Final Management 52 questions ALL Multiple Choices Not Cumulative From midterm on 1 Leadership 2 Motivation 3 HR 5 Questions WeBike Listen to the Q A o What do we do to motivate o Being in different places makes it hard o Being together is crucial Take bikeride together to reconnect o Talk to other people users together to get feedback o Know that concept is validated and making a change o Passion and motivation are contagious o Everyone on the team has been cheerleader at one point o How did you guys connect and get diverse background o Quest o Easy to bring people on o Want to take on something new an exciting o Sweat equity and how it has impacted your life o Passion project so easy to sacrifice and give up balance o Fun so it s never hard work Challenging o Never really asked teammates to give more than they are willing to give o Cover for each other Share the load o Have you ever been profitable and how many people use your service o Because no salaries they have positive cashflows o Have 12 bikes in beta test with about 60 people o At Mazza 15 bikes with a hundred users in system o Have do you protect your bikes theft What about insurance o The cost of security cannot exceed the cost of theft o Inevitable operational costs o Ulock are safer cost effective o Software based company that power the bikeshare o Don t take on liability for operations so don t need to account for injuries o How much does it cost o Subscription fee depending on how many people use it o Most cost is given to community UMD o Have not pursued advertising o They have been approached o Use articles and owning that niche o Being simple and affordable o Go low tech but provide innovation o Not low tech but Right tech o Small communities is the target o Notion of brand will become very important o Students own the system and will help the grassroots advertising o What are the next innovations for you o New tech savvy locks o Ads that target for where you drop off the bike o Profiles calorie counting etc o Put so much energy into what we do o So its hard for someone else to come in o First mover advantage o We are concerned about someone taking our idea o Need protection o Acting and relying on brand o University covers insurance o Students sign waivers to reduce liability o Only thing they can legally protect is lock o Intellectual property shouldn t be the first concern o Figure out what people want first o Don t have to wear a helmet because its over 16 o But will promote it as much as possible o Hygiene carried across from user to user o Helmet is rated for one impact 5 Questions on the Everest Simulation Familiarize with slides Reflect on experience Based on Experience what do you think was happening Section on Leadership Very prominent Section on HR Selection Process Criteria for selection Interviews Corporate Training people development Hausser Case Role play in class Youtube from GE Jack Welsh Class on Motivation Slides divided into 2 sections Blackboard Bottom Line It depends contingent to situational constraints Ford Reading Start up com govworks com 1Question WeBike Debrief Started here but isn t implemented here Rely on Honor system to keep their bikes They all still have other part time jobs Chapter 11 Human Resources Strategic Human Resource Management is the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals keeping the right people to form a qualified work force of the people who make up an organization Knowledge skills abilities and other characteristics KSAOs the process of finding developing and Human Resource Management Human Capital GE Key Success Factors Belief that talent is a core strategic resource HR professionals are respected partners Line managers are responsible and accountable for people development Integrated management development system Employment Discrimination Disparate Treatment Adverse impact intentional discrimination that occurs when people are purposely not given the same hiring promotion or membership opportunities because of their race color sex age ethnic group national origin or religious beliefs a particular race sex or ethnic group are unintentionally harmed or disadvantaged because they receive lower rates than others Four fifths 80 rule impact Violation when the selection rate for a protected group is less than 80 of the selection rate for a non protected group Unintentional discrimination that occurs when members of rule of thumb that constitutes for evidence of adverse Sexual Harassment form of discrimination in which unwelcome sexual advances verbal or physical conduct of sexual nature while performing the job Quid pro quo sexual harassment depend on whether an individual submits to sexual harassment related behavior creates an intimidating and offensive work environment when unwelcome and demeaning sexually when employment outcomes hiring etc Hostile work environment Job Analysis process of getting detailed information about jobs What where how when why under what conditions Job descriptions Job specifications list of tasks duties responsibilities observable actions Knowledge skills abilities other characteristics KSAO Strategic importance of Job Analysis Restructuring Merger Acquisition Recruitment Selection Training Career Development Performance Appraisal Recruiting Job Evaluation the process of developing a pool of qualified job applicants from Internal people who already work in the company outside the company External the process of developing a pool of qualified job applicants from Selection Background checks Employment references used to verify information that applicant provides about previous employers or coworkers that they can themselves and to uncover negative job related background info contact to learn more about the candidate Selection tests o Specific ability tests the particular kind of ability needed to do the job well abilities to perceptual speed verbal comprehension numerical aptitude general reasoning and spatial aptitude test for deductive reasoning o Aptitude tests o Cognitive ability tests they measure aptitude for doing a particular task well measures the extent to which applicants have measure the extent to which an applicant posses Logic puzzles o Biographical data about their personal backgrounds and life experiences extensive surveys that ask applicants questions Best predictor of future performance is past performance Information spans past experiences
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