Fundamentals of human resource management 4th edition Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M - Solutions

Discover comprehensive resources for "Fundamentals of Human Resource Management 4th Edition" by Raymond A. Noe and others. Access a variety of solutions including the online answers key, complete answers, and a detailed solution manual. Our solutions PDF contains solved problems and offers step-by-step answers for all your study needs. Explore an extensive test bank alongside chapter solutions for enhanced understanding. Whether you need the instructor manual or the textbook itself, our materials are available for free download. Enhance your learning with these valuable questions and answers.

If grooming a talented individual for a leadership role is an important outcome of a foreign assignment, how can this be worked into a performance appraisal system? How would a manager assess leadership accomplishments?
What are the major differences between labor-management relations in Europe and those in the United States?
1. Which principles of high-performance work systems appear in this scene? Note some examples from the scene of the principles you identify. You also can refer to Figure while viewing the scene.2. The chapter earlier noted that training and development is a human resource practice that is important
1. What are the key aspects of Ocean Spray’s high-performance work system?2. Do you think the system achieves both internal and external fit?3. What other HR practices might the company consider implementing?In the world of beverage plants, this milestone at Ocean’s Spray’s Henderson, Nevada,
1. If you were a manager at Xerox, what concerns would you have with the way the company initially implemented high-performance work systems?2. What role did information technology play in supporting high-performance work systems?3. Why do you suppose some Xerox managers resisted the new
1. What aspects (principles, practices, and so on) of high-performance work systems are represented at Iams?2. If you were a consultant to this company, what recommendations would you make to enhance the system?3. Does anything concern you about what Iams is doing? Why or why not?Iams Pet Food
Do you think the four principles of high involvement provide an adequate context for designing high-performance work systems? What other concerns or guidelines for developing high-performance work systems would you suggest?
In many cases, organizations use teams as a part of their high-performance work systems. Could such systems be useful in organizations that do not use teams? What special concerns might you have to address?
Although both internal and external fit are important concerns with high-performance work systems, which do you consider more critical and why?
This chapter places considerable emphasis on the processes involved in implementing high-performance work systems. What are the most critical steps to successful implementation?
How do you think employee-related outcomes and organizational outcomes are related to one another? Is it possible to achieve one set of outcomes without the other? Why or why not?
What concerns must a smaller employer address in trying to implement high-performance work systems? What advantages would a smaller organization have in using such systems?
1. What are the fundamental aspects of SYSCO’s Virtual HR system that add value to the organization?2. What concerns would you have in implementing such a system in other organizations?3. What other elements would you recommend to enhance SYSCO’s HR system?For evidence that SYSCO
1. Why is it important to teach employees how to reason through ethical business dilemmas?2. If you were an employee, do you think specific ethical “tools,” such as a decision map, ethical hotline, and so forth, would help you make the right decision?3. Why is it important to appraise employees
1. How would you conduct a job analysis for a job that does not yet exist?2. Do you think the abilities chosen for selection are content-valid? What other kinds of predictors might be generally useful for employee selection?3. What reasons did the selection committee have for selecting only the
1. Why was it a good idea for UPS to put its employees in charge of their own safety?2. Should all companies make employees responsible for their own safety? What drawbacks do you see to such a plan?3. Do you think UPS could empower its employees to improve their performance in other areas of the
1. What could Whitney do to enhance the value of training?2. Is the company using the most effective techniques, especially with regard to training for client and customer service? What technique changes would you recommend?3. How should Whitney decide specifically who needs training? Is it
1. What overall changes could you recommend to the executive team at Egan’s about its HR practices?2. What are the pros and cons of Egan’s performance appraisal system? Do you think it identifies the best employees? Do you think it helps develop employees to perform the best they can?3. Can
1. What do you see as the problems in this case? Explain.2. Could these problems have been avoided? How?3. Comment on the advantages and disadvantages of using peer evaluations in the appraisal process.4. What can be done to correct the problem with Marcus Singh?Research has shown that the
1. What criteria should be used to determine potential laid-off candidates? What emphasis, if any, should be given to non-job-related factors such as personal problems or a spouse’s need to work? Explain.2. What should be included in a severance package for laid-off employees? How long should the
1. How does Lockheed’s approach to ethics add value to the firm?2. Suppose you were a Lockheed shareholder. If the company lost a large contract because it failed to make a kickback and its share price dropped dramatically as a result, how would you feel?3. What more can Lockheed do to ensure
1. What is the ethical dilemma faced by management in this case. Explain fully.2. What specific problems might Newell face in its downsizing decision?3. What options might Newell employ in its downsizing decision? Explain fully.A particular issue in business ethics is, “What exactly does the term
1. What do you believe to be the principal weakness of the company’s position in this case? Explain.2. Did Grimes have the right to request that his fellow employee be present during his meeting with Lenz? Explain.3. Does the concept of progressive discipline require an employer to precede a
1. What kinds of information do you think recruiters can legitimately expect to learn on a social-networking site? What would they have to learn elsewhere?2. How do you protect yourself from appearing unprofessional when you use social-networking sites or other public Internet communications?Along
1. How, if at all, do a company's ethical obligations to employees from its own country differ from its ethical obligations to employees who are citizens of other countries?2. Should U.S. companies that have laid off U.S. workers try to hire only U.S. workers? Why or why not?For years now, U.S.
Suppose an organization expects a labor shortage to develop in key job areas over the next few years. Recommend general responses the organization could make in each of the following areas:a. Recruitmentb. Trainingc. Compensation (pay and employee benefits)
Review the sample transitional matrix shown in Table. What jobs experience the greatest turnover (employees leaving the organization)? How might an organization with this combination of jobs reduce theturnover?
In the same transitional matrix, which jobs seem to rely the most on internal recruitment? Which seem to rely most on external recruitment? Why?
Why do organizations combine statistical and judgmental forecasts of labor demand, rather than relying on statistics or judgment alone? Give an example of a situation in which each type of forecast would be inaccurate.
Some organizations have detailed affirmative-action plans, complete with goals and timetables, for women and minorities, yet have no formal human resource plan for the organization as a whole. Why might this be the case? What does this practice suggest about the role of human resource management in
Give an example of a personnel policy that would help attract a larger pool of job candidates. Give an example of a personnel policy that would likely reduce the pool of candidates. Would you expect these policies to influence the quality as well as the number of applicants? Why or why not?
Discuss the relative merits of internal versus external recruitment. Give an example of a situation in which each of these approaches might be particularly effective.
Recruiting people for jobs that require international assignments is increasingly important for many organizations. Where might an organization go to recruit people interested in such assignments?
How can organizations improve the effectiveness of their recruiters?
1. What advantages does this new system from Direct Employers Association offer to big companies? What advantages does it offer to small companies?2. How would you expect the introduction of this system to affect employers’ use of the various recruiting methods described in this chapter?3.
1. Given the ideas presented about Apple’s strategy, what HR actions would be most suitable for supporting that strategy? 2. What challenges would you expect to be most significant for Apple’s HR staff in meeting these human resource requirements?3. What sources of job applicants would you
1. For what kinds of jobs would it be relevant to look for a candidate who behaves confidently in a job interview?2. When conducting job interviews, how can you increase the likelihood that you are evaluating relevant job skills, not just deciding who is most persuasive?Employers intend to pick the
1. Imagine that you work in the HR department of a financial services company. How would you react to an application from a highly skilled employee with experience at Bernard Madoff's firm? How much would it matter whether you believe the person knew what was going on? How, if at all, would your
What activities are involved in the selection process? Think of the last time you were hired for a job. Which of those activities were used in selecting you? Should the organization that hired you have used other methods as well?
Why should the selection process be adapted to fit the organization's job descriptions?
Choose two of the selection methods identified in this chapter. Describe how you can compare them in terms of reliability, validity, ability to generalize, utility, and compliance with the law.
Why does predictive validation provide better information than concurrent validation? Why is this type of validation more difficult?
How do U.S. laws affect organizations' use of each of the employment tests? Interviews?
Suppose your organization needs to hire several computer programmers, and you are reviewing résumés you obtained from an online service. What kinds of information will you want to gather from the "work experience" portion of these résumés? What kinds of information will you want to gather from
For each of the following jobs, select the two kinds of tests you think would be most important to include in the selection process. Explain why you chose those tests.a. City bus driverb. Insurance salespersonc. Member of a team that sells complex high-tech equipment to manufacturersd. Member of a
How can organizations improve the quality of their interviewing so that interviews provide valid information?
Some organizations set up a selection process that is long and complex. In some people's opinion, this kind of selection process not only is more valid but also has symbolic value. What can the use of a long, complex selection process symbolize to job seekers? How do you think this would affect the
1. How well do you think credit checks meet the effectiveness criteria of (a) Reliability; (b) Validity; (c) Ability to generalize results; (d) High utility; and (e) Legality?2. For what kinds of jobs might a credit check be a useful selection method? For what kinds of jobs would it be unhelpful,
1. Under what conditions would it be practical for a company to send recruiters to college campuses to interview prospective employees, and when would it be impractical? What kinds of companies would you expect to see on your college campus? What kinds would you not expect to see?2. Why do you
1. Given the criticisms of adventure learning, why do you think it remains an attractive option to some? Would you want to participate in one of these training programs? Why or why not?2. Imagine that you are an HR manager in a company where an executive wants to sign the sales team up for
1. In general, what skills and abilities do employees need for making ethical decisions about privacy? What else to they need besides skills and abilities?2. Suppose you became responsible for providing training in privacy at Claremont Savings Bank. Describe the training methods you think would be
"Melinda!" bellowed Toran to the company's HR specialist, "I've got a problem, and you've got to solve it. I can't get people in this plant to work together as a team. As if I don't have enough trouble with our competitors and our past-due accounts, now I have to put up with running a zoo. You're
Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining about the quality of your company's fresh fish. Currently, training consists of senior fish cleaners showing new employees how to perform the job. Assuming
Many organizations turn to e-learning as a less expensive alternative to classroom training. What are some other advantages of substituting e-learning for classroom training? What are some disadvantages?
Suppose the managers in your organization tend to avoid delegating projects to the people in their groups. As a result, they rarely meet their goals. A training needs analysis indicates that an appropriate solution is training in management skills. You have identified two outside training programs
A manufacturing company employs several maintenance employees. When a problem occurs with the equipment, a maintenance employee receives a description of the symptoms and is supposed to locate and fix the source of the problem. The company recently installed a new, complex electronics system. To
Who should be involved in orientation of new employees? Why would it not be appropriate to provide employee orientation purely online?
Why do organizations provide diversity training? What kinds of goals are most suitable for such training?
1. Based on the information given but in your own words, what are the training objectives for IBM’s Corporate Service Corps? Based on the information given, how well would you say the program is meeting those objectives? What additional measures would help you evaluate the program’s success?2.
1. How is training at Jack B. Kelley related to its organizational needs?2. If you were involved in preparing JBK’s safety training program, how would you assess employees’ readiness for training? In what ways can (or does) the company’s work environment support the training?3. Do you think
1. If an employee receives performance feedback that implies the employee is "average" or has met (but not exceeded) expectations, how would you expect the employee to react to the feedback during an appraisal interview? How well would this feedback affect the strategic and developmental purposes
1. If performance management practices at mortgage companies helped the companies earn impressive profits for a time, would you rate that as a business success? An ethical success? Why or why not?2. If those same practices made mortgage companies more vulnerable after the real estate bubble burst
How does a complete performance management system differ from the use of annual performance appraisals?
Give two examples of an administrative decision that would be based on performance management information. Give two examples of developmental decisions based on this type of information.
How can involving employees in the creation of performance standards improve the effectiveness of a performance management system?
Suppose you were recently promoted to a supervisory job in a company where you have worked for two years. You genuinely like almost all your co-workers, who now report to you. The only exception is one employee, who dresses more formally than the others and frequently tells jokes that embarrass you
Continuing the example in Question 7, imagine that you are preparing for your first performance feedback session. You want the feedback to be effective-that is, you want the feedback to result in improved performance. List five or six steps you can take to achieve your goal.
Besides giving employees feedback, what steps can a manager take to improve employees' performance?
Suppose you are a human resource professional helping to improve the performance management system of a company that sells and services office equipment. The company operates a call center that takes calls from customers who are having problems with their equipment. Call center employees are
1. Based on the information given, discuss how well Performance Multiplier and Rypple meet the criteria for effective performance management: fit with strategy, validity, reliability, acceptability, and specific feedback.2. How suitable would these tools be for fulfilling the strategic,
1. Which purposes of performance management did the appraisals described in this case fulfill? Which purposes did they not fulfill?2. How can managers and HR departments minimize the likelihood of disputes arising over whether employees are continuing to perform at the same level?3. If you had been
1. The evidence presented here implies that Bank of America's board of directors lacked a succession plan for CEO even when the directors had concerns about the current CEO. Why might it be difficult to engage in succession planning during a crisis? Why might it be necessary?2. Imagine that you are
1. Compare the example of the safety consultant coaching a CEO with the example of Ernst & Young mentoring accountants. How are these development approaches similar and different?2. Besides coaches or mentors, what other resources could an organization provide to develop ethical employees? Which of
How does development differ from training? How does development support career management in modern organizations?
What are the four broad categories of development methods? Why might it be beneficial to combine all of these methods into a formal development program?
A company that markets sophisticated business management software systems uses sales teams to help customers define needs and to create systems that meet those needs. The teams include programmers, salespeople who specialize in client industries, and software designers. Occasionally sales are lost
In an organization that wants to use work experiences as a method of employee development, what basic options are available? Which of these options would be most attractive to you as an employee? Why?
Many employees are unwilling to relocate because they like their current community and family members prefer not to move. Yet preparation for management requires that employees develop new skills, strengthen areas of weakness, and be exposed to new aspects of the organization's business. How can an
Many people feel that mentoring relationships should occur naturally, in situations where senior managers feel inclined to play that role. What are some advantages of setting up a formal mentoring program, rather than letting senior managers decide how and whom to help?
What are the three roles of a coach? How is a coach different from a mentor? What are some advantages of using someone outside the organization as a coach? Some disadvantages?
Why should organizations be interested in helping employees plan their careers? What benefits can companies gain? What are the risks?
What are the manager's roles in a career management system? Which role do you think is most difficult for the typical manager? Which is the easiest role? List reasons why managers might resist becoming involved in career management.
What is the glass ceiling? What are the possible consequences to an organization that has a glass ceiling? How can employee development break the glass ceiling? Can succession planning help? Explain.
Why might an organization benefit from giving employee development opportunities to a dysfunctional manager, rather than simply dismissing the manager? Do these reasons apply to non-management employees as well?
1. Which approaches to employee development are mentioned in this case for Zappos? Which are mentioned for General Electric?2. These two companies are both well respected and successful but have very different cultures: Zappos is modern and fun, while GE is a huge, competitive, traditional company.
1. How well does Gunderson€™s development program follow the career management process described in Figure? Identify any elements of that system that are missing.2. What measures would you recommend for determining the success of Gunderson€™s developmental effort? Discuss how
What would be the costs to an organization of losing top executives or high-potential employees as the economy improves?During the recent economic downturn, as companies scrambled to cut costs wherever they could, many hoped they could count on their top talent to stick around in spite of the belt
1. When a seemingly secure job or a job with opportunities for advancement becomes an insecure job at a shrinking company, has the employer broken a promise? Why or why not?2. What ethical obligations, if any, does a company have to employees when it falls on hard times? In what ways, if any, are
Give an example of voluntary turnover and an example of involuntary turnover. Why should organizations try to reduce both kinds of turnover?
A member of a restaurant's serving staff is chronically late to work. From the organization's point of view, what fairness issues are involved in deciding how to handle this situation? In what ways might the employee's and other servers' ideas of fairness be different?
For the situation in Question 2, how would a formal discipline policy help the organization address issues of fairness?
A risk of disciplining employees is that some employees retaliate. To avoid that risk, what organizational policies might encourage low-performing employees to leave while encouraging high-performing employees to stay?
What are the four factors that influence an employee's job dissatisfaction? Which of these do you think an employer can most easily change? Which would be the most expensive to change?
The section on principles of justice used noncompete agreements as an example. How would you expect the use of noncompete agreements to affect voluntary turnover? How might the use of these agreements affect job withdrawal and job satisfaction? Besides requiring noncompete agreements, how could an
Why are exit interviews important? Should an organization care about the opinions of people who are leaving? How are those opinions relevant to employee separation and retention?
1. What ethical values do you think would be essential for a bank to uphold? Suggest three ways a bank could strengthen those values in its employees through HR policies and practices.2. Which of the HR skills described in this chapter would be needed to prevent the kinds of problems described in
1. Should social responsibility be a matter of business strategy (deciding whether the practices will boost profits in the long term), ethics (deciding whether the practices are morally right), or both? Why?2. Review the functions and responsibilities of human resource management, and identify
How can human resource management contribute to a company's success?
Imagine that a small manufacturing company decides to invest in a materials resource planning (MRP) system. This is a computerized information system that improves efficiency by automating such work as planning needs for resources, ordering materials, and scheduling work on the shop floor. The
What skills are important for success in human resource management? Which of these skills are already strengths of yours? Which would you like to develop?

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Fundamentals of human resource management 4th edition Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M - Solutions

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