Managing Human Resources Productivity Quality Of Work Life Profits 10th Edition Wayne F. Cascio - Solutions

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Who advocated the Subsistence Theory?a. David Ricardob. Karl Marxc. Francis Walkerd. None of the above
Which of the below is not a part of indirect compensation?a. Retirement Benefitsb. Holiday Homesc. Flexible Timingsd. Conveyance
____________ refers to non-monetary benefits offered and provided to employees in place of the services provided by them to the organization.a. Direct Compensationb. Indirect Compensationc. Performance compensationd. None of the above
____________ is a systematic approach to providing monetary value to employees.a. Salaryb. Allowancesc. Compensationd. Rewards
______________ also known as wage and salary administration or remuneration management, is concerned with designing and implementing a total compensation package.a. Compensation Managementb. Performance Managementc. Human Resource Managementd. Personnel Management
Explain the compensation issues in HRM.
Discuss the theories in compensation management.
Explain the factors influencing compensation management.
What are the modes of compensation?
Discuss the types of compensation, incentives, and rewards.
Explain the objectives and importance of compensation.
What are compensation and reward?
Which one of the following training methods is most suitable for developing problem-solving skills?a. Lectureb. Case Studyc. Role Playingd. Simulation
Which of these comes under Off-the-Job methods:a. Simulationb. Case Studyc. Role Playd. All of above
Last step in training and development process is_______________.a. Goals and Objectivesb. Evaluation and constant monitoringc. Method of Trainingd. Implementation of program
Full form of HRD is _________________.a. Human Resource Developmentb. Human Resource Departmentc. Human Resource Divisiond. None of These
_____________is a process for improving an employee’s capabilities, knowledge, and skillsa. Transferb. Trainingc. Group discussiond. None of the above
Discuss the problems in HR training.
What is Executive development?
Discuss the methods of training and development
Explain the process of training and development.
Discuss the role of HR professional in training.
Explain the factors influencing recruitment.
Explain the characteristics and importance of training and development
What do you understand by Training and Development in HRM?
_____________candidates assesses the aptitude, IQ, emotional intelligence, proficiency, and personality ofa. Preliminary testb. Psychomotor Testsc. Proficiency Testsd. Personality tests
The first step in the selection process is ___________ .a. Checking referencesb. Screening applicationc. Preliminary Interviewd. Receiving application
Which of these are internal sources of recruitment?a. Promotionb. Employee Referralsc. Both a & bd. Employment Exchanges
Which of these are Alternatives to Recruitment?a. Overtimeb. Sub-contractingc. Outsourcingd. All of the above
The final step in the hiring process is ___________.a. Selectionb. Interviewc. Medical Checkd. Group Discussion
Differentiate between Recruitment and Selection.
Explain the factors influencing the selection process.
What are the sources of recruitment?
Explain the process of recruitment and selection.
Explain the factors influencing recruitment.
What are the alternatives to recruitment?
What do you understand by Recruitment and Selection in HRM?
_______________is a management approach where employees are shifted between two or more assignments or jobs at regular intervals.a. Job Rotationb. Transferc. Promotiond. None of the above
The written statement of the findings of job analysis is called ______________.a. job designb. job classificationc. job descriptiond. job evaluation
The final process of a job analysis is the preparation of two statements, namelya. job observation and job descriptionb. job specification and job observationc. job description and job specificationd. None of the above
Job analysis is a process of gathering information about thea. Jobb. Job Holderc. Managementd. Organization
Job description includesa. Title Positionb. Responsibilitiesc. Summaryd. All of the Above
What are the issues in job analysis?
Explain the methods in job design.
What are the factors that affect job design?
Explain the process and the methods of Job analysis.
Why do organizations do job analysis before hiring?
Explain the Important concepts of job analysis.
What do you understand by Job Analysis and Job Design?
Explain the roles of HRIS and HR-focusing tools and techniques in HR planning.
Elaborate the human resource planning process and the barriers of HRP.
Explain the levels of HR planning.
What factors affect HR planning?
Learn the importance of HR Planning.
Elaborate the needs and objectives of HR planning
Explains the characteristics of HRP?
What do you understand by Human Resource Planning?
The last step in the human resource planning process is____________.a. Action Planb. Training and Developmentc. Determining the Objectived. Appraisal of Manpower Planning
Top level in human resource planning is____________.a. Industry Levelb. Unit Levelc. Departmental Leveld. National Level
Job analysis is comprised of___________________.a. Job Descriptionb. Job Specificationc. Job Advertisementd. Both a & b
Human Resource Planning is_______________in nature.a. Long-termb. Short-termc. Both a & b
is the process of forecasting an organization’s future demand for, and supply of, the right type of people in the right number.a. Human Resource Planningb. Recruitmentsc. Human Resource Managementd. Human Capital Management
The earliest employment department in America is reported to have been established at the B. F. Goodrich Co. in ________.a. 1806b. 1909c. 1906d. 2006
The First HRM Managerial Function is _________.a. Planningb. Organizingc. Directingd. Controlling
The first professional/scientific writings on business organization and management appeared in the early ________.a. 1770sb. 1880sc. 1990sd. None of the above
HRM function does not involve: -a. Recruitmentb. Selectionc. Cost Controld. Training
The meaning of the acronym HRM is _________.a. Human Relations Managementb. Humanistic Resource Managementc. Human Resource Managementd. Human Resourceful Management
What are the objectives of HRM?
Explain the functions of an HR manager.
What are the role and responsibilitis of ana HR Manager?
Explain the functions of HRM.
Elaborate the nature, scope, and importance of HRM.
Explain HRM in the new millennium.
What do you understand by HRM?
Your best friend is considering a job offer from a foreign-owned firm. He knows you have studied this issue at your university, and asks for your assessment of the pros and cons of accepting the offer. What would you say?
Describe the conditions necessary in order for a geocentric recruitment policy to work effectively.
Discuss the special problems that women face in overseas assignments.
What are some guidelines to follow in determining a reasonable compromise between a company’s need to run its business and employee rights to privacy?
Is it ethical to record a conversation with your boss without his or her knowledge?
Why is it in the best interests of management and labor to work together? Or is it?13-7. Discuss the differences between interest arbitration and grievance arbitration.13-8. Prepare three arguments to support each of the following positions: (a) unions are no longer relevant today, and (b) unions
What are the key features of the U.S. industrial relations system?
What might be some advantages and also disadvantages of cafeteria-style benefits?
In your opinion, why are more firms tying executive incentives to long-term (three years or more) company performance?
What steps can a company take to align its compensation system with its ge n eral business strategy?
Develop a strategy for proactively managing your own career. What will you do and when will you do it?
Look again at Figure 10–4 on alternatives to downsizing employees. Suppose your company forecasts that the next two quarters will be especially difficult ones. Choose three cost-cutting altern a tives from Figure 10–4 and explain why you chose them.
Working in small groups, develop a corporate policy that specifies how career management relates to training, performance management, and reward systems.
The chief counsel for a large corporation comes to you for advice. She wants to know what makes a firm’s review system legally vulnerable. What would you tell her?
You have been asked to design a rater-training program. What types of elements would you build into the process that are specific to managers, specific to employees, and common to both?
Think back to your first day on the most recent job you have held. What could the organization have done to hasten your on-boarding and your adjustment to the job?8-6. Given the growth of labor market intermediaries such as online job boards, social media sites, and temp agencies, we can no longer
Would you be able to recognize a sound training program if you saw one? What features would you look for?
Of the Big Five personality characteristics, what might explain why conscientiousness is the most valid predictor across many types of jobs?7 – 9. Why is emotional intelligence particularly important in service jobs?7 – 10. Choose a job you know well. Develop three job – relevant situational
What special measures might be necessary for a successful diversity-oriented recruitment effort?
Discuss the kinds of employee information that managers might find to be particularly useful in a talent inventory.5–9 . Why is it important that job design include all of the following kinds of characteristics:task, physical, knowledge, social, and contextual?5–10 . Why is it important to have
The chairperson of the board of directors at your firm asks for advice about SWP.What would you say?
D e velop a research question or hypothesis where talent analytics might reveal the financial and nonfinancial effects of diversity.4–9 . Describe a management policy designed to promote a culture of cooper a tion.
What would be the broad elements of a company policy to emphasize the management of diversity?
You are the CEO of a mid-sized manufacturing company. You want to be sure that your superv i sors all understand the concept of retaliation and that your company is not accused of it. What a c tions might you take?
How might an employer ensure that the term “overqualified applicant” is not just a code word for “too old”?
Why don’t more dads take paternity leave, even when their employers offer it?

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