Study with Quizlet and memorize flashcards containing terms like As the director of HR, you are in a meeting with your corporate officers discussing the firm's deliberate use of personnel to gain a competitive edge in the marketplace. You are most likely discussing:, Tony works in the finance department as an accounting clerk. He keeps a time card and receives extra pay for any overtime he works.
Study CH 1 MC flashcards. Create flashcards for FREE and quiz yourself with an interactive flipper.
Study with Quizlet and memorize flashcards containing terms like Employment hardship, Inter-ethnic employment discrimination, Racial profiling and customer abuse and mistreatment A. partly result from poor management practices and lack of supervision. B. can result in widespread negative publicity against organizations. C. None of the above. D. are ways in which organizations participate in ...
Question 28 2 out of 2 points Video response. Review the video on, page 503 of your book; from the 3 statements select which one(s) are correct. Statement 1: Pam had limited awareness of how significant Laurel was being affected immediately after the divorce and did not respond to her daughter’s issues. Statement 2: One of the main contributions to Laurels post-divorce problems are her ...
Business; Operations Management; Operations Management questions and answers; A goal of development is to: O A. address knowledge deficiencies O B. prepare employees for future work O c. develop key skills O D. improve performance on the current job
A significant technology issue for HR is the proper use of the data that its information systems generate.
According to studies, 99.8% of small businesses in the U.S. have less than 100 employees.
A firm considering the volatility of its product market, the degree of change that its product is experiencing over the passing of time, and the number of competitors with which it is competing is probably examining its HR strategy's fit with:
More and more U.S. companies are forming global alliances and trying to develop worldwide cultures in order to smooth over differences among employees.
False. Firms with strong organizational cultures typically perform better than firms without such environments. True. HR strategies that work for one company in an industry will work just as well for another company in the same industry since business environments tend to be similar within industries.
As the director of HR, you are in a meeting with your corporate officers discussing the firm's deliberate use of personnel to gain a competitive edge in the marketplace. You are most likely discussing:
A significant technology issue for HR is the proper use of the data that its information systems generate.
The manager describes Tom as a person who has a strong desire to do the best possible job and put in the maximum effort to perform his assigned tasks. The manager is describing Tom's:
According to studies, 99.8% of small businesses in the U.S. have fewer than 100 employees.
More and more U.S. companies are forming global alliances and trying to develop worldwide cultures in order to smooth over differences among employees
When considering separation of an employee, supervisors should consult with Employee Relations and Legal to confirm that the action is consistent with policy and to ensure that the events leading up to the separation have been properly documented and appropriately evaluated. In most cases, the employee to be separated must meet one of the following criteria:
Take responsibility for the decision and do not include nor blame others for the separation. Designate a point of contact for the individual for any follow-up issues and advise them of their right to contact the HR Service Center or Employee Relations.
Separation of employment is a last resort for when all other efforts to improve performance or behavior have failed. This process is one of the most difficult things a supervisor must do; however, careful planning and documentation can limit misunderstandings and discomfort on behalf of both parties.
Keep the final separation meeting brief and focused. The purpose of the meeting is to communicate the message that the employment relationship is ending. Be prepared to answer questions, but do not engage in a debate about the separation decision. Emphasize that the decision is final.
Conduct the meeting as private as possible, ideally at or near the end of the workday in order to reduce the employee’s potential level of embarrassment. It is recommended to have at least one other member of management present as a witness.
If there are safety concerns, consult the Virginia Tech Police Department and evaluate the need to have a police officer present for the separation meeting or standing by in the area. Remember to consider the potential risk to the university’s electronic data and computer systems. If applicable, instruct your department’s IT support to disable the individual’s network access and email in conjunction with the separation meeting. Should you need to access the employee’s electronic files, emails, voice messages, etc., communicate that to IT.
A significant technology issue for HR is the proper use of the data that its information systems generate.
According to studies, 99.8% of small businesses in the U.S. have less than 100 employees.
A firm considering the volatility of its product market, the degree of change that its product is experiencing over the passing of time, and the number of competitors with which it is competing is probably examining its HR strategy's fit with:
More and more U.S. companies are forming global alliances and trying to develop worldwide cultures in order to smooth over differences among employees.
False. Firms with strong organizational cultures typically perform better than firms without such environments. True. HR strategies that work for one company in an industry will work just as well for another company in the same industry since business environments tend to be similar within industries.