HR

Question 1

Types of contingent workers?

Answer 1

part time, temporary, contract

Question 2

employee involvement: 3 views of ethics

Answer 2

Utilitarian: based on outcome or consequences
Rights view: protect individual rights and liberties
Theory of justice view: enforce rules impartially and fairly

Question 3

4 basics functions of HRM

Answer 3

Staffing
Training and Development
Motivation
Maintenance

Question 4

External influences on HRM

Answer 4

Labour Unions
Management Thought / Principles
Government Legislation
Strategic environment

Question 5

Staffing

Answer 5

Employment planning
Job analysis - determine essential actions for a job
Recruitment - pool of qualified candidates
Selection - assess who will be successful in role

Question 6

Training and Development

Answer 6

Training: for new employees to allow them to do their jobs (for current job)
Development: for existing employees (for new jobs)/ future oriented

Question 7

Motivation

Answer 7

Job design
Performance standards
Compensation and benefits
Motivational theories

Question 8

Maintenance

Answer 8

Maintaining employee loyalty and commitment to firm

Question 9

HR planning

Answer 9

right number and kind of employees, right place, right time

Question 10

Succession Planning

Answer 10

Uses replacement charts, find employees for future open management positions

Question 11

Job analysis and methods

Answer 11

• starting point for sound HRM
• minimum acceptable qualifications, specify relative value of each job in the org

Observation - job analyst observes worker
Individual interview method -
Group interview method -

structured questionaires
technical conference
diary method

Question 12

Why company expatriate their employees?

Answer 12

Position filling, Manager development, Coordination and control

Question 13

International recruitment and selection types:

Answer 13

Ethnocentric: home country HRM practices (US practices in india)
Polycentric: host country (hire indians in india)
Geocentric: hire best people regardless of nationality
Regiocentric: variations in particular regions

Question 14

Socialization

Answer 14

adapting to new work role and org

Question 15

Organizational Development

Answer 15

Supports change in:
Organizations systems
Technology
Processes
People

Question 16

International training and development

Answer 16

More than language training:
History
Politics
Economy
Religion
Social climate
Business practices

Question 17

Learning theories

Answer 17

Cognitive: individual is solely responsible for learning
Environmental: external stimuli is the cause of learning
Social Learning: combination of both

Question 18

Job Appraisals

Answer 18

For feedback, development, documentation
Based on job description and analysis
Compare actual performance with standards
Identify corrective action

Question 19

job description

Answer 19

Used to describe the job to applicants, to guide new employees, and to evaluate employees.

Question 20

Appraisal methods

Answer 20

Absolute standards
- checklist, adjective rating scale
Relative standards
- against other employees
Management By Objectives

should combine absolute and relative standards

Question 21

effective performance management system

Answer 21

use multiple, relevant trained raters for appraisals
May use different forms in different countries

Question 22

Career development for individual and organization

Answer 22

Individual: identify their goals and steps to achieve them
Organizational: develop career ladders, provide opportunities for growth

Question 23

Career paths

Answer 23

Linear
Steady state - same skilled job for a lifetime
Spiral - jobs build on another but fundamentally different
Transitory - changes jobs frequently and each job is totally different

Question 24

downsizing effects

Answer 24

Low morale, reputation, more stress
Works best when weak units are closed rather than across the board affecting healthy ones