Human Resource Management Functions, Applications, And Skill Development 3rd Edition Robert N Lussier, John R Hendon - Solutions

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2. How are the employees at the California Health Foundation involved in ensuring an adequate response to an emergency? Company initiatives to promote safety and emergency preparedness are discussed.These include proactive measures to encourage employee health and to prevent injuries, especially
1. What are some ways of lowering stress that the California Health Foundation emphasizes? Company initiatives to promote safety and emergency preparedness are discussed.These include proactive measures to encourage employee health and to prevent injuries, especially ergonomic ones. Different
4. What other replacements for unions have helped reduce union membership, according to the chapter? The former human resources head for UPS describes what it s like (for both an employer and an employee) to work with a labor union. The roles and functions of labor unions are discussed, and the
3. Do you agree that employees who excel in nonunion environments earn more than they would in unionized companies? Why? The former human resources head for UPS describes what it s like (for both an employer and an employee) to work with a labor union. The roles and functions of labor unions are
2. Do you agree that unions stifle creativity ? Why or why not? The former human resources head for UPS describes what it s like (for both an employer and an employee) to work with a labor union. The roles and functions of labor unions are discussed, and the advantages and disadvantages that can
1. From what you know about UPS, what do you think would make the union believe that the company was ripe for being organized? The former human resources head for UPS describes what it s like (for both an employer and an employee) to work with a labor union. The roles and functions of labor unions
6. Do you suggest Lisa use a PEO? Why? The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost revenues and profitability. HR manager Lisa Cruz must now
5. Give three examples of fee-based online tools you suggest Lisa use. The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost revenues and
4. Explain with detailed examples how Lisa can use free online and governmental sources to accomplish at least part of what you propose in your previous answers. The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties, and to thereby
3. Focusing only on human resource information systems for a moment, what sorts of systems would you suggest Lisa consider recommending for the Hotel Paris? The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase
2. Throughout this textbook, we ve discussed various specific examples of how human resource management departments have been reducing the cost of delivering their services. Keeping in mind the Hotel Paris s service quality orientation, please list and explain with examples how Lisa Cruz could use
1. Using any benchmark data that you can find, including information from this textbook,what are some benchmark metrics that Lisa could be using to assess the efficiency of her human resource management operations? To what extent does the Hotel Paris s quality service orientation enter into how
3. Suggest at least five free Internet-based sources we could turn to for helping us to lower our total employment costs. Cleaning in Challenging Times As the economic downturn worsened, revenues at the Carter stores fell steeply. Many of their customers were simply out of work and didn t need (or
2. We are currently handling most of our personnel-related activities, such as sign-ons, benefits administration, and appraisals manually. What specific suggestions would you have for us in terms of using software systems to automate our HR processes? Cleaning in Challenging Times As the economic
3. List the criteria you would use for deciding whether another company is right for Netflix-type HR practices. Why did Netflix survive as a startup when the dot-com bubble burst in the late 1990s? Probably because, from the day he started Netflix, founder Reed Hastings believed in breaking the
2. Would you suggest using similar practices in other businesses, such as, say, a new restaurant? Why? Why did Netflix survive as a startup when the dot-com bubble burst in the late 1990s? Probably because, from the day he started Netflix, founder Reed Hastings believed in breaking the rules. His
2. Explain why HRM is important to small businesses.
5. Describe how you would create a start-up human resource system for a new small business.
4. Discuss how you would choose and deal with a professional employee organization.
3. Choose one Hotel Paris human resources practice that you believe is essential to the company achieving its high-quality-service goal, and explain how you would implement that practice in the firms var ious hotels worldwide. Managing Global Human Resources The Hotel Paris s competitive strategy
2. In previous chapters you recommended various human resource practices Hotel Paris should use.Choose one of these, and explain why you believe they could take this program abroad, and how you suggest they do so. Managing Global Human Resources The Hotel Paris s competitive strategy is, To use
1. Provide a 1-page summary of what individual hotel managers should know in order to make it more likely incoming employees from abroad, like those in the Hotel Paris s management development program, will adapt to their new surroundings. Managing Global Human Resources The Hotel Paris s
4. Present a detailed explanation of the factors you would look for in your candidate for expatriate manager to run the stores in Mexico. With Jennifer gradually taking the reins of Carter Cleaning Company, Jack decided to take his first long vacation in years and go to Mexico for a month in
3. The cost of living in Mexico is substantially below that of where Carter is now located: How would you go about developing a pay plan for your new manager if you decided to send an expatriate to Mexico? With Jennifer gradually taking the reins of Carter Cleaning Company, Jack decided to take his
2. How would you go about choosing a manager for a new Mexican store if you were Jack or Jennifer? For instance, would you hire someone locally or send someone from one of your existing stores? Why? With Jennifer gradually taking the reins of Carter Cleaning Company, Jack decided to take his first
1. Assuming they began by opening just one or two stores in Mexico,what do you see as the main HR-related challenges he and Jennifer would have to address? With Jennifer gradually taking the reins of Carter Cleaning Company, Jack decided to take his first long vacation in years and go to Mexico for
3. What would you do now if you were Mr. Fisher? Central Steel Door Corporation has been in business for about 20 years, successfully selling a line of steel industrialgrade doors, as well as the hardware and fittings required for them.129 Focusing mostly in the United States and Canada, the
2. How would you have gone about hiring a European sales manager? Why? Central Steel Door Corporation has been in business for about 20 years, successfully selling a line of steel industrialgrade doors, as well as the hardware and fittings required for them.129 Focusing mostly in the United States
1. Based on this chapter and the case incident, compile a list of 10 international HR mistakes Mr. Fisher has made so far. Central Steel Door Corporation has been in business for about 20 years, successfully selling a line of steel industrialgrade doors, as well as the hardware and fittings
A Taxing Problem for Expatriate Employees Purpose: The purpose of this exercise is to give you practice identifying and analyzing some of the factors that influence expatriates pay.Required Understanding: You should be thoroughly familiar with this chapter and with the Web site www.irs.gov.How to
6. An issue of HR Magazine contained an article titled Aftershocks of War, which said that soldiers returning to their jobs from Iraq would likely require HR s assistance in coping with delayed emotional trauma.The term delayed emotional trauma refers to the personality changes such as anger,
3. What intercountry differences affect HRM? Give several examples of how each may specifically affect HRM.
5. Explain with examples how to implement a global human resource management program.
4. Discuss some important issues to keep in mind in training, appraising, and compensating international employees.
3. List and briefly describe the main methods for staffing global organizations.
2. Illustrate with examples how intercountry differences affect HRM.
1. List the HR challenges of international business.
6. Organizational culture seems to be a distinctive competency for Jurong Point. What is their culture, and what HR policies nurture that culture? How might this culture change if Jurong Point were acquired by Taubman?
5. Jurong Point’s HR staff outsources some of its functions to its tenants. What are those functions, and how does this HR strategy fit Jurong Point’s generic strategy?
4. Human resources play a critical role in Jurong Point’s competitive strategy. What HR functions does the small HR staff focus on? Why?
3. Given your answer to question 2, what global staffing issues would Taubman have to immediately address? Longer-term issues?
2. Assuming Taubman was to purchase Jurong Point, what legal and cultural issues must they address in order to facilitate a smooth ownership transition?
1. Taubman Centers Inc. (TCO) is the owner, manager, and/or lessor of regional, super-regional, and outlet shopping centers in the United States and Asia. They are looking to extend their expertise to booming markets in China and South Korea.Assuming they wanted to break into the Singapore market,
9. Does the company have any specific code of ethics for conducting business in other countries, and if so, describe the code.
8. Compare the compensation (pay, incentives, and benefits) among the five countries.
7. Discuss the method(s) of compensation for its expatriates.
6. Describe how it trains its expatriates and families.
5. Explain how it recruits and selects expatriate employees.
4. Compare the company’s nine GLOBE dimensions for the five countries it does business in. Make a chart similar to Exhibit 16-3: GLOBE Dimensions.
3. Identify some of the key differences in laws among the five countries.
2. List at least five countries it conducts business in and the trade agreements these countries participate in.
1. Explain the stage of corporate globalization.
16-6 Discuss the issue of business globalization and why it is so important. PAGE 597 1587
16-5 Briefly define the options for compensation of expatriate workers. PAGE 593
16-4 Explain issues involved in negotiating the assignment and the potential effects of culture shock on the expatriate employee. PAGE 589
16-3 Briefly discuss the Big Five personality traits in relation to international assignments and the advantages and disadvantages of parent-country, host-country, and third-country nationals for international assignments. PAGE 585
16-2 Identify and discuss the five dimensions of Hofstede’s model of culture and how the GLOBE Dimensions differ from Hofstede. PAGE 580
16-1 Identify and discuss the reasons for increasing business globalization and the stages through which companies move from local to global operations. PAGE 573
6. Besides changing the compensation package, what other human resource management options might Microsoft consider rather than layoffs?
5. Instead of layoffs, what if Microsoft decided to decrease the total compensation to Nokia employees? What part of that package would you decrease and why?
4. Describe the conflict between stakeholders’ interests and the Finnish government’s perception of Microsoft’s lack of social responsibility to Nokia’s employees. Whom do you side with and why?
3. What seems to be Microsoft’s ethical approach? How does this approach seem to impact their human resource management decisions?
2. Using the five forces model from Chapter 2, describe how the changes in the computer technology industry impacted Microsoft’s ability to compete. Which force most negatively impacted Microsoft? Why?
1. Who are Microsoft’s key stakeholders in this case? Why?
6. As part of the class discussion, share any of the other unethical behaviors you observed and listed.
5. What can you do to prevent unethical behavior?
4. As a manager, it is your responsibility to uphold ethical behavior. If you know employees are doing any of these unethical behaviors, will you take action to enforce compliance with ethical standards?
3. If you observed unethical behavior but didn’t report it, why didn’t you report the behavior? If you did blow the whistle, what motivated you to do so? What was the result?
2. For items 4 to 24, select the three (circle their numbers) you consider the most unethical. Who is harmed by and who benefits from these unethical behaviors?
1. Who is harmed and who benefits from the unethical behaviors in items 1 through 3?
15-8 Discuss some of the common sustainability-based benefits organizations are using and the question of whether or not diversity training actually works to improve performance in diverse organizations. PAGE 562
15-7 Briefly describe the concept of sustainability in a business context. PAGE 558
15-6 Identify and briefly discuss the three levels of CSR available to the organization. PAGE 557
15-5 Define corporate social responsibility (CSR) and briefly discuss the “business case” for CSR.PAGE 553
15-4 Identify some of the common ethical issues that managers face in business. PAGE 551
15-3 Discuss the terms authority, responsibility, and accountability and how they relate to ethical behavior. PAGE 549
15-2 Briefly discuss each of the identified ethical approaches and the factors to consider in creating codes of organizational ethics. PAGE 546
15-1 Discuss the term ethics and the factors that commonly contribute to unethical behavior. PAGE 541
7. What trends or issues in workplace safety apply to this case?
6. What are the signs of potential violence, and were any exhibited in this case?
5. What are the causes of workplace violence, and how might they help us better understand this case?
4. Stress might have been the cause of Tymony’s intolerable conduct. Which cause(s) of stress might have accounted for his inexcusable behavior?
3. Although a federal investigation 2 days later indicated no wrongdoing on Yang’s part(he was called a “complete victim”), ActioNet took no further action in the matter. If these were OSHA investigators, under what category of violation might ActioNet be subject to penalty?
2. How might ActioNet have not upheld their OSHA responsibilities?
1. This case was a civil case. How might it have become a federal case under OSHA’s charge?
14-5 Discuss the new OSHA regulation on drug testing and the value of wellness organizations like eDocAmerica. PAGE 533 1414
14-4 Identify the top concerns for security in the workplace today and what can be done to make the workplace more secure. PAGE 527
14-3 Briefly discuss the causes of stress and how it can be managed. PAGE 521
14-2 Briefly discuss EAPs, EWPs, and ergonomics and what the value of each of these is to companies and employees. PAGE 516
14-1 Briefly describe what OSHA does in a worksite inspection, the types of violations that OSHA looks for, and employer rights during the inspection. PAGE 510
6. How does their 3% turnover rate impact training and recruiting expenses?
5. What additional amenities might SAS offer their employees? Why?
4. What seems to be the weakest part of SAS’s benefits package? What would you do instead of offering that particular benefit?
3. What would you suggest if utilization analysis indicated that only a few employees used those additional benefits, such as the work/life center?
2. SAS offers an array of employee benefits, especially at their main headquarters. What might be their rationale for providing such services to their employees?
1. What are the statutory benefits SAS must offer every employee? What defined benefits do they offer beyond those requirements?
13-6 Discuss the issue of domestic partner benefits and review the issues in personalization of health care. PAGE 496
13-5 Discuss the organization’s options when providing flexible benefit plans and why benefit plans need to be communicated to employees. PAGE 493
13-4 Briefly describe the main categories of voluntary benefits available to organizations. PAGE 482
13-3 Identify the statutory requirements other than OASDI, including those required if organizations choose to provide health care or retirement plans for their employees. PAGE 471

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Human Resource Management Functions, Applications, And Skill Development 3rd Edition Robert N Lussier, John R Hendon - Solutions

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