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business
human resource management

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

Traditionally, human resource management practices were developed and administered by the company's human resource department. Line managers are now playing a major role in developing and implementing HRM practices. Why do you think non-HR managers are becoming more involved?
If you were to start a business, which aspects of human resource management would you want to entrust to specialists? Why?
Why do all managers and supervisors need knowledge and skills related to human resource management?
Federal law requires that employers not discriminate on the basis of a person's race, sex, national origin, or age over 40. Is this also an ethical requirement? A competitive requirement? Explain.
When a restaurant employee slipped on spilled soup and fell, requiring the evening off to recover, the owner realized that workplace safety was an issue to which she had not devoted much time. A friend warned the owner that if she started creating a lot of safety rules and procedures, she would
1. Which functions of human resources management are described in this case? Which are missing? In what ways, if any, are the missing functions relevant to building competitive advantage, too?2. The writer and people interviewed talk about competitive advantage coming from the qualities of a
1. Which, if any, of the HR practices described in this case do you think can contribute to greater efficiency and effectiveness of TSA employees? What other practices would you recommend?2. Which, if any, of the HR practices described in this case do you think can contribute to ethical behavior by
1. Why might a company legitimately want to hire contractors rather than employees? How significant do you think the savings on payroll taxes would be for most employers who use contractors?2. Given that employers may not direct the details of when and how contractors do their work, what HR
How does each of the following labor force trends affect HRM?a. Aging of the labor force.b. Diversity of the labor force.c. Skill deficiencies of the labor force.
At many organizations, goals include improving people's performance by relying on knowledge workers, empowering employees, and assigning work to teams. How can HRM support these efforts?
Merging, downsizing, and reengineering all can radically change the structure of an organization. Choose one of these changes, and describe HRM's role in making the change succeed. If possible, apply your discussion to an actual merger, downsizing, or reengineering effort that has recently occurred.
When an organization decides to operate facilities in other countries, how can HRM practices support this change?
Why do organizations outsource HRM functions? How does outsourcing affect the role of human resource professionals? Would you be more attracted to the role of HR professional in an organization that outsources many HR activities or in the outside firm that has the contract to provide the HR
Suppose you have been hired to manage human resources for a small company that offers business services including customer service calls and business report preparation. The 20-person company has been preparing to expand from serving a few local clients that are well known to the company's owners.
What e-HRM resources might you use to meet the challenges in Question 4?
What HRM functions could an organization provide through self-service? What are some advantages and disadvantages of using self-service for these functions?
How is the employment relationship typical of modern organizations different from the relationship of a generation ago?
1. What human resource trends described in this chapter are behind the situation faced by Jill McBride?2. What advice to McBride would you add, beyond the recommendations given in this case?Business is starting to creep upward at some small companies. And employees who have gone without raises or
1. Pick any two of the trends described in this chapter, and discuss how Hershey’s values result in positioning the company to use those trends to its advantage.2. Besides the mentorship program, how else might Hershey encourage its younger and older researchers to work together toward company
1. Do you think college students around age 20 would be more vulnerable to falls during roofing jobs than older employees? Why or why not? How could a roofing company protect these workers from falls?2. Imagine that C. A. Franc called you in to give human resources advice. The owner points out that
1. Who, if anyone, suffers when some workers get flexible hours? What would be a fair way to distribute the costs and benefits of flexibility in work schedules?2. Do employee benefits have to be used equally in order for them to be fair or ethical? Why or why not? If you were in the HR department
What is the role of each branch of the federal government with regard to equal employment opportunity?
For each situation in the preceding question, what actions, if any, should the organization take?
The Americans with Disabilities Act requires that employers make reasonable accommodations for individuals with disabilities. How might this requirement affect law enforcement officers and firefighters?
To identify instances of sexual harassment, the courts may use a "reasonable woman" standard of what constitutes offensive behavior. This standard is based on the idea that women and men have different ideas of what behavior is appropriate. What are the implications of this distinction? Do you
Given that the "reasonable woman" standard referred to in Question 5 is based on women's ideas of what is appropriate, how might an organization with mostly male employees identify and avoid behavior that could be found to be sexual harassment?
What are an organization's basic duties under the Occupational Safety and Health Act?
OSHA penalties are aimed at employers, rather than employees. How does this affect employee safety?
How can organizations motivate employees to promote safety and health in the workplace?
1. React to Bill Hurley’s comment that some jobs, like race car driver, are inherently dangerous. Do some employees simply have to accept the risk of death? If so, what is the employer’s responsibility, if any, with regard to the safety of such jobs?2. How can human resource management
1. According to this case, which employment laws has Walmart been accused of violating? How might it have avoided those charges?2. Which challenge do you think will be more difficult for Walmart: diversifying its top-management ranks or ending charges of discrimination? Why?3. Do you think more
Why might management be reluctant to prepare a formal job description for a position like "creative manager of content"? What are the pitfalls of not doing so?One way to see the significance of work design and job analysis is to learn from what happens at companies that fail to define jobs. An
1. According to this research, telework benefits some employees at the expense of others. Reviewing the ethical principles from Chapter 1, what can a person ethically do when a course of action benefits some people and hurts others?2. Imagine that you work in human resource management at a company
Consider the "job" of college student. Perform a job analysis on this job. What tasks are required in the job? What knowledge, skills, and abilities are necessary to perform those tasks? Prepare a job description based on your analysis.
Discuss how the following trends are changing the skill requirements for managerial jobs in the United States:a. Increasing use of computers and the Internet.b. Increasing international competition.c. Increasing work-family conflicts.
How can a job analysis of each job in the work unit help a supervisor to do his or her job?
How might the job in Question 6 be designed to make it more motivating? How well would these considerations apply to the cashier's job in Question 2?
What ergonomic considerations might apply to each of the following jobs? For each job, what kinds of costs would result from addressing ergonomics? What costs might result from failing to address ergonomics?a. A computer programmer.b. A UPS delivery person.c. A child care worker.
The chapter said that modern electronics have eliminated the need for a store's cashiers to calculate change due on a purchase. How does this development modify the job description for a cashier? If you were a store manager, how would it affect the skills and qualities of job candidates you would
1. As PfizerWorks is described here, the analysis of work flow and decisions about which tasks to outsource are handled by individual employees, rather than HR teams or outside analysts. What are some advantages and drawbacks of this approach?2. If you worked in HR for Pfizer, how would you need to
1. According to the information given, what basic inputs, work activities (processes), and outputs can you identify for work at W. L. Gore?2. What are some strengths of designing work around teams, as Gore has done? What are some challenges for managing this structure?3. If you worked in HR for W.
1. How does a union's organizing drive affect the interests of an organization's employees, owners, and customers? From an ethical perspective, which of these interests should the company's HR staff try to protect?2. In this example, Alma Quintero was applauded for communicating with employees.
Why do employees join labor unions? Did you ever belong to a labor union? If you did, do you think union membership benefited you? If you did not, do you think a union would have benefited you? Why or why not?
Why do managers at most companies prefer that unions not represent their employees? Can unions provide benefits to an employer? Explain.
How has union membership in the United States changed over the past few decades? How does union membership in the United States compare with union membership in other countries? How might these patterns in union membership affect the HR decisions of an international company?
What legal responsibilities do employers have regarding unions? What are the legal requirements affecting unions?
Suppose you are the HR manager for a chain of clothing stores. You learn that union representatives have been encouraging the stores' employees to sign authorization cards. What events can follow in this process of organizing? Suggest some ways that you might respond in your role as HR manager.
If the parties negotiating a labor contract are unable to reach an agreement, what actions can resolve the situation?
Why are strikes uncommon? Under what conditions might management choose to accept a strike?
What are the usual steps in a grievance procedure? What are the advantages of resolving a grievance in the first step? What skills would a supervisor need so grievances can be resolved in the first step?
The "Best Practices" box near the end of the chapter gives an example of union-management cooperation at Midwest Mechanical. What does the company gain from this effort? What do workers gain?
What are the legal restrictions on labor-management cooperation?
1. How does the SEIU’s plan give Sodexo’s U.S. workers influence they might not have outside of a union? Do you think the effort described in this case will benefit these workers? Why or why not?2. What do the SEIU’s goals seem to be with regard to Sodexo? What would you expect Sodexo’s
1. What are the advantages to Boeing of its nonunion South Carolina workforce? Of its unionized Washington workforce?2. If a Boeing human resource manager transferred from a Washington facility to a South Carolina facility, what differences could he or she expect in the department’s work?3. Could
In this example, who made a mistake-the writers of the proposal or the readers of the proposal? Why?Employees in the British division of an oil and gas company were frustrated. They carefully researched ideas for where to conduct exploration in the Persian Gulf. They wrote reports presenting their
1. Do companies have an ethical obligation to keep jobs in their home country? Why or why not?2. In what ways, if at all, were Scovill's ethical obligations to its U.S. and Chinese workers different?3. Scovill moved a sizable part of its operations to China, planning to move more, but workers
Identify the parent country, host country(ies), and third country(ies) in the following example: A global soft-drink company called Cold Cola has headquarters in Atlanta, Georgia. It operates production facilities in Athens, Greece, and in Jakarta, Indonesia. The company has assigned a manager from
What are some HRM challenges that arise when a U.S. company expands from domestic markets by exporting? When it changes from simply exporting to operating as an international company? When an international company becomes a global company?
Besides cultural differences, what other factors affect human resource management in an organization with international operations?
Suppose you work in the HR department of a company that is expanding into a country where the law and culture make it difficult to lay off employees. How should your knowledge of that difficulty affect human resource planning for the overseas operations?
Why do multinational organizations hire host-country nationals to fill most of their foreign positions, rather than sending expatriates for most jobs?
Suppose an organization decides to improve collaboration and knowledge sharing by developing an intranet to link its global workforce. It needs to train employees in several different countries to use this system. List the possible cultural issues you can think of that the training program should
For an organization with operations in three different countries, what are some advantages and disadvantages of setting compensation according to the labor markets in the countries where the employees live and work? What are some advantages and disadvantages of setting compensation according to the
What abilities make a candidate more likely to succeed in an assignment as an expatriate? Which of these abilities do you have? How might a person acquire these abilities?
In the past, a large share of expatriate managers from the United States have returned home before successfully completing their foreign assignments. Suggest some possible reasons for the high failure rate. What can HR departments do to increase the success of expatriates?
1. For a company with operations in a “difficult country,” what would be the advantages of hiring manager from that country? What would be the disadvantages?2. What would be the advantages of sending managers from headquarters to lead the operations in the “difficult country”? What would be
1. Based on the description in the case and the definitions in the text, would you characterize Roche Diagnostics as an international, multinational, or global organization?Explain.2. Evaluate how Roche prepares employees for its global rotation program. What improvements or additions to the
1. What would hold back an employer from using HRM technology that was likely to improve performance? Which of these obstacles, if any, are reasonable barriers to using HRM technology, and which should HR managers try to overcome?2. Suppose you are an HR manager who wants to encourage your
1. If HR managers are the only managers charged with ensuring ethical conduct, then how much impact can they have on their organization's ethical behavior? Who else in an organization might an HR executive persuade to be an ally in advocating for ethics to be on the agenda?2. Suppose you are an HR
What is a high-performance work system? What are its elements? Which of these elements involve human resource management?
How can teamwork, empowerment, knowledge sharing, and job satisfaction contribute to high performance?
How can an organization promote ethical behavior among its employees?
Summarize how each of the following HR functions can contribute to high performance.a. Job designb. Recruitment and selectionc. Training and developmentd. Performance managemente. Compensation
How can HRM technology make a human resource department more productive? How can technology improve the quality of HRM decisions?
Why should human resource departments measure their effectiveness? What are some ways they can go about measuring effectiveness?
1. How do the innovation ideas described here support the creation and maintenance of a high-performance work system? What element(s) of a high-performance work system do these efforts relate to?2. Describe one or two areas in which human resource management has benefited from recent innovations.
1. What role do employee benefits play in creating and maintaining a high-performance work system? How well do you think health insurance has played that role for large companies in the United States?2. If large companies stop offering health insurance as an employee benefit, the total compensation
1. Why do you think the managers at Qwest didn't seem to think of getting computers started as part of the employees' work?2. How could HR professionals prevent this sort of misunderstanding?Qwest Communications recently got in trouble when employees in its call center sued for unpaid overtime.
1. In your opinion, how fair was this approach to cutting pay when times got difficult at Aquapoint? Explain your reasoning.2. As business improves, what approach should the company follow to restore the pay of the executives and the employees? Why?3. How can Aquapoint ensure that its employees
In setting up a pay structure, what legal requirements must an organization meet? Which of these do you think would be most challenging for a small start-up business? Why?
In gathering data for its pay policies, what product markets would a city's hospital want to use as a basis for comparison? What labor markets would be relevant? How might the labor markets for surgeons be different from the labor markets for nursing aides?
Why might an organization choose to pay employees more than the market rate? Why might it choose to pay less? What are the consequences of paying more or less than the market rate?
Suppose you work in the HR department of a manufacturing company that is planning to enrich jobs by having production workers work in teams and rotate through various jobs. The pay structure will have to be adjusted to fit this new work design. How would you expect the employees to evaluate the
Summarize the way organizations use information about jobs as a basis for a pay structure.
Imagine that you manage human resources for a small business. You have recently prepared a report on the market rate of pay for salespeople, and the company's owner says the market rate is too high. The company cannot afford this level of pay, and furthermore, paying that much would cause
What are the advantages of establishing pay ranges, rather than specific pay levels, for each job? What are the drawbacks of this approach?
Suppose the company in Question 1 wants to establish a skills-based pay structure. What would be some advantages of this approach? List the issues the company should be prepared to address in setting up this system. Consider the kinds of information you will need and the ways employees may react to
1. Based on the information given, what issues have law firms considered in their decisions about their pay structure?2. How would you expect first-year lawyers to perceive the fairness of the pay decisions described in this case? How could the decisions be communicated so that lawyers in these
1. How well does Fog Creek Software’s pay structure meet (a) The legal requirement of equal pay for equal work; (b) The conditions of product markets; and (c) The conditions of labor markets?2. Joel Spolsky set out to create a pay structure that is objective. Based on the information given, how
What performance measures could a company use to identify and reward safe behavior in addition to counting injuries and illnesses?The Occupational Health and Safety Administration have expressed concern that when companies set up programs to reward safety, they sometimes end up discouraging safe
1. If a company performs poorly, is it ethical for its employees to receive a performance bonus? Who wins and who loses if they do?2. When, if ever, is it ethical for a company to ask its employees to give back part of a bonus they have already been paid?3. What are the ethical risks, if any, of
What are the pros and cons of linking incentive pay to individual performance? How can organizations address the negatives?
Suppose you are a human resource professional at a company that is setting up work teams for production and sales. What group incentives would you recommend to support this new work arrangement?
Why do some organizations link incentive pay to the organization’s overall performance? Is it appropriate to use stock performance as an incentive for employees at all levels? Why or why not?
Stock options have been called the pay program that “built Silicon Valley,” because of their key role as incentive pay for employees in high-tech companies. They were popular during the 1990s, when the stock market was rising rapidly. Since then, stock prices have fallen.a. How would you expect
Why might a balanced scorecard like the one in Question 7 be more effective than simply using merit pay for a manager?
How can the way an organization creates and carries out its incentive plan improve the effectiveness of that plan?
In a typical large corporation, the majority of the chief executive’s pay is tied to the company’s stock price. What are some benefits of this pay strategy? Some risks? How can organizations address the risks?
1. Based on the information given, summarize the method(s) BMW intends to use for determining incentive pay. Are these rewards for individual, group, and/or company performance?2. Explain BMW’s claim that under the new bonus program, “upper-level management could potentially lose more money
1. Nucor gives its employees a relatively great say in decision making along with compensation tied to performance. Discuss how incentive pay could be more effective when it is linked to greater authority and room to innovate.2. When times are tough, incentive pay falls even if employees are trying

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