Exam 12: Managing Human Resources

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 __________ for the older workers.

High-performance work practices involve a commitment by management to improve the knowledge, skills, and abilities of the organization's employees, increasing employee motivation and enhancing the retention of quality employees.

__________ is a pay system that rewards employees for the job skills and competencies they can demonstrate.

explain why orientation and training are important for organizations. Give examples of some of the tasks that HR departments use in orientation and training.

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 __________ for those employees who are qualified for job openings in other divisions.

Which of the following training methods uses lateral transfers between jobs in a particular area to give workers exposure to a variety of tasks?

Which of the following is most likely to be included in family-friendly benefits provided by organizations?

explain why new employee selection is important, and describe some of the selection tools used by managers.

Written essays, BARS, MBO, and multi-person comparisons are all types of performance appraisal methods.

Downturn in the economy of one country has negligible effect on the human resources markets globally.

The ability of a selection device to measure the same thing consistently is called __________.

There are only two ways of controlling labour supply through decruitment: firing and early retirements.

Written tests can be weak predictors of job performance because __________.

According to our textbook, intelligence tests are reasonably good predictors for __________ positions.

As a selection device, the interview would be most valid in predicting which of the following occupations?

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 __________ for those employees whose terminations should be classified as temporary.