西亚斯美方课人力HR课后习题Ch6T17VG
人力资源课后答案
一、人力资源人力资源结构PEST分析法一、人力资源：一定范围内的人所具备的劳动能力的总和，也称“人类资源”或“劳动力资源”、“劳动资源”，构成从事社会生产和经营活动的要素条件。
英文为human resource，简称HR。
人力资源结构：是指一个国家或地区的人力资源总体在不同方面的分布或构成。
从总体上看，这种结构分为自然结构、社会结构和经济结构三大方面。
PEST分析法：从总体上把影响人力资源开发与管理的众多外部因素归结为政治、经济、社会、技术四大方面的分析方法。
P为政治因素；E为经济因素，S为社会因素；T为技术因素。
二、1、（1）对使用人力资源的组织而言，有着多方面的开发管理内容。
从总体上看，包括人力资源的使用规划、人力资源的岗位设置、人力资源的招收、人力资源的素质培训、人力资源的职务安排、人力资源的工作管理、对人力资源的工作绩效与个人素质的评价、对人力资源劳动成果的付酬、人力资源的福利、人力资源的职业安全健康管理、人力资源与管理者的劳动关系处理、对人力资源的激励和为人力资源进行的职业生涯规划。
（2）从总体上看，人力资源开发与管理面对的环境可以分为宏观环境和组织环境A、人力资源开发与管理的宏观环境。
按照PEST分析法，影响人力资源开发与管理诸多的社会大环境因素即宏观环境，归结为政治、经济、社会、技术四个基本方面。
（4分）B、人力资源开发与管理的组织环境。
包括人力资源开发与管理的市场环境和组织内部环境。
2、（1）有利于把人的压力转化为财富。
解决好我国的人口与人力资源问题，将沉重的包袱转化为巨大的财富，将消极的压力转化为经济社会发展的强大动力，是21世纪中国既重大又紧迫的课题。
这要求我们必须搞好人力资源的开发与管理。
（2）有利于完成改革的艰巨任务。
从已经迅速成长、并具有巨大发展潜力的各类非公有制经济的角度看，其过去的快速发展和成功靠的是从社会大量集约人才，靠的是主动、灵活的人力资源的开发与管理，今后进一步的发展更加需要高质量的人才资源，更加需要高水平的人力资源开发与管理。
人力资源管理课后答案
第一章1、人力资源管理的发展历程和总体趋势是什么？有何逻辑性（1）人力资源管理发展至今，总体上经历了人事管理、人力资源管理、战略性人力资源管理三个阶段。
人力资源管理起源于人事管理，自20世纪80年代起，人事管理逐渐向人力资源管理转变，而后又向战略性人力资源管理转变。
（2）人力资源管理的发展趋势是战略地位的上升，管理职能的下降，执行职能由直线经理执行。
(3)人事管理和人力资源管理更多的是从微观层面研究；战略性人力资源管理更多的是从管理理念和企业战略的宏观层面研究。
2、谈谈你对“人力资源管理是一个责任共享体系”的认识，它有什么积极的实践意义？人力资源管理是一个责任共享体系，企业中的每一位员工都承担着责任，如（1）高层管理者是人力资源管理战略倡导者、人力资源政策制定者、领导团队的建设者、人力资源政策导向把握者、自我管理者。
有利于高层从大局着眼把握未来人力资源管理发展方向、倡导企业高级管理者都关心人力资源问题，承担人力资源管理责任。
（2）人力资源部是人力资源开发与管理方案的制订者、人力资源政策和制度执行的监督者；人力资源的专业管理者。
有利于人力资源部门从权利机构转变为专业化秘书、咨询机构，对企业人力资源管理起到决策支持作用。
（3）直线管理者是人力资源政策执行者、人力资源具体措施的制定者、人力资源管理氛围的营造者。
有利于在现有直线职能管理体制下，各中心、部门主管是人力资源和企业文化最直接的体现者，承担相应的职责。
（4）基层员工是自我管理开发与管理者。
有利于由他律到自律，自我开发与管理；心理契约、团队管理、学习型人才与学习型组织、职业生涯管理、跨团队职能合作3、人力资源管理专业工作者应该具备怎样的基本素质？（1）高层参谋者：人力资源管理部门的任务之一是为高层领导战略决策提供信息，包括反映员工想法、外部环境的影响以及企业如何保持竞争力。
（2）职能管理者：通过履行专业化的职能管理活动，拟定各项人力资源规划，制定人力资源管理的方针、政策、制度和程序，监督执行并对执行结果进行评估分析，提供人力资源管理方面的个案处理意见，为其他部门的人力资源管理活动和人力资源开发提供依据。
人力资源管理师课后习题参考答案
人力资源管理师课后习题参考答案第一章人力资源规划1. 请分析企业战略与组织结构的关系。
答：1) 组织结构的功能在于分工和协调，是保证战略实施的必要手段。
组织结构服从战略。
（钱德勒）2) 企业发展到一定阶段，其规模、产品和市场都发生了变化，这时，企业应采用适合的组织发展战略，对组织结构做出相应的调整。
主要战略有：l 增大数量战略。
在行业处于发展阶段，只需采用简单的结构或形式。
l 扩大地区战略。
随着企业进一步发展，要求企业将产品或服务扩展到其他地区。
为协调这些产品和服务，企业组织要求建立职能部门结构。
l 纵向整合战略。
在行业增长阶段后期，为了减少竞争压力，企业会采取纵向整合战略。
此时，组织应选择事业部制结构。
l 多种经营战略。
在行业进入成熟期，企业往往选择多种经营战略，根据规模和市场情况，分别采用矩阵结构或经营单位结构。
2. 请分析组织结构的外部环境。
答：l 政治和法律环境l 经济环境l 科技环境l 社会文化环境l 自然环境3. 简述组织结构设计的步骤，和部门结构选择的方式。
答1) 组织结构设计的程序l 首先应充分考虑企业环境企业规模企业战略目标信息沟通这4方面的影响因素，选择最佳的组织结构模式l 根据所选的组织结构模式，将企业划分为不同的、相对独立的部门。
l 为各个部门选择合适的部门结构，进行组织结构设置。
l 将各个部门组合起来，形成特定的组织结构。
l 根据环境的变化不断调整组织结构。
2) 部门结构不同模式的选择l 以工作和任务为中心设计的部门部结构包括：直线制、直线职能制、矩阵结构等模式，也就是广义的职能制组织结构模式。
优点是具有明确性和高度稳定性。
缺点是组织中的每个人往往只能了解自己的工作和任务，很难了解整体任务并把自己的工作和它联系起来。
适用于企业规模较小或外部环境变化不大的企业。
此模式适用围较小。
l 以成果为中心设计的部门部结构包括：事业部制和模拟分权制等模式。
优点是既有高度的稳定性，又具有较强的适应性。
西亚斯美方课人力HR课后习题Ch5T17VG
Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions:1. What are the pros and cons of five sources of job candidates? Answer:a)As for using internal sources of job candidates, a company willunderstand a candidate’s advantages and weakness, and also if anemployee sees promotions and rewards, he or she may be more work harder than before. However, using internal sources of job candidates has shortcomings. For instance, if an employee does not get the job, he or she could become angry, he or she believed that the company does not see his effort.b)As for using outside sources of job candidates, such as the Internet, Ithink it also have pros and cons. As we all known, using the Internet is a cost effective way to employ staffs. But, because lots of olderpeople do not use the internet, they lose some opportunities. Besides, sometimes there is s leakage of the privacy problem.c)At the same time, there are also pros and cons for using advertising asa source of job candidates. The information was published by thenewspaper, then many people gain these information. Nevertheless,only these people who read the recruitment information know theadvertising.d)As for using employment agencies of job candidates, the pros of usingan employment agency is that they provide convenient services for companies, it also can help candidates who are disabled. Whereas,some employment agencies are costly. Moreover, by the law, some people are required to register with an employment agency if they are unemployed who don't actually want a job. Some employers do not want to hire these employees.e)Another source of job candidates temp agencies and alternativestaffing. Just-in-time workers have higher productivity than ordinary staffs. But a firm pays higher wages than ordinary staffs.2. What are the four main types of information that application forms provide?Answer:There are four main types of information that application forms provide. First of all, a firm could make decisions about applicant’s ability. For instance, an employee must have necessary experience to finish this job. Secondly, a firm could summarize the applicants’ previous progress situation, so a firm would know that the applicants whether they have perseverance spirit to do work. Thirdly, a firm could make judgments on the applicant’s stability based on the applicant’s past work record.Fourthly, a firm could predict which staffs will get a good performance by using the information in the application.3. How, specifically, do equal employment laws apply to personnel recruiting activities?Answer:a)An applicant does not fill the dates of attendance and graduation fromdifferent school, this behavior is legitimate, then the employers do not know the applicant’s age.b) A firm does not refuse a person who committed an unlawful thingonce, because it is a discriminate action.c)An applicant could fill notifier in case of emergency, however, it isnot essential to list the relationship of this person.d)Listing the applicant’s membership in organization is not essential,because it shows the applicant’s race, religion or marital status.e)It is illegal to require the listing of an applicant’s physical handicap.At the same time, the applicant could not list that he or she has ever received worker’s compensation. As an applicant, he or she only fills whether his or her physical state may affect the job performance.f)As for marital status, it is generally illegal to ask whether anemployee is married, living with someone or the ages of theapplicant’s children.g)At last, as an employer, the applicant should not ask whether anapplicant has a house, because an applicant may be feelingdiscriminatory.4. What are five things employers should keep in mind when using Internet sites to find job candidates?a)There are many other online options expect letting ads on job boards.For example, an employ describe his wonderful experience in thiscompany, the applicants are willing to join this team.b)Building a dot-jobs domain site is useful. An applicant would find thissite quickly, they gain detail data about this company.c)Appling applicant tracking system is necessary for a business. Thissystem help a company collect applicants’ data. Furthermore, itprovides benefits for a company, a company is easy to chooseappropriate workers.d) A business holds a virtual job fairs. On the one hand, the applicantsunderstand the company’s need and know the company’s data. On the other hand, the company gains the applicants’ information, they could make a judgment which worker they want to remain.e) A company should improve online recruiting effective. As anemployer, he or she should feedback information for applicantsquickly. In addition, most importantly, a company has the rights to protect applicants’ privacy.5. What are the five main things you would do to recruit and retain a more diverse workforce?a)For many single parents, a company should give enough time to careabout children for single parents. In addition, the supervisors should encourage the single parents, and then single parents balance the work and life better.b)For older workers, as far as I am concerned, a company should makewelfare system for older workers. Moreover, with the developing of technology, employers should train older workers, it is useful to older working by using Internet.c)For minorities, our society is diversity, every company should recruitminorities. A company makes a specific plan for them. For instance, a company helps minorities solve problems. After then, a companyimplements this plan. More and more minorities will enter intocompany.d)For welfare-to-work people, I am believed that a business could hirethe people previously on welfare by training them. A company should develop their work and life skills, when they gain trust from acompany, they could have a positive state about work.e)For disabled, a business should provide convenient measures fordisabled person. In fact, some agencies could provide services foremployers seeking to hire the disabled. Also a company should takedifferent recruitment ways for different disabled person. For instance,a company make a video advertisement, a deaf person do not hear thisrecruitment information.Application caseSummary: Trilogy Enterprises Inc. is the United States of a software company. The company has an unconventional but very effective business model. The loyalty of their staff was very high in this company, despite their tasks are very heavy. In this company, each of the newcomers has a few weeks of training to improve their ability for work. So that employees have a positive work attitude, the employees are passionate about the work.At the same time, the company hires qualified talent rather than incompetence person in the campus, they are looking for talent patiently in the campus, and to standardize their interviews. If some people are very wonderful people cannot participate in the interview, the company's managers will go and visit him personally. The company spends much time and money for each employee. The company believes it is well worth it.Questions:1. Identify some of the established recruiting techniques that apparently underlie Trilogy's unconventional approach to attracting talent. Answer:Firstly, job seeker should submit cover letter of application. In your cover letters, focus on the basics. Make sure your cover letters address the position you are applying for and why, and how you are qualified for it.Secondly,interviewer should specify filtering rules to weed out people they do not want.Then boss should regard employee’s commitment and ease in completing the work and implementing changes and new ideas. After that, we should assess our employees included self- adjustment, family support, sense of achievement, rewards in work, and feelingof space in career development. We should pay more attention to awarded of the economic benefits. Finally, we should train for our employees regularly.2. What particular elements of Trilogy’s culture most likely appeal to t he kind of employees it seeks? How does it convey those elements to job prospects?Answer:a)To my point of view, many particular elements of Trilogy’s culturemost likely appeal to the kind of employees it seeks. First of all, in this case, this company has no requirement of the dress code. Also, there is no regular work schedule in the Trilogy Company. Besides, every employee could make a self-directed scheduling. Moreover, the workers in this company with similar interests, at the same time they have technically challenging work.b)There is a freedom work environment for workers. In fact, theseworkers have a relaxed working atmosphere, therefore the workers love their work, after that they are more efficiency and innovation. 3. Would Trilogy be an appealing employer for you? Why or why not? If not, what would it take for you to accept a job offer from Trilogy? Answer:a)Yes. Trilogy is appealing for me. There are some reasons for mejoining Trilogy.b)Working environment is freedom and comfortable, I like this workplace.c)At first, strengthen training for new employee, and then, the workingstrength is large, which can effective improve the staffs’ skill.Moreover, Workmates always work together, and they can learn from each other, which is able to make high performance.4. What suggestions would you make to Trilogy for improving its recruiting processes?Answer:Firstly, recruiter need make sure position of recruiting employees. Secondly, recruiter screens those job applicants. Thirdly, recruiter tests candidates. Fourthly, candidates passed the tests and then recruiterinterview on them. (If applicants couldn’t take part in interview, they ca n test on video though internet) Finally, recruiter makes a reply to applicants who passed the interview.Continuing caseSummary:Carter is a coin-operated launderette. At the same time, it also has six like these small clean shops. This kind of clean shop does not need to have technical staff, but it needs some low degree employee. Such as company manager and cleaner. At present, this kind of market competition is very fierce, so the Jennifer met a serious problem, the employee turnover rate is very high. So finding some have high loyalty of employee is very difficult. Therefore it makes the Jennifer and her dad very anxious. They want to solve this thorny problem desperately. Questions:1. First, how would you recommend we go about reducing the turnover in our stores?Answer:First Jennifer can be written more attractive in the advertisement; this may recruit people who need this job more. They can design different strategies for the different employees, they do not need to spend too much time on the general employee, some of the key positions (particular the employee who masters the technology), and we need to know aboutlong-term development when hiring the new employee. Then issued somebenefits to employees at the end of the year, and selection of the best employees and give them more bonuses.2. Provide a detailed list of recommendations concerning how we should go about increasing our pool of acceptable job applicants so we no longer fact the need to hire almost anyone who walks in the door. (Your recommendations regarding the latter should include completely worded online and hard-copy advertisements and recommendations regarding any other recruiting strategies you would suggest we use.)Answer:I suggest that the Jennifer should be designed to more jobs and classified ads on different platforms, such as leaflets used to recruit a large number of part-time employees, maybe they will become a potential employee .In the radio advertising and e-mail advertising, we will list more detailed content in the jobs, such as presser and cleaner-spotters must have experience. In the time of recruitment, Job seekers need to tell us which job you need and what would you can do, and give the job seeker to find suitable jobs.I design an advertisement: Join us, creating value.Hard-copy advertisementsDo you want to have a good job? Do you want to be a successful people? Do you want to have a high salary? If you are a responsible people with a dream, now we need you!Responsibilities and Qualifications:●At least 2 years experience in a coin-operated launderette.●With the strain capacity influence customers.●Keep you face in smile everyday.●Must be proficient in repairing automatic washer.If you have what it takes to be our next key worker, tell us in your cover letter. And please tell us your general salary requirement in your cover letter. We will get back to you as soon as possible. We hope you join us! You cover letter and email or fax to:***street, ***, ***Email: ********@Fax :(***) ***-****。
HR课后复习题答案
HR课后习题解答第一章导论思考题参考答案1.现代人力资源管理的核心问题是员工激励。
人力资源管理的各项职能包括岗位（工作）分析、人力资源计划、招聘、培训、绩效管理、薪酬管理、劳动关系管理，等等，都是为了动用一切科学合理的手段，对部员工和外部潜在员工形成激励，达到有效招人、育人、用人、留人，以保证组织目标的顺利完成。
2.是。
在现代社会，公司主要依靠优势信息和知识取胜，因此，人力要素成为了组织活动的第一资本要素。
3.人力资源管理与传统人事管理的主要区别在于：（1）前者较后者更具有战略性、整体性和未来性。
（2）前者将人力视为企业的第一资源并注重对其开发，因而更具有主动性。
（3）人力资源管理部门成为企业的生产效益部门。
（4）前者对员工管理较多地体现出人本化。
总之，前者是萝卜加大棒，即依靠严格的规章制度和有效的心理激励，使得员工努力工作；后者是大棒，即仅仅依靠严格的规章制度来约束员工行为。
4.（1）企业战略：在三个层面上对企业经营发生作用：第一，企业战略规定了企业经营围、组织结构和资金运作以及资源在企业部不同部门之间的分配；第二，规定了企业的经营或竞争策略，如企业在市场上如何竞争、开发什么样的新产品、服务于什么样的顾客等，经营战略还规定了市场、资金、生产等如何为更高层次的战略做贡献；第三，企业战略对员工人力资源发展的起着直接的影响作用。
（2）人力资源战略与企业战略：当今，人力资源战略已经成为了企业战略的一个组成部分，甚至可以将其看成是企业发展战略实施与保障的分解战略，只不过，它比企业战略更具体。
因此，可以将企业战略与人力资源战略的关系概括为：根据企业战略来制定人力资源战略，并通过人力资源战略来实现企业战略的目标。
（3）当代战略观念把企业战略看成是企业针对复杂环境所采取的行动，这种观念把市场力量和企业对顾客要求的迅速而有效的反应，看成是第一位的，它主企业和员工对于环境的应变性。
人力资源管理正是主员工的成长与发展，企业应变性要建立在员工的知识和能力基础之上。
人力资源管理双语课后习题及翻译
习题及答案Chapter 01 Human Resource Management: Gaining a Competitive Advantage Answer KeyTrue / False Questions1. (p. 5) Companies have historically looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations.FALSE2. (p. 5) The human resource department is most likely to collaborate with other company functions on outplacement, labor law compliance, testing, and unemployment compensation.FALSE3. (p. 6) The three product lines of HR include a) administrative services and transactions, B) financial services, and c) strategic partners.FALSE4. (p. 9) The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing. TRUE5. (p. 9) Advances in technology have allowed HR services to be offered more on a self-service basis than in the past.TRUE6. (p. 9) HR functions related to areas such as employee development, performance management, and organizational development are outsourced most frequently.FALSE7. (p. 11) Evidence-based HR provides managers with data to make decisions, instead of just relying on intuition.TRUE8. (p. 14) Stakeholders of a company are shareholders, the community, customers, employees, and all of the other parties that have an interest in seeing that the company succeeds.TRUE9. (p. 19) Companies are now more and more interested in using intangible assets and human capital as a way to gain an advantage over competitors.TRUE10. (p. 22) A learning organization places the highest emphasis on completion of formal employment training.FALSE11. (p. 22) The psychological contract describes what an employee expects to contribute and what the company will provide to the employee in return for these contributions.TRUE12. (p. 25) The use of alternative work arrangements, which include independent contractors, on-call workers, temporary workers, and contract company workers, is shrinking.FALSE13. (p. 27) To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments.TRUE14. (p. 27) The balanced scorecard should not be used to link the company's human resource management activities to the company's business strategy.FALSE15. (p. 30) Corporate cultures within companies that successfully implement TQM typically emphasize individualism, hierarchy, accountability, and profits.FALSE16. (p. 31) ISO 9000 certification is an integral component of W. Edwards Deming's quality control process.FALSE17. (p. 34) The skills and motivation of a company's internal labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.TRUE18. (p. 37) Because the workforce is predicted to become more uniform in terms of age, ethnicity, and racial background, it is likely that one set of values will characterize all employees.FALSE19. (p. 39) Cultural diversity can provide a company competitive advantage regarding problem-solving. TRUE20. (p. 42) The Sarbanes-Oxley Act of 2002 sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance.TRUE21. (p. 43) Every business must be prepared to deal with the global economy.TRUE22. (p. 48) One of the disadvantages of technology is that it does not allow older workers to postpone retirement.FALSE23. (p. 51) E-HRM is more applicable to practices associated with recruiting and training than those associated with analysis and design work, selection, and compensation and benefits.FALSE24. (p. 54) An HR dashboard is a series of indicators that managers and employees have access to on the company intranet or human resource information system.TRUE25. (p. 58) Compensating human resources involves measuring employees' performance.FALSEMultiple Choice Questions26. (p. 4) _____ refers to a company's ability to maintain and gain market share in its industry.A. OutsourcingB. CompetitivenessC. Self-serviceD. Empowerment27. (p. 4) _____ refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance.A. Total quality managementB. Financial managementC. Human resource managementD. Production and operations management28. (p. 5) Strategic HR management includes all but one of the following. Name the exception.A. Financial planningB. Training and developmentC. Performance managementD. Recruiting talent29. (p. 6) Which of the following is NOT a responsibility of HR departments?A. RecruitingB. BenefitsC. Community relationsD. Production and operations30. (p. 6) Which of the following is NOT a product line of human resources?A. Administrative services and transactionsB. Strategic partnerC. Human capital partnerD. Business partner services31. (p. 8) Which of the following best describes a cultural steward?A. Shapes the organization.B. Delivers results with integrity.C. Facilitates change.D. Recognizes business trends and their impact on the business.32. (p. 8) A strategic architect is one who:A. facilitates change.B. recognizes business trends and their impact on the business.C. implements workplace policies conducive to work environment.D. develops talent and designs reward systems.33. (p. 9) Giving employees online access to information about HR issues such as training, benefits, and compensation is known as:A. outsourcing.B. continuous learning.C. self-service.D. strategic planning.34. (p. 9) The practice of having another company (a vendor, third-party provider, consultant) provide services traditionally associated with the administrative role of HR is known as:A. e-commerce.B. empowering.C. outsourcing.D. benchmarking.35. (p. 10) Traditionally, the HRM department was primarily a(n):A. proactive agency.B. finance expert.C. employer advocate.D. administrative expert.36. (p. 11) Which of the following statements about evidence-based HR is FALSE?A. It helps show that the money invested in HR programs is justified and that HR is contributing to the company's goals and objectives.B. It emphasizes that HR is being transformed from a broad corporate competency to a specialized, stand-alone function in which human resources and line managers build partnerships to gain competitive advantage.C. It requires collecting data on such metrics as productivity, turnover, accidents, employee attitudes and medical costs and showing their relationship with HR practices.D. It refers to demonstrating that human resources practices have a positive influence on the company's bottom line or key stakeholders.37. (p. 12-13) Which one of the following statements about the HR profession is FALSE?A. A college degree is required of HR specialists, but not of generalists.B. Generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations.C. Professional certification in HRM is less common than membership in professional associations.D. The primary professional organization for HRM is the Society for Human Resource Management.38. (p. 13) All of the following competitive challenges faced by companies will increase the importance of human resource management EXCEPT:A. the global challenge.B. the challenge of sustainability.C. the political challenge.D. the technology challenge.39. (p. 14) _____ refers to the ability of a company to survive and succeed in a dynamic competitive environment.A. OutsourcingB. EmpowermentC. SustainabilityD. Resource management40. (p. 14) Sustainability includes all of the following EXCEPT:A. expanding into foreign markets.B. the ability to deal with economic and social changes.C. engaging in responsible and ethical business practices.D. providing high-quality products and services.41. (p. 19) Which of the following statements about intangible assets is FALSE?A. They include human capital.B. They are less valuable than physical assets.C. They are equally or even more valuable than financial assets.D. They are difficult to duplicate or imitate.42. (p. 20) Tacit knowledge is an example of _____ capital.A. socialB. customerC. humanD. intellectual43. (p. 21) Which of the following is NOT true of knowledge workers?A. They often contribute specialized knowledge that their managers may not have, such as information about customers.B. They have many job opportunities.C. They are in high demand because companies need their skills.D. They contribute to the company through manual labor and intellectual labor.44. (p. 21) Empowering is defined as:A. the movement of women and minorities into managerial positions.B. giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.C. leading employees by the strength of one's charisma.D. the act of continually learning and improving one's skills and abilities.45. (p. 22) A(n) _____ contract describes what an employee expects to contribute and what the company will provide to the employee for these contributions.A. employerB. employeeC. psychologicalD. job46. (p. 25) All of the following are examples of alternative work arrangements EXCEPT:A. independent contractors.B. current labor force.C. on-call workers.D. temporary workers.47. (p. 27) The balanced scorecard:A. is similar to most measures of company performance.B. uses indicators important to the company's strategy.C. is a standardized instrument of company performance.D. should not be applied to HR practices.48. (p. 27) The balanced scorecard presents a view of company performance from the perspective of:A. its customers only.B. its employees only.C. its employees and customers only.D. its employees, customers, and shareholders.49. (p. 28) According to the financial perspective of the balanced scorecard, which of the following questions should be answered?A. How do customers see us?B. Can we continue to improve and create value?C. What must we excel at?D. How do we look to shareholders?50. (p. 28) Increasingly, companies are trying to meet shareholder and general public demands that they be more socially, ethically, and environmentally responsible. Thus, companies are recognizing the importance of:A. a balanced scorecard approach to business.B. diversity.C. total quality management.D. social responsibility.51. (p. 30) TQM focuses on:A. designing processes to meet the needs of external customers only.B. reducing variability in the product or service.C. preventing errors rather than correcting errors.D. tying pay to employees' total output less rejects52. (p. 31) "How senior executives create and sustain corporate citizenship, customer focus, clear values, and expectations, and promote quality and performance excellence" is the definition for which Malcolm Baldrige National Quality Award criterion?A. Strategic planningB. Workforce focusC. Customer and market focusD. LeadershipMalcolm Baldrige National Quality Award is an award established in 1987 to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies.53. (p. 33) Which one of the following is NOT true of the Six Sigma process?A. The objective of the process is to create a total business focus on serving the customer.B. Training is an important component of the process.C. The process is one of seven categories evaluated within the Malcolm Baldrige Quality Award.D. The process involves measuring, analyzing, improving, and controlling processes once they have been brought within six quality standards.54. (p. 33) Which of following holds TRUE for lean thinking?A. It is a way to do more with less effort, time, equipment, and space.B. It is a way to compete for quality awards and certification.C. It includes offering no-frills goods and services to customers.D. It is working for zero inventories.55. (p. 34) The skills and motivation of a company's _____ labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.A. projectedB. secondaryC. externalD. internal56. (p. 34-37) Which of the following statements about the composition of the U.S. labor force in the next decade is TRUE?A. Labor force growth is greater than at any other time in U.S. history.B. The largest proportion of the labor force is expected to be in the 16-to-24-year age group.C. There will be fewer white males than minorities or women in the labor force.D. The number of "baby boom" workers will increase faster than any other age group.57. (p. 35) Which of the following statements about older workers is FALSE?A. Worker performance and learning are adversely affected by aging.B. The aging labor force means companies are likely to employ a growing share of older workers.C. An emerging trend is for qualified older workers to ask to work part-time or for only a few months at a time as a means to transition to retirement.D. Older employees are willing and able to learn new technology.58. (p. 37) Baby boomers:A. like the latest technology, are ambitious and goal-oriented, and seek meaningful work.B. want to be noticed, respected, and involved.C. tend to be uncomfortable challenging the status quo and authority.D. value unexpected rewards for work accomplishments, opportunities to learn new things, praise, recognition, and time with the manager.59. (p. 38) Regardless of their background, most employees' value:A. the ability to challenge the status quo.B. simplistic tasks requiring few skills.C. managerial positions.D. work that leads to self-fulfillment.60. (p. 38-39) To successfully manage a diverse workforce, managers need to develop all of the following skills EXCEPT:A. providing performance feedback that is based on values rather than objective outcomes.B. communicating effectively with employees from a wide variety of cultural backgrounds.C. coaching employees of different ages, educational backgrounds, ethnicity, physical ability, and race.D. recognizing and responding to generational issues.61. (p. 39) Managing cultural diversity involves:A. enforcing EEO rules.B. creating separate career tracks for employees with families.C. establishing a strong affirmative action policy.D. creating a workplace that makes it comfortable for employees of all backgrounds to be creative and innovative.62. (p. 39) How diversity issues are managed in companies has implications for all the following EXCEPT:A. knowing how to learn.B. creativity.C. retaining good employees.D. problem solving.63. (p. 39) Managing cultural diversity can provide a competitive advantage by:A. decreasing the number of available women and minorities in the company's labor pool.B. helping women and minorities understand they must conform to organizational norms and expectations.C. helping companies produce better decisions by including all employees' perspectives and analysis.D. identifying product markets on which the company should focus64. (p. 39) In managing cultural diversity, which of the following would improve the level of creativity thereby providing competitive advantage to an organization?A. Diversity of perspectives and less emphasis on conformity to norms of the past.B. Those with the best reputations for managing diversity will win the competition for the best personnel.C. An implication of the multicultural model for managing diversity is that the system will become less determinate, less standardized, and therefore more fluid.D. Heterogeneity in decisions and problem-solving groups potentially produces better decisions.65. (p. 39) Which of the following cultural diversity arguments states that companies with the best reputations for managing diversity will win the competition for the best personnel?A. System flexibility argumentB. Marketing argumentC. Employee attraction and retention argumentD. Problem-solving argument66. (p. 39) Diversity is important for tapping all of the following skills of employees EXCEPT:A. cultural skills.B. communication skills.C. creativity.D. homogeneous thinking.67. (p. 40) What areas of the legal environment have influenced HRM practices over the past 25 years?A. Equal employment opportunity, safety and health, pay and benefits, privacy, and job security.B. Executive compensation, pay and benefits, workers' compensation, safety and health, and job security.C. Product liability, workers' compensation, equal employment opportunity, safety and health, and labor relations.D. Equal employment opportunity, patent infringement, workers' compensation, safety and health, and job security.68. (p. 40-41) There will likely be continued discussion, debate, and possible legislation in all but one of the following areas in companies. Name the exception.A. Genetic testingB. Glass ceilingC. Employment-at-willD. Design of physical work environment69. (p. 41) Litigation involving job security will have a major influence on human resource management practices because:A. work rules, recruitment practices, and performance evaluation systems might falsely communicate lifetime employment agreements that the company does not intend to honor during layoffs.B. adjustments of test scores to meet affirmative action requirements are now illegal.C. employees now bear the burden of proof in discrimination cases.D. compensation awards for discrimination claims have increased.70. (p. 41) Which of the following is one of the four ethical principles of a successful company?A. Managers assume all responsibility for the actions of the company.B. It has a strong profit orientation.C. Customer, client, and vendor relationships emphasize mutual benefits.D. It does not produce products that can be used for violent purposes.71. (p. 42) Which legislation act sets new strict rules for business especially as regards accounting practices?A. Human Rights Act of 1994B. Reverse Discrimination Act of 1990C. Sarbanes-Oxley Act of 2002D. Corruption and Practices Act of 200072. (p. 43) Which of the following is NOT a standard that human resource managers must satisfy for practices to be ethical?A. Managers must treat employees as family.B. Human resource practices must result in the greatest good for the largest number of people.C. Employment practices must respect basic human rights of privacy, due process, and free speech.D. Managers must treat employees and customers equitably and fairly.73. (p. 45) Exporting jobs from developed to less developed countries is known as:A. insourcing.B. offshoring.C. importing.D. onshoring.74. (p. 47) Exporting jobs to rural parts of the United States is referred to as:A. insourcing.B. offshoring.C. importing.D. onshoring75. (p. 48) Which of the following statements about technology is FALSE?A. The Internet allows employees to locate and gather resources, including software, reports, photos, and videos.B. Technology does not allow older workers to postpone retirement.C. The Internet gives employees instant access to experts whom they can communicate with.D. Technology has made equipment easier to operate, helping companies cope with skill shortages.76. (p. 49) Which of the following is NOT typically true of work teams?A. They are used to increase employee responsibility and control.B. They use cross-training to give employees knowledge on a wide range of skills.C. They frequently select new team members and plan work schedules.D. They assume all of the activities reserved for managers such as controlling, planning, and coordinating activities.77. (p. 49) Which of the following is NOT recommended for supporting work teams?A. Reducing flexibility and interaction between employees to maintain high productivity.B. Giving employees formal performance feedback.C. Linking compensation and rewards with performance.D. Allowing employees to participate in planning changes in equipment, layout, and work methods.78. (p. 49) All of the following statements about cross training are true EXCEPT:A. it provides teams' maximum flexibility.B. it helps in measuring employees' performance.C. it trains employees in a wide range of skills.D. employees can fill any of the roles needed to be performed on the team.79. (p. 50) Company X has offices around the globe. Its teams are separated by time, geographic distance, culture and/or organizational boundaries, and almost rely exclusively on technology for interaction between team members. Its teams are:A. virtual teams.B. geographically-concentrated teams.C. lean teams.D. teleworker teams.80. (p. 50-51) Adaptive organizational structures emphasize:A. efficiency, decision making by managers, and the flow of information from top to bottom of the organization.B. a core set of values, and elimination of boundaries between managers, employees, and organizational functions.C. clear boundaries between managers, employees, customers, vendors, and the functional areas, and a constant state of learning.D. internal linking, external linking, diversification, and a core set of values.81. (p. 51) Which of the following is FALSE about high-involvement, adaptive organizational structures?A. Employees are in a constant state of learning and performance improvement.B. Employees are free to move wherever they are needed in a company.C. Line employees are trained to specialize in one job in order to maximize efficiency.D. Previously established boundaries between managers, employees, customers, and vendors are abandoned.82. (p. 51) Employees in geographically dispersed locations can work together in virtual teams using video, e-mail, and the Internet. This e-HRM implication refers to which aspect of HR?A. RecruitingB. Analysis and design of workC. SelectionD. Compensation and benefits83. (p. 52) From the manager's perspective, an HRIS can be used to perform primarily all but one of the following. Name the exception.A. Support strategic decision makingB. Avoid litigationC. Evaluate programs and policiesD. Motivate employees84. (p. 54) A(n) _____ is a series of indicators or metrics that managers and employees have access to on the company intranet or human resource information system.A. HR dashboardB. balanced scorecardC. web portalD. Intranet85. (p. 54) All of the following HR practices support high-performance work systems EXCEPT:A. employees participate in selection process.B. jobs are designed to use a variety of skills.C. employee rewards are related to company performance.D. individuals tend to work separately.86. (p. 56) Which one of the following is NOT associated with managing the human resource environment?A. Linking HRM practices to the company's business objectives.B. Identifying human resource requirements through human resource planning, recruitment, and selection.C. Ensuring that HRM practices comply with federal, state, and local laws.D. Designing work that motivates and satisfies the employee as well as maximizes customer service, quality, and productivity.87. (p. 56) Economic value is traditionally associated with all of the following EXCEPT:A. equipment.B. technology.C. facilities.D. HRM practices.88. (p. 57) A company's human resource acquisition requirements are influenced by all of the following EXCEPT:A. terminations.B. customer demands for products and services.C. motivation and satisfaction of employees.D. promotions.89. (p. 58) Managing the assessment and development of human resources involves all of the following EXCEPT:A. measuring employees' performance.B. creating an employment relationship and work environment that benefits both the company and the employee.C. recruiting employees and placing them in jobs that best use their skills.D. identifying employees' work interests, goals, and values, and other career issues.90. (p. 58) Besides interesting work, _____ are the most important incentives that companies can offer to its employees.A. training for future work rolesB. beneficial work environmentsC. support for nonwork activitiesD. pay and benefitsEssay Questions91. (p. 8) Name and discuss the competencies that HR professionals need.定义并讨论人力资源专业人员需要的能力1. Credible activist: delivers results with integrity, shares information, builds trusting relationships, and influences others, providing candid observation, taking appropriate risks.2. Cultural steward: facilitates change, develops and values the culture, and helps employees navigate the culture.3. Talent manager/organizational designer: develops talent, designs reward systems, and shapes the organization.4. Strategic architect: recognizes business trends and their impact on the business, evidence-based HR, and develops people strategies that contribute to the business strategy.5. Business ally: understands how the business makes money and the language of the business.6. Operational executor: implements workplace policies, advances HR technology, and administers day-to-day work of managing people.92. (p. 9-10) How has the role of HRM changed in recent years? Discuss three trends that are changing the HRM function. Why have these roles changed?近年来，HRM的角色发生了怎样的变化?讨论三个改变人力资源管理功能的趋势。
西亚斯美方课人力HR课后习题Ch1T17VG
Discussion questions:1. Explain what HR management is and how it relates to the management process. HR management refers to manage employs at work, it involved organizational management, recruitment management, training management, salary management, welfare management and so on. And it has five basic functions: planning, organizing, staffing, leading, controlling. By using HR management, a firm will avoid wrong action to achieve goals. Besides, HR management helps us implement these functions.2. Give several examples of how HR management concepts and techniques can be use to all managers.HR management concepts and techniques help different managers avoiding wrong decisions, for instance: they hire bad people for the job; employs consider that work is boring; boss pays little salary for employees; employees are not pleasure for the job and so on. After then, managers change their actions to meet the needs of employees.3. Illustrate the HR management responsibilities of line managers and staff managers.Line manager refers to a manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations’ tasks. For examples, placing the right person on the right job, controlling labor costs, developing the abilities of each employ and so on. However, the staff manager assist and advice line managers in many areas, such as recruiting, hiring, and compensation.4. Why is it important for companies today to make their human resources into competitive advantage? Explain how HR can contribute to doing this.With the developing of the society, lots of companies make their human resource into a competitive advantage. Because in this way can they gain wonderful results and remain high profit. Building human resource, a company will gain new special skills. At the same time, companies can meet the needs of customers. At last, managers can make correct decision to direct their employees.Application caseSummary: Jack Nelson is a high-ranking company administer. One day, he saw Ruth Johnson in the office. He talk about work and what the machine with her. And hefound some problems. And the problem indwells all branch offices. Also, there is high turnover in Branch Company. New employee replaces leaving workers. There was lack of communicating between head office and branch bank. So Jack Nelson doesn’t know how to solve the problem.1. What do you think is causing some of the problems in the bank home office and branches?Answer: Firstly, I think there are lack of communication between home office and their branch, so the reason will lead to low effectiveness. Then employees always change their jobs at different companies or jobs. Therefore I think these employees only pay a little attention to their job and make little contributions to their companies. In the end, employees have not master right process of working and they also do not know relate information about their machine, it will bring bad effects.2. Do you think setting up an HR unit in the main office would help?Answer: I agree that set up an HR unit. Because I think HR unit can assign the proper job to right people and it will improve work effectiveness and reduce conflicts. At the same time, it can help communication home office and branches.3. What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the internet play in the new HR organization?Answer: first of all, according to our textbook and PPT, I know the function are: analysis these jobs, have a specific plan about the necessary and hire employees, choose the right employee, have a train to their new people, give the salary, have some praise to the great employee, communicate with their employee,deeply training their managers.Secondly, these functions of supervisors and other line managers are: make the right to issue orders, make the right advice, job placement, orientation and training, prasie, cooperation, labor costs and development.Thirdly, the internet will improve the work effectiveness and reduce time and money for the companies, and the internet is on time and specific..Continuing CaseSummary: When Jennifer Carter was graduated, she decides to go into business with her father, Jack Carter. Jack Carter had several stores. He has expanded many services in his stores, include dry cleaning and pressing of close. And he wants toopen some new business over the next 5 years. Jennifer Carter will become a manager to manage their companies, thus Jennifer must use much current HRM knowledge to manage her stores.1.Make a list of five specific HR problems you think Carter Cleaning will have tograpple with.a.Training employeeb.Controlling the costc.Distributing the staff wagesd.Planning of the company’s goalse.Assessing performance2.What would you do first if you were Jennifer?If I were Jennifer, I would discuss with her father, and I am going to formulate the new articles of incorporation. At first, I will train for old and new employees, then according to the consequence, I will arrange them to different job. Besides, I will distribute the staff wages. For example, the salary of staffs that work in dry cleaning side will higher than attendants. However, I also will pay attention to control the cost. In addition, I am appraising performance and summarizing each month, and then I will plan to the goals about next year.。
西亚斯美方课人力HR课后习题Ch11T17VG
Chapter 11 Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions1. What is the difference between exempt and nonexempt jobs? Answer:First of all,there are differences on compensation structures. Exempt job means this employee can be not restricted by the minimum wage. Under the Fair Labor Standards Act, exempt employees are exempt from the act or certain provisions of the act. However, nonexempt employee need follow minimum wage law and nonexempt employees are not exempt from FLSA. Secondly, there are differences on overtime situation. Generally, exempt employees are expected to spend some hours on completing their individual tasks. Their compensation doesn't change based on actual hours expended. More important, they're paid for getting the job done. Nevertheless, nonexempt employees must be paid overtime if they work more than 40 hours per workweek.2. Should the job evaluation depend on an a ppraisal of the jobholder’s performance? Why? Why not?Answer:No.There are many things we need to take into consideration when weconduct the job evaluation, including the content of the job, work attitude and so on. Evaluating job only depends on an app raisal of the jobholder’s performance is unfair. All in all, individual performance is covered performance evaluation and the content of the jobholder’s job.3. What is the relationship between compensable factors and job specifications?Answer:There have many ways to determine the compensable factors, according to our textbook, it includes include skill, effort, responsibility, working conditions, problem solving, know-how, accountability. These factors decide that one job is more important than another one. So the job specification is a condition of compensable factors. In other words, many of compensable factors are obtainable from job specifications.4. Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method.Answer:◆As we all know, the simplest job evaluation method is ranking. And itis the quickest to implement. As for its disadvantage, it does notprovide a standard for measuring the relative values of jobs.◆The classification method has several advantages, the main one iswidely used, and thus this method often makes sense. Moreover, there are many disadvantages. For instance, it is difficult to write the gradedescriptions.◆Compared with other methods of job evaluation, in fact, it may beconsidered to be more accurate than others. However, the tasks are arduous, therefore we must spend considerable time and effort toimplement this work.◆The point method is a quantitative technique. The result is aquantitative point rating for each job. The point method is probably the most widely used job evaluation method, because it is easy toimplement. Whereas, developing a point manual is very expensive. 5. What are the pros and cons of broadbanding, and would you recommend your current empl oyee (or some other firm you’re familia r with) use it? Why or why not?Answer:◆Pros: 1). Broadband encourages the development of broad employeeskills, because non-managerial jobs are appropriately valued and skill development is rewarded. 2). Besides, a broadband is not as sensitive to changing market pricing conditions, and then they cost less toadminister and manage over time. 3). They also provide seriousnon-promotional income opportunities for employees.4). It allowstraining employees with fewer compensation problems.◆Cons: 1).In my opinion the absolute worst thing about broadbandingis the severe reduction in opportunities for promotions. 2). May Leadto Inequities. 3). It may be more difficult to administer.◆I think I will choose broadbanding.Broadbanding supports internalmobility and potentially more developmental assignments. At thesame time, with broadbanding, managers have great latitude to pay what they want to an employee. So I will choose it.6. It was recently reported in the news that the average pay for most university presidents was around $ 250,000 per year, but that a few earned much more. For example, the new president of Vanderbilt received $ 852,000 in one year. Discuss why you would (or would not) pay university presidents as much or more than many corporate CEOs. Answer:In my opinion, the university presidents may be paid according to competency-based pay. They have a fund of knowledge and experience to draw on. The university will provide a wide platform, rich reserve of knowledge and skill in plenty for academician. Business needs universities to provide talented people to spark invention and innovation. To sum up, paying university presidents as much or more than many corporate CEOs is not surprising.7. Do small companies need to develop a pay plan? Why or why not?◆Yes, small companies need to develop a pay plan.◆There are many reasons small companies need a pay plan. Employeepay structure is important to a small business, and the growth,revenue maintenance and future success of your company relies on strong pay planning. The way in which the companies compensateemployees can affect organization's image and ability to attract top talent. With a structured pay plan, the small business owner knows exactly how much he will be spending in raises and can budgetappropriately. Lastly, to attract top employment candidates, themanagers of small companies need to develop a competitivecompensation plan based on the comparable plans being offered in the industry. So I think for this kind of small business should establishcompensation plans.Continuing CaseSummary:Carter cleaning centers does not make formal pay standards. Jake always make pay policies based on informal salary survey. Compared with his colleagues, Carter cleaning centers pay more salary. Moreover, he considers that it could be motivate employees, men’s salary more than women’s salary, because Jake insists than men support big families and they bear more responsibilities than women.Questions:1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why?Answer:◆It should be setting up a formal salary structure based on a completejob evaluation.◆First of all, according to this case, carter does not make any formalsurveys, it is a correct action for Carter. Carter should pay moreattention to the requirements of employees for building a formal pay policy. Secondly, Carter Company should pay different salaries for different job department rather than gender. Thirdly, it can determinea job’s relative worth by job evaluation. However, Jake has no enoughevidence for building a pay policy. In my opinion, Carter may choosea job evaluation commitment to ensure right pay policies.2. Is Jake Carter’s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined?Answer:◆As far as I’m concerned, Jake Carter’s policy of paying 10% morethan the prevailing rates is sensible.◆There are five steps for making a rational pay plan. Primarily,employer conducts informal salary survey and formal survey. Then employers use salary survey to know what others are paying.Secondly, Carter chooses job evaluation methods to determine theworth of one job. Thirdly, the company pays the similar salary forsimilar jobs. Fourthly, Carter can use a wage curve to help assign pay rates to each job. Then it is easy to price jobs with a wage curve.Lastly, we know Carter does not develop pay ranges. Therefore, it is important for developing pay ranges to motivate high performance employees. At the same time, Carter needs to correct out-of –linerates. In this case, I disagree that men and women have differentsalary, it is unfair. Thus, Carter must ensure that men and women are paid comparably for essentially the same work.3. Similarly, is Carter's male-female differential wise? If not, why not? Answer:In my opinion, the answer is no, Carter’s shop does not have male-female differential wise. And they also are equal to their employees. Because Carter Cleaning Centers does not make a formal and legal wage structure to their employees, and at the same time Carte Cleaning Centers also does not use a good compensable factors to their employees, it will cause some bad effects to their employees and it also bring about different treatment. Wages rates are based mostly on those prevailing in the surrounding community.4. Specifically, what would you suggest Jennifer do now with respect to her company's pay plan?Answer:According to my opinions, I claim that Jennifer, as a manager, she should make some improvement or changes in her company's pay plan.First of all, they should set a standard salary. Different worker can getdifferent level wages. Such as the long-term worker can get a higher wages and a better welfare and as for the short-term workers only can get a formal wages.◆Secondly, they should set up a reward system. Due to their employeeswork performance in their daily work, giving their different bounes and punishment.◆Thirdly, Carte Cleaning Centers should also give more salary to theiremployees who do work overtime. They can enjoy the good thing and it is their rights.。
西亚斯美方课人力HR课后习题Ch7T17VG
Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions:1. Explain and illustrate the basic ways in which you can classify selection interviews.Answer:There are three basic ways in which I can classify selection interviews. a)At first, we can classify selection interviews according to the degreeof structure. Structured interview refers to the employers follow the fixed form, they list many questions in the format. So that eachcandidate must answer the same questions. However, as forunstructured interviews, employers do not set a format, in generally, they ask some questions for candidates.b)Besides, we can classify selection interviews according to theinterview content. In a situational interview candidates are asked what their behavior would be in a particular situation. In fact, this type of interview can be used to select candidates for jobs such as customer service, managers, and supervisor. But during a behavioral interview the questions are asked for the candidate to response on pastexperience. The interviewers ask the candidate for previous behavioron how they handled a situation, it helps the interviewer to indicate their future performance. Moreover, in a job- related interview theinterviewer tries to infer a candidate’s job performance based on his or her relevant past experiences. A stress interview is generallyintended to let the candidate under stress and assess their reactions in difficult situations.c)At last, we can classify selection interviews according to the way theinterview is administered. In this situation, the interviews includeunstructured sequential interview or structured sequential interview, panel interview or mass interview, computerized interview orpersonally interview.2. Briefly describe each of the following types of interviews: unstructured panel interviews, structured sequential interviews, and job-related structured interviews.Answer:a)Unstructured panel interview refers to an interview in which the panelof interviewers asks questions as they come to mind. That is to say, the interviewers do not have a list of questions or points that need to be covered, but may follow many different directions.b)In a structured sequential interview, each interviewer has a standardform and standard answer. At the same time, each interviewerconducts a structured interview which consists of pre-determinedquestions and a structured evaluation form. After the grades are given, they decide to hire excellent candidates.c)In a job-related structured interview, the interviewers ask somequestions about a series of job-related information on the pastexperience. For example, a people wants to be a college teacher, the interview asks a question,“Did you tutor junior students onvacation? ”3. For what sorts of job do you think computerized interviews are most appropriate? Why?Answer:a)In my opinions, I think the accountants need to computerizedinterviews.b)With the development of technology, more and more companies donot make account with paper, on the contrary, more and morecompanies utilize the computer to make financial statements.Nowadays, in our China, we must pass the professional exam withcomputer if we want to become an accountant. Actually,computerized interviews are generally used to reject unacceptablecandidates and to select those who will move on to face-to-faceinterviews, meanwhile, it would save time and effort for interviewersand interviewees. Thus it is necessary to use computerized interviews for the accountants.4.Why do you think situational interviews yield a higher mean validity than do job-related or behavioral interviews, which in turn yield a higher mean validity than do psychological interviews?Answer:a)As far as I’m concerned, the situational interview allows thecandidate to answer situational questions based on past experiences in which he or she might have made mistakes, but learned from them.The job-related or behavioral interview focuses on past situations, but does not allow for changes in the candidate due to the lessons that he or she might have learned from those experiences. Thus, situational interviews are higher mean validity than job-related or behavioralinterviews.b)Besides, the psychological interview tends to be more speculativeregarding traits which are difficult to really measure. To compare with the psychological interview, situational interview is more flexible. So under the same condition, the situational interview is higher meanvalidity than psychological interviews.5. Similarly, How would you explain the fact that structured interviews, regardless of content, are more valid than unstructured interviews for predicting job performance?Answer:In unstructured (or nondirective) interviews, managers did not comply with the fixed format of the interview, this interview just like chatting. Unstructured interviews allow interviewers to talk about common interests and other items that are not predictors of job success. Furthermore, in structured (or nondirective) interviews, they have professional criteria for job seekers. Companies list questions according to their own needs in the interview. And then, they will give the correct answer and score. The structured interviews let the interviewer focused on the types of behaviors, traits, or answers that are desired and after that interviewers have been determined to be predictors of job performance. Therefore, structured interviews are more valid than unstructured interviews for predicting job performance.6. Briefly discuss and give examples of at least five common interviewing mistakes. What recommendations would you give for avoiding these interviewing mistakes?Answer:a)Snap Judgment: some interviewer usually judge interviewee by thefirst few minutes of the interview. First impression includesappearance, look, dressing and behaviors. In my opinion, when you look for a job, the interviewee should training and prepares yourself before the interview.b)Misunderstanding the job: the HR managers are ignorant ofinformation about jobs to prepare job description. All interviewersshould clearly understand the jobs and placing the right person on the right job.c)Candidate-Order (Contrast) Error: when an adequate candidate ispreceded by either an outstanding, or a poor candidate, by contrast he or she looks either less satisfactory or much better. We can use astructured interview is one way to help avoid this.d)Influence of nonverbal behavior: we never really stop communication,for example eye contact. Eye contact is an important aspect of body language. Direct eye contact reassures the person that you areconfident and honest. The interviewee could interviewer training and structured interviews.e)Psychological test: some interviewer asks every question what was atrap. Some interviewer usually probing for hidden meanings ineverything the candidates say. We can use a structured interview isone way to help avoid this.7. Briefly discuss what an interviewer can do to improve his or the performance.Answer:a)As an interviewer, their behaviors of interview will have deeplyinfluence on the future of their company. Therefore they should takemeasures to improve the interview.b)The interviewer should avoid some unnecessary mistakes, such asgiving judgment according to their first impression and show some unhappy emotions to bring bad impacts on candidates.c)The interviewer should have a better job analysis to know the job inadvance, such as the candidate should do what and they should have which traits.d)The interviewer should arrange and organize the interview reasonablyand make everything be order.e)The interviewer should offer or arrange a comfortable place tointerview the candidate, such as quite rightful and roomy place.f)The interviewer should prepare some right questions in advance andgive the proper answers, it can give a fair chance to every candidates.g)As an interviewer, they cannot ask some special questions that willmake candidates embarrassed and feel pressure, they should payattention to candidates’ privacy.h)In the end the interviewer should have a kind and fair attitude to thecandidate, they cannot express themselves emotion to the candidate. Continuing caseSummary:This article described that Carter Cleaning Company didn’t implement normative interview for their employees by now. Both Jack Carter and his daughter Jennifer all thought that they need carry out organized interview new staffs, and then they need train their employers, so that it will reduce the employee turnover and pilferage problem.Questions:1. In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list that list questions for management and non-management jobs? If so, how should these look and what questions should be included? Should she initiate acomputer-based interview approach? If so, why and how?Answer:a)Jennifer, as a manager, she should improve and make an effectiveinterview, she can take some measures to improve it. Mostimportantly, using a structured interview is one way to help avoid this, as well as training of the interviewers.b)She should develop interview forms that list questions formanagement and nonmanagement job. Because they should dodifferent jobs and they are asked different traits between management and non-management, so Jennifer should have different list when she interviews the candidate for different jobs. The interview formsshould be printed on the A4 paper. The interview forms including:name of candidate, date interviewed, position, job experience,communicational ability, relevant knowledge, the interests, overall motivation to succeed and so on.c)In the end, she should initiate a computer-based interview approach, acomputer-based approach is good and effective, it will improve their work effectiveness and computer can give a faster and exact analysis.So a computer-based approach is necessary.2. Should she implement an interview training program for her managers, and if so, specifically what should be the content of such a training program? In order words, if she did decide to start training her management people to be better interviewers, what should she tell them and how should she tell it to them?Answer:a)Yes, of course.b)The content of a training program, including: A, managers shouldknow the job clearly. B, managers should let the interview structured.C, managers should take notes during the interview. D, managersshould prepare the interview. E, managers should ask usefulquestions.c)In addition, she should make a normative process and teach part ofthe interview skills. At the same time, she should educate managersnecessary preparation, and provide opportunity for practice with mock interviews in the training session, so that managers get an opportunity to use the skills they learn and become comfortable with the process in the future. In my opinion, at the trainning session she could tell it to them.。
人力资源管理双语课后习题及翻译
人力资源管理双语课后习题及翻译-标准化文件发布号：（9556-EUATWK-MWUB-WUNN-INNUL-DDQTY-KII习题及答案Chapter 01 Human Resource Management: Gaining a Competitive Advantage Answer KeyTrue / False Questions1. (p. 5) Companies have historically looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations.FALSE2. (p. 5) The human resource department is most likely to collaborate with other company functions on outplacement, labor law compliance, testing, and unemployment compensation.FALSE3. (p. 6) The three product lines of HR include a) administrative services and transactions,B) financial services, and c) strategic partners.FALSE4. (p. 9) The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing.TRUE5. (p. 9) Advances in technology have allowed HR services to be offered more on a self-service basis than in the past.TRUE6. (p. 9) HR functions related to areas such as employee development, performance management, and organizational development are outsourced most frequently. FALSE7. (p. 11) Evidence-based HR provides managers with data to make decisions, instead of just relying on intuition.TRUE8. (p. 14) Stakeholders of a company are shareholders, the community, customers, employees, and all of the other parties that have an interest in seeing that the company succeeds.TRUE9. (p. 19) Companies are now more and more interested in using intangible assets and human capital as a way to gain an advantage over competitors.TRUE10. (p. 22) A learning organization places the highest emphasis on completion of formal employment training.FALSE11. (p. 22) The psychological contract describes what an employee expects to contribute and what the company will provide to the employee in return for these contributions. TRUE12. (p. 25) The use of alternative work arrangements, which include independent contractors, on-call workers, temporary workers, and contract company workers, is shrinking.FALSE13. (p. 27) To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments.TRUE14. (p. 27) The balanced scorecard should not be used to link the company's human resource management activities to the company's business strategy.FALSE15. (p. 30) Corporate cultures within companies that successfully implement TQM typically emphasize individualism, hierarchy, accountability, and profits.FALSE16. (p. 31) ISO 9000 certification is an integral component of W. Edwards Deming's quality control process.FALSE17. (p. 34) The skills and motivation of a company's internal labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.TRUE18. (p. 37) Because the workforce is predicted to become more uniform in terms of age, ethnicity, and racial background, it is likely that one set of values will characterize all employees.FALSE19. (p. 39) Cultural diversity can provide a company competitive advantage regarding problem-solving.TRUE20. (p. 42) The Sarbanes-Oxley Act of 2002 sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance.TRUE21. (p. 43) Every business must be prepared to deal with the global economy.TRUE22. (p. 48) One of the disadvantages of technology is that it does not allow older workers to postpone retirement.FALSE23. (p. 51) E-HRM is more applicable to practices associated with recruiting and training than those associated with analysis and design work, selection, and compensation and benefits.FALSE24. (p. 54) An HR dashboard is a series of indicators that managers and employees have access to on the company intranet or human resource information system.TRUE25. (p. 58) Compensating human resources involves measuring employees' performance. FALSEMultiple Choice Questions26. (p. 4) _____ refers to a company's ability to maintain and gain market share in its industry.A. OutsourcingB. CompetitivenessC. Self-serviceD. Empowerment27. (p. 4) _____ refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance.A. Total quality managementB. Financial managementC. Human resource managementD. Production and operations management28. (p. 5) Strategic HR management includes all but one of the following. Name the exception.A. Financial planningB. Training and developmentC. Performance managementD. Recruiting talent29. (p. 6) Which of the following is NOT a responsibility of HR departments?A. RecruitingB. BenefitsC. Community relationsD. Production and operations30. (p. 6) Which of the following is NOT a product line of human resources?A. Administrative services and transactionsB. Strategic partnerC. Human capital partnerD. Business partner services31. (p. 8) Which of the following best describes a cultural steward?A. Shapes the organization.B. Delivers results with integrity.C. Facilitates change.D. Recognizes business trends and their impact on the business.32. (p. 8) A strategic architect is one who:A. facilitates change.B. recognizes business trends and their impact on the business.C. implements workplace policies conducive to work environment.D. develops talent and designs reward systems.33. (p. 9) Giving employees online access to information about HR issues such as training, benefits, and compensation is known as:A. outsourcing.B. continuous learning.C. self-service.D. strategic planning.34. (p. 9) The practice of having another company (a vendor, third-party provider, consultant) provide services traditionally associated with the administrative role of HR is known as:A. e-commerce.B. empowering.C. outsourcing.D. benchmarking.35. (p. 10) Traditionally, the HRM department was primarily a(n):A. proactive agency.B. finance expert.C. employer advocate.D. administrative expert.36. (p. 11) Which of the following statements about evidence-based HR is FALSE?A. It helps show that the money invested in HR programs is justified and that HR is contributing to the company's goals and objectives.B. It emphasizes that HR is being transformed from a broad corporate competency to a specialized, stand-alone function in which human resources and line managers build partnerships to gain competitive advantage.C. It requires collecting data on such metrics as productivity, turnover, accidents, employee attitudes and medical costs and showing their relationship with HR practices.D. It refers to demonstrating that human resources practices have a positive influence on the company's bottom line or key stakeholders.37. (p. 12-13) Which one of the following statements about the HR profession is FALSE?A. A college degree is required of HR specialists, but not of generalists.B. Generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations.C. Professional certification in HRM is less common than membership in professional associations.D. The primary professional organization for HRM is the Society for Human Resource Management.38. (p. 13) All of the following competitive challenges faced by companies will increase the importance of human resource management EXCEPT:A. the global challenge.B. the challenge of sustainability.C. the political challenge.D. the technology challenge.39. (p. 14) _____ refers to the ability of a company to survive and succeed in a dynamic competitive environment.A. OutsourcingB. EmpowermentC. SustainabilityD. Resource management40. (p. 14) Sustainability includes all of the following EXCEPT:A. expanding into foreign markets.B. the ability to deal with economic and social changes.C. engaging in responsible and ethical business practices.D. providing high-quality products and services.41. (p. 19) Which of the following statements about intangible assets is FALSE?A. They include human capital.B. They are less valuable than physical assets.C. They are equally or even more valuable than financial assets.D. They are difficult to duplicate or imitate.42. (p. 20) Tacit knowledge is an example of _____ capital.A. socialB. customerC. humanD. intellectual43. (p. 21) Which of the following is NOT true of knowledge workers?A. They often contribute specialized knowledge that their managers may not have, such as information about customers.B. They have many job opportunities.C. They are in high demand because companies need their skills.D. They contribute to the company through manual labor and intellectual labor.44.(p. 21) Empowering is defined as:45.A. the movement of women and minorities into managerial positions.46.B. giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.47.C. leading employees by the strength of one's charisma.48.D. the act of continually learning and improving one's skills and abilities.45. (p. 22) A(n) _____ contract describes what an employee expects to contribute and what the company will provide to the employee for these contributions.A. employerB. employeeC. psychologicalD. job46. (p. 25) All of the following are examples of alternative work arrangements EXCEPT:A. independent contractors.B. current labor force.C. on-call workers.D. temporary workers.47. (p. 27) The balanced scorecard:A. is similar to most measures of company performance.B. uses indicators important to the company's strategy.C. is a standardized instrument of company performance.D. should not be applied to HR practices.48. (p. 27) The balanced scorecard presents a view of company performance from the perspective of:A. its customers only.B. its employees only.C. its employees and customers only.D. its employees, customers, and shareholders.49. (p. 28) According to the financial perspective of the balanced scorecard, which of the following questions should be answered?A. How do customers see us?B. Can we continue to improve and create value?C. What must we excel at?D. How do we look to shareholders?50. (p. 28) Increasingly, companies are trying to meet shareholder and general public demands that they be more socially, ethically, and environmentally responsible. Thus, companies are recognizing the importance of:A. a balanced scorecard approach to business.B. diversity.C. total quality management.D. social responsibility.51. (p. 30) TQM focuses on:A. designing processes to meet the needs of external customers only.B. reducing variability in the product or service.C. preventing errors rather than correcting errors.D. tying pay to employees' total output less rejects52. (p. 31) "How senior executives create and sustain corporate citizenship, customer focus, clear values, and expectations, and promote quality and performance excellence" is the definition for which Malcolm Baldrige National Quality Award criterion?A. Strategic planningB. Workforce focusC. Customer and market focusD. LeadershipMalcolm Baldrige National Quality Award is an award established in 1987 to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies.53. (p. 33) Which one of the following is NOT true of the Six Sigma process?A. The objective of the process is to create a total business focus on serving the customer.B. Training is an important component of the process.C. The process is one of seven categories evaluated within the Malcolm Baldrige Quality Award.D. The process involves measuring, analyzing, improving, and controlling processes once they have been brought within six quality standards.54. (p. 33) Which of following holds TRUE for lean thinking?A. It is a way to do more with less effort, time, equipment, and space.B. It is a way to compete for quality awards and certification.C. It includes offering no-frills goods and services to customers.D. It is working for zero inventories.55. (p. 34) The skills and motivation of a company's _____ labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.A. projectedB. secondaryC. externalD. internal56.(p. 34-37) Which of the following statements about the composition of the U.S. labor force in the next decade is TRUE?57.A. Labor force growth is greater than at any other time in U.S. history.58.B. The largest proportion of the labor force is expected to be in the 16-to-24-year age group.59.C. There will be fewer white males than minorities or women in the labor force.60.D. The number of "baby boom" workers will increase faster than any other age group.57. (p. 35) Which of the following statements about older workers is FALSE?A. Worker performance and learning are adversely affected by aging.B. The aging labor force means companies are likely to employ a growing share of older workers.C. An emerging trend is for qualified older workers to ask to work part-time or for only a few months at a time as a means to transition to retirement.D. Older employees are willing and able to learn new technology.58. (p. 37) Baby boomers:A. like the latest technology, are ambitious and goal-oriented, and seek meaningful work.B. want to be noticed, respected, and involved.C. tend to be uncomfortable challenging the status quo and authority.D. value unexpected rewards for work accomplishments, opportunities to learn new things, praise, recognition, and time with the manager.59. (p. 38) Regardless of their background, most employees' value:A. the ability to challenge the status quo.B. simplistic tasks requiring few skills.C. managerial positions.D. work that leads to self-fulfillment.60. (p. 38-39) To successfully manage a diverse workforce, managers need to develop all of the following skills EXCEPT:A. providing performance feedback that is based on values rather than objective outcomes.B. communicating effectively with employees from a wide variety of cultural backgrounds.C. coaching employees of different ages, educational backgrounds, ethnicity, physical ability, and race.D. recognizing and responding to generational issues.61. (p. 39) Managing cultural diversity involves:A. enforcing EEO rules.B. creating separate career tracks for employees with families.C. establishing a strong affirmative action policy.D. creating a workplace that makes it comfortable for employees of all backgrounds to be creative and innovative.62. (p. 39) How diversity issues are managed in companies has implications for all the following EXCEPT:A. knowing how to learn.B. creativity.C. retaining good employees.D. problem solving.63. (p. 39) Managing cultural diversity can provide a competitive advantage by:A. decreasing the number of available women and minorities in the company's labor pool.B. helping women and minorities understand they must conform to organizational norms and expectations.C. helping companies produce better decisions by including all employees' perspectives and analysis.D. identifying product markets on which the company should focus64. (p. 39) In managing cultural diversity, which of the following would improve the level of creativity thereby providing competitive advantage to an organization?A. Diversity of perspectives and less emphasis on conformity to norms of the past.B. Those with the best reputations for managing diversity will win the competition for the best personnel.C. An implication of the multicultural model for managing diversity is that the system will become less determinate, less standardized, and therefore more fluid.D. Heterogeneity in decisions and problem-solving groups potentially produces better decisions.65. (p. 39) Which of the following cultural diversity arguments states that companies with the best reputations for managing diversity will win the competition for the best personnel?A. System flexibility argumentB. Marketing argumentC. Employee attraction and retention argumentD. Problem-solving argument66. (p. 39) Diversity is important for tapping all of the following skills of employees EXCEPT:A. cultural skills.B. communication skills.C. creativity.D. homogeneous thinking.67. (p. 40) What areas of the legal environment have influenced HRM practices over the past 25 years?A. Equal employment opportunity, safety and health, pay and benefits, privacy, and job security.B. Executive compensation, pay and benefits, workers' compensation, safety and health, and job security.C. Product liability, workers' compensation, equal employment opportunity, safety and health, and labor relations.D. Equal employment opportunity, patent infringement, workers' compensation, safety and health, and job security.68. (p. 40-41) There will likely be continued discussion, debate, and possible legislation in all but one of the following areas in companies. Name the exception.A. Genetic testingB. Glass ceilingC. Employment-at-willD. Design of physical work environment69. (p. 41) Litigation involving job security will have a major influence on human resource management practices because:A. work rules, recruitment practices, and performance evaluation systems might falsely communicate lifetime employment agreements that the company does not intend to honor during layoffs.B. adjustments of test scores to meet affirmative action requirements are now illegal.C. employees now bear the burden of proof in discrimination cases.D. compensation awards for discrimination claims have increased.70. (p. 41) Which of the following is one of the four ethical principles of a successful company?A. Managers assume all responsibility for the actions of the company.B. It has a strong profit orientation.C. Customer, client, and vendor relationships emphasize mutual benefits.D. It does not produce products that can be used for violent purposes.71. (p. 42) Which legislation act sets new strict rules for business especially as regards accounting practices?A. Human Rights Act of 1994B. Reverse Discrimination Act of 1990C. Sarbanes-Oxley Act of 2002D. Corruption and Practices Act of 200072. (p. 43) Which of the following is NOT a standard that human resource managers must satisfy for practices to be ethical?A. Managers must treat employees as family.B. Human resource practices must result in the greatest good for the largest number of people.C. Employment practices must respect basic human rights of privacy, due process, and free speech.D. Managers must treat employees and customers equitably and fairly.73. (p. 45) Exporting jobs from developed to less developed countries is known as:A. insourcing.B. offshoring.C. importing.D. onshoring.74. (p. 47) Exporting jobs to rural parts of the United States is referred to as:A. insourcing.B. offshoring.C. importing.D. onshoring75. (p. 48) Which of the following statements about technology is FALSE?A. The Internet allows employees to locate and gather resources, including software, reports, photos, and videos.B. Technology does not allow older workers to postpone retirement.C. The Internet gives employees instant access to experts whom they can communicate with.D. Technology has made equipment easier to operate, helping companies cope with skill shortages.76. (p. 49) Which of the following is NOT typically true of work teams?A. They are used to increase employee responsibility and control.B. They use cross-training to give employees knowledge on a wide range of skills.C. They frequently select new team members and plan work schedules.D. They assume all of the activities reserved for managers such as controlling, planning, and coordinating activities.77. (p. 49) Which of the following is NOT recommended for supporting work teams?A. Reducing flexibility and interaction between employees to maintain high productivity.B. Giving employees formal performance feedback.C. Linking compensation and rewards with performance.D. Allowing employees to participate in planning changes in equipment, layout, and work methods.78.(p. 49) All of the following statements about cross training are true EXCEPT:79.A. it provides teams' maximum flexibility.80.B. it helps in measuring employees' performance.81.C. it trains employees in a wide range of skills.82.D. employees can fill any of the roles needed to be performed on the team.79. (p. 50) Company X has offices around the globe. Its teams are separated by time, geographic distance, culture and/or organizational boundaries, and almost rely exclusively on technology for interaction between team members. Its teams are:A. virtual teams.B. geographically-concentrated teams.C. lean teams.D. teleworker teams.80. (p. 50-51) Adaptive organizational structures emphasize:A. efficiency, decision making by managers, and the flow of information from top to bottom of the organization.B. a core set of values, and elimination of boundaries between managers, employees, and organizational functions.C. clear boundaries between managers, employees, customers, vendors, and the functional areas, and a constant state of learning.D. internal linking, external linking, diversification, and a core set of values.81. (p. 51) Which of the following is FALSE about high-involvement, adaptive organizational structures?A. Employees are in a constant state of learning and performance improvement.B. Employees are free to move wherever they are needed in a company.C. Line employees are trained to specialize in one job in order to maximize efficiency.D. Previously established boundaries between managers, employees, customers, and vendors are abandoned.82. (p. 51) Employees in geographically dispersed locations can work together in virtual teams using video, e-mail, and the Internet. This e-HRM implication refers to which aspect of HR?A. RecruitingB. Analysis and design of workC. SelectionD. Compensation and benefits83. (p. 52) From the manager's perspective, an HRIS can be used to perform primarily all but one of the following. Name the exception.A. Support strategic decision makingB. Avoid litigationC. Evaluate programs and policiesD. Motivate employees84.(p. 54) A(n) _____ is a series of indicators or metrics that managers and employees have access to on the company intranet or human resource information system.85.A. HR dashboard86.B. balanced scorecard87.C. web portal88.D. Intranet85. (p. 54) All of the following HR practices support high-performance work systems EXCEPT:A. employees participate in selection process.B. jobs are designed to use a variety of skills.C. employee rewards are related to company performance.D. individuals tend to work separately.86. (p. 56) Which one of the following is NOT associated with managing the human resource environment?A. Linking HRM practices to the company's business objectives.B. Identifying human resource requirements through human resource planning, recruitment, and selection.C. Ensuring that HRM practices comply with federal, state, and local laws.D. Designing work that motivates and satisfies the employee as well as maximizes customer service, quality, and productivity.87. (p. 56) Economic value is traditionally associated with all of the following EXCEPT:A. equipment.B. technology.C. facilities.D. HRM practices.88. (p. 57) A company's human resource acquisition requirements are influenced by all of the following EXCEPT:A. terminations.B. customer demands for products and services.C. motivation and satisfaction of employees.D. promotions.89. (p. 58) Managing the assessment and development of human resources involves all of the following EXCEPT:A. measuring employees' performance.B. creating an employment relationship and work environment that benefits both the company and the employee.C. recruiting employees and placing them in jobs that best use their skills.D. identifying employees' work interests, goals, and values, and other career issues.90. (p. 58) Besides interesting work, _____ are the most important incentives that companies can offer to its employees.A. training for future work rolesB. beneficial work environmentsC. support for nonwork activitiesD. pay and benefitsEssay Questions91.(p. 8) Name and discuss the competencies that HR professionals need.定义并讨论人力资源专业人员需要的能力1. Credible activist: delivers results with integrity, shares information, builds trusting relationships, and influences others, providing candid observation, taking appropriate risks.2. Cultural steward: facilitates change, develops and values the culture, and helps employees navigate the culture.3. Talent manager/organizational designer: develops talent, designs reward systems, and shapes the organization.4. Strategic architect: recognizes business trends and their impact on the business, evidence-based HR, and develops people strategies that contribute to the business strategy.5. Business ally: understands how the business makes money and the language of the business.6. Operational executor: implements workplace policies, advances HR technology, and administers day-to-day work of managing people.92. (p. 9-10) How has the role of HRM changed in recent years Discuss three trends that are changing the HRM function. Why have these roles changed近年来，HRM的角色发生了怎样的变化讨论三个改变人力资源管理功能的趋势。
西亚斯美方课人力HR课后习题P4T17VG终稿终稿
1. Tell me about a time when you had to deal with an irate customer. How did you handle the situation?Last summer, I met an irate customer who is my student’s father. He was not satisfied with teaching methods in our training school. When that happened, I tried to talk in calm, even voice, in order to get a businesslike manner and focus on trying to resolve the situation. However, the father said a bad word to me, I still tried to remain calm and patient and not to let my personal feelings enter into the situation. I gave him some examples that students loved our teaching methods in class, I told him our teachers teach students not only knowledge but also the meaning of the life by studying in the game. Therefore, I have repeatedly explained the benefits of our training method. At last, he accepted our unique teaching methods and his son got great grade in all the examinations.2. You work with a leader who does things very differently from you in the future, and he always does wrong decisions. How would you do? Please provide details of your specific steps and methods.◆On the one hand, I express my thoughts politely in private, I try mybest to change leader’s decision, and I try hard to explain why it was wrong. More importantly, I put forward my suggestions.◆On the other hand, my leader insists on his methods and designs, Iwill express strong dissatisfaction and firm opposition to it. At thesame time, I will tell it to my supervisor. Because, it is important to bean ethical person for me.3. Suppose you want to take your best friend to the airport in the night, but at that time your boss need you to deal with emergency job. What would you do? Be specific.The work is first, meanwhile friendship is very important to me. I should be balance work and friendship for different situations.◆Suppose I need to take my friend to the airport at 9:00, and I finishmy job at 8:00. After finishing my work, I could take my friend to the airport.◆Suppose I must complete my work in order to hand in my reporttomorrow. I will tell my leader that I take my friend to the airport first.After that, I would work overtime at night until my task is completed, it is worth working overnight for me.◆Suppose work is very urgent, so I explain situation to my friend, Ibelieve he will understand me. After all, I can see my friend again. 4. If you are hired by our company, nevertheless you are causing economical loss. How would you deal with this situation?◆Primarily, I try to make up for economical loss. However, if I cannotremedy economical loss, I hope my company can help me to solveproblem.◆Furthermore, the liability shall be distinguished. For one thing, thetrouble is up to me. Then I accept punishment willingly. For anotherthing, my team member arouses this and I am a leader who manages this team. So I have to comfort my colleague. Meanwhile, our team members come up with creative ideas to reduce our company’s loss. At last, I should learn from it.I'll correct mistake by summarizing the experience and lessons to ensure this does not happen again.5.Describe a situation where you sought out relevant information, defined key issues, and decided on which steps to take to get the desired results.I organized an activity of Literature Association when I was a sophomore. At that time, I was a club president. At that time, only few students show interest in our activities, and we lack efficient ways of helping the existing members to improve their writing skills. We decided to take measures. I had to seek out relevant information:* What kind of entertainment was popular among students that offered chances for them to learn Chinese writhing skills?* Which teacher was suitable for this position?* When were our members available?* Which place was convenient for a large attendance?* Should we make a structure rule for our members?Key issue: What are the weak points of the students’ Chinese writing abilities?Decide on the steps to take:* Make a questionnaire to find out the weak points of the students’ Chinese writing abilities.*Find out the weak points of the students’ Chinese writing abilities.* Hold some activities with teachers to improve the weak points. (Activities: hold communication activities; invite professional teacher; hold writing competition regularly.)Result: we recruited more freshmen. Besides, the writing skills of the club members are improved.6. You need some suppliers for a HR project. The person in charge of the suppliers is not very friendly. What can you do to get suppliers easily? (Situational interview)◆Write a Business Plan by using computer for the person. (Writingability, computer skills)◆Provide cost statistics for the person. (Statistical analysis)◆Tell the person he and suppliers will benefit most from this HRproject. (Communication skills)7. As for high performance employee, what about opportunities forpromotion? How much time the high performance employee can get a higher position?◆The high performance employee has a big chance of promoting. Atthe end of the year, we offer rewards for model employees who have performed well. Besides, our company has many preferential policiesfor employees. At the same time, an excellent employee can get a higher position in the third year. Our company culture is “people-oriented”. Questions?。
人力资源课后习题及答案
第四章职位分析与胜任素质模型1.什么是职位分析？它有什么意义和作用？职位分析，是指了解组织内的一种职位并以一种格式吧与这种职位有关的信息描述出来，从而使其他人了解这种职位的过程。
作用：职位分析为其他人力资源管理活动提供依据，职位分析对企业的管理具有一定的溢出效应。
2.职位分析的步骤是什么？每一步需要完成什么任务？(一)准备阶段：（1）确定职位分析的目的与用途（2）成立职位分析小组（3）对职位分析人员进行培训（4）做好其他必要的准备（二）调查阶段：（1）指定职位分析的时间计划进度表，以保证这项工作能够按部就班地进行（2）根据职位分析的目的，选择搜集工作内容及相关信息的方法（3）搜集工作的背景资料（4）搜集职位的相关信息（三）分析阶段：（1）整理资料（2）审查资料（3）分析资料（四）完成阶段：（1）编写职位说明书（2）对整个职位分析过程进行总结，找出其中成功的经验和存在的问题，以利于以后更好地进行职位分析（3）将职位分析的结果运用于人力资源管理以及企业管理的相关方面，真正发挥职位分析的作用3.职位分析的方法有哪些？每一种的内容是什么？（一）定性的方法：1.访谈法2.非定量问卷调查法3.观察法4.关键事件法5，工作日志法6.工作实践法（二）定量的方法：1.职位分析问卷法2管理职位描述问卷3.通用标准问卷4O*NET系统5.职能职位分析法6弗莱希曼职位分析系统法7职位分析计划表4职位说明书由哪些部分组成？如何编写职位说明书？编写时应注意什么问题？职位说明书由1.职位标识2.职位概要3.履行职责4.业绩标准5.工作关系6.使用设7 工作环境和工作条件8任职资格9其他信息组成5.什么是胜任素质？什么是胜任素质模型？胜任素质指能将某一项工作（或组织、文化）中优秀与表现一般者区分开来的个体特征，即鉴别性胜任素质；以及能将某一项工作（或组织、文化）中表现合格者与表现不合格者区分开来的个体特征，即基准刑胜任素质胜任素质模型就是指完成某项工作、达成某一目标所需要的一系列不同胜任素质的组合，包括不同的动机表现、个性与品质要求、自我形象与社会角色特征以及知识与技能水平6.如何建立胜任素质模型？1.确定绩效标准2确定效标样本3获取样本数据4数据处理分析5建立初步的胜任素质模型6验证胜任数据模型案例分析1.素质模型在华为的人力资源管理体系中扮演什么样的角色？员工关系协调者2.华为素质模型的构建过程，有哪些值得借鉴的地方？华为的素质模型就是在价值评价体系里构建的，由国外咨询公司协调搭建，经过“先僵化，后优化”的管理过程，成功地融入华为的人力资源管理实践。
西亚斯美方课人力HR课后习题Ch6T17VG
Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions1. What is the different between reliability and validity? In what respects are they similar?Answer:Differences:a)As we all known, reliability is more on the consistency of ameasurement, but validity is focused more on how strong the outcome of the program was.b)Moreover, reliability is easier to determine, because validity has moreanalysis just to know how valid a thing is.c)At last, reliability is determined by tests and internal consistency,however validity has four types, which are the conclusion, internalvalidity, construct validity, and external validity.Similar:In my opinions, they are similar in that both are concerned with aspects of consistency of the instrument, and that reliability is a necessary condition for validity.2. Explain how you would go about validating a test. How can this information be useful to a manager?Answer:Step 1: Analyze the job. As a candidate, he or she should analyze the job and he or she write job description and job specification. Also, he or she must know what the meaning of “success on the job.”Step 2: Choose the test. Of course, a company could utilize test in a way, abide by equal employment laws and it should protect the test taker’s privacy.Step 3: Implement the test. On the one hand, the company can test employees currently on the job. Compare their test scores and their performance. On the other hand, the company can test applicants to understand those applicants better.Step 4: Confirm the relationship between test scores and criteria, thereby, the company should use correlation analysis. Generally. The company can make an expectancy chart to analyze the relationship between test score and criteria.Step 5: Check test by cross-validate and revalidate. That is to say, the company utilizes the step 3 and step 4 to test new employees.By five steps of validation process, managers know candidates’ ability and managers predict candidates’ job state in the future. Managers could hire new qualified employees quickly. Meanwhile, managers realize theweakness of current employees and managers are aware of the requirements about current employees.3. Explain why you think a certified psychologist who is specifically trained in test construction should (or should not) be used by small business that needs a test battery.Answer:As far as I’m concerned, because of the complex and legal nature of this activity, the use of a certified psychologist may be the only safe way to finish your objectives. So in this case, a certified psychologist who is specifically trained in test construction should be used by small business that needs a test battery. Nevertheless, because of the high salary and limited job scope of such a specialist, a definite drawback to this approach is the cost involved. Perhaps more direct tests can be developed which require less sophistication: motor and physical abilities tests,on-job knowledge tests, and work sampling. So in this case, maybe a certified psychologist should not be used by small business.4. Give some examples of how to use interest inventories to improve employee selection. In doing so, suggest several examples of occupational interests that you believe might predict success in various occupations, including college professor, accountant, and computer programmer.Answer:By using interest incensories to improve, the test reflects that the strength and habits about candidates. Moreover, employers could understand the applicant's actual performance on the same job to predict his or her future job performance.As for college professor, the interest inventories should test whether the college professor likes the teaching students. As for accountant, the interest inventories should test whether he or she likes making accounts. As for computer programmer, the interest inventories should test whether the computer programmer likes programmer.5. Why is it important to conduct reemployment back-ground investigations? Outline how you would go about doing so.Answer:Because some job applicants provided the information is false or exaggerated, and some even have a criminal history. Many people were lying in job applications, So employers should begin with the interests of shareholders, customers and employees as a starting point, they has the responsibility to verify the back-ground of job applicant as well as specific.At first I will check the authenticity and validity of the certificate to ensure that not a fake and I will also call to verify the authenticity the letter of recommendation. In addition, there is no bad record is also very important, such as drug abuse, bad bank credit, and crime. Ifnecessary, I can be called to ask former employers or former colleagues.6. Explain how you would get around the problem of former employers being unwilling to give bad reference on their former employees. Answer:To the interview time, the employers should examine the background of the interviewee, strength and reputations are necessary. But many companies have strict policies regarding the release of information about former employees. So it is difficult to obtain reliable evidence for some company. In my opinion, company can get to information about a correct message in the following ways: firstly, the interviewee must be filling in all the blanks on an application for a job. Secondly, company must examine how they cross-train their employees. Then, using the additional technique of asking references for name of someone else who might be familiar with the applicant’s performance will also increase the possibility of getting more information. Finally, the employer can ask a questionnaire takes expertise during interview.7. How can employers protect themselves against negligent hiring claims?Answer:a)Relevant personnel must be carefully check job seekers to provideemployment application.Can consult state equal employmentstandardsb)By the consent of the candidate and check the credibility ofinformation, if there are false information or deceive can take relevant legal sanctions.c)Before admission to hold a test of skill and management, withreference to the EEOC guidelines, by testing the result of the selected admitted applicants.d)At the same time, save and record the related information and respectthe privacy rights of job seekers.Continuing CaseSummary:This case described that Jennifer and her father try to test her employees’ honesty, in order to reduce employees’ turnover and improve employees’ honesty in Carter Cleaning Centers. Because Jennifer was in trouble, which are high employee turnover and some employee is dishonesty. For example, some staff would use company’s resources to clean clothing for their own and their neighbor. In addition, it is an important problem that many staff steals the company’s cash. While Jennifer take some measures to solve this problem, but the result is not perfect. Thus, Jennifer wants to using test to distinguish those employees who are possible to have predisposed to steal from the company.Questions:1. What would be the advantages and disadvantages to Jennifer’s company of routinely administering honest tests to all its employees? Answer:A lot of testing of honest and dishonest will bring advantage and disadvantage for Jennifer’s company. Its advantage can keep employees’ loyalty to their company and at the same time it can improve work performance of employees. By testing of honest and dishonest, employees will be loyal to their boss and carefully work. As for its disadvantage, it will cause some legal and moral problems and even it refers to privacy of employees. And it also will make pressure for their employees.2. Specifically, what other screening techniques could the company use to screen out theft-prone and turnover-prone employees, and how exactly could these be used?Answer:In the term of theft-prone, the company can collect more real information of employees that record the previous work performance and can prove work attitude of employees. Then the company can set up a formal team that should monitor and lead the action of their employees. As for turnover-prone, the company should find out why employees quit their job, and how long employees will change their job. Then research these ch ange data. Next the company should routinely survey employees’suggestion and ideas, it can give right to take part in management of their company.3. How should her company terminate employees caught stealing, and what kind of procedure should be set up for handling reference calls about these employees when they go to other companies looking for jobs? Answer:a)I think a company should fire these employees that caught stealing,because they harm profits of company and it also prove that there are some problems about their ethics and traits.b)I think the company can equally reply other company, the action isjustice and honest. The company can not only offer their good work performance, but also should keep honest to others.。
西亚斯美方课人力HR课后习题Ch14T17VG
Chapter 14 Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions1. Explain how you would ensure fairness in disciplining, discussing particularly the prerequisites to disciplining, disciplining guidelines, and the discipline without punishment approach.Answer:There are many measures that we would ensure fairness:◆Adopting a fair procedure is paramount.◆Respect every employee and protect emplo yees’ privacy.◆Don’t base a decision on grapevine or on our general impression.◆Don’t act while angry.◆We can create a formalized appeals process.◆Ensure that the employee’s lawful rights are protected.◆Warn the employee of the disciplinary consequences.◆We should use company regulations reasonably.2. Why is it important in our highly litigious society to manage dismissals properly?Answer:In my opinion, on the one hand, we can fire bad employees to keepexcellent employees. Besides, if we do not manage dismissals properly, this can be damaging to employee morale and our reputation. Moreover, we manage dismissals properly by using rules, thus we obey the laws. Meanwhile, it can warn employees who do something wrong. Therefore, the key to a good dismissal is timing, clear communication and good regulations.3. What techniques would you use as alternatives to traditional discipline? What do such alternatives have to do with “organizational justice”? Why do you think alternatives like these are impo rtant, given industry’s need today for highly committed employees?Answer:◆I will take progressive penalties as alternatives to traditionaldiscipline. While the penalties range from oral warning to writtenwarning to suspension from the job discharge.◆Th is progressive penalty is according to the degree of employees’error, which means that progressive punishment is more based ontheir mistakes more severe punishment stakes. So this is more justice for employees.◆Because highly committed employees must be in important positionin the work, and this position need employee must keep secret forcompany, then the company need have the complete rules andregulations and penalties, in order to protect the confidentialinformation of company.4. Provide three examples of behaviors that would probably be unethical but legal, and three that would probably be illegal but ethical. Answer:Legal but unethical behaviors:◆The person picked up some money, but he did not return to the owner.◆The executive staff abuses their subordinate.◆Someone snooped on the privacy of others.Illegal but ethical behaviors:◆The illegal immigrant was challenged by the border guard.◆Someone used to bank all his hard-earned money with an illegalprivate bank.◆One person alone adopted more than a hundred orphans, but he didnot adopt orphans through formal channels. It is reasonably in ethics, but from a legal point of view, it is illegal.5. List 10 things your college or university does to encourage ethical behavior by students and / faculty.Answer:◆No cheating in their test.◆No laughing at their classmates or friends.◆To respect other people.◆To help the poor and the disabled.◆To donate clothes or money for the earthquake area.◆Our teacher don’t forced us do that we do not want to do it.◆The teacher carefully teaches us and helps us.◆The faculty of our school supply us the hot water and clean foods.◆The teacher tries their best to do their jobs and obey school rules.◆To protect their environment and do not break their campus.6. You need to s elect a nanny for your or a relative’s child, and want someone ethical. Based on what you read in this chapter, what would you do to help ensure you ended up hiring someone ethical?Answer:◆Firstly, I will select a nanny who has a good ethical record and she orhe had a better work behavior in the past.◆Then, I will train she or he some ethical behavior that will help themmaking ethical decision in their working.◆Thirdly, I will pay them wage depending on their work performanceand give a fair evaluation about their behavior. And I hope they can change some wrong behavior.◆Next, I will set up forms between reward and punishment. If theirwork is better they can get some reward, however if they do wrong thing they will get punishment.◆In the end, I will make list that include ethical behavior, the list willhelp them make right and ethical decision7. You believe your employee is being insubordinate. How would you verify this and what would you do about it if true?Answer:◆If my employee cannot effectively to complete tasks, and herepeatedly violates the rules and regulations, or he has tried to against my decision, besides, he or she is not popular with all staffs. I think he is being insubordinate.◆Then I will first give the employee a oral reminder, if he does anotherincident arise within 6 weeks then he will issue a formal writtenreminder, this will placed in the employee’s personnel file, I willbreak off his work and give him a 1-day “ decision-making leave”. If it is serious I will think about to dismiss him.8. Several years ago Walmart instituted a new employee scheduling system that makes it more difficult for its employees to know for sure what hours they would be working. Basically, the store supervisor calls them at the last minute i f there’s a n opening that day. Based on what you read in this chapter, is the new system ethical? Why or why not? Is it fair? What would you do if you were a Walmart employee?Answer:◆I think the new employee scheduling system is not ethical.◆Because this new system it more difficult for the employees to knowwhat hours they would be working, furthermore, the company ignorethe rights of employees. It goes against the code of ethics.◆At the same time, it is not fair to employees. As far as I’m concerned,It is not conform to the procedural justice◆If I was a Walmart employee, I would express my ideas to mysuperiors and I hope he listen to my ideas to improve this new system,I want to know my work time clearly.Continuing CaseSummary:The Cater Cleaning Company has clear rules and regulations about not allowing employees to eat or drink in stores. The manager thinks they employees should create the bright, wide, neat office environment. Because it’s help to increase the staff’s working fervency and winning customer s. But when Jennifer comes to store check their employee’s work. They face the unpleasant working conditions. So if they want to change this kind of phenomenon, they must resolve this situation.1. What would you do if you were Jennifer, and why?Answer:I think she should provide a separate eating places or areas. If she does not provide separate eating place, I think employees on the counter to eat can affect the company image, at the same time, resulting in the loss of customers. The company should make rules and regulations. When staffs violate company policy at work, manager should be verbal warnings orwritten warnings for him. In more serious cases, manager should dismissal workers. Only in this way can manager effectively management employees, and improve the level of productivity.2. Should a disciplinary system be established at Carter Cleaning Centers?Answer:◆Yes, I think a disciplinary system should be established at CarterCleaning Centers.◆The primary purpose for disciplinary discipline is to assist theemployee to understand that a performance problem or opportunity for improvement exists. Disciplinary system becomes necessary when problems with behavior or performance occur. A disciplinary system provides employees with the opportunity to change and become more productive. It also protects the organization in case terminationbecomes the last resort.3. If so, what should it cover? How would you suggest it deal with a situation such as the one with the errant counter people?Answer:◆It should cover all behavior and performance that is expected ofemployees.◆I suggest it adopts three steps, including verbal warnings, writtenwarnings, and dismissal. As for verbal warnings, manager should tellstaffs that violators will be fined. As for written warnings, manager informs staffs that violators will be fired. As for dismissal, manager fires employees directly.4. How would you deal with the store manager?Answer:◆Different measures based on different situations.◆If he or she knew about their beliefs about eating in the store, then awritten warning is in store. On the contrary, if he or she did not know about their beliefs about eating in the store, then a verbal warning to the employees, he or she must recognize mistake.。
西亚斯美方课人力HR课后习题Ch9T17VG
Chapter 9 Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions1. What is the purpose of a performance appraisal?Answer:According to our textbook, performance appraisal means evaluating an employee’s current and past performance relative to his or her performance standards. Performance appraisal is a great appraisal tools. Firstly, it assumes that the employees knew what their performance standers. Then it can receive the feedback required to move performance shortcoming. Thirdly it is a basic tool that can make decision about payment and punishment. Fourthly, it will correct some unnecessary mistakes between boss and employee, at the same time it also keeps previous performance steady. In the end it can list some guidance about future plan about their employees.2. Discuss the pros and cons of four performance appraisal tools. Answer:Firstly, Alternative Ranking Method is easy to operate and it will avoid some situations that is at middle trend. And it will improve a standard method to help appraisal. But it will cause different ideasamong employees and it is easier to create unfair to employees.◆Secondly, Graphic Rating Scale method is easy to use, simple anddoes not take much time to administer. However, different supervisors may interpret a numerical rating differently and the traits rated may or may not relate to performance.◆Thirdly, Paired Comparison Method can get employees the wholepe rformance and it can know employees’ advantage and disadvantage.And it is easier to design plan to distribute payment. However, it will spend more time and resource and it is not easier to control.◆In the end, Forced Distribution Method is easier to operate and itslevel is very clearly. And there is power that employee will be forced.But sometime it cannot improve complete information for theircompany and it will cause different treat to their employees.3. Explain how you would use the alternation ranking method, the paired comparison method, and the forced distribution method.Answer:◆As for the alternation method, it would be used by listing all workersto be rated, deciding who is the best in a trait to be rated, and who is the worst. Then decide the second best, and the second worst, thethird best and the third worst and so on until all the employees have been ranked for that trait.◆As for the paired comparison, first Comparative forms should bedrawn. And then a staff compared with others for every trait.◆As for the forced Distribution, it gives the supervisor a set rating scale.For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in thebottom. The top-ranked employees are considered “high-potential”employees and are often targeted for a more rapid career andleadership development programs4. Explain in your own words how you would go about developing a behaviorally anchored rating scale.Answer:◆Conduct a job analysis to generate critical event, and ask people whoknow this job (or the supervisors) and describe what is goodperformance and poor performance.◆To establish the dimensions performance, it generally into 5-10dimensions , and defined each performance dimensions◆Reallocation of critical event by another group of people who alsoknow this job. Put them into the most appropriate performancedimensions, most of the same two groups can determine thisperformance dimension.◆To judge the level of critical events. The second group people need touse critical incident description to rank from the highest to lowest.◆Create a final instrument, and for each performance dimension wechoose 6-7 critical incidents as its anchor for each performancedimensions.5. Explain the problems to be avoided in appraising performance. Answer:◆Performance Standards blurred. For example, different executiveshave different interpretations for good performance, and thereforelead to unfair evaluation results.◆Halo effect. In fact, the halo effect is a cognitive bias in which one'sjudgments of a person’s character can be influenced by one's overall impression of him or her. So we must avoid it.◆Central tendency. For instance, some supervisors tend to rank allemployees at about average, regardless of an employee's performance.A supervisor who believes in never rating an employee as excellent isdemonstrating central tendency error◆Strictness. It is the tendency of a supervisor to rate an employeehigher than what his performance warrants. Reasons that a supervisor might do this could include avoiding confrontations, or feeling that by giving the employee a high rating, he will work harder to live up to the rating.◆Bias. For example, personal characteristic (gender, age, race,nationality) affect performance appraisal.6. Discuss the pros and cons of using different potential raters to appraisea person’s performance.Answer:The advantage of using different potential raters to appraise a person’s performance is that the manger may be viewed in various ways. This rates result meets the actual circs better, more objective and easier to be fairness. The disadvantage might include waste the time and cost involved as well as problems with the amount of daily contact that some raters may not have with the employee being rated. And some people have some evil ulterior motive. They dishonestly use their position or power to their own profit, especially for money.7. Compare and contrast performance management and performance appraisal.Answer:On the one hand, Performance management is a means of getting better result from the organization, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and attribute/ competence requirements. Performance management includes practices through which the manager defines the employee’s capabilities, and evaluates and rewards the person’s effort. On the other hand, performance appraisal is system by which an employee’s job performance is measured against some expectation or standard. Aprimary goal of performance appraisal is to provide feedback to employees on how well they are doing in their jobs and to provide direction to future development and accomplishments.8. Answer the question, “How would you avoid defensiveness during an appraisal interview?”Answer:In life, defense is a very normal phenomenon, you want to avoid defensiveness during an appraisal interview. First understand that defense is a very normal behavior, when the boss says staff grades, staff first reaction is denial, because I didn't want the boss to leave a bad impression. So staff will have defense. Second do not attack a person's self-defensive. By this Way to keep the staff immediately recognized his mistakes. Thirdly delay action. Give employees sufficient time, make them aware of their error, taking rational behavior. In addition, we can take the following measures. We can ask open-ended questions. At that time, we could stop and listen to what the person is saying and tell them that don't be afraid of a little silence. Moreover, we restate the person's last statement as a question.Continuing CaseSummary:Jennifer found his father run the company without a formal method commented on the employee's performance. Usually for the workers canget through the high performance some positive praise, on the contrary, not up to par will be criticized by the manager. This simple informal feedback evaluation method cannot fully reflect the situation of laundry. So she decided on a regular basis according to the quality of work, job number, attendance, etc., through these assessment criteria to evaluate employees and rewards and punishments.1. Is Jennifer right about the need to evaluate the workers formally? The managers? Why or why not?Answer:I think she is right.In my opinions, it is necessary to evaluate the workers formally. Talking regularly to employees, discussing the status of specific goals and priorities, and giving feedback to the employee would help the employee achieve their goals. This type of evaluating would place significant responsibility on the manager to achieve appropriate balance and emphasis on the evaluation process. The employee benefits by discovering what is expected from them and they also gain a better understanding of their employer’s needs. Appraisals also create a constructive forum for providing feedback to workers with regards to individual behavior. Through it, they get a clear perspective of their mistakes and are able remedy the situation. Employees on the other hand are able to use the feedback to assist in planning long-term and short-termgoals and objectives. Importantly, the appraisal process helps managers to make informed decisions about promotions and assignments.2. Develop a performance appraisal method for the workers and managers in each store.Answer:I choose graphic rating scale (GRS) as an appraisal technique because not only does it allow for quantitative comparison hence clarity in the collected data but is also very easy to develop and can be used across departments.Performance Appraisal formEmployee Name:Position:Date:Major ResponsibilitiesMeeting employee productivity target●Products knowledge and application●Maintaining and developing relationship with existing clients●Prospecting for potential customers and generating new business●Experimenting with different sales。
西亚斯美方课人力HR课后习题Ch8T17VG
西亚斯美方课人力HR课后习题Ch8T17VGChapter 8 Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions1. “A well-thought-out orientation program is essential for all new employees, whether they have experience or not.” Explain why you agree or disagree with statement.Answer:I agree with this viewpoint. In my opinion, first of all, the new emplo yees should understand the company’s regulation. As a manager, he or she is responsibility for training new employees. Because the new employees would suffer from some difficulties as they work and they have no idea and orientation at that time. Besides, the Orientation Program let the new employee will feel like at home with the organization in a short time. Orientation activities such as classroom and on-the-job training can be related to actual workplace activities. The new employees have an opportunity to adjust company’s environment. In orientation program also the new employee begins to add value, leading to increased confidence. All in all, I agree with the above statement that state "A well thought out orientation program is essential for all new employeeswhether they have experience of not". Orientation programs are effective tools for an organization.2. Explain how you would apply our “motivation points” (pages 293-294) in developing a lecture, say, on orientation and training.Answer:Firstly, before the start of the training, I need to review preparation of data, the professional knowledge. Then, I use many good examples for trainees. At the same time, I design PPT to show my information about orientation and training. Of course, good eye contact is also very important. Most importantly, I need the trainees show their ideas so I can teach them more skills. To sum up, in this lecture, I should encourage trainees to boost their confidence and also tell them use their good abilities on their job.3. John Santos is an undergraduate business student majoring in accounting. He just failed the first accounting course, Accounting 101. He is understand-ably upset. How would you use performance analysis to identify what, if any, are John’s training needs.Answer:According to this case, there are three kinds of situations. As far as I’m concerned, the first thing that needs to be determined is if this is a "can't do" or a "won't do" situation. As a first-year student, John has spent more time socializing and not enough time studying. In this situation this wouldpredict a need for training on studying skills. Moreover, it is also possible that John really does not have the necessary basic skills that he needs in order to be successful in this course. I think in this situation, remedial training or courses would be appropriate. A third possibility is that John simply does not really have the interest or natural inclinations that would make him successful in the accounting area. This could be determined through some testing and career interest surveys. If this is the case, in fact, training is not appropriate.4. What are some typical on-the-job training techniques? What do you think are some of the main drawbacks of relying on informal on-the-job training for breaking new employees into their jobs?Answer:a)Some typical on-the-job training techniques: (1) Observe the superiorlearning skills. (2) Expert presentations. (3) Job rotation. (4) Special assignments.b)Drawbacks: (1) new employees lack of understanding companyregulation (2 the new employee may get false information (4) notevery employee will get the same basic information5. One reason for implementing global training programs is the need to avoid business losses “due to culture infectivity.” What sort of cultural insentivity do you think is referred to, and how might that translate into lost business? What sort of training program would you recommend toavoid such cultural insentivity?Answer:a)In my opinions, the cultural insentivity refers to the difference oflanguages.b)It is different to build a good relationship with foreign business. Itwill lose major client who mater other language. It produces troubles when two different culture businesses make a contract.c)I suggest three training programs to avoid such culture insensitivity.First of all, the company can use outside seminar training program.The business offers course for employees. Thus, workers couldunderstand different culture. Besides, the business should adoptbehavior modeling training program. Trough trainees watch the right way of doing something. Then, trainees copy this ways. After that, trainees feedback his or her performance for their leaders. At last, the business could select the SHRM learning system training programs.The HR professional must pass this exam for getting a certification and I advise the company choose face-to-face teaching.6. Describe the pros and cons of five management development methods. Answer:a)As for action learning, it promotes teamwork and at last the teammembers review their actions plans. However, it wastes time.b)As for management games, management games are effective. It candevelop leadership skills and foster corporation. Nevertheless, each group must decide many questions, that is to say, the process ofmanagement games is complex.c)As for university related programs. Generally, it uses cases andlectures to provide trainees new management skills, but it lackspractical activities.d)As for behavior modeling of procedures, trainees are encouraged toapply their by using a series of new skills. However, it would restrict the unique characteristics of trainees. Or the time, maybe traineesimitate the others continuously.e)As for executive coaches, the business retains executive coaches tofoster their top managers’ effectiveness. And top managers can teach subordinates excellent skills and abilities, at the same time topmanagers will become an attractive leaders. However, the firm spends so much money on training their top managers.7. Do you think job rotation is a good method to use for developing management trainees? Why or why not?Answer:a)I think job rotation is a good method to use for developingmanagement trainees.b)Because enhancing the capacity of employees to continuously learn,diversity development, mobilizing the enthusiasm of cadres andworkers, and increase staff motivation. (1) Improve employee motivation: Change of the content of reducing personnel fatigue,increased employee motivation. (2) Enhancing workers ' skills and knowledge expansion and accumulation: Different departments,different levels of communication and communication is itselfdeveloped, increase employee satisfaction will be more willing toserve. (3) Improved staff relationship: Expand the exchanges between employees, all employees of the various processes are more familiar with, so that we understand each other, help each other, avoid jobdelays. So I think job rotation is a good method to use for developing management trainees.Continuing CaseSummary:The article mainly tells people that Carter Company need train their new employees. There are some reasons why they need train employees. At firstly, Jennifer thinks that employee without going training so that they always don’t obey the standards of Carte r. Moreover, the employee don’t do their requirement that how to welcome the customer. Besides, some employee don’t follow contain certain steps, procedures, and most importantly standard of Carter. However, Jennifer wants through training employees who need know some other requirements of daily work. Thus,Jennifer believes that through training employee can make Carter to be better.1. Specifically, what should the company cover in its new employee orientation program, and how should it convey this information? Answer:Employee orientation program:a)Training employee how to welcome customer.b)Training employee some basic information to function effectively. Forexample, make sure employee knows how to deal withcustomers’dirty clothes.c)Making sure employee can understand well of this company.d)Making sure employee know about the firm’s culture, va lues, andways of doing things.All of this employee orientation programs can implement them through pre-job training.2. In the HR management course Jennifer took, the book suggested usinga job instruction by an employee. Should the Carter Cleaning Centers use a form like should the form look like, say, for a counter person? Answer:a)If Jennifer wants to make sure that their employees can do well theirjob, she should do following steps. First of all, training is vital critical to their employees. As we all know, training means giving new orcurrent employees the skills they need to perform their jobs. So in the training process, their employees will know what they should finish and how to do well job. Then she should pay attention to aligningtheir company’s strategy with training, it will make employeesunderstand their visions or beliefs. In the end, she should alsomotivate their employees to work carefully. Maybe she should give some rewards or prepare a reasonable holiday fortheir employees, it will create higher motivation and then they can raise theirperformance to do their job.b)If Jennifer do a form to their employees, these formal rules willprotect benefits both the boss and their employees, and it also cansure employees know how to finish their job and it will protect the boss’ profits. Then in the new policy, their employees can enjoy paid holidays, health benefits, safe work area and so on, these great work conditions will motivate their employees to do well job.3. Which specific training techniques should Jennifer use to train her pressers, her cleaner-spotters, her managers, and her counter people? Why should these training techniques be used?Answer:According to our book, Jennifer, as an employer, she should make sure their training programs are supporting their firms’ strategic goals and their work. Firstly in terms of presser, their main duty is keeping clothneat and they also should master professional skills of presser. If this presser do well job and make their customers feel comfortable, it will increase profits and keep their customers stay for their company. Then cleaner-spotters should check any damage or unusual stains so these can get focus from their customers. Thirdly, adds a manager, he or she should play a vital role in their company. Their decision will bring big influence, so they should control professional management skills and arrange their task to their employees, it will increase their company profits. In the end, as counter people, they should master skillshow make customers feel at home and comfortable, it will make sure customers keep staying。
人力资源管理课后习题答案
第一章人力资源管理概述1．对照西方工业化国家现代管理演进的过程，你认为我国企业管理的开展是否也会遵循同一规律？为什么？〔1〕我国企业管理的开展不会再把西方工业化国家的现代管理演进的过程再走一遍，一方面由我国的具体的国情的决定的，我国的企业管理演进由中国的具体国情决定，不同于西方社会的开展历程，另一方面，由当今经济的开展的阶段决定的。
正如我国的社会开展阶段不会经过如同西方资本主义的开展阶段一样一个道理。
〔2〕西方国家现代管理的演进的过程，我们可以从中汲取有益的东西，结合中国的国情，加以应用。
〔3〕管理的开展规律是有共性的，同样适用用于中国的企业，中国企业应当抓住管理的开展规律，发现和开展适合中国企业的管理理论和模式。
2．当前我国企业人力资源管理主要症结在哪里？出路在何方？学完本章，对你有什么启迪？〔1〕我国企业人力资源管理的主要症结不在于具体的部门设置，不在于具体的管理体制，不在于具体的管理方法，不在于对于管理理念的理解，不在于员工的能力，这些我们都可以在相当短的时间内解决。
问题的关键在于两个方面：一是观念问题，二是执行问题。
这两个方面是我国企业人力资源管理的主要症结。
观念问题并不是代表你知道这个观念，而是这个观念能否成为你的习惯，成为中国企业的习惯。
执行的问题并不是代表你不具备这个能力，相反你恰恰具备这种能力，但是你没有去执行。
中国的很多企业配备了相应的适合的先进的人力资源管理制度，但是在执行上出了问题。
〔2〕关于路在何方，主要是解决观念和执行的问题，这两个问题的解决要齐头并进，在观念的指导下推进执行，在执行的磨练下培养观念。
执行的关键在于要注意细节，观念的关键不在于灌输而在于引导。
第二章人力资源战略与规划1．人力资源战略与企业战略有什么关系？（1）人力资源战略必须服从企业战略，企业战略的是长远的规划，所以人力资源战略必须长远规划。
（2）企业的开展战略有很多类型，所以人力资源战略必须根据不同的企业战略类型来相应的指定，而不能与企业战略背道而驰。
人力资源 管理课后题答案
人力资源管理1.“海底捞”的竞争优势与员工队伍状况是什么关系？4.“海底捞”的人力资源管理有哪些特点？为什么会这样？1、“海底捞”的竞争优势与员工队伍状况是什么关系？“海底捞”以拥有一只高忠诚度、高敬业度的员工团队为业界称道。
在它快速扩张的背后，隐藏着的一种“把员工当作人”的管理文化。
许多人以“热情、真诚、贴心”来形容海底捞那些无微不至的的服务员，有人曾感叹：“拥有这样的员工团队，真是海底捞之幸！”而仔细想想，这些每天在火锅店里忙着领位、上菜、洗碗、拖地的员工们，也只是一群普普通通的农民子弟。
把员工当作成本“人力资源”一词，从上世纪九十年代初开始在中国大陆流行起来。
那时，随着大批跨国企业在华开展业务，设立生产工厂，“人力资源”这一在西方管理学界盛行了将近半个世纪的名词也随之引入。
而事实上，彼时跨国企业大举来华，其初衷无非是在其全球化战略引导下寻找新的利润增长点。
在这种利润目标的驱动下，除了庞大的市场潜力之外，中国最诱人之处，正是其低成本的廉价劳动力。
把员工当作人力资源富士康的故事当然是个极端的例子，但从中我们其实可以看到制造型企业人力资源管理思想发生转变的一些脉络。
把员工视作冷冰冰的成本，很容易爆发“血汗工厂”一类的丑闻，这一方面从舆论上给企业的雇主品牌带来极大的负面影响，在今后的人才争夺战中将处于劣势；另一方面，也极有可能会使他们失去一些更重视社会责任以及代工连责的上游客户的订单，而这一点对业绩的打击将是致命的。
把员工当作人2、“海底捞”的人力资源管理有哪些特点？为什么会这样？一．人才战略与组织战略的清晰对接最佳雇主的人力资源管理体系清晰的承接了组织战略的发展需求，在能力培养、绩效管理、激励政策等方面都有着清晰的战略指引，相比其他雇主，最佳雇主的CEO与员工之间会有更清晰透明的定期沟通，而人力资源管理人员能够积极协助实践这些沟通的内容。
二．企业具有崇高愿景以及能够履行对员工的承诺最佳雇主能够不断激发和满足员工阶梯式的需求和期望。
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Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang Name: Trista, Shang Name: Eillen, Wang Name: May, Wang Name: Vera, ZhouDiscussion Questions1. What is the different between reliability and validity? In what respects are they similar?Answer:Differences:a)As we all known, reliability is more on the consistency of ameasurement, but validity is focused more on how strong the outcome of the program was.b)Moreover, reliability is easier to determine, because validity has moreanalysis just to know how valid a thing is.c)At last, reliability is determined by tests and internal consistency,however validity has four types, which are the conclusion, internalvalidity, construct validity, and external validity.Similar:In my opinions, they are similar in that both are concerned with aspects of consistency of the instrument, and that reliability is a necessary condition for validity.2. Explain how you would go about validating a test. How can this information be useful to a manager?Answer:Step 1: Analyze the job. As a candidate, he or she should analyze the job and he or she write job description and job specification. Also, he or she must know what the meaning of “success on the job.”Step 2: Choose the test. Of course, a company could utilize test in a way, abide by equal employment laws and it should protect the test taker’s privacy.Step 3: Implement the test. On the one hand, the company can test employees currently on the job. Compare their test scores and their performance. On the other hand, the company can test applicants to understand those applicants better.Step 4: Confirm the relationship between test scores and criteria, thereby, the company should use correlation analysis. Generally. The company can make an expectancy chart to analyze the relationship between test score and criteria.Step 5: Check test by cross-validate and revalidate. That is to say, the company utilizes the step 3 and step 4 to test new employees.By five steps of validation process, managers know candidates’ ability and managers predict candidates’ job state in the future. Managers could hire new qualified employees quickly. Meanwhile, managers realize theweakness of current employees and managers are aware of the requirements about current employees.3. Explain why you think a certified psychologist who is specifically trained in test construction should (or should not) be used by small business that needs a test battery.Answer:As far as I’m concerned, because of the complex and legal nature of this activity, the use of a certified psychologist may be the only safe way to finish your objectives. So in this case, a certified psychologist who is specifically trained in test construction should be used by small business that needs a test battery. Nevertheless, because of the high salary and limited job scope of such a specialist, a definite drawback to this approach is the cost involved. Perhaps more direct tests can be developed which require less sophistication: motor and physical abilities tests,on-job knowledge tests, and work sampling. So in this case, maybe a certified psychologist should not be used by small business.4. Give some examples of how to use interest inventories to improve employee selection. In doing so, suggest several examples of occupational interests that you believe might predict success in various occupations, including college professor, accountant, and computer programmer.Answer:By using interest incensories to improve, the test reflects that the strength and habits about candidates. Moreover, employers could understand the applicant's actual performance on the same job to predict his or her future job performance.As for college professor, the interest inventories should test whether the college professor likes the teaching students. As for accountant, the interest inventories should test whether he or she likes making accounts. As for computer programmer, the interest inventories should test whether the computer programmer likes programmer.5. Why is it important to conduct reemployment back-ground investigations? Outline how you would go about doing so.Answer:Because some job applicants provided the information is false or exaggerated, and some even have a criminal history. Many people were lying in job applications, So employers should begin with the interests of shareholders, customers and employees as a starting point, they has the responsibility to verify the back-ground of job applicant as well as specific.At first I will check the authenticity and validity of the certificate to ensure that not a fake and I will also call to verify the authenticity the letter of recommendation. In addition, there is no bad record is also very important, such as drug abuse, bad bank credit, and crime. Ifnecessary, I can be called to ask former employers or former colleagues.6. Explain how you would get around the problem of former employers being unwilling to give bad reference on their former employees. Answer:To the interview time, the employers should examine the background of the interviewee, strength and reputations are necessary. But many companies have strict policies regarding the release of information about former employees. So it is difficult to obtain reliable evidence for some company. In my opinion, company can get to information about a correct message in the following ways: firstly, the interviewee must be filling in all the blanks on an application for a job. Secondly, company must examine how they cross-train their employees. Then, using the additional technique of asking references for name of someone else who might be familiar with the applicant’s performance will also increase the possibility of getting more information. Finally, the employer can ask a questionnaire takes expertise during interview.7. How can employers protect themselves against negligent hiring claims?Answer:a)Relevant personnel must be carefully check job seekers to provideemployment application.Can consult state equal employmentstandardsb)By the consent of the candidate and check the credibility ofinformation, if there are false information or deceive can take relevant legal sanctions.c)Before admission to hold a test of skill and management, withreference to the EEOC guidelines, by testing the result of the selected admitted applicants.d)At the same time, save and record the related information and respectthe privacy rights of job seekers.Continuing CaseSummary:This case described that Jennifer and her father try to test her employees’ honesty, in order to reduce employees’ turnover and improve employees’ honesty in Carter Cleaning Centers. Because Jennifer was in trouble, which are high employee turnover and some employee is dishonesty. For example, some staff would use company’s resources to clean clothing for their own and their neighbor. In addition, it is an important problem that many staff steals the company’s cash. While Jennifer take some measures to solve this problem, but the result is not perfect. Thus, Jennifer wants to using test to distinguish those employees who are possible to have predisposed to steal from the company.Questions:1. What would be the advantages and disadvantages to Jennifer’s company of routinely administering honest tests to all its employees? Answer:A lot of testing of honest and dishonest will bring advantage and disadvantage for Jennifer’s company. Its advantage can keep employees’ loyalty to their company and at the same time it can improve work performance of employees. By testing of honest and dishonest, employees will be loyal to their boss and carefully work. As for its disadvantage, it will cause some legal and moral problems and even it refers to privacy of employees. And it also will make pressure for their employees.2. Specifically, what other screening techniques could the company use to screen out theft-prone and turnover-prone employees, and how exactly could these be used?Answer:In the term of theft-prone, the company can collect more real information of employees that record the previous work performance and can prove work attitude of employees. Then the company can set up a formal team that should monitor and lead the action of their employees. As for turnover-prone, the company should find out why employees quit their job, and how long employees will change their job. Then research these ch ange data. Next the company should routinely survey employees’suggestion and ideas, it can give right to take part in management of their company.3. How should her company terminate employees caught stealing, and what kind of procedure should be set up for handling reference calls about these employees when they go to other companies looking for jobs? Answer:a)I think a company should fire these employees that caught stealing,because they harm profits of company and it also prove that there are some problems about their ethics and traits.b)I think the company can equally reply other company, the action isjustice and honest. The company can not only offer their good work performance, but also should keep honest to others.。