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fundamentals of human resource management

Questions and Answers of Fundamentals Of Human Resource Management

Describe two hypothetical situations in which it is appropriate for a department manager to direct an employee into the employee assistance program as a condition of continued employment.
How would you address the problem of a pleasant, likeable employee whose normally marginal performance repeatedly becomes substandard a few weeks after corrective action is applied?
Why is it necessary to create and retain a written record of an oral warning?
Why is it inadvisable to skip steps in the disciplinary process leading up to an employee’s involuntary termination?
Describe the approach you would take with employees who you feel are repeatedly coming close to termination because of tardiness or absences but correcting just enough to avoid discharge?
Why do senior executives require that no significant disciplinary action be implemented without the involvement of the HR department?
Why is a department manager’s timely follow-up so important in the performance improvement process?
Why is it necessary to have a completely documented history leading up to an employee’s involuntary termination? With what must this documented history agree?
Why do experts strongly recommend that performance problems be considered separately from conduct or behavior problems?
Explain why corrective action should be taken as soon as possible and practical following an infraction.
We repeatedly stress that the primary purpose of disciplinary action is correction of behavior. If this is so, why have we delineated specific behavioral problems that call for loss of employment
Why do we stress that an employee’s personal problems are no business of the manager? Under what conditions and to what extent can a department manager be concerned with any facet of an
Why do experts strongly recommend that regardless of the apparent severity of an infraction, no employee should be summarily discharged but rather be placed on indefinite suspension pending an
Comment on the claim that “like it or not, people problems are the legitimate terrain of a first-line manager.” Why is this often true?
How can past appraisals of performance influence the outcomes of employment-related legal actions?
Managers do not always provide consistent appraisals. How can this problem be addressed?
Why is the HR department a reasonable place from which to coordinate an organization’s performance appraisal process?
What is the primary shortcoming of team appraisal? How can this be avoided but still using a team appraisal?
Why is it important to ensure that employee appraisals occur when they are scheduled to occur?
Why do experts recommend that three to five point rating scales be used for appraisals?
What are the three essential elements of an objective? Why are all three needed?
Why is it appropriate to begin addressing an employee’s performance with a review and update of the person’s job description?
Why should all appraisal processes avoid addressing personality characteristics of employees?
Why are employee performance appraisals often described as a manager’s least favorite responsibility?
Consider an employee who always performs satisfactorily but has little or no opportunity to improve, and can go no higher in the organization and does not aspire to do so. Why is it considered
Some management experts have recommended that performance appraisal be abolished. Provide three reasons why performance appraisals should be retained in modern healthcare organizations.
Explain the difference between average and standard as these terms are used in performance appraisal. Discuss how one is erroneously used.
How should managers react if representatives of an external regulatory organization arrive at their departments to audit their activities?
What role should a department manager have in controlling the cost of unemployment compensation?
Managers disagree whether a particular instance of time lost due to injury or illness should be considered under Workers’ Compensation(job-related) or short-term disability (not job-related).
In your opinion, what should be a department manager’s primary role in attempting to control Workers’ Compensation costs?
Why is interest in portable benefits in health care increasing?
An employee asks, “What is the difference between a defined benefit pension plan and a defined contribution plan?” How would you respond to such a question?
Why should a department manager avoid comparing employee pay scales with those of other organizations?
How should a supervisor reply to a male employee who complains that he is being paid less than another individual who is doing the same work? How should a supervisor reply to a female employee making
Why should a department manager be thoroughly familiar with pay scales appropriate to department personnel but refrain from making specific pay offers to potential employees?
What is meant by the term statutory benefits? Provide several examples.
What are the advantages of using capable senior employees as mentors or trainers for newer employees?
It is frequently claimed that it is difficult if not impossible to quantify the cost effectiveness of education. Do you believe this to be true? Why?
Why should a department manager who plans on remaining in place for as long as practical develop one or two capable employees as potential successors?
How do a department manager’s skills as an instructor, teacher, or mentor relate to the ability to delegate tasks?
How you would implement a program of cross-training among three or four roughly comparable positions? Use actual or hypothetical positions as an example.
What activities could a department manager undertake to continue involving employees in education with little or no direct budgetary impact?
Why is education usually one of the first line items to be reduced or eliminated when it becomes necessary to cut budgets? Is such an action organizationally prudent? Why?
Why must in-service training or on-the-job education be continuing?
Why is having training and development opportunities available to employees important even if many do not take advantage of them?
Why are training and development opportunities important to some employees but apparently not to others? To which employees do they appear most important?
Why is it advisable to keep writing to a minimum while interviewing an applicant? Is it not helpful to capture as much information as possible about the person?
Why should an interviewing manager attempt to assess an applicant’s intangible factors that are not directly reflected in the record of education or experience?
Write (or quote from the chapter) a concise statement which, if conscientiously applied in interviewing, will ensure that only legal questions will be asked.
Develop a brief procedure or protocol (a simple list of points to be covered) for reviewing an employment application or résumé for possible inaccuracies or embellishments.
Why do experts recommend that the proper role of an interviewer involves more silence than speech?
An interviewing manager should be prepared to respond in considerable detail to any unsuccessful job candidate who calls asking why he or she was not offered employment. Do you agree or disagree with
Can you make use of personal information in rendering an employment decision if the information was voluntarily provided to you?Why or why not?
Why do you believe it is no longer appropriate to ask whether a job applicant has ever been arrested? Is it not in an employer’s best interests to avoid taking on workers who have criminal records?
Provide three examples of interview questions that are legal but which provide an interviewing manager with little or no useful information.
If an interviewer wants the applicant to do most of the talking, what is wrong with opening an employment interview with the question, “Tell me all about yourself?”
Why should an interviewing manager review all available information about an applicant before beginning an interview? Managers are busy people. Is arriving for an interview with an application in
In interviewing a prospective employee, why should you consider it important to inquire about the presence of information gaps or time periods that are not accounted for in an applicant’s work
Why are layoffs under a civil service system more difficult to accomplish than layoffs in private companies?
Should civil service employees be allowed to unionize? Why?
Discuss the advantages and disadvantages of classification and compensation systems.
List two alternatives to testing that can be used to identify the best candidate for a job. How do they compare with testing? Why?
Is testing the best way to identify the best candidate for a job? Why or why not?
Do you favor a civil service system? Why or why not?
What are three disadvantages of a civil service system?
What are three advantages of a civil service system?
How is it possible that employee referral programs, which often include the payment of signing bonuses and finder’s fees, can often generate the lowest cost-per-hire of all recruiting practices?
Provide three examples of the free-agent type of employee and describe the circumstances that create free-agent status for them.
Describe the principal hazards in espousing a policy of development from within an organization while aggressively recruiting from the outside.
Explain the rationale for insisting that all checking of employment references and providing of information in response to reference requests should be concentrated at a single point in an
Explain the concept of negligent hiring and provide a hypothetical example of it.
A colleague of yours who supervises a similar department in another local institution telephones you and asks for your assessment of a former employee of yours who is applying at his institution.
Why is it important to begin the search to fill a position by considering persons already employed by the organization?
Describe in detail at least three important uses of complete and up-todate job descriptions.
When an employee provides notice of termination or a manager otherwise learns of an employee’s impending departure, a manager’s very first action should be to submit a requisition for a
It has been said that an appropriately operated HR department actually hires no one in the sense of selecting a person who will be offered a position. Why is this so?
Why is the statement, “Job descriptions are written for positions, not people” important?
In addition to actual duties performed, what other information is contained in a properly prepared position description? Why is it included?
Describe several uses for a position description.
How is the education level required for a position established?
What, if anything, does a job incumbent contribute to a position description?
Briefly describe each of the main elements of a position or job description.
Why is a job analysis important?
What is a job analysis?
What are the main provisions of the Fair Labor Standards Act?
What is the principal difference between “exempt” and “nonexempt”employees?
If teamwork is so critically important in contemporary health care organizations, then why does this chapter place such strong emphasis on one-to-one relationships between supervisors and each of
How does a department manager come to know which employees require what kinds of attention at what times?
Why is a department manager’s visibility and availability to employees considered to be important?
“This is a simple job we’re filling. It is a no-brainer,” the department manager said, “so just send me a warm body. If the first person doesn’t work out, we can always get someone else,
Why should it be necessary for a department manager to pay any particular attention to employees who steadily fulfill their responsibilities and cause no problems?
In your opinion, what is usually the major problem associated with a manager’s claim to having an open-door policy? Why?
Provide two or three examples each of activities that you believe could thrive under production-centered management or proceed most appropriately under people-centered management. Are these related
Explain what the following statement means: The streak of authoritarianism remaining in modern management stifles participation.
Describe a health care organization or department that has a heterogeneous work group consisting of at least three levels of staff that differ in their educational backgrounds and job
Why does this chapter advance the idea that every manager is, or should be, a manager of human resources?
Describe the components of a typical outplacement service package.Explain why such services are almost always provided by an external vendor.
List three or four differing academic backgrounds that might be found among HR practitioners. What are the advantages or disadvantages of each in equipping an individual to provide HR services?
Provide several reasons for why a department manager should be familiar with the organization’s compensation scales even though the manager is not expected to make specific salary quotations or

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