Human Resource Management 15th Edition

1 Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. CHAPTER 1 HUMAN RESOURCE MANAGEMENT: AN OVERVIEW LEARNING OBJECTIVES 1.1 Define human resource management (HRM) and the importance of studying it 1.2 Describe who performs HRM 1.3 Explain how the

148 Copyright 2019 Pearson Education, Inc. 148 Copyright 2019 Pearson Education, Inc. 148 Copyright 2019 Pearson Education, Inc. CHAPTER 10 INDIRECT FINANCIAL COMPENSATION (EMPLOYEE BENEFITS) CHAPTER OBJECTIVES 10.1 Define indirect financial compensation (employee benefits) 10.2 Describe legally required benefits and the various kinds 10.3 Define discretionary benefits

164 Copyright 2019 Pearson Education, Inc. 164 Copyright 2019 Pearson Education, Inc. 164 Copyright 2019 Pearson Education, Inc. CHAPTER 11 LABOR UNIONS AND COLLECTIVE BARGAINING CHAPTER OBJECTIVES 11.1 Explore the role of labor unions 11.2 Describe the basic union structure and organized labors strategies for a stronger movement

175 Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. ANSWERS TO CHAPTER 11 QUESTIONS FOR REVIEW 11-1. What are organized labors strategies for a stronger movement? Strategically located union members: A few strategically located union members may exert a disproportionate amount

185 Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. CHAPTER 12 INTERNAL EMPLOYEE RELATIONS CHAPTER OBJECTIVES 12.1 Explain the concept of employment at will 12.2 Describe the concept of discipline and summarize disciplinary action 12.3 Explain employment termination of various

198 Copyright 2019 Pearson Education, Inc. 198 Copyright 2019 Pearson Education, Inc. 198 Copyright 2019 Pearson Education, Inc. CHAPTER 13 EMPLOYEE SAFETY, HEALTH, AND WELLNESS CHAPTER OBJECTIVES 13.1 Explain the nature and role of safety, health, and wellness 13.2 Discuss workplace safety programs 13.3 Summarize the problems

211 Copyright 2019 Pearson Education, Inc. 211 Copyright 2019 Pearson Education, Inc. 211 Copyright 2019 Pearson Education, Inc. CHAPTER 14 GLOBAL HUMAN RESOURCE MANAGEMENT CHAPTER OBJECTIVES 14.1 Discuss the evolution of global business and the context for global human resource management 14.2 Summarize global staffing practices 14.3

18 Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. CHAPTER 2 BUSINESS ETHICS, CORPORATE SOCIAL RESPONSIBILITY, AND SUSTAINABILITY CHAPTER OBJECTIVES 2.1 Discuss what ethics means and the sources of ethical guidance 2.2 Explore human resource managements (HRM) role in creating

28 Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. CHAPTER 3 EQUAL EMPLOYMENT OPPORTUNITY, AFFIRMATIVE ACTION, AND WORKFORCE DIVERSITY CHAPTER OBJECTIVES 3.1 Explain the concept of equal employment opportunity (EEO) and identify the federal laws affecting EEO 3.2 Discuss

47 Copyright 2019 Pearson Education, Inc. 47 Copyright 2019 Pearson Education, Inc. 47 Copyright 2019 Pearson Education, Inc. CHAPTER 4 STRATEGIC PLANNING, HUMAN RESOURCE PLANNING, AND JOB ANALYSIS CHAPTER OBJECTIVES 4.1 Describe the HR strategic planning process 4.2 Explain the human resource planning process 4.3 Describe the

62 Copyright 2019 Pearson Education, Inc. 62 Copyright 2019 Pearson Education, Inc. 62 Copyright 2019 Pearson Education, Inc. CHAPTER 5 RECRUITMENT CHAPTER OBJECTIVES 5.1 Define recruitment and describe the recruitment process 5.2 Summarize the environment of recruitment 5.3 Explain internal recruitment methods 5.4 Identify external recruitment sources

75 Copyright 2019 Pearson Education, Inc. 75 Copyright 2019 Pearson Education, Inc. 75 Copyright 2019 Pearson Education, Inc. CHAPTER 6 SELECTION CHAPTER OBJECTIVES 6.1 Explain employee selection and environmental factors that affect the selection process 6.2 Explain the importance of preliminary screening as well as reviewing applications

94 Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. CHAPTER 7 PERFORMANCE MANAGEMENT AND APPRAISAL CHAPTER OBJECTIVES 7.1 Describe performance management, performance appraisal, and the performance appraisal process 7.2 Explain the uses of appraisal and performance criteria 7.3 Describe the

110 Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. Copyright 2019 Pearson Education, Inc. CHAPTER 8 TRAINING AND DEVELOPMENT CHAPTER OBJECTIVES 8.1 Define training and development (T&D) and summarize related practices 8.2 Describe the training and development process 8.3 Summarize some human resource management training

130 Copyright 2019 Pearson Education, Inc. 130 Copyright 2019 Pearson Education, Inc. 130 Copyright 2019 Pearson Education, Inc. CHAPTER 9 DIRECT FINANCIAL COMPENSATION (MONETARY COMPENSATION) CHAPTER OBJECTIVES 9.1 Summarize the usual components of a total compensation plan and the environment of compensation practice 9.2 Explain the direct

1 Answer: TRUE Explanation: Human resource management (HRM) is the utilization of individuals to achieve organizational objectives. Basically, all managers get things done through the efforts of others. Consequently, managers at every level must concern themselves with HRM. Diff: 1 Skill: Concept AACSB: Analytical thinking LO: 1.1: Define human resource

21 Answer: C Explanation: Business process outsourcing (BPO) represents the transfer of the majority of HR services to a third party. Diff: 2 Skill: Concept AACSB: Application of knowledge LO: 1.2: Describe who performs HRM 21 Answer: C Explanation: Business process outsourcing (BPO) represents the transfer of the majority of

38 Answer: D Explanation: The labor market is always changing, and these shifts inevitably cause changes in the workforce of an organization. In turn, changes in individuals within an organization affect the way management must deal with its workforce. Stockholders and customers affect HR decisions, and unions serve as negotiators

1 Answer: FALSE Explanation: Ethics is the discipline dealing with what is good and bad, or right and wrong, or with moral duty and obligation. Diff: 1 Skill: Concept AACSB: Ethical understanding and reasoning LO: 2.1: Discuss what ethics means and the sources of ethical guidance 1 Answer: FALSE Explanation:

21 Answer: D Explanation: By fostering a strong ethical culture, firms are better able to gain the confidence and loyalty of their employees and other stakeholders, which can result in reduced financial, legal, and reputation risks, as well as improvements in organizational performance. Diff: 3 Skill: Application AACSB: Ethical understanding

38 Answer: C Explanation: In recent years, sustainability has been expanded to include the social, economic, environmental, and cultural systems needed to support an organization. This type of organization is capable of continuing both now and in the future. Diff: 2 Skill: Concept AACSB: Ethical understanding and reasoning LO: 2.4:

1 Answer: B Explanation: Affirmative Action creates the expectation and program requirements that companies make a positive effort to recruit, hire, train, and promote employees from groups who are underrepresented in the labor force. Diff: 1 Skill: Concept AACSB: Reflective thinking LO: 3.1: Explain the concept of equal employment opportunity

21 Answer: TRUE Explanation: Passed as an amendment to Title VII of the Civil Rights Act, the Pregnancy Discrimination Act prohibits discrimination in employment based on pregnancy, childbirth, or related medical conditions. Questions regarding a woman's family and childbearing plans should not be asked. Diff: 1 Skill: Concept AACSB: Analytical

41 Answer: A Explanation: The Supreme Court, in the case of Oncale v. Sundowner Offshore Services, held that same-sex sexual harassment may be unlawful under Title VII. The Supreme Court decided that a plaintiff could make out a claim for sexual harassment as long as the harassing conduct was because

53 Answer: TRUE Explanation: If an organization wants to remain competitive in the marketplace, diversity has to be a part of its strategic goals. Programs that highlight a firm's diversity management program can be used to help attract desirable recruits. Diff: 2 Skill: Concept AACSB: Analytical thinking LO: 3.5: Describe

1 Answer: C Explanation: There are two fundamental strategies: lowest cost and differentiation. Lowest-cost strategy focuses on gaining competitive advantage by being the lowest-cost producer of a product or service within the marketplace, while selling the product or service at a price advantage relative to the industry average. Companies adopt

21 Answer: B Explanation: A job consists of a group of tasks that must be performed for an organization to achieve its goals. A job may require the services of one person, such as that of the president, or the services of 75, as might be the case with machine

37 Answer: C Explanation: The Occupational Information Network (O*NET) provides the essential foundation for facilitating career counseling, education, employment, and training activities by containing information about knowledge, skills, abilities; interests; general work activities; and work context. Diff: 2 Skill: Concept AACSB: Analytical thinking LO: 4.4: Summarize the components of a

1 Answer: A Explanation: Frequently, recruitment begins when a manager initiates an employee requisition, a document that specifies job title, department, the date the employee is needed for work, and other details. With this information, managers can refer to the appropriate job description to determine the qualifications the recruited person

21 Answer: B Explanation: According to the U.S. Bureau of Labor Statistics, contingent workers are those who do not have an implicit or explicit contract for ongoing employment. Persons who do not expect to continue in their jobs for such personal reasons as retirement or returning to school are not

39 Answer: B Explanation: Firms with an immediate need for a skilled IT manager would most likely look at a competitor's employees. Universities, vocational schools, and self-employed individuals are less likely sources in this case. Diff: 2 Skill: Concept AACSB: Analytical thinking LO: 5.5: Summarize external recruitment methods 39 Answer:

1 Answer: B Explanation: Selection is the process of choosing from a group of applicants the individual best suited for a particular position and the organization. Properly matching people with jobs and the organization is the goal of the selection process. Diff: 1 Skill: Concept AACSB: Analytical thinking LO: 6.1:

21 Answer: B Explanation: Psychomotor abilities tests measure strength, coordination, and dexterity. Cognitive aptitude tests determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. Diff: 2 Skill: Concept AACSB: Analytical thinking LO: 6.3: Describe the use of tests in the selection process 21 Answer: B Explanation: Psychomotor abilities

40 Answer: Interview planning is essential to effective employment interviews. A primary consideration should be the speed in which the process occurs. The physical location of the interview should be both pleasant and private, providing for a minimum of interruptions. The interviewer should become familiar with the applicant's qualifications by

1 Answer: D Explanation: PM includes incentive goals and the corresponding incentive values so that the relationship can be clearly understood and communicated. There is a close relationship between incentives and performance. Diff: 2 Skill: Concept AACSB: Analytical thinking LO: 7.1: Describe performance management, performance appraisal, and the performance appraisal

21 Answer: A Explanation: The 360-degree feedback evaluation method is a popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. The 360-degree method is unlike traditional performance reviews, which provide employees with feedback only from supervisors. Rating scale, critical incident,

41 Answer: TRUE Explanation: The manager and subordinate jointly agree on objectives for the next appraisal period in a results-based system. In such a system, one objective might be, for example, to cut waste by 10 percent. At the end of the appraisal period, an evaluation focuses on how well

1 Answer: A Explanation: Training provides learners with the knowledge and skills needed for their present jobs. On the other hand, development involves learning that goes beyond today's job and prepares employees to keep pace with the organization as it changes and grows. Diff: 1 Skill: Concept AACSB: Analytical thinking

21 Answer: B Explanation: With asynchronous learning, students have a series of assignments that need to be completed in a certain time frame. Online synchronized study offers students the choice of studying through an online portal system; however, the student is expected to appear for most classes on a real-time

41 Answer: Orientation is the initial T&D effort for new employees that inform them about the company, the job, and the workgroup. A good orientation program is quite important because first impressions are often the most lasting. In fact, new employees usually decide whether or not to stay at a

52 Answer: C Explanation: Reverse mentoring is a process in which older employees learn from younger ones. There are people in organizations who are approaching retirement who do not want to retire, and who have tremendous knowledge that should not go to waste. There are young people who know things

1 Answer: C Explanation: Direct financial compensation consists of the pay that a person receives in the form of wages, salaries, commissions, and bonuses. Indirect financial compensation (employee benefits) refers to extrinsic compensation other than hourly wages or annual salary. This form of compensation includes a wide variety of monetary

21 Answer: C Explanation: A professional employee, such as a senior statistician, performs work requiring advanced knowledge in a field of learning, normally acquired through a prolonged course of specialized instruction. An executive employee is essentially a manager with broad authority over subordinates. An administrative employee, although not a manager,

41 Answer: FALSE Explanation: Market lag is one of the three pay level compensation policy choices. Pay level compensation policies determine whether the company will be a pay leader, be a pay follower, or strive for an average position in the labor market. Pay mix policies refer to the combination

1 Answer: A Explanation: As a rule, employees receive benefits because of their membership in the organization. Benefits are typically unrelated to employee productivity, therefore, although they may be valuable in recruiting and retaining employees, they do not generally serve as motivation for improved performance. Diff: 2 Skill: Concept AACSB:

21 Answer: The U.S. government established programs to protect individuals from catastrophic events such as disability and unemployment. Legally required benefits are protection programs that attempt to promote worker safety and health, maintain family income streams, and assist families in crisis. The cost of legally required benefits to employers is

36 Answer: TRUE Explanation: The recent recession was not kind to 401(k) accounts. Some firms reduced or eliminated their matches to accounts. As the economy improved, employers began reinstating their matching contributions, usually at the same level, but sometimes higher or lower than the original match. Diff: 2 Skill: Concept

1 Answer: D Explanation: Factory owners, also referred to as capitalists, sought profits; profits refer to the money that capitalists enjoy after deducting the costs of doing business (for example, raw materials, employee wages). Highly efficient workforces were therefore an essential part to the capitalist's profit motive. Diff: 1 Skill:

21 Answer: B Explanation: In the 22 states without right-to-work laws, it is legal for an employer to agree with the union that a new employee must join the union after a certain period of time (generally 30 days) or be terminated. This is referred to as a "union shop

40 Answer: A Explanation: The principal organization involved in mediation efforts, other than some state and local agencies, is the Federal Mediation and Conciliation Service (FMCS). In 1947, the Taft-Hartley Act established the FMCS as an independent agency. Diff: 2 Skill: Concept AACSB: Analytical thinking LO: 11.4: Summarize the formation

1 Answer: C Explanation: Employment at will is a legal doctrine that specifies that employment may be terminated by either the employer or employee for any reason. "The employment-at-will doctrine avows that, when an employee does not have a written employment contract and the term of employment is of definite

21 Answer: D Explanation: More employers are offering outplacement help to preserve their employer brand and increase good will with just-released employees by offering to help them find alternative work. Outplacement does not necessarily relate to severance pay, and it is not required under the WARN Act. Diff: 3 Skill:

39 Answer: TRUE Explanation: Ombudspersons are impartial, neutral counselors who can give employees confidential advice about problems ranging from abusive managers to allegations of illegal corporate activity. The ombudsperson is typically independent of line management and reports near or at the top of the organization. Diff: 2 Skill: Concept AACSB:

1 Answer: A Explanation: The leading cause of workplace injuries and their associated costs are overexertion (e.g., lifting, carrying, pushing, pulling, etc.). The significant financial costs are often passed along to the consumer in the form of higher prices. Thus, job-related deaths and injuries affect everyone, directly or indirectly. Safety

21 Answer: A Explanation: Ergonomics is the process of designing the workplace to support the capabilities of people and job/task demands. Firms have discovered that using ergonomics lowers injury rates and prevents stress and discomfort. Diff: 1 Skill: Application AACSB: Application of knowledge LO: 13.2: Discuss workplace safety programs 21

37 Answer: A Explanation: Some means of dealing with burnout include keeping expectations realistic, reducing workload, finding means to relax at work, and developing and maintaining interests outside work. Diff: 2 Skill: Application AACSB: Application of knowledge LO: 13.4: Discuss the negative effects of employee stress and burnout 37 Answer:

1 Answer: D Explanation: There are millions of organizations. The top 500 companies generate more than $27 trillion in value worldwide. In fact, only 29 percent of the total number of consumers worldwide reside in the United States. Diff: 1 Skill: Concept AACSB: Analytical thinking LO: 14.1: Discuss the evolution

21 Answer: A Explanation: A host-country national (HCN) is an employee who is a citizen of the country where the subsidiary is located. A third-country national (TCN) is a citizen of one country, working in a second country, and employed by an organization headquartered in a third country. An expatriate

40 Answer: B Explanation: Many organizations have established a formal buddy system to alleviate the stress new expatriates and their families normally endure and to reduce the time it takes for expatriates to operate at peak productivity. Buddies often inform expatriates of host-office norms and politics, invite them into their