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human resources management
Human Resources Management In Canada 12th Canadian Edition Gary Dessler, Nita Chhinzer, Nina D. Cole - Solutions
EXPLAIN the recruitment process.
DEFINE recruitment and discuss the increasing use of employer branding.
EXPLAIN how organizations deal with a shortage of human resources.
DESCRIBE the ways in which a surplus of human resources can be handled.
DISCUSS briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.
DESCRIBE four quantitative and two qualitative techniques used to forecast human resources demand.
DISCUSS its strategic importance.
DEFINE human resources planning (HRP) and
The owner has heard from some of his colleagues about the use of competencies. He wants to know what they are and if these should be incorporated into the job descriptions he requires.Anthony LePage is the owner of a local recruitment agency that has an established presence in the northern Ontario
Develop a sample job description for the position of administrative assistant for the owner and explain why you included the various sections that you did.Anthony LePage is the owner of a local recruitment agency that has an established presence in the northern Ontario market. He is looking to
The owner of the business has heard that qualitative.methods produce the best job descriptions.Would you atten1pt to persuade hin1 otherwise?Anthony LePage is the owner of a local recruitment agency that has an established presence in the northern Ontario market. He is looking to expand its service
Outline what the crucial differences are betvveen a job description and a job specification.Anthony LePage is the owner of a local recruitment agency that has an established presence in the northern Ontario market. He is looking to expand its service offerings to include consulting services to
As their manage.ment consul tant, would you reco1nmend they use quantitative or qualitative methods, or both? Why?As the excitement surrounding the n1ove into theiir new offices wound down, the two principal owners of LearnlnMotion.com, Pierre and Jennifer, turned to the task of hiring new
As part of the job analysis process you will follow in question 1, evaluate the methods of collecting job analysis information and discuss which ones you would recommend (including\!Vhy) to Pierre and Jennifer as part of developing the jo b descriptions.As the excitement surrounding the n1ove into
To assist Pierre and Jennifer in developing much-needed job descriptions, follow the steps outlined in the job analysis process and design a job description for the positions of web designer, salesperson, and receptionist.As the excitement surrounding the n1ove into theiir new offices wound down,
Working in groups of three or four, identify the jobs that have been or are held by students in your group. Select one job to analyze. Use the job analysis questionnaire provided in the chapter to conduct a job analysis interview and docun1ent a job description and specifications.Con1pare and
Working individually, prepare a job description(including job specifications) for a position that you know well, using the job analysis questionnaire in this chapter. Once you have done so, exchange job descriptions with someone else in the class. Critique your colleague's job description and
Working individually or in groups and using the HRSDC website, find the National Occupational Classification (NOC) job descriptions for both a university professor and a college professor.Compare the two descriptions, noting similarities and differences. Using the NOC descriptions and your own
Use organization chart software to draw an organization chart that accurately depicts the structure of the organization in which you are currently en1ployed or one with which you are thoroughly familiar. Once you have completed this task, form a group with several of your classmates. Taking turns,
If a supervisor reviews the job analysis inforn1ation provided by an employee and says that the job duties and responsibilities have been inflated, but the employee says that the supervisor does not really know what the job entails, how can a decision be made about what information is accurate?
If you were designing a job for a new marketing and sales representative for a sn1all entrepreneurial company that is experiencing rapid growth, what approach would you take? Explain why you would take this approach. Hovv would you go about detern1ining job specifications?
Because the top job in a firm (such as president, executive director, or CEO) is by nature more strategic and broader in scope than any other job, is competency-based job analysis more appropriate? Is there less need for a job description for the president? Why or why not?
Assume that you are the job analyst at a bicycle n1anufacturing company in British Columbia and have been assigned responsibility for preparing job descriptions (including specifications) for all the supervisory and managerial positions. One of the production managers has just indicated that he
Why isn't it alv.1ays desirable or appropriate to use job enrichn1ent when designing jobs? How would you determine how enriched an individual employee's job should be?
What are competencies? Why are companies starting to use competency-based job analysis?How is this approach different from the traditional approach?
Although not legally required, having job descriptions is highly advisable. Why? How can firms ensure that their job specifications are legally defensible?
Several rnethods for collecting job analysis data are available-interviews, the Position Analysis Questionnaire, and so on. Co1npare and contrast four of these methods, explaining what each is useful for and listing the pros and cons of each.
Why is ergonomic job design beco1ning increasingly important?
Differentiate among job enlargement, job rotation, and job enrich1nent, and provide an example of each.
Explain how job analysis provides important information that is required for at least three different functions of HRM.
EXPLAIN the difference between a job description and a job specification.
DESCRIBE and evaluate multiple methods of collecting job analysis information.
EXPLAIN the three reasons why competencybased job analysis has become more common.
DESCRIBE the evolution of job design and how organizational structure influences job design.
DEFINE job design and explain the difference between a job and a position.
EXPLAIN the steps in job analysis.
In what ways may the transfer of some HR functions to work group supervisors improve the efficiency of the HR division? In what ways may work group supervisors be advantaged or disadvantaged by the transfer of HR functions?Jack Nev.rn1an had recently been appointed regional director of Boon1erang
What are the advantages and disadvantages of the Boomerang Water Corporation buying an off-the-shelf integrated HR database systen1?Jack Nev.rn1an had recently been appointed regional director of Boon1erang Water Corporation, a major service utility in Australia. Jack's previous appointment was
What are the advantages of integrating the functions of the HR division, training division, and those of the work group supervisors?Jack Nev.rn1an had recently been appointed regional director of Boon1erang Water Corporation, a major service utility in Australia. Jack's previous appointment was
Why have the HR and training divisions built quite different database systems? What are the difficulties involved in integrating the functions of these divisions?Jack Nev.rn1an had recently been appointed regional director of Boon1erang Water Corporation, a major service utility in Australia.
How can the assignment of a champion facilitate the introduction of the new HRIS? Is Jack Newman the best person to act as champion?Jack Nev.rn1an had recently been appointed regional director of Boon1erang Water Corporation, a major service utility in Australia. Jack's previous appointment was
Would you recomn1end an HRIS to Jennifer and Pierre? If so, what kind of system?Jennifer was getting frustrated. With only a few employees, the company kept a paper-based file for each employee with personal information, benefits forms, and so on. She and Pierre had decided to outsource payroll,
Conduct an HRIS needs analysis for the company.What are the results?Jennifer was getting frustrated. With only a few employees, the company kept a paper-based file for each employee with personal information, benefits forms, and so on. She and Pierre had decided to outsource payroll, but she still
What data should be stored for each einployee?How would the company use these data?Jennifer was getting frustrated. With only a few employees, the company kept a paper-based file for each employee with personal information, benefits forms, and so on. She and Pierre had decided to outsource payroll,
To accommodate a diverse workforce, HR must consider various types of delivery methods to communicate HR information. Explore the difference between video and audio podcasts, interactive voice response (IVR), and a company intranet.Describe these nlethods of delivery and how they can be used to
Inves tigate what workers are saying about how the web has helped them work more effectively.Go to www.GigaOM.con1/coLlaboration . What types of issues are being discussed there? Are there som.e trends?
Go to www.workopolis.co1n or www.monster.ca.Find a job posting for an HRIS manager and HRIS analyst/administrator. How are the jobs different?What types of activities does each role carry out?
Explore two vendors who offer technologyrela ted solutions for talent managen1ent such as Taleo (www.taleo.com) and 1-Ialogen Software(www.halogensoftware.co111). Consider how these programs can contribute to organizational effectiveness. How will they help managers 1nanage n1ore effectively? How
In today's econon1ic climate, organizations are concerned with talent management. How can HR technology be used to ease these concerns?
How does HR technology help organizations deliver transactional I-IR activities in a more efficient way?
Do you think that maintaining the security of an HRIS is a major concern for HR technology professionals? What security issues are most important today?
Compare and contrast the costs and benefits of being a member of an HRIS implementation team.
Do you think that it is important for all types of organizations to have an I-IRIS? Why or why not?
The role of HR has fundamentally changed as a result of technology. How will HR deliver service in the future? What delivery mechanisms will work best?
In order for HR to demonstrate that it is a strategic partner with the business, it must be aware of its customer requirements. In terms of technology, what actions and initiatives would HR have to take to demonstrate this awareness?
Explain the four stages in the evolution of HR technology.
Describe the three steps involved in selecting and implen1enting an HRIS systen1.
Discuss the six key functions of an HRIS system.
What are the eight generic subsyste1n components that reside in an HRIS?
Explain what an HR technology strategy plan is and why it is important.
Describe several technological trends that HR must be aware of in order to offer value-added technology solutions.
Describe two web-based service delivery applications that are popular today.
Discuss the seven key competencies of an HR professional in an IT-enabled world.
Enhancing the strategic relationship between HR and technology will necessitate the achievement of three key objectives. What are these objectives?
IDENTIFY the key trends in HR technology.
EXPLAIN how HR technology has evolved.
DESCRIBE the three-step process involved in selecting and implementing an HRIS.
DISCUSS what is meant by e-HR and the benefits of web-enabled service applications.
EXPLAIN the key functions of an HRIS and its key stakeholders.
DEFINE HRIS and describe its main components.
DESCRIBE the impact that HR technology has on the role of the HR professional and the seven core competencies that have emerged.
EXPLAIN the strategic importance of technology in HRM.
Is it important for this company to have such a policy in place? If so, how can the employment(labour) standards act in your province/territory help in drafting a policy on appropriate computer use?Laura, a recent graduate from a human resources diploma program from a local community college, has
Do you agree with how Laura handled this situation?If so, why? If not, what would you have done differently?Laura, a recent graduate from a human resources diploma program from a local community college, has just landed her first role as a human resources coordinator at a small bottling company.
A supervisor has just approached you to indicate a concern she has with an einployee. The supervisor indicates that the employee is often surfing the Internet while at work and fears that not only is this affecting productivity negatively, but is also a violation of the company's rules for Internet
.An employee who has been off for two months with a stress-related ailn1ent has just contacted you indicating that she would like to return to work next week but won't be able to work full time for another month or so. How would you handle this?
You are an HR manager at a moving company.The owner of your company has just informed you that there are certain jobs, namely the movers, for which he feels minimum strength requirements are BFORs. How would you handle this situation?
The organization you are working for is relatively nevv and growing and has no HR department.They have asked you to prepare a briefing about what can and cannot be asked during an employment interview. Given that it is a sn1all organization, managen1ent usually conducts interviews.You notice a
Working with a small group of classmates, search the web for a co1npany in your community that has an anti-discriminatory employment program.Contact the company's HR manager and request more information on the program. Prepare a brief report sum1narizing its key features.
Prepare a report outlining legally acceptable questions that may be asked at a selection interview with a young female engineer applying for the job of engineering project manager at an oil field in rural northern Alberta with an other\vise all-male group. (Refer to Appendix 7.1 on page 205 for
Go to your provincial or territorial employment(labour) standards website and detern1ine the following:• minimum legal age to work in this jurisdiction• minimun1 hourly wages• maximum number of hours that can be worked in a week before overtin1e must be paid How does this information apply to
What is the role of privacy legislation in Canada?Describe the act that protects en1ployees'pn.vacy.
What is the test to define if a bona fide occupational requirement exists? What are the three elements of this test?
Define the concepts of occupational segregation, underemployment, and the glass ceiling.
Define "sexual harassment" and describe five types of behaviour that could constitute such harassn1ent.
Explain the purpose of employ1nen.t standards legisla tion, and the concept of "the greater good"when assessing these minimums.
Provide five examples of prohibited grounds for discrimination in en1ployment in Canadian jurisdictions.
Differentiate an1ong the following types of discrimination and provide one example of each:direct, differential treatn1ent, indirect, because of association, and systemic.
Describe the impact of the Charter of Rights and Freedon1s on HRM.
Explain how the legal syste1n in Canada is different than the legal system in the United States.
Should Pierre and Jennifer put a "respectful workplace policy" in place? If so, develop a draft of this type of policy using the web resottrces listed throughout this chapter.One of the problems that Jennifer and Pierre are facing at LearnlnMotion.com concerns the inadequacies of the firm's current
Is the Em.ployn1ent Standards Act appLicable to this employer, as they are situated in Ontario?As LearnlnMotion's management consultant, what areas of the act do you feel .Jennifer and Pi erre need to be a ware of in regards to their current employee relations issues? Specifically, what areas would
DISCUSS HR 's role in ensuring comp lia nce with employment legislatio n in Canada .
DESCRIBE the role of minimums established in employment standards legislation and the enforcement pro cess.
EXPLAIN the employers' responsibil it ies re ga rdin g harassme nt.
DESCRIBE behaviour that could constitute haras sment.
DISCUSS at least five prohibited gro und s for discri minat ion under human rights legislation, and DESCRIBE th e requirements for reasonable accommodation.
EXPLAIN how employment-related iss ues are governed i n Canad a.
What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers?What role should the Internet play in the new HR organization?As a new member of the board of directors for a local bank, Jack Nelson was being introduced to all
Do you think setting up an HR unit in the main office would help?As a new member of the board of directors for a local bank, Jack Nelson was being introduced to all the employees in the home office. When he was introduced to Ruth Johnson he was curious about her work and asked her what the machine
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