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Human Resource Management 13th Edition Gary Dessler - Solutions
4. Give examples of some of the ethical and legal considerations in testing.
3. Cite and illustrate our testing guidelines.
2. Explain how you would go about validating a test.
1. Explain what is meant by reliability and validity.
3. How would you suggest they measure the effectiveness of their recruiting efforts? 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
2. What would a Hotel Paris help wanted ad look like? 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
1. Given the hotel s stated employee preferences, what recruiting sources would you suggest they use, and 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,
2. Provide a detailed list of recommendations concerning how we should go about increasing our pool of acceptable job applicants so we no longer face the need to hire almost anyone who walks in the door. (Your recommendations regarding the latter should include completely worded online and
1. First, how would you recommend we go about reducing the turnover in our stores? If you were to ask Jennifer and her father what the main problem was in running their firm, their answer would be quick and short: hiring good people. Originally begun as a string of coin-operated laundromats
4. What suggestions would you make to Trilogy for improving its recruiting processes? Trilogy Enterprises Inc. of Austin, Texas, is a fast-growing software company, and provides software solutions to giant global firms for improving sales and performance. It prides itself on its unique and
3. Would Trilogy be an appealing employer for you? Why or why not? If not, what would it take for you to accept a job offer from Trilogy? Trilogy Enterprises Inc. of Austin, Texas, is a fast-growing software company, and provides software solutions to giant global firms for improving sales and
2. What particular elements of Trilogy s culture most likely appeal to the kind of employees it seeks? How does it convey those elements to job prospects? Trilogy Enterprises Inc. of Austin, Texas, is a fast-growing software company, and provides software solutions to giant global firms for
1. Identify some of the established recruiting techniques that apparently underlie Trilogy s unconventional approach to attracting talent. Trilogy Enterprises Inc. of Austin, Texas, is a fast-growing software company, and provides software solutions to giant global firms for improving sales and
3. Prepare in outline form a complete nurses recruiting program for this hospital, including all recruiting sources your group would use. of August 2011, U.S. unemployment was still disappointingly high, and employers were still holding back on their hiring. However, while many people were
2. Analyze the hospital s current online nurses ad. How would you improve on it? of August 2011, U.S. unemployment was still disappointingly high, and employers were still holding back on their hiring. However, while many people were unemployed, that was not the case with nurse professionals.
1. Based on information available on the hospital s Web site, create a hard-copy ad for the hospital to place in the Sunday edition of the New York Times.Which(geographic) editions of the Times would you use, and why? of August 2011, U.S. unemployment was still disappointingly high, and employers
6. 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
6. Develop a help wanted ad.
5. List and discuss the main outside sources of candidates.
3. Explain and give examples for the need for effective recruiting.
2. If time permits, spend some time prior to class observing the front-desk clerk at a local hotel. In any case, create a job description for a Hotel Paris front-desk clerk. The Hotel Paris s competitive strategy is To use superior guest service to differentiate the Hotel Paris properties, and to
1. Based on the hotel s stated strategy, list at least four important employee behaviors for the Hotel Paris s staff. 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
4. What, in your opinion, should the store manager s job description look like and contain? The Job Description Based on her review of the stores, Jennifer concluded that one of the first matters she had to attend to involved developing job descriptions for her store managers.As Jennifer tells it,
3. How should Jennifer go about collecting the information required for the standards, procedures, and job description? The Job Description Based on her review of the stores, Jennifer concluded that one of the first matters she had to attend to involved developing job descriptions for her store
2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? The Job Description Based on her review of the stores, Jennifer concluded that one of the first matters she had to attend to involved developing job descriptions for her
1. What should be the format and final form of the store manager s job description? The Job Description Based on her review of the stores, Jennifer concluded that one of the first matters she had to attend to involved developing job descriptions for her store managers.As Jennifer tells it, her
2. How would you have conducted the job analysis? What should Phil do now? In May 2011, Mississippi River flooding hit Vicksburg, Mississippi, and the Optima Air Filter Company. Many employees homes were devastated, and the firm found that it had to hire almost three completely new crews, one for
1. Should Phil and Linda ignore the old-timers protests and write the job descriptions as they see fit? Why? Why not? How would you go about resolving the differences? In May 2011, Mississippi River flooding hit Vicksburg, Mississippi, and the Optima Air Filter Company. Many employees homes were
4. Finally, within each of these new combined groups, compare and critique each of the two sets of job descriptions and job specifications. Did each job analysis method provide different types of information?Which seems superior? Does one seem more advantageous for some types of jobs than others?
3. Next, each group should choose a partner group, one that developed the job description and job specification using the alternate method.(A group that used the job analysis questionnaire should be paired with a group that used the job description questionnaire.) Purpose: The purpose of this
2. Based on this information, each group will develop its own job description and job specification for the instructor. Purpose: The purpose of this exercise is to give you experience in developing a job description, by developing one for your instructor.Required Understanding: You should
1. Each group should do a job analysis of the instructor s job: Half of the groups will use the Figure 4-3 job analysis questionnaire for this purpose, and half will use the Figure 4-9 job description questionnaire. Purpose: The purpose of this exercise is to give you experience in developing a job
3. 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
7. Explain how you would conduct a job analysis.
3. What items are typically included in the job description?
7. What is the degree of expertise or skill required to perform the function? The list of job duties looms large in employers efforts to comply with ADA regulations.Under the Americans with Disabilities Act (ADA), the individual must have the requisite skills, educational background, and experience
6. Are employees in the position actually required to perform the function? The list of job duties looms large in employers efforts to comply with ADA regulations.Under the Americans with Disabilities Act (ADA), the individual must have the requisite skills, educational background, and experience
5. Does the position actually exist to perform that function? The list of job duties looms large in employers efforts to comply with ADA regulations.Under the Americans with Disabilities Act (ADA), the individual must have the requisite skills, educational background, and experience to perform the
4. What happens if a task is not completed on time? The list of job duties looms large in employers efforts to comply with ADA regulations.Under the Americans with Disabilities Act (ADA), the individual must have the requisite skills, educational background, and experience to perform the jobs
3. Would removing a function fundamentally alter the job? The list of job duties looms large in employers efforts to comply with ADA regulations.Under the Americans with Disabilities Act (ADA), the individual must have the requisite skills, educational background, and experience to perform the jobs
2. Do the tasks necessitate sitting, standing, crawling, walking, climbing, running, stooping, kneeling, lifting, carrying, digging, writing, operating, pushing, pulling, fingering, talking, listening, interpreting, analyzing, seeing, coordinating, etc.? The list of job duties looms large in
1. What activities/duties/tasks actually constitute the job? Is each really necessary? The list of job duties looms large in employers efforts to comply with ADA regulations.Under the Americans with Disabilities Act (ADA), the individual must have the requisite skills, educational background, and
6. Explain competency-based job analysis, including what it means and how it s done in practice.
5. Write a job specification.
2. Discuss the nature of job analysis, including what it is and how it s used.
4. Similarly, list five specific human resource management practices that you would suggest JDV use in order to produce the employee behaviors required to achieve JDV s strategic aims. Chip Conley is the founder of Joie de Vivre Hospitality (JDV), a collection of boutique hotels, restaurants, and
3. What is Joie de Vivre s philosophy on advertising for its hotels? How does this support the firms strategic aims? Chip Conley is the founder of Joie de Vivre Hospitality (JDV), a collection of boutique hotels, restaurants, and spas in California. The kitschy atmosphere of the boutiques allows
2. How did Chip Conley and Joie de Vivre Hospitality demonstrate great strategic flexibility during the dot-com crash and post-9/11 industry recession? Chip Conley is the founder of Joie de Vivre Hospitality (JDV), a collection of boutique hotels, restaurants, and spas in California. The kitschy
1. How does Joie de Vivre Hospitality differentiate its boutique hotels from other hotel offerings in the area? Chip Conley is the founder of Joie de Vivre Hospitality (JDV), a collection of boutique hotels, restaurants, and spas in California. The kitschy atmosphere of the boutiques allows JDV to
6. In this video Mr.Wheeler focuses mostly on diversity and on sexual harassment.Discuss five other important aspects of equal employment opportunity at work that are also important. A former HR director for UPS, now the president of The Virtual HR Director, gives some perspective on what diversity
5. To what extent do you believe that harassment, such as sexual harassment, is usually primarily a communications problem? Why? A former HR director for UPS, now the president of The Virtual HR Director, gives some perspective on what diversity means, and what its value can be to a
4. What else would you do to deal with employees who are hostile to the idea of diversity? A former HR director for UPS, now the president of The Virtual HR Director, gives some perspective on what diversity means, and what its value can be to a company.Employees of a wide variety of backgrounds
3. What does Gary Wheeler report is most often the basis of reported claims of harassment, and how are these cases dealt with? A former HR director for UPS, now the president of The Virtual HR Director, gives some perspective on what diversity means, and what its value can be to a company.Employees
2. What typical avenues are open to an employee who feels he or she is being harassed, in order to make sure it is dealt with properly? Do you see any room for improvement based on our discussion in Chapter 3? A former HR director for UPS, now the president of The Virtual HR Director, gives some
1. What kinds of things does Gary Wheeler think a diverse workforce can contribute to a company? A former HR director for UPS, now the president of The Virtual HR Director, gives some perspective on what diversity means, and what its value can be to a company.Employees of a wide variety of
3. What characteristics would you use to describe a candidate likely to be hired by Patagonia? How do these characteristics reflect and support Patagonia s strategy? The mission at Patagonia is to build the best product possible, cause no unnecessary environmental harm, and inspire solutions to the
2. Patagonia has often been selected as one of the country s best places to work.What Patagonia HR practices and employee benefits do you think help Patagonia earn this honor? The mission at Patagonia is to build the best product possible, cause no unnecessary environmental harm, and inspire
1. How does the mission of Patagonia differ from most other companies? The mission at Patagonia is to build the best product possible, cause no unnecessary environmental harm, and inspire solutions to the environmental crisis. The benefits to employees working for Patagonia are considerable.
2. Using Table 3-1 (page 92), list at least five metrics the Hotel Paris could use to measure its HR practices. We present a Translating Strategy into HR Policies and Practices Case: The Hotel Paris Case in the end-of-chapter material of each chapter (starting with this chapter). This continuing
1. Draw a simple strategy map for the Hotel Paris. Specifically, summarize in your own words an example of the hierarchy of links among the hotel s HR practices, necessary workforce competencies and behaviors, and required organizational outcomes. We present a Translating Strategy into HR Policies
2. Assume the Carters want to institute a high-performance work system as a test program in one of their stores.Write a one-page outline summarizing important HR practices you think they should focus on. The High-Performance Work System As a recent graduate and as a person who keeps up with the
1. Would you recommend that the Carters expand their quality program? If so, specifically what form should it take? The High-Performance Work System As a recent graduate and as a person who keeps up with the business press, Jennifer is familiar with the benefits of programs such as total quality
3. Provide a brief illustrative outline of a strategy map for Siemens. Siemens is a 150-year-old German company, but it s not the company it was even a few years ago. Until recently, Siemens focused on producing electrical products. Today the firm has diversified into software, engineering, and
2. Identify at least four strategically relevant HR policies and activities that Siemens has instituted in order to help human resource management contribute to achieving Siemens strategic goals. Siemens is a 150-year-old German company, but it s not the company it was even a few years ago. Until
1. Based on the information in this case, provide examples for Siemens of at least four strategically required organizational outcomes, and four required workforce competencies and behaviors. Siemens is a 150-year-old German company, but it s not the company it was even a few years ago. Until
6. The HRCI Test Specifications appendix at the end of this book (pages 633 640) lists the things someone studying for the HRCI certification exam needs to know in each area of human resource management (such as in Strategic Management,Workforce Planning, and Human Resource Development). In groups
5. In teams of 4 5 students, choose a company for which you will develop an outline of a strategic HR plan.What seem to be this company s main strategic aims? What is the firms competitive strategy? What would the strategic map for this company look like? How would you summarize your recommended
4. Using the Internet or library resources, bring to class and discuss at least two examples of how companies are using an HR Scorecard to help create HR systems that support the company s strategic aims. Do all managers seem to mean the same thing when they refer to HR Scorecards? How do they
3. Interview an HR manager and write a short report on The Strategic Roles of the HR Manager at XYZ Company.
2. Using the Internet or library resources, analyze the annual reports of five companies. Bring to class examples of how those companies say they are using their HR processes to help the company achieve its strategic goals.
1. With three or four other students, form a strategic management group for your college or university. Your assignment is to develop the outline of a strategic plan for the college or university. This should include such things as mission and vision statements; strategic goals;and corporate,
5. What is a high-performance work system? Provide several specific examples of the typical components in a high-performance work system.
4. Explain how human resources management can be instrumental in helping a company create a competitive advantage.
3. Define and give at least two examples of the cost leadership competitive strategy and the differentiation competitive strategy.
2. What is the difference between a strategy, a vision, and a mission? Give one example of each.
5. And finally, aside from the specific problems, what other personnel management matters (application forms, training, and so on) have to be reviewed given the need to bring them into compliance with equal rights laws? One of the first problems Jennifer faced at her father s Carter Cleaning
4. Given the fact that each of its stores has only a handful of employees, is her company covered by equal rights legislation? One of the first problems Jennifer faced at her father s Carter Cleaning Centers concerned the inadequacies of the firms current HR management practices and procedures.One
3. How should she and her company address the possible problems of age discrimination? One of the first problems Jennifer faced at her father s Carter Cleaning Centers concerned the inadequacies of the firms current HR management practices and procedures.One problem that particularly concerned her
2. How should Jennifer and her company address the sexual harassment charges and problems? One of the first problems Jennifer faced at her father s Carter Cleaning Centers concerned the inadequacies of the firms current HR management practices and procedures.One problem that particularly concerned
1. Is it true, as Jack Carter claims, that we can t be accused of being discriminatory because we hire mostly women and minorities anyway ? One of the first problems Jennifer faced at her father s Carter Cleaning Centers concerned the inadequacies of the firms current HR management practices and
5. The allegations against Madison Square Garden in this case raise ethical questions with regard to the employer s actions. Explain whether you agree or disagree with this statement, and why. The jury in a sexual harassment suit brought by a former high-ranking New York Knicks basketball team
4. Aside from the appeal, what would you do now if you were the Garden s top management? The jury in a sexual harassment suit brought by a former high-ranking New York Knicks basketball team executive recently awarded her more than $11 million in punitive damages. They did so after hearing
3. Based on the few facts that you have, what steps could Garden management have taken to protect itself from liability in this matter? The jury in a sexual harassment suit brought by a former high-ranking New York Knicks basketball team executive recently awarded her more than $11 million in
2. From what you know of this case, do you think the jury arrived at the correct decision? If not, why not? If so, why? The jury in a sexual harassment suit brought by a former high-ranking New York Knicks basketball team executive recently awarded her more than $11 million in punitive damages.
1. Do you think Ms. Browne Sanders had the basis for a sexual harassment suit? Why? The jury in a sexual harassment suit brought by a former high-ranking New York Knicks basketball team executive recently awarded her more than $11 million in punitive damages. They did so after hearing testimony
2. Each group should develop answers to the following questions:a. Based on what you read in this chapter, on what legal basis could the 61-year-old California attorney claim he was a victim of discrimination?b. On what laws and legal concepts did the employer apparently base its termination of
1. Divide the class into groups of three to five students. Discrimination lawsuits are rarely simple, because the employer will often argue that the person was fired due to poor performance, rather than discrimination. So, there s often a mixed motive element to such situations. The facts of a case
7. 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
6. Assume you are the manager in a small restaurant; you are responsible for hiring employees, supervising them, and recommending them for promotion. Working individually or in groups, compile a list of potentially discriminatory management practices you should avoid.
5. Explain the difference between affirmative action and equal employment opportunity.
4. Working individually or in groups, write a paper titled What the Manager Should Know About How the EEOC Handles a Person s Discrimination Charge.
3. Compare and contrast the issues presented in Bakke with more recent court rulings on affirmative action.Working individually or in groups, discuss the current direction of affirmative action.
2. Working individually or in groups, discuss how you would set up an affirmative action program.
1. Working individually or in groups, respond to these three scenarios based on what you learned in this chapter.Under what conditions (if any) do you think the following constitute sexual harassment? (a) A female manager fires a male employee because he refuses her requests for sexual favors. (b)
6. What is the difference between disparate treatment and disparate impact?
5. What are the two main defenses you can use in the event of a discriminatory practice allegation, and what exactly do they involve?
4. What is sexual harassment? How can an employee prove sexual harassment?
3. What is adverse impact? How can it be proved?
2. What important precedents were set by the Griggs v.Duke Power Company case? The Albemarle v. Moody case?
1. Explain the main features of Title VII, the Equal Pay Act, the Pregnancy Discrimination Act, the Americans with Disabilities Act, and the Civil Rights Act of 1991.
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