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human resource information
Questions and Answers of
Human Resource Information
Discuss the major difference between training and development, providing examples of common situations where training may be needed.
Discuss the steps in the training and development process.
State the importance of a needs assessment and the challenges that must be assessed for training to be successful.
Identify the three common learning theories and how they are used to create the four methods for shaping behavior.
Discuss each of the major training delivery types.
Briefly discuss the four-level evaluation method for assessing training programs and the three common ways we measure training success.
Discuss the term career and the three common methods of employee development.
Explain how onboarding and emotional intelligence have changed processes in HRM.
_____ identifies the knowledge, skills, and abilities (KSAs) needed to perform a particular job in the organization.
_____ is the process of teaching employees the skills necessary to perform a job.
_____ is ongoing education to improve knowledge and skills for present and future jobs.
_____ is the process of introducing new employees to the organization and their jobs.
_____ is the correction of a deficiency or failure in a process or procedure.
_____ is the process of analyzing the difference between what is currently occurring within a job or jobs in comparison with what is required—either now or in the future—based on the
_____ is whether people believe that they have the capability to do something or attain a particular goal.
_____ is any relatively permanent change in behavior that occurs as a result of experience or practice.
_____ is providing a reward in return for a constructive action on the part of the subject.
_____ is the withdrawal of a harmful thing from the environment in response to a positive action on the part of the subject.
_____ is the application of an adverse consequence or the removal of a reward in order to decrease an unwanted behavior.
_____ is the total lack of response, either positive or negative, to avoid reinforcing an undesirable behavior.
_____ is the individually perceived sequence of attitudes and behaviors associated with work-related experiences and activities over the span of a person’s life.
_____ occurs when an individual feels unchallenged in their current job and has little or no chance of advancement.
_____ is the way that we identify, understand, and use our own emotions as well as the emotions of others to promote our working relationships.
Describe the process of workflow analysis, and identify why it is important to HRM.
_____ is the tool that we use to identify what has to be done within the organization to produce a product or service.
Do you agree that stable jobs don’t exist in today’s workplace and that, as a result, we shouldn’t worry about job analysis? Why, or why not?
Walmart is the 800-pound gorilla in the retail market, posting the highest sales while being supported by their 2.3 million employees. They are also the number-one retailer in Mexico and Canada, with
Identify the five major options available and expected outcomes of the process of job analysis.
_____ is the process used to identify the work performed and the working conditions for each of the jobs within our organizations.
Looking at the company where you work (use a company that you know well, if you are not currently working), does it appear that the organization uses task-based or competency-based job analysis? Why
Target Corp. is one of the major retailers in the United States, with more than 1,800 stores across the country. They employ people both at their retail storefronts, as well as in their distribution
Discuss the four major approaches to job design and the components and purpose of the job characteristics model.
_____ identifies the major tasks, duties, and responsibilities that are components of a job.
Describe the four major tools for motivational job design.
_____ identifies the qualifications of a person who should be capable of doing the job tasks noted in the job description.
Discuss the two types of HR forecasting and the three most common quantitative forecasting methods.
_____ is the process of identifying tasks that each employee is responsible for completing, as well as how those tasks will be accomplished.
_____ focuses on designing jobs around the concepts of task specialization, skill simplification, and repetition.
Identify the major options when the organization is faced with a labor surplus or shortage.
Are there situations in which working in teams might be demotivating? How could this occur?
Identify the impact current trends are having on workforce management.
_____ focuses on minimizing the physical strain on the worker by structuring the physical work environment around the way the body works.
_____ focuses on designing jobs in which the tasks remain within the worker’s normal mental capabilities and limitations.
Which of the three HR forecasting methods do you think would give you the most accurate forecast? Explain your choice.
_____ focuses on the job characteristics that affect the psychological meaning and motivational potential, and it views attitudinal variables as the most important outcomes of job design.
_____ provides a conceptual framework for designing or enriching jobs based on core job characteristics.
_____ is the process of eliminating or combining tasks and/or changing the work sequence to improve performance.
_____ is the process of making jobs broader, with less repetition.
_____ identifies the estimated supply and demand for the different types of human resources in the organization over some future period, based on analysis of past and present demand.
_____ utilizes mathematics to forecast future events based on historical data.
_____ is a process of reviewing historical items, such as revenues, and relating those changes to some business factor to form a predictive chart.
_____ is the process of reviewing historical data and calculating specific proportions between a business factor (such as production) and the number of employees needed.
_____ is a statistical technique that identifies the relationship between a series of variable data points for use in forecasting future variables.
_____ uses nonquantitative methods to forecast the future, usually based on the knowledge of a pool of experts in a subject or an industry.
_____ is a process of terminating a group of employees, usually due to some business downturn or perhaps a technological change, with intent to improve organizational efficiency and effectiveness.
Discuss the primary goal of the recruiting process and the major external forces acting on recruiting.
_____ is the process of creating a reasonable pool of qualified candidates for a job opening.
Nelson’s Equipment Rental is a multigenerational equipment rental business. They offer construction equipment rentals for larger commercial construction jobs in and around the state. The owners
Briefly discuss the main items we need to consider before recruiting.
_____ is the term for the external pool of candidates from which we draw our recruits.
The U.S. residential construction contracting industry is composed of about 160,000 firms (single-location companies and units of multilocation companies) that renovate and build residential
Discuss the major advantages and disadvantages of both internal and external recruiting.
_____ involves filling job openings with current employees or people they know.
Identify and briefly discuss the major challenges and constraints involved in the recruiting process.
_____ is the process of engaging individuals from the labor market outside the firm to apply for a job.
Discuss the basic methods available for evaluating the recruiting process.
_____ is the intention and ability to listen to others, use the content and context of the communication, and respond appropriately.
Describe how technology is impacting the recruiting process and the need to hire candidates with a passion for their chosen fields.
_____ is a review of all of the tasks and requirements of the job, both good and bad.
_____ is a calculation of how many people make it through the recruiting step to the next step in the hiring process.
Describe the steps in the selection process and why it is so important to the organization.
_____ is the process of choosing the best-qualified applicant recruited for a job.
When one thinks about the spirit of Britain, especially London, Links of London is hoping that their charm, elegance, and world-renowned reputation make them the firm that immediately comes to the
Identify the three main types of “fit” in the selection process and why they are important.
_____ is a legal concept that says if the organization selects someone who may pose a danger to coworkers, customers, suppliers, or other third parties and if that person then harms someone else in
Should organizations be held liable by the courts for negligent hires? Why, or why not?
Zappos is an online retailer owned by Amazon. Originally founded in 1999 as a site where one could order shoes online, they’ve developed into one of the most successful and sought-after
Discuss the major points in the Uniform Guidelines on Employee Selection Procedures (UGESP).
_____ provides information that can be used to avoid discriminatory hiring practices as well as discrimination in other employment decisions.
Briefly discuss the use of applications and résumés as selection tools.
_____ is the extent to which a test measures what it claims to measure.
If you were in charge of hiring, would you completely get rid of résumés and just ask everyone to provide the same application? Why, or why not?
Briefly discuss the testing and legal considerations in the selection process.
_____ is an assessment of the ability of a test to measure some other factor related to the test.
Discuss selection interviewing, including the three primary types of interviews and the five steps in the model for conducting them.
_____ is an assessment of whether a test measures knowledge or understanding of the items it is supposed to measure.
Discuss the use of the various background checks as tests for employment.
_____ measures a theoretical concept or trait that is not directly observable.
Identify selection criteria and the best selection method.
_____ is the consistency of a test measurement.
Examine the advantages and disadvantages of technology use in the selection process.
_____ is an assessment instrument designed to determine whether you have the ability to apply a particular knowledge set.
Should candidate interviews even be done, since they have low validity? Why, or why not? Would you limit them in some ways, and if so, how?
_____ measures the psychological traits or characteristics of applicants to determine suitability for performance in a specific type of job.
Does the use of technology in recruiting and selection activities, such as reviewing the résumé and application, testing, and even conducting the preliminary interview, really get rid of the biases
_____ measures a person’s intellectual curiosity and motivation in a particular field.
_____ is an assessment of general intelligence or of some type of aptitude for a particular job.
_____ ensures that applicants are capable of performing on the job in ways defined by the job specification and description.
_____ means that we provide a sample of the work that the candidate would perform on the job and ask the candidate to perform the tasks under controlled conditions.
_____ are places where job applicants undergo a series of tests, interviews, and simulated experiences to determine their potential for a particular job.
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