Midterm_Prep_Questions - the management of diversity...

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g the management of diversity g the management of diversity Chapter 1: 1. What is the role of HR? Managing work flows and conducting job analysis Understanding equal opportunity and the legal environment Managing diversity Recruiting and selecting employees Managing employee separations, downsizing, and outplacement Training workforce Managing compensation Designing and administering benefits 2. What are basic HR challenges and how are companies addressing them? 1) Environmental Challenges: Forces external to a firm that affect the firm’s performance but are beyond the control of management. 2) Organizational challenges: Concerns or problems internal to a firm; often a by-product of environmental foces. 3) Individual challenges: Human resource issues that address the decisions most pertinent to individual employees. 3. What is organizational culture? The basic assumptions and beliefs shared by members of an organization. These beliefs operate unconsciously and define in a basic taken-for-granted fashion an organization’s view of itself and its environment. 4. What is strategic human resource planning? How is it evaluated? The process of formulating HR strategies and establishing programs or tactics to implement them. Work flow Staffing Employee separation Performance appraisal Training and career development Compensation Employee and labor relations
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Employee rights International management 5. What is the difference between an exempt and non-exempt employee? Exempt employees (Sometimes called salaried employees) are those who do not receive extra pay for overtime work (beyond 40 hours per week). Nonexempt employees do receive overtime compensation. 6. How are companies helping employees deal with stress? Organization develops support mechanisms to keep stress manageable. 7. What is a dual-career family? Families in which both husband and wife pursue careers 8. What are the benefits and pitfalls of centralizing or decentralizing resources? Decentralizing: maintaining or creating organizational flexibility in HR strategies. Centralized + lower organizational and transaction costs + concentration of HR management skills + rapid dissemination of knowledge (org needs, roles descriptions, candidates) + well connected within a centralized organization + attuned to organization’s long term skills/capabilities needs + consistent processes and practices - low availability to work across time zones - could be dismissive of regional needs, cultural sensitivities, accepted approaches to hiring & firing - could be limiting when dealing across cultures/languages (especially global org) Decentralized + high availability when working across time zones + highly flexible in dealing across cultures/languages + attuned to regional needs and managers’ requirements + knowledgeable in local market (quality of candidates, educational & business credentials, etc.) - higher organizational and transaction costs
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Midterm_Prep_Questions - the management of diversity...

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