The document is a chapter from a human resources management textbook that discusses key concepts and challenges in HRM. It includes a true/false quiz covering topics like the demand for knowledge workers, use of HRIS systems, globalization strategies, managing human capital, and reducing labor costs. The quiz questions cover topics around the changing workforce, technology's impact on HR, and the roles and responsibilities of HR managers.
This document discusses types of gross employment income that are taxable under Malaysian tax law. It covers various types of monetary income like wages, salary, bonuses, and allowances. It also discusses benefits in kind such as company cars, mobile phones, interest subsidies, and furnished accommodation. Various examples are provided to illustrate how different types of income and benefits are treated, such as share options, reimbursements, leave pay, gratuity, and car benefits including the prescribed value method.
The document is a marketing plan for Proton Holdings Berhad (Proton), a major Malaysian automobile company. It provides background on Proton, outlines their vision, mission and objectives. It also analyzes Proton's strategies, strengths, weaknesses, opportunities and threats through a SWOT framework and matrix. The plan evaluates Proton's financial performance and makes recommendations to improve their competitiveness.
Pertumbuhan dan pembangunan ekonomi berbeza dalam skopnya. Pertumbuhan hanya mengukur peningkatan keluaran dan pendapatan manakala pembangunan merangkumi perubahan struktur ekonomi dan sosial serta penyertaan seluruh rakyat dalam proses pembangunan. Globalisasi pula mempercepat integrasi ekonomi dunia melalui perdagangan dan kewangan antarabangsa yang memberi impak positif dan negatif kepada negara sedang membangun
This document provides an overview of human resource management in Malaysia. It discusses the key functions of HR departments including recruitment, safety, employee relations, compensation and benefits, compliance, and training and development. It also outlines the governing body of HR in Malaysia, known as the Ministry of Human Resources (MOHR), and its roles, responsibilities, policies, and current issues related to foreign workers and levies.
Pengaruh Barat dalam berbagai aspek kebudayaan Melayu sangat jelas terlihat, seperti sistem ekonomi kapitalis dan sosialis, demokrasi berparlimen, gaya berfikir modern, dan aliran seni seperti musik barat. Namun, beberapa aspek seperti sosial kekeluargaan tidak sesuai dengan masyarakat Islam di Malaysia.
This document discusses types of gross employment income that are taxable under Malaysian tax law. It covers various types of monetary income like wages, salary, bonuses, and allowances. It also discusses benefits in kind such as company cars, mobile phones, interest subsidies, and furnished accommodation. Various examples are provided to illustrate how different types of income and benefits are treated, such as share options, reimbursements, leave pay, gratuity, and car benefits including the prescribed value method.
The document is a marketing plan for Proton Holdings Berhad (Proton), a major Malaysian automobile company. It provides background on Proton, outlines their vision, mission and objectives. It also analyzes Proton's strategies, strengths, weaknesses, opportunities and threats through a SWOT framework and matrix. The plan evaluates Proton's financial performance and makes recommendations to improve their competitiveness.
Pertumbuhan dan pembangunan ekonomi berbeza dalam skopnya. Pertumbuhan hanya mengukur peningkatan keluaran dan pendapatan manakala pembangunan merangkumi perubahan struktur ekonomi dan sosial serta penyertaan seluruh rakyat dalam proses pembangunan. Globalisasi pula mempercepat integrasi ekonomi dunia melalui perdagangan dan kewangan antarabangsa yang memberi impak positif dan negatif kepada negara sedang membangun
This document provides an overview of human resource management in Malaysia. It discusses the key functions of HR departments including recruitment, safety, employee relations, compensation and benefits, compliance, and training and development. It also outlines the governing body of HR in Malaysia, known as the Ministry of Human Resources (MOHR), and its roles, responsibilities, policies, and current issues related to foreign workers and levies.
Pengaruh Barat dalam berbagai aspek kebudayaan Melayu sangat jelas terlihat, seperti sistem ekonomi kapitalis dan sosialis, demokrasi berparlimen, gaya berfikir modern, dan aliran seni seperti musik barat. Namun, beberapa aspek seperti sosial kekeluargaan tidak sesuai dengan masyarakat Islam di Malaysia.
Resume Lengkap untuk Memohon Kerja (Pelajar Latihan Industri)Rizalshah Zulkifli
Resume ini saya gunakan untuk pemohonan Latihan Industri. Alhamdulillah, semasa subjek softskill (Politeknik), saya mendapat markah yang tinggi kerana isi yang digunakan lengkap dan padat serta mempunyai kreativiti dalam membuat resume.
Apakah peringkat dalam segmentasi pasaran, asas segmentasi pasaran, kriteria segmentasi yang berkesan, apakah tiga strategi liputan pasaran dan strategi pemposisian pasaran.
Proton Holdings Berhad is Malaysia's main car manufacturer, operating in 26 countries and selling over 3.5 million cars in Malaysia alone between 1985-2013. It has joint ventures with international automakers like Mitsubishi, Citroen, and Honda to produce high quality vehicles. Proton's vision is to become a globally successful Malaysian automotive manufacturer through acquiring technology, strengthening Malaysia's industrial capabilities, and leading the nation's industrialization.
BAB 5 membahas tentang asas falsafah pengurusan Islam. Matlamat pengurusan Islam adalah (1) melaksanakan undang-undang Islam dalam semua aspek kehidupan, (2) membangunkan bumi, dan (3) menjalankan tugas sebagai khalifah Allah untuk membangun masyarakat yang adil. Pengurusan Islam berpandukan al-Quran dan al-Sunnah serta maqasid syariah untuk mencapai kesejahteraan manusia secara meny
The document discusses annuities and provides examples of calculating future and present values of ordinary annuity certain. It also discusses amortization schedules. Some key points:
- An annuity is a series of equal payments made at equal time intervals.
- Formulas are provided to calculate the future and present values of annuities based on interest rate, payment amount, number of periods.
- Examples demonstrate using the formulas to solve various annuity problems, including multi-rate annuities.
- Amortization schedules show the breakdown of principal and interest over the payment periods of a loan.
Dokumen tersebut membahas tentang imperialisme, kolonialisme, dan penjajahan kuasa asing di Tanah Melayu dari abad ke-16 hingga abad ke-20. Ia menjelaskan faktor-faktor kedatangan penjajah seperti Portugal, Belanda, dan British serta kesan-kesan penjajahan terhadap pembangunan sosial, ekonomi, politik, dan pendidikan. Dokumen tersebut juga membincangkan langkah-langkah untuk mempertah
The document lists various discourse markers used in the Malay language to structure ideas and indicate relationships between parts of speech. It categorizes discourse markers according to their function, such as adding information, expressing opinions, sequencing events, illustrating examples, indicating causes and effects, making comparisons, and emphasizing or contrasting ideas. Some common terms with similar meanings are also outlined.
Management involves planning, organizing, leading and controlling organizational resources to achieve goals effectively and efficiently. Managers coordinate the efforts of people and ensure tasks are completed. The document discusses definitions of management, the management process, functions of managers, types of managers, managerial skills, roles and challenges of management. It notes management must adapt to ongoing changes like globalization, diversity, technology and team-based structures. Contemporary managers are described as sponsors, communicators, problem-solvers and leaders of change.
This document provides background information on Proton Holdings Berhad (Proton), Malaysia's national car company. It discusses Proton's history from its founding in 1983 to produce Malaysia's first national car, the Proton Saga, up to recent developments such as becoming a private entity owned by DRB-Hicom Berhad in 2012. The document also outlines key events in Proton's history such as launching new models, acquiring Lotus, and producing its one millionth car.
Tamadun Islam didasarkan pada empat asas utama: iman, ibadah, syariah, dan akhlak. Asas-asas ini memainkan peran penting dalam membangun masyarakat Islam secara seimbang antara spiritual dan material sesuai dengan ajaran Al-Quran dan Sunnah. Ciri-ciri khas Tamadun Islam meliputi penekanan nilai-nilai ketuhanan, keseimbangan, dan kesederhanaan dalam segala aspek kehidupan.
The document discusses the principles and philosophy of Islamic management. It outlines the key functions of management in Islam which include planning, organizing, leading, and controlling. Planning involves setting both short-term and long-term goals to be productive servants of Allah. Organizing establishes project and role structures. Leading guides people in their long-term interests. Controlling ensures plans are properly executed. Other principles discussed are Tawhid, Khalifah, Al-Adl, Syura, Ikhlas, freedom, Amanah, reward, Amar Makruf Nahi Munkar, and brotherhood.
This marketing plan is for Tesco Stores (Malaysia) Sdn Bhd, a subsidiary of British retailer Tesco operating in Malaysia. The plan covers situational analysis, objectives, strategies, and marketing elements. Key competitors in Malaysia include Giant, Carrefour, and Jusco, who compete on price, variety of products, and shopping experience. A SWOT analysis identifies Tesco's strengths in brand, customer service and prices, as well as opportunities for growth, but also weaknesses in over-reliance on the UK market and threats from economic declines and competitive pressures. The plan analyzes Tesco's target Malaysian customers and outlines segmentation, targeting, and positioning strategies.
The document provides an overview of marketing concepts including defining marketing as the process of satisfying customer needs through products and value exchanges. It discusses key marketing philosophies like the production, product, selling, and societal marketing concepts. The five steps of marketing process are outlined as understanding customer needs, developing a strategy, constructing a program, building relationships, and capturing profits. Core marketing concepts of products/services, value/satisfaction, needs/wants, exchanges, and markets are explained. The document also briefly touches on ethics, social responsibility, and challenges in modern marketing like technology, globalization, and non-profit applications.
This document discusses the challenges of human resource management in modern organizations. It begins with an introduction on the importance of human resources to an organization's success. It then identifies several challenges HR faces, including globalization, workforce diversity, technological advances, changes in the political/legal and economic environments, information technology revolutions, and organizational restructuring. Additional challenges discussed include professional mobility, the growing importance of strategic HR, and factors like accommodating worker needs, increased managerial complexity, legislation/litigation, consistency, expertise, and human resource costs. The document emphasizes that effective HR management is needed to help organizations adapt to these ongoing changes in the business environment.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
Resume Lengkap untuk Memohon Kerja (Pelajar Latihan Industri)Rizalshah Zulkifli
Resume ini saya gunakan untuk pemohonan Latihan Industri. Alhamdulillah, semasa subjek softskill (Politeknik), saya mendapat markah yang tinggi kerana isi yang digunakan lengkap dan padat serta mempunyai kreativiti dalam membuat resume.
Apakah peringkat dalam segmentasi pasaran, asas segmentasi pasaran, kriteria segmentasi yang berkesan, apakah tiga strategi liputan pasaran dan strategi pemposisian pasaran.
Proton Holdings Berhad is Malaysia's main car manufacturer, operating in 26 countries and selling over 3.5 million cars in Malaysia alone between 1985-2013. It has joint ventures with international automakers like Mitsubishi, Citroen, and Honda to produce high quality vehicles. Proton's vision is to become a globally successful Malaysian automotive manufacturer through acquiring technology, strengthening Malaysia's industrial capabilities, and leading the nation's industrialization.
BAB 5 membahas tentang asas falsafah pengurusan Islam. Matlamat pengurusan Islam adalah (1) melaksanakan undang-undang Islam dalam semua aspek kehidupan, (2) membangunkan bumi, dan (3) menjalankan tugas sebagai khalifah Allah untuk membangun masyarakat yang adil. Pengurusan Islam berpandukan al-Quran dan al-Sunnah serta maqasid syariah untuk mencapai kesejahteraan manusia secara meny
The document discusses annuities and provides examples of calculating future and present values of ordinary annuity certain. It also discusses amortization schedules. Some key points:
- An annuity is a series of equal payments made at equal time intervals.
- Formulas are provided to calculate the future and present values of annuities based on interest rate, payment amount, number of periods.
- Examples demonstrate using the formulas to solve various annuity problems, including multi-rate annuities.
- Amortization schedules show the breakdown of principal and interest over the payment periods of a loan.
Dokumen tersebut membahas tentang imperialisme, kolonialisme, dan penjajahan kuasa asing di Tanah Melayu dari abad ke-16 hingga abad ke-20. Ia menjelaskan faktor-faktor kedatangan penjajah seperti Portugal, Belanda, dan British serta kesan-kesan penjajahan terhadap pembangunan sosial, ekonomi, politik, dan pendidikan. Dokumen tersebut juga membincangkan langkah-langkah untuk mempertah
The document lists various discourse markers used in the Malay language to structure ideas and indicate relationships between parts of speech. It categorizes discourse markers according to their function, such as adding information, expressing opinions, sequencing events, illustrating examples, indicating causes and effects, making comparisons, and emphasizing or contrasting ideas. Some common terms with similar meanings are also outlined.
Management involves planning, organizing, leading and controlling organizational resources to achieve goals effectively and efficiently. Managers coordinate the efforts of people and ensure tasks are completed. The document discusses definitions of management, the management process, functions of managers, types of managers, managerial skills, roles and challenges of management. It notes management must adapt to ongoing changes like globalization, diversity, technology and team-based structures. Contemporary managers are described as sponsors, communicators, problem-solvers and leaders of change.
This document provides background information on Proton Holdings Berhad (Proton), Malaysia's national car company. It discusses Proton's history from its founding in 1983 to produce Malaysia's first national car, the Proton Saga, up to recent developments such as becoming a private entity owned by DRB-Hicom Berhad in 2012. The document also outlines key events in Proton's history such as launching new models, acquiring Lotus, and producing its one millionth car.
Tamadun Islam didasarkan pada empat asas utama: iman, ibadah, syariah, dan akhlak. Asas-asas ini memainkan peran penting dalam membangun masyarakat Islam secara seimbang antara spiritual dan material sesuai dengan ajaran Al-Quran dan Sunnah. Ciri-ciri khas Tamadun Islam meliputi penekanan nilai-nilai ketuhanan, keseimbangan, dan kesederhanaan dalam segala aspek kehidupan.
The document discusses the principles and philosophy of Islamic management. It outlines the key functions of management in Islam which include planning, organizing, leading, and controlling. Planning involves setting both short-term and long-term goals to be productive servants of Allah. Organizing establishes project and role structures. Leading guides people in their long-term interests. Controlling ensures plans are properly executed. Other principles discussed are Tawhid, Khalifah, Al-Adl, Syura, Ikhlas, freedom, Amanah, reward, Amar Makruf Nahi Munkar, and brotherhood.
This marketing plan is for Tesco Stores (Malaysia) Sdn Bhd, a subsidiary of British retailer Tesco operating in Malaysia. The plan covers situational analysis, objectives, strategies, and marketing elements. Key competitors in Malaysia include Giant, Carrefour, and Jusco, who compete on price, variety of products, and shopping experience. A SWOT analysis identifies Tesco's strengths in brand, customer service and prices, as well as opportunities for growth, but also weaknesses in over-reliance on the UK market and threats from economic declines and competitive pressures. The plan analyzes Tesco's target Malaysian customers and outlines segmentation, targeting, and positioning strategies.
The document provides an overview of marketing concepts including defining marketing as the process of satisfying customer needs through products and value exchanges. It discusses key marketing philosophies like the production, product, selling, and societal marketing concepts. The five steps of marketing process are outlined as understanding customer needs, developing a strategy, constructing a program, building relationships, and capturing profits. Core marketing concepts of products/services, value/satisfaction, needs/wants, exchanges, and markets are explained. The document also briefly touches on ethics, social responsibility, and challenges in modern marketing like technology, globalization, and non-profit applications.
This document discusses the challenges of human resource management in modern organizations. It begins with an introduction on the importance of human resources to an organization's success. It then identifies several challenges HR faces, including globalization, workforce diversity, technological advances, changes in the political/legal and economic environments, information technology revolutions, and organizational restructuring. Additional challenges discussed include professional mobility, the growing importance of strategic HR, and factors like accommodating worker needs, increased managerial complexity, legislation/litigation, consistency, expertise, and human resource costs. The document emphasizes that effective HR management is needed to help organizations adapt to these ongoing changes in the business environment.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
This document provides instructions for a final exam for an HRM course. It states that the exam is due on July 13, 2015 by 1159 PM Phoenix time. It informs students to take the exam individually and not share or distribute exam content, as that would violate copyright rules. The exam then lists 25 multiple choice and true/false questions testing knowledge of topics covered in the course, including HRIS, environmental scanning, job analysis, compensation and benefits, employment law, and high-performance work systems.
This document discusses 6 key challenges facing human resources management: 1) responding strategically to competitive changes, 2) competing, recruiting, and staffing globally, 3) setting and achieving corporate social responsibility and sustainability goals, 4) advancing HRM with technology, 5) containing costs while retaining top talent and maximizing productivity, and 6) leveraging diversity. It provides examples and explanations of each challenge and how HR managers can address issues like globalization, technology changes, cost containment, and diversity.
Human resource managers face several challenges, including hiring the right employees, engaging long-tenured staff, succession planning, managing change, developing work culture during mergers and acquisitions, upholding ethics and values, balancing work and personal life, retaining employees, addressing stress and conflict, restructuring organizations, and managing a diverse global workforce. Key responsibilities involve selecting candidates that fit the company culture, maintaining employee morale, preparing for future leadership needs, adapting to shifts in policies and goals, blending different company cultures, setting ethical standards, providing flexibility, minimizing turnover, mitigating workplace issues, adapting organizational structures to changing conditions, and handling cultural differences internationally.
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
The document discusses several technological challenges facing human resource managers, including technological changes, workforce diversity, and how technology is impacting human resource management practices. Specifically, it notes that technology requires fewer skills from workers, has led to deskilling of some jobs and the need to retrain existing workers. It also discusses how technology allows for more efficient work and remote work. Human resource managers must adapt practices like training, recruitment, and retention to address these technological challenges.
TRENDS AND ISSUES in HUMAN RESOURCE MANAGEMENTJasmin Comoda
This document summarizes trends and issues in human resource management. It discusses how globalization, technology, managing change, developing human capital, and responding to market demands are reshaping HR. New technologies like social media and analytics are allowing HR to play a more strategic role. The challenges for HR managers are to stay up to date on innovations and address issues like an aging workforce, skills deficiencies, diversity, and social/legal concerns. The summary provides an overview of the key topics covered in the document.
CHANGING TRENDS, CHALLENGES & ISSUES IN HRMramdasupendra
This document discusses the changing trends, challenges, and issues in human resource management. Some of the major challenges include globalization, technological advances like increased use of IT, quality revolutions, and changes in political and legal environments. There have also been changes in workforce demographics like higher education levels and diversity. Recent trends in HRM include increased outsourcing, e-recruitment, 360-degree feedback, leadership development, work-life balance programs, use of six-sigma practices, and exit policies like golden handshakes and handcuffs. HR professionals must adapt to these changes and challenges by developing innovative strategies to train employees.
Chapter 01 The Challenge of Human Resources ManagementRayman Soe
This document provides an overview of key topics in human resource management. It begins by outlining nine learning objectives, including gaining competitive advantage through people, managing the impacts of globalization and technology, and understanding HR's role in areas like change management and developing intellectual capital. The document then discusses competitive challenges like globalization, technology, managing change, developing human capital, responding to the market, and containing costs. It provides details on how these challenges influence human resource practices. Specific HR functions like recruitment, training, compensation and benefits are also examined. The document concludes by looking at important social and demographic issues that impact HRM like the changing workforce composition and attitudes toward work-life balance.
This document discusses the role and responsibilities of HR, including effectively managing people, linking compensation to competencies, succession planning, and acting as a strategic partner and change agent. It outlines the transition of HR from focusing on basic needs to motivating employees to innovative strategic thinking. Some key challenges for HR are leadership development, creating a consistent culture while allowing local flexibility, attracting multidimensional talent, retention, compensation management, and developing a work-life balance. HR must keep evolving, engage employees, develop innovation through training, and address these challenges by developing an attractive culture, possessing business knowledge, increasing their credibility, and emphasizing training and recognition.
This document discusses emerging trends and issues in human resource management. It begins by highlighting the importance of people to a nation's wealth and the constant change in HR. The future of HR is discussed, with predictions that HR outsourcing will standardize practices while talent remains the competitive advantage. Current issues affecting organizational HR in the future include the changing nature of corporations, the information age, diversity, and social responsibility. Emerging trends for HR managers include concepts like balance scorecards and six sigma. The document concludes by emphasizing the importance of staying aware of contemporary emerging HR issues for business success.
The document summarizes a Six Sigma project conducted by Sharp HealthCare's recruitment team to improve their hiring processes. The project identified inefficiencies, inconsistencies, and areas for improvement. Changes implemented through DMAIC methodology streamlined recruitment processes, standardized definitions, and improved communication. Measurable results included reducing time to fill positions by 32%, increasing applicants per position by 216%, and decreasing expenses on interim staffing by over 50%. The improvements enhanced relationships between recruitment and managers and created a culture of greater accountability.
Chapter 2 the external environment- opportunities threats industry competitio...Dr. Lam D. Nguyen
The document discusses analyzing a firm's external environment including the general, industry, and competitor environments. It describes Porter's five forces model for industry analysis and how it is used to assess the intensity of industry competition. Strategic groups and competitor analysis are also covered, with the importance of gathering competitor intelligence ethically emphasized. Competitor analysis allows firms to understand competitors' objectives, strategies, assumptions and capabilities.
This document contains 80 multiple choice questions that have been solved by Maha Shah for a final term. The questions cover a range of human resources and management topics including personality traits associated with violent behavior, dealing with stress, reducing unsafe working conditions, motivation theories, compensation and benefits, communication patterns, and stressors. Maha Shah provided the answers and solutions to all 80 questions.
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
Macro factors affecting business environmentaayush30
This document discusses macro factors that affect a business's external environment. It defines business and explains that businesses operate within multiple levels of environmental forces, both internal and external. The external forces can provide opportunities or threats and come from the national, regional, or international level. The document then discusses the systems approach to understanding a business's environment, noting that while managers can control internal aspects, broader external systems like the industry, country, region, and global levels are less controllable. It identifies the key components of a business environment as the internal environment and external environment, which includes economic, socio-cultural, political-legal, technological, and international factors.
This document outlines Netflix's culture of freedom and responsibility. Some key points:
- Netflix focuses on attracting and retaining "stunning colleagues" through a high-performance culture rather than perks. Managers use a "Keeper Test" to determine which employees they would fight to keep.
- The culture emphasizes values over rules. Netflix aims to minimize complexity as it grows by increasing talent density rather than imposing processes. This allows the company to maintain flexibility.
- Employees are given significant responsibility and freedom in their roles, such as having no vacation tracking or expense policies beyond acting in the company's best interests. The goal is to avoid chaos through self-discipline rather than controls.
- Providing
This document provides an overview of interview skills and types of interviews. It discusses the basic features of interviews, including that an interview is a procedure to obtain oral responses to oral inquiries. It describes the main types of interviews as selection, appraisal, and exit interviews. It also outlines structured and unstructured interview formats. Additionally, it details factors that can affect interviews, such as first impressions, misunderstanding the job, and personal characteristics of the interviewer and interviewee. Finally, it provides tips for designing, conducting, and preparing for effective interviews.
Information Technology Project Management, Revised 7th edition test bank.docxssuserf63bd7
https://qidiantiku.com/test-bank-for-information-technology-project-management-revised-7th-edition-by-kathy-schwalbe.shtml
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This document contains an exam paper on international business management. It has 3 sections - Section A contains objective type questions, Section B contains case studies, and Section C contains applied theory questions. Section A has 2 parts - multiple choice questions and short answer questions. Section B contains 2 case studies on the EU's competitiveness and the country of Peru. Section C asks students to imagine they are the director of an international lending institution and analyze different export financing instruments. The exam tests students' knowledge of key concepts in international business and their ability to apply theories to real world case studies and scenarios.
This document outlines potential exam questions for a midterm on asset management. It lists 6 possible questions that could be asked, with the chapter and page number where the answer can be found. The questions cover topics like defining personal financial planning, distinguishing wealth management from other financial institutions, how financial planners are compensated, challenges facing the financial industry from technological changes, and changes in client demographics. Students are asked to share details on the two news stories they found most insightful from a weekly global financial news report, including the main points, knowledge learned, and their thoughts.
Ernst and Young is a global professional services firm that provides audit, tax, and advisory services. It was formed in 1989 by the merger of Arthur Young & Co. and Ernst & Whinney. The document discusses Ernst and Young's values of integrity and public protection. It also outlines the career progression from staff accountant to partner. Staff accountants focus on audit work, while managers supervise staff and clients. The summary advises staff to prepare for more responsibilities and clients as managers through training, networking, and time management. Managers should help staff prepare and develop skills for further promotion.
Ernst and Young is a global professional services firm that provides audit, tax, and advisory services. It was formed in 1989 by the merger of Arthur Young & Co. and Ernst & Whinney. The document discusses Ernst and Young's business, values, history, human resources practices, and changes in the public accounting industry. It also provides advice for staff accountants transitioning to managers and steps managers can take to help prepare staff and themselves for potential partnership.
Principles Of Economics Asia Pacific 7th Edition Gans Test BankChandlerAverys
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2.4. Policies to recover from ®nancial crises The last lesson, I would like to draw is that traditional measures used in industrialized countries to extirpate themselves from ®nancial crises may be counterproductive in emerging market countries. In industrialized countries, the standard prescription for emerging from a ®nancial crisis is for the central bank to become a lender of last resort and to pursue expansionary monetary policy. Suppose that an expansionary monetary policy were followed in an emerging market country. In the emerging market country, the expansionary monetary policy is likely to cause expected in¯ation to rise dramatically and the domestic currency to depreciate sharply. As we have seen above, the depreciation of the domestic currency leads to a deterioration in ®rms' and banks' balance sheets because much of their debt is denominated in foreign currency, thus raising the burden of indebtedness and lowering banks' and ®rms' net worth. In addition, the upward jump in expected in¯ation is likely to cause 11 For example, see Hausman and Gavin (1995). 12 See Mishkin (1996). F.S. Mishkin / Journal of Banking & Finance 23 (1999) 1521±1533 1531 interest rates to rise, causing interest payments to soar and the cash ¯ow of households and ®rms to decline. Again, the result is a deterioration in households' and ®rm's balance sheets, and potentially greater loan losses to banks. In the wake of a ®nancial crisis, the net result of expansionary monetary policy given the institutional structure of ®nancial markets in emerging market countries is that it hurts the balance sheets of households, ®rms and banks. Thus, in emerging market countries, expansionary monetary policy is not a viable policy to promote recovery from a ®nancial crisis. For similar reasons, lender of last resort actions by the central bank may not be as successful as in an industrialized country. Given the past record on in- ¯ation in an emerging market country, central bank lending to the ®nancial system in the wake of a ®nancial crisis which expands domestic credit might arouse fears of in¯ation spiraling out of control. We have already seen that if in¯ation expectations rise, leading to higher interest rates and exchange rate depreciation, cash ¯ow and balance sheets will deteriorate making recovery from the ®nancial crisis less likely. The lender of last resort role of a central bank must therefore be used far more cautiously in an emerging market country.
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- Coordination between firms through mergers or common ownership can impact competitors' incentives to innovate. If coordination reduces market competition, it increases competitors' profits and discourages their research and development efforts.
- Coordination also affects firms' incentives to invest in their own innovation. By internalizing gains from coordination, firms' incremental profits from successful innovation decrease, reducing their R&D incentives.
- Firms with monopsony power over suppliers can manipulate input purchases and prices to influence suppliers' R&D incentives, such as by decreasing current purchases and prices to pressure suppliers to invest in innovation.
- Firms can also commit to high prices to soften competition and discourage competitors' innovation efforts, potentially allowing prices
Similar to Chapter 1—the challenge of human resources management (11)
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
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A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Chapter 1—the challenge of human resources management
1. CHAPTER 1—THE CHALLENGE OF HUMAN RESOURCES
MANAGEMENT
TRUE/FALSE
1. In general, many companies are realizing diminished demand for "touch labor" and an increasing
demand for "knowledge workers."
ANS: T PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: K
2. Knowledge workers are employees whose responsibilities focus on problem solving.
ANS: F PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: U
3. A Human Resource Information System (HRIS) provides current and accurate data for control and
decision-making by managers.
ANS: T PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: K
4. To proactively manage change, organizations should wait to see how external forces impact an
organization's performance, then develop a plan to address those changes.
ANS: F PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: U
5. The strategies companies are pursuing today increasingly involve one or more elements of
globalization.
ANS: T PTS: 1 REF: p. 8 OBJ: 1-2 TYPE: K
6. A firm's ability to compete through people depends upon its ability to manage human capital.
ANS: T PTS: 1 REF: p. 4 OBJ: 1-1 TYPE: U
7. Human capital is owned by the organization and is part of the company's core competencies.
ANS: F PTS: 1 REF: p. 5 OBJ: 1-3 TYPE: K
8. Companies are increasingly rotating non-HR managers into HR positions and vice versa to give
exposure to different areas of the organization.
ANS: T PTS: 1 REF: p. 8 OBJ: 1-8 TYPE: A
9. Proactive change is change that occurs when external forces have started affecting performance.
ANS: F PTS: 1 REF: p. 8 OBJ: 1-2 TYPE: U
10. Human capital is intangible, but can still be managed the way organizations manage jobs, products,
and technologies.
ANS: F PTS: 1 REF: p. 5 OBJ: 1-1 TYPE: U
11. Development of human capital is the responsibility of the HR group.
2. ANS: F PTS: 1 REF: p. 5 OBJ: 1-1 TYPE: U
12. Total-quality management is a set of principles and practices whose core ideas include doing things
right the first time and striving for continuous improvement.
ANS: T PTS: 1 REF: p. 7 OBJ: 1-1 TYPE: K
13. To be successful, organizations should constantly seek to align their processes with customer needs.
ANS: T PTS: 1 REF: p. 7 OBJ: 1-1 TYPE: U
14. 'Six Sigma' refers to the six criteria for Malcolm Baldrige National Quality Award.
ANS: F PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: U
15. Six Sigma is a set of principles and practices whose core ideas include doing things right the first time
and striving for continuous improvement.
ANS: F PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: K
16. In absolute terms, the United States remains the world’s most productive nation, even when it comes to
manufacturing.
ANS: T PTS: 1 REF: p. 20 OBJ: 1-5 TYPE: K
17. Reengineering is a statistical method of translating customer needs into separate tasks and defining the
best way to perform each task.
ANS: F PTS: 1 REF: p. 7 OBJ: 1-1 TYPE: K
18. Over the past twenty-five years, the employment relationship between companies and
employees has shifted from transaction based to relationship based.
ANS: F PTS: 1 REF: p. 18 OBJ: 1-5 TYPE: U
19. Labor costs are one of the largest expenditures of any organization.
ANS: T PTS: 1 REF: p. 16 OBJ: 1-5 TYPE: K
20. Furloughing is a situation in which a firm asks an employee to take time off, but the employee is still
provided with full pay and benefits.
ANS: F PTS: 1 REF: p. 18 OBJ: 1-5 TYPE: K
21. Methods of reducing labor costs include downsizing, outsourcing, and employee leasing.
ANS: T PTS: 1 REF: p. 16 OBJ: 1-5 TYPE: K
22. Downsizing is often used by organizations for the planned elimination of jobs.
ANS: T PTS: 1 REF: p. 7 OBJ: 1-1 TYPE: K
3. 23. Downsizing was used extensively by firms during the Great Recession of 2008, causing the U.S.
unemployment rate to jump up to about 10 percent.
ANS: T PTS: 1 REF: p. 16 OBJ: 1-5 TYPE: K
24. Technology, transportation, communications, and utilities industries tend to spend
the least on training.
ANS: F PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: K
25. Some organizations have instituted "No Layoff" policies to help preserve institutional memory and
worker productivity.
ANS: T PTS: 1 REF: p. 17 OBJ: 1-5 TYPE: K
26. Outsourcing refers to employing workers in their homes rather than within the traditional office
environment.
ANS: F PTS: 1 REF: p. 18 OBJ: 1-5 TYPE: U
27. Offshoring greatly improves key competencies of a firm.
ANS: F PTS: 1 REF: p. 19 OBJ: 1-5 TYPE: K
28. Corporate social responsibility requires the organization to act in the best interests of the people AND
communities affected by its activities.
ANS: T PTS: 1 REF: p. 10 OBJ: 1-3 TYPE: U
29. Older workers have significantly higher training costs than younger workers.
ANS: F PTS: 1 REF: p. 24 OBJ: 1-6 TYPE: K
30. Educational level is positively related to annual earnings.
ANS: T PTS: 1 REF: p. 26 OBJ: 1-7 TYPE: U
31. As many as half of all high school seniors are unable to handle basic math involving fractions,
decimals, and simple algebra.
ANS: T PTS: 1 REF: p. 26 OBJ: 1-7 TYPE: U
32. Women now account for slightly more than half of the American workforce.
ANS: F PTS: 1 REF: p. 24 OBJ: 1-6 TYPE: K
33. By 2050, the percentage of Hispanics in the United States is expected to nearly triple, while
the percentage of people of Asian descent is expected to significantly decrease.
ANS: F PTS: 1 REF: p. 22 OBJ: 1-6 TYPE: U
34. Older workers are often willing to work flexible hours.
ANS: T PTS: 1 REF: p. 24 OBJ: 1-6 TYPE: U
4. 35. Employees today are less likely to define success in terms of financial gain.
ANS: T PTS: 1 REF: p. 28 OBJ: 1-7 TYPE: K
36. Family-friendly practices include offering flexible hours, telecommuting, and job sharing.
ANS: T PTS: 1 REF: p. 28 OBJ: 1-7 TYPE: U
37. One of the responsibilities of HR managers is to provide advice and counsel to line managers.
ANS: T PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: U
38. An HR manager is typically expected to function as an in-house consultant to supervisors, managers,
and executives.
ANS: T PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: K
39. Because HR managers function in an advisory role, they are responsible for issuing policy revisions
and implementing them.
ANS: F PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: A
40. One of the roles of HR managers is to act as employee advocates despite their positions as managers.
ANS: T PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: U
41. HR managers establish credibility by supporting the policies and values of the firm.
ANS: F PTS: 1 REF: p. 32 OBJ: 1-8 TYPE: A
42. Employee leasing shifts administrative costs from the company to a professional employer
organization.
ANS: T PTS: 1 REF: p. 20 OBJ: 1-5 TYPE: K
MULTIPLE CHOICE
1. Which of the following is NOT a competitive challenge within the Human Resources Management
framework?
a.b changes in the marketplaceglobalizationtechnologyemployee rights
.c.
ANS: D PTS: 1 REF: p. 6 OBJ: 1-1 TYPE: K
d.a
.b.
The World Trade Organization (WTO) utilizes ____ to establish rules and guidelines for
c.d
global commerce.
.a.
NAFTA (North American Free Trade Agreement)GATT (General Agreement on Tariffs
b.c
and Trade)FTAA (Free Trade Area of the Americas)APEC (Asia Pacific Economic
.d.
Cooperation)
a.b
.c. ANS: B PTS: 1 REF: p. 9 OBJ: 1-2 TYPE: K
d.a
.b. Knowledge workers require skills in all of the following areas except:
c.d computer programming.planning.decision-making.problem solving.
5. .a.
ANS: A PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: U
b.c
.d.
Which of the following is the largest employment agency in the United States?
a.b
Snelling Personnel ServicesKelly ServicesManpower Inc.Labor Ready
.c.
d.a ANS: C PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: K
.b.
c.d An HRIS extends information technology beyond storing and retrieving information to:
.a. overseeing production planning.providing current and accurate data for purposes of
b.c control and decision making.providing managers easy access to personnel records.serving
.d. as an intranet communication system.
a.b
.c. ANS: B PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: U
d.a
.b. Which of the following is not a primary impact that technology has had on HRM?
c.d It has altered the methods of collecting employment information.It has speeded up the
.a. processing of employment data.It has diminished the role of supervisors in managing
b.c employees.It has improved the processes of internal and external communications.
.d. ANS: C PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: K
a.b
.c. The operational impact of information technology on HRM includes all of the following
d.a except:
.b. administering benefits programs.improving productivity internal to the HR
c.d function.providing a direct connection to recruitment sources such as
.a. Monster.com.automating routine tasks.
b.c
.d. ANS: C PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: K
a.b
.c. The first step in choosing an HRIS is for the HR personnel to:
d.a evaluate the most time-consuming tasks.examine the user-friendliness of the
.b. software.calculate the cost savings in using an HRIS.calculate the time required to train
c.d the HR staff.
.a. ANS: A PTS: 1 REF: p. 14 OBJ: 1-4 TYPE: K
b.c
.d. A needs assessment for IT investments should include all of the following except:
a.b Initial costs and annual maintenance.Who will have access to private records.Ability to
.c. upgrade.User friendly capability.
d.a
.b. ANS: B PTS: 1 REF: p. 15 OBJ: 1-4 TYPE: K
c.d
.a. ____ is closely related to corporate social responsibility.
b.c downsizingfurloughingsustainabilityoffshoring
.d. ANS: C PTS: 1 REF: p. 10 OBJ: 1-3 TYPE: K
a.b
.c. Organizational changes are said to be ____ when external forces have already affected an
d.a organization's performance.
.b. proactiveintentionalreactivenegative
c.d
.a. ANS: C PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: K
b.c
.d. What change is initiated by management to take advantage of targeted opportunities?
a.b proactiveintentionalreactivenegative
.c.
ANS: A PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: K
d.a
6. .b.
c.d Today, approximately ____ of private sector workers have pension plans?
.a. 5 percent15 percent25 percent40 percent
b.c
ANS: B PTS: 1 REF: p. 16 OBJ: 1-5 TYPE: K
.d.
a.b
____ is the process of moving jobs closer to one’s home country.
.c.
Nearshoring OutsourcingOffshoringThe Boomerang Effect.
d.a
.b. ANS: A PTS: 1 REF: p. 20 OBJ: 1-5 TYPE: K
c.d
.a. Millennials are also known as:
b.c Baby BoomersGeneration XGeneration YScreenagers
.d.
a.b ANS: C PTS: 1 REF: p. 24 OBJ: 1-6 TYPE: K
.c.
d.a The value, skills, and capabilities that have a tremendous impact on an organization's
.b. performance but does not show up on its balance sheet are known as:
c.d intellectual capital.human capital.core competencies.employee capital.
.a. ANS: B PTS: 1 REF: p. 4 OBJ: 1-1 TYPE: K
b.c
.d. Women who are employed full-time today earn make about ____ of what men employed
a.b full-time make.
.c. 50%2/3’s80%100%
d.a
.b. ANS: C PTS: 1 REF: p. 25 OBJ: 1-6 TYPE: K
c.d
.a. To build human capital in organizations, managers should rely upon staffing programs that
b.c focus on:
.d. identifying cheap sources of qualified labor.identifying and hiring the best and brightest
a.b talent available.identifying college graduates with the requisite skills.identifying
.c. individuals with highly specialized skills.
d.a ANS: B PTS: 1 REF: p. 5 OBJ: 1-1 TYPE: A
.b.
c.d _____ is a process used to translate customer needs into a set of optimal tasks that are
.a. performed in concert with one another.
b.c Six SigmaTotal Quality ManagementReengineering Change Management
.d.
a.b ANS: A PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: K
.c.
d.a Managers have to find ways to empower employees and encourage their participation and
.b. involvement to more fully utilize human capital because:
c.d They are figured as part of training costs.Firms are moving away from team-based
.a. structures.Employee skills often go unused.Knowledge exchange is the best method of
b.c human capital development.
.d. ANS: C PTS: 1 REF: p. 5 OBJ: 1-1 TYPE: U
a.b
.c. A survey conducted by the Human Resource Planning Society revealed that ____ percent
d.a of the responding companies believe that their HR group plays an important role in
.b. developing human capital.
c.d less than 30nearly 50between 30 and 40nearly 65
.a.
b.c ANS: D PTS: 1 REF: p. 5 OBJ: 1-1 TYPE: U
.d.
a.b About ___ of what Americans produce every year dollar-wise is sold abroad.
7. .c. 50 percent 30 percent10 percent 2 percent
d.a
ANS: C PTS: 1 REF: p. 9 OBJ: 1-2 TYPE: K
.b.
c.d
TQM:
.a.
Focuses on understanding customer needs, doing things right the first time, and striving
b.c
for continuous improvement.Uses statistical methods to translate customer needs into
.d.
separate tasks and defining the best way to perform them.Fundamentally redesigns
a.b
business processes to achieve improvements in cost, quality, service, and speed.Changes
.c.
the purpose and function of the HR group.
d.a
.b. ANS: A PTS: 1 REF: p. 7 OBJ: 1-1 TYPE: K
c.d
.a. The trend towards opening up foreign markets to international trade and investment is
b.c knows as:
.d. globalizationoffshoringoutsourcinginternational economic diversity
a.b
.c. ANS: A PTS: 1 REF: p. 8 OBJ: 1-2 TYPE: K
d.a
.b. Six Sigma is a systematic approach to quality that:
c.d Focuses on understanding customer needs, doing things right the first time, and striving
.a. for continuous improvement.Uses statistical methods to translate customer needs into
b.c separate tasks and defining the best way to perform them.Fundamentally redesigns
.d. business processes to achieve improvements in cost, quality, service, and speed.Focuses on
a.b improving the HR function through six principles.
.c. ANS: B PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: K
d.a
.b. ______ paved the way for the formation of many major trade agreements and institutions.
c.d GATTThe WTONAFTAThe EU
.a.
b.c ANS: A PTS: 1 REF: p. 9 OBJ: 1-2 TYPE: U
.d.
a.b Reengineering:
.c. Focuses on understanding customer needs, doing things right the first time, and striving
d.a for continuous improvement.Uses statistical methods to translate customer needs into
.b. separate tasks and defining the best way to perform them.Fundamentally redesigns
c.d business processes to achieve improvements in cost, quality, service, and speed.Changes
.a. the purpose and function of the HR group.
b.c ANS: C PTS: 1 REF: p. 7 OBJ: 1-1 TYPE: K
.d.
a.b Which of the following is NOT a characteristic of organizations that have been successful
.c. in engineering change?
d.a linking the change to business strategyEngaging key employees early in the change
.b. processinvesting in the implementation of changeshowing how the change has created
c.d qualitative benefits
.a.
b.c ANS: D PTS: 1 REF: p. 8 OBJ: 1-1 TYPE: A
.d.
a.b Which of the following is one of the largest expenditures of service companies?
.c. production costs.marketing costs.labor costs.distribution costs.
d.a ANS: C PTS: 1 REF: p. 16 OBJ: 1-5 TYPE: K
.b.
c.d Which of the following is not an approach used by organizations to try to lower labor
.a. costs?
b.c
8. .d. productivity enhancementsoutsourcingemployee leasingemployee development
a.b
ANS: D PTS: 1 REF: pp. 19-20 OBJ: 1-5 TYPE: U
.c.
d.a
Which strategy is the planned elimination of jobs?
.b.
downsizing.outsourcingTQMreengineering
c.d
.a. ANS: A PTS: 1 REF: p. 7 OBJ: 1-1 TYPE: K
b.c
.d. Approximately ____ of the U.S. economy today is affected by international competition,
a.b including small companies.
.c. 25-40 percent50-65 percent70-85 percent90-100 percent
d.
(1) ANS: C PTS: 1 REF: p. 9 OBJ: 1-2 TYPE: K
(2)
(3) A Watson Wyatt study showed that companies with excellent recruiting and retention
(4) policies provide a ____ return to shareholders compared to those that do not.
(1) exact rate of1.4% lower rate of 1.4% higher rate of14% higher rate of
(2) ANS: C PTS: 1 REF: p. 17 OBJ: 1-5 TYPE: K
1.
2. Layoffs can incur all of the following hidden costs except:
3. pension and benefit payoffsincreased training expensesloss of institutional memory and
human capitala paranoid, political workforce
ANS: B PTS: 1 REF: p. 17 OBJ: 1-5 TYPE: K
Which one of the following is not an HR cost that is typically incurred as a result of
downsizing?
severance payvacation and sick-day payoutspotential lawsuitsdevelopmental expenses
ANS: D PTS: 1 REF: p. 17 OBJ: 1-5 TYPE: A
A fiercely loyal workforce, a recruiting edge, and workers who aren't afraid to innovate are
all benefits of:
downsizingoutsourcingcompanies that establish "no layoff" policiesproductivity
enhancements
ANS: C PTS: 1 REF: p. 17 OBJ: 1-5 TYPE: K
Hiring someone outside the company to perform tasks that could be done internally is
known as:
outplacement.contracting.outsourcing.employee leasing.
ANS: C PTS: 1 REF: p. 18 OBJ: 1-5 TYPE: K
The practice of moving jobs overseas is known as:
outplacement.offshoring.outsourcing.employee leasing.
ANS: B PTS: 1 REF: p. 19 OBJ: 1-5 TYPE: K
A method of containing costs that allows firms to maintain working relationships while
shifting administrative costs to another firm is known as ____.
OutsourcingEmployee LeasingGainsourcingProfessional employer organization
ANS: B PTS: 1 REF: p. 20 OBJ: 1-5 TYPE: K
Employee productivity be summarized as a function of all of the following except:
9. AbilityMotivationEnvironmentCompensation
ANS: D PTS: 1 REF: p. 20 OBJ: 1-5 TYPE: U
It is anticipated that in the future, the American workforce will exhibit:
about the same demographic mix as it does today.an increase in ethnic diversity.a decrease
in ethnic diversity.a decrease in the number of older workers.
ANS: B PTS: 1 REF: p. 22 OBJ: 1-6 TYPE: A
Baby Boomers comprise approximately ____ of the population.
16 percent26 percent36 percent46 percent
ANS: B PTS: 1 REF: p. 23 OBJ: 1-6 TYPE: K
Managers are concerned that the expertise of employees will be rapidly drained from their
companies because:
recruitment of minorities is increasinglarge portions of some workforces are nearing
retirementolder workers' skills and performance declineolder workers have higher
absentee and accident rates
ANS: B PTS: 1 REF: p. 23 OBJ: 1-6 TYPE: K
Labor force demographics are expected to change in which of the following ways?
Minorities will make up a smaller share of the U.S. labor force than they did in the
past.Women will make up a smaller share of the U.S. labor force than they did in the
past.Shrinking pool of entry-level workers.Increased use of temporary workers.
ANS: C PTS: 1 REF: p. 29 OBJ: 1-7 TYPE: U
Older workers:
have lower performance than younger workershave higher performance than younger
workersare more willing to work more flexible hourslearn new behaviors more quickly
because of their experience
ANS: C PTS: 1 REF: p. 24 OBJ: 1-6 TYPE: K
Over the last few decades, the educational attainment of the U.S. labor force has:
risen dramatically.fallen dramatically.remained at about the same level.had little influence
on HRM.
ANS: A PTS: 1 REF: p. 26 OBJ: 1-7 TYPE: K
The average payoff in annual earnings from education has:
declined.remained the sameincreasedresulted in a higher literacy rate
ANS: C PTS: 1 REF: p. 26 OBJ: 1-7 TYPE: K
Approximately ___ of mother with school-age children are employed.
11 percent31 percent51 percent71 percent
ANS: D PTS: 1 REF: p. 24 OBJ: 1-6 TYPE: K
The use and disclosure of personal medical information is protected by:
the Privacy Act of 1974the Health Insurance Portability and Accountability Act of 1996the
Electronic Communications Privacy Act of 1986Title VII of the Civil Rights Act of 1964
ANS: B PTS: 1 REF: p. 27 OBJ: 1-7 TYPE: U
10. Which of the following does not represent a cultural change emerging in organizations?
an increased concern for privacychanging attitudes toward workbalancing work and
family demandsaccommodating unemployed workers
ANS: D PTS: 1 REF: p. 27 OBJ: 1-7 TYPE: U
Employee rights include all of the following except:
company funded pension plan.equal employment opportunity.union representation.equal
pay for equal work.
ANS: A PTS: 1 REF: p. 27 OBJ: 1-7 TYPE: K
In an attitude survey of 3000 workers, 86 percent of workers said that ____ were their top
priorities.
work-life balance and being successful at workwork fulfillment and work-life
balancework fulfillment and being successful at workbeing successful at work and high
pay
ANS: B PTS: 1 REF: p. 28 OBJ: 1-7 TYPE: K
Family friendly work options include all of the following except:
day care.spousal benefitsparental leave.job sharing.
ANS: B PTS: 1 REF: p. 28 OBJ: 1-7 TYPE: K
About _____ of Fortune 500 companies provide same-sex partner health insurance
benefits.
34 percent 57 percent72 percent81 percent
ANS: B PTS: 1 REF: p. 28 OBJ: 1-7 TYPE: K
Which of the following is False?
A majority of employees have no children under 18Family friendly policies have no
positive outcomes for firmsFlextime options are on the rise for employeesFamily friendly
policies may include day care, part-time work, and job sharing
ANS: B PTS: 1 REF: p. 28 OBJ: 1-7 TYPE: A
A firm’s top ____ manager is in a good position to be the “chief ethics officer” of an
organization.
HRFinanceProductionMarketing
ANS: A PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: K
Which of the following is NOT an issue related to employee rights?
equal pay for equal workwhistle-blowingconcerns for privacyjob sharing
ANS: D PTS: 1 REF: p. 29 OBJ: 1-7 TYPE: U
As an employee advocate, HR managers:
formulate and issue policy revisionslisten to employees and represent their needs to
management.provide individual orientation and training to every employee.assist
employees with labor negotiations.
ANS: B PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: K
____ is a competency of the HR manager that entails knowing the business of their
11. organization thoroughly. One must understand its economic and financial capabilities as
well as develop external relations skills focused on their customers.
Change MasteryHR MasteryBusiness MasteryPersonal Credibility
ANS: C PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: U
Which of the following is NOT a general responsibility of the HR manager?
Employee supervisionStrategic advice and counselPolicy formulation and
implementationEmployee advocacy
ANS: A PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: U
____ is a competency of the HR manager earned by developing personal relationships
with internal customers, by demonstrating the values of the firm, by standing up for one's
own beliefs, and by being fair-minded in dealing with others.
Change MasteryHR MasteryBusiness MasteryPersonal Credibility
ANS: D PTS: 1 REF: pp. 31-32 OBJ: 1-8 TYPE: U
Globalization is really of interest to_________ companies.
serviceconsumer productlargeall
ANS: D PTS: 1 REF: p. 9 OBJ: 1-2 TYPE: K
Free trade agreements stir fierce debate, especially when it comes to____________.
equal employment opportunities for womenjobsproprietary technologyinformation
exchange
ANS: B PTS: 1 REF: p. 10 OBJ: 1-2 TYPE:A
Globalization has led to a new focus on________________.
corporate social responsibilitymediarecruitingemployee performance evaluation
ANS: A PTS: 1 REF: p. 10 OBJ: 1-2 TYPE: K
The most obvious impact of technology on HRM has been_____________.
in the area of HR researchoperationalapplying the latest government regulationsin
outsourcing jobs
ANS: B PTS: 1 REF: p. 13 OBJ: 1-4 TYPE: K
Understanding the organization’s customers and economic and financial capabilities is a
part of which of the following competencies required of HR managers?
personal credibilityHR masterybusiness masterychange mastery
ANS: C PTS: 1 REF: p. 31 OBJ: 1-8 TYPE: K
Human capital is _____ and _____ be managed the way organizations manage jobs,
products, and technologies.
tangible; cannottangible; canintangible; cannottangible; can
ANS: C PTS: 1 REF: p. 5 OBJ: 1-1 TYPE:U
L. L. Bean softened the impact of downsizing on its employees through_____.
early retirement and “sweetened” voluntary separation programsoutplacementhefty
benefitsaggressive career counseling
ANS: A PTS: 1 REF: p. 17 OBJ: 1-5 TYPE: K
12. In absolute terms, which country in the world is most productive?
JapanUnited StatesGermanySweden
ANS: B PTS: 1 REF: p. 20 OBJ: 1-5 TYPE: K
Today about _____ % of women in the U.S. 16 years of age and older participate in the
work force.
40803060
ANS: D PTS: 1 REF: p. 24 OBJ: 1-6 TYPE: K
ESSAY
What are the seven competitive challenges facing human resources management
departments?
ANS:
Students should expand upon the following:
1. Responding strategically to changes in the marketplace;
2. Competing, recruiting and staffing globally;
3. Setting and achieving corporate social responsibility and sustainability goals;
4. Advancing HRM with technology;
5. Containing costs while retaining top talent and maximizing productivity;
6. Responding to the demographic and diversity challenges of the workforce;
7. Adapting to educational and cultural shifts affecting the workforce.
PTS: 1 REF: pp. 6-26 OBJ: 1-1 | 1-2 | 1-3 | 1-4 | 1-5 | 1-6 | 1-7
Discuss the concept of downsizing and some of the hidden costs associated with it.
ANS:
Downsizing is defined as the planned elimination of jobs. Employers have used
downsizing extensively during the Great Recession. It has now become a tool continually
used by companies to adjust to changes in technology, globalization, and the firm’s
business direction. Some of the hidden costs associated with downsizing include:
1. severance and rehiring costs;
2. accrued vacation and sick day payouts;
3. pension and benefit payouts;
4. potential lawsuits from aggrieved workers;
5. a loss of institutional memory and trust in management;
6. a lack of staff when the economy rebounds;
7. survivors who are risk averse, paranoid, and focused on company politics.
PTS: 1 REF: p. 17 OBJ: 1-5
Explain the major activities for which the HR manager is typically responsible.
ANS:
1. Strategic advice and counsel. The HR manager serves as in-house counsel to managers,
supervisors and executives. They may help in the areas of legal compliance and ethical
decision-making, as well as serving on compensation committees.
2. Service. HR managers perform such services as recruiting, selecting, testing, and
13. planning and conducting training programs.
3. Policy formation and implementation. HR managers propose, draft, and at times
interpret company policy. They also monitor employees to ensure that they are following
established policies, procedures and protocols.
4. Employee advocacy. HR managers listen to employee concerns and represent their
needs. The HR manager must ensure that the interests of the employee align with the
interests of the organization.
PTS: 1 REF: p. 31 OBJ: 1-8
What implications do the anticipated changes in age and demographics of the workforce
have for the management of human resources?
ANS:
Demographically, the labor force is expected to age (with the aging of the baby boomers),
creating a larger number of older workers and a shrinking pool of young workers. HRM
implications for aging workers include increases in
the competition for entry level workers;the costs of compensation, health care, and retirement
benefits;career plateauing and related motivational concerns; andtraining techniques that
help senior workers "unlearn" old behaviors while acquiring new ones.
Diversity in the workplace will continue, with a higher proportion of women and minorities in the
workforce. HRM efforts that will be required to accommodate the needs of these workers
include
flexible schedules, parental leave, and day-care options for dual-career families;
andtraining for supervisors in the management of a diverse workforce.
Educational levels are expected to rise, but functional and technological illiteracy will
continue to be a problem for employers. HR managers will need to plan training programs
to assist employees in attaining basic and developmental skills and overcoming these
deficiencies.
Managing diversity involves managing employees as individuals while maintaining
awareness of characteristics common to all employees.
PTS: 1 REF: pp. 21-26 OBJ: 1-5 | 1-6 | 1-7
What are some of the key competencies needed by Human Resource Managers to become
full business partners?
ANS:
As top executives expect HR managers to assume a broader role in overall organizational
strategy, many of these managers will have to acquire a complementary set of
competencies. These competencies are business mastery, HR mastery, change mastery, and
personal credibility.
Business mastery. HR professionals need to know the business of their organization
thoroughly. This required HR professionals to develop skills at customer focused external
relations and an understanding of their organization’s economic and financial capabilities.
These skills will enable them to join a team of “business managers” to develop the firm’s
strategic direction.HR mastery. HR professionals are a firm’s behavioral science experts. It
is important that they are current with developments and changes in their professional
field.Personal credibility. This competency is earned by developing personal relationships
with internal customers, by demonstrating the values of the firm, by standing up for one's
own beliefs, and by being fair-minded in dealing with others.
PTS: 1 REF: p. 31 OBJ: 1-8
14. Describe the role of the line manager.
ANS:
Managing people ultimately depends on the effective supervisor and line manager. This
text tries to help all managers manage effectively. Close cooperation between HRM and
line management is always needed. More people become line managers than HR
specialists. Each group needs to understand and be able to work together with the other.
They each play significant roles in contributing to organizational effectiveness.
PTS: 1 REF: p. 30 OBJ: 1-7