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business
human resources management

Questions and Answers of Human Resources Management

=+1. In small groups, describe Web - based human resources information systems you are familiar with. Based on your own experiences and Internet research, evaluate the advantages and disadvantages
=+1. In a small group, use the Web sites of Governing Magazine, Government Technology Executive News , and the Chronicle of Philanthropy . Have each individual discuss the most recent topics being
=+ 2. Using the Internet, conduct research in identifying three HRIS systems and the companies that develop them. Develop criteria to evaluate the systems. Then use these criteria to prepare a
Provide information about the total value of and changes to total rewards using appropriate media to achieve understanding and encourage performance and desired behaviour. LO.1
How do people interpret short-term versus long-term incentives differently? LO.1
How can long-term goals or rewards or incentives be developed to make them more appealing? LO.1
In an organizational or workplace setting, how can managers use this research to determine organizational or individual short-term or long-term incentives? LO.1
The real estate industry is an example of an industry built on the commission model. What is the basic compensation structure in the industry? LO.1
In your experience, what do you find to be the motivation for people to work in this environment? LO.1
Based on your expertise, what are some of the risk considerations real estate agents and others working in similar commission-based compensation models need to consider? LO.1
Performance pay cannot replace good management. Performance pay is supposed to motivate workers, but lack of motivation is not always the culprit. Ambiguous instructions, lack of clear goals,
Firms get what they pay for. Psychologists know that people often put their effort where they know they will be rewarded. However, this can backfire. An incentive plan that rewards a group based on
“Pay is not a motivator.” 43 Psychologist Frederick Herzberg makes the point that money only buys temporary compliance; as soon as the incentive is removed, the“motivation” disappears too.
Rewards rupture relationships. Incentive plans have the potential for reducing teamwork by encouraging individuals (or individual groups) to blindly pursue financial rewards for themselves. LO.1
Rewards may undermine responsiveness. Since the employees’ primary focus is on achieving some specific goal, like cutting costs, any changes or extraneous distractions mean that achieving that goal
Pay for performance—and make sure that performance is tied to the successful achievement of critical business goals. LO.1
Link incentives to other activities that engage employees in the business, such as career development and challenging opportunities. LO.1
Link incentives to measurable competencies that are valued by the organization. LO.1
Match incentives to the culture of the organization—its vision, mission, and operation principles. LO.1
Keep group incentives clear and simple—employee understanding is the most important factor differentiating effective from ineffective group incentive plans. LO.1
Overcommunicate—employees become engaged when they hear the message that they are neither faceless nor expendable. LO.1
Remember that the greatest incentive is the work itself. For example, highly skilled engineers at MacDonald Dettwiler and Associates Ltd. in Richmond, British Columbia, feel valued and appreciated
When designing effective financial incentive plans, it’s important to understand the relationship between money and motivation. A job needs to satisfy a person’s higher-level needs, as well as
Merit pay, profit-sharing plans, employee share purchase/stock ownership plans, and gainsharing plans are examples of organization-wide incentive plans, usually made available to all employees. Merit
Piecework is the oldest type of incentive plan. Here, a worker is paid a piece rate for each unit that he or she produces. The differential piece-rate plan rewards workers by a premium that equals
Most management employees receive a short-term incentive, usually in the form of an annual bonus linked to company or divisional profits. Long-term incentives are intended to motivate and reward top
Salary plans for salespeople are effective when the main sales objective is finding new clients or servicing accounts. The main disadvantage of salary plans is that pay is not tied to performance.
Incentive plans are particularly appropriate when units of output are easily measured, employees can control output, the effort–reward relationship is clear, work delays are under employees’
Employee recognition plans are growing in popularity as a cost-effective method of retaining employees by praising their achievements.Recognition has the most impact when it is sincerely and
Compare and contrast six types of incentive plans. LO.1
What is merit pay? Do you think it’s a good idea to award employees merit pay? Why or why not? LO.1
Describe the three basic issues to be considered when awarding short-term management bonuses. LO.1
Explain how stock options work. What are some of the reasons that stock options have been criticized in recent years? LO.1
When and why should a salesperson be paid a salary?A commission? Salary and commission combined? LO.1
Explain five reasons why incentive plans fail. LO.1
Why are recognition plans useful for motivating high performers? LO.1
Give four examples of when you would suggest using rewards for all employees rather than individual incentive programs. LO.1
In this chapter, we listed a number of reasons that experts give for not instituting a pay-for-performance plan in a vacuum (such as “rewards rupture relationships”).Do you think that these
Think of organizations that have been in the news in the last few years because of scandals. Which of these involved incentives? What were the problems and how could they have been avoided? LO.1
Employee recognition plans are growing in popularity.There has been some debate in research literature suggesting that once incentives are provided, they are viewed as entitlements by employees and
Working in groups, brainstorm ways in which a company that previously provided generous incentive pay and bonuses might provide less costly incentives to encourage employee commitment and
Is LearnInMotion.com’s current compensation program motivating their staff? Or is it hindering employee performance? LO.1
Should LearnInMotion.com use a mix of individual, team, and organizational incentives? If so, recommend specific incentives that the company should use and discuss why you recommended each. LO.1
Do you think changing the compensation strategy will positively affect this firm? If so, how specifically? LO.1
What are the specific problems with Marilyn’s current compensation program? LO.1
Discuss the types of compensation programs and plans available to Marilyn to motivate and retain her existing staff. LO.1
Should Marilyn use only one type of compensation plan, or a combination plan for her employees? Discuss your recommendation in detail. LO.1
Evaluate the total rewards structure using appropriate metrics, monitoring trends, and innovations to ensure consistency, fairness, organizational competitiveness, compliance with legal requirements,
Provide information about the total value of and changes to total rewards using appropriate media to achieve understanding and encourage performance and desired behaviour. LO.1
What causes musculoskeletal pain? LO.1
How can musculoskeletal pain that leads to disabilities impact the workplace? LO.1
What can organizations do to ensure musculoskeletal pain is proactively managed? LO.1
What is Labatt Brewery of Canada’s approach to developing and rewarding employees? LO.1
Who is responsible for talent management in the organization? LO.1
What kinds of support are offered to employees looking to develop their skills or competencies?in the post–job- security era. When benefits are aligned with business strategy, they can help to
Six major government-mandated benefits are employment insurance, pay on termination of employment, leaves of absence, Canada/Quebec Pension Plan, workers’ compensation, and paid time off. LO.1
Health insurance costs are rising because of expensive new drugs, rising drug use by an aging population, and reductions in coverage under provincial healthcare plans. These costs can be reduced by
The two categories of pension plans are defined benefit plans and defined contribution plans. Defined benefit plans provide a benefit based on a formula related to years of service, and the employer
Three types of personal employee services offered by many organizations include credit unions, counselling services, and employee assistance plans. Seven types of job-related services offered by many
The flexible benefits approach allows the employee to put together his or her own benefit plan, subject to total cost limits and the inclusion of certain compulsory items. The employer first
Explain two main approaches to reducing workers’compensation claims. LO.1
Explain what companies are doing to reduce health-benefit costs. LO.1
Explain the difference between sick leave plans and short-term disability plans. LO.1
Explain the difference between a defined benefit pension plan and a defined contribution pension plan. LO.1
Why are long-term disability claims increasing so rapidly in Canada? LO.1
Outline the kinds of services provided by EAPs. LO.1
Explain the pros and cons of flexible benefits from both an employer and employee perspective. LO.1
You are applying for a job as a manager and are at the point of negotiating salary and benefits. What questions would you ask your prospective employer concerning benefits? Describe the benefits
What are pension “vesting” and “portability”? Why do you think these are (or are not) important to a recent university or college graduate? LO.1
You are the HR consultant to a small business with about 40 employees. Currently, the business offers only the legal minimum number of days for vacation and paid holidays and the legally mandated
If you were designing a retirement benefit for a mid-sized organization that had not previously offered one, what type of plan would you recommend to them and why? LO.1
What questions might an employee who currently has no benefits or a minimal coverage standard benefits plan have about flexible benefits? How can an organization address these questions and
Should an employer with a pension plan that covers employees in several provinces give each group the minimum vesting and portability benefits for their province, or take the most generous of these
Working individually or in groups, compile a list of the perks available to the following individuals: the head of your local public utilities commission, the president of your college or university,
Working individually or in groups, contact your provincial workers’ compensation board (or equivalent regulatory body in your province/territory) and compile a list of its suggestions for reducing
Which benefit and services policy would you recommend LearnInMotion.com change first and why? LO.1
What changes would you recommend to Jennifer regarding their lack of a vacation policy? LO.1
As most of LearnInMotion.com’s staff are in their 20s, what type of pension plan would appeal to this employee demographic? Why? LO.1
What voluntary employer-sponsored benefits should this company maintain and which ones should they not maintain in your opinion? Why? LO.1
Would a flexible benefit program save this organization money if administered properly? LO.1
Promote a collaborative work environment between the employer, the union(where it exists), employees, and other representative groups through clear and open communication to achieve a respectful,
Promote the health and safety of employees through an understanding of legislation, regulations, and standards to increase organizational awareness, ensure compliance, and manage risk. LO.1
Develop health, safety, and wellness policies, procedures, roles, and responsibilities for leaders and employees, to ensure compliance through training, monitoring, and providing appropriate
Encourage employee wellness by endorsing healthy lifestyles, educating employees, and providing opportunities for enhancement of wellness to sustain overall employee and organizational health. LO.1
Establish a proactive approach to mental health and psychological well-being in the workplace by enhancing awareness at all levels of the organization to improve performance. LO.1
Labelling of hazardous material containers to alert workers that there is a potentially hazardous product inside (see Figure 14.2 for examples of hazard symbols). LO.1
Material safety data sheets (MSDS) to outline a product’s potentially hazardous ingredients and the procedures for safe handling of the product LO.1
Employee training to ensure that employees can identify WHMIS hazard symbols, read WHMIS supplier and workplace labels, and read and apply the information on an MSDS. LO.1
Assign suitable work. Limit jobs to those with moderate to low long training times, limited responsibility, lowrisk tasks, or those that do not require isolated working conditions. LO.1
Understand young workers. Young workers may be risk adverse, reluctant to ask questions or change work processes without understanding the risk associated with that. LO.1
Provide training. Prevent young workers from performing any task until they have been properly trained and from leaving the work area unless required, as other worksites may have special hazards.
Supervise. Ensure supervisors are qualified to organize and direct work; aware of applicable laws and regulations, as well as actual and potential workplace hazards. LO.1
Your research is really focused on putting occupational health from the leadership perspective. Why did you assume this focus? LO.1
What is the relationship between employees’ perceptions of their managers’leadership styles and the employees’psychological well-being? LO.1
What are the implications of your work in regards to provision of leadership training as a means of minimizing workplace risks for employees? LO.1
The test is rationally connected to the performance of the job. LO.1
The test is adopted in an honest and good-faith belief that it is necessary for the fulfillment of a legitimate work-related purpose. LO.1
The test is reasonably necessary to the accomplishment of the work-related purpose. LO.1
The monitor should be set at a height so that your neck will be straight. LO.1
Your elbow joints should be at about 90 degrees, with the arms hanging naturally at the sides. LO.1

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