Questions and Answers of Fundamentals Of Human Resource Management

Outline the arguments of the critics of CSR and evaluate how convincing their arguments are.
Outline the ‘business case’ arguments for CSR and evaluate how effective this approach is.
Explain the difference between the shareholder and stakeholder views of the firm. Which do you think is the most appropriate in the current economic climate? Justify your decision.
Explain the various definitions of CSR and find some examples on the internet of companies that illustrate the approaches. Which approach to CSR do you think is best and why?
Discuss the various alternative forms of international assignment.
What problems might employees face when they return from an international assignment?
Discuss the advantages and disadvantages of the balanced sheet approach to expatriate compensation.
What types of methods can a multinational company use to prepare its employees for an international assignment?
Why do multinational companies send some of their employees on international assignments?
What is meant by country of origin, host country and dominance effects?
Why do scholars suggest that we are unlikely to see a convergence of HRM practices to one best model?
Distinguish between parent country nationals, host country nationals and third country nationals.
Suggest two examples of how one domain or consideration of employee wellbeing can influence others in a positive or negative manner.
What are the main features of a person-centred approach to ergonomics?
Suggest and justify two occupations where mental workload capacity is an important element of safe work behaviour.
Can you give two indirect costs of an accident?
What is the significance of the accident cost iceberg?
What is the difference between a behaviour-based approach to health and safety and an attitude-based approach?
In which two ways is the behavioural science approach to health and safety different from the traditional engineering design approach?
Outline the concept of safety culture in organizations.
What ethical issues do HR practitioners need to consider when gathering data for HR analytics purposes?
What challenges do you think an organization might face in aiming to be data democratic?
What are the three most common software packages used in HR analytics?
How are variables, or data items, categorized?
Identify five sources of data that could be used in HR analytics.
Contrast HR metrics with HR analytics.
Define HR analytics.
What role does the HR function play in facilitating career development?
How can career anchor theory help individuals manage their career progression?
What are the career challenges facing graduates today?
Should an organization provide career development opportunities?
How has the nature of contemporary careers changed? What are the implications of this for HR practitioners?
Contrast the protean career construct and the boundaryless career construct. In what ways are they similar and different?
How do contemporary career development concepts differ from Super’s model of career development?
What do you understand by the term ‘career’?
Discuss the four stages in Kirkpatrick’s evaluation model.
How should learning and development be evaluated?
What are the stages in designing learning and development programmes?
What are the key characteristics of a learning organization?
How is SHRD different from learning and development?
Outline the key differences between how people learn.
How do the terms ‘training’, ‘development’, ‘learning’ and ‘education’ differ?
What do you understand by the term ‘learning and development’?
What is meant by reward management and what are the typical objectives of a reward system?
What are the differences between nonfinancial and financial rewards? In your opinion, which are the most important for delivering higher levels of performance?
Describe the various PRP options available to organizations.
Describe the reasons why organizations conduct job evaluation. Under what circumstances are non-analytical methods effective?
How does the minimum wage differ from the living wage?
Describe the environmental factors that impact on the labour costs of a multinational call centre operating in a rural location.
Describe the methods a small retail store owner with five employees may use to determine the relative value of their jobs.
Is pay a motivator? Discuss, using examples from your own experience or from friends and family members.
You are the HR manager in a large fitness organization. An employee in the sales team has failed to achieve their performance targets for the third month in a row. What advice would you give to the
The annual performance appraisal interview is viewed negatively in your organization and perceived by many workers to be subjective and unfair. In your capacity as HR manager for the organization,
Identify and discuss the key reasons why performance management can fail to deliver for both individuals and organizations.
Your company director is seeking to enhance the engagement of the workforce. She wants your advice as HR manager on which aspects of the performance management system will achieve this aim and how.
What are the main performance management schemes adopted in organizations? Discuss the benefits and drawbacks of each.
Prepare an argument addressing the following statement: ‘equality legislation is effective in terms of tackling inequality in the workplace’. You could look at one or more of the groups of people
Do you agree with positive discrimination and positive action? How do they differ?
Consider the worth of your current and potential human capital. Think about some of the issues raised in this chapter and how they might affect your human capital, for instance gender, age,
Discuss the often deep-rooted barriers that prevent individuals from accessing employment and obtaining equality at work. How, in your opinion, could these barriers be overcome?
Outline and explain the key reasons why inequality continues to persist in the workplace and why individuals continue to experience discriminatory practices and attitudes.
What do you understand the principal differences between equality and discrimination to be? Provide examples in support of your understanding.
Compare and contrast the diversity management and social justice perspectives of diversity. Which perspective do you agree with and why?
What are the main benefits and challenges of a diverse workforce? In what ways do both organizations and workers benefit from this diversity, if at all?
What are the implications for workers of a growth in the ‘gig economy’?
Outline the meaning of a ‘precarious job’.
Explain the effects of the global economic crisis on employment.
Outline the trends in unionization and offer some possible explanations for them.
What are the common reasons for increasing employee voice and participation in an organization?
What is the difference between the functions of employee representatives and employer organizations?
What are the different services generally offered by state dispute resolution bodies?
How do the unitarism, pluralism and Marxist perspectives view the employment relationship?
What role can employee engagement play in delivering sustained competitive advantage for an organization? Make specific reference to employee induction, turnover and retention in your answer.
What can organizations do to limit the impact of high-profile leavers?
Explain what is meant by ‘push’ and ‘pull’ factors in relation to turnover. What can an organization do, if anything, to control these factors?
Is all turnover necessarily a ‘bad’ thing from an organizational perspective? In what circumstances might it not be?
Outline the different approaches to induction, highlighting the one which you believe would be most effective in ensuring employees are productive as soon as possible.
What do we mean by ‘good organizational fit’ in terms of retention?
Outline the direct and indirect costs to an organization of turnover.
What is employee engagement and why is it important for organizations to understand the drivers of engagement?
Differentiate between job analysis, person specification and competency frameworks.
Search for a job description and person specification for a job you are interested in as a career. Can you see how the job description and person specification form the basis of a job advert? Can you
You are recruiting for a graduate to work in the grocery sector. Describe and differentiate between three methods of recruitment that would be suitable for generating interest in this position.
When should an organization employ the services of a recruitment agency?
Differentiate between validity and reliability in choosing selection methods.
Explain the problems associated with using the face-to-face interview as a selection method.
Search the internet for three competencies that you believe would be suitable for a role in management. What questions would you ask at an interview to establish if the candidate had these three
Is talent ‘contextual’?
How is talent management distinct from other HR processes?
What is the typical profile of a talented employee?
What is the best way to deal with a labour surplus?
What are some of the criticisms of the HR planning cycle model?
What are some of the external factors that can influence an organization’s workforce plans?
Why is stocktaking a necessary step in HR planning?
Review the chapter opener about “industrial athletes”. Prepare a list of reasons that employers should take responsibility (and the expense) for making sure that employees whose jobs require
Technological advances have presented employers with sophisticated employee monitoring and some real ethical gray areas. Although most of this monitoring is designed to enhance worker productivity,
How have globalization and changes in workforce composition contributed to the need to understand diversity and inclusion in our organizations?
Can an HR class assignment actually help you get a better job when you graduate? Certainly! Combine a community service project with an HR‐related activity. It’s called Service Learning.Service
Ethical choices aren’t always obvious and HR, like many other areas of management, is often forced to select a course of action that has unpleasant consequences like dismissing and employee or
Describe ways HRM uses HRIS to provide information and services more efficiently.

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