New Semester
Started
Get
50% OFF
Study Help!
--h --m --s
Claim Now
Question Answers
Textbooks
Find textbooks, questions and answers
Oops, something went wrong!
Change your search query and then try again
S
Books
FREE
Study Help
Expert Questions
Accounting
General Management
Mathematics
Finance
Organizational Behaviour
Law
Physics
Operating System
Management Leadership
Sociology
Programming
Marketing
Database
Computer Network
Economics
Textbooks Solutions
Accounting
Managerial Accounting
Management Leadership
Cost Accounting
Statistics
Business Law
Corporate Finance
Finance
Economics
Auditing
Tutors
Online Tutors
Find a Tutor
Hire a Tutor
Become a Tutor
AI Tutor
AI Study Planner
NEW
Sell Books
Search
Search
Sign In
Register
study help
business
human resource information
Canadian Human Resource Management A Strategic Approach 113th Canadian Edition Hermann Schwind, Hari Das, Terry Wagar - Solutions
You are in charge of HR for the restaurant. What action (if any) would you take in this case? Be sure to justify your response.
Explain the requirements of the Workplace Hazardous Materials Information System (WHMIS).
What responsibilities do joint occupational health and safety committees have?
What factors affect occupational accidents?
Explain the legal term assumption of risk.
What is progressive discipline? How does it work? Is its basic approach realistic in work situations? Explain your answer.
Discuss differences between preventive and corrective discipline.What examples of either one were applied to you in the last job you had?
List and describe the different types of programs that can be used by the human resource department to improve communication.
Think of a situation in which you learned some new information from the grapevine and took action on the basis of that information. Discuss.
Outline the key issues affecting your decision. What is your recommendation?
How would you recommend communicating information about the termination with the employees who had observed this incident, and about respectful work practices expected in the future?
Make arguments for both the employer and employee. Does the employer (City of New Halidart) have just cause to terminate Carl Doan?
If you were asked to increase employee awareness of benefits, what actions would you take without changing the way the company provides benefits? If you could change the entire benefit program, what other methods would you use to increase employee awareness?
What are the common problems you would expect to find with the benefit program of a large company?
How would you reduce the cost of benefits to the employer without reducing coverage for employees?
Briefly describe the benefits that an organization might give employees to provide them with greater financial security.
How would you design a benefit package for a diverse group of workers?
What changes should be made to the Employment Insurance program to address its present weaknesses?
Besides retirement income, what other benefits are provided through the Canada Pension Plan?
Suppose a friend of yours contracted lead poisoning on the job. What sources of income could this person rely on while recovering during the next two months? What if it took two years for your friend to recover? Are other sources of income available?
Some people believe that Employment Insurance has, over a period of time, worked against workers rather than for them. What is your opinion of Employment Insurance? Why?
Why has government been interested in providing financial security to workers through laws? What areas do you think are likely to receive government attention in the future to ensure employee financial security?
How might the HR group go about implementing wellness initiatives in a digital work world?
How might HR communicate with staff more effectively about the benefit offerings available?
Why might staff uptake on some of the new benefit offerings be lower than predicted?
One option could be to retract the benefit package offering to part-time staff. What are the pros and cons of this strategy?
What recommendations would you have for Sara about how to communicate the changes in the benefit package once they are determined? Discuss whether you think staff should be involved in the process of changing the benefit package.
As part of the audit process, Sara will gather information relating to employees’ understanding of the company’s current benefit offerings.How might information about staff understanding of current benefits be useful in her decisions on where to make cuts?
What are some suggestions you would have for Sara on how to save money on the benefit package? In addition to reducing benefit coverage or increasing employee deductibles across all staff, what other options could Sara explore?
What steps will Sara need to take to conduct a benefit audit?
In what ways does the total compensation model differ from the regular compensation approach?
Why is it so important to explain to employees the performance–reward relationship?
Under what circumstances are pay differentials justified?
Explain the difference between “equal pay for equal work” and “equal pay for work of equal value,” and the implications of the difference for an HR manager.
Since variable pay gives employees feedback for good performance and relates pay to performance, why do most companies pay wages and salaries instead of variable pay?
Even after jobs are first priced using a wage-trend line, what other challenges may cause you to adjust some rates upward?
If you are told to find out what competitors in your area are paying their employees, how would you get this information without conducting a wage and salary survey?
Why is the point system superior to the other job evaluation systems?Discuss the advantages and disadvantages of the system.
Assume that your company has a properly conducted compensation program. If a group of employees asks you why they receive different hourly pay rates even though they perform the same job, how would you respond?
Suppose that when you interview new employees, you ask them what they think is a fair wage or salary. If you hire them, you pay them that amount as long as it is reasonable and not below minimum wage laws.What problems might you expect?
Why is job analysis information, discussed in Chapter 2, necessary before job evaluations can be performed?
What is the difference between absolute and relative pay?
What recommendations would you have for Raj on how to communicate with Greener employees about the changes to their base pay and/or variable pay?
What proportion of the 4 percent of revenue that Greener has available should be allocated to base pay increases versus variable pay? Justify your decision.
What type(s) of variable pay might Raj want to consider? Which staff should be eligible for the variable pay plans?
What are the pros and cons of providing even increases in base pay to all Greener staff?
Develop a step-by-step plan of actions you would take and the order in which you would undertake them if you were made HR director of the Reynolds subsidiary.
Himmelman read about new approaches to pay policies such as variable pay and profit sharing, and he wondered whether either one would be a suitable solution for the subsidiary, especially profit sharing to increase low productivity. How would you advise him?
What problems do you see with the incentives for (a) executives, (b)production workers, (c) salespeople, and (d) hourly employees?
What laws were probably being violated?
Explain the legal aspect of a performance appraisal system. Under what circumstances could it become a crucial document?
What is the relationship between a performance appraisal system and a selection system?
Explain how you would go about establishing a performance improvement plan.
Describe the characteristics of a 360-degree performance appraisal.
How do the results of performance appraisals affect other HR activities?
Describe how you would conduct a typical performance evaluation interview.
If your organization were to use subjective measures to evaluate employee performance, what instructions would you give evaluators about the biases they might encounter?
Why are direct and objective measures of performance usually considered superior to indirect and subjective measures?
If you were asked to recommend a replacement for the rating scale,what actions would you take before selecting another appraisal technique?
Suppose that your employer uses a rating scale for items that are generally personality characteristics. What criticisms would you have of this method?
What are the purposes of performance appraisals?
Explain why Agilent is a good example of effective performance management. What did management do to make it one of the great employers?
In what ways is the linking up approach a useful performance management process?
Is absence a reason for just cause dismissal? Explain the documentation and steps you would have to take to dismiss Melvin for just cause.
If this was Melvin’s third unexplained absence as compared to his first,how would you set up a set of steps to ensure performance improvement?
As Jocelyn, how would you handle Melvin’s absence? How would you ensure that Melvin has clear performance expectations?
Are there any differences between Melvin as an entrepreneur-inresidence with a stipend as compared to an employee of Start Up Central? Discuss.
What problems do you think exist with the regional office’s (a) job analysis information, (b) human resource planning, (c) training and development, and (d) career planning?
What do you think is the major problem with the performance appraisal process in the regional office?
Suppose a hard-working and loyal employee is passed over for promotion. What would you tell this person?
Why is employee feedback an important element of any organization’s attempt to encourage career development?
Suppose you are in a management training position after completing university. Your career goal is not very clear, but you would like to become a top manager in your firm. What type of information would you seek from the human resource department to help you develop your career plan?
Why should HR be concerned about career planning, especially when employee plans may conflict with the organization’s objectives? What advantages does a human resource department expect to receive from assisting career planning?
Explain the differences between the cognitive, behavioural, and environmental approaches to strategic employee development.
Discuss why a linkage between an organization’s human resource development needs and its mission and strategy is so important.
What is the purpose of a cost–benefit analysis?
Assume you were hired to manage a research department. After a few weeks, you noticed that some researchers were more effective than others and that the less effective ones received little recognition from their more productive counterparts. What forms of training would you consider for both groups?
For each of the following occupations, which training techniques do you recommend? Why?1.. A cashier in a grocery store 2.. A welder 3.. An assembly-line worker 4.. An inexperienced supervisor
What are the organizational and employee benefits that result from a comprehensive onboarding process?
“If employees are properly selected, there should be no need for an orientation program or training.” Do you agree or disagree? Why?
What immediate and longer-term steps should you begin to take to achieve these goals?
What shorter and longer-term career goals spark your interest?
Do you agree with the results/recommendations?
What advice would you have for Jayson on the delivery of the career planning initiative? (a) Should it be held at the same time or opposite to the performance evaluation process, once annually or more often?(b) Who should be responsible for the career planning initiative:managers or the talent
Jayson has identified that he will need buy-in to create and launch Calico’s career planning initiative. Identify some stages that will have to take place in the development of the career planning initiative and which members of the organization he will need to involve in each stage.
You know that employees have different goals in terms of advancement, learning, employability, and various psychological factors they will be seeking through their careers. What tools might you suggest to guide Jayson’s employees in determining what the important factors are to each of them?
LO7 Explain how talent management uses information about employee performance and potential to guide employee decisions.
LO6Outline steps for creating a performance improvement plan.
LO5 Describe the guidelines for effectively communicating performance feedback to employees.
LO4 Discuss the advantages and disadvantages of the various raters of performance appraisal information.
LO3 Describe the commonly used comparative and noncomparative appraisal methods.
LO2 Describe the various purposes of performance appraisals.
LO1 Discuss how managing employee performance relates to achieving organizational goals.
What is a weighted application blank? How is it different from a traditional application form?
What attributes of behavioural description and situational interviews make them appear more promising than unstructured interview formats?
What are the different types of validity? If you wanted to validate a new dexterity test (which measures physical coordination) for workers in an assembly plant, how would you go about it?
What are the five stages of the employment interview? What specific actions should you, as an interviewer, take to conduct a proper interview?
List and briefly discuss the various steps in the selection process.
What is the strategic importance of the selection function for an organization?
Which of the three candidates would you select, given the limited knowledge you possess? Why?
Showing 1600 - 1700
of 2368
First
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
Step by Step Answers
Get 50% OFF
Claim Now
