Human Resource

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Human Resource

  1. Why is it correct to conclude that all managers are involved in developing and implementing HRM activities and programs? Around the world, managers are beginning to recognize that human resources deserve attention because they are a significant factor in top-management strategic decisions that guide the organization’s future operations. HRM is important because people do the work and create the ideas that allow the organization to survive.
  2. When employees are discriminated against because of their age, gender or a disability, what negative effects does this discrimination have on the organization and other employees? Discrimination will affect employees’ emotion such as shock, anger, depression, frustration, and hopelessness and so on. These situations will affect employees’ work quality and efficiency because they lost confidence in the firm. In the same time, the firm’s profit and reputation will decrease. More and more employee will resign because they lost their loyalty to the firm.
  1. What is meant by the term bona fide occupational qualification (BFOQ)? The employer may satisfy its burden of proof at this stage by articulating a legitimate nondiscriminatory reason for its actions or by proving that a protected category is a bona fide occupational qualification (BFOQ). Specifically, Title VII states that organizations may hire employees based upon religion, sex, or national origin in those certain instances where religion, sex or national origin is bona fide occupational qualification reasonable necessary to the normal operation of that particular business or enterprise.
  1. What kinds of action decisions are available to an organization when there is a surplus of labor? A labor shortage? Surplus situations can be approached through attrition planning, early retirements, demotions, layoffs, and terminations. Most organizations attempt to resolve the surplus with options other than layoffs since it has such a demoralizing effect on the entire organization. Students may be interested to know that many organizations in the late 1980s overestimated the need for layoffs and are now in a labor shortage. In a labor shortage situation that is not severe, employees may be willing to work overtime. If there is a shortage of highly skilled employees, training and promotions of present employees, recruitment of lower-skilled employees, and recalling laid-off employees are possibilities. Using part-time and temporary workers, subcontractors, and independent professionals are also options.
  1. Job analysis is often serves as a “cornerstone” of HRM. Describe how job analysis helps with the recruiting and selection, and training and career development functions. Recruitment and selection Job analysis information helps recruiters seek and find the right persons for the organization. And, to hire the right person, selection testing must assess the most critical skills and abilities needed to perform a job. This information comes from job analysis. Training and career development Knowing the skills necessary for jobs is essential to building effective training programs. Moreover, helping people move efficiently from one career stage to another can only be accomplished with information from job analysis.
  1. Describe the mechanistic and motivational models of job design. What is the emphasis of each? The mechanistic approach: closely tied to the scientific management era and Taylor, who felt that work should be efficient, it should be studied, employees deserve training, and that compensation should be tied to performance. This approach emphasizes structuring jobs so that they are broken down into simple, repetitive tasks that can be learned quickly and then performed quickly and efficiently. The motivational approach: more recent, with enrichment models provided by Hackman and Oldham and Herzberg. This approach assumes that employees will be motivated by jobs that enhance their feelings of self-worth. Therefore, jobs should be redesigned so that they contain certain “core job descriptions,” including skill variety, task identity, task significance, autonomy, and feedback.
  1. Considering that there are millions of resumes posted on the Web, what steps should recruiters follow to screen out unqualified candidates in a fair and nondiscriminatory manner? Explain your answer. First, the recruiter must be follow to screen out unqualified candidates in a fair and nondiscriminatory manner. Second, the search committee must be make objective decision and reason in the selection when the candidate is not successful. Third, in the job advertisement, the search committee must be write the minimum required to the candidate, such as education, experience, skills, and licenses, etc. If the candidate cannot conform these conditions, they must be eliminating. In the same time, if the candidate has a perfect qualification that they must be has first priority category.  
  1. What is the current status of drug testing in American organizations? Do you think drug testing is justifiable? Why? A survey by the American Management Association indicates, however, that approximately 62 percent of American corporations are using drug tests. The best guess is that most good-faith drug testing programs will be legally acceptable if the organization has taken steps to:
  • Inform all job applicants of the organization’s drug-testing screening program.
  • Establish a high-quality control testing procedure with a reliable testing laboratory.
  • Perform any drug tests in a professional, nonthreatening manner.
  • Keep all results confidential.