While making data driven decisions is important in other areas of HRM, decisions
related to HR planning and recruitment are most effective using more subjective,
intuitive methods.
In general public sector employees have more bargaining power than private sector
employees.
According to the decision in Ricci v. DeStefano, if an organization decides to not use
the results of a selection test because of concerns there may be disparate impact against
a protected class, then there cannot be a disparate impact case filed by another protected
class.
Outplacement and promotional decisions are common activities under the HRM domain
of Organization Design.
FLSA’s overtime provisions establish that employers pay workers at least 0.5 times
their regular hourly rate for all work in excess of 45 hours in any workweek.
HPWP includes HRM practices that motivate employees to put forth discretionary
effort.
Downsizing should be an organizations first response when supply is greater than
demand.
The use of broadbanding is suited to situation where the compensation system should
support team based pay plans.
If an employee believes that they have individual influence at work and are protected
against unfair treatment by their managers, they will be less likely to join a union.
When training a police officer how to use a gun, it is best to use spaced practice and
focus on overlearning.
One of the objectives of employee orientation programs is to assist the new employee in
adjusting to the organization and feeling comfortable and positive about the new job.
Stock awards and stock options, identified as a means for rewarding performance, are
well suited for meeting short-run objectives.
Some firms prefer to enter international markets through actual ownership of business.