Exam 12: Managing Human Resources

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. -What is the third alternative method that Carly is considering?

People who prefer integration are more likely to respond positively to options such as flextime and part-time hours.

The proven relationship that exists between the selection device and some relevant job selection criterion is called __________.

A list of the minimum qualifications or requirements needed by an employee to perform a job is known as a __________.

Sexual harassment can occur between members of the opposite sex or of the same sex.

describe the essential components of the human resource planning process. Give examples where appropriate to illustrate your answer.

A labour union is an organization that represents workers and seeks to protect their interests through collective bargaining.

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. -Which type of performance appraisal method is currently being used at Carly's company?

Refer to the scenario below to answer the following questions. Decruitment Options at National Corporation (Scenario) Mike has just been promoted to human resources manager at National Corporation. His boss, the vice-president of human resources, has asked him to prepare an employment plan to address a major restructuring in one of the divisions at National. The restructuring plans call for the elimination of 500 jobs, and Mike must determine the best way to achieve this target. He is hoping that some of the affected employees who are older will accept incentives to terminate their employment before their normal retirement date. Other employees may be qualified for job openings in other divisions; however, Mike needs to compile a list of each employee's skills, training, and education in order to assess their talents. Some job vacancies will occur naturally as employees voluntarily resign from the company to pursue new career plans or employment opportunities. Still other employees may choose to accept part-time work or share jobs with their coworkers. Despite these decruitment options, Mike is concerned that some involuntary terminations will inevitably be required in order to achieve the restructuring plan. He will recommend that some of these terminations be classified as ''temporary'' so that qualified employees can still be recalled to fill future job vacancies in the coming weeks and months. -Mike is considering the decruitment option of __________ in the case of those employees who voluntarily resign to pursue other opportunities.

describe high-performance work practices and give specific examples of such practices.

While __________ reaches a tremendous number of people, it also generates many unqualified job candidates.

Quality of fill measure considers five key factors in hiring. One of these factors is _____________.

A layoff is a temporary voluntary termination.

Labour unions seek to protect the interests of employees through __________.

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 disadvantage of using the second alternative method is that it __________.

If a training program includes learning to be a better listener or learning to interact effectively with coworkers, it is attempting to teach __________ skills.

Human resource planning can be condensed into two steps: assessing current human resources and __________.

Job analysis is concerned with which of the following aspects of human resource planning?

Written essay and critical incident are performance appraisal methods.

Jerry's company is transferring him from St. John's to Vancouver. Although Jerry will be doing the same job as before, he will receive a higher salary to reflect the higher cost of living in Vancouver. His compensation has been influenced by which factor?