Human Resource Management Chapter 11

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Questions and Answers

What is the primary objective of the job outlined in the job analysis?

Develop marketing strategies for new products

Recruit new sales representatives

Sell the company’s products to stores in Territory Z (correct)

Maintain inventory in warehouses

Which of the following is a responsibility of the sales representative?

Recruiting new employees for the sales team

Negotiating prime shelf space (correct)

Oversight of the sales department budget

Conducting market research

What characteristic is NOT mentioned as a qualification for the job?

Two years of sales experience

A positive attitude

Good communication skills

A bachelor’s degree in business (correct)

What tool is suggested for current sales representatives to track their activities?

A personal diary (A) Signup and view all the answers

What is the main purpose of recruitment in human resource management?

To obtain the right people at the right time (A) Signup and view all the answers

What external resource is commonly used by small businesses for recruitment?

Web sources like GlassDoor and Indeed (D) Signup and view all the answers

Which of the following responsibilities related to servicing accounts is included in the job analysis?

Maintaining positive relationships with clients (B) Signup and view all the answers

What is NOT a specified duty of the sales representatives in the job analysis?

Managing inventory for the company (D) Signup and view all the answers

What does Title VII of the Civil Rights Act of 1964 prohibit?

Discrimination in hiring, firing, and compensation based on specific attributes. (C) Signup and view all the answers

What power was given to the Equal Employment Opportunity Commission (EEOC) by the 1972 Equal Employment Opportunity Act?

The ability to issue workplace guidelines for acceptable employer conduct. (A) Signup and view all the answers

What is the primary role of the Office of Federal Contract Compliance Programs (OFCCP)?

To ensure compliance with nondiscrimination and affirmative action laws for federal contractors. (C) Signup and view all the answers

What significant right was granted to victims of discrimination by the Civil Rights Act of 1991?

The right to a jury trial and possible damages. (D) Signup and view all the answers

What requirement does the Americans with Disabilities Act of 1990 impose on employers?

To consider applicants with disabilities equally to those without disabilities. (D) Signup and view all the answers

What change came with the Americans with Disabilities Amendments Act passage in 2008?

It expanded the types of disabilities covered by the ADA. (A) Signup and view all the answers

What shift in responsibility was introduced by the 2011 regulations related to the ADA?

Shifting the burden of proof of disability from employees to employers. (D) Signup and view all the answers

Which of the following is NOT a category covered under Title VII of the Civil Rights Act of 1964?

Job performance (C) Signup and view all the answers

What is a characteristic of skill-based pay programs?

Pay is increased as team members learn new skills. (B) Signup and view all the answers

Which of the following describes gain-sharing as a pay system?

Pay increases as team performance improves compared to previous performance. (A) Signup and view all the answers

Which type of benefits are considered fringe benefits?

Health care and pension plans. (B) Signup and view all the answers

What is a key feature of cafeteria-style fringe benefits?

Employees select benefits up to a certain dollar amount. (D) Signup and view all the answers

What is the main purpose of flextime plans?

To provide employees the flexibility in choosing work hours. (A) Signup and view all the answers

Which of the following is NOT a typical fringe benefit?

Annual salary. (A) Signup and view all the answers

What type of benefit is most significantly impacting fringe benefit costs?

Health care. (D) Signup and view all the answers

Which of the following benefits is considered a soft benefit?

On-site haircuts. (C) Signup and view all the answers

What is the main challenge of implementing flextime in a workplace?

Difficulties in communication among employees (B) Signup and view all the answers

Which of the following describes a compressed workweek?

Employees complete their standard hours in fewer days (B) Signup and view all the answers

What percentage of Americans work from home at least once a week?

44% (D) Signup and view all the answers

What is one of the benefits of home-based work for employers?

Limitations on employee absences (C) Signup and view all the answers

Which statement is false regarding flextime?

Flextime is easily implemented in all job types. (B) Signup and view all the answers

What is 'hot-desking' in the context of home-based work?

Employees share desks with others who work different hours. (C) Signup and view all the answers

What is a possible downside to a compressed workweek for organizations?

Concerns about productivity levels (A) Signup and view all the answers

What is the typical elephant in the room managers must manage when employees work flextime?

System abuses related to the schedule (D) Signup and view all the answers

What distinguishes training from development in employee performance improvement?

Training emphasizes immediate skills whereas development targets future capabilities. (B) Signup and view all the answers

Which is NOT a recognized training and development activity?

Peer review (D) Signup and view all the answers

What is the first step in the training process for assessing employee needs?

Assessing organizational needs and employee skills (A) Signup and view all the answers

What is the purpose of management development training?

To prepare employees to take on managerial roles and assess their growth over time. (A) Signup and view all the answers

What type of training occurs in a work setting where employees learn and contribute simultaneously?

On-the-job training (C) Signup and view all the answers

Which of the following best describes 'contingent workers'?

Temporary or part-time workers who do not have a permanent contract. (A) Signup and view all the answers

Which training method specifically allows employees to prepare for a role through various experiences?

Job rotation (D) Signup and view all the answers

Why do companies struggle to recruit qualified employees?

Many candidates lack the required skills and experience. (A) Signup and view all the answers

What is a disadvantage of job-sharing plans?

Need to hire and train more employees (A) Signup and view all the answers

Which statement best describes the impact of promoting employees?

Promotion improves morale and can be cost-effective. (A) Signup and view all the answers

What could motivate employees to stay with a company?

Creating reassignment opportunities to different roles (B) Signup and view all the answers

What is one reason employers hesitate to hire full-time workers?

Legal complications in termination (A) Signup and view all the answers

Which of the following is a recommended practice when terminating an employee?

Document reasons for termination beforehand (A) Signup and view all the answers

What is a common term for a one-time cash payment made to encourage early retirement?

Golden handshake (D) Signup and view all the answers

How should employers prepare to legally avoid wrongful discharge claims?

Require employees to sign a termination agreement (A) Signup and view all the answers

What is a crucial reason for providing employees with the true reasons for their termination?

To prevent defamation lawsuits against the employer (C) Signup and view all the answers

Study Notes

Chapter 11: Human Resource Management

Human Resource Management (HRM): The process of determining human resource needs, recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals.
HRM's role has grown due to increased recognition of employees as a valuable resource and changes in laws affecting workplace practices.

Chapter Contents

Working with People is Just the Beginning
Laws Affecting Human Resource Management
Determining a Firm's Human Resource Needs
Recruiting Employees from a Diverse Population
Selecting Employees Who Will Be Productive
Training and Developing Employees for Optimum Performance
Appraising Employee Performance to Get Optimum Results
Compensating Employees: Attracting and Keeping the Best
Scheduling Employees to Meet Organizational and Employee Needs
Moving Employees Up, Over, and Out

Learning Objectives

Explain the importance of HRM and current issues in managing human resources.
Illustrate the effects of legislation on HRM.
Summarize the five steps in human resource planning.
Describe methods companies use to recruit new employees and explain recruitment challenges.
Outline the six steps in selecting employees.
Illustrate employee training and development methods.
Trace the six steps in appraising employee performance.
Summarize objectives of employee compensation programs and evaluate pay systems and fringe benefits.
Demonstrate how managers use scheduling plans to adapt to workers' needs.
Describe how employees can move through a company (promotion, reassignment, termination, and retirement).

Working with People is Just the Beginning

Service and high-tech manufacturing require employees with highly technical job skills.
Such workers are scarce, making recruiting and retention challenging.
HRM is now the job of all managers.

The Human Resource Challenge

Uncertainty in global politics.
Technology.
Multigenerational workforce.
Shortages of trained workers in growth areas and construction trades.
Growing percentage of undereducated and unprepared new workers.
Baby Boomer brain drain.
Increasing number of single-parent and two-income families.
Change in attitude towards work.
Increased demand for temporary or part-time work.
Expanding global markets with low-wage workers.
Increased benefit demands and low costs.
Concern over child and elder care, health and mental well-being, workplace violence.
Changing health care regulations.
A decreased sense of employee loyalty.
Automated HRM systems.

Laws Affecting Human Resource Management

Civil Rights Act of 1964: Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, religion, creed, sex, national origin, age, sexual orientation, and gender identity.
1972 Equal Employment Opportunity Act (EEOA): Strengthened the Equal Employment Opportunity Commission (EEOC) by giving it broad powers. Mandates specific recordkeeping procedures and enforces affirmative action.
Office of Federal Contract Compliance Programs (OFCCP): Ensures that employers doing business with the federal government comply with nondiscrimination and affirmative action laws.
Civil Rights Act of 1991: Amended Title VII and gave victims of discrimination the right to a jury trial and possible damages.
Americans with Disabilities Act of 1990 (ADA): Requires employers to give applicants with physical or mental disabilities the same consideration for employment as people without disabilities.
Age Discrimination in Employment Act (ADEA): Protects workers 40 and over from employment and workplace discrimination.

Determining a Firm's Human Resource Needs

Human Resource Planning Process:
1. Preparing a human resource inventory of employees
2. Preparing a job analysis
3. Assessing future human resource demand
4. Assessing future labor supply
5. Establishing a strategic plan
What's a Job Analysis: A study of what is done by employees in various job titles.
Job Description: A summary of job objectives, work type, responsibilities, duties, working conditions, and relationship to other functions.
Job Specifications: A written summary of minimum qualifications for workers in a particular job.

Recruiting Employees

The process of acquiring qualified job applicants needed for the specific time
HR managers use internal and external sources for recruiting, with small businesses often relying on online sources like Glassdoor, Indeed, and LinkedIn.

Selecting Employees

The process of gathering information and hiring qualified employees under legal guidelines.
Steps: complete application forms, initial and follow-up interviews, employment tests, background investigations, physical exams, and trial periods.

Hiring Contingent Workers

Contingent workers (e.g., part-time workers, temporary workers, seasonal workers, independent contractors, interns, and co-op students) are common.
Companies hire contingent workers during periods with high employee absences, peak demand, in uncertain economic times, or to save on benefits and screen candidates.

Training and Development

All attempts to improve productivity by increasing employee skills to perform.
Training focuses on short-term skills, and development focuses on long-term abilities.
Three steps: Assess org and employee skills, design training, and evaluate training effectiveness.
Most training and development activities include orientation, on-the-job training, apprenticeships, off-the-job training, online training, vestibule training, and job simulation.
Management Development: The process of training and educating employees to become managers. Includes on-the-job coaching, understudy positions, job rotation, and off-the-job courses and training.
Networking: Establishing and maintaining contacts with key managers to gain informal development. Mentors guide lower-level employees.

Diversity in Management Development

Women and minorities are gaining networking advantages.
Reasons for developing female and minority managers:
- Bringing talent into the organization.
- Increased competitiveness in attracting the best employees.
- Better serving customers who are women and members of minority groups.

Appraising Employee Performance

Performance Appraisal: An evaluation measuring employee performance against standards, used to decide promotions, compensation, training, or termination.
360-degree review: Gathering opinions from various levels within an organization, providing a more accurate evaluation of employee abilities.
Six Steps: Establishing measurable standards, communicating standards, evaluating performance, discussing results, taking corrective action, using results in decision-making.

Compensation

A main tool for attracting qualified employees, and a large operating cost.
Managed, competitive compensation programs attract the right employees, build incentives, limit losses to competitors, maintain competitiveness, and provide financial security.

Compensating Employees

Pay Systems: Methods for calculating wages.
Salary: Fixed compensation for a set period.
Hourly Wage/Daywork: Based on hours worked, common for blue-collar workers.
Piecework System: Based on number of items produced.
Commission Plans: Pay based on a percentage of sales, common for salespeople.
Bonus Plans: Extra pay for exceeding goals; can be monetary or non-monetary.
Profit-sharing Plans: Bonuses tied to company profits.
Gain-sharing Plans: Increases in pay based on performance improvements compared to past performance.
Stock Options: Right to buy company stock at a certain price for a specific time.

Fringe Benefits

Benefits like sick leave, vacation pay, pensions, health plans, company cars, paid sabbaticals, day care or elder care, student loan repayment.

Scheduling Employees

Flextime Plans: Employees choose their work hours, but some core time is required.
Compressed Workweek: Employees work full hours but over fewer days, increasing leisure time.
Home-based Work: Working from home at least once per week, allows flexibility.
Job Sharing: Two or more part-time employees share one full-time position.

Moving Employees

Promoting & Reassigning: Moving employees to other roles and responsibilities.
Terminating Employees: Layoffs and firings, which are more challenging from a legal perspective.
Early retirement or golden handshakes: Payments for employees leaving before retirement.
Losing Valued Employees: Conducting exit interviews and offboarding procedures.

Test Prep Questions

Five steps in human resource planning.
Factors making qualified employee recruitment difficult.
Six steps in the selection process.
Definition and rationale for contingent workers.
Four training techniques.
Purpose of a performance appraisal.
Six steps in a performance appraisal.
Five alternative compensation techniques.
Advantages of profit-sharing, flextime, telecommuting, job sharing.
Benefits and challenges of these flexible employment options.

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Description

Explore Chapter 11 of Human Resource Management, which covers essential topics such as recruiting, selecting, training, and compensating employees. Understand how HRM evolves with changes in workplace practices and employee recognition. This quiz will help you grasp the critical elements that contribute to a successful human resource strategy.