Professional Documents
Culture Documents
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III ASSESSING WHAT YOU KNOW ABOUT MAJOR SHRM HR CONTENT AREAS
List of SHRM Recommended HR Content Areas History of HR and Its Role (we covered in Ch. 1) Supplementary Discussion Questions for Assessing Your Knowledge and Skills with Respect to SHRM HR Content Areas
1. List and discuss the major equal employment laws, and give
examples of how they inuence the various HR functions such as recruiting and training employees. 2. Describe the basic equal employment law enforcement procedure, from complaint to conclusion.
2. Explain with examples how diversity management can improve business results.
1. Explain and provide examples of at least 5 HR metrics. 2. Discuss how you as a manager could use HR and broader
business metrics to link HR practices to achieving bottomline business results.
1. List and describe the methods and procedure you would use
to conduct a job analysis.
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Supplementary Discussion Questions for Assessing Your Knowledge and Skills with Respect to SHRM HR Content Areas
3. Explain how you would create a training program. 4. List and briey describe ve important training methods. 5. Why is it important to assess training effectiveness, and how
would you go about doing so? Performance Appraisal and Feedback (Ch. 9)
1. Discuss the major federal laws affecting compensation. 2. What role does equity play in devising a compensation
plan?
1. What is meant by variable pay? 2. List and explain the nature and pros and cons of at least one
individual, group, and companywide incentive plan. (continued)
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Supplementary Discussion Questions for Assessing Your Knowledge and Skills with Respect to SHRM HR Content Areas
1. List the employee benets required by law. 2. What are the trends with respect to employee benets costs
and what strategies are employers using to control these costs? 3. What are the major trends in retirement policies and pension plans? 4. What strategic considerations should guide the design of benets programs?
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Supplementary Discussion Questions for Assessing Your Ability to Apply SHRM Personal Competencies in Solving HR Issues
1. Bandag Automotive case (Appendix B, pp. 745747): Assuming Jim Bandags father decides to step back in and implement the required changes, what issues might he encounter, and how exactly would you suggest he plan and execute the changes (using guidelines like those in chapter 8)? 2. BP Texas City case (Appendix B, pp. 756760): In 2007 Lord Browne stepped down as BPs CEO, and the rms president took charge. Based on the case, what organizational changes should BP make now and how would you suggest the new CEO go about executing them? 3. Jack Nelson case (ch. 1, pp. 2526): Assuming the bank decides to set up a central HR ofce, what employee resistance issues would you expect them to face and how (in outline form) do you suggest they implement the change?
Communication Skills: Demonstrate an ability to effectively convey information both verbally and in writing.
Conict Management: Demonstrate an ability to develop strategies to help productively resolve disagreements between individuals or groups within the organization.
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List of SHRM Recommended Personal Competencies Needed for Effectively Carrying Out the Managers Various HR Activities Cross-Cultural Effectiveness: Demonstrate an ability to successfully recognize and deal with cultural differences that may affect behavior in the workplace.
Supplementary Discussion Questions for Assessing Your Ability to Apply SHRM Personal Competencies in Solving HR Issues
1. Google case (Appendix B, pp. 750753): What sorts of factors will Google have to take into consideration as it tries transferring its culture and reward systems and way of doing business to its operations abroad? 2. Carter Cleaning Company Going Abroad case (ch. 17, p. 720): What do you see as the two or three main cultural challenges Carter would face in opening a store in Mexico? How (in terms of specic HR policies and practices) would you suggest the Carters deal with these challenges?
Ethical Decision-Making: Demonstrate an ability to make decisions that reect a high standard of professional behavior.
1. BP Texas City case (Appendix B, pp. 756760): The textbook denes ethics as the principles of conduct governing an individual or a group, and specically as the standards one uses to decide what their conduct should be. To what extent do you believe that what happened at BP is as much a breakdown in the companys ethical systems as it is in its safety systems, and how would you defend your conclusion? What would you have done differently, ethically? What should the new CEO do now? 2. Fire My Best Salesperson case (ch. 14, p. 588): In this case, Greg, the sales manager, faces what is probably (and unfortunately) an ethical dilemma. Focusing on the ethical issues, what would you do now if you were Greg, and why?
Leadership: Demonstrate the ability to direct, lead, and inspire others toward a shared vision.
Managing Organizational Culture: Demonstrate an ability to recognize and inuence organizational norms and values.
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List of SHRM Recommended Personal Competencies Needed for Effectively Carrying Out the Managers Various HR Activities Negotiation Skills: Demonstrate an ability to communicate, discuss, and agree on something among people with differing objectives.
Supplementary Discussion Questions for Assessing Your Ability to Apply SHRM Personal Competencies in Solving HR Issues
1. Video case 7: Compensation (ch. 13, p. 550): In this case Angelo is negotiating a pay raise with Cheryl and Gina. How would you rate each persons negotiating skills? Why? What would you advise Cheryl and Gina to do with respect to their negotiating technique? 2. Salary Inequities at Acme Manufacturing case (ch. 11, pp. 454455): Joe Black may well now nd himself negotiating with the female supervisors in order to reach an equitable salary arrangement with them. What negotiating strategy (for instance, take it or leave it vs. collaboration) would you suggest he use in this situation, and why?
Quantitative Analysis: Demonstrate an ability to ascertain quantitatively, for example, the attributes, behavior, or opinions of the entity you are measuring.
Teambuilding: Demonstrate an ability to engage in a planned effort to improve the working relationships within a group of people in an organizational setting.
V SHRMs BUSINESS/POLICY AREAS: WHY MANAGERS APPLYING HR PRACTICES NEED A BROAD-BASED BUSINESS BACKGROUND
SHRMs Recommended List of Business or Policy Area Knowledge and Skills Managers Require for Executing HR Activities Accounting Business Law
Assignment: Give specic examples of how dealing with the following HR activities depends on your knowledge and skills in the business or policy areas listed in the left column. Ch. 3, Strategic HRcomputing costs and benets of various HR activities Chs. 2, 11, 15, 16, HRs Legal Frameworkunderstanding the context of equal employment, safety, compensation, labor relations law. (continued)
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SHRMs Recommended List of Business or Policy Area Knowledge and Skills Managers Require for Executing HR Activities Corporate Social Responsibility Economics Entrepreneurship
Assignment: Give specic examples of how dealing with the following HR activities depends on your knowledge and skills in the business or policy areas listed, in the left column. Ch. 13, Fair treatmentexcersing fairness in downsizings Ch. 5, Personnel planninglabor supply and demand forecasting Chs. 117, When Youre on Your Own How does understanding the entrepreneurs unique challenges make it possible to formulate HR policies and practices that are appropriate for the small businesss needs Chs. 1113, Compensationformulating possible pay plans Ch. 3, Strategic HR How does understanding how interplay of various business functions inuences company strategy, and how HR can support various departments (sales, production, etc.) strategic aims Ch. 5, Recruitmentusing technology-based services such as applications service providers to support the recruitment function Ch. 17, Managing global human resourcescreating international HR services (such as testing and compensation) that make sense in terms of the companys global sales, production, and nance operations Chs. 117, HRISinstituting companywide human resource information systems Chs. 9, 12, 14, Applying your knowledge of human behavior in counseling, motivating, and disciplining employees Ch. 6, Testing and selectionassessing the effectiveness of various selection tools Ch. 3, Strategic HRbeing able to formulate an HR strategy that supports the companys broader strategic aims Chs. 1113, Compensationcreating a compensation plan that motivates employees to work cooperatively with supply chain partners such as vendors, distributors, and customers.
Managing Information Systems Organizational Behavior Statistics Strategic Management Supply-Chain Management