FIRST EXAM (BA 453/553) SHORT ESSAY QUESTIONS1. Describe and discuss the key considerations (criteria) in making effective HRM decisions and how each consideration impacts the needs of both organization and individual separately.- Improving PERFORMANCE – higher productivity and presumably amore stable organization; greater job satisfaction and less stress.- Containing COST – more efficient use of organization’s capital; enhanced ability to pay.- Limiting LIABILITY – less litigation cost and negative PR/ER fallout;less discrimination and favoritism toward employees. - Promoting FAIR PLAY – fewer employee complaints and adverse ER climate; individuals are valued for their contributions; less politics.2. Describe how the Civil Rights Act of 1964 as amended (including key cases) changed the legal landscape of employment discrimination.- Affirmation of Equal Employment Opportunity for protected classes.- Prohibition of Employment Discrimination and Segregation. - EEOC enforcement.- Shifted burden of proof to employers.- Defenses: BFOQ and Business Necessity.- Need for Selection Test Validation.- Adverse Treatment and Impact.- Shift from focus on Intent to Affect.- Right to Sue and receive Damages.- Amendments re: Age; Pregnancy.- Sexual Harassment: two types.- Relevant Cases. - Independent Status of Executive Orders & AAP.3. Describe the key aspects of ADA and discuss how they impact HR policies and decisions.- American with Disabilities Act.- Prohibition of Employment Discrimination of disabled persons.- Definition of Disability (substantially limits major life activities).- Burden of proof (disability) rests with employee.- Essential Job Functions.- Reasonable Accommodation. - Undue Hardship. - Burden of Proof (Undue Hardship) rests with employer.- EEOC enforcement.- HR policy/practices: No pre-employment inquiries re: disability. Drug testing ok prior to offer, but health exam is post-offer, albeit contingent. No need to create a new job or to tolerate marginal performance.- Employers generally have prevailed in court cases.4. Describe the key factors to consider in HR planning and how they impact thedesign of a recruitment plan.- Workforce Planning and the Strategic Recruitment Matrix model – need to forecast (1) internal demand (need); (2) external demand; (3) internal labor supply; and (4) external labor supply.- Need to define different labor markets for different positions.- Need to match recruitment methods to type of positions and S/D factors.- Need to define job description and specifications (analysis); competencies required.- Need to develop timetable to create applicant pool.- Note: Selection is a process separate from Recruitment.- Note: The question implies a macro perspective.5. Describe how the validity and reliability of employment interviews can be strengthened.- Definition of Validity and Reliability.- To strengthen Validity:A. Questions need to be:1. Job Related2. Open-ended and Situational (job content examples)3. Sufficient number to secure competency data.B. Focus on Performance, not Work Experience per se.C. Use sequential or panel interviews.D. Use standard Employment Application.- To strengthen Reliability:A. Structure the Interview Questions (use the same set) and Format (process of conducting).B. Provide Interviewer Training.C. Control Judgmental Biases.D. Document Results after each interview (rating optional).- Evaluation.6. Describe the key considerations in designing an effective training program for managers in need to building better interpersonal skills with employees.- Threshold considerations:A. Assessment of Need – the Gap between desired and actual performance.B. Determination of whether Training can close the Gap.C. If so, Cost/Benefit Evaluation against competing priorities.D. If a “GO”, Design the Program and Plan its Execution.E. Determination of an Evaluation Method.- Establish Training (Learning) Goals/Objectives (measureable).- Match various Methods to the Need (Form Follows Function):A. Behavior Modeling – model, practice, feedback, transfer.B. Sensitivity Training – type of group and setting.C. Team Building – if skill application is within a team.- Use of internal or external resources for design and execution.- Consider a Trial Group for evaluation purposes.- Develop a Plan for Implementation (who, when, where,
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