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Human Resource Management 6th Edition John Bernardin - Solutions
If a person scores at a high discomfort level on the PADS, does this mean he or she will be a lenient rater?
What other personality characteristics have been linked to rating tendencies such as leniency?
Do you agree with Kohn or Cummings? Are there situations in which the opposing position would ever apply? What does the latest research indicate regarding this question? Think of a real-life example to supsport the position you have taken. Kohn says employees will abandon risk taking with PFP. Is
What is your view of the methods they used to adjust pay rates?
What are the key questions that must be asked once research has determined the market is going to be profitable in a particular country?
If ‘disparate impact’ theory is allowed in ADEA cases, who has the burden of proof once ‘prima facie’ evidence is presented and what is that burden? What case law backs up your position?
What would be your reaction if you were told you were not hired based on your responses to this questionnaire?
Do you think these types of questions are useless for actual decision making because answers can be faked? What do items 19 and 20 measure?
Why is it so important to screen certain employers for their potential driving behavior? What is the best approach to this assessment? What do items 21–25 measure?
What do items 11–18 measure?
Can you predict an individual’s tendency to be violent? What does research conclude?
What do items 26–36 measure?
What does research conclude regarding Type A personality, proactive personality and work outcomes?
Do research to identify a company you are familiar with where you can borrow the firm’s policies and procedures handbook or retrieve it through the internet.
Why not just tie student performance to teacher pay directly?
So what are the critical HR issues with regard to Starbucks’ international goals?
Generate a list of potential problems with teacher merit pay tied to classroom performance and then possible solutions to those problems.
How have teachers been paid in the past and what has been the role of classroom performance?
What do teacher unions say about the subject?
What has happened to teacher merit pay in Massachusetts since Governor Romney left office?
Conduct research on teacher merit pay. What does research say about the subject?
Some work situations are considered more stressful than others. How does research make that determination?
Are some individuals more prone to react well (or poorly) to stressful situations? What types of personalities are more likely to handle stress well?
What are the overall effects of a stressful work situation? What actions can a company take to reduce the stress?
What actions could an organization take to reduce role conflict and role ambiguity? Why would that be an important thing to do?
What does research say about the effects of a highly demanding work situation in which the worker has little or no control of the situation?
Do PEOs Save Time, Hassles, and Money?*
Generate a list of reasons why there may be another side to this story. What key questions would you want to ask Mr. Stewart and Mr. Hammonds regarding outsourcing? Compile a list of advantages and disadvantages to outsourcing that could help a company make thoughtful decisions regarding HR.
What are the yield ratios for each step in the recruitment and selection process? What are the implications of these ratios for future hiring?
What additional data or information would be helpful in order for you to take a definitive position on Hopkins?
What legal statute applies to this case?
What other components of the PA system will help make it more legally defensible? Explain your answer.
What techniques do you recommend to ensure that the greeting card merchandiser is provided with accurate and timely feedback concerning his or her performance. Explain your answer.
What rating format(s) will allow you to incorporate the job performance criteria identified in the job analysis directly into the rating form? Explain your answer. Prepare a sample rating form. Write one rating item. Be sure to include the complete rating scale.
Who should be responsible for evaluating the greeting card merchandiser's performance?
How do these issues relate to the strategic choices that the firm has made? Does the analogy to a manufacturing firm seem appropriate?
How might that role be improved with better directions, better assessment devices, etc.?
Must provide own transportation to all stores.
Ability to resolve customer (i.e., store manager) complaints while maintaining good will.
Relative to alternative methods of selection, what role should an interview play in the selection of retail assistant managers? If you use more than one method, how would you go about weighing the information?
Discuss the ethical and legal implications of asking applicants about the health history of family members. Setting aside the possible legal issues, should a company take family health into consideration when evaluating an applicant?
How would you design a structured situational or behavioral interview for an overseas assignment? Based on the evidence, is the situational or the behavioral more valid?
If your organizational research had clearly determined (with data) that women with children under the age of five are much more likely to be absent from work than others, could the company then use this information to make decisions?
How would you design a training program so that future interviewers would understand what can and cannot be asked in an employment interview?
Have you smoked marijuana in the last month?
Is gender stereotyping illegal? If so, does Hopkins prevail in this case?
Why is it important to assess training climate as part of the needs assessment?
Describe the experience you had in providing feedback on your designated discussant’s performance. To what extent did you feel comfortable in that role?
Why is it important to use a representative sample when conducting a needs assessment?
What is the difference between conducting an organizational analysis, a task analysis, and a person analysis?
What are some of the issues that you should consider when deciding whether to conduct the interviews on an individual or group basis?
Why is it important to include future oriented questions in the needs assessment?
What would you suggest as a follow up activity in collecting needs assessment information? Why?
A performance appraisal guru said to use ratings of “relative frequency.” What does this mean? Give an example.
Should the managers be formally evaluated? If so, describe the system you recommend.
Steve just read a Jack Welsh book (former CEO of GE) and Jack likes “forced distribution.” What should you tell Steve about this rating method?
Based on the survey data and what you know about performance appraisal, what areas are most important for a rater-training program? Any particular rating errors or biases in need of attention based on the survey data?
Suppose Darby has used this form to both promote people and make merit pay adjustments. Suppose also that Darby has been informed that six African-Americans have claimed discrimination based on promotion and pay policies. What (if any) advice can you give the company? What specific data should
Is there evidence of disparate impact against African Americans in the decisions that were made? Illustrate how the “80 percent rule” can be used with the data in Exhibit 3.2.1 and whether there was a violation of this rule.
Suppose the firm wants to use the form for employee feedback (i.e., to provide feedback to employees on their strengths and weaknesses). Do you think the instrument will be useful for this purpose? Why or why not? What, if any, revisions would you suggest so that the form can be used for employee
What revisions to the form would you suggest? What particular methods (formats) discusses in Chapter 7 do you recommend?
After reviewing Exhibit 7.4.2, list what you regard as the major problems with the Darby appraisal system. Make specific recommendations about changing the system and cover what you regard as all aspects of the system.
What specific steps would you take to improve the validity and legal defensibility of the partner selection process?
Were some of the interviewees reluctant to participate in the needs assessment process? What are some organizational factors that may make interviewees less willing/eager to participate? What are some individual factors?
Were some questions more difficult than others for interviewees to answer? If so, how did you deal with the situation?
Why were some of the questions phrased so that interviewees provided responses from a fellow worker's point of view (e.g., "If you ask a fellow worker to give his or her opinion regarding training in this firm, what would the response likely be")?
Did you find that occasionally the interviewees provided "discrepant or divergent" responses to questions? If so, how did you deal with this information?
What are the causes of those problems?
What do you see as the major problems at Rainyday Insurance Adjusters Company?
Were Mr. Goebel and other African-American applicants victims of racial discrimination because of the hiring policies of Frank Clothiers? Explain your position and cite all relevant Supreme Court decisions. If you cannot take a definitive position, explain what information you require to be able to
What steps should be taken to better understand the performance problems at Rainyday? That is, what would you do to conduct a more thorough needs assessment to better pinpoint the problems?
What will you do to follow-up on this self-assessment?
How can completing a self-assessment assist you in preparing a résumé or interviewing for a job?
What did you learn about yourself that you did not realize before?
Could a company use scores on this instrument to make staffing decisions or to select particular people for training?
What does the SDLRS predict?
What specific types of training should be done? Be specific.
If we do training, what specific experimental design do you recommend and what evaluative criteria should we use?
What data should we study (or collect) to determine whether this training is needed?
Evaluate trainee readiness from training.
Could Palm Beach County be vuilnerable to a future ADEA lawsuit using using “disparate impact” theory? If so, who would have the ultimate burden in such a case and what would the burden be? What critical Supreme Court ruling is relevant to this question?
Identify specific techniques to be used.
Offer a plan for evaluating the training program. Describe the criteria that will be used and the design you will employ.
Develop a recommendation for the training plan that includes the training techniques that should be used and the length of training.
Write several clear, measurable objectives for the training to be delivered to the employees in the customer order group.
Provide several suggestions for addressing the problems in the claims department at Rainyday.
Describe the advantages and disadvantages to your recommendations as well as a timeline for when they should be implemented.
What additional information concerning this situation would have enabled you to provide better recommendations?
Assume that Andy Wolfson is interested in a cafeteria benefits approach. He has heard, however, that when people are permitted to select their own coverages, unit costs may rise (called “adverse selection”). In other words, in cafeteria benefits, the averaging effect of users versus nonusers
What were the trade-offs you made in deciding on your recommendations?
Conduct research on the status of the “Paycheck Fairness Act.” If this legislation is or were to become law, do the findings reported in this study indicate illegal discrimination under this legislation?
What policies should the county adopt to reduce the possibility of age discrimination suits in the future?
Explain exactly how the pay equity study determined that female-dominated jobs were “underpaid” and that some male-dominated jobs were found to be “overpaid.” What does the term policy-capturing mean in terms of this pay equity study?
To create internal equity faster and more cheaply, the consultants could have recommended reducing the pay of "overpaid” jobs or workers. What are the implications of this action based on research? Could you do this if there was an Equal Pay Act violation?
If the state follows the recommendations, what impact will the policy have upon private sector compensation?
The policy-capturing analysis established that there is a violation of the Equal Pay Act.
The state legislature should appropriate $75,552,000 to cover the costs of the pay equity adjustments indicated by this study. If you are unsure, what additional information do you require before you take a position?
Conduct a Web search (O*NET?) to determine how accurate the data are in Exhibit 10.1.3. Summarize your findings below, citing the relevant web site(s) and the methods of the pay survey. What are the outsourcing options for the data processing and computer analyst jobs? Locate pay data for
As is often the case in business, we typically find that we must make decisions, or recommendations, on the basis of incomplete, imperfect information. What additional information in this situation would have enabled you to improve the quality of your recommendations?
What specific strategy(ies) do you recommend for the future so that these types of problems can be anticipated and (it is hoped) avoided.
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