Human Resource Management A Contemporary Approach 8th edition Julie Beardwell, Amanda Thompson - Solutions

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Based on everything you read in this chapter, what is Milliken doing “right” that you believe helps to explain why they have such a good safety record?
Working individually or in groups, compile a list of the factors at work or in school that create stress for you. What methods do you use for dealing with the stress?
Describe important tactics you would expect the union to use during the union drive and election.
Working individually or in groups, use Internet resources to find situations where company management and the union reached an impasse at some point during their negotiation process, but eventually resolved the impasse. Describe the issues on both sides that led to the impasse. How did they move
Briefly illustrate how labor law has gone through a cycle of repression and encouragement.
Using several “Best Companies to Work For” as examples, explain what you would do to improve employee relations in an organization.
Do you think that after their experience in this arbitration the parties involved will be more or less inclined to settle grievances by themselves without resorting to arbitration?
Based on what you read in this chapter, including all relevant guidelines, what would your decision be if you were the arbitrator? Why?
Working individually or in groups, obtain copies of the student handbook for your college and determine to what extent there is a formal process through which students can air grievances. Based on your contacts with other students, has it been an effective grievance process? Why or why not?
Working individually or in groups, interview managers or administrators at your employer or college in order to determine the extent to which the employer or college endeavors to build two-way communication, and the specific types of programs used. Do the managers think they are effective? What do
List 10 things your college or university does to encourage ethical behavior by students and/or faculty.
Why is it important in our litigious society to manage electronic monitoring properly?
Your clients want to know how they can use their employee benefits package to improve employee engagement. What would you tell them?
You are applying for a job as a manager and are at the point of negotiating salary and benefits. What questions would you ask your prospective employer concerning benefits? Describe the benefits package you would try to negotiate for yourself.
Explain the role recognition and other non-material incentives play in an effective incentive plan.
When and why would you pay a salesperson based solely on commission? Based on a combined salary and commission?
Give four examples of when you would suggest using team or group incentive programs rather than individual incentive programs.
Explain five reasons why incentive plans fail.
You want to hire a new salesperson for the small dress shop you own in Columbus, Ohio, but first need to decide what sort of pay package to offer whomever you eventually hire. How would you conduct a salary survey to determine what the pay should be?
If time permits, a spokesperson from each group can put his or her group’s rankings on the board. Did the groups end up with about the same results? How did they differ? Why do you think they differed?
You manage a small restaurant in Columbus, Ohio and keeping good employees is one of your biggest challenges. Most wait staff and kitchen staff last no more than 8-9 months. Explain what you would do to improve employee retention.
What are the prospects for these occupations?
What does your research suggest to you about what would be your preferable occupational options?
Websites such as Sporting News occasionally run a story listing what they called the greatest coaches. Look at this list, and pick out two of the names. Then research these people online to determine what behaviors they exhibitedthat seemed to account for why they were great coaches. How do these
Working individually or in groups, choose two occupations (such as management consultant, HR manager, or salesperson) and use sources such as O*NET to size up the future demand for this occupation in the next 10 years or so. Does this seem like a good occupation to pursue? Why or why not?
In groups of four or five students, meet with one or two administrators and faculty members in your college or university and, based on this, write a 2-page paper on the topic “the faculty promotion process at our college.” What do you think of the process? Based on our discussion in this
Why is it advisable for an employee retention effort to be comprehensive? What activities would you say is involved in such a program?
As a new supervisor, you’re about to hold your first-ever appraisal interview with one of your subordinates, someone who has not been performing very well for the past 6 months. What should you keep in mind about managing the appraisal interview as you begin the conversation?
Discuss the pros and cons of using different potential raters to appraise a person’s performance.
The class should select the top 10 factors from all of the appraisal tools presented to create what the class perceives to be the most effective tool for appraising the performance of the instructor.
Next, have a spokesperson from each group post his or her group’s appraisal tool on the board. How similar are the tools? Do they all measure the same factors? Which factor appears most often? Which do you think is the most effective tool on the board?
Next, your group should develop its own tool for appraising the performance of an instructor. Decide which of the appraisal tools (graphic rating scales, alternation ranking, and so on) you are going to use, and then design the instrument itself.
First, based on what you now know about performance appraisal, do you think Figure 9-1 is an effective scale for appraising instructors? Why? Why not?
Compare and contrast performance management and performance appraisal.
What is the purpose of a performance appraisal?
Knowing that you are taking an HR management course, a friend asks you this: I just hired a nanny for my child and I want to make sure she knows what to do; in outline form, what should I cover in the training program I give her?
In any case, please produce the requested outline, making sure to be very specific about what you want to teach the new clerks, and what methods and aids you suggest using to train them.
You may want to start by listing the job’s main duties and by reviewing any work you may have done for the exercise.
Find three or four actual examples of employers using social media for training purposes. At what levels of managers are the offerings aimed? What seem to be the most popular types of programs? Why do you think that’s the case?
What are some important advantages to using cloud-based training?
What parallels do you see between the Toyota and Google total selection process? What differences?
Instructions for interviewers: while the interviewees are out of the room, the panel interviewers will have 20 min. to develop a short structured situational interview form for a “nanny.” The panel interview team will interview two candidates for the position. During the panel interview, each
Instructions for the interviews: The interviewees should leave the room for about 20 min. While out of the room, the interviewees should develop an “interviewer assessment form” based on the information presented in the chapter regarding factors that can undermine the usefulness of an
What items should a letter of offer definitely contain?
How would you explain the fact that structured interviews, regardless of content, are generally more valid than unstructured interviews for predicting job performance?
Explain how digital and social media have changed the employee selection process, and the advice you would give an employer about avoiding problems using such tools for selection.
Explain how you would go about validating a test. How can this information be useful to a manager?
Working individually or in groups, develop a list of specific selection techniques that you would suggest your dean use to hire the next HR professor at your school. Explain why you chose each selection technique.
How can employers protect themselves against negligent hiring claims?
Why is it important to conduct pre-employment background investigations? How would you do so?
As explained in this chapter, technology is in many ways revolutionizing how Employers recruit for employees. You manage a small women’s clothing store and need to hire an assistant manager. How would you use social media to recruit candidates?
Prepare in outline form a complete nurses’ recruiting program for this hospital, including all recruiting sources your group would use.
Based on information available on the hospital’s website, create a hard-copy ad for the hospital to place in the Sunday edition of the New York Times. Which (geographic) editions of the Times would you use, and why?
Appendices A and B at the end of this book list the knowledge someone studying for the HRCI (Appendix A) certification exam needs to know in each area of human resource management (such as in Strategic Management andWorkforce Planning). In groups of several students, do four things:(1) review
Working individually or in groups, find at least 5 employment ads either on the Internet or in a local newspaper that suggest that the company is family friendly and should appeal to women, minorities, older workers, and single parents. Discuss what they’re doing to be family friendly.
Briefly explain each step in the recruitment and selection process.
Briefly outline the workforce planning process.
Explain what a competencies model is and what the model would look like for the job of university professor.
What is job analysis? How can you make use of the information it provides?
Finally, within each of these new combined groups, compare and critique each of the two sets of job descriptions and job specifications. Did each job analysis method provide different types of information? Which seems superior? Does one see more advantageous for some types of jobs than others?
Next, each group should choose a partner group, one that developed the job description and job specification using the alternate method. (A group that used the job analysis questionnaire should be paired with a group that used the job description questionnaire.)
Based on this information, each group will develop its own job description and job specification for the instructor.
Do you think companies can really do without detailed job descriptions? Why or why not?
You own a small business and your friend, over lunch, just mentioned that “it sounds like you have an employee engagement problem.” What exactly would you do to improve employee engagement in your company now?
Outline how you would implement an employee engagement program
What is the difference between a corporate strategy and a competitive strategy? Give one example of each.
What are the two main defenses you can use in the event of a discriminatory practice allegation, and what exactly do they involve?
Explain the main features of Title VII, the Equal Pay Act, the Pregnancy Discrimination Act, the Americans with Disabilities Act, and the Civil Rights Act of 1991.
If you were the judge called on to make a decision on this case, what would your decision be, and why?Discrimination lawsuits are rarely simple, because the employer will often argue that the person was fired due to, poor performance. Rather than discrimination. So, there's often a 'mixed mots,
Based on what laws or legal concepts could you take the position that it is legal to fire someone for poor performance even though there may be a discriminatory aspect to the termination? (This is not to say that there necessarily was such a discriminatory aspect with this case.)
On what laws and legal concepts did the employer apparently base its termination of this 61-year-old attorney?
On what laws and legal concepts did the employer apparently base its termination of this 61-year-old attorney?
Based on what you read in this chapter, on what legal basis could the 61-year-old California attorney claim he was a victim of discrimination?
Explain each of the four examples of a bonafide occupational qualification.
Present your team’s conclusions to the class.
In terms of HR functions (such as recruiting, selections, interviewing, compensating, appraising, and so on) what exactly would you recommend doing to improve this company’s performance?
What specific HR function scan you identify as being problematical in this company? Again, please give specific answers.
What specific HR functions (recruiting, interviewing, and so on) can you identify Mr. Lemonis addresses on this show? Make sure to give specific examples based on the show.
Examine human resource management in the new economy, i.e. IT, call centres and the BPO industry of India.
Assess the changing role of the state in employment relations in China.
How are the changes in employment relations linked to other institutions?
1. What additional dimensions can be added to the comparative analysis of employment relations in China and India?2. How does this help in our understanding of the two economies?
What advantages did the Indian IT and software industry enjoy? How has the nature of its growth changed over time?
1. Do labour reforms benefit employers or labour?2. How is the labour market and trade union power affected by the reforms?
1. What are the distinctive features of the labour market in India?2. What is the main difference between formal/organised and informal/unorganised workers?
What is a ‘corporate business group’? How is it distinctive to India?
How is the role of state changing in India? What factors have influenced this change?
Is the transfer of HR policies and practices a straightforward process? To what extent does the Chinese institutional context constrain or facilitate transfer?
To what extent are employment relations in China undergoing a total transformation to market driven relations or do they display continuity from the past?
What are the key characteristics and criticisms associated with the ‘iron rice bowl’? How has it changed under the reform process?
Why is it important to consider aspects of tradition/social mechanisms to understand the Chinese institutional context?
Are China and India converging to a neo-liberal model of capitalism or do they reinforce the diversity of capitalism? What factors would prevent a convergence of employment practices in Asia?
Can the American, German and Japanese business models and related employment systems continue to main national distinctiveness in the face of global financial crisis?
In what ways, if at all, is the global crisis grounded for managers and workers in reforms in firm-level approaches to HRM?
Has the country-of-origin effect which is so embedded in comparative HRM mediated the effect of the global financial crisis in MNCs of different nationality?
In light of the information, identify the key barriers to transferring features of the German business system to overseas subsidiaries.
Are academics and practitioners too kind to Japanese employers? That is, are Japanese approaches to involvement and participation coercive and divisive?How can Japanese firms maintain commitment to the Japanese model in the face of its successful adoption by lower cost producers such as South Korea
Why are Japanese employers more ready to reform the seniority wage system than to retreat from lifetime employment?
Given this information, why have not more multinationals of non-German origin attempted to emulate the German approach?
How transferable are these characteristics – lifetime employment, seniority-based pay and promotion and enterprise unionism – to non-Japanese organisations?

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