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fundamentals of human resource management

Questions and Answers of Fundamentals Of Human Resource Management

Why do many organizations require that significant disciplinary actions be cleared with HR before they are implemented?
Why might a department manager have to remind HR about an aspect of the performance appraisal process?
Why is the response, “go talk to HR” not always appropriate when employees ask questions related to human resources?
How could a department manager help HR to resolve an organizational issue?
Why must an HR department have to be occasionally prodded to ensure that it operates on a proactive basis?
Can consultants replace outsourced activities? Why or why not?
Why should a consultant’s progress be regularly monitored?
Why should the personnel of a consulting team be described in a contract?
Why is a consulting contract needed?
List three absolute prerequisites that must exist before an organization should sign a consulting contract.
Briefly discuss three different situations in which a consultant can provide value to an organization.
How should a consultant be selected?
What information should be included in a request for a consulting proposal? Why is each component important?
What are the sources of a consultant’s expertise? Why are these valid?
List at least three disadvantages to using a consultant.
List at least three advantages to using a consultant.
Would you prefer arbitration or a court hearing to resolve an issue? Why?
How are arbitrators credentialed?
What advantages and disadvantages exist for using a panel of arbitrators?
What, if any, limitations exist for arbitrators?
What is final offer arbitration? What are its advantages and disadvantages?
What are the disadvantages of arbitration?
What are the advantages of arbitration?
How are the processes or rules of arbitration different from those of courts?
Is arbitration an option for HR problems? How do employees enter arbitration?
Identify one organizational setting outside of health care in which strict authoritarian management is not only prevalent but preferred.Why is this so and why is it needed?
Using concepts related to employment and work, explain the implications of Douglas McGregor’s statement, “Man lives by bread alone, when there is no bread.” How does this relate to employee
In your opinion, what will be the primary force that moves organizational management from legalism to humanism in the future?
Name at least three major pieces of legislation that supported the advancement of the human relations movement in management. Why were they effective in producing change?
Reduce the parallel discussion of the job organization system and the cooperative motivation system to a single statement that reflects the greatest single difference between the two approaches.
If scientific management was the diabolical scheme that some considered it to be, why was it so widely adopted in the early part of the twentieth century?
In your opinion, why has authoritarian management prevailed for so long?
Present three or four reasons why authoritarian management still prevails in American managerial situations.
Identify and describe the fundamental difference between legalistic management and humanistic management. Describe several indicators that can be used to distinguish one from the other.
Cite two or three commonly observable practices in present-day organizational management that indicate the presence of residual authoritarianism.
What are the key differences between health care and non-health industries in the manner in which work stoppages may be conducted?
Why is distributing union literature to employees arriving to or departing from work frequently assumed to be the first stage of active union organizing?
As a supervisor, would you prefer to interact with one or several unions? Why?
Why it is advisable to have a comprehensive policy governing solicitation and the posting of information on the premises in place before any signs of active union organizing appear?
Why do you think the majority of union elections are won or lost by management long before a union ever appears?
Define an unfair labor practice and provide three or four examples.
Why would unions target health care workers?
Why do organizations resist succession planning? In your opinion, are these reasons valid? Why?
Would grooming an internal candidate or seeking an external candidate be the most advantageous approach to succession planning in your own place of work (or proposed place of employment if you are a
What are the advantages and disadvantages of seeking an external candidate as part of a succession plan?
What are the advantages and disadvantages of grooming an internal candidate as part of a succession plan?
Briefly describe the elements of a succession plan that is based on grooming an internal candidate as a successor.
Succession planning is very uncommon among public health organizations.What are some reasons for this? In your opinion, are these reasons valid?
Succession planning is widely practiced in industry. It is fairly common among large hospitals and medical centers. In your opinion, why is this so?
What are the disadvantages of succession planning?
From the perspective of an organization, what are the advantages of succession planning?
Briefly describe the five principles of succession planning.
Why is succession planning important?
When did the situation become unable to be resolved? Why?
What was the first HR error to be made?
Was ignoring the problem an option? Why?
Describe the Principle of Benefit Maximization. Why was it important in this situation?
Describe the Principle of Equal Respect. Why was it important in this situation?
Describe the Ethic of Caring. Why was it important in this situation?
Describe the Ethic of Justice. Why was it important in this situation?
Describe the Ethic of Critique. Why was it important in this situation?
What was the potential conflict of confidentiality? Why was it a problem?
What conflicts of interest had to be resolved?
What are the human resource responsibilities of a board of directors?
Should an employee who is about to be discharged for cause be allowed to resign? Why or why not?
Why is it advisable that human resources provide individual meetings with each employee that is terminated in a workforce reduction?
Assuming that a significant number of skilled employees are designated for layoff, how can an organization assist these workers following dismissal? Can an organization protect selected skilled
What steps can an employer take to minimize the possibility of terminations being overturned by legal action? Why?
Once all employees have been designated for layoff, what should HR do before the layoff is implemented? Why?
Should a manager be able to use a reduction-in-force to rid the department of its less effective employees? Why or why not?
Why do mergers and other affiliations often lead to the consolidation of positions and reduction of the work force?
When should employees who are laid off be expected to leave? Why?What are the advantages and disadvantages of leaving at the time that they are notified? What are the advantages and disadvantages of
Why is it necessary to pay particular attention to the employees that are retained following a reduction-in-force? What is the basis for concern, recognizing that these survivors still have their
Why should some form of seniority be used as a criterion in identifying employees for layoff?
What is a constructive discharge? Provide an example of a constructive discharge.
What are the principal advantages and disadvantages to an organization in implementing a voluntary early retirement program?
What steps would you recommend that a department supervisor take before laying off employees? Why?
In your opinion, should a general layoff be implemented at one time or over a period of weeks or months? Why?
What are the differences between dismissal and discharge?
How and why can some documentation be more damaging to an organization in a legal matter by being missing and unattainable rather than readily available?
Why should a manager’s anecdotal note files be periodically purged of all but currently essential information?
Why should a manager always remain objective, factual, and nonjudgmental in private anecdotal notes concerning employees when no other persons are intended to see them?
How do you handle a written request for reference information concerning a past employee addressed to you personally, and includes the former employee’s written permission to release information?
Why should a department manager make an organizational personnel policy and procedure manual readily available to employees?
What problems most frequently occur when organizations create and retain working documents? How can these be addressed?
Under what circumstances are employees permitted to add items to their personnel files? Under what circumstances are employees permitted to remove items?
Why should an organization retain all documentation that is required by law but periodically clean out and dispose of unneeded records?
Why have many organizations adopted the practice of permanently retaining the personnel files of past employees? What events have led to the creation of such a policy?
Describe several implications of the statement, “If it isn’t in the personnel file, it never happened or does not exist.”
Why must an organization obtain an employee’s written permission before releasing any information concerning that employee? When may such information be released without employee permission?
How should managers prepare their employees to react to violence in the workplace? Why is the preparation necessary?
Why should supervisors take time to counsel employees when a disciplinary problem appears to be developing? Why should they not wait until definitive disciplinary action is permissible under an
Why is employee involvement frequently recommended as a strategy for preventing problems?
When may a department manager be granted access to the personnel files of employees of other departments?
Why is it advisable to maintain documentation having a bearing on employee health issues separately from regular personnel files?
Under what circumstances is polygraph testing of employees legal?
How could a department manager prevent excessive absenteeism among employees?
How do the needs of an organization and the privacy rights of an individual differ? When do these needs conflict?
Why should supervisors and managers be most interested in the results of employee behavior? Why should they not try to eliminate the causes of such behavior?
Where should a department manager first look for clues to corrective action when an employee exhibits problems in meeting the job’s minimum standards of performance?

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