Fundamentals Of Human Resource Management 8th Edition David A. DeCenzo, Stephen P. Robbins - Solutions

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2. Discuss some key developments in occupational health and safety.
1. Explain the benefits of a healthy and safe workplace.
The underwriting department at the Newcastle branch consists of thirteen clerks, of whom one is a section head and one a head of department. The nature of the work in the department has fundamentally changed over the last twenty years, from book-keeping and an accounting process to clerical
Wolds Insurance plc is a large insurance company that employs 1850 people in its branches throughout the UK. The company's head office is in Manchester where it was established in 1928.
6. Explain the stereotypical re-engineered work organization, as you would picture it, in terms of the job characteristic model. What main principles or practices can be identified as a source of efficiency? Can the re-engineered model be universal? Why?
5. 'The notion of Japanization is a chaotic conception.' '"Japanization" is a useful framework for organizing the complexities of Japanese management practices.' Critically evaluate these two statements. Discuss your reasons.
4. Students often complain about doing group projects. Why? Relate your answer to autonomous work teams. Would you want to be a member of such a work group?Discuss your reasons.
3. 'Job rotation, job enlargement and job enrichment are simply attempts by managers to control individuals at work.' Do you agree or disagree? Discuss.
2. Explain the limits of Taylorism as a job design strategy.
1. What is meant by the term 'work'?
3. Understand the theoretical arguments underpinning current organizational and job design practices.
2. Define job design and describe specific job design strategies.
1. Explain the meaning of the term 'work'.
Oil Tool Incorporated was established in West Yorkshire in 1950, and four years later became part of Oil Tool International, an American multinational company engaged in the design, manufacture, and marketing of machinery used at the well-head in drilling for the production of oil and gas, both
4. How realistic is it to expect employees to achieve the goal of a work–life balance?
3. How will the Labour government's proposals for reforming employment law impact on human resource management?
2. How have the political developments since 1979 affected human resource management?
1. Describe the major economic challenges facing human resource managers.
2. Understand the implications of these external contexts for the human resource management function.
1. Identify the external contexts that affect human resource management policies and actions.
Air National's (AN) 1986 Annual Report glowed with optimism. Bradley Smith, CEO, stated in his letter to shareholders, 'As a newly privatized company we face the future with enthusiasm, confident that we can compete in a deregulated industry.' By April 1988, however, the tone had changed with a
4. Explain the theoretical debate surrounding the HRM model.
3. Describe the history of human resource management.
2. Summarize the major activities associated with human resource management.
1. Explain the role of human resource management in organizations.
5. Explain the methodological difficulties of measuring the link between HRM practices and organizational performance.
4. Comment on the various strategic HRM themes of re-engineering, workplace learning, trade unions and leadership.
3. Explain the two models of strategic HRM, the matching model and the resource-based model.
2. Describe the three levels of strategy formulation and comment on the links between business strategy and human resource management.
1. Explain the meaning of strategic management and give an overview of its conceptual framework.
3. To what extent is HRM different from conventional personnel management or is it simply'old wine in new bottles'?Servo Engineering was founded in 1897 to manufacture an improved miner's safety lamp.Over the last fifty years the company has developed as a leading manufacturer of commercial vehicle
2. Explain the development of the human resource management profession. Account for the gender structure of the HR function in the UK.
1. What role does human resource management play in organizations?
Select a job (or position in an organization) in which you have an interest. Visit the O*Net OnLine web site (www.onetcenter.org) and locate all relevant information about the position. Write a two- to three-page analysis of what the job entails, highlighting the job description and job
Over the past few years we've witnessed a few mega- mergers of organizations such as Daimler Benz and Chrysler or Travelers Insurance and Citicorp. These organizations have used mergers as a growth strategy. But with mergers comes the potential duplication of personnel. Describe what you believe to
Develop a two- to three-page response to the following statement: "Formal employment planning activities reduce flexibility and may hinder success." Present both sides of the argument and include supporting data. Conclude your paper by defending and supporting one of the two arguments you've
Give Tony some pointers on software packages and HRIS. P-96
How will job descriptions change the organization? P-96
What should he say to Kenny and Norton to ensure their buy-in on this project? P-96
How should he conduct the job analysis? P-96
What techniques should he use to gather data? P-96
Help Tony write his job description. P-96
What role did succession planning play as Schaffner-Irvin turned her company over to a new management team? Explain. P-96
How does TeamFuel's new delivery process effect human resource planning in the organization? P-96
Describe the work of Schaffner-Irvin in terms of a SWOT analysis. P-96
"Permanent layoffs should occur only as a last resort. Cut- ting staff affects morale, and ultimately the organization falters more. Organizations also have a social responsibility to their employees and owe it to them to find alternative ways to cut costs." Do you agree or disagree with the
"Although systematic in nature, a job description is still at best a subjective process." Build arguments for and against this statement. P-96
"Job analysis is just another burden placed on organiza- tions through EEO legislation." Do you agree or disagree with this statement? Defend your position. P-96
"More emphasis should be placed on the external supply of employees for meeting future needs because these employees bring new blood into the organization. This results in more innovative and creative ideas." Do you agree or disagree with this statement? Explain your response. P-96
Describe the human resource planning implications when an organization is downsizing. P-96
Explain the terms job description, job specification, and job evaluation. P-96
Identify the advantages and disadvantages of the observation, structured questionnaire, and diary job analysis methods. P-96
What is a job analysis? P-96
How can an organization increase its human resource supply? P-96
What is involved in the human resource planning process? P-96
Define human resource planning. Why is it important to organizations? P-96
Describe the steps involved in conducting a job analysis. P-96
Other job characteristics What special attributes exist on this job (e.g., schedule, responsibilities, pay)? P-96
Job context In what physical and social contexts is the work performed? P-96
Relationships with other people What relationships with other. people are required in the job? P-96
Work output What physical activities does the worker perform and what tools or devices are used? P-96
Mental processes What reasoning, decision making, planning, etc., are involved in the job? P-96
Information input Where and how does the worker get the information he or she uses on the job? P-96
Where Will We Find Workers? P-96
Describe how job analysis permeates all aspects of HRM. P-96
Explain job descriptions, job specifications, and job evaluations. P-96
Describe the steps involved in conducting the job analysis. P-96
Identify the six .general techniques for obtaining job analysis information. P-96
Define the term job analysis. P-96
Explain what human resource information systems are used for. P-96
Define the steps involved in the human resource planning process. P-96
Describe the importance of human resource planning. P-96
Explain the various classifications of rewards. p-69
Discuss why we call some rewards membership based. p-69
Define the goal of compensation administration. p-69
Discuss job evaluation and its three basic approaches. p-69
Explain the evolution of the final wage structure. p-69
Describe competency-based compensation programs. p-69
Discuss why executives' salaries are significantly higher than other employees'. p-69
Describe the balance sheet approach to international compensation. p-69
Explain the various classifications of rewards. p-69
Discuss why some rewards are considered membership-based. Some rewards are membership-based because one receives them for belonging to the organi- zation. Employee benefits are an example of membership-based rewards, in that every employee receives them irrespective of performance levels. p-69
Define the goal of compensation administration. Compensation administration seeks to design a cost-effective pay structure that will not only attract, motivate, and retain competent employees, but also seem fair to them. p-69
Discuss job evaluation and its three basic approaches. Job evaluation systematically determines the value of each job in relation to all jobs within the organization. The three basic approaches to job evaluation are (1) the ordering method, (2) the classification method, and (3) the point
Explain the evolution of the final wage structure. The final wage structure evolves from job evaluation input, compensation survey data, and the creation of wage grades. p-69
Describe competency-based compensation programs. Competency-based compensation views employees as a competitive advantage in the organization. Compensation systems are established in terms of employee knowledge, skills, and demonstrated behaviors. Possession of these three factors is evaluated and
Discuss why executives receive significantly higher salaries than other employees in an organization. Executive compensation is higher than that of rank-and-file personnel and also includes other financial and nonfinancial benefits not otherwise available to operative employees. This is done to
Identify the balance sheet approach to international compensation. The balance sheet approach to international compensation takes into account base pay, differentials, incentives, and assistance programs. p-69
Contrast intrinsic and extrinsic rewards. p-69
How do financial and nonfinancial rewards differ? p-69
What is a membership-based reward? How does it differ from a performance- based reward? p-69
What is compensation administration? What does it entail? p-69
How do governmental influences affect compensation administration? p-69
What is job evaluation? Discuss the three basic methods of job evaluation. p-69
What are the advantages and disadvantages of (a) individual incentives, (b) group incentives, and (c) organization wide incentives? p-69
What is broad-banding and how does it work? p-69
Would you rather work for an organization where every- one knows what others are earning or an organization where this information is kept secret? Why? p-69
"Subjectivity can be successfully removed from the com- pensation administration process." Build an argument for and against this statement. p-69
Team compensation allows some individuals to work harder than others, yet receive the same pay. Do you agree or disagree? Defend your position. p-69
How would you describe the compensation program at Coffey and Company? p-69

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Fundamentals Of Human Resource Management 8th Edition David A. DeCenzo, Stephen P. Robbins - Solutions

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