Chapter 14

Question 1

Human resource management

Answer 1

1. maximizing the effectiveness of the workforce
2. Recruiting world-class talent
3. Promoting career development
4. Boosting organizational effectiveness

Question 2

Major hurdles of HR

Answer 2

1. Older workers
2. Younger workers
3. Women workers
4. Work/life balance
5. Wage gap
6. Layoffs and outsourcing
7. Lawsuits

Question 3

What is a solution to this problem?

“HR is often unprepared to make strategic decisions; daunting perception problems”

Answer 3

HR must gain respect and recognition for their role; focus on raising value of firm’s human capital; senior management must recognize role of HR

Question 4

Job analysis

Answer 4

considers what skills the workforce already has and what skills are needed

Question 5

Internal recruiting

Answer 5

transferring or promoting employees within the company; this type of recruiting boosts morale, has a proven track record, and has lower recruiting costs

Question 6

External recruiting

Answer 6

looking for employees outside the firm

Question 7

Recruiting Resources

Answer 7

Employment websites
Newspaper ads
Trade associations
Colleges/universities
Employment agencies

Question 8

Structured Interview

Answer 8

1. Develop a list of questions prior to interview

2. Focus questions on behaviours and experiences

Question 9

It is important for managers to set a ____ with new hires: typically 3 to 6 months

Answer 9

probationary period

Question 10

Companies with fluctuating employment needs may opt to hire _____, such as:
Temporary full-time workers
Independent contractors
On-call workers

Answer 10

contingent workers

Question 11

Employers like _____ because there is a cost savings, but contingent workers may be less committed.

Answer 11

contingent workers

Question 12

Training and Development leads to:

Answer 12

1. Increased innovation
2. Increased technology adoption
3. Increased productivity
4. Increased motivation
5. Decreased liability

Question 13

Effective ____ are the first step in the development process.

Answer 13

orientations

Question 14

Strong orientation programs reduce ______.

Answer 14

employee turnover

Question 15

On-the-job training

Answer 15

popular and low cost; employees simply begin working under the guidance of experienced employees

Question 16

Apprenticeships

Answer 16

training programs where beginners serve as assistants prior to working

Question 17

Off-the-job training

Answer 17

training that takes place away from the job setting; companies employ a variety of training strategies, including vestibule training, classroom training, and job simulations

Question 18

Computer-based training

Answer 18

standardized presentations using video, audio, and broadband technology

Question 19

Management development

Answer 19

programs to help current and potential executives develop leadership skills

Question 20

Performance appraisals

Answer 20

formal feedback to compare actual performance to the expected results; outcomes may impact compensations, incentives, promotions, transfers, and terminations

Question 21

HR should create an _____ that ties into the company’s objectives

Answer 21

evaluation tool

Question 22

Evaluation should be a _______; managers should be trained in the process and employees should be informed of the process.

Answer 22

feedback process

Question 23

Compensation is based on the following factors:

Answer 23

Competition
Contribution
Ability to pay
Cost of living
Legislation

Question 24

Compensation

Answer 24

the combination of pay and benefits

Question 25

Wages

Answer 25

pay in exchange for the number of hours or days that an employee works

Question 26

Salary

Answer 26

the pay that employees receive over a fixed period

Question 27

Benefits

Answer 27

non-cash compensation such as health care and vacation

Question 28

Optional Benefits

Answer 28

``` Extra paid vacation days and holidays Paid sick days Extended health care and dental insurance Retirement programs Product discounts ```

Question 29

Cafeteria-Style Benefits

Answer 29

1. Employees are provided with a set dollar amount per person that they spend on company benefits. 2. Allows employees to tailor their benefits to their individual needs. 3. 78% of Canadian employers offer flextime; 57% offer telecommuting; 34% offer job sharing.

Question 30

What are the benefits for the organization for telecommuting?

Answer 30

Lower costs for office space. equipment, and upkeep. Higher employee productivity due to better morale, fewer sick days, arri more focused performance Access to a broader talent pool (not everyone needs to be local),

Question 31

What are the drawbacks for the organization for telecommuting?

Answer 31

Greater challenges maintaining a cohesive company culture. Greater challenges fostering teamwork Greater challenges monitoring and managing far-flung employees.

Question 32

What are the benefits for the employees for telecommuting?

Answer 32

Much more flexibility. Zero commute time (less gas money). Better work-life balance, Every day is casual Friday (or even pyjama day!). Fewer office politics and other distractions.

Question 33

What are the drawbacks for the employees for telecommuting?

Answer 33

Less fast•track career potential. Less influence within the organization. Weaker connection to the company culture, Isolation from the social structure at work.

Question 34

Telecommuting can offer real benefits:

Answer 34

1. Save money on gas 2. Less energy used at home than the office 3. Reduces overrall carbon footprint of many busineses

Question 35

Employment Equity Act

Answer 35

aims to achieve equality in the workplace; applies to all federally regulated employers that have 100 or more employees

Question 36

Employment standards legislation

Answer 36

defines minimum workplace standards, such as hours of work and minimum wage