Solutions Manual
for
Managing Human Resources (11th Canadian Edition)
Comprehensive End-of-Chapter Solutions, Case Answers & Study Support
By
Parbudyal Singh
Stephen D. Risavy
Monica Belcourt
Scott Snell
Shad Morris
ISBN: 9781778417924
,TABLE OF CONTENTS
Part 1 - Human Resources Management in Perspective
1. The World of Human Resources Management
2. Strategy and Human Resources Planning
Part 2 - Meeting Human Resources Requirements
3. Equity, Diversity, and Inclusion: The Legal Environment
4. Job Analysis and Work Design
Part 3 - Developing Effectiveness in Human Resources
5. Expanding the Talent Pool: Recruitment and Careers
6. Employee Selection
7. Training and Development
8. Performance Management
Part 4 - Implementing Compensation and Security
9. Managing Compensation
10. Pay for Performance: Incentive Rewards
11. Employee Benefits
12. Promoting Health and Safety
Part 5 - Enhancing Employee–Management Relations
13. Employee Rights and Discipline
14. The Dynamics of Labour Relations
Part 6 - Expanding Human Resources Management Horizons
15. International Human Resources Management
CHAPTER 1: THE WORLD OF HUMAN RESOURCES MANAGEMENT
Answers to End-of-Chapter Discussion Questions
1. Many contend that the COVID-19 pandemic demonstrated the critical importance of human
resource management. Why is this so?
ANS: COVID-19 changed the world in a dramatic manner. Almost everything was
seismically impacted, including how organizations managed their people. Some examples of
how the COVID-19 pandemic demonstrated the critical importance of human resource
management pertain to the changes in how organizations recruited, selected, trained,
appraised, and rewarded employees. As a specific example, COVID-19 highlighted the need
for a greater sense of community and common objectives. HR must establish cohesion
between employees and leaders as leaders continue to manage, motivate, and engage remote
employees.
,2. Suppose your boss asked you to summarize the major people-related concerns in opening an
office in India. What issues would be on your list?
ANS: Some of the most basic concerns about opening an office in another country include
legal, cultural, and administrative differences. Students should be made aware of the options
an organization has in terms of hiring people from the host country versus sending over
expatriates. Depending on the people hired, training issues become important, as do issues
related to pay, career development, etc. Chapter 15 focuses directly on these concerns in
international HRM.
3. Name a company you hope to work for someday. What is its record on corporate social
responsibility and sustainability? Are these factors important to you? Why or why not?
ANS: Answers will vary, but students should select a company and attempt to find
information about the company’s programs to promote corporate social responsibility and
sustainability. Students can search for this information through sites such as
https://www.csrwire.com/ or by searching the company’s website. Students should also form
an opinion about whether these corporate social responsibility and sustainability factors are
important to them as well as an explanation for the rationale behind their opinion.
4. Will technology eliminate the need for HR managers? How will artificial intelligence affect
human resource management?
ANS: Emphasize that technology has a number of benefits for the HRM professional. For
instance, it automates routine activities, alleviates administrative burdens, reduces costs, and
improves productivity internal to the HR function itself. It also has relational benefits by
connecting people with one another and with the HR data they need. Finally, it is changing
the way HR processes are designed and executed. Technology frees up time for the HR
professional to spend on more strategic aspects of the people side of business. Technology
does not run on its own; instead, it must be managed and leveraged in such a way as to
contribute to the organization’s goals. Hence, the need for HR will not be eliminated.
Moreover, HR has been positioned as a coach for management, which requires the HR
manager to help management solve unique problems, whereby the solutions cannot be
provided by a computer. Artificial intelligence and automation are impacting not only blue-
collar and routine jobs but others as well. For example, news organizations are using Web
robots (“bots”) to gather information and write basic stories about corporate earnings and
sports.
5. In groups, debate the proposition: “Employees are an expense, and their numbers should be
reduced.”
ANS: Employee compensation is likely to be the highest operating expense for organizations
and cutting employee costs can certainly have positive short-term impacts on company
profits. However, employees are clearly not just an expense, and programs such as
downsizing to reduce employee numbers have several disadvantages. Further, organizations
that avoid the temptation to downsize just to cut costs can achieve important benefits, such
as: a fiercely loyal, more productive workforce; higher customer satisfaction; readiness to
, snap back with the economy; a recruiting edge; and workers who are not afraid to innovate,
knowing that their jobs are safe.
6. What are the pros and cons of having a more diverse workforce? Is Canada in a better
position to compete globally because of its diverse population? Find examples from a school
or work project where having a diverse team made a difference, and explain that difference.
ANS: Diversity has its costs and its benefits. It is more difficult to create and manage a
diverse workforce. Recruiting is more challenging and getting people to work together can
also be a challenge. All organizations are based on two design principles: variety and
integration. Diversity equals variety, and out of variety comes creativity and innovation. But
this only happens if variety/diversity can be integrated and coordinated. Otherwise, the
organization will fall apart from differences among people. Because of the global nature of
so much of Canadian business, a diverse workforce can provide a competitive edge.
Diversity is not achieved without changes to attitudes that are often prevalent within an
organization’s culture.
7. What are the advantages and disadvantages of part-time workers?
ANS: See The Business Case: Advantages and Disadvantages of Part-Time Workers for a
list of advantages of part-time work, and for some advantages of employing on a full-time
basis. The case also mentions the impact of COVID-19 for Amazon whereby they increased
their temporary workforce in the United States at the outset of COVID-19 to accommodate
immediate needs and then, in May 2020, Amazon offered a number of these temporary
workers full-time positions with full benefits and continued thereafter to further expand their
full-time workforce in both the United States and Canada.
8. Should HR professionals be the “voice” for employees or the “spokesperson” for managers?
Explain your view. Should HR professionals be licensed, like accountants and lawyers?
ANS: This question is meant to stimulate conversation about the complementary roles within
HRM—how they fit together and support the business. Without any one of the roles, the
pyramid topples. In today’s organizations, it may be the case that personal credibility is the
most central role. Without it, nothing else matters. HR managers must be the “voice” for
employees in that they must understand the issues that employees face. At the same time, HR
managers must be the “spokesperson” for managers because it is important to understand the
strategic direction of the company and to match the right employees with the achievement of
the company’s objectives.
Notes for End-of-Chapter Case Studies
Case Study 1-1: New HR Strategy Makes Lloyd’s a “Best Company”
1. What skills does Black think employees need to work successfully in HR?
ANS: The case does not specify the skills that Black thinks the workforce in general needs
to work successfully in HR; however, based on the focus of her efforts and on what she has
indicated regarding the ideal characteristics of future HR professionals, several things are
obvious. HR professionals need to develop certain attitudes and understanding and be able
for
Managing Human Resources (11th Canadian Edition)
Comprehensive End-of-Chapter Solutions, Case Answers & Study Support
By
Parbudyal Singh
Stephen D. Risavy
Monica Belcourt
Scott Snell
Shad Morris
ISBN: 9781778417924
,TABLE OF CONTENTS
Part 1 - Human Resources Management in Perspective
1. The World of Human Resources Management
2. Strategy and Human Resources Planning
Part 2 - Meeting Human Resources Requirements
3. Equity, Diversity, and Inclusion: The Legal Environment
4. Job Analysis and Work Design
Part 3 - Developing Effectiveness in Human Resources
5. Expanding the Talent Pool: Recruitment and Careers
6. Employee Selection
7. Training and Development
8. Performance Management
Part 4 - Implementing Compensation and Security
9. Managing Compensation
10. Pay for Performance: Incentive Rewards
11. Employee Benefits
12. Promoting Health and Safety
Part 5 - Enhancing Employee–Management Relations
13. Employee Rights and Discipline
14. The Dynamics of Labour Relations
Part 6 - Expanding Human Resources Management Horizons
15. International Human Resources Management
CHAPTER 1: THE WORLD OF HUMAN RESOURCES MANAGEMENT
Answers to End-of-Chapter Discussion Questions
1. Many contend that the COVID-19 pandemic demonstrated the critical importance of human
resource management. Why is this so?
ANS: COVID-19 changed the world in a dramatic manner. Almost everything was
seismically impacted, including how organizations managed their people. Some examples of
how the COVID-19 pandemic demonstrated the critical importance of human resource
management pertain to the changes in how organizations recruited, selected, trained,
appraised, and rewarded employees. As a specific example, COVID-19 highlighted the need
for a greater sense of community and common objectives. HR must establish cohesion
between employees and leaders as leaders continue to manage, motivate, and engage remote
employees.
,2. Suppose your boss asked you to summarize the major people-related concerns in opening an
office in India. What issues would be on your list?
ANS: Some of the most basic concerns about opening an office in another country include
legal, cultural, and administrative differences. Students should be made aware of the options
an organization has in terms of hiring people from the host country versus sending over
expatriates. Depending on the people hired, training issues become important, as do issues
related to pay, career development, etc. Chapter 15 focuses directly on these concerns in
international HRM.
3. Name a company you hope to work for someday. What is its record on corporate social
responsibility and sustainability? Are these factors important to you? Why or why not?
ANS: Answers will vary, but students should select a company and attempt to find
information about the company’s programs to promote corporate social responsibility and
sustainability. Students can search for this information through sites such as
https://www.csrwire.com/ or by searching the company’s website. Students should also form
an opinion about whether these corporate social responsibility and sustainability factors are
important to them as well as an explanation for the rationale behind their opinion.
4. Will technology eliminate the need for HR managers? How will artificial intelligence affect
human resource management?
ANS: Emphasize that technology has a number of benefits for the HRM professional. For
instance, it automates routine activities, alleviates administrative burdens, reduces costs, and
improves productivity internal to the HR function itself. It also has relational benefits by
connecting people with one another and with the HR data they need. Finally, it is changing
the way HR processes are designed and executed. Technology frees up time for the HR
professional to spend on more strategic aspects of the people side of business. Technology
does not run on its own; instead, it must be managed and leveraged in such a way as to
contribute to the organization’s goals. Hence, the need for HR will not be eliminated.
Moreover, HR has been positioned as a coach for management, which requires the HR
manager to help management solve unique problems, whereby the solutions cannot be
provided by a computer. Artificial intelligence and automation are impacting not only blue-
collar and routine jobs but others as well. For example, news organizations are using Web
robots (“bots”) to gather information and write basic stories about corporate earnings and
sports.
5. In groups, debate the proposition: “Employees are an expense, and their numbers should be
reduced.”
ANS: Employee compensation is likely to be the highest operating expense for organizations
and cutting employee costs can certainly have positive short-term impacts on company
profits. However, employees are clearly not just an expense, and programs such as
downsizing to reduce employee numbers have several disadvantages. Further, organizations
that avoid the temptation to downsize just to cut costs can achieve important benefits, such
as: a fiercely loyal, more productive workforce; higher customer satisfaction; readiness to
, snap back with the economy; a recruiting edge; and workers who are not afraid to innovate,
knowing that their jobs are safe.
6. What are the pros and cons of having a more diverse workforce? Is Canada in a better
position to compete globally because of its diverse population? Find examples from a school
or work project where having a diverse team made a difference, and explain that difference.
ANS: Diversity has its costs and its benefits. It is more difficult to create and manage a
diverse workforce. Recruiting is more challenging and getting people to work together can
also be a challenge. All organizations are based on two design principles: variety and
integration. Diversity equals variety, and out of variety comes creativity and innovation. But
this only happens if variety/diversity can be integrated and coordinated. Otherwise, the
organization will fall apart from differences among people. Because of the global nature of
so much of Canadian business, a diverse workforce can provide a competitive edge.
Diversity is not achieved without changes to attitudes that are often prevalent within an
organization’s culture.
7. What are the advantages and disadvantages of part-time workers?
ANS: See The Business Case: Advantages and Disadvantages of Part-Time Workers for a
list of advantages of part-time work, and for some advantages of employing on a full-time
basis. The case also mentions the impact of COVID-19 for Amazon whereby they increased
their temporary workforce in the United States at the outset of COVID-19 to accommodate
immediate needs and then, in May 2020, Amazon offered a number of these temporary
workers full-time positions with full benefits and continued thereafter to further expand their
full-time workforce in both the United States and Canada.
8. Should HR professionals be the “voice” for employees or the “spokesperson” for managers?
Explain your view. Should HR professionals be licensed, like accountants and lawyers?
ANS: This question is meant to stimulate conversation about the complementary roles within
HRM—how they fit together and support the business. Without any one of the roles, the
pyramid topples. In today’s organizations, it may be the case that personal credibility is the
most central role. Without it, nothing else matters. HR managers must be the “voice” for
employees in that they must understand the issues that employees face. At the same time, HR
managers must be the “spokesperson” for managers because it is important to understand the
strategic direction of the company and to match the right employees with the achievement of
the company’s objectives.
Notes for End-of-Chapter Case Studies
Case Study 1-1: New HR Strategy Makes Lloyd’s a “Best Company”
1. What skills does Black think employees need to work successfully in HR?
ANS: The case does not specify the skills that Black thinks the workforce in general needs
to work successfully in HR; however, based on the focus of her efforts and on what she has
indicated regarding the ideal characteristics of future HR professionals, several things are
obvious. HR professionals need to develop certain attitudes and understanding and be able
