...Assignment #1 (10 marks) Case 3: Running Case: Carter Cleaning Company –Discrimination? Human Resources Management HRMT 301-103 Submitted To: Dr. Hasan Submitted By: Sarah Hallett, 300515800 Hints: The above cases are all related to the contents in Chapters 1 and 2 of the textbook. You should also refer to the relevant websites to get required information to support your answers Requirements and Marking Criteria: 1. For the case you choose to analyze, answer each question in essay form. 2. Apply your HRM knowledge and the relevant HRM principles, where applicable, to analyze and evaluate the facts and business practices in the case. Use your analytical skills to analyze the root causes of the existing problems as described in the case. 3. As it is required by the case questions, you need to provide suggestions/solutions that are, 1) specific and relevant to the case problems and, 2) well justified with HRM principles and findings. 4. Minimum length of your report is 2 typing pages (1.5 spaced). Case 3: Question 1 is worth 1 point Question 2 is worth 2 points Question 3 is worth 2 points Question 4 is worth 2.5 points Question 5 is worth 2.5 points a.) Is it true, as her father claimed that they can’t be accused of being discriminatory because they hire mostly women and visible minorities? False, Jennifer and the Carter Cleaning Company can be accused of discrimination...
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...HUMAN RESOURCE EFH LT MANAGEMENT ™ EDITION Gary Dessler Florida International University .I r e i l t l C e J r l 3 . l l Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Hong Kong Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes...
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...•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated...
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...Table of Contents 1. Introduction.............................................................. 2. Case Summary………………………………………………………………….. 3. Questions…………………………………………………………………………… 4. References…………………………….. * * 1. Case Summary Questions * 1. How would you explain the nature of the panel interview Maria had to endure? Specifically do you think it reflected a well thought out interviewing strategy on the part of the firm or carelessness on the part of the firm’s management? If it was carelessness, what would you do to improve the interview process at Apex Environmental? The overall expression of the interview was so stressful .This is because Maria Fernandez was a bright popular and well informed mechanical engineer ,who graduated with an engineering degree from state University in June 2003.As she was a bright and intelligent her working capability and exclusively on her technical skill expertise .So a firm likes Apex Environment which is a well known and structured firm where Maria most wanted to work .This can evaluate her because it was and stress interview .The interview seeks to make applicant uncomfortable with occasionally rude question. The question ranged from unnecessarily discourteous to irrelevant and sexist such. This it reflected a well thought out interviewing out interviewing strategy on the part of the firm because it helps to identify hypersensitive applicants and those with low high stress tolerance and...
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...•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated...
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...In brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing Guidelines 1. Use...
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...WEEK 10 ASSIGNMENT Employee Rights and Safety Protecting Safety and Health Case Incident Questions: The New Safety and Health Program Question 1: Based upon your knowledge of health and safety matters and your actual observations of operations that are similar to theirs, make a list of the potential hazardous conditions employees and others face at LearnInMotion.com. What should they do to reduce the potential severity of the top five hazards? Answer: I would suggest that LearnInMotion develop a Safety and Health Program that covers employees and employer. Begin by conducting a safety and health survey. The survey should cover the use and maintenance of Equipment, Work Practices, and OSHA Standards. The five top hazards that I can identify are: 1. Exposed wires and cables around the workstations and various areas are hazardous, they could potentially cause electrical fires, and damage to both employees and property. 2. Improper practices when servicing or installing equipment for the network, potentially are very damaging to those doing the servicing and the equipment being serviced. 3. The length of time that employees spend in front of computer screens and typing on the keyboards could result in eyestrain, back-strain and carpel tunnel syndrome 4. Lack of a safety program that covers employees and vendors from workplace hazards, what to do when they occur, and how to avoid them. 5. Situations such as the time that the employees spend working...
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...Labor Relations Abroad Biasanya saat sebuah perusahaan membuka cabang di luar negeri, mereka akan menghadapi praktek relasi labor di setiap negara ternyata berbeda. Sebagai contoh, serikat pekerja di Eropa bisa disebut sangat berpengaruh, dengan beberapa isu untuk melihat karakteristik pekerja Eropa seperti di bawah ini: a. Centralization Negosiasi antara pekerja dengan perusahaan cenderung industry-wide (artinya mencakup seluruh tipe bisnis) b. Employer Organization Pekerja cenderung untuk tawar-menawar melalui asosiasi/serikat. c. Union recognition Tidak bersifat formal d. Content and cope of bargaining DI Eropa, setiap pekerja bebas untuk mendiskusikan berapa terms yang dia inginkan. Terrorism, Safety, and Global HR Tidak ada negara yang benar-benar aman dan dapat menjamin keselamatan orang-orang yang bekerja di sana, karena itulah kenapa perusahaan perlu memikirkan cara untuk mengevakuasi atau paling tidak menjamin kerugian yang timbul akibat aksi terorisme atau kekacauan. Apalagi biasanya ekspatriat sering jadi sasaran tindak kejahatan karena penjahat tahu berapa banyak yang dapat mereka dapatkan dengan melakukan tindak kejahatan terhadap ekspatriat. Apa yang bisa dilakukan perusahaan? a. Taking protective measure Banyak dari perusahaan global yang menyewa agen intelligence untuk keperluan penanganan kejadian semacam yang kurang diinginkan, termasuk di antaranya penculikan sampai huru-hara. Ini adalah salah satu kewajiban untuk perusahaan terkait...
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...MGT-495 Transferable skills development 1.Case Study (9 Marks) One common complaint employee’s voice about supervisors is inconsistent messages – meaning one supervisor tells them one thing and another tells them something different. Imagine you are the supervisor/manager for each of the employees described below. As you read their case, give consideration to how you might help communicate with the employee to remedy the conflict. Answer the critical thinking questions at the end of the case? Bob is a 27-year old who is a foodservice manager at a casual dining restaurant. Bob is responsible for supervising and managing all employees in the back of the house. Employees working in the back of the house range in age from 16 years old to 55 years old. In addition, the employees come from diverse cultural and ethnic backgrounds. For many, English is not their primary language. Bob is Serve Safe certified and tries his best to keep up with food safety issues in the kitchen but he admits it’s not easy. Employees receive “on the job training” about food safety basics (for example, appropriate hygiene and handwashing, time/temperature, and cleaning and sanitizing). But with high turnover of employees, training is often rushed and some new employees are put right into the job without training if it is a busy day. Eventually, most employees get some kind of food safety training. The owners of the restaurant are supportive of Bob in his food safety efforts because they know if a...
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...In brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing Guidelines 1. Use Tests as Supplements 2. Validate the Tests 3. Analyze...
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...|PART TWO RECRUITMENT AND PLACEMENT | | | | | |CHAPTER | |T Seven | | | | | | | | | |Interviewing |7 | | |Candidates | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter gives an overview of types of | | |Basic Features of Interviews |interviews and their features. It discusses common | | |Types of Interviews ...
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...Analyzing Business Transactions LEARNING OBJECTIVES 1. 2. Record in equation form the financial effects of a business transaction. Define, identify, and understand the relationship between asset, liability, and owner’s equity accounts. Analyze the effects of business transactions on a firm’s assets, liabilities, and owner’s equity and record these effects in accounting equation form. Prepare an income statement. Prepare a statement of owner’s equity and a balance sheet. Define the accounting terms new to this chapter. LP2 Chapter NEW TERMS accounts payable accounts receivable assets balance sheet break even business transaction capital equity expense fair market value fundamental accounting equation income statement liabilities net income net loss on account owner’s equity revenue statement of owner’s equity withdrawals 3. 4. 5. 6. www.southwest.com Rollin King and Herb Kelleher had a simple notion when they got into the airline business: If you get your passengers to their destinations when they want to get there, on time, at the lowest possible fares, and make darn sure they have a good time doing it, people will fly your airline. What began as a small Texas airline has grown to become one of the largest airlines in America. Today, Southwest Airlines flies almost 100 million passengers a year to 63 cities all across the country. In an economy where airlines struggle to stay out of bankruptcy, Southwest has flourished. Other airlines have tried to imitate...
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...Destiny Carter 11/08/12 Per.5 Geography Chernobyl On April 26, 1986, a hellish white glow bejeweled a small, little-known town in central Ukraine, now notoriously recognized by the international community as Chernobyl. During the early morning, operators had been running an ill-conceived experiment on reactor unit number four, during which a spike the operating level of the core caused a catastrophic explosion. The resulting eruption of radionuclide’s, both from the initial explosion and from the subsequently fires, turned the Ukraine contrary into a radioactive waste land. The accident on April 1986 at the Chernobyl power plant demonstrates that planning conducted at a national level alone cannot estimate the risks posed to all nations by nuclear energy. The scope of the challenge to make nuclear energy production safer is even greater than that shown by the accident at Chernobyl. At the nuclear power station itself, several attempts were made to clear away and contain chunks of graphite and other radioactive solids. They sent in volunteers, they were only allowed to be in the power station for 90 seconds or less. In 20-36 minutes at the power station, radiation would have over whelmed the nervous system and subsequently killed anyone as close as these volunteers were. The radiation levels were 15, 00 times greater than a normal person’s exposure in a year. For the past years, major accidents have contributed to our awareness in the nuclear power plant surrounding...
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...Adventist International Institute of Advanced Studies AIIAS BUAD635 Quantitative Analysis for Decision-Making Study Guide To accompany the prescribed text: Quantitative Analysis for Management by Render, Stair and Hanna, 11th edition, Prentice Hall, 2012 Unit # 1: Overview and Introduction to Quantitative Analysis Prescribed Text: Quantitative Analysis for Management by Render, Stair and Hanna, 11th edition, Prentice Hall, 2012 – Chapter 1 Objectives of unit 1: After completing this unit, students should be able to: 1. Describe the quantitative analysis approach for management 2. Demonstrate an understanding by applications of quantitative analysis in real world situations 3. Demonstrate the use of modeling in quantitative analysis 4. Use computers and spreadsheet models to perform quantitative analysis 5. Understand the limitations of quantitative analysis 6. Demonstrate/perform break-even analysis. Scope of coverage: Concepts Development 1. Overview of quantitative analysis 2. Defining quantitative analysis 3. The approach to quantitative analysis 4. A quantitative analysis model 5. Using spreadsheet for quantitative analysis 6. Limitation of quantitative analysis Introduction Quantitative analysis for decision-making is the application of a scientific approach to solve management problems. The purpose is to help...
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...9-600-006 REV: JANUARY 22, 2003 ROBERT D. AUSTIN DEBORAH SOLE MARK J. COTTELEER Harley Davidson Motor Company: Enterprise Software Selection We were in McDonald’s having our initial SiL’K planning meeting when a gunfight erupted in the parking lot. Bullets started flying through the restaurant. Someone said, ‘Everyone down, lock the doors’. We all hid under the table. I’m lying on the floor looking at Dave and Pat—I’m thinking, Holy Smokes, this is unreal. It was just incredible—a real bonding experience! —Garry Berryman, Vice President, Materials Management David Cotteleer, Information Systems (IS) Manager of the Supplier Information Link (SiL’K) project, smiled as he recalled the terror and subsequent camaraderie that had grown out of that unusual beginning. It had set the tone for the partnership that developed between Berryman, Pat Davidson, Manager of Purchasing, Planning and Control, and himself, as they worked collaboratively to develop the specifications for an integrated procurement system to support the new Supply Management Strategy (SMS). Now he and the SiL’K project team were gathered in their “war room” on the top floor of the Harley-Davidson Corporate Headquarters to face another critical moment in the project’s history. After three hectic months of meeting potential software suppliers, reviewing documentation, and evaluating software packages, the SiL’K team had to make a decision. Who should they choose as their supplier and partner in implementing an...
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