BUS 305 Chapter 9 (9 th Ed.): Managing Human Resources and Diversity Study Gui
ID: 468390 • Letter: #
Question
BUS 305
Chapter 9 (9th Ed.): Managing Human Resources and Diversity
Study Guide
ü Describe the strategic role of human resource management (HRM). Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
ü What is meant by the concept of “human capital”? Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
ü What are the top three factors for maintaining competitive success? Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
ü Strategic human resource management involves three key aspects. What are they? Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
ü Briefly describe the impact of the following federal legislation on human resource management and Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
· EEOC
· Affirmative action
· ADA
· ADEA
· OSHA
ü What is meant by “the new social contract” between an organization and its employees. Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
ü Discuss the following innovations in HRM and Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
· Employer of choice or employer brand
· Contingent workers
· Telecommuting
ü What is included in the process of human resource planning? Give an example from a real or fictitious company or organization (can also be sports, community, school etc).
ü Compare and contrast the following in the recruiting process and give an example from a real or fictitious company or organization (can also be sports, community, school etc).
· Job analysis
· Job description
· Job specification
ü Name and describe three effective interview strategies and give examples from a real or fictitious jobs.
ü Define the following aspects of conducting effective employee performance appraisals?
· 360-degree feedback
· Stereotyping
· Halo effect
ü What is the “BARS” method for evaluating employee performance? Use the term in context of a real or fictitious situation.
ü What are the potential dangers of “pay-for-performance” plans? Describe a scenario for each.
ü Define rightsizing and give an example from a real or fictitious company or organization (can also be sports, community, school etc).
ü What are some of the major diversity-related changes occurring in today’s workplace? Give examples of the change and the impact.
ü Compare and contrast “traditional” versus “inclusive” models of workplace diversity. Give examples in your descriptions.
ü Describe five major benefits of building workplace diversity. Give real company examples.
ü What is ethnocentrism? Apply to a company or organization.
ü What is the “glass ceiling”? Is it a valid issue? Cite articles for and against the claim of a glass ceiling.
Explanation / Answer
Q1- Broadly speaking strengthening the employer-employee relationship is the strategic role of a human resources manager. These managers are responsible for developing strategic solutions to employment-related matters that affect the organization's ability to meet its productivity and performance goals.
This sounds simple but it has several aspects to it. Human resource management practice includes attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole.
Q2 - Human capital is a term popularized by Gary Becker, an economist from the University of Chicago, and Jacob Mincer that refers to the stock of knowledge, habits, social and personality attributes, including creativity, embodied in the ability to perform labor so as to produce economic value.
Alternatively, human capital is a collection of resources—all the knowledge, talents, skills, abilities, experience, intelligence, training, judgment, and wisdom possessed individually and collectively by individuals in a population. These resources are the total capacity of the people that represents a form of wealth which can be directed to accomplish the goals of the nation or state or a portion thereof.
Example is a Sports team, where each of the players are a capital for the team. Their skills, ability, experience etc. is what forms the asset for the team
Reference - https://en.wikipedia.org/wiki/Human_capital
Q9 - Job Analysis - It is the process of objectively determining the specific duties, responsibilities and working conditions associated with a specific job, as well as the personal skills and qualifications required to perform that job satisfactorily. Job analysis serves as the basis from which job description, job specification and job evaluation are prepared
Job description- Is a written statement of the duties, responsibilities and organizational relationships that are required of the employee in a given job. The components of job description are: 1. Date, revised date. 2. Job title. 3. Department. 4. Division. 5. Code number. 6. Job position required 7. Job summary. 8. Organizational relationship: i. position accountable for ii. position accountable to 9. Job duties and responsibilities.
Job Specification - Job specification is derived from job analysis and job description. It is the personal qualifications, skills, physical and mental demands required for effective job performance. It answers the following questions:
§ What human traits and experience are necessary to do this job?
§ What kind of person to recruit for and qualifications needed?
§ What qualities that person should be tested for?
http://faculty.ksu.edu.sa/Hanan_Alkorashy/Nursing%20management%20489NUR/9._Job_Analysis.pdf
Q 11- 360 Degree Feedback - Sometimes referred to as 360 reviews or 360 assessments, 360-degree employee feedback provides a holistic view of an employee by gathering feedback from an employee's manager, peers and direct reports. Occasionally, external consultants or vendors who work regularly with the employee are included as well.
https://www.qualtrics.com/qualtrics-360/360-degree-employee-assessments/
Stereotyping - Stereotyping is defined as an "oversimplified, usually pejorative, attitude people hold toward those outside one's own experience who are different. They are a result of incomplete or distorted information accepted as fact without question"(8). A stereotype is simply a widely held belief that an individual is a member of a certain group based on characteristics. Due to the process of overgeneralization within social perception, stereotyping leads to a great deal of inaccuracy in social perception.
http://iml.jou.ufl.edu/projects/Spring02/chandler/what-is-stereotyping-page.htm
Haloeffect - The halo effect is a cognitive bias in which an observer's overall impression of a person, company, brand, or product influences the observer's feelings and thoughts about that entity's character or properties
https://en.wikipedia.org/wiki/Halo_effect
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.