Questions:

1. Given the ideas presented about Apple’s statregy, what HR actions would be most suitable for supporting that strategy? (Consider especially the options in table 5.2)

2. What challenges would you expect to be most significant for Apple’s HR staff in meeting these human resource requirements?

3. What sources of job applicants would you recommend that Apple use to meet the needs described here?

Questions:

1. Under what conditions would it be practical for a company to send recruiters to college campuses to interview prospective employees, and when would it be impractical? What kinds of companies would you expect to see on your college campus? What kinds would you not expect to see?

2. Compare in –person interviewing with video or online interviewing in terms of the effectiveness criteria (reliability, ability, validity, ability to generalize results, utility, and legality). Which method is superior? Why?

3. Why do you think Liberty Mutual adds a face-to-face interview of candidates who did well in their online interview? Do you think it’s worthwhile to fly a candidate across the country before making a selection decision? Why or why not? What additional information, if any, could be gained from the effort?

Questions:

1. How is training at Jack B. Kelley related to its organizational needs?

2. If you were involved in preparing JBK’s safety training program? How would you assess employees’ readiness for training? In what ways can (or does) the company’s work environment support the training?

3. Do you think e-learning might be an appropriate training method for JBK’s drivers? Why or why not?