-Chapter 1

Q1: Explain how an HR manager is imbued simultaneously with line authority, staff authority, and implied authority. Ans: Authority is the right to make decisions, direct the work of others, and to give orders. Line managers are authorized to direct the work of subordinates and are directly in charge of accomplishing the organization's basic goals. Staff managers are authorized to assist and advise line managers in accomplishing these basic goals. The HR manager carries out three distinct functions: (1) The HR manager directs the activities of people in the HR department, thereby exerting line authority; (2) The HR manager serves in a staff manager role in assisting and advising line managers. HR assists in hiring, training, evaluating, rewarding, counseling, promoting and firing employees and helping line managers comply with equal employment and occupational safety laws, and in handling grievances and labor relations issues. (3) It exerts implied authority by having the ear of management in areas like testing and affirmative action. Q2: Describe how workplace environmental changes are impacting the HR manager's role in the workplace. Ans: Globalization is triggering changes in how firms operate and use their HR departments. More globalization means more competition, resulting in efforts to lower costs and make employees more productive. Technological changes are changing the nature of work and more employers are exporting jobs. Manufacturing jobs are becoming fewer, while service jobs are increasing. More education and skills are required of workers. Employers are using more nontraditional workers. The workforce is becoming more diverse, and getting older. HR managers must be adept at managing change, adapting technology to their own operations. HR must create value by producing employee behaviors the company needs to achieve its strategic goals. It must measure employee behaviors and the outcomes of those behaviors. HR managers must develop HR proficiencies, business proficiencies, leadership proficiencies, and learning proficiencies. Q3: Describe the proficiencies needed by today's HR managers. Ans: HR managers must be more involved in partnering with top managers in designing and implementing the company's strategies. They need the following new proficiencies: (1) HR proficiencies, that represent traditional knowledge and skills in areas such as employee selection, training, and compensation; (2) business proficiencies that reflect the new role of HR professionals in creating profitable enterprises that serve customers effectively; (3) leadership proficiencies, the ability to work with and lead management groups; and (4) learning proficiencies, the ability to stay abreast of and apply new technologies and practices.

A business level/competitive strategy identifies how to build and strengthen a long-term competitive position in the marketplace. Cost leadership means the company aims to become the lowcost leader in its industry. strategy is a course of action. Vision is a general statement of the firm's intended direction that evokes emotional feelings in the organization's members. Use a SWOT analysis to identify the firm's internal strengths and weaknesses and its external opportunities and threats. what we do. Step 4: Formulate a strategy to achieve the firm strategic goals. Competitive advantage is the factors that allow an organization to differentiate its products or services from competitors to increase the firm's market share. Step 6: Evaluate performance. Differentiation means the firm seeks to be unique in its industry along dimensions that are widely valued by buyers. Ans: Step 1: Define the business and its mission. Step 3: Translate the company "mission" into strategic goals. Remember.Chapter 2 Q1: Outline the steps of the strategic management process. Strategic control keeps the strategy up to date. Consolidation means reducing the company's size while geographic expansion is taking the business abroad. Q2: Identify the three levels of strategic planning and the competitive strategies used to achieve competitive advantage. A vertical integration strategy means the firm expands by producing its own raw materials or by selling its products direct. Mission communicates "who we are. Corporate-level strategy identifies the portfolio of businesses that comprise the company and the ways in which they relate to each other. where we're headed." Step 2: Perform external and internal audits. Step 5: Implement the strategy. Use the terms "vision" and "mission" to help define the company's current and future business. Ans: Managers use three levels of strategic planning. A diversification strategy implies that the firm will expand by adding new product lines. Functional strategies identify the basic courses of action that each department of the company will pursue. .

Examine the pros and cons of each method.3 Describe the challenges of applying job analysis to the modern "jobless world. You should be able to describe what information is in each document and the uses of each. Managers are deemphasizing the specialized duties that supposedly make workers more efficient. How do the company and the employees benefit from these changes? . its human behaviors and job demands. setting up work teams. performance standards. and blurring or eliminating the bureaucratic boundaries that separate departments and hierarchical levels. Q. They are flattening their organizations. compensation. and how employees may react to each method. the advantages and disadvantages of each collection method.CHAPTER 4 Q1: Describe the uses of job analysis and the types of information that may be collected. performance appraisal. Q2: List and describe the various qualitative methods of collecting job analysis information. ANS: You should relate that job analysis is the procedure of determining the job's duties and the characteristics of persons hired for the job. tools used. Identify and describe the various methods of transforming job duties. and enlarging their jobs in order to enrich workers' experiences and give them a greater sense of achievement and satisfaction. Data collected is utilized to write job descriptions and job specifications. Also know that job analysis collects information on a job's work activities. Understand that the collected data is used for recruitment and selection. how and when each is used. and human requirements. Ans: You should be able to identify the various interviewing methods. and for training." Ans: Managers are moving away from the strictures of functionally specialized jobs to allowing employees more freedom to apply their own creativity to achieving the company's goals.

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