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human resource information
Human Resource Information Systems 5th Edition Richard D. Johnson, Kevin D. Carlson, Michael J. Kavanagh - Solutions
_____ is a law that requires employers to offer to maintain health insurance on individuals who leave their employment (for a period of time).
_____ provides for a maximum amount of time beyond which the employee will have unfettered access to their retirement funds, both employee contributions and employer contributions.
_____ typically cover a set percentage of fees for medical services—for either doctors or inpatient care.
_____ is a health care plan that provides both health maintenance services and medical care as part of the plan.
_____ will be the first point of contact for all preventive care and in any routine medical situation, except emergencies.
_____ are a kind of hybrid between traditional fee-forservice plans and HMOs.
_____ allows the employer and employee to fund a medical savings account from which the employee can pay medical expenses each year with pretax dollars.
_____ is a major medical insurance plan that protects against catastrophic health care costs and, in most cases, is paid for by the employer.
_____ is a review of the cost of a program and comparison of program costs with the rate of the program’s usage by the members of the company.
_____ provide the retiree with a specific amount and type of benefits that will be available when the individual retires.
_____ identify only the amount of funds that will go into a retirement account, not what the employee will receive upon retirement.
_____ are individuals who are not legally married but who are in a one-to-one living arrangement similar to marriage.
Based on the high cost of the average benefits package, what would you do if you were the manager in charge of figuring out how to cut benefit costs in your company?Remember that you want to meet the company’s strategic goals.
How would you “fix” Social Security to allow it to continue as a viable retirement program? Would you raise the retirement age? Would you lower the benefit level? Are there any other options to make the program solvent in the long term?
Should workers’ compensation insurance continue to be no-fault? Why, or why not?
How would you lower your company’s experience rating in the areas of workers’ compensation and unemployment insurance if you were the HR manager?
What would you do to minimize the abuse of FMLA leave if you became the HR manager in a company in which abuse was rampant? Explain how your answer would help overcome the problem.
If you were the head of HR, would you argue for a company-sponsored retirement plan for your employees?What are the pros and cons to such an argument?
What employee services can you think of that were not mentioned in the text but would likely be highly valued by the employees where you work (or have worked)?
Identify the components of a compensation system.
Describe how expectancy and equity theories apply to compensation.
Identify the seven basic issues that make up the organization’s compensation strategy.
Discuss the three major provisions of the FLSA and the penalties for misclassification of employees.
Briefly describe the concept of comparable worth, and highlight the other legal issues in compensation.
Identify the three types of job evaluation and whether they are more objective or subjective in form.
Briefly describe the concepts of job structure, pay levels, product market competition, and labor market competition.
Briefly describe the concept of a pay structure, including broadbanding and delayering.
Discuss the trends related to compensation, such as classification of independent contractors and gender pay equity.
_____ is the total of an employee’s pay and benefits.
_____ includes anything that an employee may value and desire and that the employer is willing and able to offer in exchange.
_____ proposes that employees are motivated when they believe they can accomplish a task and that the rewards for doing so are worth the effort.
_____ proposes that employees are motivated when the ratio of their perceived outcomes to inputs is at least roughly equal to that of other referent individuals.
_____ occurs when new employees require higher starting pay than the historical norm, causing narrowing of the pay gap between experienced and new employees.
_____ is the lowest hourly rate of pay generally permissible by federal law.
_____ is a higher-than-minimum, federally mandated wage, required for nonexempt employees if they work more than a certain number of hours in a week.
_____ is the process of determining the worth of each position relative to the other positions within the organization.
_____ is a hierarchy of jobs and their rates of pay within the organization.
_____ provides the maximum, minimum, and midpoint of pay for a certain group of jobs.
_____ is the process of changing the company structure to get rid of some of the vertical hierarchy (reporting levels)in an organization.
_____ is accomplished by combining multiple pay levels into one.
Do you believe that pay secrecy can ever really work in a business? Why, or why not?
Discuss the difference between performance management and performance appraisals.
Identify the steps that make up the performance appraisal process.
Discuss the purposes of performance appraisals.
Identify the options for what to evaluate in a performance appraisal.
Briefly discuss the commonly used performance measurement methods and forms.
Identify the available options for the rater or evaluator.
Identify some of the common problems with performance appraisals, and give examples of how to avoid them.
Briefly discuss the differences between evaluative performance reviews and developmental performance reviews.
Identify the latest trends in the area of performance management.
_____ is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization.
_____ is the ongoing process of evaluating employee performance.
_____ is the willingness to achieve organizational objectives.
_____ identify the physical or psychological characteristics of a person.
_____ are the actions taken by an individual.
_____ are a measure of the goals achieved through a work process.
_____ is a performance appraisal method in which a manager keeps a written record of positive and negative performance of employees throughout the performance period.
_____ is a process in which managers and employees jointly set objectives for the employees, periodically evaluate performance, and give rewards according to the results.
_____ requires a manager to write a statement about the employee’s performance.
_____ is a performance appraisal checklist on which a manager simply rates performance on a continuum, such as excellent, good, average, fair, and poor.
_____ is a performance appraisal that provides a description of each assessment along a continuum.
_____ is a performance appraisal method that is used to evaluate employee performance from best to worst.
_____ analyzes individual performance from all sides—from the supervisor’s viewpoint, from the subordinates’viewpoint, from customers’ viewpoints (if applicable), from peers, and using the employee’s own self-evaluation.
_____ is a personality-based tendency, either toward or against something.
_____ consists of mentally classifying a person into an affinity group and then identifying the person as having the same assumed characteristics as that group.
Do you agree that performance appraisals should be discontinued in companies? Defend your answer.
You lead a team-based marketing and customer relationship management company. What option would you choose as your first option in the “who should assess performance” section of the chapter to evaluate your team members? If you could use two options, which one would you choose second? Justify
Is electronic performance monitoring ethical? Would you use it? Why, or why not?
What might be the sweetest job in the world? Why not working alongside such tempting treats as chocolates, gummies, gumballs, buttered popcorn, cheesecake, candy corns, licorice, sour candies, cinnamon confections, jellies, and, of course, let us not forget jelly bellies! That’s the way it is at
The Tilt & Raise Blind Company was founded nearly 50 years ago in Miami, Florida. Despite having nearly 150 employees, it’s still managed like a small business. In the early days, there were only 10 employees doing everything from sales and marketing to making blinds and shipping them out. Today,
Are background checks—including credit checks, criminal-history checks, and social-media reviews—too invasive? Explain your answer.
Identify the commonly accepted individual rights in the workplace.
Identify the rights management has in modern organizations.
Describe how the coaching, counseling, and progressive-discipline processes are used.
Identify the factors that positive leadership takes into account to be successful.
Discuss the stages of the change process, and provide examples for overcoming our own and others’ resistance to change.
Identify the trends and issues impacting coaching, counseling, and disciplining in HRM today?
_____ are things that individuals are allowed to do based on asking permission from an authority.
_____ are things a person in society is allowed to do without any permission required from an authority.
_____ allows the company or the worker to break their work relationship at any point in time, with or without any particular reason, as long as in doing so, no law is violated.
_____ is the process of giving motivational feedback to maintain and improve performance.
_____ is the process of giving employees feedback (so they realize that a problem is affecting their job performance)and referring employees with problems that cannot be managed within the work structure to the organization’s employee assistance program.
_____ is corrective action to get employees to meet standards and the code of conduct.
_____ is a set of standard tests for fairness in disciplinary actions—tests that were originally utilized in union grievance arbitrations.
_____ is a process whereby the employer provides the employee with opportunities to correct poor behavior before the individual is terminated.
_____ is a serious failure to exercise care in the work environment.
_____ is intentional employee behavior that has the potential to cause great harm to another or to the company.
_____ is the process of influencing employees to work toward the achievement of organizational objectives.
_____ are denial, resistance, exploration, and commitment.
I s it really necessary to follow all of the just-cause standards rigorously, or is it a waste of time? Explain your answer.
In your opinion, should there be any situations in which you might not immediately terminate a worker’s employment as a result of gross negligence or serious misconduct? Explain why you feel this way.
Do you think leadership can be learned, or is it just a personal characteristic that some people have? Why do you think this way?
What are some of the methods you have seen managers or others use to overcome resistance to change? Were these methods successful? Why, or why not?
Nancy Chandler has been employed by the DEG Corporation, an online textbook sales company, as a sales representative for two years. Her sales manager, Clyde Dodd, informed her when she started to work that the company’s established e-mail communication and Internet system is to be used by
In a small town in Texas just outside of Austin is Darcy’s Restaurant. Darcy left her corporate job as an operations manager 10 years ago to fulfill a lifelong dream of opening a restaurant based on her grandmother’s recipes. Her business model has proven to be successful as there are
Discuss the value of trust and communication in organizations.
Discuss the determinants of job satisfaction and the challenges encountered when assessing it.
Identify the major labor laws and legal issues related to labor relations in the United States.
Briefly discuss the union certification process, the NO TIPS rules for labor elections, and the concept of collective bargaining.
Briefly discuss what management can do to limit union-organizing efforts.
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