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Question
When a change is made in one functional area of HRM, such as a change in the skills needed to perform a job, there is no need for management to consider the impact on another HRM functional area.
Answer
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Related questions
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List a few trends adopted by organizations to improve work-family balance.
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Assume you are conducting a training program. What types of data should you collect to evaluate the training?
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What can be done to maximize transfer of training back to one's job?
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A) Using statistical measures of association and correlation
B) Running experiments with control groups from benchmark companies
C) Gathering qualitative information from training participants
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Trainee characteristics related to trainability include __________.
A) opportunity to perform trained tasks
B) a positive climate for learning
C) high cognitive ability
D) time for practice
E) reinforcement of continuous learning
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effort to better identify individual training needs, one should conduct a(n):
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B) Organizational analysis
C) Person analysis
D) Work-oriented analysis
E) Task-oriented analysis
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A(n) __________ analysis helps identify what should be taught in training.
A) content
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C) job
D) organizational
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The transfer of learning back to the job is critical for successful training, and activities conducted before, during and after the training can facilitate the transfer.
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E-learning is very useful for training interpersonal skills or psychomotor tasks.
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The three major steps involved in the basic process of training are assessment, development, and evaluation.
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What are rating errors? List the common rating errors.
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List the three basic ways in which raters can make performance assessments.
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A manager believes that older workers are less likely to be able to improve performance than younger workers. This thinking could lead to what form of performance appraisal error?
A) attribution error
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C) contamination
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An employee does an excellent job at answering customers technical questions related to software. However, they are not effective or efficient when it comes to completing paperwork, or working well with their peers. The manager rates this employee as excellent in all performance categories. This is an example of what performance appraisal error?
A) Halo effect
B) Horns effect
C) Recency
D) Severity
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Corporate social or environmental performance relates to a companys ability to make profits while not sacrificing the resources of its people, the community, and the planet.
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A successful workforce scorecard should be balanced and include measurements related to both leading and lagging indicators.
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Organizational design is concerned with establishing, fostering, and maintaining employee skills based on organizational and employee needs.
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360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback.
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Individuals from societies with a short-term orientation expect quick results, personal steadiness and stability, and place less emphasis on status.
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People from highly individualistic societies attach more importance to freedom and challenges in jobs.
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The degree of cultural differences is one of the factors that affect the level of difficulty involved in operating HR on an international basis.
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A) valid, demographics
B) valid, success
C) formal, success
D) technological, flexibility
E) formal, demographics
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The value chain analysis can be used to:
A) refocus the organization on its core competencies and the requirements of the customer base.
B) focus on understanding customer needs and expectations.
C) describe the extent to which a business has a competitive advantage.
D) formulate strategies that place it in a favorable position relative to other companies in the industry.
E) understand customer needs and expectations.
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Which is more important, procedural or distributive justice? Why?