1. What are the most important concepts you have learned during this week?

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1. What are the most important concepts you have learned during this week?

2. What would you recommend to your management/leadership based on these concepts?

3. How will these concepts impact you personally and professionally?

4. What is the value-added from these concepts? Or, what difference will these concepts make to your organization?

SMART goals are best described as

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1) Which of the following terms refers to the process of evaluating an employee’s current and/or past performance relative to his or her performance standards?

2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals?

4) SMART goals are best described as ________.

5) All of the following are reasons for appraising an employee’s performance EXCEPT ________.

6) In most organizations, which of the following is primarily responsible for appraising an employee’s performance?

7) Which of the following is most likely NOT a role played by the HR department in the performance appraisal process?

8) What is the first step in the appraisal process?

9) When designing an actual appraisal method, the two basic considerations are ________.

10) Which of the following is the easiest and most popular technique for appraising employee performance?

11) Which performance appraisal technique lists traits and a range of performance values for each trait?

12) Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates.

Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?

13) All of the following are usually measured by a graphic rating scale EXCEPT ________.

14) Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

15) The most popular method for ranking employees is the ________ method.

16) Kendra needs to rate five of her subordinates. She makes a chart of all possible pairs of employees for each trait being evaluated. Then, she indicates the better employee of each pair with a positive symbol on the chart. Finally, she totals the number of positive symbols for each employee. Which method of performance appraisal has Kendra most likely used?

17) Which performance appraisal tool is being used when a supervisor places predetermined percentages of ratees into various performance categories?

18) John, the supervisor of the manufacturing department at a computer firm, is in the process of evaluating his staff’s performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John chosen to use?

19) Which of the following measurement methods is similar to grading on a curve?

20) Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?

Describe the advantages and disadvantages of layoffs. Explain the pros and cons to using seniority as a layoff criteria. (Points: 30)

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Week 8 Final Exam

Set 1

 

  1. (TCO A) Many people still believe that companies care little about human resource management compared to other revenue-generating departments. Explain why companies have this perception. Describe how you would convince the company’s leadership of the value of HRM. (Points: 30)
  2. (TCO B) If an employer asked you to review an employment decision to determine whether discrimination had occurred, identify the factors you would consider in that decision and describe how you would evaluate them. (Points: 30)
  3. (TCO C) Many believe that good pay and good management result in union avoidance. Describe the policies and practices companies should develop to avoid unionizing. Explain how these practices might be less costly than unionized labor. (Points: 30)
  4. (TCO D) In developing human resource strategies, businesses face several important challenges. Identify and describe four of these challenges. Link these challenges back to the HRM department’s strategy plan. (Points: 30)
  5. (TCO E) Describe the advantages and disadvantages of layoffs. Explain the pros and cons to using seniority as a layoff criteria. (Points: 30)
  6. (TCO F) Substantiate the value of employee performance evaluations to the business and the employee. Describe the factors/components you would include in a performance management program and validate those items. (Points: 30)
  7. (TCO G) From a general human resource standpoint, describe what you would include in a benefits strategy. Describe the value of a benefits strategy for employees and the business. (Points : 30)
  8. (TCO H) Explain how human resource technology can improve efficiency and effectiveness of HRM functions. How, specifically, can technology support the business? Provide an example. (Points: 40)

 

Quality Child Care And Domestic Labor Provision

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2 pages double-spaced Times New Roman 12 pt font

1.      For this assignment, please refer to page 112 in our textbook, “The Work-Family Interface.”

 

2.      Answer each question about the country of your choice (each worth 15 points)

 

a.       What were the best notable differences among nations?

 

b.      In what ways is the US similar or dissimilar to developing nations?

 

c.       In what ways is the US similar or dissimilar to Western European nations?

 

 

d.      Are countries diverging or converging over time? Support your answer.