Human Resource Management 5th Canadian Edition Sandra Steen, Raymond Andrew Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright - Solutions

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What is your view about the case for anticipating greater international divergence in HRM practice in the future? Can you spot any flaws in the arguments that are presented in its support?
Using an organisation with which you are familiar:1. Identify the explicit intentions of the organisation towards the management of its people in terms of overall philosophy, policies and practices.2. Assess the extent to which you consider these intentions to be implemented in practice, giving
Is it feasible to link business strategy with the management of people in organisations?
Mercy Healthcare comprises two different hospitals on the same site, one for-profit and one not for profit, and was originally founded by the Catholic Sisterhood in Australia. They are tasked with delivering the Catholic mission and values and at the same time improving performance and producing a
1. Which of these approaches to HR strategy most closely fits your organisation? (If you are a full-time student read one or two relevant cases in People Management and interpret these as ‘your organisation’.)2. Why did you come to this conclusion?3. What are the advantages and disadvantages of
HR strategies can be stimulating to produce and satisfying to display, but how can we make sure that they are implemented?
G4S, an international security firm, gained the contract to provide security at all Olympic locations. G4S contracted Wave, recruitment marketing specialists, to run the recruitment campaign. It was projected in 2010 that 2,000 security staff would be required, but by late 2011 this had risen to
Consider the external environment, for any organisation in which you are involved, for three to five years ahead. Individually, or as a group, identify all the important environmental influences and select the six most important ones. Identify the challenges these present to the organisation in
Discuss the proposition that traditional (numbers) workforce planning is only of interest to organisations in periods of growth when unemployment levels are low.
1. Why do employees leave organisations?2. What are the determinants of promotion in your organisation? Are they made explicit? Do staff understand what the determinants are?3. What would be your criteria for promotion in your organisation?
‘It is worthwhile planning even if you have no strategy.’ For what reasons might you agree or disagree with this statement?
Thinking of an organisation you know well, address the following questions, including justifications:1. What people measures are routinely collected?2. Why are these collected?3. To what extent are the reasons widely understood?4. How are the measures used?5. What changes would you recommend and
Gather some organisational HR statistics and look carefully at the information you are given. Absence statistics could be a good one to look at here, or turnover statistics. Ask yourself the above three questions. When you have answered them check out your understanding with someone else,
Watch two or three different television newsreaders reporting the same thing and compare their expressions, especially at the end of the report. Do their expressions draw you in to the news item or not? Did their expression and demeanour fit what they were reporting and the language they were
Is the dependence of people on their phone for communication an irreversible change in human interaction or can a balance be found between this and face-toface communication?
Gather some organisational HR statistics and look carefully at the information you are given. Absence statistics could be a good one to look at here or turnover statistics. Ask yourself the above three questions. When you have answered them check out your understanding with someone else, preferably
With a friend, separately spend two minutes preparing a statement about different controversial topics. Make your statement to your partner, who then restates it to you, reflecting and summarising as accurately as possible. You make corrections to show differences between what was said and what was
Which three forms of communication at work are best spoken and which three are best written?
With a friend, separately prepare one or two open-ended questions about a similar topic, like where you each went on holiday. After one or two closed questions to get basic facts, you put an open-ended question about the topic, followed by supplementaries to develop your knowledge and
We have decided that the skills chosen for this section are appropriate for the reasons we have stated at the beginning. Is our selection right?
Have a look at the results of an organisational survey, for example an employee engagement survey or something similar. Go through the seven questions in the ‘Treating statistics with caution’ section. Check out your interpretation with someone else, preferably the compiler of the survey.
HR practitioners need not develop skills in analytics, as there’s always someone else who can be called upon to explain and interpret them.
Identify a topic about which you feel strongly and on which you would like others to follow your lead and take action. Possibilities might be climate change, employment opportunities for adolescents, bankers’ bonuses, healthy eating or something else. Then write a report for others to read which
Analytics are a step change in how organisations need to operate, not a passing fad.
Using the approach outlined here, rewrite a handout for people thinking about taking up a sport or pastime which you enjoy in order to encourage their interest.
How important is punctuation? Is it sufficient that the words are accurate?
The next time you attend a lecture, a talk or a presentation, study the arrangement of the room and note the changes you would make if you were the speaker.
There is a small body of opinion that the apostrophe should be abolished as it is irrelevant. Do you agree or disagree?
Prepare a five-minute talk on one of the following:a. Walking compared to cycling.b. Keeping fit.c. Your favourite sport or hobby.After careful preparation deliver the talk in an empty room whilst recording it. Play it back several times, making critical notes of voice, energy level, etc.,
There is an old saying, ‘What I hear I forget, what I see I can understand and what I do I know.’ What is the relevance of this to presentation?
This may not work. Do the above in a different way; not alone but with a small group, with each person taking a turn at standing up and speaking with the critique coming from the listeners, not from a recording. The reason for saying ‘It may not work’ is because at least some people will be
Why do students attend lectures where information is presented to them, rather than reading that information presented in a book?
Thinking of an organisation with which you are familiar, how would you describe it in terms of the three key elements of organisation design:1. To what extent are differentiation and integration evident?2. Are procedures predominantly formal or informal?3. What is the degree of centralisation
Flatter organisation structures which decentralise decision making and empower employees will almost always be more efficient than highly centralised organisations with tall hierarchies. Discuss.
Flex Co. is a large retail organisation that prides itself on its progressive approach to HRM. As a retailer, it recognises that its success depends on delivery of a ‘fantastic’ customer experience and invests heavily in the training and development of its store staff. Alongside this, it has a
What experience have you, or someone you know, had of organisation restructuring? What happened? To what extent was agility improved by the restructuring? What workforce issues resulted?
Flexibility in working time is nearly always for organisational benefit. In practice, few employees actually benefit from working time flexibility. Discuss.
In your experience, to what extent is flexibility typically focused on NSWAs that benefit employers rather than FWAs that benefit employees? Is it possible for flexibility to benefit both?
1. What are the benefits and drawbacks of employer-driven flexibility?2. How effective do you think flexicurity is likely to be in reconciling employer and worker demands?
Discuss the following statement. To what extent do you agree or disagree with it, and why? Employees should be equally entitled to flexibility options, as long as business needs are met. It doesn’t matter whether the reason is childcare, the desire to engage in sports activities, do extra
How useful are competencies in determining requirements for a vacancy? To what extent do you think they should be combined with traditional job analysis in drawing up job descriptions and person specifications? What can values add to understanding a vacancy’s requirements?
What are the advantages and disadvantages of online recruitment methods from an employer’s point of view?
In this chapter, we have focused on formal, so-called best practice recruitment methods, while recognising that informal methods are often used. These best practice methods result from research in a largely Western context and are typically presumed to translate unproblematically to other contexts.
We have seen the significance of informal methods of recruitment whereby new employees come as a result of hearing about a vacancy from friends, or putting their names down for consideration when a vacancy occurs. What are the benefits and drawbacks of this type of arrangement? Why does it so often
Table 8.2 contains phrases about the value in pay terms of twelve different jobs. Try putting them in rank order of actual cash value to the recipient. Then ask a friend to do the same thing and compare your lists. Table 8.2 Phrases from a quality newspaper about salary 1 c.£60,000 + bonus + car +
How can organisations use social media to develop their employer brand?
What benefits are there to viewing recruitment as a social process as opposed to a rational process? How important are values in this?
Write a person specification for your job (or one with which you are familiar). Now write a list of the competencies required to undertake the same role. Which do you think will be more helpful in the selection process and why? How could using values improve this process?
It could be argued that the selection process identifies candidates who are competent in the selection process rather than candidates who are most competent to perform the job on offer. Discuss this in relation to all forms of selection.
As we have seen in this chapter, selection decisions rely on data gathered from applicants using a variety of methods. For decades, humans have used these data to consider its match to job descriptions and person specifications in an attempt to predict who will perform well in a job. But as we have
In what ways could you measure job performance for the following?• A data input clerk.• A mobile plumber.• A call centre operator.• A supervisor.
It is unethical and bad for business to make candidates undergo appraisal at a selection assessment centre without providing detailed feedback and support.’ Discuss.
To what extent does a person’s behaviour on these group selection tasks accurately reflect behaviour on the job? Why?
Try to keep a work diary for a week using the format suggested, or adapt this to better meet your needs.1. What have you learnt about your job?2. What other questions do you wish you had included in the work diary format?3. Explain your experience of filling out a work diary. Would you recommend it
This analysis of the selection interview assumes that the candidate is seeking to become an employee. How would the interview be different if the candidate were being interviewed with a view to becoming a freelance consultant doing work for the organisation rather than being an employee in it?
Download or clip from a newspaper, magazine or similar medium three or four advertisements for similar jobs. Compare the clarity and effectiveness of each in describing the job and the candidate specification to potential candidates.
For a selection interview in which you recently participated, either as selector or as applicant, consider the following:1. What were the ritual features?2. Were any useful ritual features missing?3. Could ritual have been, in any way, helpfully reduced?
‘HR are constantly wanting to “involve me” in their recruitment and selection of staff. I’m too busy to spend time doing that. I want HR to do their job properly and send the people through to me when everything is sorted out and a new recruit is ready to start.’ How do you react to that
Using no more than the average number of words in the pieces you have read, draft an advertisement for your own job (or one you have had in the past). How clear and effective have you been in appealing to potential candidates?
Consider a well-known person, who interests you, such as sporting or music celebrity and produce a definition of their job, using the ideas above.Re-read the Window on Practice about the banking vacancy and write out a set of competencies needed for the post.Locate in a magazine, or on the social
In what ways is the concept of performance management different from the way in which appraisal has been traditionally practised? What are the advantages and disadvantages for employees and employers?
Wang et al. (2017) explore the use of performance management, a western-based HRM practice, to manage employee performance in a Chinese public sector organisation (PSO). Their analysis is interesting as it includes cultural, political and institutional influences. It demonstrates organisational and
Think of the performance appraisal or performance management system at your place of work or an organisation that you are familiar with.1. To what extent does it focus on development and to what extent does it focus on reward?2. How, and how well, are each of these purposes achieved? Explain why
Critics argue that, rather than being focused on development and improvement, performance management systems are a form of employee control that create work intensification. How would you respond to this criticism?
Think of any organisation in which you have had some involvement:1. How has individual performance been supported?2. How effective was/is this?3. How would you improve the way in which performance was/is supported?
Think of any organisation in which you have had some involvement:1. How has individual performance been measured and rated?2. What impact has this had?3. Would you recommend qualitative or quantitative descriptions of performance?
An employee at a hospital management company files a report with his supervisor on patient injury and death caused by staff errors. There is an investor meeting scheduled for one month following receipt of the report and our manager has been told by her superiors not to release the report
An employee at a hospital management company files a report with his supervisor on patient injury and death caused by staff errors. There is an investor meeting scheduled for one month following receipt of the report and our manager has been told by her superiors not to release the report
An employee at a hospital management company files a report with his supervisor on patient injury and death caused by staff errors. There is an investor meeting scheduled for one month following receipt of the report and our manager has been told by her superiors not to release the report
Samantha Peters, Technical Director at Quantum Gaming, a video-game company, is conducting a scheduling meeting where she must ask employees to put in a serious amount of extra hours to meet a valued customer’s request. In addition to various challenges of her leadership, a discussion of the
Samantha Peters, Technical Director at Quantum Gaming, a video-game company, is conducting a scheduling meeting where she must ask employees to put in a serious amount of extra hours to meet a valued customer’s request. In addition to various challenges of her leadership, a discussion of the
Glenn Lamar, Managing Director of PaperKlip Office Supplies, is conducting a grievance meeting with Gloria Westfield, a senior executive who has reported feeling physically threatened by a male subordinate. During the meeting various things occur: the male subordinate, John DiMaggio, knocks on the
Glenn Lamar, Managing Director of PaperKlip Office Supplies, is conducting a grievance meeting with Gloria Westfield, a senior executive who has reported feeling physically threatened by a male subordinate. During the meeting various things occur: the male subordinate, John DiMaggio, knocks on the
Susan Sheppard, Creative Design Manager at Word-of-Mouth Marketing Group, is consistently bullied by her colleague, Alexandra Woodward, the boss's sister. Alexandra has been working at the firm a little over a month, after quitting her job as a Rare Artifacts Curator at the Museum of Indigenous
Susan Sheppard, Creative Design Manager at Word-of-Mouth Marketing Group, is consistently bullied by her colleague, Alexandra Woodward, the boss's sister. Alexandra has been working at the firm a little over a month, after quitting her job as a Rare Artifacts Curator at the Museum of Indigenous
Bryan Dobbs, Director of Marketing at Sarga Inc. has received multiple complaints about Davy Siegler over the past two months. Apparently, he spends his day surfing the net, passes all his own work on to subordinates, and disrupts those around him by dragging them over to view various videos,
Bryan Dobbs, Director of Marketing at Sarga Inc. has received multiple complaints about Davy Siegler over the past two months. Apparently, he spends his day surfing the net, passes all his own work on to subordinates, and disrupts those around him by dragging them over to view various videos,
Robert Gedaliah has interviewed fifteen candidates to fill the new Customer Outreach Representative position, and narrowed it down to two. He invited Paul Munez, the customer service team leader, for the second interview of these two candidates. The interviews proceed smoothly, with both candidates
Robert Gedaliah has interviewed fifteen candidates to fill the new Customer Outreach Representative position, and narrowed it down to two. He invited Paul Munez, the customer service team leader, for the second interview of these two candidates. The interviews proceed smoothly, with both candidates
Robert Gedaliah has interviewed fifteen candidates to fill the new Customer Outreach Representative position, and narrowed it down to two. He invited Paul Munez, the customer service team leader, for the second interview of these two candidates. The interviews proceed smoothly, with both candidates
Robert Gedaliah has interviewed fifteen candidates to fill the new Customer Outreach Representative position, and narrowed it down to two. He invited Paul Munez, the customer service team leader, for the second interview of these two candidates. The interviews proceed smoothly, with both candidates
Robert Gedaliah has interviewed fifteen candidates to fill the new Customer Outreach Representative position, and narrowed it down to two. He invited Paul Munez, the customer service team leader, for the second interview of these two candidates. The interviews proceed smoothly, with both candidates
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
Kathleen Doerder has set up a meeting with an employee, Janeen Winthrop, who has a recent record of poor performance. Although Kathleen has met with Janeen on two prior occasions to discuss the issue, the poor performance and frequent absences and tardiness, have continued. Janeen’s behavior has
Kathleen Doerder has set up a meeting with an employee, Janeen Winthrop, who has a recent record of poor performance. Although Kathleen has met with Janeen on two prior occasions to discuss the issue, the poor performance and frequent absences and tardiness, have continued. Janeen’s behavior has
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
The Director of Communications for Zenith Fine Furnishings, Janet Kassevelli, oversees a special project and must contend with freelancers that essentially speak different languages—a visual artist and database programmer. The problem is that neither party can understand what the other wants or
At the conclusion of a previous meeting between Syl Tang and two employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the same-sex partner benefits that he had requested earlier, incidentally informing Bob Franklin that he was homosexual. Bob expressed both discomfort and
The Director of Communications for Zenith Fine Furnishings, Janet Kassevelli, oversees a special project and must contend with freelancers that essentially speak different languages—a visual artist and database programmer. The problem is that neither party can understand what the other wants or
The Director of Communications for Zenith Fine Furnishings, Janet Kassevelli, oversees a special project and must contend with freelancers that essentially speak different languages—a visual artist and database programmer. The problem is that neither party can understand what the other wants or
An upper management executive of a magazine publishing company, JBL Publishing, is negotiating with a Union representative regarding production workers’ contract. The main issues are salary increases, health benefits, and flexible work schedules. The Union representative is irate,
An upper management executive of a magazine publishing company, JBL Publishing, is negotiating with a Union representative regarding production workers’ contract. The main issues are salary increases, health benefits, and flexible work schedules. The Union representative is irate,
Assume Katherine refused to make a concession to Alisa’s request. According to the National Labor Code, could Alisa organize a strike?
An upper management executive of a magazine publishing company, JBL Publishing, is negotiating with a Union representative regarding production workers’ contract. The main issues are salary increases, health benefits, and flexible work schedules. The Union representative is irate,
An upper management executive of a magazine publishing company, JBL Publishing, is negotiating with a Union representative regarding production workers’ contract. The main issues are salary increases, health benefits, and flexible work schedules. The Union representative is irate,

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Human Resource Management 5th Canadian Edition Sandra Steen, Raymond Andrew Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright - Solutions

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