1. Describe the steps in the process of human resource planning.

Explain the relationships between

the steps.
a. Initially, it commence through careful consideration the firm’s goals and strategies.
Through the HR’s analysis, they are able to project the company’s needs on their
workforce, depending on the demand or through historical data from previous situations.
When hiring new employees, they tend to look on whom they have on their arsenal, find
similarities from their current workers to which they will hire in the future bouts. Through
this analyzation, they are able to know what type of selection methods they should use in
hiring new employees.
b. The HR or the manager involved in the planning process should fully understand the job
requirements needed in the company. For so, this would help properly forecast what kind
of jobs are needed or beneficial to the company. In forecasting, historical method is used
in predicting the resources required by the company. With the assessment of past data, the
manager should be able to find a trend that can be proven useful in providing proper
predictions on how much employees should be utilized in the firm.
c. After the prediction of the demand, the manager should map out the availability of supply
in labor. On which consist of two tasks, predicting the internal and external supply. The
former prediction only includes the type of employee in their workforce that wishes to be
with the company in its later stages. While the latter prediction only concerns the
organization itself. This forecast involves the betterment of the organization by knowing
whom or who are available in the labor market and whether they will be beneficial in hiring
these forecasted employees.
d. Lastly, it is the matching of supply and demand of labor. This last step only predicts
whether the company will shortfall or overstaff in their forecasted timeline. With this
information, they are able to forecast the needed amount of people they are to hire from
the job market and the types of jobs needed.
2. Describe the common selection methods. Which method or methods are the best predictors of future
job performance? Which are the worst? Why?
a. In summary of the most common selection methods, these methods always involves in
knowing their future employee in one way or another. They are put up through screening
tests based on different parameters the company requires them to have. With these selection
methods, the firm is able to predict whom/who is the best fit on the company socially, and
competency.
b. The best selection method is through personal interviews. In this method, the examiner is
able to make an impression whether the candidate is enough and fits to the company’s
vision, mission, and etc. They are able to realize first-hand on whom these candidates really
are.
c. The worst while is through the use of application blanks. This system is a flawed one due
to the sole reason of it being possible deceptive to the firm’s examiner. Falsifying of
information is likely in order to acquire the job they are applying.
3. Compare training and development, noting any similarities and differences. What are some
commonly used training methods?
a. Training helps the employee in learning their job, while development helps the employee
to be a better employee overall. The former being highly technical related to their job, while
the former concerns the betterment of the person in different skills.
b. Training methods are different for each organization. Such as technical, interpersonal
relationship, and physical skill. Technical training is usually done through factual
 materials, assigned reading, programmed learning, and lecture methods. While with
interpersonal relationships, they are usually done by coercing employees to one another. It
is done through by role playing, or case-discussion groups. And lastly, training through
physical skills are those similar to On-the-Job Training or vestibule training. It is in order
for the employee to familiarize them with their job or task at hand.
4. Define wages and benefits. List different benefits that organizations can offer. What three decisions
must managers make to determine compensation and benefits? Explain each decision.
a. Wages are financial compensation of the work done by the employees for the company. It
is a trade per se, on which the employee had spent their time for their company rather than
anything else. It differs on each organization on how much this compensation is.
b. Benefits on the other hand, are also a form of compensation but is not limited to currency.
These are in the form of life insurances, and things similar to it. These benefits are usually
what makes the employees want to stay with them. Benefits differs for each organization
that the employee is affiliated with.
c. Three decisions:
i. Wage-Level Decision is a management decision based whether the organization
makes a choice on how much they want to pay the employee based on the average
salary in the industry. This decision differs from whether they want to pay their
employees above the standard or lower even.
ii. Wage Structure Decision is based on job evaluation. The pay of their employees is
based on their assessment of the worth of each of their employee’s job while still
taking account other jobs included in their workforce.
iii. Individual Wage Decision, is the type of compensation that based solely on the
employee’s job. It greatly differs from each employee and is adjusted by what kind
of job they are giving to the organization.
5. What are the potential benefits of diversity? How can individuals and organizations more
effectively manage diversity?
a. Diversity usually gives their best benefit by putting the company competitive advantage.
As diversity introduces competition among the employees resulting a high-level workplace
productivity while having lower turnovers and absents. Also having a massive diversity in
the workforce can attract high-skill minority that can feel comfortable to the organization,
resulting a higher level of competitiveness of the organization.
b. Managing diversities:
i. Individual Strategies, employees that work under such conditions should know the
massive culture inside the office. The organization should train or hire people that
are highly knowledgeable in different cultures to lessen misunderstanding between
employees.
ii. Organization Approaches, the policies should be applied to everyone under the
wing of the organization. No one should be exempted to the company’s policy as
it can provide favoritism if in such one was exempted. This can introduce
misunderstanding on which different races are treated differently on the
organization.
6. How would managing non-unionized workers differ from managing workers who elected to be in
a union? Which would be easier? Why?
a. The treatment should still be the same for both workers. No one should be getting the
upper-hand whether you are with the union or not.
 b. Although, in handling both workers, managing those who are in union is tougher than those
who aren’t. This is simply due to the fact that they are on a group and is on the watch
against the company’s mistreatment to their employees. The company will be threading
lighter when handling these workers in order not to offend and introduce mistreatment.
7. How do you know a selection device is valid? What are the possible consequences of using invalid
selection methods? How can an organization ensure that its selections methods are valid?
a. A selection device is valid if it is in the legal bounds of society. It should be performed in
unbiased manner and without any prejudices against the candidate.
b. If the organization used an invalid method, this may hurt their image and lower their
credibility as a whole. This can also reduce their competitiveness due to hiring of low-skill
workers due to underhanded selection methods.
c. To ensure that their selection is valid, these methods should be done with the utmost
fairness inside their mind. No one should get be getting a special treatment when
undergoing these selection methods.
1. Managers are sometimes criticized for focusing too much attention on the achievement of short-
term goals. In your opinion, how much attention should be given to long-term versus short-term
goals? In the event of a conflict, which should be given priority? Explain your answers.
a. The attention should be balanced for both goals. In my opinion, having both long term and
short-term goals is extremely beneficial to the company. With long-term goals being able
to have a clear objective in the long-run, while short-term goals for the everyday driving
goal for the organization.
b. In the event of a conflict, short-term goals should be given priority. This is due to the fact
that these goals are much closer the conflict than those of that the long-term. There is still
room for change for long-term goals while a lot less time for short-terms.
2. Which strategy – business or corporate level – should a firm develop first? Describe the relationship
between a firm’s business – and corporate-level strategies.
a. In my opinion, the strategy that should be develop first should be business level. This
strategy focuses on short-term period success. It maximizes profits in a short amount of
time through increasing the organization core competencies.
b. Business Level Strategies – is used to help organization establish a competitive advantage
over industries rival. There are four strategies under this level: Cost Leadership,
Differentiation, Focused low cost, and focused differentiation.
c. Corporate-level strategy – is when a business makes a decision that affects the whole
company. This strategy affects a company’s finances, management, human resources, and
where the products are sold. This strategy maximizes its profitability and maintaining its
financial success in the future.
3. Volkswagen sold its original Beetle automobile in the United States until the 1970s. The original
Beetle was made of inexpensive materials, was built using an efficient mass-production technology,
and offered few options. Then, in the 1990s, Volkswagen introduced its new Beetle, which has a
distinctive style, provides more optional features, and is priced for upscale buyers, What was
Volkswagen’s strategy with the original Beetle – product differentiation, low cost, or focus? Which
strategy did Volkswagen implement with its new Beetle? Explain your answers.
a. Volkswagen used multitudes of strategies for their first Beetle. With overall cost leadership
strategy as they set their price with their competitors, single product strategy as they
introduce the vehicle only in Europe, and differential strategy as they aim to put sentimental
value to their cars for the person buying it with their unique branding in the car industry.
b. Their new introduction of the Beetle implemented focus strategy, as this new vehicle
focused and targeted young people, whom are single or married, who enjoys unique and
active lifestyles