Fundamentals Of Human Resource Management 3rd Edition Raymond Noe - Solutions

2. What are some strengths and weaknesses of this training method? What other training methods would you combine with online gaming to prepare managers to lead?
1. In an organization that wants to use Innov8 for management or sales training, how could you assess readiness for training?
5. 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
4. Many organizations turn to e-learning as a lessexpensive alternative to classroom training. What are some other advantages of substituting e-learning for classroom training? What are some disadvantages?
2. How should an organization assess readiness for learning?In Question 1, how do Toran's comments suggest readiness (or lack of readiness) for learning?3. Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining
1. "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.
3. Suppose you became responsible for providing ethics training at Best Buy. What additional ideas from the chapter or your own experience would you want to apply to the program described here?
2. Do you think the ethics training described here will help make Best Buy employees more ethical?Explain.
1. To make ethical decisions, what skills and abilities do you need? What else do you need besides skills and abilities?
2. What business goals can a diversity training program reasonably be expected to achieve? How can it be made more goal-oriented?
1. In the example of the law firm, what step(s) in the training process did the firm skip before it set up training?
3. Besides the questionnaires, what other selection methods would you recommend that Google use?How would these improve selection decisions?
2. How does this approach to selection contribute to making selection decisions that avoid illegal discrimination?
1. Based on the information given, would you say that Google's use of questionnaires is a reliable, valid, and generalizable way to select employees? Why or why not?
3. The writer of this article expresses an opinion that the utility of background checks is high. Do you agree that employers should place more emphasis on background checks?
2. If you are considering a candidate whose management track record is good, would it matter whether the candidate described his or her educational background accurately? Why or why not? What if the misrepresentations involved the candidate's work history?Would your opinion change?
1. Suppose you are an HR manager at a company that needs to fill an important management position. In what situations would a candidate's educational background be important? In what situations would a candidate's track record as a manager or leader be important?
10. 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
9. How can organizations improve the quality of their interviewing so that interviews provide valid information?
8. Suppose you are a human resource professional at a large retail chain. You want to improve the company's hiring process by creating standard designs for inter- views, so that every time someone is interviewed for a particular job category, that person answers the same questions. You also want to
7. 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 driver.b. Insurance salesperson.c. Member of a team that sells complex high-tech equipment to manufacturers.d. Member
6. Suppose your organization needs to hire several computer programmers, and you are reviewing resumes you obtained from an online service. What kinds of information will you want to gather from the "work experience" portion of these resumes? What kinds of information will you want to gather from
5. How do U.S. laws affect organizations' use of each of the employment tests? Interviews?
4- Why does predictive validation provide better information than concurrent validation? Why is this type of validation more difficult?
3. 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.
2. Why should the selection process be adapted to fit the organization's job descriptions?
1. 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?
3. Suppose you are an HR manager at a company that employs computer programmers. In light of the trends described in this article, consider whether you can identify a business opportunity in taking the ethical high road in regard to your recruiting and selection processes. Summarize your
2. Does an employer have an ethical obligation to recruit older workers? Does it have an ethical obligation to retain technical workers as they grow older (and more experienced)? Why or why not?
1. If a company tends to hire young engineers or programmers, is this necessarily age discrimination? Is it necessarily unethical? Why or why not?
3. What additional recruiting strategies, besides the ones described in this case, would you recommend to High Sierra Pools?
2. Which of the additional options, if any, would you recommend?
1. If the companies described in this case cannot fill all vacant seasonal jobs with workers under H-2B visas, what other options are available for filling the jobs?
3. Visit the careers section of Netflix's Web site (www.netflix.com/jobs). Is it easy to learn about jobs at the company? Does the site give a positive impression of the company as an employer? What, if any, improvements can you recommend?
2. If Netflix's business strategy succeeds, it will need more employees from the competitive markets for programming and marketing talent. Of the options for avoiding a labor shortage (see Table 5.2), which do you think would be most effective for Netflix? Why?
1. What are Netflix's personnel policies, as described in this case?
11. How can organizations improve the effectiveness of their recruiters?
10. A large share of HR professionals have rated e-cruiting as their best source of new talent. What qualities of electronic recruiting do you think contribute to this opinion?
9. 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?
8. List the jobs you have held. How were you recruited for each of these? From the organization's perspective, what were some pros and cons of recruiting you through these methods?
7. 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.
6. 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?
5. Some organizations have detailed affirmative-action plans, complete with goals and timetables, for women and minorities, yet have no fonnal 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
4. 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.
3. In the same transitional matrix, which jobs seem to rely the most on internal recruitment? Which seem to rely most on external recruitment? Why?
2. Review the sample transitional matrix shown in Table 5.1. What jobs experience the greatest turnover(employees leaving the organization)? How might an organization with this combination of jobs reduce the turnover?
1. 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. Recruitment.b. Training.c. Compensation (pay and employee benefits).
3. Consider the example of Kathryn. How would you have advised her to handle this situation? How would you have wanted to handle it if you were the employer?
2. Compare those obligations with the ethical obligations of an employee who leaves an organization voluntarily.
1. What ethical obligations does an organization have when downsizing?
3. Suppose you had been an HR manager working at Airbus headquarters or in Hamburg when the production of the A380 was first delayed. Could you have helped the company meet its business goals? If so, how? If not, why not?
2. When Riidiger Fuchs adjusted the engineers' work design so that some German engineers were working inside jets and others teamed up with colleagues in France, how did these changes affect the knowledge, skills, and abilities and other characteristics required for performing these engineers' jobs?
1. According to the information given in this case, what were the inputs, work activities, and outputs for producing A380 jets?
3. How do you think the job-sharing arrangement at Randstad affects the efficiency of the sales agents'work? How do you think it affects motivation?
2. What other information would you need to complete this job analysis? If you were an HR manager for Randstad, how would you go about getting that information?
1. A sales agent for an employment agency such as Randstad would be seeking business clients to hire the agency's talent. Based on what you can learn from the information in this chapter, in the case, at Randstad's Web site (www.us.randstad.com), and from the Labor Department's 0*NET
10. Consider a job you hold now or have held recently.Would you want this job to be redesigned to place more emphasis on efficiency, motivation, ergonomics, or mental processing? What changes would you want, and why? (Or why do you not want the job to be redesigned?)
9. 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
8. 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.
7. 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?
6. Consider the job of a customer service representative who fields telephone calls from customers of a retailer that sells online and through catalogs. What measures can an employer take to design this job to make it efficient?What might be some drawbacks or challenges of designing this job for
5. How can a job analysis of each job in the work unit help a supervisor to do his or her job?
4- 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.
3. 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.
2. Based on Question 1 , consider the cashier's job in the restaurant. What are the outputs, activities, and inputs for that job?
1. Assume you are the manager of a fast-food restaurant.What are the outputs of your work unit? What are the activities required to produce those outputs? What are the inputs?
2. Imagine that you work in human resource management at a company that has decided to adopt telework as a way to retain valued employees.Suggest ways you can help the company proceed with this plan as ethically as possible.
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?
3. Imagine that you are an HR manager at EMC. Recommend two actions the company can take to avoid sex discrimination lawsuits in the future. Explain how your recommendations will help EMC's business performance.
2. Can EMC continue to sell as aggressively yet avoid charges of sexual harassment and sexual discrimination?If so, how? If not, why not, and how should it resolve this conflict?
1. Compare the behavior described in this case with this chapter's description of sex discrimination and sexual harassment. Does EMC seem to have violated any laws? If so, which ones, and how?
2. Should HR managers raise the issue of healthy offices, or should they wait for employees to complain about specific problems? Why?
1. Do you agree with the idea that workplace safety and health are an important concern for offices, not just manufacturing and construction sites? Why or why not?
10. For each of the following occupations, identify at least one possible hazard and at least one action employers could take to minimize the risk of an injury or illness related to that hazard.a. Worker in a fast-food restaurantb. Computer programmerc. Truck driverd. House painter
9. How can organizations motivate employees to promote safety and health in the workplace?
8. OSHA penalties are aimed at employers, rather than employees. How does this affect employee safety?
7. What are an organization's basic duties under the Occupational Safety and Health Act?
6. 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?
5. 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
4. The Americans with Disabilities Act requires that employers make reasonable accommodations for individuals with disabilities. How might this requirement affect law enforcement officers and fire fighters?
3. For each situation in the preceding question, what actions, if any, should the organization take?
2. For each of the following situations, identify one or more constitutional amendments, laws, or executive orders that might apply.a. A veteran of the Vietnam conflict experiences lower-back pain after sitting for extended periods of time. He has applied for promotion to a supervisory position
1. What is the role of each branch of the federal government with regard to equal employment opportunity?
2. How can human resource management help create an environment that promotes ethical treatment of diverse coworkers and discourages harassment?
1. Can a commitment to ethics make illegal behavior less likely? How does this example illustrate the legal risks of failing to create an ethical climate?
3. Suppose Redmond Minerals has decided to hire an HR specialist, and you are tapped for the job. Imagine that Rhett Roberts is particularly interested in how the Internet can improve the way Redmond does HRM. What ideas would you suggest? How well do your ideas support Roberts's principles for
2. What other HRM practices or principles described in this chapter would support a strategy based on innovation?
1. When Redmond Minerals moved away from a strategy emphasizing low costs and low prices and adopted a strategy based on unique products, how did its HRM practices need to change to support the new strategy?
3. Imagine that you are an HR manager working for a hospital. In general terms, suggest how you might support the hospital's ability to attract and retain nursing talent. Which HRM topics will you need to explore further to develop your ideas?
2. What HR trends and practices described in this chapter might help hospitals recruit and retain enough nurses?
1. Which trends described in this chapter are contributing to the nursing shortage?
6. 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
5. 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
4. When an organization decides to operate facilities in other countries, how can HRM practices support this change?
3. 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
2. 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?
1. 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.
2. Imagine you are an HR manager at a company that is planning to begin offshoring its production or customer service operations. How could you help the company proceed as ethically as possible?
1. When a company moves jobs to another country, who benefits? Who loses? Given the mix of winners and losers, do you think offshoring is ethical?Why or why not?
2. Which, if any, of the HR practices described in this case do you think can contribute to ethical behavior by TSA employees? What other practices would you recommend?

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Fundamentals Of Human Resource Management 3rd Edition Raymond Noe - Solutions

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