C They have skills that are valuable but not unique. D Their skills are available to all firms. A limited benefits B costs of continuous replacement C lack of training D no job security Answer : B. As part of the strategic planning process, XYZ Inc. What was XYZ doing? What is Smith Frozen Foods most likely performing? A a job satisfaction survey B an environmental analysis C a cultural audit D an engagement measure Answer : C.
What is values-based hiring? A hiring employees whose values correspond to their corporate cultures B hiring employees based on good ethical values C hiring decisions that lead to new values being adopted by the company D hiring executives who then instill their values in the company Answer : A. Which of the following best describes forecasting human resources needs? A It is scientific and relatively error-free.
B It is difficult and should only be done on rare occasions. C It should rely strictly on quantitative approaches, which utilize sophisticated analytical models. D It estimates the number and type of people that are needed to meet organizational objectives.
Which of the following should you take into account when forecasting demand? Kappa Technology is a firm in the high-technology sector. It needs to hire individuals with very specific knowledge and abilities, and it needs to do so quickly.
Which aspect of employee forecasting. Which of the following would XYZ Corporation benefit from? Manning Logistics laid off nine employees from data-entry positions in its finance division. Two weeks later, it hired 15 employees into data-entry positions in the inventory division. What mistake has the company committed? A faulty cultural audit B not forecasting properly C faulty goal alignment D not analyzing the internal labour force Answer : B.
What is the difference between trend analysis and management forecasts? A Trend analysis is used to analyze the business environment and management forecasts predict labour needs. B Trend analysis uses organizational indexes and management forecasts utilize statistical techniques.
C Trend analysis is quantitative and management forecasts are qualitative. D Trend analysis has proven success and management forecasts have major shortcomings.
Which of the following is a graphical representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements?
What is the most important information obtained from a Markov analysis? A human capital readiness B what types of attitudes employees have C what positions are going to be coming open and will require a new hire D how many individuals are ready for promotion Answer : C.
Which of the following is NOT a qualitative approach to demand forecasting? Which of the following is the process of identifying, developing, and tracking key individuals so that they may eventually assume top-level positions? As part of the SWOT analysis, the internal analyses of the firm would include an analysis of which of the following? Vindal Fabrics has determined that its organizational strength is being an industry leader in producing upholstery fabrics for automobiles.
The company believes its weakness is its performance in Southeast Asia. It has also determined that it is missing an opportunity by not yet branching into upholstery for public transit seats. A It needs to see that its major threat is the economic downturn of the auto industry. C It needs to perform a revenue analysis in order to see what chances it can take.
Answer : A. Which of the following is a cooperative strategy pursued by firms? In what way can HR best help ensure that a strategic alliance or joint venture goes smoothly in the beginning? A plan labour supply needs for both organizations B systematically monitor employee morale for both organizations C teach employees about the other organization D assess the compatibility of the two organizational cultures.
What do we call the internal alignment of HR practices to establish a configuration that is mutually enforcing? What do we call reducing the workforce through the departure of employees who resign or retire? Cloth Bound with Access Card. We're sorry! We don't recognize your username or password.
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Managing Human Resources, 8th Edition. Luis R. Overview Resources Order Overview. In-Class Exercise Is this legal? Take home exercise III. Chapter 3: Analyzing and Designing Work.
Job Analysis 1. Job Analysis and The Law Job Description 2. Job Description Job Design 3. Job Design 4. Approaches to Job Design 6. Chapter 4: Recruitment. The Recruitment Process 1. The Recruitment Process 2. Development of a Recruiting Plan The Law and Recruitment 3. Recruitment and Legislation Recruitment Strategies 4. Recruiting Sources 5. Costs of Recruitment V. Chapter 5: Staffing. The Selection Process 1. How to Select Employees Ask students to watch the clips and then provide examples of how the culture is rare, valuable, inimitable, and organized.
See the full citation for this paper in the Recommended Reading section. In many cases, HR practices will differ depending on the group to which the employees belong. See sample answers to this exercise in the HRM Experience section. Class Debate: Assign half of the class to argue that organizations should use contract workers, and half of the class to argue that organizations should use full-time contracts. Remind them that many employers e.
The hiring process for a December start-date often begins in October. But how do such retailers know how many people to hire in October to be ready for the holiday period? They need to engage in forecasting. Organizations can use one of two approaches to figuring this out: Quantitative approaches. Qualitative approaches. The Delphi technique attempts to decrease the subjectivity of forecasts by soliciting and summarizing the judgments of a pre-selected group of individuals.
Forecasting the supply of employees Staffing tables Markov analysis. Skill inventories Replacement charts. Succession planning. For each critical job family, managers identified the critical knowledge, skills, and behaviours necessary to build the core capabilities. They then determined the number of people required for these positions, as well as the number who are currently qualified. Figure 2. Print out one copy of the SWOT for each group of about five students. Then cut out single sentences that are strengths, weaknesses, opportunities, or threats, and stick them in an envelope in no particular order.
Alternatively, you can give each student one slip of paper with a piece of tape, and make a giant SWOT grid on the board. Ask students to come to the board and tape their S, W, O, or T in the appropriate box. The learning point is that sometimes it is difficult to know whether an issue is an opportunity or a weakness; you can reinforce that O and T are external, and S and W are internal to the organization.
What are their strengths e. What are their weaknesses e. What are the opportunities e. What are the challenges e.
Use Discussion Question 4 on page 78 as the basis for a team assignment: Shopify and Tim Hortons are both Canadian success stories. From websites and news articles, try to articulate and compare their corporate strategies. Differentiation Strategy: Compete on Unique Value Added This strategy is based on providing something unique to customers. With a seasoned class, the instructor may wish to purchase the case from Harvard Business Review. With a less experienced class, it may be best to provide some clear examples from the Baron and Kreps article instead of using the full case.
What are the options? What are the advantages and disadvantages of each option? Ask students to present their findings to the class. Alternatively, generate a list on the board as a class together. Then assign one option to each group, and ask each group to present to one another to foster collaborative learning.
Metrics fall into two basic categories: Human capital metrics: assess aspects of the workforce HR metrics: assess the performance of the HR function itself Making Explicit Real-World Links: Most large companies use software to track their HR metrics over time.
Write a report that summarizes the benchmarking activities in one industry. The model has four related cells: 1 financial, 2 customer, 3 processes, and 4 learning. You want to measure the success of the association during your term.
What metrics would you use? What benchmarks would you use? There are essentially three steps. Managers identify the key workforce objectives they hope to achieve.
Managers identify each of the HR practices used to elicit or reinforce those workforce objectives job design, staffing, training, appraisal. Managers evaluate each HR practice on a scale of —5 not supportive to 5 supportive.
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