100 test bank for human resource management gaining a competitive advantage 8th edition noe

Human resource management gaining a competitive advantage 2014 chapter 1

... highperformance work systems  Provide a brief description of HRM practices 1- 2 Introduction  Competitiveness – a company’s ability to maintain and gain market share  Human resource management ... company  Intention to stay with the company 1- 19 Talent Management  Talent management is the systematic planned strategic effort by a company to use bundles of HRM practices including acquiring ... high-quality products, services and work experiences for employees  increase value placed on intangible assets, human capital and social responsibility  adapt to changing characteristics and expectations...

Human resource management gaining a competitive advantage 2014 chapter 2

... directional strategies 2- 2 Introduction • Goal of strategic management is to deploy and allocate resources in a way that gives an organization competitive advantage • HRM function must be integrally ... the company’s strategic management process • A business model is how the firm will create value for customers profitably 2- 3 What is Strategic Management?  Strategic human resource management ... the pattern of planned HR activities and deployments intended to enable an organization to achieve its goals  Strategic management is a process to address the organization’s competitive challenges...

Human resource management gaining a competitive advantage 2014 chapter 3

... annually audits government contractors 3- 12 Disparate Impact Disparate Treatment Reasonable Accommodation 3- 13 Disparate Treatment Disparate treatment exists when individuals in similar situations ... training, a reporting mechanism and disciplinary policy 3- 22 Affirmative Action and Reverse Discrimination  Affirmative Action was conceived of as a way of taking extra effort to attract and ... deviation rule Wards Cove Packing Co v Antonio Griggs v Duke Power 3- 16 Reasonable Accommodation Reasonable Accommodation - places a special obligation on an employer to affirmatively accommodate...

Human resource management gaining a competitive advantage 2014 chapter 4

... Career Career Planning Planning Job Job Evaluation Evaluation Job Job Analysis Analysis Job Job Analysis Analysis 4- 9 Job Analysis Information 4- 10 Sample Job Description Job Title: Maintenance ... environment 4- 14 Job Design and Job Redesign 4- 15 Four Approaches Used in Job Design 4- 16 Mechanistic Approach Specialization Skill Variety Work Methods Autonomy 4- 17 Motivational Approach Decision-making ... Approaches 4- 23 Summary  Job analysis and design is a key component for a competitive advantage and strategy  Managers need to understand the entire work-flow process to ensure efficiency and...

Human resource management gaining a competitive advantage 2014 chapter 5

... eliminate a labor shortage and affords flexibility needed to operate efficiently during demand swings  Advantages: Temporary workers free a company from administrative tasks and financial burdens ... boomers are not retiring early due to:     improved health fear that Social Security will be cut mandatory retirement is outlawed collapse of the financial and housing markets made it economically ... performance and productivity  Loss of talent  Disrupts social networks needed for creativity and innovation 5- 6 Early Retirement Programs  The average age of U.S workforce is increasing  Baby...

Human resource management gaining a competitive advantage 2014 chapter 6

... data, and applications gather background information on candidates  Physical ability tests are relevant for predicting job performance, occupational injuries and disabilities  Physical ability ... mental rather than physical capacities  Commonly assessed abilities:  verbal comprehension  quantitative ability  reasoning ability  Personality inventories categorize individuals by personality ... to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance  Criterion-related validation is a method of establishing the validity of a personnel...

Human resource management gaining a competitive advantage 2014 chapter 7

... organizational goals and experience personal growth  Types of Diversity Training: Attitude awareness and change programs Behavior-based programs  Goals of Diversity Training and Inclusion: Eliminate values, ... stereotypes, and managerial practices that inhibit employees’ personal development Allow employees to contribute to organizational goals regardless of their race, sexual orientation, gender, family status, ...  Simulations  Business games and case studies  Behavior modeling  Interactive video  E-learning 7- 10 Evaluating Training Programs 7- 11 Evaluation Designs Pretest/Posttest with comparison...

Human resource management gaining a competitive advantage 2014 chapter 8

... performance  Behaviorally anchored rating scales (BARS)  Behavioral observation scales (BOS)  Organizational behavior modification is a formal system of behavioral feedback and reinforcement  Assessment ... raters Document performance evaluations 8- 12 Summary Measuring and managing performance are key to gaining competitive edge  Performance management systems (PMS) serve strategic, administrative ... centers are multiple raters who evaluate employees’ performance on a number of exercises 8- 4 Results Approach Goals  Management by Objectives  top management passes down company’s strategic goals...

Human resource management gaining a competitive advantage 2014 chapter 9

... responsibility and authority 9- 6 Temporary Assignments  Externship refers to a company allowing employees to take a full-time operational role at another company  A sabbatical is a leave of absence ... challenging assignments, exposure and visibility  Psychological Support  Serve as a friend and role model, provide positive regard and acceptance and create an outlet for a protégé to share anxieties ... Interviews In-baskets Role plays 9- 2 Skills for Managerial Success 9- 3 360-Degree Feedback Activities Identify: 9- 4 Job Experiences for Career Development Vertical Assignments Lateral Moves 9- 5 Job...

Human resource management gaining a competitive advantage 2014 chapter 10

... withdraw  Withdrawal behaviors are related to one another, and partially caused by job dissatisfaction 10- 8 Job DissatisfactionJob Withdrawal Process 10- 9 Behavior Change  An employee's first ... whistle-blowing-making grievances public by going to the media or government 10- 10 Physical Withdrawal  ways a dissatisfied worker can physically withdraw from the organization: Leave the job Internal transfer ... turnover has become a major organizational problem  A standardized, systematic approach to discipline and discharge is necessary 10- 3 Principles of Justice  Outcome fairness-the judgement that people...

Human resource management gaining a competitive advantage 2014 chapter 11

... organization 11- 11 Developing a Pay Structure  Pay-setting Approaches: Market Survey Approach - greatest emphasis is on external comparisons It bases pay on market surveys that cover as many ... comparable worth litigation suits 11- 24 Wage Laws  The Fair Labor Standards Act (FLSA) of 1938 established a minimum wage and overtime pay rate  Minimum wage is $7.25 an hour It is the lowest amount ... for pay administration purposes  Range spread -distance between minimum & maximum amounts in a pay grade 11- 12 Conflicts – Market Pay Surveys & Job Evaluation  Internal data drives up labor...

Human resource management gaining a competitive advantage 2014 chapter 12

... design a mix of pay programs • The four categories of a balanced scorecard include: – financial – customer – internal – learning and growth 12- 14 Managerial and Executive Pay • Top managers and ... undesirable, seen as fair, and closely related to managerial objectives 12- 12 Group Incentives and Team Awards • Group incentives tend to measure performace in terms of physical output • Team award ... plans may use a broader range of performance measures • Drawbacks are that individual competition may be replaced by competition between groups or teams 12- 13 Balanced Scorecard • Some companies...

Human resource management gaining a competitive advantage 2014 chapter 13

... programs – The marginal tax rate is the percentage of an additional dollar of earnings that goes to taxes • Large group v individual insurance • Organized labor • Employer differentiation 13- 2 ... that they want • Advantages include: – employees can be more aware and appreciative of their benefits package – a better match between the package and the employee's needs, which improves satisfaction ... coinsurance, exclusions and limitations, and maximum benefits 13- 17 Healthcare: Controlling Costs and Improving Quality Health maintenance organizations (HMO) • focus on preventive care and outpatient...

Human resource management gaining a competitive advantage 2014 chapter 14

... Are there mitigating circumstances? 14- 19 New Labor Management Strategies • There are signs of a transformation from an adversarial approach to a less adversarial and more constructive approach ... more apparent May involve interaction with negotiators or facilitators 14- 15 Management s Willingness to Take a Strike • The following factors help determine whether management is able to take a ... Intraorganizational Bargaining - conflicting objectives of different factions Integrative Bargaining - win/win Attitudinal Structuring - relationship and trust 14- 13 Preparing Managers for Negotiations...

Human resource management gaining a competitive advantage 2014 chapter 15

... General Agreement on Tariffs and Trade (GATT) 15- 2 Factors Affecting HRM in International Markets Education Human Capital Culture Human Resource Management Economic System Political-Legal System 15- 3 ... communication and coordination processes in organizations 15- 5 Education /Human Capital • Countries differ in their levels of human capital • A country's human capital is determined by a number of variables, ... Corporate headquarters Foreign subsidiary Global Corporate headquarters Foreign subsidiary Foreign subsidiary Increasing Participation in Global Markets 15- 11 Global Organizations • Global organizations...

Xem thêm