Distinguish between concurrent

Human Resource Management 4

 

Questions:

Q1. Do you think that it is easier to tie human resources to the strategic management process in large or in small organizations? Why?

Q2. Three popular interventions for enhancing worker satisfaction are job enrichment, job rotation, and role analysis. What are the critical differences between these interventions, and under what conditions might one be preferable to the others?

Q3. Explain Collective Bargaining and Labor relation?

Q4. How might the ADA’s reasonable accommodation requirement affect workers such as law enforcement officers and fire fighters?

Q5. The reasonable woman standard recognizes that women have different ideas of what constitutes appropriate behavior than men have. What are the implications of this distinction? Do you think it is a good or bad idea to make this distinction?

Q6. Why have the roles and activities of the HR function changed over the past 20 to 30years? What has been driving this change? How effectively do you think HR has responded?

Q7. Some argue that outsourcing an activity is bad because the activity is no longer a means of distinguishing the firm from competitors. (All competitors can buy the same service from the same provider, so it cannot be a source of competitive advantage.) Is this true? If so, why would a firm outsource any activity?

Q8. Distinguish between concurrent and predictive validation designs, discussing why the latter is to be preferred over the former. Examine each of the nine selection methods discussed in this chapter, and determine which of these would have validity most and least affected by the type of validation design employed.

 

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