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fundamentals of human resource management

Questions and Answers of Fundamentals Of Human Resource Management

1. Would you recommend that Tiger Boots take a planned approach, emergent approach, or blended approach to this change effort? If you think the company should take a blended approach, what portions
4. A friend of yours has just returned from a vacation and brought you a gift of a very special and valuable kind of tea. Unfortunately, you know nothing about this specific tea. Using action
3. Think of an organization that you know well or admire. Can you state that organization's purpose? Rather than focusing on organizational goals, try to think of a purpose as something bigger than
2. Emergent change relies on a widely shared purpose or set of values. Think of an organization that you know well, and develop a list of three or four values or aspects of that purpose. Compare your
1. Conduct a force-field analysis of a change from an in-class course delivery format to an online course delivery format for this course. What is your change question?What are the main driving and
3. What are some of the benefits of shared mental models within organizations? Are there any drawbacks to widely shared mental models within firms?
2. Can emergent change be intentional? How can emergent change be used to bring about a specific end result?
1. What are the main reasons that planned approaches to change might fail?
7. Develop strategies to stabilize the driving and restraining forces into a new state of quasi-equilibrium.How do we make this the new status quo?
6. Implement the strategies developed in step 5. As restraining forces are reduced in strength and number and driving forces are amplified and increased in number, behaviours should begin to shift
5. Develop strategies to reduce the strength of the restraining forces and strategies to amplify the driving forces.
4. Examine the valence of each of these forces. Which forces are the strongest and which are the weakest?Which of these forces can be controlled or are susceptible to behavioural intervention?
3. Identify the forces that are supporting or driving toward increasing team coherence as well as the forces that are restraining or preventing increased team coherence. Techniques that access a wide
2. Describe the desired future state. The future condition should ultimately be described in a sentence or a few sentences, such as "increase team effectiveness and communication within one year."
1. Describe the current state (i.e., the status quo), and why it must be changed. Ultimately this will lead to a statement of the current condition such as "team coherence is at an all-time low."
Discuss how the principles of a learning organization are important to both planned and emergent change.
Understand the principles of a learning organization.
Understand how emergent change occurs.
Define and discuss the process of planned change.
Discuss the steps of a generic change project.
Discuss the role of change as part of organizational planning.
Understand the importance of organizational change.
1. Strategic workforce planning is one example of how the HR function might be improved by information technology. In this case we see that software assists with the ERCB being able to meet the needs
2. You have been asked to create a list of HR metrics for use in an HR dashboard.Describe the process you would use to determine what measures to include. You do not need to list the measures; just
1. You are the head of HR at major clothing retailer. At the latest strategy meeting, the head of marketing has proposed that company profits can be increased by 75 percent if customers can be
3. Big data include structured and unstructured types of data. Unstructured data can include information from photo or video files, email etc. Structured data can be anything that can be easily coded
2. Databases used for HR management and planning contain a wide variety of personal and sensitive data that require the organization to set security, privacy, and usage policies. What legislative and
1. In Canada, air traffic control is managed by NAY Canada, which has an international reputation for the management of air traffic controllers. If you were a manager, what data would you find useful
Would it be more efficient to integrate our different legacy systems into a single database?
Which requests for information is the human resources department unable to respond to?
Are we maintaining too much redundant information?
Are we managing our human capital as a strategic asset?
Will we be able to keep up with company growth?
Are we being responsive to current business priorities?
Are we able to ensure an adequate follow-up of health and safety incidents?
Is the current human resources management system obsolete?
Are there too many data security risks involved with manual processing?
Is the human resources department spending too much time on manual processing?
Understand how to use HR metrics and HR analytics to help solve business challenges.
Differentiate between HR metrics and HR analytics.
Understand what is meant by Big Data, and it implications for HRM.
Identify specific IT applications for HR planning.
Explain how different IT solutions can be leveraged to improve HR planning.
Describe the benefits of information technology (IT) solutions for human resource planning (HRP).
3. How would this process apply to non-executive succession planning?
2. What additional techniques might be used to assess talent?
1. What steps might you include or remove from this process?
3. This chapter has focused mainly on managers, implying that they are the key talent that needs to be managed. However, there are people who believe that the organization's most critical employees
2. About half of all Canadian companies offer paid leave to volunteer, ranging from one day to two weeks annually. According to Mario Paron, KPMG's chief HR officer,"Employees return with a fresh
1. Ganong Bros., a manufacturer of candy and chocolates, is based in St. Stephen, New Brunswick. In 2008, for the first time in its 135-year history, an outsider succeeded a member of the Ganong
Describe the role of HR in succession management.
Outline the employee's role in the succession management process.
Recognize the difficulties in measuring the success of a management succession plan.
Evaluate the advantages and disadvantages of the five management development methods: promotions, job rotations, special assignments, formal training, and mentoring and coaching.
Describe several ways to identify high-potential employees.
Discuss the four approaches to the identification of managerial talent.
Compare and contrast the job-based and competency-based approaches to aligning future needs with strategic objectives.
List the steps in the succession management process.
Trace the evolution of succession management from its roots in replacement planning, comparing the two models with respect to focus, time, and talent pools.
Understand why succession management is important.
5. Using information provided in item 9, estimate the number of managers that M&K would need using regression analysis if revenue levels:a. Increase to $2.5 billionb. Increase to $3.5 billion How
4. Calculate the transitional probabilities of movements for levels 5 to 9 on the basis of information provided in item 8. Using the calculated transitional probabilities, what employee movements (at
3. Calculate the number of employee movements if M&K uses:a. Exclusively a "promote from within" policy, orb. A mix of internal and external supply as detailed in item 7b As HR Director, what do you
2. Estimate changes in HR supply for M&K for next year, by job level.
1. Estimate the total HR demand for M&K for next year, by job level.
Recognize when an HR gap may be filled through substitution strategies such as automation, or when the gap may be attributable mostly to the bullwhip effect.
Discuss and evaluate the advantages and disadvantages of the following specific methods of determining external and internal supply:a. Skills and management inventoriesb. Human capital segmentationc.
Comprehend the importance of segmenting human capital to better understand where human capital plays a critical role in implementing strategy and how to manage the supply of that human capital.
Recognize the importance of effectively managing the supply of human capital.
Understand the relationship between demand and supply forecasting techniques in the HR planning process.
2. What specific form of quantitative or qualitative model do you think 0 PG should use?
1. Assuming that 0 PG wishes to improve its HR demand forecasts for technicians over a three-year period, do you think that 0 PG should use a quantitative or qualitative type of model to assess its
h. Discuss your findings with other groups or individuals. How are they similar, and how do they differ? What were the critical differences in your assumptions that affected the outcomes?
g. Look at the strategies, resources, and activities that are common to all four worlds. Any attributes that are common to all four worlds are likely to lead to success in any outcome that is close
f. Describe the types of strategies, resources, and activities that would be necessary for a university course to be successful in each of these worlds.
e. Look at the world that is represented by each quadrant, and describe what each world would be like. How does online education fit into this world? Give each world its own representative name.
d. Now stretch these two clusters out. Place the two extremes of the first cluster at either end of the horizontal axis, and the two extremes of the second cluster at each end of the vertical axis.
c. Select the two clusters that you think have the potential to have the most impact on the decision to increase online course offerings and that are also unpredictable.
b. Look at your factors, and move the sticky notes into groups of factors that form natural clusters. Give each cluster a title.
a. On your own, or in groups of 4-5 people, write down all the factors that you can think of that might influence the move toward increasing or decreasing the use of online courses. Write each factor
3. Ratio or trend analysis can be a very effective method for determining HR demand.Identify a wide variety of relevant indices that can be used for this demand-forecasting technique in different
2. The Delphi technique and the nominal group technique (NGT) are often used to facilitate creative and innovative solutions to HR demand issues. What are the similarities and differences between the
1. Imagine that you have a friend who owns and runs a family restaurant that specializes in plant-based whole foods. At capacity, the restaurant requires four wait staff to wait on all the tables.
Compare and contrast the advantages and disadvantages of various demand forecasting techniques, including quantitative, qualitative, and blended techniques.
Recognize the linkages between the HR plan, labour demand forecasting techniques, and the subsequent supply stage.
Understand the importance of demand forecasting in the HR planning process.
List all the reasons that demand for healthcare workers will increase, and the reasons that supply will decrease. What can governments do to increase the supply?What can employers do?
3. List all the ways that an organization can deal with a surplus of employees. Discuss the advantages and limitations of each option.
2. The chapter starts with a discussion of the labour supply/demand mismatch and suggests that the government needs to become more actively involved in influencing the supply of the types of workers
1. If you are reading this discussion question, you are probably taking a course at a university or community college. In groups, discuss some ways that you might be able to forecast the demand for,
Outline the environmental and organizational factors affecting HR forecasting.
Comprehend the forecasting process in general, and the categories of forecasting methods.
Understand the rationale for giving special attention to specialist/technical workers, managers, recruits, and designated groups in the HR forecasting process.
Discuss the differences between stocks and flows of human capital, and comprehend the implications that stocks and flows have for HR planning.
Understand the value of human capital to the firm, and discuss the difference between generic human capital and firm-specific human capital.
Understand what HR forecasting is, and its strategic importance to the firm.
Describe the role of the stakeholder, and list several examples.
Explain the environmental factors, such as the economic climate, the political and regulatory context, and the social and cultural climate, that influence the practice of HRM.
Discuss the challenges in scanning the environment.
Understand how environmental scanning is practised.

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