Human Resource Management 6th Edition John Bernardin - Solutions

Unlock the potential of your learning with the "Human Resource Management 6th Edition" by John Bernardin. Our platform offers exclusive online access to a comprehensive answers key, providing detailed solutions and solved problems. Dive into the solution manual and solutions PDF, where you'll find answers crafted to complement the textbook. Explore chapter solutions and step-by-step answers, all curated to guide your understanding. Enhance your study sessions with our test bank and instructor manual, ensuring you're prepared for every challenge. Discover the convenience of free download options to streamline your study process today!

As a new small business owner, what can you do to make sure you hire the right person for the job? This is probably one of the most difficult decisions you may be faced with making, especially since we are all not trained in the art and science of hiring employees.
Consider your previous employment position; did the firm have an open-book philosophy? How much information was shared regarding the strategy and financials of the business? What are the advantages and disadvantages of sharing too much or too little information with employees, particularly from a
Managing health care costs is one of the biggest concerns for small business owners; what are some creative ways that they can minimize some of these costs? In your own community, how have owners confronted these concerns and costs? Be specific with types and the size of the small firms you
What are some potential advantages as well as drawbacks of having contractors in Jennifer Johnson’s firm attend meetings, retreats, and be mentored by senior consultants?
How does Chris Perkett’s hiring and retaining employees perspective compare or differ from Jennifer Johnson’s perspective?
As mentioned by Dr. David Gage, clinical psychologist, "Families don't need written guidelines to operate, but family businesses do.” What are some initial guidelines that should be defined in the family business?
As a small business owner, you will most likely have the opportunity to hire either part-time or full-time employees. What do you need to consider which one will be best for you and the time to hire the first and/or another employee to your business?
Whether you hire a part-time or full-time employee, in what ways can you ensure that each type of employee knows and values your company’s mission?
What are the multiple benefits of hiring virtual employees for your small business? What are some of the ways to manage and foster productivity among your virtual employees? Any drawbacks of these methods?
What are some recommendations you would give Paige Arnof-Fenn, founder and CEO of Mavens & moguls, on how to manage and “orchestrate” her multiple virtual employees?
What are some of the different ways small business owners can write their own job description for the first time? How can they ensure that they cover all the essential knowledge, skills, and abilities that are needed for their own position? Why is this important?
You have just been asked by a small business owner to uncover US and state laws that are relevant to managing people (in the future, when the small business owner is interesting in hiring). Go to Businesslaw.gov and obtain 3-4 critical areas of information about specific laws within your state
Small Business Owner Jeff Birdsell opened Shauncey's Gourmet Ice Cream, Inc., in Battlefield Shopping Center in Springfield, Missouri. Like any small business owner, Jeff Birdsell realized that starting this venture would entail a tremendous commitment of time and energy. He had expected to work
1. What were the differences in the sources of employees for VividSky as it developed? 2. What are the benefits and problems of using equity to compensate employees? What about using pay? 3. Could Tim have managed the third wave of employees if he had hired them right off the bat? 4. Should Tim
1. What is the difference between rewarding employees in an entrepreneurial role as opposed to being in a corporate role? 2. Discuss Debbie and Les Busfield’s view on hiring employees. What type of employees is successful within their organization? 3. What is Debbie and Les Busfield’s view on
Describe the changing status of HRM. What factors have led to these changes?
How do productivity concerns influence organizational policies and procedures regarding HRM activities?
Describe the major HRM activities conducted in an organization. Provide an example of each from a company with which you are familiar.
What impact should the composition of the workforce have on HRM practices or activities? What future trends do you see that will influence HRM activities? Why is the growing cultural diversity of the workforce a management challenge?
Why is the support of line management critical to the effective functioning of HRM practices in an organization? Provide some suggestions for ensuring that this support is maintained.
Why does the number of qualified applicants for each strategic position relate to corporate effectiveness? How can HRM enhance this?
What are the sources of uniqueness that can aid a company seeking competitive advantage?
Explain how Ford and GM have a competitive disadvantage related to financial capability.
Why do you think businesses internationalize? Which forces are most influential and which are secondary forces?
Think of three or four organizations with which you are familiar. How have they been affected by the globalization of business? Make sure you consider both direct and indirect influences. If they have not been particularly affected, what are some of the reasons for their insulation from the trend?
Think about two businesses: (1) a manufacturer of athletic gear and (2) a property and casualty insurance company. How might the internationalization of each of these companies differ from one another? What factors might account for these differences? Choose one company and pretend that you’re
How do differences in international HR management (IHRM) strategies affect the relative importance of each of the HR domains?
What are the advantages and disadvantages of using home-country, host-country, and third-country nationals? Under what specific circumstances might an organization choose to utilize third-country nationals?
In terms of EEO, how can customer requirements or preferences be used in hiring people?
Given the great economic incentives for plaintiffs’ attorneys today, why is the EEOC even necessary? Why can’t a person simply be allowed to sue without the involvement of the EEOC?
Describe the procedures required to file a discrimination lawsuits under the disparate impact and disparate treatment theories. How is adverse impact determined? Provide a scenario illustrating evidence of adverse impact in an employment decision.
Based on your reading of the major EEO laws, what information should an employer include in a personnel policies and procedures manual given to all employees?
What will be the impact of the 2008 ADA Amendments Act? Explain your answer
What steps would you take to prevent ADEA cases after a major restructuring or reduction in force?
Would you be less likely to join an organization that required you to agree to binding arbitration regarding labor disputes and to waive your right to a jury trial?
What is meant by conducting a work analysis? How might you convince top managers of the importance of conducting work analysis?
Do you believe having highly detailed job descriptions for every position can interfere with group effectiveness? If so, is there anything that can be done?
For each of the following HR systems, what type of analysis is needed to develop a professional and legally defensible system? a. Training program for new employees b. Selection system c. Performance appraisal system d. Compensation system e. Job design
Describe the advantages and disadvantages of using interviews, observation, and questionnaires for collecting work analysis data.
How might you involve customers in the development of job descriptions and job specifications? Are there any constraints on what customers can stipulate in job specifications?
Do PAQ data provide sufficient argument of “job relatedness?” Explain.
How would you use O*Net for developing job descriptions and specifications?
A fast growing small business decides to hire a human resources manager for the first time. What steps should be taken next?
How should HR planning involve a comparison to competitors? What critical data are required?
Discuss the advantages and disadvantages of using Web-based recruitment.
Why is planning an important activity? What are some of the advantages of effective planning?
Some organizations do a thorough job analysis first and then human resource planning as part of a restructuring process. What makes more sense to you?
Discuss the possible pros and cons of the two qualitative methods of forecasting labor demand presented.
If actual performance of the human resources plan differs from desired performance, what remedial steps might you use?
Employee referral is a popular method of recruiting candidates. What are its advantages and disadvantages?
What are the advantages and disadvantages of the various external recruitment sources?
How do human resource planning and recruitment complement each other?
Suppose a key employee has just resigned and you are the department manager. After you have sent your request to personnel for a replacement, how could you help the recruiter to find the best replacement?
Are GMA or cognitive ability tests more trouble than they are worth? Given that some minorities may score lower on such tests, would it be advisable to find some other method for predicting job success?
Contrast an unstructured interview with a situational or behavioral interview.
The most efficient solution to the problem of interview validity is to do away with the interview and substitute paper and pencil measures." Do you agree or disagree? Explain.
Explain the difference between “actuarial” and “clinical” or “holistic” prediction.
Why do you need tests of clerical ability? Couldn’t you just rely on a typing test and recommendations from previous employers?
Under what circumstances would GMA or cognitive ability tests be appropriate for promotion decisions? Are there other methods that might be more valid?
If you were given a personality test as part of an employment application process, would you answer the questions honestly or would you attempt to answer the questions based on your image of the "correct" way to answer? What implications does your response have for the validity of personality
Discuss the advantages and disadvantages of performance testing and work samples. Under what circumstances would such tests be most appropriate?
Given that the validity of assessment centers and work samples are not significantly greater than that reported for cognitive ability tests, why would an organization choose the far more costly approaches?
It has been proposed that students be assessed with work simulations similar to those used in managerial assessment centers. Assessments are then made on student’s competencies in decision-making, leadership, oral communication, planning and organizing, written communication, and self
What is stereotyping? Give examples of legal and illegal stereotypes.
Describe how an organization might improve the reliability and validity of interviews.
Why has performance appraisal taken on increased significance in recent years?
As an employee, how would you react to a forced distribution rating system?
As the work force becomes more diverse, why does performance appraisal become a more difficult process?
Ford was accused of age discrimination based on the use of its forced-distribution rating system. What evidence would you investigate to test this allegation?
Many managers describe performance appraisal as the responsibility that they like the least. Why is this? What could be done to improve the situation?
Describe several advantages and disadvantages to using rating instruments that are based on comparisons among ratees’ performance, comparisons among anchors, and comparisons to anchors.
What steps would you take if your performance appraisal system resulted in disparate or adverse impact?
Under what circumstances would you use customer or client evaluation as one basis for appraising employees?
Why are so many companies using 360-degree feedback systems? What are the benefits of such systems?
Why should managers provide ongoing and frequent feedback to employees about their performance?
Why should a training (or HRD) department develop a mission and goals? Why should these goals be tied into the organization’s strategic objectives? How would you ensure that this occurs?
A group of 60 consultants in a large firm has just completed SAP and PeopleSoft training. You have been called in to evaluate the training. What might you do to evaluate the effectiveness of the training at this point (you were not able to collect any pre-measures with this group)? You did hear
Describe a number of ideas for building motivation of trainees before and during a program. What suggestions would you offer for ensuring that trainees are motivated to transfer their skills after they leave the training and are back at their jobs?
Why is it important that trainees receive support from others for attending training and applying their training skills? Do you think they often receive the necessary support? Why or why not?
Distance learning is becoming the fastest-growing technique for training employees and students. Describe the benefits and drawbacks for distance learning for employees in the workforce. What would the advantages and disadvantages of a distance education graduate degree program in human resource
What ideas do you have for training employees who are going on an international assignment? What about for those employees coming back to an organization after an international assignment? What issues would you discuss and what techniques would you recommend for both programs?
Why is it important to assess the costs and benefits of training?
Why is it important to collect multiple criteria to assess the effectiveness of a training program? What if a company was insistent that only reactions needed to be collected? How might you convince them of the importance of also collecting learning, behavioral, and results measures?
What do you see as the future trends for the field of training?
Why is e-Learning so popular today? What is the future of social media techniques for training? How can we ensure that everyone in the firm is comfortable using these types of techniques?
How would you set up a study to evaluate the effects of an on-line training program versus a lecture-based approach?
Why it is important to understand a systems model of training (needs assessment, development evaluation)? Which aspects are employers most likely to skip when developing training programs? Why is this a problem?
Suppose you are instructed to determine whether a training curriculum is needed to address literacy issues in the workplace. How would you conduct the needs assessment? Be specific about the techniques you would use to conduct an organizational, task and person analysis.
You have been contracted to deliver a training program for employees on generational differences in the workplace. You ask the CEO for the results of the needs assessment indicating that this training is needed. You are informed that no needs assessment was performed. How would you respond to this?
Results from a preliminary company needs assessment indicate that managers have a negative opinion of the training offered by the firm, think the training is a waste of time, and are resistant to attend future training by the training staff. What additional information would you want to collect
Some people say that employees already understand racial and sexual harassment and that we no longer need training for managers. What do you think? Why is this training needed or not needed? Defend your view. If you were to design a program, what would be the major features of a training program
Suppose that you are going to design a training program for newly hired sales associates for a retail chain. Results from the needs assessment indicate that they will need training on company policies and procedures, selling clothing to customers, and handling customer complaints and returns. What
Should organizations adopt formal career development policies and programs? How do these programs affect their ability to be flexible in terms of staffing? How do they influence their ability to recruit employees?
Companies are increasingly expecting their employees to take international assignments, and yet they are not providing much career development for them while they are away and when they return. Why is it important to do? What recommendations would you offer?
How can companies use career programs to retain their most talented employees? How might these differ for the various generations at the workplace (e.g. gen Y, Gen X, Baby Boomers, Traditionalists)? What career programs would keep you employed at a particular firm?
During troubled economic times (e.g. financial crisis), what advice would you give to today’s workers so that they could continue to thrive in their careers?
What would you say to those who argue that establishing attractive career programs for employees will only enhance their own marketability and enable them to leave the firm faster?
What is the role of EEO in career development? What is the role of the training or career staff in designing and implementing career development programs?
Recently, the role of managers has changed and today more are being called to be career “coaches” for their employees. What suggestions would you give to managers about what the new role involves? What is they say they don’t have time to be a career coach? How would you convince them that
Describe several career development programs that would be useful for individuals planning on making a career or job change. Suppose they have worked in one field for 7-10 years (e.g. engineering) and have decided to switch jobs (e.g. to consulting ). How should they prepare for this change?

Showing 1700 - 1800 of 4585

First
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
Last

Human Resource Management 6th Edition John Bernardin - Solutions

Step by Step Answers