FM 116 CH 9 QUESTIONS WITH COMPLETE
SOLUTION
Human ccresources ccmanagement cc(HRM) cc- ccall ccthe ccactivities ccinvolved ccin ccACQUIRING,
ccMAINTAINING, ccand ccDEVELOPING, ccan ccorganization's cchuman ccresources
Human ccresources ccplanning cc- ccdetermining ccthe ccfirm's ccfuture cchuman ccresources ccneeds
Human ccresources ccplanning cc- cc-the ccdevelopment ccof ccstrategies ccto ccmeet cca ccfirm's cchuman
ccresources ccneeds
-The ccorganization's ccoverall ccstrategic ccplan ccis ccthe ccstarting ccpoint ccof ccthe ccprocess.
cc -From ccthis, cchuman ccresource ccplanners cccan ccforecast ccfuture ccdemand ccfor cchuman ccresources.
Compensation cc- cc-rewarding ccemployee cceffort ccthrough ccmonetary ccpayments
-Benefits cc- ccproviding ccrewards ccto ccensure ccemployee ccwell-being
Performance ccappraisal cc- ccassessing ccemployees' cccurrent ccand ccpotential ccperformance cclevels
Replacement ccchart cc- cca cclist ccof cckey ccpersonnel ccand cctheir ccpossible ccreplacements ccwithin cca ccfirm
Skills ccinventory cc- cca cccomputerized ccdata ccbank cccontaining ccinformation ccon ccthe ccskills ccand
ccexperience ccof ccall ccpresent ccemployees
Layoffs cc- ccfiring ccand ccthey cccan cccome ccback
Attrition cc- ccthey ccleave ccslowly cc(vounterally) ccgoogle- ccthe ccgradual ccreduction ccof cca ccworkforce ccby
ccemployees' ccleaving ccand ccnot ccbeing ccreplaced ccrather ccthan ccby cctheir ccbeing cclaid ccoff.
Early ccretirement cc- ccthe ccpractice ccof ccleaving ccemployment ccbefore ccthe ccstatutory ccage, ccespecially ccon
ccfavorable ccfinancial ccterms.
, Buyouts cc- ccgovernment ccoffers cccash ccincentives ccto ccemployees ccwho ccagree ccto ccleave ccgovernment
ccemployment
Firing cc- ccTHEY ccLOSE ccTHIER ccJOB
When ccthe ccsupply ccof ccemployees ccis ccpredicted ccto ccbe ccgreater ccthan ccthe ccdemand, ccthe ccfirm ccmust
cctake ccsteps ccto ccreduce ccthe ccsize ccof ccits ccworkforce ccthrough: cc- ccLayoffs- ccfiring ccand ccthey cccan cccome
ccback
Attrition cc- ccthey ccleave ccslowly cc(vounterally) ccgoogle- ccthe ccgradual ccreduction ccof cca ccworkforce ccby
ccemployees' ccleaving ccand ccnot ccbeing ccreplaced ccrather ccthan ccby cctheir ccbeing cclaid ccoff.
Early ccretirement- ccthe ccpractice ccof ccleaving ccemployment ccbefore ccthe ccstatutory ccage, ccespecially ccon
ccfavorable ccfinancial ccterms.
Buyouts
Firing
Cultural cc(or ccworkplace) ccdiversity cc- ccdifferences ccamong ccpeople ccin cca ccworkforce ccowing ccto ccrace,
ccethnicity, ccand ccgender
Advantages ccof cccultural ccdiversity cc- cc- ccEmployees ccwith ccknowledge ccabout ccanother cccountry ccand
ccwho cccan cccommunicate ccin ccthat cclanguage cccan ccprevent ccembarrassing ccmistakes ccdue ccto cca cclack ccof
cccultural ccsophistication. ccThus, ccmany cccompanies ccseek ccjob ccapplicants ccwith cca ccbackground ccin
cccultures ccin ccwhich ccthe cccompany ccdoes ccbusiness.
- ccDifferences ccwithin ccdecision-making ccand ccproblem-solving ccgroups ccpotentially ccproduce ccbetter
ccdecisions ccthrough cca ccwider ccrange ccof ccperspectives ccand ccmore ccthorough cccritical ccanalysis ccof
ccissues.
- ccDiversity ccof ccperspectives ccand ccless ccemphasis ccon ccconformity ccto ccnorms ccof ccthe ccpast ccshould
ccimprove ccthe cclevel ccof cccreativity.
ADD ccTOO ccUSING ccSLIDE
The cccost ccof ccpoorly ccintegrating ccworkers ccincreases ccwith ccdiversity. ccHowever, cccompanies ccthat
cchandle ccdiversity ccwell cccan cccreate cccost ccadvantages ccover ccthose ccthat ccdo cca ccpoor ccjob. ccCompanies
cccan ccalso ccreduce cccosts ccby cchiring ccculturally ccsensitive ccand cctrained ccworkers.
Companies ccdevelop ccreputations ccas ccbeing ccfavorable ccor ccunfavorable ccemployers ccfor ccwomen ccand
ccethnic ccminorities. ccThose ccwith ccthe ccbest ccreputations ccwill ccattract ccand ccretain ccthe ccbest ccpersonnel.
SOLUTION
Human ccresources ccmanagement cc(HRM) cc- ccall ccthe ccactivities ccinvolved ccin ccACQUIRING,
ccMAINTAINING, ccand ccDEVELOPING, ccan ccorganization's cchuman ccresources
Human ccresources ccplanning cc- ccdetermining ccthe ccfirm's ccfuture cchuman ccresources ccneeds
Human ccresources ccplanning cc- cc-the ccdevelopment ccof ccstrategies ccto ccmeet cca ccfirm's cchuman
ccresources ccneeds
-The ccorganization's ccoverall ccstrategic ccplan ccis ccthe ccstarting ccpoint ccof ccthe ccprocess.
cc -From ccthis, cchuman ccresource ccplanners cccan ccforecast ccfuture ccdemand ccfor cchuman ccresources.
Compensation cc- cc-rewarding ccemployee cceffort ccthrough ccmonetary ccpayments
-Benefits cc- ccproviding ccrewards ccto ccensure ccemployee ccwell-being
Performance ccappraisal cc- ccassessing ccemployees' cccurrent ccand ccpotential ccperformance cclevels
Replacement ccchart cc- cca cclist ccof cckey ccpersonnel ccand cctheir ccpossible ccreplacements ccwithin cca ccfirm
Skills ccinventory cc- cca cccomputerized ccdata ccbank cccontaining ccinformation ccon ccthe ccskills ccand
ccexperience ccof ccall ccpresent ccemployees
Layoffs cc- ccfiring ccand ccthey cccan cccome ccback
Attrition cc- ccthey ccleave ccslowly cc(vounterally) ccgoogle- ccthe ccgradual ccreduction ccof cca ccworkforce ccby
ccemployees' ccleaving ccand ccnot ccbeing ccreplaced ccrather ccthan ccby cctheir ccbeing cclaid ccoff.
Early ccretirement cc- ccthe ccpractice ccof ccleaving ccemployment ccbefore ccthe ccstatutory ccage, ccespecially ccon
ccfavorable ccfinancial ccterms.
, Buyouts cc- ccgovernment ccoffers cccash ccincentives ccto ccemployees ccwho ccagree ccto ccleave ccgovernment
ccemployment
Firing cc- ccTHEY ccLOSE ccTHIER ccJOB
When ccthe ccsupply ccof ccemployees ccis ccpredicted ccto ccbe ccgreater ccthan ccthe ccdemand, ccthe ccfirm ccmust
cctake ccsteps ccto ccreduce ccthe ccsize ccof ccits ccworkforce ccthrough: cc- ccLayoffs- ccfiring ccand ccthey cccan cccome
ccback
Attrition cc- ccthey ccleave ccslowly cc(vounterally) ccgoogle- ccthe ccgradual ccreduction ccof cca ccworkforce ccby
ccemployees' ccleaving ccand ccnot ccbeing ccreplaced ccrather ccthan ccby cctheir ccbeing cclaid ccoff.
Early ccretirement- ccthe ccpractice ccof ccleaving ccemployment ccbefore ccthe ccstatutory ccage, ccespecially ccon
ccfavorable ccfinancial ccterms.
Buyouts
Firing
Cultural cc(or ccworkplace) ccdiversity cc- ccdifferences ccamong ccpeople ccin cca ccworkforce ccowing ccto ccrace,
ccethnicity, ccand ccgender
Advantages ccof cccultural ccdiversity cc- cc- ccEmployees ccwith ccknowledge ccabout ccanother cccountry ccand
ccwho cccan cccommunicate ccin ccthat cclanguage cccan ccprevent ccembarrassing ccmistakes ccdue ccto cca cclack ccof
cccultural ccsophistication. ccThus, ccmany cccompanies ccseek ccjob ccapplicants ccwith cca ccbackground ccin
cccultures ccin ccwhich ccthe cccompany ccdoes ccbusiness.
- ccDifferences ccwithin ccdecision-making ccand ccproblem-solving ccgroups ccpotentially ccproduce ccbetter
ccdecisions ccthrough cca ccwider ccrange ccof ccperspectives ccand ccmore ccthorough cccritical ccanalysis ccof
ccissues.
- ccDiversity ccof ccperspectives ccand ccless ccemphasis ccon ccconformity ccto ccnorms ccof ccthe ccpast ccshould
ccimprove ccthe cclevel ccof cccreativity.
ADD ccTOO ccUSING ccSLIDE
The cccost ccof ccpoorly ccintegrating ccworkers ccincreases ccwith ccdiversity. ccHowever, cccompanies ccthat
cchandle ccdiversity ccwell cccan cccreate cccost ccadvantages ccover ccthose ccthat ccdo cca ccpoor ccjob. ccCompanies
cccan ccalso ccreduce cccosts ccby cchiring ccculturally ccsensitive ccand cctrained ccworkers.
Companies ccdevelop ccreputations ccas ccbeing ccfavorable ccor ccunfavorable ccemployers ccfor ccwomen ccand
ccethnic ccminorities. ccThose ccwith ccthe ccbest ccreputations ccwill ccattract ccand ccretain ccthe ccbest ccpersonnel.
