework for understanding organizational design and the management of employees. Economics has proven to be a powerful approach in the changing study of organizations and human resources by adding rigor and structure and clarifying many important issues. Not only will readers learn and apply ideas from microeconomics, they will also learn principles that will be valuable in their future careers.