Exam 6: Staffing and Human Resource Management

Selection devices that are based upon actual job behaviors are known as

Historically, the relationship between a labor union and management was built on

Application of Employee Training and Development Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated. -What type of training method should Jo provide to her employees to ensure that they understand how to use the new equipment?

The major point of any selection activity is to reduce the probability of making a reject error or an accept error.

The Americans With Disabilities Act requires employers to make reasonable accommodation for qualified individuals who have physical or mental disabilities.

The employment process is dramatically influenced by the external environment.

Application of Performance Appraisal Methods Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees. -One method that is commonly used is the one that she overlooked. It focuses on specific and measurable job behaviors, although it is time consuming and difficult to develop measures.

A written statement of what a jobholder does, how a job is done, and why a job is done is a

Compare and contrast job analysis, job description, and job specification.

Using realistic job previews reflects the important recruitment issues of _________.

The process of determining a cost- effective pay structure that will attract and retain competent employees, provide an incentive for them to work hard, and ensure that pay levels will be perceived as fair is known as

Application of Employee Training and Development Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated. -What type of training method would help solve the problem that jobs are connected to one another so if one person did something incorrectly, the next person on the line cannot easily step in and fix the problem?

Application of Federal Laws and Regulations Related to Human Resource Management Mike was feeling overwhelmed in his new job as Manager of Small Products, a division of Large Corporation. The Vice President for Human Resources had called this morning to congratulate him on his promotion and to inquire as to whether he was comfortable with the major laws and regulations that were important now that he was a manager. In the course of one day, he had four employees with problems that he thought were related to these laws. -Jennifer telephoned to tell Mike that she needed to be away from work to care for her mother who fell and broke her hip. What law permits employees to take up to 12 weeks of unpaid leave to care for a sick family member?

If an employee who is guilty of sexual harassment is a manager or agent for an organization, the organization is liable for sexual harassment.

Which of the following is not a typical training method?

Application of Performance Appraisal Methods Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees. -What is the third choice that Johanna is considering?

Application of Federal Laws and Regulations Related to Human Resource Management Mike was feeling overwhelmed in his new job as Manager of Small Products, a division of Large Corporation. The Vice President for Human Resources had called this morning to congratulate him on his promotion and to inquire as to whether he was comfortable with the major laws and regulations that were important now that he was a manager. In the course of one day, he had four employees with problems that he thought were related to these laws. -Maryann has complained to Mike that she and Jonathan perform the same job and that she believes she is earning less than Jonathan. What law prohibits pay differences between men and women for equal work?

The _________ seeks performance feedback from such sources as oneself, bosses, peers, team members, customers, and suppliers.

What is the role of a realistic job preview (RJP)?

Programs to ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups are known as