Orginization Flashcards
A large technology company has identified a group of key managers in various departments who were hired with employment contracts that included large equity options. The company went public 2 years ago and continues to see a steady increase in stock value. There is a realization that many of these managers may retire when they are eligible to exercise their stock options in 3 more years.
What OD activity should HR be focused on related to this circumstance?
• Review the organization’s retirement plan and begin counseling discussions.
• Expand the vacation policy for this group of managers.
• Design a succession plan and identify high-potential employees.
• Hire executive coaches to help this group of management with work-life balance.
Design A Succession Plan And Identify High-Potential Employees
The process of analyzing and identifying the need for Human Resources availability so that the organization can meet its objectives is known as what?
• Strategic planning
• PESTLE analysis
• Human resource planning
• Organization planning
Human Resource Planning
The AB Trucking Company is expanding its routes and hiring more people. Those changes will mean that employees will have to take on different work assignments.
How should the HR manager handle those changes with the workforce?
• Explain the coming changes to all employees and solicit their input for deciding how to assign the new routes. Prepare a project plan and make sure everyone has a chance to see it before the implementation date.
• Explain the coming changes and tell the truckers that assignments will be made based on seniority. The new people will be assigned last.
• Explain the coming changes and let the senior executives handle the questions about how new job assignments will be made.
• Explain the coming changes and let the employees discuss among themselves how they want to assign routes to the workforce.
Explain The Coming Changes To All Employees And Solicit Their Input For Deciding How To Assign The New Routes. Prepare A Project Plan And Make Sure Everyone Has A Chance To See It Before The Implementation Date.
Mergers and acquisitions (M&As) provide HR managers with special problems of cultural differences. To make sure the cultures don’t clash after the merger, what should the HR manager do?
• Assign a subordinate to monitor the complaint levels and report on problems that are being addressed.
• Conduct meetings which key players from each organization to outline the cultural values of each organization and determine how best to protect them in the blended employer unit.
• Send memos to department heads that specify the new cultural characteristics and express the expectation that the deparment heads will “make it happen.”
• Provide written complaint forms to all employees and express a willingness to listen to any comments the employees make about the merger.
Conduct Meetings Which Key Players From Each Organization To Outline The Cultural Values Of Each Organization And Determine How Best To Protect Them In The Blended Employer Unit
Heather has just taken over for the HR manager in her group, and Heather’s boss is asking for an update on the succession plan. Heather’s boss wants to see the employee skill inventory as soon as possible. Heather didn’t even know there was a succession plan. What should Heather be looking for in her files?
• A confidential record that lists each employee’s skills and abilities
• A list of only the top-rated people in the group who have computer skills
• A list of everyone in the group identifying each person’s skills and whether they are currently ready for promotion
• A list of people showing what individuals are capable of doing now, without regard for any future assignment
A List Of Everyone In The Group Identifying Each Person’s Skills And Whether They Are Currently Ready For Promotion
An employee in Corte’s organization came to him and suggested that she and her co worker could consolidate their duties into one job and each work part-time, sharing the 40 hours each week so the work gets done as always. What would you say if you were Cortez?
• Unfortunately, the Fair Labor Standards Act and the Unified Job Consolidation Act say that sharing jobs is not permitted because it would violate union agreements.
• There is no reason that it couldn’t work if Cortez believes the two people are capable and want to make it work.
• Having more than one person and one Social Security number on one job assignment won’t work. It makes tax reporting impossible.
• It’s not a good idea because it doubles the liability for workers’ compensation and unemployment insurance.
There Is No Reason That It Couldn’t Work If Cortez Believes The Two People Are Capable And Want To Make It Work
The local county’s workforce has been decimated in recent months because the pension plan is changing and folks wanted to get their higher-level calculation before the changes cut that formula. The result is a great deal of organizational intelligence has walked out the door. The senior staff are suggesting you hire back some of the key personnel as temporary workers until you can get replacements trained. Is that a good idea?
• Hardly ever. It gives the newly retired people a way to “double dip” and make more money than they would have if they had stayed on the job without retiring.
• Sometimes. If the temporary period is truly used to train a replacement, it could get the organization across the institutional knowledge gap, passing along that information to someone new.
• Always. There is no downside to bringing back retiress as temporary workers.
So what if they make a bit more? The work gets done without interruption.
• Maybe, if there is a limit of 6 months on the temporary assignment in compliance with the Fair Labor Standards Act.
Sometimes. If The Temporary Period Is Truly Used To Train A Replacement, It Could Get The Organization Across The Institutional Knowledge Gap, Passing Along That Information To Someone New.
The Tasty Good Corporation downsized because of intense global competition and modified its strategic business plan for the year. What is the most important task the HR department’s training and development function needs to do to support the change?
• Cost-justify training.
• Work with employees on accepting the change.
• Evaluate the effectiveness of all training programs.
•Link training and development to the new strategic plan.
Link Training And Development To The New Strategic Plan
You are coaching supervisors on how to handle difficult employees. What should you tell them about their documentation of performance and incidents?
• It should begin when they are ready to suspend the employee.
• It should begin with the first conversation about performance or an incident, no matter how informal.
• It should happen when they move from a verbal warning to a written warning.
• It should be done prior to terminating an employee.
It Should Begin With The First Conversation About Performance Or An Incident, No Matter How Informal
Why has human resource management, as a function within employer organizations, developed into a critical business partnership?
• Strategic business success can be accomplished only if minor staff functions are given some consideration in planning conferences.
• Accomplishment of organizational objectives is dependent on strategic deployment of all resources, including human resources.
• With more technology supporting HR, it requires HR executives to contribute to strategic efforts and ofter accountability for resource management.
• HR management is a function closely allied with accounting and finance, so strategic management of finance can’t be complete without a contribution from HR.
With More Technology Supporting HR, It Requires HR Executives To Contribute To Strategic Efforts And Offer Accountability For Resource Management
As the HR professional in your organization, you’ve been asked to submit a recommendation for the best way to convert to the matrix form of organizational structure. What is the most important issue you might encounter?
• Matrix organizations don’t have strict reporting relationships, so supervisors will be upset at their loss of control.
• Because the matrix organizations are “loose” in their management oversight, results may need to be monitored by executives more carefully.
• When matrix organizations are formed, it takes some time for people to get used. to working in that type of configuration. Therefore, a “break-in” time is required.
• Unions object to matrix organizations because they impinge on union representation authority.
When Matrix Organizations Are Formed, It Takes Some Time For People To Used To Working In That Type Of Configuration. Therefore, A “Break-In” Time Is Required
During a merger or acquisition, part of the process includes assembling data from the due diligence process. In many jurisdictions, much of the information about employer liabilities requires disclosure. This could include which of the following?
• The number of parking spaces that have disabled markings and the quantity of fire extinguishers in the building.
• The number and type of discrimination complaints as well as the number and type of lawsuits dealing with employee management issues.
• The number and type of safety classes held for employees each year.
• The amount of budget allocated to overtime versus straight time payroll.
The Number And Type Of Discrimination Complaints As Well As The Number And Type Of Lawsuits Dealing With Employee Management issues
You have been assigned to lead the team to choose and implement a new HRIS.
You have done your homework and are prepared to make a recommendation to the rest of the team. What do you suggest?
• A big bang approach, so there is zero disruption until every component of the new HRIS is ready to roll.
• A bring your own device (BYOD) system to save money on computer hardware.
• A continuous integration approach so staff may start their learning, gain benefits of the new components sooner, and influence the yet-to-be-completed development.
• Handing over all the HRIS decisions to the IT department since that is their area of expertise.
A Continuous Integration Approach So Staff May Start Their Learning, Gain Benefits Of The New Components Sooner, And Influence The Yet-To-be-Completed Development
Employees are sometimes caught up in downsizing efforts that are aimed at budget control. What are employers required to do when designing downsizing programs?
• Compare them to programs that were used by other employers with headquarters in their same city.
• Analyze their estimated results for age, race, and sex discrimination.
• Determine how many people will be affected from each department.
• Give the CEO and board of directors a written report on the downsizing impact on the organization’s budget.
Analyze Their Estimated Results For Age, Race, And Sex Discrimination
One of your employees has just been discovered stealing large amounts of money from the accounts receivable account. You have the evidence in hand. What should you do first?
• Reason with the employee and try to get them to give the money back.
• Suspend the employee for 2 weeks while the employee tries to stop taking drugs.
• File a police report of theft/embezzlement and criminal complaint against the employee and then terminate the employee
• Call the insurance company to file a claim of loss.
File A Police Report Of The Theft/Embezzlement And Then Terminate The Employee
