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Human Resource Management

Exam #2 Chapters 7-13


Name: Robbie Taylor
1. Outline the steps in the selection process, which ones are the most important, why? Give
a specific example of each step in Corporate America.
Initial Screening See if they meet the minimum requirements needed
Completed Application Need details to see if capable or if experience in the past
Employment test See if they can pass a simple test similar to their responsibilities
Comprehensive interview Speak with the individual get a feel for them
Conditional Job Offer Theyre great for the job, extend an offer
Or Reject applicant Not quite what youre looking for, keep looking
Background examination Ensure theyre no criminals or felons
Medical/Physical exam (if required) See if physically/mentally capable of doing the job
Job Offer Everything looks great on paper and in person, time to make an offer
The most important would be the person to person interview as well as the Employment
test. These two will tell you the most of what you need in a candidate. If theyre mentally
capable and if by the interview youll know what type of person they are by the way they
respond to you.
2. List and explain the Best Practices of Onboarding. Provide a specific example of each in
Corporate America and how it increases retention

Having a written onboarding plan.


An agenda so they have a schedule of their learning process
Involve Stakeholders at all levels in the planning process
Involve whomever will need to assist in the training process when creating the
process
Use a formal orientation program
Use something that is easy to follow and more traditional that is normally used
throughout the company.
Make the first day on the job Aspecial
No surprises and focus on the positives of the position
Make sure the process explains and exhibits the organizational culture and
organization mission
The plan needs to follow the companys guidelines, rules, policies, and procedures
Clearly explain new employee expectations and responsibilities
Make sure they understand what is expected and what responsibilities will be
involved.
Include opportunities for the new employee to participate

Make sure theyre included in any and all practices that are going on currently.
Monitor the program for results
Make sure that you follow up and follow through to track successful results
Use technology to facilitate the process
Make sure that the process includes up to date processes and processes with the
usage of modern technology.
Check with the employee at regular intervals: 30, 60, 90 days
Conduct 30-60 day surveys from the employee and possibly a 90 day eval
Implement the program consistently
Make sure that youre using the same methods if proven successful to ensure
continuous results.

3. Explain the differences in philosophy of the Calm Waters and White Water Rapids views
of change. Which one is better and why?
The Calm Waters philosophy is when change occurs and the organization encounters a
new normal also known as calm waters until the next change is necessary. The White
Water Rapids philosophy is a faster pace. You have to be ready at any time, the
environment is uncertain and dynamic. The calm waters would work better, if you know
you have a slower paced staff who arent so quick on their feet. If you have a staff that
you know is always ready and can take any type of unexpected change then the White
Water Rapid philosophy may work better.
4. Identify the Holland vocational preferences and explain the importance of this model in
determining the best job fit.
The Holland vocational preferences represent an individuals occupational personality as
it relates to a vocational theme. Considering everyone does not like doing the same
things, this method explains that if youre doing something that is important to you, you
have a tendency to be more productive. Most likely if you enjoy your work then your
surroundings will enjoy this as well, thus making way for a happier environment putting
you in a place where you have a lot in common with your co-workers.
5. List, describe and explain each and every type of appraisal in chapter 10. Provide
practical examples of each one found in Corporate America. Which one is most effective
and why?
6. What is the FSLA and the Equal Pay Act of 1963? Describe how they are applied in
corporate America. How would the following article be viewed in Chapter 11 (provide
specifics) http://www.stltoday.com/business/local/ceo-pay-climbs-again-even-as-theirstock-prices-don/article_451f22bd-3cdd-5595-be0f-73bdd54ed775.html?
utm_medium=social&utm_source=facebook&utm_campaign=user-share

The FLSA is the Fair Labor Standards Act passed in 1938 that established laws outlining
minimum wage, overtime pay, and maximum hour requirements for most U.S. workers.
Today there is a minimum wage, that prevents anyone from making below the minimum
age amount as well as ensures theyre paid for any hours over a normal shift.
The Equal Pay Act of 1963 made is so employers would have to compensate men and
woman equally for equal work.
Today employers are supposed to pay men and woman the same for the same work.
In the article considering theyre pay is mainly coming from the stock and not actual cash
while theyre not doing too well this would fall under the FLS Act. They could be forced
to pay back those stockholders considering theyre losing out while the CEOs are
gaining from an increase in pay.
7. Outline the legally required benefits that employers must provide and who they must
provide them to.
Social Security
Retirement, disability, and survivor benefits paid by the government to the aged, former
members of the labor force, the disabled, or their survivors
Unemployment Compensation
Provides income if an employee is laid off
Workers Compensation
Provides employees an income if injured on the job
Family and Medical Leave Act
Organizations with 50 or more employees are provided the op to take up to 12 weeks of
unpaid leave each year for family or medical reason.
Health Insurance Continuation
This insures an employee has medical coverage up to 3 years after leaving a job
HIPPA Requirement
Ensures confidentiality of employee health information for all employees
Patient Protection and Affordable Care Act
Must provide insurance if the company employees over 50 who work full time of 30
hours or more or theyll have to pay a penalty.
8. What are the major differences between defined benefit pension plans, defined
contribution plans, and 401(k) accounts? Which would you prefer and why?
Defined benefit pension plans is a fixed monthly income for life funded by contributions
from you and your employer. With defined contribution plans no specific amount of
retirement income is promised. With a 401k this is retirement plan you as the worker sets
aside a certain amount of your income for retirement savings through your employment.
The defined pension plan would be the best, you contribute less, but the payout is greater
than the other mentioned.

9. Outline (list and describe in detail) the provisions and requirements of the Occupational
Safety and Health Act.
Employers must: Provide employees a workplace free from recognized
hazards. It is illegal to retaliate against an employee for using any of their
rights under the law, including raising a health and safety concern with you or
with OSHA, or reporting a work-related injury or illness. Comply with all
applicable OSHA standards. Report to OSHA all work-related fatalities
within 8 hours, and all inpatient hospitalizations, amputations and losses of
an eye within 24 hours. Provide required training to all workers in a
language and vocabulary they can understand. Prominently display this
poster in the workplace. Post OSHA citations at or near the place of the
alleged violations.

10. List and describe the sources of stress in the workplace and then provide solutions for
each.
There are certain stressors that can be categorized into three categories. Role conflicts is
when an employer puts an extreme amount of difficult task or request that are nearly
impossible to achieve. Role overload is when an employee is expected to do more than
time permits. Role ambiguity is when the employee is confused or unsure of what work
to do.