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international human resource management

Questions and Answers of International Human Resource Management

3. Give some examples of how technology is creating employer–employee rights and policy issues. Then suggest some possible actions that may be needed.
2. Discuss the impact on an individual employee and work unit if organizational justice is not honored by managers. Recall any past work experience you may have in which a supervisor“played
4. Discharge: If the employee fails to follow the action plan that was developed and problems continue, then the supervisor can discharge the employee. #!# 1. Identify how overreliance on the
3. Final warning: If the employee does not follow the written solutions noted in the second step, a final warning conference is held. In that conference, the supervisor again emphasizes to the
2. Written documentation: If an employee fails to correct behavior, then a second conference becomes necessary. Whereas the first stage occurs as a conversation between supervisor and employee, this
1. Counseling: The goal of this phase is to heighten employee awareness of organizational policies and rules. Often, people simply need to be made aware of rules, and knowledge of possible
8. Keep a few printed copies available. Some employees are not comfortable with technology and may prefer a hard copy of the handbook. Print a few and let employees know that they are available on an
7. Immediately notify employees of changes. Be sure to develop a process for maintaining the handbook and letting employees know when things change. While an online handbook can be easily updated, it
6. Notify employees of the change. Announce the change to an online handbook in a way that ensures all employees will know about the new format. Consider a mandatory sign-on within the transition
5. Proofread everything before it goes “live.”Model good practice and verify spelling, grammar, and punctuation before releasing content. The handbook should represent the professional image of
4. Include email and telephone contact information for HR staff. Many employees prefer to contact HR to ask questions or get clarification of policies or benefits. Make HR easy to reach so that
3. Link handbook content to relevant information.A powerful use of online handbooks is linking related documents and information for employees. For example, in the section that discusses payroll,
2. Require employees to log in. Required use of company passwords and sign-on credentials limits access to this internal document to those who have a legitimate right to read it. The handbook is not
1. Put the acknowledgment up front. Set up the handbook so that employees must first read all disclaimers and complete an acknowledgment before gaining access to the handbook contents.
7. Remind employees about the process periodically, such as once a year, so that they know it is operational and effective.
6. Design the rollout strategy and communication plan. Determine whether to “go live”right from the start or to use a pilot test of the process first. Decide how to get the word out to managers
5. Get feedback from employees on the initial design. Use focus groups, town hall meetings, suggestion systems, or email polls.Share all the details so that employees can effectively evaluate the
4. Design the program by using a crossfunctional team that includes HR, line managers, and senior managers. This way, input from many different areas of the organizations is provided.
3. Research the various ADR options to determine which ones are the best fit for the organization. For example, peer review is most successful when there is a high level of trust within the workforce.
2. Identify key stakeholders among both formal and informal leaders. Top executives must support an ADR program. Don’t ignore the informal leaders, since they can influence the rest of the
1. Determine the organization’s readiness for ADR. Is ADR consistent with the organization’s culture and other HR processes?There needs to be a good match between culture and process for ADR to
2. What are some of the things Henry Ford did that you think have merit? If you were running a company, what practices of his might you adopt?
1. How did Ford’s approach to employee relations impact employees? Do you think it was to their advantage or disadvantage for the company to take such an active interest in their lives?
4. Increased activism in government agencies and legislatures has resulted in an expansion of worker protection laws and additional restrictions on employer conduct. These laws and restrictions
3. The decline in union representation in the workforce means that employees have a more direct relationship with their employer. Lacking the protection and advocacy provided by a labor union puts
2. Privacy issues are in the forefront as websites, marketers, and now employers begin to collect data on every move we make. While many people appreciate customized services, they don’t approve of
1. There is heightened awareness and concern in organizations about data security and privacy. Recent breaches of databases in many large retailers and government agencies have increased people’s
LO6 Outline approaches to employee discipline and termination of employment.
LO5 Understand the use of policies, procedures, and employee handbooks to communicate workplace behavior and performance expectations.
LO4 Analyze workplace monitoring, employer investigations, and other steps taken to ensure a safe and productive workplace.
LO3 Discuss issues associated with employee privacy, free speech, and whistle-blowing.
LO2 Define employment at will and discuss how wrongful discharge, just cause, and due process are interrelated.
LO1 Explain elements of employment contracts, including noncompete and intellectual property agreements.
3. Visit the Messer Construction company website at http://messer.com/process/safety4site. How has the Safety4Site program impacted Messer’s business outcomes? Has the company been awarded any
2. What rewards might be offered to front-line workers for working safely and preventing injuries?What rewards might be offered to job site managers who safely lead projects?
1. What could be done to increase front-line workers’reports of violations? Why might they be reluctant to report violations they witness?
3. Employee accountability. Based on 20 identified unsafe behaviors, all employees (managers as well as craftspeople) were expected to report any violations they witnessed on a project site.
2. Daily safety talks. Called toolbox huddles, these daily briefings reminded employees of important safety precautions and discussed any incidents that had occurred.
1. Universal use of eye protection. All employees were required to wear safety glasses when on a project site.
5. The number and magnitude of data breaches have been increasing at retailers, banks, government agencies, and other institutions.The management team at your company has decided to develop plans for
4. What should be included in disaster planning for a large employer in Annapolis, Maryland, that is concerned about natural disasters such as floods and snowstorms that might shut down the company
3. As the HR manager of a distribution and warehouse firm with 600 employees, you plan to discuss a company wellness program at an executive staff meeting next week. The topics to cover include what
2. What should an employer do when facing an OSHA inspection?
1. What can first-line supervisors do to help control workers’ compensation costs, and how might they be rewarded for doing so?
4. Data security breaches at many large retailers, financial institutions, and government agencies highlight a need for extreme vigilance on the part of everyone who handles data for organizations.
3. Companies are introducing more wellness programs to decrease the costs of health care, especially in light of Patient Protection and Affordable Care Act requirements. Employers are becoming more
2. A spotlight has begun to show on global suppliers in developing countries where workers are subject to unsafe working conditions. Several highly publicized cases of fires and other disasters have
1. Activist federal safety agency actions include new accident reporting rules and attempts to publicize company safety records. The Occupational Health and Safety Administration (OSHA) is focused on
LO7 Describe the nature and importance of disaster preparation and recovery planning for HR.
LO6 Define workplace security concerns and discuss some elements of an effective security program.
LO5 List three workplace health issues and highlight how employers are responding to them.
LO4 Recognize the activities that constitute effective safety management.
LO3 Outline the basic provisions of the Occupational Safety and Health Act of 1970 and recordkeeping and inspection requirements.
LO2 Discuss important legal areas regarding safety and health.
LO1 Understand risk management and identify its components.
2. If you were to use technology to assist with communicating about benefits, how would you approach doing it? What are the potential challenges associated with your strategy?
1. How would you evaluate The Limited’s approach for communicating information about benefits to its employees? What might you have done differently if you were an HR professional in the company?
3. Assume that as an HR staff member, you have been asked to research consumer-driven health plans because your employer is considering implementing one. Go to a leading benefits information
2. Discuss the following statement: “Health care costs are out of control in the United States, and increasing conflicts between employers and employees are likely as employers try to reduce their
1. Why are benefits strategically important to employers, and what are some key strategic considerations?
3. Assume that as an HR staff member, you have been asked to research consumer-driven health plans because your employer is considering implementing one. Go to a leading benefits information
2. Discuss the following statement: “Health care costs are out of control in the United States, and increasing conflicts between employers and employees are likely as employers try to reduce their
1. Why are benefits strategically important to employers, and what are some key strategic considerations?
4. Companies are offering more unique benefits that satisfy the various needs of employees. Paid sick leave, adoption assistance, and retirement annuities are examples of some of these benefits. In
3. Effectively communicating benefits to employees is an ongoing concern for HR professionals. Employers are relying more on technology and social media to spread the good news to employees about the
2. The costs associated with providing desirable benefits are increasing at a steady rate. This reality challenges companies to offer competitive benefits and also keep a close eye on the bottom line.
1. Benefits are being used to build a sustained competitive advantage and ultimately satisfy a company’s strategic objectives. Employers that offer generous benefit packages are often viewed as
LO6 Describe the growth of financial, family-oriented, and time-off benefits and their importance to employees.
LO5 Explain the importance of managing the costs of health benefits and identify some methods of doing so.
LO4 Discuss the trends in retirement plans and compare defined benefit and defined contribution plans.
LO3 Distinguish between mandated and voluntary benefits and list three examples of each.
LO2 Analyze the differences between employee benefits in the United States and those in other countries.
LO1 Define a benefit and identify four strategic benefit considerations.
3. If you were able to vote on this pay package(“say on pay”), how would you vote and why?
2. What recommendations would you have for using incentive programs at these agencies in the future?
1. What dynamics at the IRS and VA may have contributed to actions employee took to earn a bonus?
5. Recent research has shown an inverse relationship between CEO pay and corporate performance. Read the article “The Highest-Paid CEOs Are the Worst Performers, New Study Says” at
4. Suppose you have been asked to lead a task force to develop a sales incentive plan at your firm. The task force is to generate a list of strategies and issues to be evaluated by upper management.
3. Describe how team rewards have been used in group projects you worked on in college classes or on the job. What challenges did you face when asked to give peer evaluations when there were “free
2. What are some key performance indicators that are used by organizations in which you have been employed? How did managers explain the importance of these KPIs, and were any rewards tied to them?
1. Discuss why variable pay-for-performance plans have become popular and what elements are needed to make them successful.
4. Variable pay is becoming more common in companies located in a number of nations around the world. Targeting financial resources to recruit and retain high performers is achieved through pay for
3. A reduction in the use of commissions for salespeople has occurred because more sales are taking place online with limited interaction with salespeople. This has changed the nature of pay given to
2. Greater transparency is being demanded regarding pay for executives.Several recently enacted laws demand greater disclosure of executive pay, and vocal investors are asking to be a part of the
1. A higher portion of pay is being tied to performance in more U.S.organizations.Companies are moving away from an entitlement mentality in response to workers looking for rewards tied to their
LO6 Identify the typical elements of executive compensation and discuss criticisms of executive compensation levels.
LO5 Explain three ways in which sales employees are typically compensated.
LO4 Specify why profit sharing and employee stock ownership are popular organizational incentive plans.
LO3 Identify key concerns that must be addressed when designing work unit/team variable pay plans.
LO2 Compare three types of individual incentives.
LO1 Define variable pay and identify three aspects of effective pay-for-performance plans.
2. If you were to develop a pay structure in a company where you have worked, how would you approach doing it? What are the potential challenges associated with implementing your approach?
1. How would you evaluate Taylor’s approach for developing a pay structure at United Grinding Technologies? Would you have done anything differently?
4. You are the HR Director for an insurance company with regional offices in several states.For each office, you want to be sure that the administrative assistants reporting to the regional manager
3. Recently, larger companies have been in the news because of violations of overtime regulations. How should your Human Resources department protect itself from these devastating claims? Brainstorm
2. Congratulations! You have recently been promoted and are the company’s new Human Resources Manager! You have offices in several countries, so how would you evaluate different compensation
1. Think of an organization where you have worked. What were its compensation policies, and how were they communicated to employees?
4. Setting reasonable pay to get competent employees is an important component of compensation management. To remain fair and competitive, employers have to use different sources of internal and
3. Identifying situations that require employers to pay workers for their time is a challenge. Managers should understand the conditions that trigger payment of wages. These include shorter meal and
2. When pay decisions are viewed as inappropriate or unfair, lawsuits can occur. There is growing concern about litigation targeting the misclassification of employees, overtime pay, and other wage

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