人力资源管理 Human resource management.docx

Chapter 1 Questions1.Explain how action-oriented HRM departments differ from people-oriented HRM departments.It is action-oriented. Effective HRM focuses on action rather than on record keeping, written procedure, or rules. Certainly, HRM uses rules, records, and policies, but it stresses action. HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees development and satisfaction.It is people-oriented. Whenever possible, HRM treats each employee as an individual and offers services and programs to meet the individuals needs, McDonalds, the fast-food chain, has gone so far as to give an executive the title vice president of individuality,2.Many organizations have had a difficult time adopting a strategic perspective toward HRM. Why?For years the HRM function had not been linked to the corporate profit margin or what is referred to as the bottom line. The role of HRM in the firms strategic plan and overall strategy was usually couched in fuzzy terms and abstraction. Manager dont pay much attention to HRM.3.Identify five HRM criteria or components that can be used to measure organizational effectiveness or ineffectiveness. Grievance rate is an example.Performance, legal compliance, employee satisfaction, absenteeism, turnover, training effectiveness and return on investment, grievance rates, and accident rates.4.Identify five contributions that HRM makes to organizational effectiveness. Helping the organization reach its goals is an example.Employing the skills and abilities of the workforce efficientlyProviding the organization with well-trained and well-motivated employeesIncreasing to the fullest the employees job satisfaction and self-actualization. Developing and maintaining a quality of work life that makes employment in the organization desirableCommunicating HRM policies to all employeesHelping to maintain ethical policies and socially responsible behaviorManaging change to the mutual advantage of individuals, groups, the enterprise, and the public5.Name three benefits that companies attribute to telecommuting.Outsourcing HRM practices, family medical leave, child care, spouse-relocation assistance6.Human Resource Management (HRM) consists of numerous activities. Name at least five of them.1.Equal employment opportunity(EEO)compliance2.Job analysis3.Human resource planning4.Employee recruitment, selection, motivation, and orientation5.Performance evaluation and compensation6.Training and development7.Safety, health, and wellness7.Name two factors that contributed to the development of personnel departments.The drastic changes in technology, the growth of organizations, the rise of unions, and government concern and intervention concerning working people 8.What is the primary reason that operating managers, such as supervisors, department heads, and vice presidents, are involved in HRM activities?When two groups of people making HRM decisions, there can be conflict. Conflict occurs because operating and HR managers sometimes differ on who has authority for what decisions, or there may be other differences between operating and HR managers. Line managers are generally not familiar with the legal requirements concerning recruitment and selection.9.When is the conflict between HR employees and operating managers most pressing?When there must be joint decisions on such issues as discipline, physical working conditions, termination, transfer, promotion, and employment planning.Chapter 2 Questions1.Identify five HRM activities, policies, or programs that are influenced by federal regulations.Hiring, promotion, managing diversity, performance evaluation, downsizing, and discipline2.What are the educational and behavioral factors that an HR manager must consider when staffing a division in a new geographic location?Regulation encourages simplistic thinking on complicated issues. Small enterprises are treated like large ones. Different industries are regulated alikeDesigning and administering regulations is an incredibly complex task, leading to very slow decision makingRegulation does not encourage mutual accommodation but rather leads to complicated legal maneuveringMany regulations are out of date and serve little social purpose, yet they are not eliminatedThere is increasing evidence of regulatory overlap and contradictions among different regulatory agencies3. Third-world nations are the most difficult to work in. Why?Because of significant constraints in terms of education, economic system, political structure, and the general infrastructure.4.Which of these work-life balance programs would most appeal to you today, and why? What about 10 years from now? a. Child care at or near the worksiteb. Sick care for children and employeesc. On-site summer campd. Concierge services to assist with a wide variety of errands, from dry cleaning to making dinner reservationse. Flexible work scheduleToday I choose “e”, because I want to work when I want, 10 years later I would choose “a”, I think that time I would have a baby and I want to see him or her all time.5.Identify at least three issues that telecommuting raises for HRM.How performance will be monitored, how telecommuters should be rewarded, how telecommuters can be made to fell like they are part of the team, and how telecommuters can be mentored6.The ARDM model includes four specific steps to be taken by managers. What are they?1.,diagnosis 2.prescription 3.implementation 4.evaluation 7.Why does regulation encourage simplistic thinking on complicated issues?Small enterprises are treated like large ones. Different industries are regulated alike8.Many economists define institutions that are neither governmental nor profit-oriented as the third sector. Identify three types of institutions that would be classified as third sector.Engineers, nurses, teachers9.How can competitors learn about a firms HRM policies?Although it is difficult for competitors to have total access to a firms HRM policies, programs, and approaches, it is possible to learn through laid-off employees, customers, communication materials, and other procedures what a company does in the HRM area.10.What does symbolic egalitarianism mean?Equal treatment of employees by such actions as eliminating executive dining rooms and reserved parking spaces11.Identify two benefits of paying wages than are higher than required by the market.High wages tend to attract better qualified applicants, make turnover less likely, and send a message that the firm values its employees12.Name a method by which an organization can give employees an ownership interest in the organization.Providing them with such things as shares of company stock and profit-sharing programs13. What are the four stages of product development?Diagnosis, prescription, implementation, evaluation14.What types of employees are considered contingent workers?There are permanent or full-time employees and another category, referred to as contingent workers. The category of contingent employees includes temporaries part-timers, contract or leased workers, and other individuals who are hired to handle extra job tasks or workloads.Chapter 3 Questions1. List five adverse employment actions that may be considered retaliatory.Termination, denial of promotion, denial of job benefits, refusal to hire, demotion, suspension, threats, reprimands, negative evaluations, harassment, and limiting access to internal complaint or grievance procedures.2. What is quid pro quo harassment?A supervisors acts involving tangible job detriments are viewed as acts of the employer.3.Plaintiffs may defend the termination of protected employees with legitimate reasons, such as poor performance. However, employees may overcome this defense. How?By demonstrating that the stated reason was a pretext for discrimination.4.What are two of the economic reasons that companies give for not hiring older workers?The added expense of funding pensions for older workers and the increased premiums necessary for health and life insurance plans.5. Identify at least three advantages of hiring older workers.Lower turnover, greater consciousness of safety, longer work experience, more maturity, and more loyalty to the enterprises.6.What are the four stages of an EEOC investigation into charges of discrimination?1.Preinvestigation division interviews the complainants2.Investigation division collects facts from all parties concerned3.If there seems to be substance to the charge, the EEOC tries to work out an out-of-court settlement through conciliation4.If conciliation fails, the EEOC can sue the employer7.Once a final court decision is reached in a Title VII case, it can provide drastic remedies. List 5 possible remedies.Back pay, hiring quotas, reinstatement of employees, immediate promotion of employees, abolition of testing programs, or creation of special recruitment or training programs.Chapter 4 Questions1.Identify five human resource challenges that multinational corporations face today.The biggest HR challenge facing any globally oriented corporation is finding competent managersAn expatriate manager (PCN) comes from the corporations home nationRelocation can be troublesome, regardless of the managers country of originThe challenge is capitalizing on the diversity of a global workforce without suppressing cultural heritageAssuming there is “one best way” to structure HRM policies and practices2. What kinds of things can a company do to motivate employees to take and do well in overseas assignments?Pay attention to expatriates family3. According to the text, prospective managers should prepare satisfactory answers to a number of questions before going on an overseas assignment. List five of those questions.Can we expect to encounter any anti-Americanism? What about the threat of terrorism?How will living abroad affect me and my family?What will my spouse do in terms of work and home life? Are my children prepared for living abroad? What assistance and support will be available to us?4. What was the purpose of the Foreign Corrupt Practices Act of 1977?The purpose of the FCPA was to make it illegal for employees of American use their influence to gain an unfair competitive advantage for the organization.5.List three of the seven Sullivan Principles.Nonsegregation of the races in all work facilitiesEqual and fair employment practices for all employeesEqual pay for all employees performing equal work6. Would you be open to an overseas assignment? If not, why? If so, what difficulties would you expect to encounter when making the transition? For example, having your mail forwarded.No, because my parents, my sister and my friends is in here, I dont want to separate with them, another reason is I dont know the environment of overseas, Im afraid that I couldnt do very well in a different country.7. What are the three sources of employees for an international organization?1.Communism Communications Commission (1846) - Marx and Engels established in Brussels2.Communist League - the first international proletarian revolutionary organization formed by the restructured League of justice3.First International (1864 1872) - founded in London in 1864, formerly known as International Workers Association. It is the combined product of Marxism and the labor movement8. What does using a geocentric orientation to HRM mean?It will begin seeing the world as its labor market and, therefore, will hire key personnel from wherever they are available. The geocentric organization will ignore national boudndaries for staffing its overseas operations.9. What is the single greatest HR challenge facing any globally oriented corporation?Finding competent expatriate managers.10. What is the biggest HRM mistake that unsuccessful global organizations make?The biggest mistake is to assume that there is “one best way” to structure HRM policies and practices.Chapter 5 Questions1. Concern over a single individuals ability to provide accurate estimates led to the development of the Delphi technique. Explain what the Delphi technique is and how it works.Concerns over a single individuals ability to provide accurate estimates of such complex issues is called Delphi technique. The Delphi technique elicits expert estimates from a number of individuals in an iterative mannerestimates are revised by each individual based on knowledge of the other individuals estimates.2. One group-based judgment forecasting method is called the nominal group technique. Explain how it works.Individual generation of estimates is followed by group brainstorming sessions in the hope of generating one group decision that is preferred over any to the individual decisions.3. Name at least ten things that are commonly included in a skills inventory.Name, employee number, present location, date of birth, date of employment, job classification, specific skills and knowledge, education, field of education, knowledge of a foreign language, professional qualifications, publications, licenses, patents, hobbies, a supervisory evaluation of the employees capabilities, and salary range.4. A skills inventory typically is divided into three segments, one of which is Data summarizing the employees past. What four sub-categories (types of information) would be included in this segment?1. Data summarizing the employees past.2. Critical skills needed or developed while n these positions.3. Educational achievements.4. Significant special projects accomplished during the last three years.5. What are the advantages and disadvantages of the two principal methods of gathering data: the questionnaire and the interview. The questionnaire is faster and less expensive when many employee are involved, but inaccuracies often prevail. People often do not spend enough time on a questionnaire. Therefore，some experts contend that a trained interviewer can complete the reports more quickly and accurately, a procedure which in the long run more than offsets the costs of the interviewer5. A skills inventory often includes data that focus on the future. What would you enter as your personal career goals for one year and five years?The major tool used to asses the current supply of employees is the skills inventory. 6. It is generally agreed that HR planning involves four distinct phases or stages, the first being situation analysis or environmental scanning. What are the next three stages?1. Forecasting demand for human resources.2. Analysis of the supply of human resources.3. Development of plans for action.7. How might senior executives be enticed to delay retirement?When comparison of demand for and supply of employees indicates a surplus, senior executives will be enticed to delay retirement.Chapter 6 Questions1. If you were offered a choice of job sharing, flextime, telecommuting, or regular hours, which would you choose, and why?I would choose flextime, because in this kind of work style, I can have a free time after several tired days, and I can do anything that I want to do, such as traveling, shopping, and so on.2. Give three examples of the types of questions a job analyst should ask when studying a specific job.1. How much time is taken to complete important tasks?2. Which tasks are grouped together and considered a job?3. How can a job be designed or structured so that the employees performance can be enhanced?3. List the six steps in the job analysis process.1. Provides a broad view of how each job fits into the total fabric of the organization.2. Encourages those involved to determine how the job analysis and job design information will be used.3. Jobs that are to be analyzed are selected.4. Involves the use of acceptable job analysis techniques.5. To develop a job description.6. A job specification is prepared.4. Identify three things that a good job analysis must provide if it is to be viewed favorably in court.1. It should yield a thorough, clear job description.2. The frequency and importance of task behaviors should be assessed.3. It must allow for an accurate assessment of the knowledge, skills, abilities, and other characteristics required by the job.5. What is the difference between job oriented analysis and work-oriented analysis?This type of job analysis is referred to as job-oriented. On the other hand, a job can be analyzed in terms of behaviors or what the job incumbent does to perform the job. This is referred to as work-oriented job analysis. Both of these orientations are acceptable under the Uniform Guidelines on Employee Selection Procedures as they identify job duties and behaviors that are critical to performing the job.6. Explain the three steps of a multi-method job analysis.First conducts interviews with incumbents and supervisors in conjunction with on-site observation; next, a task survey based on expert judgments is constructed and administered. Finally, a statistical analysis of the responses to the task survey is conducted in order to assess their consistency and to identify any systematic variation in them.7. The latest version of the management position description questionnaire (MPDQ) is divided into 15 sections in order to reduce the time it takes to complete the questionnaire and to help with the interpretation of responses. Identify at least 10 of the sections.General information, decision making, planning and organizing, administeri