Questions and Answers of Human Resource Information

Describe the negotiation process and the difference between mediation and arbitration.
Discuss recent NLRB rulings dealing with the employer–employee relationship, and briefly discuss the issue of union avoidance and suppression.
_____ is faith in the character and actions of another.
_____ is the process of transmitting information and meaning.
_____ is information provided by the receiver that verifies that a message was transmitted successfully.
_____ is the process of restating a message back to the original sender in the receiver’s own words.
_____ is a collective work stoppage by members of a union that is intended to put pressure on an employer.
_____ is an individual who tells an authoritative organization outside the company about actions within the company that the individual believes to be illegal.
_____ consists of terminating an individual employee for an illegal reason, either in violation of a contract or because of violation of a state or federal law.
_____ is a group of workers in an organization who come together to collectively bargain with their employer for their common welfare.
_____ consists of the interactions between management and unionized employees.
_____ is the negotiation process resulting in a contract between union employees and management that covers employment conditions.
_____ is a formal complaint concerning pay, working conditions, or violation of some other factor in a collective-bargaining agreement.
_____ is a work stoppage over authorized collectivebargaining issues, such as pay or working conditions.
_____ is a process in which two or more parties in conflict attempt to come to an agreement.
_____ is a neutral third party who helps resolve a conflict but who has no authority to impose a solution to the conflict.
_____ is a neutral third party who resolves a conflict by making a binding decision.
What causes you to trust or distrust someone else? Using this answer, what would you do as a manager to cause your employees to trust you?
Good communication skills are critical to a manager.Which do you think is more important: learning to communicate specifically as a sender or learning to listen well as a receiver? Why?
Which side do you think has an easier job when a labor organization is trying to unionize the company’s employees—management or the union organizers? Why?
D o you think it is ever OK for employees to strike against an employer? If so, in what circumstances? If not, why not?
What actions would you take if a potential whistleblower told you she had evidence that an executive-level manager in your company was doing something illegal?Explain your answer in some detail.
Looking at the concept of constructive discharge, is it ever really possible that an employee could be harassed so severely as to be forced to quit? Can you give an example of a situation that you
A n employee who works for you confronts you with a formal grievance concerning another employee being promoted over him. What initial actions will you take in order to address this grievance?
Describe an example of conflict between people in an organization. How would you, as a facilitator, assist the people in conflict to resolve their differences?
Briefly describe a job you have or had. (If you haven’t had a job, think of someone you know well.) If you were to be promoted, which training method(s) would you use to train the person to do your
Which of the reasons for creating career development programs from the text do you feel are most valid, considering the cost of career development programs?Justify your choice.
If you were the lead trainer for your company, how would you go about trying to create an organization-wide commitment to sustainability? Why?
With instant coffee, baby food, and bottled water in the mix, Nestlé crunches more than just chocolate. The world’s number-one food and drinks company in terms of sales, Nestlé is also the world
When one first enters Bon Bons of Cape, the smell of freshly baked brownies, cakes piled high in many layers, and handcrafted macarons wafts through the nose. The décor is light and cozy, and
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.

Showing 200 - 300 of 568