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business
managing human resources

Questions and Answers of Managing Human Resources

What were the applicant’s title and responsibilities?In what areas did the applicant excel? What unique, or exceptional, talents does the applicant have?
What is your relationship to the applicant? Are you the person’s supervisor, peer, or subordinate? What were the start and end dates of the applicant’s employment?
Explain how firms evaluate the information they collect on candidates and the decision strategies they use to select employees.
Compare the value of different types of employment tests and how to assess their reliability and validity.
Describe the tools used to screen applicants, the types of employment interviews and methods to administer them, and the post-interview screening tools firms use.
Explain what the objectives of the employee selection process are, its steps, and why the information gathered during the process must be reliable and valid.
What role did Barra play in advancing her career?What role did GM play in “growing” her career?
Mary Barra’s father worked at General Motors.Was her hiring an example of nepotism? If you were a business owner, would you want to hire relatives of your employees? What are the pros and cons of
What barriers to career advancement do women and members of underrepresented groups face?
How can a career management program help an organization forced to downsize its operations?
Name some companies with whom you have done business. Then discuss how you view their employer brands. Would you want to work for them? How might these firms improve their employer brands?
Explain why recruitment and career development activities focused on diversity and inclusion are important to companies.
Explain how career management programs integrate the needs of individual employees and their organizations.
List some of the ways firms can improve their recruiting and the metrics they use to do so.
Describe the methods firms use to recruit externally and internally.
Describe how a firm’s strategy affects its recruiting efforts, and the elements that athe elements that are part of a strategic recruiting strategy.
Now that there is a new team, what should Apple do to recreate the magic?
What happened to the team? How could Apple have prevented its decay?
What made Apple’s design team so unique? How did the members work together? What made it so successful
Could Zappos have done anything to make the transition to the new system smoother? If so, what?
Is a self-managing organization a good idea? Why or why not?
Figure 4.8 shows the different forms of employee teams. Provide an example of where each type of team can be used. How do teams create synergy?
Why is employee motivation such an important aspect of designing today’s jobs? The job characteristics model includes five components—skill variety, task identity, task significance, autonomy,
Discuss the various ways in which a job analysis can be completed. Compare and contrast these methods, noting the pros or cons of each.
Assume you are the general manager of a service department. How might formally written job requirements help you manage your work unit?
Describe the different types of teams and work arrangements used to enhance the contributions of employees.
Provide examples illustrating the various factors that must be taken into account when designing a job, including what motivates employees.
Explain how the information for a job analysis is collected and incorporated into various sections of a job’s description.
Explain what a job analysis is and how it is used in conjunction with a firm’s HRM functions.
Observe whether the selection rate for any group is substantially less (usually less than four-fifths, or 80 percent) than the selection rate for the highest group. If it is, adverse impact is
Calculate the impact ratios by comparing the selection rate for each group with that of the highest group (divide the selection rate for a group by the selection rate for the highest group).
Observe which group has the highest selection.
Calculate the rate of selection for each group (divide the number of people selected from a group by the number of total applicants from that group).
Should the intent or motive behind Lewiston’s conduct be considered when deciding sexual harassment activities? Explain.
Evaluate the conduct of Peter Lewiston against the EEOC’s definition of sexual harassment.
How would you decide the case of Elizabeth Booth, and which laws would you base your decision on?Explain.
If you were an HR manager of a company, what pet policy would you set and how would you implement it?
What is your position on this issue? Provide two or three reasons to support your argument.
How does the EEOC affect companies? What must you do as a manager to appropriately respond to the administrative rules and regulations published in the Federal Register?As a marketing manager, you
What is the Uniform Guidelines on Employee Selection Procedures? To whom do the guidelines apply? What do they cover?Joe Alverez has filed a complaint with the EEOC alleging that his employer,
List specific behaviors that may be considered sexual harassment in terms of either quid pro quo or hostile environment harassment.Discuss some examples of LGBTQ-related claims that the EEOC might
Given that the United States was founded on the principles of individual merit, hard work, and equality, how have people’s perceptions of these values changed the way they see discrimination in the
Explain what affirmative action is and how companies today are seeing the value of voluntarily having diverse workforces.
Describe how EEO recordkeeping and posting requirements work, including how discrimination charges are processed by the Equal Employment Opportunity Commission (EEOC).
Explain how the Uniform Guidelines on Employee Selection Procedures are used by firms and how they relate to the issues of adverse impact and disparate treatment.
Demonstrate how to prevent other forms of discrimination that are of particular interest to managers.
Determine how the major EEO laws related to age, gender, religion, disability, weight, sexual orientation, and genetic information affect you and others within companies.
Identify the three factors that influence equal employment opportunity (EEO) legislation.
Has the firm been able to achieve a long-term strategic fit between its strategy and HR practices in your opinion? Why or why not?
Explain how Domino’s strategy differed from its competitors’.
What strategy execution problems do you think Knight and Bowerman might have faced in their effort to make Nike successful?
Who is ultimately responsible for formulating a firm’s strategy—its managers, its employees, or both?
What steps does the firm need to take to execute its strategy and measure the results?
Which criteria must be met if firms are to achieve a competitive advantage through their employees?
Which external forces influence a firm’s strategy?
What recognition and rewards are needed to attract, motivate, and retain the employees we need?
What actions need to be taken to align our resources with our strategy priorities?
Which skills should we have internally versus contract with outside providers?
What types of skills and positions will be required or no longer required?
What are the barriers to achieving the strategy?
What are the required knowledge, skills, and abilities we need to execute the winning strategy?
What core capabilities do we need to win in our markets?
What are our pressing business issues today?What are our competitors’ organizational strengths? How do we compare?
How do these values differentiate us from other companies?
What core values do the people in my organization share as part of our mission?
Where is our market and our customers? Where will operate? Locally, regionally, nationally, or globally?
For whom will the firm fulfill the need? Who are our customers?
What is my organization’s reason for being? What need do we fulfill that isn’t already being met by another firm or could be met better?
Describe how firms evaluate their strategies and HR execution.
Classify what is required for a firm to successfully execute a strategy and assess its effectiveness.
Explain the linkages between competitive strategies and human resources.
Summarize why it is important for an organization to do an internal resource analysis.
Describe how an organization’s external environment influences its strategic planning.
Explain how human resource planning and a firm’s mission, vision, and values are integrally linked to its strategy.
Do you agree with Singh’s statement that in the future, companies will have to apply for skilled people to work for them rather than candidates applying to work at an organization? Why or why not?
If you were planning to use marketing strategies to “brand” a company as an employer of choice, what are some of the factors you would consider?
What functions of HRM are similar to marketing functions? How can thinking about “marketing”a company’s jobs improve the strategic focus of HR personnel?
What types of situations do you think might require an HR manager to say “no”?
What do you think might be some of the challenges of establishing HR policies for a global company?
What are some of the outcomes of the company’s new HR strategy?
What skills does Black think employees need to work successfully in the HR area?
In your opinion, what is the most important role HR managers play?
Are these factors important to you? Why or why not?Will technology eliminate the need for HR managers?
Name a company you hope to work for someday. What is its track record in terms of corporate social responsibility and sustainability?
Provide examples of the roles and competencies of today’s HR managers and their relationship with other managers.
Discuss how firms can leverage employee differences to their strategic advantage and how educational and cultural changes in the workforce are affecting how human resource managers engage employees.
Explain the dual goals HR managers have in terms of increasing productivity and controlling costs.
Describe how technology can improve how people perform and how they are managed.
Explain how good human resource practices can help a firm address strategic challenges such as globalization, competition, and sustainability efforts.
Explain how human resource (HR) managers and other managers can have rewarding careers by helping their firms gain a sustainable competitive advantage through the strategic utilization of people.
Describe typical language problems experienced by immigrants, members ofminority groups and others for whom the language of the majority culture is aforeign language. How could the problems described
Why is there a high risk of miscommunication occurring in cross-cultural discussions?How can the risk be reduced? Give examples, drawing on your own experienceof cross-cultural interactions.
Compare and discuss both arguments then say which of the two arguments, onbalance, the group supports. Explain the reasoning underlying your choice.
Develop a counterargument, pointing to the benefits of cultural imperialism. Givespecific examples to support your argument.
Define and give specific examples of cultural imperialism, then develop an argumentsupporting the view that cultural imperialism should be opposed. Whatforms of opposition would have the greatest
In many multicultural workplaces, employees who are not fluent in the language ofthe organization – usually the language of the majority culture – often fail to performwell or to make progress in
People from different cultural backgrounds have different ways of sending and receivingmessages and different communicative norms. This leads to errors of interpretationand understanding, and wrong
What is a lingua franca? Compare the advantages and disadvantages of using alingua franca as opposed to interpreters, in cross-cultural business negotiations.On balance, which would be the better
Explain how important characteristics of the Japanese language reflect Japaneseculture.
Identify some strengths and weaknesses of the Arabic language. Give specificexamples of how weaknesses of the language can cause communication problemsin cross-cultural encounters.

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