New Semester
Started
Get
50% OFF
Study Help!
--h --m --s
Claim Now
Question Answers
Textbooks
Find textbooks, questions and answers
Oops, something went wrong!
Change your search query and then try again
S
Books
FREE
Study Help
Expert Questions
Accounting
General Management
Mathematics
Finance
Organizational Behaviour
Law
Physics
Operating System
Management Leadership
Sociology
Programming
Marketing
Database
Computer Network
Economics
Textbooks Solutions
Accounting
Managerial Accounting
Management Leadership
Cost Accounting
Statistics
Business Law
Corporate Finance
Finance
Economics
Auditing
Tutors
Online Tutors
Find a Tutor
Hire a Tutor
Become a Tutor
AI Tutor
AI Study Planner
NEW
Sell Books
Search
Search
Sign In
Register
study help
business
resource management for individuals
Human Resource Management 13th Edition Gary Dessler - Solutions
=+4. Define sustainable recruitment, based on the three case studies in this chapter.
=+3. Why is good corporate image and positive reputation important for an organisation?
=+2. What is exactly meant by the “economic paradigm”?
=+what is the reason for this?
=+1. The chapter mentions that we have not learned from the economic crises during 2007–2015. What is it that we did not learn and
2. Given your answer to question 1, explain specifically what benefits you would recommend the Hotel Paris implement to achieve these behavioral improvements The New Benefits Plan The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties,
1. Because employers typically make benefits available to all employees, they may not have the motivational effects of incentive plans. Given this, list five employee behaviors you believe Hotel Paris could try to improve through an enhanced benefits plan, and explain why you chose them. The New
3. Would you advise establishing some type of day care center for the Carter Cleaning employees? Why or why not? Carter Cleaning Centers has traditionally provided only legislatively required benefits for its employees. These include participation in the state s unemployment compensation program,
2. What would you tell Jennifer are the advantages and disadvantages to Carter Cleaning Centers of providing its employees with health, hospitalization, and life insurance programs? Carter Cleaning Centers has traditionally provided only legislatively required benefits for its employees. These
1. Draw up a policy statement regarding vacations, sick leave, and paid days off for Carter Cleaning Centers. Carter Cleaning Centers has traditionally provided only legislatively required benefits for its employees. These include participation in the state s unemployment compensation program,
3. Similarly, from the point of view of the union,what are the downsides of having to represent two classes of employees, and how would you suggest handling the situation? By February 2004, the strike by Southern California grocery workers against the state s major supermarket chains was almost 5
2. From the grocery chains point of view, what is the downside of having two classes of employees, one of which has superior health insurance benefits? How would you suggest they handle the problem? By February 2004, the strike by Southern California grocery workers against the state s major
1. Assume you are mediating this dispute.Discuss five creative solutions you would suggest for how the grocers could reduce the health insurance benefits and the cost of their total benefits package without making any employees pay more. By February 2004, the strike by Southern California grocery
Purpose: The purpose of this exercise is to provide practice in developing a benefits package for a small business.Required Understanding: Be very familiar with the material presented in this chapter. In addition, review Chapter 11 to reacquaint yourself with sources of compensation survey
4. The HRCI Test Specifications Appendix (pages 633 640) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in Strategic Management, Workforce Planning, and Human Resource Development). In groups of four to five
2. Assume you run a small business.Working individually or in groups, visit the Web site www.dol.gov/elaws. See the Small Business Retirement Savings Advisor. Write a 2-page summary explaining: (1) the various retirement savings programs available to small business employers, and (2) which
5. What are the main provisions of the FMLA?
3. Explain how ERISA protects employees pension rights.
3. Lay out a complete incentive plan (including all longand short-term incentives) for the Hotel Paris s hotel managers. 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
2. Given what you know about the Hotel Paris s strategic goals, list three or four specific behaviors you would incentivize for each of the following groups of employees:front-desk clerks, hotel managers, valets, housekeepers. The Hotel Paris s competitive strategy is To use superior guest service
1. Discuss what you think of the measurable criteria that Lisa and the CFO set for their new incentive plan. 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
4. A store manager s job is to keep total wages to no more than 30% of sales and to maintain the fuel bill and the supply bill at about 9% of sales each.Managers can also directly affect sales by ensuring courteous customer service and by ensuring that the work is done properly.What suggestions
3. Is there another incentive plan you think would work better for the pressers? Describe it. The question of whether to pay Carter Cleaning Center employees an hourly wage or an incentive of some kind has always intrigued Jack Carter.His basic policy has been to pay employees an hourly wage,
2. Should other employees (cleaner/spotters, counter people) be put on a similar plan? Why? Why not? If so, how, exactly? The question of whether to pay Carter Cleaning Center employees an hourly wage or an incentive of some kind has always intrigued Jack Carter.His basic policy has been to pay
1. Should this plan be extended to pressers in the other stores? The question of whether to pay Carter Cleaning Center employees an hourly wage or an incentive of some kind has always intrigued Jack Carter.His basic policy has been to pay employees an hourly wage, except that his managers do
4. Assuming the new pay plan is eventually accepted, how would you address the fact that in the new performance evaluation system, employees input affects their peers pay levels? In his new position at Hathaway Manufacturing, one of the first things Sandy Caldwell wanted to do was improve
3. What mistakes did they make in adopting and communicating the new salary plan? How might Sandy have approached this major compensation change a little differently? In his new position at Hathaway Manufacturing, one of the first things Sandy Caldwell wanted to do was improve productivity through
2. What advice would you give Regina and Sandy as they consider their decision? In his new position at Hathaway Manufacturing, one of the first things Sandy Caldwell wanted to do was improve productivity through teamwork at every level of the firm. As the new human resource manager for the suburban
1. Does the pay-for-performance plan seem like a good idea? Why or why not? In his new position at Hathaway Manufacturing, one of the first things Sandy Caldwell wanted to do was improve productivity through teamwork at every level of the firm. As the new human resource manager for the suburban
2. What recommendations would you make to improve the compensation system in a way that would likely improve customer satisfaction? Purpose: The purpose of this exercise is to give you practice developing an incentive plan.Required Understanding: Be thoroughly familiar with this chapter, and read
1. In what ways might your teams compensation plan contribute to the customer service problems? Purpose: The purpose of this exercise is to give you practice developing an incentive plan.Required Understanding: Be thoroughly familiar with this chapter, and read the following:Express Auto, an
3. The HRCI Test Specifications Appendix (pages 633 640) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in Strategic Management,Workforce Planning, and Human Resource Development). In groups of four to five
6. In this chapter, we listed a number of guidelines for not instituting a pay-for-performance plan. Do you think these points make sense in terms of motivation theory?Why or why not?
2. Explain five reasons why incentive plans fail.
1. Compare and contrast six types of incentive plans.
6. Outline the steps in designing effective incentive plans.
5. Name and define the most popular organization-wide variable pay plans.
4. Describe the main incentives for managers and executives.
3. Discuss the pros and cons of commissions versus straight pay incentives for salespeople.
2. Discuss the main incentives for individual employees.
1. Explain how you would apply five motivation theories in formulating an incentive plan.
3. Devise a ranking job evaluation system for the Hotel Paris s nonmanagerial employees (housekeepers, valets, front-desk clerks, phone operators,waitstaff, groundskeepers, and security guards) and use it to show the worth of these jobs relative to one another. The Hotel Paris s competitive
2. Would you suggest that Hotel Paris implement a competency-based pay plan for its nonmanagerial staff?Why or why not? 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
1. Draw a diagram showing with arrows how compensation at Hotel Paris should influence employee performance, which should in turn influence Hotel Paris performance. Include at each level examples of relevant compensation policies, employee behavior, and Hotel Paris outcomes. The Hotel Paris s
4. Specifically, what would you suggest Jennifer do now with respect to her company s pay plan? Carter Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use compensable factors.Wage rates are based mostly on those prevailing in the surrounding community and are
3. Similarly, is Carter s male female differential wise?If not, why not? Carter Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use compensable factors.Wage rates are based mostly on those prevailing in the surrounding community and are tempered with an
2. Is Jack Carter s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined? Carter Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use compensable factors.Wage rates are based mostly on those prevailing in the
1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why? Carter Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use compensable factors.Wage rates are based mostly on those prevailing in
3. Why would you suggest Black pursue the alternative you suggested? Joe Black was trying to figure out what to do about a problem salary situation he had in his plant. Black recently took over as president of Acme Manufacturing. The founder and former president, Bill George, had been president for
2. How do you think the company got into a situation like this in the first place? Joe Black was trying to figure out what to do about a problem salary situation he had in his plant. Black recently took over as president of Acme Manufacturing. The founder and former president, Bill George, had been
1. What would you do if you were Black? Joe Black was trying to figure out what to do about a problem salary situation he had in his plant. Black recently took over as president of Acme Manufacturing. The founder and former president, Bill George, had been president for 35 years.The company was
2. If time permits, a spokesperson from each group can put his or her group s rankings on the board.Did the groups end up with about the same results? How did they differ? Why do you think they differed? Purpose: The purpose of this exercise is to give you experience in performing a job evaluation
1. Perform a job evaluation by ranking the jobs.You may use one or more compensable factors. Purpose: The purpose of this exercise is to give you experience in performing a job evaluation using the ranking method.Required Understanding: You should be thoroughly familiar with the ranking method of
4. The HRCI Test Specifications Appendix (pages 633 640) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in Strategic Management,Workforce Planning, and Human Resource Development). In groups of four to five
6. List and explain six important trends in compensation management.
4. How exactly would you appraise the employees competencies ? What tools would you use specifically, and why? Employee appraisals at The Weather Channel are recommended to be done on an ongoing, continual basis so that an employee always knows where he or she stands as far as what is expected and
3. How would you reduce the anxiety and stress of an appraisal, based on what you read in Chapter 9? Employee appraisals at The Weather Channel are recommended to be done on an ongoing, continual basis so that an employee always knows where he or she stands as far as what is expected and how well
2. How, specifically, does a firms performance management process support its training process? Employee appraisals at The Weather Channel are recommended to be done on an ongoing, continual basis so that an employee always knows where he or she stands as far as what is expected and how well he or
1. From what Ms. Taylor says, does The Weather Channel really use a performance management process? Why do you conclude that? Employee appraisals at The Weather Channel are recommended to be done on an ongoing, continual basis so that an employee always knows where he or she stands as far as what
4. From what you ve seen in this video, what exactly would you do to turn Hautelook s appraisal process into more of a performance management process? Performance appraisal can be performed both by employees and by their supervisors.The online clothing retail company Hautelook conducts evaluations
3. Which appraisal problems from Chapter 9 would help to explain the fairness and accuracy issues that sometimes arise in the company s appraisals? Performance appraisal can be performed both by employees and by their supervisors.The online clothing retail company Hautelook conducts evaluations by
2. What do you think of how Hautelook handled its attendance problem? Was this an appraisal or a discipline problem? What difference would it make in how you handle the problem? Performance appraisal can be performed both by employees and by their supervisors.The online clothing retail company
1. What appraisal tool or tools would you recommend using at Hautelook, and why? Performance appraisal can be performed both by employees and by their supervisors.The online clothing retail company Hautelook conducts evaluations by both a formal and an informal process. Informal evaluations can
5. How does the California Health Foundation handle employees who may be candidates for future promotion? Kim Galvin, the human resources director of the California Health Foundation, explains the nature of the company s performance management system. The employee appraisal system is open-ended and
4. Suppose, as Kim Galvin says, you have an employee who is very well liked but not meeting the job expectations.What would you do? Kim Galvin, the human resources director of the California Health Foundation, explains the nature of the company s performance management system. The employee
3. Why does Kim Galvin think that, besides the human resources director, only an employee and his or her manager should review the employee s performance review? What (if any) is the drawback of not having the supervisor s own manager review the appraisal? Would you require some type of review, and
2. What you think of the idea of getting anonymous third-party feedback on the employee? Why? Kim Galvin, the human resources director of the California Health Foundation, explains the nature of the company s performance management system. The employee appraisal system is open-ended and includes
1. Specifically what type of appraisal tool does the company seem to be using, based on what you read in Chapter 9? How would you modify it? Kim Galvin, the human resources director of the California Health Foundation, explains the nature of the company s performance management system. The employee
3. Describe the group of experts who conduct the training for Witness.org. Witness.org trains human rights advocacy groups to capture on video the testimonies of survivors and witnesses to human rights abuses all over the world. The company s goal is to empower the people who are directly involved
2. Describe the challenges incurred in the training and development process at Witness.org. Witness.org trains human rights advocacy groups to capture on video the testimonies of survivors and witnesses to human rights abuses all over the world. The company s goal is to empower the people who are
1. Explain how training and development play an important role in Witness.org. Witness.org trains human rights advocacy groups to capture on video the testimonies of survivors and witnesses to human rights abuses all over the world. The company s goal is to empower the people who are directly
6. How does identifying the intended outcomes of a training shape the training itself? Maxene Raices is a senior manager at Wilson Learning, a company that specializes in developing training programs. She describes the best practices that make training most effective. She explains how training
5. What are two reasons that Maxene gives for thinking it is important for different learning styles to be recognized? Maxene Raices is a senior manager at Wilson Learning, a company that specializes in developing training programs. She describes the best practices that make training most
4. Discuss four types of technology Wilson could use to deliver training, based on the Chapter 8. Maxene Raices is a senior manager at Wilson Learning, a company that specializes in developing training programs. She describes the best practices that make training most effective. She explains how
3. What you think of the experimental design Wilson used to assess the call-center training program? How would you suggest the company improve it? Maxene Raices is a senior manager at Wilson Learning, a company that specializes in developing training programs. She describes the best practices that
2. Explain what specific training tools and processes discussed in Chapter 8 you would use to implement a know, show, do training approach. Maxene Raices is a senior manager at Wilson Learning, a company that specializes in developing training programs. She describes the best practices that make
1. How does Wilson Learning s know, show, do approach fit with the training process that Chapter 8 described? Maxene Raices is a senior manager at Wilson Learning, a company that specializes in developing training programs. She describes the best practices that make training most effective. She
3. What specific career development activities would you recommend in light of the fact that the Paris s hotels and employees are disbursed around the world? The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase
2. Build on the company s current performance management system by recommending two other specific career development activities the hotel should implement. The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase
1. Many hotel jobs are inherently dead end ; for example, maids, laundry workers, and valets either have no great aspirations to move up, or are just using these jobs temporarily, for instance, to help out with household expenses. First, do you agree with this statement why, or why not? Second,
3. Outline and describe the career development program you would propose for the cleaners, pressers, counter people, and managers at the Carter Cleaning Centers. Career planning has always been a pretty low-priority item for Carter Cleaning, since just getting workers to come to work and then
2. Who should participate in the program? All employees?Selected employees? Career planning has always been a pretty low-priority item for Carter Cleaning, since just getting workers to come to work and then keeping them honest is enough of a problem, as Jack likes to say. Yet Jennifer thought it
1. What would be the advantages to Carter Cleaning of setting up a career planning program? Career planning has always been a pretty low-priority item for Carter Cleaning, since just getting workers to come to work and then keeping them honest is enough of a problem, as Jack likes to say. Yet
3. Use other Internet sources, including Google.com, to finalize an answer to the question, What other steps should Google take to improve employee retention? On the face of it, Google would seem to be the last company that one would expect to have an employee retention problem. Google usually
2. Was there any information in previous chapters of this book that would help to illustrate other steps Google took to improve retention? On the face of it, Google would seem to be the last company that one would expect to have an employee retention problem. Google usually shows up in Best
1. Without doing any further research than what you learned in this chapter,what other steps would you suggest Google take to improve employee retention? On the face of it, Google would seem to be the last company that one would expect to have an employee retention problem. Google usually shows up
3. Given these prospects and your own occupational inclinations, outline a brief, 1-page career plan for yourself, including current occupational inclinations, career goals, and an action plan listing four or five development steps you will need to take in order to get from where you are now
2. What are the prospects for these occupations? Purpose: The purpose of this exercise is to provide you with experience in analyzing your career preferences.Required Understanding: Students should be thoroughly familiar with the Employee s Role in Career Management section in this chapter, as well
1. What does your research suggest to you about what would be your preferable occupational options? Purpose: The purpose of this exercise is to provide you with experience in analyzing your career preferences.Required Understanding: Students should be thoroughly familiar with the Employee s Role in
8. Sporting News (http://aol.sportingnews.com/ncaabasketball/story/2009-07-29/sporting-news-50-greatestcoaches-all-time) ran a story listing what they called the 50 greatest basketball coaches. Look at this list, and pick out two of the names. Then research these people online to determine what
5. The HRCI Test Specifications Appendix at the end of this book (pages 633 640) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in Strategic Management, Workforce Planning, and Human Resource Development). In
1. Why is it advisable for an employee retention effort to be comprehensive? To what extent does IBMs on-demand program fit that description, and why?
4. List and discuss the four steps in effectively coaching an employee.
3. Discuss what employers and supervisors can do to support employees career development needs.
2. Explain why employee engagement is important, and how to foster such engagement.
1. Describe a comprehensive approach to retaining employees.
2. Based on that, create a performance appraisal form for appraising that job. 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
1. Choose one job, such as front-desk clerk. Based on any information you have (including job descriptions you may have created in other chapters), write a list of duties, competencies, and performance standards for that chosen job. The Hotel Paris s competitive strategy is To use superior guest
2. Develop a performance appraisal method for the workers and managers in each store. After spending several weeks on the job, Jennifer was surprised to discover that her father had not formally evaluated any employee s performance for all the years that he had owned the business. Jack s position
1. Is Jennifer right about the need to evaluate the workers formally? The managers? Why or why not? After spending several weeks on the job, Jennifer was surprised to discover that her father had not formally evaluated any employee s performance for all the years that he had owned the business.
Showing 3000 - 3100
of 3756
First
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
Step by Step Answers
Get 50% OFF
Claim Now
