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

... 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...

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... 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...

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... 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 att...

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... 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 Appr...

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... 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 ec...

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... 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 personal...

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... 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,...

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... 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 strat...

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... 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 pr...

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... 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...

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... 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 lowe...

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... 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 • Te...

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... 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 satisf...

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... 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 ab...

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... 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...

Ngày tải lên: 15/12/2016, 13:57