Exam 12: Managing Human Resources

One way to manage downsizing is to tell surviving employees the new goals and expectations.

explain what is important about recruitment. Include a short discussion on the most important sources of recruitment.

Refer to the scenario below to answer the following questions. New Recruits Needed ASAP at PASA Corp (Scenario) Ken is manager of recruitment at PASA Corporation. Business is booming, and the vice-president of human resources has asked Ken to hire 20 new employees by the end of the month. He tells Ken, "I don't care where you find them, just try to get some people in here who will do a good job!" Ken considers the various sources of job candidates and wonders which one will produce the best applicants on such short notice. -In the past, Ken has used __________ because of their knowledge of industry challenges and requirements. Unfortunately, he found that they had little commitment to PASA or any other specific organization for that matter.

According to our textbook, there are three types of orientation: work unit orientation, organization orientation, and procedural orientation.

Which of the following training methods is also called apprenticing in certain industries?

A weakness of using a performance-simulation test is that it is __________.

Which of the following is a disadvantage of college recruiting?

Which of the following is a type of general training provided by organizations?

Refer to the scenario below to answer the following questions. New Recruits Needed ASAP at PASA Corp (Scenario) Ken is manager of recruitment at PASA Corporation. Business is booming, and the vice-president of human resources has asked Ken to hire 20 new employees by the end of the month. He tells Ken, "I don't care where you find them, just try to get some people in here who will do a good job!" Ken considers the various sources of job candidates and wonders which one will produce the best applicants on such short notice. -Another source, __________, reaches large numbers of people who can produce immediate feedback. However, it also tends to generate many unqualified candidates.

________ are temporary involuntary termination that can last from a few weeks to several years.

Refer to the scenario below to answer the following questions. Human Resources Selection (Scenario) Denise has been asked by her boss, Stephen, the vice-president of human resources, to review the selection methods their firm has been using and to recommend improvements for future recruiting. It seems that recent hires have not been working out, and this has caused friction between the human resources department and the front-line managers who have to utilize the talent sent to them. In addition, there was currently a need to hire some top executives in the company, and due to the responsibility these positions carry, Stephen wanted to ensure they selected the best possible candidates. -Denise also recommended the use of interviews, particularly for management positions. Which of the following is a good suggestion for Denise to help make interviews more valid and reliable at her company?

Downsizing is the planned elimination of ________ in an organization.

The global economic downturn has impacted human resources management in which way?

A written statement that explains the job content, environment, and conditions of employment is called a ________.

Refer to the scenario below to answer the following questions. The Internal Hire (Scenario) Wade McKenzie is a new sales manager for The Medi-Mac Group, a medical supply company based in Ontario. Wade was hired from within the firm and he is now supervising many of the people he formerly worked with, including two friends with whom he competed for his new job. As a result, Wade is concerned about potential problems stemming from the performance evaluation process, and is conducting research on the advantages and disadvantages of various methods. -Over the course of the year, Wade has taken some time to compile and write down a series of anecdotes about his employees. Some reflect particularly superior or ineffective performance, others are just plain funny. All the anecdotes describe specific behaviours of his employees. During the national sales meeting, time is provided for a break out session for each region to meet separately. Wade presents these stories, not revealing the identity of the salesperson. The salespeople all enjoy the funny stories. Wade makes a point of commending the superior performance behaviours. After each of the anecdotes reflecting ineffective behaviours, he asks the group to suggest ideas for handling the situation differently. This is most reflective of which appraisal technique?

Variable pay systems reward employees for the job skills and competencies they can demonstrate.

Downsizing is the planned elimination of jobs that can happen as a result of __________.

Despite the legal framework in Canada, there continues to be disagreement as to what specifically constitutes sexual harassment.

Refer to the scenario below to answer the following questions. Performance Appraisal Methods (Scenario) Carly has just returned from a conference on performance appraisal methods. It was an interesting conference and it generally confirmed what Carly had suspected about her company's performance management system-it required some drastic revision! The company's current method is to have the immediate supervisor write out an evaluation of each individual employee. This method is time-consuming for the supervisors, and is as much a test of their writing skills as it is an evaluation of actual employee performance. Carly considered three alternative methods to replace the current system. The first method was one of the oldest and most popular performance appraisals. It involved listing a set of performance factors such as quantity of work, quality of work, level of cooperation, etc., and then rating each factor on an incremental scale. The second alternative method involved a system that focused on specific and measurable job behaviours. It required appraisers to rate employees according to numbered items which each represented actual job behaviours, rather than general descriptions or traits. The third alternative method was very results-oriented and was often used to evaluate managers and professional employees based on their accomplishment of specific goals that had been jointly established with their superiors. -The primary advantage of using the first alternative method is that it __________.

Refer to the scenario below to answer the following questions. The Internal Hire (Scenario) Wade McKenzie is a new sales manager for The Medi-Mac Group, a medical supply company based in Ontario. Wade was hired from within the firm and he is now supervising many of the people he formerly worked with, including two friends with whom he competed for his new job. As a result, Wade is concerned about potential problems stemming from the performance evaluation process, and is conducting research on the advantages and disadvantages of various methods. -After the New Year, Wade schedules a day to travel with each of his sales reps. He presents them with their bonus cheques from the preceding year. He confidentially shares with each of them a report that he recently received from top management. This report provides a comparison of regional performance, based upon percentage of quota met, for each quarter and the entire year. Additionally, individual salespeople are compared on a bar graph with their peers within the region and corporate-wide, for each quarter and the year. Finally, each employee is ranked on a percentile scale, indicating their relative performance for the year. Wade must provide management with a report offering reasons for poor performance and suggesting corrective actions. This is most representative of which performance appraisal technique?