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business
managing human resources
Loose Leaf For Managing Human Resources 12th Edition Wayne Cascio - Solutions
If the benefits of EAPS cannot be demonstrated to exceed their costs, should EAPs be discontinued?AppendixLO1
Outline a workplace response to a coronavirus crisis.AppendixLO1
Should organizations be willing to invest more money in employee wellness? Why or why not?AppendixLO1
Identify three preventive steps that an employer might take page 574 to avoid incidents of workplace violence.AppendixLO1
Your company wants to encourage more employees to participate in work site wellness programs. Would you recommend rewards for participating or punishments for not participating?AppendixLO1
What steps should multinational companies take to ensure that their suppliers meet at least minimum standards for workplace health and safety?AppendixLO1
Describe the balance-sheet approach to international compensation.AppendixLO1
What makes cultures different?AppendixLO1
How should I approach expatriate recruitment, selection, orientation, and training?AppendixLO1
You have just returned from a 3-year posting in Buenos Aires. Your boss asks if there are any special concerns she should consider before doing a performance review of your replacement. What would you tell her?AppendixLO1
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?AppendixLO1
How can we train raters at all levels in the mechanics of performance management and in the art of giving feedback?AppendixLO1
What kind of evidence is necessary to justify investments in training programs? LO 9-3 What are the key issues that we should address in the design, conduct, and evaluation of training programs?AppendixLO1
Why should firms expect to expand their training outlays and their menu of choices for employees at all levels?AppendixLO1
Why is emotional intelligence particularly important in service jobs? 810. Choose a job you know well. Develop three job-relevant situational interview questions ("What would you do if..." or "Tell me about a time when...") to use with applicants for that job.AppendixLO1
Of the Big Five personality characteristics, why do you think conscientiousness is the most valid predictor across many types of jobs?AppendixLO1
Your boss asks you to review the current application form page 264 at your organization. How will you decide which questions to keep, change, or delete?AppendixLO1
There are many possible staffing tools to help forecast later job performance. How do you decide which ones to use?AppendixLO1
As jobs become more team oriented, assessment centers will be used more often for nonmanagement jobs. Do you agree or disagree?AppendixLO1
Discuss the do's and don'ts of effective reference checking.AppendixLO1
How does business strategy affect management selection?AppendixLO1
Why are reliability and validity key considerations for all assessment methods?AppendixLO1
Your boss asks how she can improve the accuracy of pre- employment interviews. What would you tell her?AppendixLO1
What are some advantages and potential problems to consider in using assessment centers to select managers?AppendixLO1
Can work-sample tests improve staffing decisions?AppendixLO1
Why should we invest time and money in on-boarding new employees? Is there a payoff?AppendixLO1
How should we design and manage the on-boarding process for maximum positive impact?AppendixLO1
Should managers and nonmanagers be appraised from multiple perspectives-for example, by those above, by those below, by peers, and by customers?AppendixLO1
How can we best fit our approach to performance management with the strategic direction of our department and business?AppendixLO1
What steps can I take, as a manager, to make the performance- management process more relevant and acceptable to those who will be affected by it?AppendixLO1
What can organizations do to enhance positive transfer from training to on-the-job application?AppendixLO1
Why is it critical first to identify what employees need to learn before deciding on a method to use in training them?AppendixLO1
Some companies don't want to offer training to employees because they fear that the employees will then leave. How might a firm use training as a strategy to retain employees?AppendixLO1
Companies with the best training practices seem to share several characteristics in common. What are they?AppendixLO1
Given the growth of the "on-demand," or "gig," economy, we can no longer assume that "workers" in an organization are all employees. What are the implications of that for training and on- boarding?AppendixLO1
Think back to your first day of the most recent job you have held. What could the organization have done to hasten your on-boarding and your adjustment to the job?AppendixLO1
Why do organizations so frequently overlook the on-boarding of new employees?AppendixLO1
Outline an evaluation procedure for a training program designed to teach sales principles and strategies.AppendixLO1
How does goal setting affect trainee learning and motivation?AppendixLO1
Would you be able to recognize a well-designed training program if you saw one? What features would you look for?AppendixLO1
What screening and selection methods are available, and which ones are most accurate?AppendixLO1
How do business strategy and organizational culture affect staffing decisions?AppendixLO1
You have been assigned to manage the recruitment visit of a prospective new hire for your 12-person organization. Develop a checklist of do's and don'ts to help ensure a successful visit.AppendixLO1
Why is it important to keep job descriptions up-to-date?AppendixLO1
Why is it important that job design include task, physical, knowledge, social, and contextual characteristics?AppendixLO1
Discuss the kinds of employee information that managers might find to be particularly useful in a talent inventory.AppendixLO1
The chairperson of the board of directors at your firm asks for advice about SWP. What would you say?AppendixLO1
Why should the results of forecasting models be tempered with the judgment of experienced line managers?AppendixLO1
Why are forecasts of workforce demand more uncertain than forecasts of workforce supply?AppendixLO1
For purposes of succession planning, what information would you want in order to evaluate "potential"?AppendixLO1
Discuss the similarities and differences between job analysis and competency models.AppendixLO1
How are workforce plans related to business and HR strategies?AppendixLO1
How should organizations manage leadership succession?AppendixLO1
How can organizations balance make, buy, or rent decisions with respect to talent?AppendixLO1
How can business strategy be integrated with strategic workforce planning?AppendixLO1
How might job-design principles and job analysis be useful to the practicing manager?AppendixLO1
What are some advantages of having a common set of leadership attributes for all managers to strive for? Are there any downsides to this approach?AppendixLO1
What factors are most important to consider in developing a recruitment policy?AppendixLO1
Your boss asks you to develop an employee-referral program for new hires. What might such a program look like?AppendixLO1
Why is organizational culture particularly important in internal recruitment?AppendixLO1
How might social media help in recruiting passive job applicants. those not actively looking for a job?AppendixLO1
You have just lost your middle-management job. Outline a procedure to follow in trying to land a new one.AppendixLO1
Draft a recruitment ad to advertise a job opening at your company. Have a friend critique it, as well as if possible-an HR professional from a local company. Incorporate their suggestions for improvement into a final draft.AppendixLO1
Knowing that you have been studying the subject of recruitment, a friend asks you for advice on doing an online job search. What would you say?AppendixLO1
How would you advise a firm that wants to improve its recruitment efforts at universities?AppendixLO1
Discuss the conditions under which realistic job previews are and are not appropriate.AppendixLO1
How would you implement a strategy of pure diversity-based recruitment?AppendixLO1
If I lose my current job, what's the most efficient strategy for finding a new one?AppendixLO1
How can we communicate as realistic a picture as possible of a job and an organization to prospective new employees? What kinds of issues are most crucial to them?AppendixLO1
Do alternative recruitment sources yield differences in the quality of employees and in their survival rates on the job?AppendixLO1
Under what circumstances does it make sense to retain an executive search firm?AppendixLO1
What is strategic workforce planning, and how should I begin that process?AppendixLO1
How can a firm avoid lawsuits for employment at will?AppendixLO1
Why is it so difficult to be effective at both distributive and integrative bargaining in the course of the same negotiations?AppendixLO1
Discuss the rights and obligations of unions and management during a union-organizing drive.AppendixLO1
Are the roles of labor and management inherently adversarial?AppendixLO1
What kinds of dispute-resolution mechanisms should be established in order to guarantee due process for all employees?AppendixLO1
How might labor and management work together more productively?AppendixLO1
How should management respond to a union-organizing campaign?AppendixLO1
How have changes in product and service markets affected the way labor and management relate to each other?AppendixLO1
What changes might you suggest to Social Security to ensure that it can meet the needs of younger generations? 12-10.What might be some advantages and some disadvantages of cafeteria- style benefits?AppendixLO1
If you could change just one feature of the Patient Protection and Affordable Care Act to make it more effective, what would you suggest?AppendixLO1
How do voluntary benefits programs allow smaller companies to offer a wider array of benefits than they otherwise would be able to?AppendixLO1
A major problem with benefits is that many employees don't know much about them-until they need to use them. What can organizations do to deal with that problem?AppendixLO1
Your company has just developed a new, company-sponsored savings plan for employees. Develop a strategy to publicize the program and to encourage employees to participate in it.AppendixLO1
What can large firms do to control health-care costs? What about small firms?AppendixLO1
What are the key features of the U.S. industrial relations system?AppendixLO1
Compare and contrast mediation, interest arbitration, and grievance arbitration.AppendixLO1
Is it ethical to record a conversation with your boss without his or her knowledge? If yes, under what circumstances?AppendixLO1
What advice would you give to an executive who is about to negotiate an employment contract?AppendixLO1
Discuss the similarities and differences in these concepts: procedural justice, workplace due process, and ethical decisions about behavior.AppendixLO1
What is ethical decision making in employee relations? What steps or considerations are involved?AppendixLO1
What should I include in a policy on fair information practices?AppendixLO1
How do I fire people legally and humanely?AppendixLO1
How can I administer discipline without simultaneously engendering resentment toward me or my company?AppendixLO1
How can I ensure procedural justice in the resolution of conflicts between employees and managers?AppendixLO1
Why is it so difficult to compare industrial relations systems in different countries?AppendixLO1
It's sometimes been said, "The best union organizer is the boss." Do you agree? Why or why not?AppendixLO1
Prepare three arguments to support each of the following positions: (a) unions are no longer relevant today and (b) unions are still relevant today.AppendixLO1
Your company has just learned that it is the target of a union- organizing campaign. How will you advise managers about what they can and cannot say to employees?AppendixLO1
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