Human resource management 15e by gary dessler 2017 chapter 11

120 test bank for a framework for human resource management 7th edition gary dessler

... Discrimination in Employment Act of 1967 Members of the EEOC serve terms A) year B) year C) 10 year D) indefinite 68 Free Test Bank for A Framework for Human Resource Management 7th Edition Gary ... differently because that individual is a member of a particular race, religion, gender, or ethnic group A) Disparate treatment B) Disparate impact C) Adverse impact D) Prima facie Judy was up for a promotion ... What are the two types of sexual harassment? Answer Given Quid pro quo and hostile environment Compare and contrast disparate treatment and disparate impact Answer Given Disparate treatment means...

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120 test bank for human resource management 13th edition gary dessler

... employer for age-based pay B) require employees to retire at age 65 C) allow juries to determine age discrimination D) institute a minimum age for employees 70 Free Test Bank for Human Resource Management ... for employees 70 Free Test Bank for Human Resource Management 13th Edition Gary Dessler Multiple Choice Questions Page Judy was up for a promotion at Simpson Consulting when her supervisor, Will, ... airline is a valid predictor of performance for most Western Airlines pilots D) Western Airlines bases its selection tests and hiring practices on industry guidelines for commercial pilots Which of...

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125 test bank for a framework for human resource management 6th edition gary dessler

... past discrimination A) affirmative action B) executive orders C) rehabilitation action D) anti-discrimination guidelines 70 Free Test Bank for A Framework for Human Resource Management 6th Edition ... 40 Free Test Bank for A Framework for Human Resource Management 6th Edition Gary Dessler True - False Questions It is lawful to segregate or classify your employees on the basis of national origin ... appraisal to include components regarding intergroup conflicts is not helpful in managing diversity True False 15 Free Test Bank for A Framework for Human Resource Management 6th Edition Gary Dessler...

Human resource management gaining a competitive advantage 2014 chapter 11

... organization 11- 11 Developing a Pay Structure  Pay-setting Approaches: Market Survey Approach - greatest emphasis is on external comparisons It bases pay on market surveys that cover as many ... comparable worth litigation suits 11- 24 Wage Laws  The Fair Labor Standards Act (FLSA) of 1938 established a minimum wage and overtime pay rate  Minimum wage is $7.25 an hour It is the lowest amount ... for pay administration purposes  Range spread -distance between minimum & maximum amounts in a pay grade 11- 12 Conflicts – Market Pay Surveys & Job Evaluation  Internal data drives up labor...

89 test bank for human resource management 9th by noe edition

... ways True False v Free Test Bank for Human Resource Management 9th Edition by Noe Free Text Questions Discuss the competencies, according to the Society for Human Resource Management, which HR ... management D Training and development E Employee engagement 25 Free Test Bank for Human Resource Management 9th Edition by Noe True - False Questions Social networking tools can help prevent ... mission of human resources B Managing the human resource environment C Acquiring and preparing human resources D Compensating human resources E Assessment and development of human resources Which...

Human resource management gaining a competitive advantage 2014 chapter 1

... highperformance work systems  Provide a brief description of HRM practices 1- 2 Introduction  Competitiveness – a company’s ability to maintain and gain market share  Human resource management ... company  Intention to stay with the company 1- 19 Talent Management  Talent management is the systematic planned strategic effort by a company to use bundles of HRM practices including acquiring ... high-quality products, services and work experiences for employees  increase value placed on intangible assets, human capital and social responsibility  adapt to changing characteristics and expectations...

Human resource management gaining a competitive advantage 2014 chapter 2

... directional strategies 2- 2 Introduction • Goal of strategic management is to deploy and allocate resources in a way that gives an organization competitive advantage • HRM function must be integrally ... the company’s strategic management process • A business model is how the firm will create value for customers profitably 2- 3 What is Strategic Management?  Strategic human resource management ... the pattern of planned HR activities and deployments intended to enable an organization to achieve its goals  Strategic management is a process to address the organization’s competitive challenges...

Human resource management gaining a competitive advantage 2014 chapter 3

... annually audits government contractors 3- 12 Disparate Impact Disparate Treatment Reasonable Accommodation 3- 13 Disparate Treatment Disparate treatment exists when individuals in similar situations ... training, a reporting mechanism and disciplinary policy 3- 22 Affirmative Action and Reverse Discrimination  Affirmative Action was conceived of as a way of taking extra effort to attract and ... deviation rule Wards Cove Packing Co v Antonio Griggs v Duke Power 3- 16 Reasonable Accommodation Reasonable Accommodation - places a special obligation on an employer to affirmatively accommodate...

Human resource management gaining a competitive advantage 2014 chapter 4

... Career Career Planning Planning Job Job Evaluation Evaluation Job Job Analysis Analysis Job Job Analysis Analysis 4- 9 Job Analysis Information 4- 10 Sample Job Description Job Title: Maintenance ... environment 4- 14 Job Design and Job Redesign 4- 15 Four Approaches Used in Job Design 4- 16 Mechanistic Approach Specialization Skill Variety Work Methods Autonomy 4- 17 Motivational Approach Decision-making ... Approaches 4- 23 Summary  Job analysis and design is a key component for a competitive advantage and strategy  Managers need to understand the entire work-flow process to ensure efficiency and...

Human resource management gaining a competitive advantage 2014 chapter 5

... eliminate a labor shortage and affords flexibility needed to operate efficiently during demand swings  Advantages: Temporary workers free a company from administrative tasks and financial burdens ... boomers are not retiring early due to:     improved health fear that Social Security will be cut mandatory retirement is outlawed collapse of the financial and housing markets made it economically ... performance and productivity  Loss of talent  Disrupts social networks needed for creativity and innovation 5- 6 Early Retirement Programs  The average age of U.S workforce is increasing  Baby...

Human resource management gaining a competitive advantage 2014 chapter 6

... data, and applications gather background information on candidates  Physical ability tests are relevant for predicting job performance, occupational injuries and disabilities  Physical ability ... mental rather than physical capacities  Commonly assessed abilities:  verbal comprehension  quantitative ability  reasoning ability  Personality inventories categorize individuals by personality ... to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance  Criterion-related validation is a method of establishing the validity of a personnel...

Human resource management gaining a competitive advantage 2014 chapter 7

... organizational goals and experience personal growth  Types of Diversity Training: Attitude awareness and change programs Behavior-based programs  Goals of Diversity Training and Inclusion: Eliminate values, ... stereotypes, and managerial practices that inhibit employees’ personal development Allow employees to contribute to organizational goals regardless of their race, sexual orientation, gender, family status, ...  Simulations  Business games and case studies  Behavior modeling  Interactive video  E-learning 7- 10 Evaluating Training Programs 7- 11 Evaluation Designs Pretest/Posttest with comparison...

Human resource management gaining a competitive advantage 2014 chapter 8

... performance  Behaviorally anchored rating scales (BARS)  Behavioral observation scales (BOS)  Organizational behavior modification is a formal system of behavioral feedback and reinforcement  Assessment ... raters Document performance evaluations 8- 12 Summary Measuring and managing performance are key to gaining competitive edge  Performance management systems (PMS) serve strategic, administrative ... centers are multiple raters who evaluate employees’ performance on a number of exercises 8- 4 Results Approach Goals  Management by Objectives  top management passes down company’s strategic goals...

Human resource management gaining a competitive advantage 2014 chapter 9

... responsibility and authority 9- 6 Temporary Assignments  Externship refers to a company allowing employees to take a full-time operational role at another company  A sabbatical is a leave of absence ... challenging assignments, exposure and visibility  Psychological Support  Serve as a friend and role model, provide positive regard and acceptance and create an outlet for a protégé to share anxieties ... Interviews In-baskets Role plays 9- 2 Skills for Managerial Success 9- 3 360-Degree Feedback Activities Identify: 9- 4 Job Experiences for Career Development Vertical Assignments Lateral Moves 9- 5 Job...

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