The HR department at Clearwater Electronics has received several complaints from new employees who say their job descriptions do not match what they
This question has been answered
Question

The HR department at Clearwater Electronics has received several complaints

from new employees who say their job descriptions do not match what they are doing. They say they feel misled, and some of them have indicated they are thinking of quitting. The HR department is currently conducting a review of the job descriptions, in conjunction with the line managers. How can HR professionals best help to avoid a situation like this?

-HR professionals should work closely with managers to ensure job descriptions are accurate and aligned with the strategic HR plan.
-HR professionals should continually review and revise job descriptions because employees know best what work needs to be accomplished.
-HR professionals should talk to the new employees and determine if they just do not understand the job or if they just tend to be negative.
-HR professionals should examine the job descriptions and determine if the new employees need more training.In economic downturns, layoffs are quite common. However, in Clearwater Electronics' HR plan, the company wants to minimize the need for layoffs should the company face economic difficulty. A redundancy plan involving buyouts, job skill retraining, job transfers, and outplacement counseling has been added to the HR plan. Why is it most important for the HR plan to address redundancy for times of economic downturn?

-Companies that tell their employees up-front that layoffs are possible are better ahead than others.
-Companies who are prepared for economic difficulty typically hire only temporary employees, which makes it easier to reduce staff.
-Companies need to know what government resources are available when they let people go.
-Companies need to be sensitive to how layoffs affect employees and plan alternatives as much as possible.In economic downturns, layoffs are quite common. However, in Clearwater Electronics' HR plan, the company wants to minimize the need for layoffs should the company face economic difficulty. A redundancy plan involving buyouts, job skill retraining, job transfers, and outplacement counseling has been added to the HR plan. Why is it most important for the HR plan to address redundancy for times of economic downturn?

-Companies that tell their employees up-front that layoffs are possible are better ahead than others.
-Companies who are prepared for economic difficulty typically hire only temporary employees, which makes it easier to reduce staff.
-Companies need to know what government resources are available when they let people go.
-Companies need to be sensitive to how layoffs affect employees and plan alternatives as much as possible.Due to a strong economy, the demand for electronic circuits has recently increased by 30 percent. Clearwater Electronics' current employee count does not have the ability to meet this demand. In looking at the assembly process, it appears that the assembly group, the last group in the assembly line, needs more employee resources to assemble the circuits. To remedy this situation, the HR director begins to focus on both temporary hiring and full-time recruitment efforts for the assembly department. In due time, the assembly department has the employee resources it needs, but now the manufacturing operation that supplies the parts to the assembly department does not have enough skilled workers to keep up. How can HR planning best help ensure the organization's staffing needs are being met?

-HR planning allows the company to continually plan ahead to make sure the right people are in the right positions while avoiding employee shortages or surpluses.
-HR planning allows a company to study the strengths of the organization and how it can attract the workforce it needs.
-HR planning allows a company to look at the budget needed for recruiting and determine how to spend it to recruit the people it needs.
-HR planning allows a company to review open positions with line managers and write an accurate job descriptions.Over the last two years, Clearwater Electronics has been unable to recruit sufficient new talent to the organization. In the past, the HR recruiters have concentrated on external sources such as websites, employment agencies, newspaper ads, and educational institutions for their recruitment efforts. However, three months ago, the recruiters added an Employee Referral Program (ERP)—where current employees refer people they know for positions—to their recruiting activities and have seen an increase of potentially qualified applicants. Which reason best explains why this low-cost-per-hire method has produced results for the company?

-A referral from a current employee allows recruiters to build diversity and avoid discrimination against women or minority groups.
-A referral from a current employee allows the recruiters not to waste time on other recruiting activities.
-A current employee understands job requirements and company culture and can tell people whom they feel will be a good fit what the job really requires.
-A current employee can tell better than a recruiter can whether a new employee can be trained in a position.Clearwater Electronics is implementing a new human resource information system (HRIS). Which of the following statements best explains how the system will benefit recruiting?

-Because the recruitment process can be very costly, the HRIS system will help recruiters gather data in a less expensive manner.
-Because the recruitment process involves a variety of recruiting methods, the HRIS system will help recruiters determine which method brings in the right types of applicants.
-Because the recruitment process requires a lot of data, the HRIS system can more easily coordinate the data and then simulate organizational changes to ascertain future staffing needs.
-Because the recruitment process gathers confidential information, it will be better for the data to be stored in the HRIS system where it is more secure.For a quarterly review of the HR department, the HR director at Clearwater Electronics must demonstrate the consistency of a skills test administered to new employees. The HR director plans on using the split-half reliability method—where questions are split in half and two scores are computed for each person—to determine the internal consistency of the skills test. Why is using this method a good idea?

-The split-half reliability method allows test scores to be weighted for applicability to job performance.
-The split-half reliability method allows test questions to be scrutinized for validity and internal consistency.
-The split-half reliability method allows test questions to be ranked in importance from highest to lowest to demonstrate internal consistency.
-The split-half reliability method allows two scores to be correlated, and a high correlation demonstrates that test questions are internally consistent.A new position has been created within the marketing department at Clearwater Electronics. The HR director is in charge of developing actual criteria to evaluate future job performance for the new position. The first step in the process is to define exactly what the company wants the candidate to do in the job. What does this first step accomplish?

-Defining what the company wants the candidate to do provides clarity so people do not waste time and energy arguing about things that aren't important.
-Defining what the company wants the candidate to do provides a way for responsibilities to be shared when the team gets extremely busy.
-Defining what the company wants the candidate to do provides a list of duties for an employee and allows them to know when their job is finished.
-Defining what the company wants the candidate to do provides measurable factors of a successful employee who knows how to behave, what to do, and how to reach goals.The IT department at Clearwater Electronics hired several new employees in new positions in the past four months. The IT department has asked HR to help craft a performance appraisal that the IT managers can use to demonstrate that the selection tools used for hiring predict performance success. Which statement gives the best reason for why it is important that criteria on a performance appraisal be related to the job?

-Using job-related criteria on the performance appraisal demonstrates that the company is concerned about the trajectory of its employees' career paths.
-Using job-related criteria on the performance appraisal allows the company to give recognition to employees for the good work they are doing.
-Using job-related criteria on the performance appraisal allows the company to settle on the best compensation package for employees.
-Using job-related criteria on the performance appraisal gives the company data that demonstrates the right people were placed in the right job.One of the engineers at Clearwater Electronics is a devout Muslim and is required to attend prayer services at his mosque during the day on Friday for a short period. He has asked his direct supervisor in the past if he might take time off, but his supervisor said it would be too inconvenient. The engineer has now asked HR for help in determining if a reasonable accommodation could be made so he can attend the midday prayer service. Which of the following statements would be considered the best "reasonable accommodation" HR can present to the supervisor?

-The company could remodel a storage area as a prayer space, which would require at least six thousand dollars for the remodel because of the need for washroom facilities.
-The company could allow the engineer to take his lunch break to attend the prayer service. If he is late returning, he can make up the time at the end of the day.
-The company could ask another employee to cover for the time the engineer is gone and pay them double for the inconvenience.
-The company could tell the engineer to pray wherever he can find space and just let his supervisor know when he will be gone.The sales department at Clearwater Electronics is excited about the new salesperson they had just hired. He came highly recommended, having had the highest sales record at his previous employer for the past 10 years. After only three weeks on the job, however, the HR department received a complaint against him. Another complaint was received the next day; both involved insensitive comments the salesperson made about the "great tan" of the two Hispanic women with whom he worked in the planning and scheduling department. The HR director notified the director of the sales department of her intent to investigate the complaints. The sales director was concerned that the new salesperson would be offended, but the HR director reminded him of Clearwater's zero-tolerance policy for race-based conduct. Which of the following statements describes the best approach the HR director should take to stop this kind of behavior?

-The HR director should investigate the alleged comments by bringing all three employees together for a meeting where the women could tell the salesperson how uncomfortable his comments made them feel.
-The HR director should investigate the alleged comments by taking the new salesperson to lunch and telling him that it would be best if he did not talk about the color of the women's skin as it made the women uncomfortable.
-The HR director should investigate the alleged comments by speaking with all parties. If evidence is found that the salesperson did indeed violate the company's race and color policy, the salesperson should be educated about the policy, and a written warning issued and filed in his personnel file.
-The HR director should investigate the alleged comments by talking with the new salesperson. In order to not offend him, the HR director should gently tell him that his comments were hurtful, and he should not say anything like that again.After an interview for a marketing position at Clearwater Electronics, one of the interviewers expressed concern that the applicant, who was in a wheelchair, would not fit into the department's informal workplace health culture, which encourages playing basketball or pickleball together during lunch as well as going for walks or runs. The candidate is as well qualified as the other candidates and has more pertinent work experience. Should the interviewer's concern be considered in whether to hire this individual?

-The concern should not be part of the consideration because choosing not to hire a candidate on the basis of disability would violate antidiscrimination laws.
-The concern should not be part of the consideration due to affirmative action laws that require organizations to hire a certain percentage of workers who are disabled.
-The concern should be part of the consideration because Title VII does not apply to private firms, so the company can hire the candidate who fits best with company culture.
-The concern should be part of the consideration for employment because fitting in at work is important, although no accommodation would have to be made.Clearwater Electronics' sales are increasing rapidly, with a 30 percent increase currently and a projected 70 percent anticipated increase in the near future. In collaboration with production managers, the HR department discussed how best to manage the increased production needs with a minimum number of new hires. It was decided that employees from different departments should be cross-trained to enable them to move from area to area as needed, and a cross-training program is being developed. Which statement best explains why this plan is good for both employees and the company?

-The plan will help employees see the value of all aspects of the business and how their contribution affects productivity.
-The plan will help employees feel more valued, and they will be more productive employees for the company.
-The plan will help employees be able to fill in for others when absences occur, such as vacations, family deaths, or medical emergencies.
-The plan will help employees gain skills, be effective in multiple areas, and feel valued, and the company will be ready to respond more quickly to demand.Clearwater Electronics recently received a complaint via its employee hotline from a terminated employee claiming he was fired because he was disliked by his supervisor, whom he said had harassed him. The HR department handles all harassment claims, and an investigation was immediately opened. One of the first steps the HR director took was to review the former employee's quarterly performance appraisals, which had been signed by both the supervisor and the employee. Over the course of a year, the performance appraisals documented the following: the employee was often absent, had consistently produced poor quality work, and was insubordinate to his supervisor on several occasions. The HR director closed the case after determining the supervisor had appropriately terminated the employee with good cause. Using this case as an example, why is it especially important for performance appraisals to have detailed information on an employee's performance?

-A performance appraisal provides documentation supporting the validity of employment decisions, including promotion, raises, and termination.
-A performance appraisal provides an employee the opportunity to self-assess performance and behaviors.
-A performance appraisal provides information about the struggles an employee might be having at work.
-A performance appraisal provides documentation for the career path of the employee, along with opportunities for training and development.The planning and scheduling department at Clearwater Electronics has approached HR to help conduct job analyses of the positions within the department. This is a big undertaking, and the HR director has met with managers from planning and scheduling to try to understand the reasons behind the request. The department personnel indicated that several employees are not performing as the managers need them to, resulting in poor performance appraisals, and the department as a whole is not meeting its goals. The managers feel they have not hired the right people but acknowledge that perhaps the root problem is that the right job qualifications were not well defined. They feel that conducting a job analysis for the positions in the department will help them better manage performance, make compensation decisions, and determine what training is needed. Is the request for job analyses a valid one?

-The request is not valid because the employees have already been hired. The focus should now be on training and development.
-The request is valid because an accurate job analysis is needed to identify the knowledge, skills, abilities, and traits needed to be successful in a job. Without this, employees cannot know what the performance expectations are.
-The request is valid because a job analysis for each job will allow the managers to terminate employees who do not understand what they are supposed to do.
-The request is not valid because it is impossible to define all the competencies, behaviors, working conditions, and proficiencies needed for every single job.The HR director at Clearwater Electronics has been tasked with leading a performance review of all supervisors in the company. The board specifically wants the HR director to deliver a direct comparison between supervisors across departments to determine whether company-wide goals are being met. The HR director has elected to use a conventional rating method, which is the most common form of performance evaluation. Why would this method be preferred over others?

-The conventional rating method allows the rater to compare employees in all departments on traits and output indicators with quantitative results.
-The conventional rating method allows the rater to describe each employee's strengths and weaknesses and make suggestions for improvement.
-The conventional rating method allows the rater to compare the performance of each employee with that of others, one by one.
-The conventional rating method allows the rater to rank all the employees from best to worst.

Answered by Expert Tutors

onec aliquet.

lestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac
Step-by-step explanation
  • , dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facil
  • s ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum
  • s ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum
  • ipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna
  • ia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui l
  • or nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel l
  • acinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce du
  • fficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem i
  • ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pelle
  • consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultr
  • consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit amet, consectetur adipis
  • o. Donec aliquet. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet.
  • et, consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie cons
  • onec aliquet. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus effici
  • itur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam lacinia pulvin
  • molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit am
The student who asked this found it Helpful
Overall rating 100%
Get unstuck

503,957 students got unstuck by Course
Hero in the last week

step by step solutions

Our Expert Tutors provide step by step solutions to help you excel in your courses