Chapter 11

Question 1

Contingent workers

Answer 1

Workers who do not have the expectations of regular full-time employment. Are eventually offered full-time positions. Managers are using temporary employees as a way of weeding out poor workers and finding good hires

Question 2

Types of training (7)

Answer 2

• Orientation: initiates new employees
• On-the-job training: most fundamental type of training. Learns by doing, then imitates them
• Apprentice program: involve period learning works alongside an experience employee
• Off-the-job training: away for workplace, internal or external programs to develop
• Online training: online classes called distant learning
• Vestibule training: (near job training), done in classrooms taught on equipment similar to that used in the job
• Job stimulation: use of equipment that duplicates job conditions and tasks, so they can learn skills before attempting them in job

Question 3

Management development

Answer 3

Process of training and educating employees to become good managers and then monitoring the progress over time

Question 4

Performance appraisal

Answer 4

An evaluation in which the performance level of employees is measured against established standards to make decisions about promotions

Question 5

Fringe benefits

Answer 5

Such as sick-leave pay, vacation pay…

Represent additional compensation beyond base wages

Question 6

Soft benefits

Answer 6

Help employees maintain balance between work and family life, by giving free breakfast or haircuts, so they have more time at home.

Question 7

Cafeteria-style fringe benefits

Answer 7

Fringe benefits plan that allows employees to choose the benefits they want up to a certain dollar amount

Question 8

Determining a firm’s human resource ne

Answer 8

1. Preparing a human resource inventory of the organizations employees, so they can see if labor force is technically uptodate and thoroughly trained
2. Job analysis, a study of what is done by employees who hold various titles.
   - job descriptions, type of work
   - job specification, minimum requirements
3. Assessing future human resource demands, must proactive anticipate and forecast the future
4. Assessing future supply, labor is shifting
5. Strategic plan